Psychology Essays Forensic Psychology

Psychology Essays Forensic PsychologyForensic Psychology Critically discuss research studies that have investigated the psychological positionors associated with practice of law emphasize. in that respect is a natural assumption in the public consciousness that being a police officer is a sampleful occupation. It is thought that the cause of traffic with the kinds of people and situations that police officers argon regularly required to must be stressful. This perception is not just confined to lay-people psychiatrists and occupational physicians find that police officers are in the top three occupations that are reported to the Occupational Disease Intelligence Net rick (ODIN). Similarly, studies such as Schmitdke, Fricke Lester (1999) have gear up a high(prenominal) rate of suicide amongst police officers than opposite similar members of a German population. In a recent review of 26 polar professions in the UK, Johnson, Cooper, Cartwright, Donald, Taylor Millet (2005) found that police officers were amongst the top 6 professions for high levels of stress and low levels of job satisfaction.Like any area of psychological research, individual differences are going to be authoritative in how a person reacts to a situation. There has been some research carried out into the different individual factors that affect police stress in a number of different police forces around the world. Many of the researched populations have not, however, involved the police, but the factors that have been examined are common amongst occupational groups. Amongst these, Clarke Cooper (2000) embarrass Type A behaviour, negative affectivity, the locus of control, coping styles and psychological hardiness. Negative affectivity, for example, is a tendency in an individual to show generally negative emotions and reactions crossways a range of situations. The research has frequently found a link between stress and negative affectivity. Similarly there is a large cadence of research into Type A personalities. Type A personalities are oftentimes impatient, strive for achievement and are very competitive. This factor has been shown to be important in connection with stress. Davidson Veno (1980) report that 75% of a sample of police officers showed that they had Type A personalities not a surprise considering some of the job requirements.The idea of psychological hardiness has also been shown to be important in stress reaction this has been defined by Lambert Lambert (1999) as involving the factors of control, commitment and challenge. Control refers to the achievement to which a person believes that they have an influence over the things that happen to them, commitment envisages an involvement with events that are happening, and challenge infers an approach to liveliness that incorporates and expects change as a matter of course. Hills Norvell (1991) examine psychological hardiness in a sample of 234 highway patrol officers. The conclusions show ed that hardiness as tumefy as neuroticism (almost the corresponding as negative affectivity) moderated the relationship between measures of stress and its physiological and psychological consequences.Much of the older research into stress in the police has concentrated on the negative impact of police work. It has tended to assume that bad experiences at work will tend to result in stress, which in turn results in an absence of benefit. This may not be correct, as research has shown that bad experiences do not tend to have a negative effect on public assistance (Cohen Hoberman, 1983). Hart, Wearing, Headey (1995) wanted to examine, then, how personality, coping and work experiences affected well-being. 527 Australian police officers completed a Perceived Quality of Life questionnaire that incorporated a number of different measures including the Satisfaction With Life scale (Diener, Emmons, Larsen Griffin, 1985) and the General Well-Being Questionnaire (Cox Gott, 1990). Th is research made a number of findings based on these data. For their first finding they compared the psychological well-being of police officers to other professions, in this case school teachers, tertiary students and community norms. It was found that police officers showed similar levels of psychological well-being to these other groups. This lead the authors of the this take on to conclude that police officers have normal levels of psychological well-being. This finding can be questioned though, as Johnson et al. (2005) found that teachers also tend to have high levels of stress and low levels of job satisfaction. Hart et al. (1995) are not making valid comparisons. That caveat aside, the authors did look more(prenominal) specifically at what factors were associated with higher levels of stress. Here they sustain what has already been a consistent finding in the research that it is organisational vari able-bodieds that contribute more to levels of stress than operational var iables. In other words police officers in this sample, as in previous research, found their police departments a greater source of stress than transaction with criminals and the extreme situations they came into contact with during their job. As well as these aspects, this research also examined personality variables, police work experiences and coping strategies to see how they affected well-being but no crabbyly strong findings were reported other than some moderate correlations.Findings about the importance of organisational variables over operational variables have also been found in a sample of police officers from the UK. Collins Gibbs (2003) administered a postal questionnaire to 1,206 members of a county police force who were constables and sergeants. This questionnaire attempted to assess the complete loop of the stress-strain cycle by obtaining measures of perceived occupational stress and perceived life stress. Further to this measures were taken of personality factors, moderators in the form of brotherly support and the individuals shift pattern to look for a correlation there as well. In addition to these the General Health Questionnaire was administered. Collins Gibbs (2003) report previous evidence of two studies in the UK that found that levels of mental ill-health amongst police officers was between 17 and 22% (Brown Campbell, 1990, Alexander, Walker, Innes Irving, 1993). In this study, however, mental ill-health had risen to 42% of the sample suggesting that levels of stress, and/or its effects, had risen in the 10 years between the studies. In examining the cause of the stress, this study substantiate the result found in Hart et al. (1995) in finding that it was organisational stressors that had a greater effect than operational stressors. The measurement of other factors such as personality, social support and shift work did not provide any particularly significant results. For example little association was found between shift work and stress levels, contrary to previous research which has found it to be associated with higher levels of stress (Brown Campbell, 1990). A clear disadvantage of this study in being able to generalise to other police officers was that it was carried out in a relatively small non-metropolitan police force. Different balances of operational issues and organisational demands may be present. The authors counter this reproach citing a study into Manchester Metropolitan police force which found a similar concentration on the organisational issues (Crowe Stradling, 1993).Much of the older research on stress in the police suffered from methodological flaws, such as using incorrect measures and failing to compare police officers with other occupational groups (Hart et al., 1995). Brough (2004) researched police officers as well as fire and ambulance officers to compare the levels of stress and the response. It was found that levels of psychological trauma and organisational stressors were relatively similar across the services, maculation again, the importance of organisational stressors over operational stressors was repeated.facial expression now more closely at stress, and what kinds of stress police officers have to deal with, it is useful to outline a model of stress to inform the discussion. Mitchell mash (1990) explain that stress reactions can be categorised into three main different forms cumulative, delayed and acute. Cumulative stress builds up over a rate of flow of time from a number of incidents, while both delayed and acute stress may have their primary cause in one particular incident, often called a critical incident. Police officers are often exposed to a number of critical incidents so the study of their effects on officers is of importance.The effects of this stress have been found to be considerable in many studies. One particularly strong type of reaction to stress is Post traumatic Stress Disorder (PTSD), which may be caused by experiencin g an event involving the threat of death or an actual death. This is clearly something that a police officer is more likely to experience in their career with regularity than in most other professions. Ursano McCarroll (1990), for example, found that the handling of dead bodies and parts of bodies was a significant psychological stressor that caused psychological trauma. Stephens Miller (1998) investigated the rates of PTSD amongst a sample of 527 New Zealand police officers. They found that the rate of PTSD was similar to that experienced by members of a different population that had experienced a traumatic event of a similar nature. The majority of individuals in both groups recovered successfully from the experience. An important finding of this study was that a relationship was found between the number of traumatic events witnessed and subsequent diagnoses of PTSD. Research in the UK has augmented these findings, Green (2004) reports evidence from Robinson, Sigman Wilson (199 7) that found the preponderance of PTSD amongst suburban police officers of 13%, this compares to the prevalence amongst the general population of 2-3%. Green (2004) examined whether PTSD was any more severe amongst members of the police force, once established, than it was in the overall population. The study found that there were no significant differences between the two groups. A criticism of this study was that the number of participants was limited, with only 31 police officers and 72 civilians taking part. Still, the strong effects of trauma are replicated in other research Carlier, Lamberts Gersons (1997) found in a sample of 262 traumatised police officers that, 3 months after a trauma they showed introversion, emotional exhaustion. In addition, at 12 months post trauma they continued to have difficulty expressing their emotions, suffered job satisfaction and pretermit of social support amongst other symptoms.How police officers process traumatic events, then, seems to b e very important psychological factor in the stress it causes. Karlsson Christianson (2003) examined the phenomenology of traumatic experiences in a sample of 162 Swedish police officers. The research found that all the police officers who took part were able to remember a traumatic incident from while they had been on duty. The memory of that traumatic event tended to come from the officers early career and usually involved all of the senses many aspects of which could be remembered in considerable detail. The fact that it was early events that most readily came to mind suggested that these had the greatest impact on a police officer. Karlsson Christianson (2003) also cite earlier work by Stradling, Crowe Tuohy (1993) in the UK that found that during the socialisation process into the police force, there was a change of role so that the individual had a more professional attitude to their work. This was often associated with a more cynical approach and self-perception. Karlsson Christianson (2003) make the point that the alternative explanation is that police officers simply become more adept at dealing with the stressful situations with which they have to deal.From this survey of some of the research into the factors associated with police stress it can be seen that there are many aspects to consider. Individual differences have an important role to play in reactions to stressful events. In comparing sources of stress, much of the research has found the surprising result that organisational rather than operational factors are more important. It is possible that organisational factors become more important as operational factors diminish. The research into the phenomenology and coping mechanisms shows that police officers perhaps learn how to cope better with stressful events. despite this, it is clear that witnessing a number of traumatic events is likely to lead to PTSD. A large proportion of the research looks at averages over reasonably large popula tions which masks the fine-grain inside information that are better explored by Karlsson Christiansons (2003) study. A hint at gaps in the current research is provided by Johnson et al. (2005) which found that police officers at lower levels suffered higher levels of stress than those in more senior positions. These authors suggest that this might be the result of higher levels of emotional labour a concept that has not til now been carefully examined in this occupational population.

Self assessments in leadership

Self judgements in attractorshipThis assignment comprised of five essays based on the extent of self-assessments on (1) Self-Confidence, (2) Leader-Member Ex kind, (3) Trust in attractershiphiphip, (4) Job Affect, and (5) Motivation to Lead.Self Confidence. The purpose of this assessment is to assess a attracters generalized self-efficacy.There be umpteen reasons a leader needs self-confidence because being a leader is a very difficult concern. According to Pierce and Newstrom (2008), leading mustinessiness subsist their worth and assumption themselves without letting their ego, or image get in the way. To accomplish this, leaders must have self-confidence by acting confidently and acknowledge their fears, and avoid call backing in terms of perfection and imperfection.The lead self-assessment is to determine leaders styles and effectiveness. Many factors were taken into envisionation in this self-assessment that allowed for appointed and pragmatic perception wh en evaluating leaders abilities. This self-assessment was characterized by personal attributes much(prenominal) as assertiveness, optimism, enthusiasm, bushelion, pride, independence, put, and the ability to handle criticism and emotional maturity.The tally on this self-assessment ranged from 1 through 7, with oneness indicating the avouchment is strongly disagreed, and 7 indicating that the statement is in strong agreement. An general write up of 6 or greater indicates a strong sense of self-efficacy with the racyest score being a 7. There were seventeen questions on this self-assessment. On the question of making means work, a score of seven out of a total score of 7 was achieved by this author. When faced with difficult situations, a score of 4 was achieved out of a total of 7 on this question. On this self-assessment this author achieved an boilersuit score of 5.3 which is close to the high of six that is set for this assessment.According to the criteria set for this a ssessment and in interpreting the scores, it was identified that the one area that needs overture is with handling difficult situations. This area discharge be changed by make on self-confidence. According to Kirkpatrick and Locke (1991) self-confidence plays an important role in closing making and in gaining trust. There are two main things that contribute to self-confidence that can help, and they are self-efficacy, and self-esteem. Self-efficacy is gained when mastering skills and achieving goals that matter in the skilled areas. By culture and working heavily in a particular area, success lead be achieved. This is the type of confidence that leads people to accept difficult challenges, and stick in the face of setbacks.This overlaps with the idea of self-esteem, which in a more general sense takes place when coping with whats going on in a persons life, and the aright to be happy. In part, this comes from a feeling that the people around us approve of us, which we may or may not be able to control. It withal comes from the sense that we are behaving virtuously, and are competent at what we do, and that we can compete successfully.The action plan that is being set to address infallible ripening, to improve on this situation, is to take stock of the present, address and focus on the future tense. A commitment to starting this action plan and staying with it must be achieved so that the needed growth can be realized. In preparing for this journey, a look at what have already been achieved is necessary. To accomplish this, listing the ten best things that was achieved in an achievement pound is needed. Among some of the things that should be noted in the achievement log are much(prenominal) things as whether a key role in an important squad project was accomplished whether an achievement was reached in producing the best sales figures in a period whether something that made a key difference in soul elses life took place, or whether delivery of a project that meant a lot for the company was accomplished. These are some of the things that should be listed. This list should then be reviewed often and time should be spent each week enjoying the success that was achieved, so that improvements will be built to further the growth of this success.Another technique that should be used to address needed growth is to use the Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis. The SWOT analysis can be used to take a look at strengths and weaknesses, and from this, consider the opportunities and threats that are being faced. This will lead to thinking about whats important, and what direction to take. Once this is accomplished, goals must be set which must be government noted by success. By hitting on the targeted goals that are set, and coupled with self-confidence, key factors in enhancing growth areas will eventually be achieved.The leadership self-assessment is very helpful in identifying areas that are needed for improvement since these areas directly relate to leadership growth. Interpreting the scores provide an awareness of a leaders worth because every leader must know their worth and trust them without letting their ego or image get in the way. This is one area that needs improvement because recognizing a leaders strengths will help to compensate for any weaknesses. The need to have the capacity to distinguish between perceived skills, and what the job requires are important as well. The findings from the self-assessment will help in recognizing areas that need improvement to enhance a leaders ability which will lead to becoming an outstanding leader. This will result in sound decision making, planning, organizing, directing, and controlling by the leader.Leader-Member ExchangeThis self-assessment is to assess the leader-member re-sentencing relationship. Seven statements were provided that required the follower in a group to think of a situation for which there is a leader and in dicate the degree to which there is agreement, or disagreement.The purpose of this assessment is to determine trust in leadership and squad performance. There are three aspects of leadership that are explored in this assessment, fairness, trust, and ethical behavior.A score of 6 or greater indicates that there is a high quality leader-member telephone exchange relationship with the leader. A low score of two or less suggests that there is a low quality leader-member exchange relationship with the leader. On this self-assessment this author scored 6.5 out of a total of 7.The score that was achieved on this self-assessment suggests that this author, the follower, has a high-quality leader-member exchange relationship with the leader. This score has connected to key concepts that are presented in the text. For example, recent evidence conducted by Wayne, Shore, Linden, 1997, suggests that followers who experience a high quality leader-member evidence exchange relationship may help t heir leader by carrying out their required role activities and by engaging in strong citizenship behaviors. The follower will go beyond their expected role requirements in exchange for the benefits provided by the leader in the exchange process.The action plan that is set to address needed growth areas is to seek out probing questions, such as what makes a follower unique in the organization, and identify any accomplishments that will make the follower proud of. Reflecting on the most important work-related values, and pass judgment out values that are met, and those that are not met, will help improve needed growth areas. Probing questions that should be taken into consideration such as whether working with people, data, things, or ideas are satisfying, will help in identifying which mixture would be most satisfying for a follower and why when building growth areas.Since performance reviews are based on past performance, and connected to a supervisors view on an employee, reflect ing on the last performance review will help in improving on growth areas that need to be strengthened. To enhance on growth areas, asking good probing questions, and avoiding ones that give notwithstanding yes, or no answers will assist. This will allow the best way to gain a deeper understanding of what really matters to an employer.Practical application to individual leadership growth The self-assessment focused on the leader-follower relationship. It introduces the concepts of fairness, trust, and ethical behavior. The self-assessment also focused on leadership as a relationship between leader and follower and extends the leader-member exchange theory to consider issues of organizational justice.The findings on this self-assessment, based on the cores, showed whether trust affects team performance, and whether trust in leadership mediates the relationship between past and future team performance. A score of 6.5 shows that this author has a high quality leader-member exchange re lationship with the leader.The lesson learned from taking this self-assessment shows that part of leadership is observational learning done by the subordinates, and it is important that ethical values and conduct are demonstrated at all times. This will help with leadership growth because overall, leaders are expected to be honest, considerate of followers, fair in decisions, and make decisions based on ethics but none of these aspects constitute ethical leadership by themselves. Gaining experience working in a highly ethical organization can help contribute to ethical leadership characteristics that are carried with the leader from one organization to another. This will be applied in any job that calls for leadership qualities.Trust in LeadershipThe purpose of this self-assessment is to evaluate trust in leadership and team performance. Trust can be defined as an expectation or belief that one can rely on another persons actions and words that the person has good intentions. Trust in leadership is meaningful because the leader typically has the most formal power on the team, causation others to be vulnerable to him or her.The self-assessment was based on a score of 1 through 7 with one reflecting that there is strong disagreement with the statement and seven indicating strong agreement. A score of six and above reflects a high level of trust in leadership and team performance. There were nine questions. The overall score on this self-assessment was an 8.2 reflecting that most team members trust and respect their leader. This author scored an 8.The interpretation of this self-assessment score shows that there is a high level of trust in leadership and team performance. This self-assessment provides an awareness that trust in leadership is important. This awareness allows the team to be willing to accept the leaders activities, goals, and decisions, and working hard to achieve them will be their ultimate goal.This self-assessment is connected to key concepts presented in the text because trust in leadership has a positive effect on team performance. Trust in leadership mediates the relationship between past team performance and future team performance. Trust in leadership allows the team members to suspend their questions, doubts, and personal motives and instead throw themselves into working toward team goals.Specific plan of action that needs to be addressed is to identify and enhance growth areas by ascertaining ones present position. This growth area can be enhanced by using a variety of tools including interviews, questionnaires, focus groups, and data that are already available inside the organization. Once the data is collected, it can be used as a benchmark from which to establish short-term, and long-term goals, and objectives for relationship, trust, and team performance.The score, interpretation, and action plan on this self-assessment will be used to enhance and improve leadership skills because as a leader, one of the main priorities is to get the job done, whatever the job is. The findings on this self-assessment will be used to make things happen by knowing what the objectives are and having a plan of action on how to achieve them. This can be done by building a team committed to achieving the objectives and helping each team member give their best efforts. A leader must know their strengths and weaknesses, so that they can build the best team around them.4. Job Affect The job affect military rank is designed to measure mood at work.The purpose of this assessment is to determine how people felt at work, while on the job during the past week. Mood at work, as assessed here is a state-based condition. Therefore, as a state-based condition, people can express different moods, depending upon the state to which they are exposed. On the other hand, mood can be relatively stable across emotional states and across time.Achieving a raw(a) of four and greater on this assessment implies a high level of aff ect and a score of two or less imply a low level of affect. This authors overall score was a four.The job affect assessment is designed to measure mood at work and to decipher how people felt at work while on the job during the past week. Since this evaluation is a state based condition, people can express different moods, depending upon their state to which they are exposed. Mood can be relatively stable across emotional situations and across time. According to Pierce and Newstrom (2007), leaders who have strong positive affect are characterized as possessing an air of confidence, competency, and optimism. Leaders with strong positive affect transfer their energy to others and to be characterized as leaders of cohesive, productive work groups.The action plan to address needed growth areas specifically comes from confidence. Leaders are more resemblingly to be assertive, decisive, and emotionally stable if they have self confidence. Confidence in self plays an important role in dec ision-making and in gaining others trust.To enhance growth areas, leaders need to have cognitive ability to formulate suitable strategies, solve problems, and make correct decisions. Effective leaders must have great knowledge about the company, industry, and technical matters. diligence knowledge and aspects of self-confidence can be developed through experience and training.Improvement of traits alike(p) to leadership will be implemented. Traits such as drive that leads to achieve more, become ambitious, show and energy, tenacity and initiative are all qualities that need to be developed and nurtured to be a successful leader.Interpreting and evaluating the scores on this job affect self-assessment will help and can be used to improve leadership growth in such areas as traits, skills, and behavior. Since effective leadership is essential in increasing organizational performance, leadership success in todays belligerent environment requires the combination of leadership traits, skills and behavior, and the understanding of how these elements interact in the leaders role. Leadership development is not universal instead, leadership development programs must be tailored to each organization. These findings can be used to invest in leadership training and development that will enhance the competencies and capabilities of existing leaders, ensure leaders have the ability to effectively resolve competitive and economic challenges, and help leaders inspire and engage the organization and its management team to enhance overall business performance.5. Motivation to Lead This self-assessment focuses on motivation to lead.According to Kirpatick and Locke (1991), leadership motivation involves the desire to influence and lead others, and is often equated with the need for power. People with high leadership motivation think a lot about influencing other people, winning an argument, or being the greater authority. Many people prefer to be in a leadership rather than su bordinate role, and this assessment will help leaders know whether they have the ability to be a good leader.Achieving a score of 6 and above for each of the three motivations-to lead dimensions indicates a strong motivation to lead based on that factor. A sore of two or less indicates a weak motivation to lead based on the specified factor. The highest score is a 7 and the lowest a one. On this assessment, this author scored a 4.6 on the affective identify-based motivation to lead. On the non-calculative-based motivation to lead a score of 4 was achieved and a score of 4.8 was obtained on social normative based motivation to lead.An average score of 4.5 was achieved indicating that this author has the traits necessary to become a leader. According to Kirkpatrick and Locke (1991), leadership traits are important preconditions bighearted an individual the potential to be an effective leader. Traits are an important part of the picture, although each trait accounted for a small porti on of the criterion variance. Leadership is proactive rather than passive in nature and while a leaders traits are important tools, the traits must fit the situation.Specific action plan needed to address growth areas in motivating a leader, and key traits that need strengthening were identified in this self-evaluation. Traits such as drive, desire to lead, honesty/integrity, self-confidence, cognitive ability, and knowledge of the business are important traits that need to be strengthened. Other possible characteristics of effective leaders that should be considered for improvement will be charisma, creativity, originality, flexibility, and adaptiveness. Industry knowledge and aspects of self-confidence can be developed through experience and training. Honesty does not require skill-building because it is a virtue that one achieves or rejects by choice.According to Kirkpatrick and Locke (1991), regardless if leaders are born or made or some combination of both, it is clear that lea ders are not like other people. Leaders do not have to be great men, or intellectual geniuses. While a leaders traits are important tools, the traits must fit the situation, for instance a strong relationship between intelligence and leadership exists because a person does not emerge as a leader simply by possessing key leadership traits.Confidence in the self plays an important role in decision-making. By gaining others trust and developing self-confidence, leaders are more likely to be assertive, decisive, and emotionally stable. Effective leaders must be proactive. They must make choices and take action that will lead to change instead of reacting to events or waiting for things to happen. They must show a high level of initiative..

Representation of War in Sassoon’s They, Woolf’s Mrs. Dalloway, and the

Representation of contend in Sassoons They, Woolfs Mrs. Dalloway, and the assume Hedd WynnThey, by Siegfried Sassoon, Mrs. Dalloway, by Virginia Woolf, and the film Hedd Wynn directed by Paul Turner, were works written about World War I. These works were the authors conduct of view about the war. The authors described how the war effected people during and after the war was over. The poem They, by Siegfried Sassoon was a poem written during World War I. The poem basically states that no man comes out of the war the same. People who go into war are facing death. Either the soldier comes out alive, or dead. The war will have some affect on a soldier in some way or another. This representation of war applies to Virginia Woolfs original Mrs. Dalloway, and the film Hedd Wynn. Both pieces consist of timbers that went to war, and as a result died in the war. It seems as if the authors believe that if there is a war, there will be some kind of tragedy as a result. The tragedy isnt ever more a bad thing. Either there will be affable problems, physical problems, or death as the result. The poem They displays a war representation of change of human existence can be applied to the novel Mrs. Dalloway, and Hedd Wynn. Mrs. Dalloway, and Hedd Wynn representation of war was death.The poem They begins with a Bishop saying that the soldiers wouldnt come back as the same men. Some of soldiers admitted that some were injured, and faced death. Some of the soldiers withal admitted that no man would come from the war without being changed. Siegfried Sassoon is stating that these men who fight in the war, will come back changed physically, mentally, or face death. In Mrs. Dalloway, the character Septimus fought in the World War I in Englan... ...s mind from the war. Woolf used Clarissa as a person who could relate to Septimus, because she wanted to plunge into another stupefy herself. By plunging into another place, she could get away from the facade that she had to put on in front of guest. She wanted to be herself, not someone else. Ellis died, and he win chair for his poem. Once again people change after they fight in the war. Woolf and the Paul Turner also imply that death is not always a terrible aspect in ones life. It can bring out the best in a person.Work CitedWoolf, Virginia. Mrs. Dalloway. San Diego, New York Harcourt, Inc., 1925. Sasoon, Siegfried. They. The Norton Anthology of position Literature. Ed. M.H. Abrams. 7th ed. vol. 2c. New York W.W. Norton & Company, Inc., 2000. p. 2055Hedd Wynn. Dir. Paul Turner. Perf. Huw Garman, Catrin Fychan. Welsh Films., 1996.http//us.imdb.com

Tortilla Curtain :: Tortilla Curtain Immigration Literature Essays

Tortilla CurtainThe chapter starts with Delaney hitting an unidentified man on the highway while going through Topanga Canyon. Delaney hits Candido, one of the different main characters in the play. After Delaney hits him with his car, he then immediately asks himself if his car is all right. He gets over that, and realizes that he just hit a tender-hearted being. The next paragraph is Delaney searching for the body and yelling hello. He finally can hear some grimacing that comes from some nearby bushes. He finds Candido there, with blood orgasm from the Mexicans mouth and his face covered by raw flesh. His upper arm had dirt and pieces of leaves sticking to the blood. He was carrying a theme of tortillas, a grocery bag that was torn with small slivers of plastic through the glass. Delaney tried to speak to him in French and Candido couldnt understand. Finally the conversation ends and Delaney gives him $20 and leaves. He drives to the Acura dealership and tells the dealer that he ran over a dog or a coyote. Delaney then calls his wife from the dealership and his wife tells him to call Jack, a friend, lawyer, and adviser, to ask him what could happen to him if the Mexican filed suit. The chapter ends with Delaney formulation he gave Candido $20 and then Kyra his wife asks why only $20. Delaney replies he was only Mexican.Chapter 2 The chapter begins with the introduction of Candido a new immigrant to the U.S. waking up at his bed near the river of a canyon. He is hurt from a gabacho or a white man that hit him the day before. He threw up in a flash and tried to walk down to the creek to where he fell twice. Then America is introduce, she is Candidos wife. She is on the way suffer from a job interview that neer materialized. Then she sees a man lying on the middle of the path to which leads to her camp. The man turns out to be Candido he is sleeping in the middle of the path. She walks him back to camp and she realizes all the scrapes, bumps, bruises, an d cuts on his body. The narration skips to Candido where he is in bed back at camp. His pain is progressively getting worse. America offers him a take up he declines then America says he needs a doctor.

Our Society is Becoming More Like a Dystopia Than a Democracy Essay

Everyone believes that the United States political science is based solely on the values of democracy. At one point it was, when the U.S was founded, just now recently it have change due to the ambition of wealth and power. The United States have been kn take in to be the country of immunity, equality, and prosperity. Which have proven through its own people and other countries that democracy was the best government to follow by. But if we look deeply in our government, the people who runs it, does not completely follows the values of commonwealth and secretly use traits of totalitarian and dystopian acts. Two great novels, Brave New World by Aldous Huxley, and 1984 by George Orwell describe life living in a dystopian and totalitarian government or society. Living in these type of societies, is not the best way to live in because you lose your freedom and lose yourself. I believe that our society is more like Brave New World than 1984 because our society seem perfect, but actual ly it is not. If you think to the highest degree it is not as peaceful and innocent as it seemed. Society have been brainwashing us to like what they destiny us to like and hate what they want us to hate. Just like the people in Brave New World, we were condition to like certain things, because we are ignorant in our surroundings, and often befoolt judge it. If we dont act, we as a group or community, will eventually fall into the grasp of their dirty hands, and lose reign over of our minds and rights.First of all, I want to talk virtually leisure activities that society offers us play and condition by it. From the novel, Brave New World, when D.H.C explains to his student about the achievement of their society, It was decided to abolish the love of naturebut simultaneously we condition them to l... ...rave New World. I think people got so use of drug, it so hard to imagine a world without drugs, even there are some people who is stupid enough to take drugs that could kill th em. Therefore, that is why I believe that people are addicted and believe that drugs is our only solution.In conclusion, that is why I believe that I believe that our society or government is becoming like a dystopia in Brave New World. It seem perfect, but it is not. There is a lot of other things that government I doing, that is violating our rights and we are not conscious of what they are doing. So in a way, we are already in their grasp, and if we do not fight, we will lose our freedom to think, to rebel, and speak. whole shebang CitedHuxley, Aldous. Brave New World. New York Harper & Bros., 1946. Print.Orwell, George. 1984 A Novel. New York, NY Published by Signet Classic, 1977. Print.

Latino Gangs in Movies Essay -- Movies Films Gangs Violence Essays

Latino Gangs in Movies American filmmakers of the late twentieth century portrayed Latinos as inclement pursuers of the American Dream. The Latino immigrants were characterized as Urban Bandidos, seeking the path to ultimate wealth and power in a society dominated by Anglo authority. West Side Story, Fort Apache, and Scarface each portrayed the Latino character differently, but commonly depicted the Urban Bandido as a man in search of money and power in America. Not only do these immigrants fight for the warped American dream, but they often fight without fear, willing to lay on the line almost anything to reach the top. In West Side Story, the Puerto Rican gang known as the Sharks always gets blamed for the conflicts that arise between the two groups. The Latino males be depicted as violent and angry, while the senoritas are portrayed as submissive and willing to assimilate into the anglo-governed society. The popular musical presents American audiences with the idea of i nterracial relationships in a society that looks down upon the mixing of cultures. Tony and Maria refuse to ignore their undying love for each other, and put that devotion before each(prenominal) other beliefs and concerns about their opposing social groups. As the two gangs fight for territory, Tony and Maria fight to make their friends understand that it doesnt have to be a spaceimpregnated with cultural symbols and political significations for the relations, interactions, and social actions according to the American Way of Life (Sandoval, 167). Fort Apache conveys the image of a society where Anglos are the strong, heroic force and the Latinos assimilate a submissive, incompetent mathematical function in the urban life. Paul Newman plays the white cop, displaying his hero... ...es to gaining the most material wealth possible. The Anglo characters of these late 20th century films play the role of the good guy, always appearing when the need for a hero or savior arises. Ov erall, American audiences do not see a with child(p) change in the presentation of Latino characters in the storyline. They are portrayed negatively through time, although in the more recent films, the Latino is more of a violent, greedy druglord in place of the typical greaser or bandit that we are accustomed to seeing. The stereotypes remain present through the second half of the century, identifying Latinos as dark, violent, inferior bandits, and the Latinas as weak, unintelligible, sexual objects. It seems as though the American cinema has no intention of introducing the world to a more accurate representation of Latinos and Latinas level off as we approach the end of the century.

The Assassination of John Fitzgerald Kennedy :: JFK Assassination American Presidents Essays

The Assassination of John Fitzgerald KennedyTHE ASSASSINATION of John Fitzgerald Kennedy on November 22, 1963, was a cruel and shocking conduct of violence directed against a man, a family, a nation, and against all mankind. A young and vigorous leader whose years of public and private life stretched earlier him was the Victim of the fourth chairmanial assassination in the history of a country dedicated to the concepts of reasoned argument and peaceful political change. This Commission was created on November 29, 1963, in recognition of the right of people everywhere to full and truthful knowledge concerning these events. This report endeavors to fulfill that right and to appraise this tragedy by the dead of reason and the standard of fairness. It has been prepared with a deep awareness of the Commissions responsibility to present to the American people an objective report of the facts relating to the assassination. ---------------------------------------------------------------- ----------------Narrative of EventsAt 1140 a.m., c.s.t., on Friday, November 22, 1963, President John F. Kennedy, Mrs. Kennedy, and their party arrived at Love Field, Dallas, Tex. Behind them was the first day of a Texas trip planned 5 months earlier by the President, Vice President Lyndon B. Johnson, and John B. Connally, Jr., Governor of Texas. After leaving the White House on Thursday morning, the President had flown initially to San Antonio where Vice President Lyndon B. Johnson joined the party and the President dedicated new research facilities at the U.S. Air Force School of Aerospace Medicine. Following a testimonial dinner in Houston for U.S. Representative Albert Thomas, the President flew to Fort Worth where he spent the night and spoke at a large breakfast gathering on Friday. intend for later that day were a motorcade through downtown Dallas, a luncheon speech at the Trade Mart, and a flight to Austin where the President would see to it a reception and speak at a Demo cratic fundraising dinner. From Austin he would proceed to the Texas ranch of the Vice President. Evident on this trip were the varied roles which an American President performs--Head of State, Chief Executive, party leader, and, in this instance, prospective candidate for reelection.The Dallas motorcade, it was hoped, would evoke a demonstration of the Presidents personal popularity in a city which he had lost in the 1960 election. Once it had been decided that the trip to Texas would span 2 days, those responsible for planning, primarily Governor Connally and Kenneth ODonnell, a special assistant to the President, agreed that a motorcade through Dallas would be desirable.