Windows vs. Linux Pros and Cons

Unix VS. Windows Security Windows: Pros: File permissions (UAC) User account controls Antivirus to assist in the stopping of malware Supports many businesses related software’s and is used worldwide Cons: Infected account File permissions are vulnerable Antivirus is constantly required as well as updated definitions databases Most viruses target the windows OS because it is the most widespread OS on the planet. Viruses can be rewritten and hide themselves from antiviruses. Web application vulnerabilities Stability and Reliability, it has been proven that data loss has occurred mostly in windows based operating system environments rather than opposed to UNIX / LINUX based environments. Unix / Linux: Pros: Stability and Reliability are very HIGHLY rated for this OS File access permissions Linux = open source and can be altered to your liking All service daemons can be started and stopped via a terminal / bash shell scripting. Security tools are usually free and easy to download / update and maintain. Viruses and worms are less likely to be coded / formatted for the Unix OS due to the fact it makes for a more challenging environment to hack, and it is not as widespread as windows is so why waste time attempting to hack less than 5% of the earth’s population of people when you could simply code a virus for windows which is used more. Cons: Web application vulnerabilities Can have several compatibility issues for running certain software Large Learning curve if learned at an older age Ease of use can be a pain considering everything is performed from a shell.

The Avengers: Disney’s Recipe for a Blockbuster Success

The Avengers â€Å"There was an idea called the avengers initiative, the idea was to bring together a group of remarkable people, see if they could become something more, see if they could work together when we needed them to. To fight the battles that we never could. † and â€Å"Until such time as the world ends, we will act as if it intends to spin on. † â€Å"The tesseract has awakened† bringing forth the forefront for the action/superhero genre in the form of Disney’s The Avengers written and directed by Joss Whedon.With planning years in the making, The Avengers needed a star-studded line-up and it far exceeded expectations with selections. Samuel L Jackson as Nick Fury, the leader of Strategic Homeland Intervention, Enforcement and Logistics Division, better known as S. H. I. E. L. D. recruits the powerful, well known actors ;amp; comic book characters both on screen and off screen in Captain America (Chris Evans), Thor (Chris Hemsworth), Bruce Banne r/The Incredible Hulk (Mark Ruffalo), Black Widow (Scarlett Johansson), and the â€Å"volatile, self-obsessed, doesn’t play well with others† Tony Stark/Ironman (Robert Downey Jr).Throw in Gwyneth Paltrow, Cobie Smulders, Jeremy Renner and Tom Hiddlestone and all you will need is a plot, script and some visuals to be guaranteed a success. Having a meticulously developed script disables viewers from allowing attention to drift away for even a moment in fear of missing one of the witty one-liners or references to a greater idea The Avengers empowers. â€Å"An ant has no corral with a boot. †Not to mention, the plot will disable washroom breaks as you will be immersed in the super heroic battles constantly taking place from the first minute to the last, you will forget you ever had to go to begin with. If still teetering to give The Avengers a go a budget of $220 million, mostly spent on visuals such as costumes, sound and special effects should be enough to aesthe tically please the eyes enough into going.From pin-point accuracy in detail in costumes, to loud booming, breathtaking explosives during battle sequences, The Avengers could easily be the best thing your eyes have ever seen. No matter who you are or what Earth you are from, I would bet my bottom dollar that you cannot watch The Avengers and walk away unsatisfied. With a star studded cast, a meticulous script and plot, and jaw-dropping visuals Disney has created a recipe for blockbuster success certain to burn out many DVD players in households worldwide.

Gender Criticism based on Feminism and Masculinism in the Book “Skin” Essay

The book entitled, â€Å"Skin† is written by Ted Dekker and is a fiction novel about a killer who took as captives five people who each had stories to tell and had things about their past to confront. They were brought together by such deadly circumstances and despite their individual differences and suspicions drawn against one another, they had to work together somehow against a common enemy, their captor. â€Å"Skin† covers issues of feminism and masculinism in the details about how the captured characters – namely, Wendy, Colt, Jerry, Nicole and Carey – were victimized by the killer, Red. For Wendy, it all started one rainy night when she was driving herself to the place where her estranged mother was. The horror of all that they have gone through, all five of them, turned out to be something none of them was ever prepared for. Thesis The novel â€Å"Skin† relates a story that supports the thesis that the gender-defined roles of the characters therein damaged both sides. The story also presented the question of what true beauty is, both masculine and feminine beauty. Beauty is explored both as an external quality and as something that is more than what meets the eye – in men and in women. It turns out that beauty can be perceived by people as gender-defined. Beauty in men, thus, can be judged by parameters that are supposed to apply to men, and then beauty in women can be judged by altogether different parameters that, in turn, are supposed to apply to women. Feminism in the Story Wendy is an escapist from a cult where men reigned as the superior sex. In fact, even decisions pertaining to her life – who she was to wed eventually, who she could date and kiss – were made by the acknowledged head of their tribe, a man much older that her who was even supposed to be her future husband. Her mom was in the cult, too. As a member of it, she submitted to such leader and went to wherever the group went, never deciding for herself where and how she wanted to live her life. Through it all, she allowed the cult leader to make decisions that she should have made for herself and her daughter, Wendy. Wendy has become a prime feminist since her escape from the group whose members made up her world. She then became totally free – free to make choices for herself, free to make decisions concerning herself, her life and her personal interests. She has been equipped with good education and having been a scholar who made it through college by herself – with no help from parents, whose support usually comes in the form of financial resources to enable their children get through college as a way to have much better chances for a bright future. During her traumatic childhood experiences in the cult where the male leader was practically the ruler of all, Wendy had known what it meant to be eyed or even â€Å"reserved† for an older man. In the story, there was the pre-arranged marriage that Wendy had no choice but to succumb to when the time for it would come. For this reason, Wendy was even punished at one time for having kissed a guy. Through it all, Wendy came to have this fear of men. It was the same fear that went in the way of her having a serious relationship with a guy even when she was already a young woman. Thus, during years since her escape, Wendy had only female friends. Given the life she lived and the role of men in her life, Wendy has grown to be an independent woman who definitely did not need a man to make life easier for her. In contrast, Nicole had her brother, Cary, to adore her, to take care of her and to protect her. She grew up depending on the love and security that her older brother represented. Nicole represents the very image that present day feminists want to totally disassociate from women in general. She’s a victim of men who, like her brother, have to be needed by the women in their lives as the only way they would feel strong, masculine and happy. In such a trap, the likes of Nicole have been raised to believe that women are weak and are in constant need of the protection and support that only men can provide. For an independent woman like Wendy, it was indeed a novelty to watch Carey carry his younger sister all the way and to see for herself how much Carey loves his younger sister, Nicole. And Nicole, loved him, too. He was her older brother who has always been her source of love and protection. The same love and protection, though, can serve to curtail Nicole’s potentials as a person – a free thinker, a decision-maker and the master of her fate. Thus, the protective love of men – in this case, Nicole’s older brother – can be likened to a trap that can prevent women from going out into the world, making mistakes and learning in the process, and living their lives to the fullest. Curtailed freedom was one thing Wendy and Nicole had in common, but Wendy had chosen to break out of her prison cell and fly away toward freedom and self-realization. Men, as oppressors, can clip the wings of the women in their lives either intentionally or not, either lovingly or not – the manner, though, does not change the meaning of what is going on. Masculinism in the Story Colt’s masculinity would seem readily obvious in the light of his being a policeman. His marked skill as a gunman would serve to give his masculinity an added boost. After all, his being an adept shooter can easily be surmised to mean his being a good protector of people under his wings. As a great gunman, then, Colt has won the respect and admiration of his fellow cops in the police department, both male and female. And also as a great gunman, Colt would seem the kind of man who has little or nothing to fear. No one would guess, therefore, that for all his seemingly apparent masculinity, Colt has fears and has doubts of his capabilities and qualities as a man. In fact, the story says that having a woman around or being with one is enough to break Colt’s cool demeanor and to reduce him into a bundle of nerves. He therefore has neven been close to a woman. His life has been lived and has revolved pretty much around male friends. The story has mentioned Colt’s mom who has been murdered but was believed to have committed suicide – she might easily have been the only woman in his life. One’s childhood always leaves its imprints on the person. Events during Colt’s childhood have caused him to have insecurities and doubts about himself. These self-doubts leave no sign in the policeman that Colt has become. Such doubts and insecurities have stayed within him but have been buried way under Colt’s demeanor. In a way, Colt has been victimized by the way ladies ridicule guys they are not interested in, more so when ladies spurn those suitors whom they do not at all find attractive. Being rejected by a girl can have such an adverse impact on a guy’s confidence. Some guys even find it hard to recover their self-esteem after having been rejected by the ladies they loved. While Colt avoided women as characters he was not ready to have in his life, Cary was the type of guy who was instinctively protective of women he loved, like his sister, Nicole. Cary has grown up believing that the male sex is the stronger sex and that the females are therefore to be taken care of and sheltered. While adhering to this belief, being in helpless situations would kill the likes of Cary in their insistence that they be the protectors of the women they love. Thus, in the story, it tore Cary apart to watch his younger sister in pain and so helpless. It likewise broke his heart that he could not do what had to be done to keep them all safe from harm. Thus, independent women like Wendy would be a novelty to Colt, whose perception of women would be more of the clinging and needy sort. In the same way, frail and fragile women like Nicole would disarm Colt’s defense and lead him to overcome his fear of women, who in the person of Nicole can seem to be such weak, dependent and powerless creatures in need of somebody like himself. The story is adroitly set with twists that all served to help the characters eventually face their fears and find themselves. Works Cited Dekker, Ted. Skin. Tennessee: Thomas Nelson, Inc. 2007.

Curruption in Indonesia Essay Example | Topics and Well Written Essays - 3000 words

Curruption in Indonesia - Essay Example Even reducing poverty to a more substantial extent would be an accomplishment. But the slow pace of getting out being free from corruption at a higher level would require addressing deeper issues that Indonesians themselves must know and realize as they face the problem. This paper will provide a more thorough discussion to these claims. One cannot separate the issue of corruption to political and economic liberation. Indonesians have fought corruption as evil towards their march to liberation. First, they had their political independence after World War II from the Dutch (Crouch, 1985) leading to democracy that would empower them politically and economically but the march seems to be slower than desired. Eradication of corruption levels, which are considered high using the standard used by the Transparency International is something that the vast majority of Indonesians themselves want to happen as they see corruption as an evil (World Bank, 2003). With the proposition that that corruption can the affect the ability of a nation or state to deliver basic public goods to its citizens, there is good reason to stop corruption if Indonesians are to enjoy the benefits of their acquired political freedom. If these people cannot get the essential services and the rules that allow their society to function successfully, they would always remain in an economic condition that is less comparable to developed ones. It would mean failing in the very purpose of their government by making a few to have good life but making many of the poor to suffer. If left uneradicated or not reduced to manageable level, corruption is expected to tax most the poor and the vulnerable Indonesia’s greater majority by creating high macro-economic risks. To illustrate, this would result to government not being able to collect the correct taxes that are due from its citizens and failure to do so could affect

Assignment Case Study Example | Topics and Well Written Essays - 250 words - 4

Assignment - Case Study Example They can manage their products from one area to the next and capitalize on the most viable opportunities present in the industry. When doing the feasibility study, it found out that the retail business was growing at an exponential rate (Hill and Jones, 2013). This means it has a chance to capitalize on it and use the acquired knowledge over the years to meet its goals. Despite the financial crisis that triggered a price discount for its products, the expansion after the recovery of the economy will be a good way of dealing with an increased demand that will open up new markets both at the retail and wholesale sections. If the company escapes from continued need to expand, it will miss out on opportunities that would have cemented its position in the market. As such, it should proceed with its plans and capitalize on the expected vibrancy of the market. This will also streamline its efficacy in dealing with its supply chain management process in whichever area they operate in. the expansion, therefore, was a good economic and strategic opening for the

Strategic Management Assignment Example | Topics and Well Written Essays - 250 words

Strategic Management - Assignment Example A third advantage of SWOT is that the tool can be used for strategic management purposes. A fourth advantage of using SWOT to evaluate a business is its simplicity and versatility. Despite the benefits of using SWOT, the tool also has its cons and limitations. One of the inherent weaknesses of the tool is that different people might evaluate companies using subjective factors. For instance, a manager that is biased might perform a SWOT analysis using favorable data that might be misleading. The success of SWOT is dependent on methodologies utilized by the business analyst and the eagerness of the management team to implement the recommendations identified by the analysis. Another weakness of SWOT is that the analysis can be simplistic and not actionable (Britt, 2012). Sometimes people that used SWOT focus too much on gathering information instead of interpreting the information and finding solutions to the challenges the company

Recruitment procedures Essay Example | Topics and Well Written Essays - 2000 words

Recruitment procedures - Essay Example Immediately after recruitment exercise is over, the selection process starts. Selection is the process of making a choice from a pool of applicants, someone who best meets the specifications of the job in question. In this case he must be someone with the best knowledge and technical skills required of a technical staff. After recruitment and selection there is need to integrate the successful applicant into the job for him/her to adapt to the job requirements, procedure and processes. In our case study, we shall consider the case of a project whereby the technical staff member will be involved in project matters. We shall therefore analyze the recruitment, selection and integration of the staff in relation to an investment project. (Dale, 2001) First the technical manager will advertise the job vacancy that has befallen in the organization. The advertisement must outline the job specification which gives an overview of what the job requirements are. For a technical staff, with respect to a project, the contents of the job specification would include: - After the job has been advertised and the job specification outlined, a preliminary contact is made to the potential candidates. It is advisable to give all the candidates a standard contact. It must be made early enough to avoid locking out potential candidates. Then, initial screening is done to create a pool of qualified candidates. The technical manager would be free to either select the member internally or externally. Internal recruitment would come into play when maybe there is another technical staff member who is ready to be promoted to such a position. But the member must posses the necessary qualifications for such an appointment (internal) to be effective. If this is the case, then the technical manager need not advertise for the job vacancy but make employees aware of the job vacancies. He can do this through newsletters, bulletin, boards and personal recommendations including recommendations by other managers. (Dale, 2001) The advantage of this method is that it motivates employees to work harder so that they can get promotion opportunities. It is also more efficient and less costly because the technical manager would not need to advertise for the job or even contact every candidate individually. Another reason as to why the technical manager should adopt this approach is that already he knows the performance and/ or skills of every staff with regard to project appraisal. It would increase the chances of making a good choice since the people he has in the organization are already known to him in terms of performance. However, there are enough reasons as to why the manager should discard this approach of internal recruitment. Internal recruitment is characterized by an insufficient pool and the best person for the job may not be available from within the organization. Again, people from within the

Philosophy Essay Example | Topics and Well Written Essays - 750 words - 25

Philosophy - Essay Example , the nature of reality is a weave of material and immaterial realm in a spectrum of paradox that is meaningful not only because of its pragmatic value, but also because of its significance and worth in our quest for truth and meaning. The nature of human knowledge is the basis or source of human knowledge which deals with the questions what do you know? How do you know? And how do you know that you know? Being such, the nature of human knowledge is a blend between rationalism, which asserts that knowledge is gained by relying on reason alone as it provides us with clear and distinct ideas. While, empiricism affirms that knowledge is attained through experience (Velasquez 353). This blend attests to the notion that the nature of human knowledge is such that it necessitates the use of both reason and experience. This is necessary as both reason and experience provide the solid basis with which persons avers what they claim they know. Science is one of the tools that allow human beings to understand the rudiments of physical nature. At the same time, it affords us a means with which something real can be ascertained. However, as science tries in providing frameworks with which physical nature is known and is understood, what cannot be underscored is the fact that science is hounded by the bias and leanings of its players. As such, putting into question the concepts and frameworks of science itself since it is claimed that new beliefs or new systems are made to fit existing scientific paradigms (Velasquez 454). In this regard, the question pertinent to the limits of science points not on what physical nature holds but on the limits of the human players of science. What is the good life?  This question has haunted philosophers since the ancient period. Looking at it from the perspective of Ethics, the good life may be reached by reflecting on one’s own personal moral standards or the moral standards of the society where one belongs. However, as one reflects on

Research paper about famous photographer Example | Topics and Well Written Essays - 1000 words

About famous photographer - Research Paper Example He started working with Mathew Brady after making contacts with him, for six years. Brady’s eyes developed problems and failed him; therefore Alexander had to do most of the work. Gardner was then given the role of being in charge of the Brady’s gallery in 1856. During the elections which made Abraham Lincoln the American president, and war that came after the elections, Gardner was keen on capturing all the photographs. He took pictures of soldiers going to war and all the photographs of the civil war. Gardner wanted to deliver Brady’s ideas to Lincoln so he initiated a relationship with Allan Pinkerton, who headed an intelligence operation. Gardner was then made the chief photographer by Allan. After this job, the commander of the Army of the Potomac, General George B. McClellan, appointed Gardner the staff photographer. This appointment then ended Gardner’s job as the manager of Brady’s gallery. Alexander Gardner took photographs of the battle of Antietam and was then given the rank of captain in 1962. He later lost his job as chief army photographer, after McClellan was dismissed by Lincoln from command of the Potomac Army. This was also the time when Gardner ended his working relationship with Brady. The main reason why Gardner terminated his working relationship with Brady was because Brady always attributed the work of Gardner as â€Å"photographed by Brady†. This gave more credit to Brady and very little recognition for Gardner. Later during that winter, Alexander Gardner went with Ambrose Burnside to the Battle of Fredericksburg to take photographs of the battle. His historic photographs during that battle explained the pain that the soldiers went though. Gardner started a studio with his brother in 1963, in Washington D C, where he employed most of the people who worked for Brady. He then took photographs of the Battle of Gettysburg in 1863 and the Siege of Petersburg in 1864-1865. The Gardner’s Photogr aphic Sketch Book of the Civil War, which contained two volumes, was published but it did not sell as expected. Some of the photographs in the book were not taken by Gardner. He owned the studio so all the work produced was credited to him. Gardener had taken photographs of Lincoln as well as his conspirators in his assassination. He took ten photographs during the hanging of the men who conspired to assassinate Lincoln. The first photograph was of the soldiers and reporters who were gathered to witness the execution. In this photograph, guards together with the prisoners are seen at the platform. Three conspirators are seated while one is standing. The third photograph showed General Hartranft as he was reading the order of execution to the people assembled as well as the prisoners. The fourth photograph showed the ministers praying for the prisoners who would be executed. The fifth photograph was of the prisoners being tied to the ropes and the crowd is still gathered. In the sixt h photograph, Gardner captured the prisoners’ bodies immediately after they were let to drop. This was the moment when the prisoners died. Gardner took two more photographs of the bodies, twenty five minutes later after they were executed. The last two photographs showed the graves that had been dug next to the scaffold, and a rooftop view of the execution, with the bodies still hanging. He took

Interoffice Memorandum Essay Example for Free

Interoffice Memorandum Essay The Tarasoff case involved a murder victim, Tatiana Tarasoff, who was killed by an alleged acquaintance Prosejit Poddar. Poddar was a client of a psychologist employed by the University of California, and during a therapy session he revealed his intent to murder Tatiana Tarasoff. The psychologist assessed Poddar as a danger and informed the campus police, and was held briefly and released. Shortly after Poddar was released he indeed murdered Tatiana. The parents of Tatiana Tarasoff, plaintiffs, sued the school, campus police, therapists and anyone else who had contact. The argument was over whether the third party had the right to be warned and had the right to be protected. The defendants maintained they owed no duty of care to the victim, and were immune from suit. The court stated that when a client presents a serious danger of violence to another there is an obligation, both legal and ethical, to use reasonable care to protect the intended victim against such danger. The therapist must take steps to determine or within their standard of profession determines the danger. This may call for the therapist to warn the intended victim or others likely to apprise the victim of the danger, to notify the police, or to take whatever other steps reasonably necessary under the circumstances. This ruling imposes a liability on all human service professionals to protect a victim from violent acts. There is a duty to protect and a duty to warn the potential third party victims to violence. This may cause implications with the confidentiality of the client-helper relationship and may also cause violent clients to avoid treatment. This indeed will change the environment for human services and confidentiality; as now helpers may need to divulge confidential information to third parties in certain circumstances. The professional necessity of keeping a client’s information private is rooted in the ethical codes as well as in statutory law. As professionals in the human services realm we also have a right to withhold confidential information in a court of law. To stay within the law and the code of ethics that govern us it is necessary to consider the situation from all points of view, develop a list of issues that represent multiple viewpoints, generate the possible decisions on whether to break client confidentiality, and what would the consequences of each decision. Each case in which the outcome of this case may implicate the duty to protect and warn, we must make sure we are addressing every avenue within a small amount of time in case of imminent danger that exists. This will be an adjustment with our client-helper relationships, and must be shared not only with each other but also shared with our clients.

HR Strategies That Google Has Implemented

HR Strategies That Google Has Implemented Management of human resources has become one of the most important business functions for any company in todays dynamic business environment. With the high level of competition and a multitude of options available to the employees, attrition rates have grown tremendously. Companies are struggling to attract and retain the best talent. Companies have started coming up with many innovative strategies to attract the best talent and keep them happy at the workplace. Google is one such company that has implemented non-conventional HR strategies and believes in providing maximum value to its employees. This report talks about the HR strategies that Google has implemented and what their ramifications have been. Also the reasons behind implementation of these strategies and the how they would help the company achieve its long term goals. This report also studies the unique working environment prevalent at Google and what keeps the employees motivated and committed to innovation. Also the very important role of hiring and retaining the best talent available in the market, performed by the HR machinery has also been discussed in this report. Introduction Google has a highly energetic and dynamic working environment. The employees, known as Googlers in popular jargon know how to work hard and at the same time have fun at the work place. The entire campus in Mountain view, CA exudes a lot of creative energy and dynamism. The office has a relaxed environment of a college campus with no compulsory dress code or daily formal meetings of any kind. The campus has the facilities for the employees to play games like beach volleyball, foosball, table tennis and many others. The employees are instilled with the belief that they are superior to the competition not just in terms of the money they earn but also in terms of their lifestyle and culture. They are taught to believe in values of teamwork and satisfaction through creative achievements. As a result of this culture, the employees also feel proud to be a part of the Google brand. Google has comprehensive HR policies that help employees grow both personally as well as professionally. People of many communities and ethnicities work in Google, who are all made to feel part of one big Google family. Also the employees have a firm belief that they are working for the best company in the world and the work they are doing be it either organizing information or creating advertisements is for the betterment of the society. The motto of the company is Dont be Evil and encourages the employees to strictly adhere to the ethical norms of the company. Google HR Policies: Critical and Theoretical Analysis Success of Google: Employee Motivation Theory Perspective Google encourages its employees to work on 70-20-10 rule where in the employees have to devote 70 % of their time to core search and advertising work, 20% on a project of their choice and 10 % on working on far-out ideas. The product innovations of Google Talk and Gmail have been a result of this kind of initiative. The business benefits of the 20 % off time are very limited as far as their core search and advertising businesses are concerned. However the HR department and the executives still continue to encourage the employees to go for these efforts to remain motivated and committed to innovation and novelty. The compensation policy of Google is highly rewarding with the employees getting salaries, bonuses and stock awards at regular time intervals. Google also encourages and rewards outstanding performance achievements amongst the employees. The Google premise has a big collegiate environment with many sporting facilities and other benefits that the employees can avail. The whole idea behind creating such an environment is that the employees feel very comfortable and easy working in the office and can be as creative as possible. In order for the employees to maintain work life balance, Google offers the employees flexible working hour options, work from home facility, telecommuting and a generous vacation policy. This combined with the TGIIF sessions that are held every Friday afternoon which is a get together within the company itself. The company has a strong code of conduct and encourages its employees to report any violation of policies and feel safe doing the same. The HR policies are all aimed at improving employee productivity. The offices are designed in such a way so as to provide color, lighting and a shared room to the employees. The employees are seated very close to each other and made to share offices, thus making knowledge sharing an essential part of the everyday culture at Google. On an average, each employee generates more than 1 million in revenue each year. This gives leverage to the Google employees and manager to try out new things, make mistakes and learn from their failures, which is again a great motivating factor for the employees to try out new stuff. So as a result any employee in the company has a chance to create a new product or a feature. Hiring Job Design Practices: The Organizational Perspective Google is considered by many employees to be the best place to work. The core strength of the company is its employees. All the benefits provided by the company help it in recruiting the top employees who are willing to spend their entire day at the work place itself. The entire HR policy of Google is based around hiring the best talent; make them work hard and long and manage to keep them at Google for a long time. Google also carries out various people programs in order to support the growing expansion of the Google workforce across different countries in the world. These programs are run to explain the many virtues of Google as an employer and also to deal with the cultural diversities of the workforce across the nations. Google has an innovative hiring strategy and hiring the right people is one of the core pillars of the HR policy of the company. The company has a centralized hiring team, comprising of specialists whose main endeavor is to identify the best talent in the market and retain them. The branding team of Google also plays a very important role in attracting the best of the professionals to work for Google. The candidates have to go through a tough screening process. Google uses an innovative recruiting tool that relies on algorithms to identify the potential talent rather than traditional ways of hiring like those based on academic grades, SAT scores, degree from well-known colleges, prior industry experience, interviews and subjective test results. This gives Google the power to identify and select the candidates on a more data driven approach. The whole idea behind this screening procedure is to evaluate the candidates on their innovative and dynamic skill and to check their ability to work in a flat organizational structure with small teams as present in Google, which is also referred to as Googleyness. This recruiting team is also well funded with 1 recruiter being provided for every 14 employees, which again makes it the best funded recruiting functions amongst the product based organizations in the country. Google has HR Business partners who perform the task of developing and implementing innovative programs and technology in place to identify and resolve end user issues across the company anywhere in the world. They collect and maintain important user data collected over an employees life cycle which is then used to find out important traits and trends of employee behaviors and identify the potentials problems. Google has quarterly hand holding sessions with the senior executives to celebrate the achievement of the previous quarter and set the agenda for the next quarter. However for those who are not comfortable of speaking up in a public forum, the company conducts regular surveys which are kept anonymous to understand the trends and identify the problem areas if there are an y. Googles Learning and Leadership Development (LLD) team innovative learning programs to identify and groom the companys existing talent. The managers perform the task of being life coaches and advise the young employees on a lot of aspects apart from work also. Google HR Policies: Practical Implications Employee Motivation Factors Google has got huge financial strength at its disposal. It spends a lot of money on providing its employees with a lot of benefits which are not comparable to any other company in the world. This makes it a highly motivating work place for any employee. Google has a very flat organizational structure where in the employees can go and talk to the executives and other team members and share their ideas and thoughts. Google has pushed very hard to remove the bureaucratic boundaries that normally exist in such a big company. This is also explains the fact as to why there is no dress code of the company and also no formal meeting structure that the employees need to follow. The young work force that the company has also proliferates such an environment. This is also one of the major reasons why so many talented young people want to work with Google. Google has been successful in building a brand over the years that has made it the most lucrative company to work, for the employees, not onl y in terms of compensation but also in terms of attaining ones creative pursuits. It has been constantly cited as one of the best companies to work for in the world in many surveys over a period of time. So for any other company to emulate the same feat would be a huge task both in terms of financial capability and also in terms of brand value. Hiring Job Design Practices The hiring process that Google follows is also very innovative and non-conventional. In a normal conventional company the process would involve interviews, academic background check, work experience in the industry and so on, but not in Google. Google has come up with a very innovative hiring procedure based on algorithms making the entire process of hiring very scientific and data driven. However there are criticisms for this kind of process also as it goes on for months and is very inconvenient for the applicants, but it has been very fruitful to Google from a business perspective as it has been able to hire the best of the talent from the industry. Such a long hiring cycle again might not be feasible for any other company in todays day and time. Also the applicants are ready to wait for months despite the inconvenience because working with Google is such a lucrative proposition in itself. However its difficult to imagine that the applicants would be ready to go through such a long and a tedious hiring cycle for any other company. Moreover it is not only the HR department that is involved in the hiring process in the case of Google; its the entire company that gets involved as the application first needs to be approved by the team that has the opening. So its the entire machinery of the company that is involved in the hiring process. Google can do this because of its flat organizational structure. Other companies however would have to remove the bureaucracy in their system and create small team structures in order to implement something on similar lines. Conclusion Google is one of those companies that puts its employees at the core of their strategy and looks at the long term benefits that they would bring to the shareholders and their peers. In fact, in 2008 when Google began cutting its employee perks, its employee productivity and stock prices both fell. This shows a direct correlation between gaining and retaining outstanding employees with innovative ideas and the overall company growth. The companys success has been based on the fact that they have been innovative, flexible and dynamic in their functions. Managing growth by keeping the same collegiate environment in the future will be essential to companys success. As Google grows in shape and size, the challenge for the company will be to maintain the same level creative activism and sense of empowerment amongst its employees. Google is having problems finding the right talent in its other offices worldwide especially in its South Asia operations. The employees must be encouraged to wor k in a more entrepreneurial manner and they must be provided adequate resources and finances for the same. Google is one of the few companies where in the employees know that they will be paid for their innovative efforts irrespective of the fact whether the product that they are working on, may or may not come out right. This is a highly motivational factor for the employees to remain committed to innovation. This is also an example how a HR strategy of a company is directly linked to its business strategy.

Inter-professional Working and the Needs of the Patients

Inter-professional Working and the Needs of the Patients QUESTION I Not sharing information is detrimental to inter-professional working Indeed, the needs of patients are best met by the inter-professional team, the evidence indicates that collaboration can promote coordination, cooperation between carers and significantly improve patient outcome and resource management (DoH, 2000, 2001a, 2001b). ‘Inter-professional’ working has thus become popular following pivotal policies drafted to structurally re-shape the National Health System (NHS) and influence how professional groups work together (DoH 2000, 1998, 1997). The literature has thus seen an upsurge in studies investigating patient oriented inter-professional collaborations with evidence for the positive impact of good, innovative inter-professional practice (Freeman et al, 2000), some of which have been seen in the areas of acquisition of clinical skills via inter-professional approach (Freeth, 2001, Freeth and Nicol 1998), management of acutely ill patients (Smith et al, 2002), palliative care (Vickridge, 1998) and in the sphere of care of older peo ple (Tierney and Vallis, 1999). Collaboration between professionals and their teams, mutual respect, the sharing of knowledge, skills, decisions and the recognition of the contribution of participating professional/teams highlight the integrated nature of inter-professional work (Molyneux 2001; Ovretveit (1997). Nevertheless, several factor militates against inter-professional working; these include information unshared, poor communications skills/methods and language differences (Caldwell and Atwal 2003; Pietroni, 1992; DOH, 1991), role overlap and confusion (Caldwell and Atwal 2003), conflicting and unequal power relationships (Caldwell and Atwal 2003; Blane,1991), different ideologies (Caldwell and Atwal 2003), differing perception of patients needs and treatment goals (Stevenson 1985) role confusion (Opuko, 1992) and a persisting tendency to promote professionalism in work settings. Areskog (1988) and Carpenter (1995) suggested that if collaboration ideologies is included in the qualification programmes of professionals and exemplified at that early stage, it will lead to better inter-professional working as issues of differing perceptions of treatment goals and patients’ needs will be tackled along with professional ‘stereotype’ that become impediments of meaningful inter-professional work. In view of this, the work of Freeth and Nicol (1998, attached) is an important study that sheds light on the barrier, opportunities, benefits and perhaps the way forward for inter-professional education and practice. The study was described as innovative programme of shared learning in acute care, involving final year medical students and newly qualified staff nurses and was developed in response to the indistinct professional role of junior doctors and the expanded roles of nurses. The programme utilized patient scenario which was pertinent to the partic ipants area of practice for the training purpose. The authors defined inter-professional education as â€Å"learning with and from each other† and reports from a supportive climate, the description and analysis of an inter-professional clinical skill course for newly registered nurses and senior medical students. While the benefits of inter-professional working was a strong motivation for the training/study, the authors deemed inter-professional learning as difficult and fraught with practical problems; the non-resolution of which may lend further support to critics of the initiative. The Clinical Skills Initiative was a collaborative venture between a School of Nursing Midwifery and a Medical School (Studdy et al 1994). The importance of information sharing was underscored by the fact that the entire programme had communication skills taught, and role played using realistic patient scenarios. This was thought to have made for a balanced diet of clinical and communication skills that is vital for high quality patient care. A background to this was the development of the Inter-professional Skills Centre that ensured that the channels of communication between the two Schools were strengthened and inter-professional relationships was well established. This in the opinion of the authors provided the inter-professional initiatives with an infrastructure, and a supportive climate underpinned by common understandings, thus, enhancing the chances of success (Freeth and Nicol 1998). The course provided an inter-professional arrangement that allowed for an inter-change of information thus enabling members of the nursing and medical professions to learn from each other. Such sharing of information was shown from the analysis of field notes, interviews, flip chart and questionnaires to have promoted mutual appreciation of expertise and the roles of both profession in contributing to overall patient care. In a case scenario where the participants were told that conservative management of a patient’s leg ulcer has failed and surgery was needed, it was interesting to note that both professionals, in small inter-professional groups, explored issues surrounding informed consent, focusing on the information needed to make an informed decision and the way in which this should be communicated to patients and relatives (Freeth and Nicol 1998). Undoubtedly the sharing of information here improved the outcome of the deliberation. The result suggests that the study was a positive experience for the participants; they were able to contribute something to the overall patient problem solving, drawing upon each other’s practical experience, and specialized knowledge. They shared information even during social interactions, as much of any waiting time was employed to enquire about each others ward-based experiences (Freeth and Nicol 1998). The registered nurses saw the inter-professional training as a great chance to learn new clinical skills and commented that the education made obvious what should have been done in their past experiences. Additionally, some participants from the medical profession had technical questions relating to ward procedures and their rationale. These were addressed to the staff nurses and information exchange was again beneficial to both team members, thus confirming the authors’ assumption that nurses ward experience is an asset for inter-professional training. A member of the medical team considered the inter-professional education to have ‘un-smudged’ some of the boundaries in roles and highlighted the need to work together and communicate. Overall, this article is relevant to the understanding of the vital ingredients needed for an inter-professional education that will promote current health policies and maximize patients’ benefits. The article indicates the im portance of ‘information sharing amongst professionals’ for the success of inter-professional collaborations. Caldwell and Atwal (2003) highlighted a number of problems of hospital inter-professional practice, a significant number of which can be attributed to ‘not sharing information’. A case involving a staff nurse, a consultant, an occupational therapist, social services, the patient and a hoist was described. The staff nurse considered the hoist as important for the authorised discharge of the patient and was concerned that one has not been issued; this was expressed at a multidisciplinary team meeting. However, underlying the ill-feelings of the professionals is the fact that information about varying perception of what should be the optimum care strategy for the patient has not been shared or negotiated. According to Caldwell and Atwal (2003), uknown to the occupational therapist the staff nurse had received pressure from the consultant to discharge this patient, and unknown to the staff nurse the occupational therapist is contending with social services who are suggesting that this patient could benefit from further rehabilitation and therefore should not be issued a hoist. It is thus reasonable to suppose at this point that team members’ innate un-willingness or the inability to share information or communicate is detrimental to inter-professional working. Professionals in such teams or settings should necessarily share information to promote an understanding of each others role and care plan thus fostering the approach of a team working toward optimum patient oriented goals in a well orchestrated manner (Cooper et al, 2001). The issue of role boundaries was also highlighted in the Freeth and Nicol (1998) study; sometimes however, it is a case of role overlap and confusion amongst professionals, for example, nurses and junior doctors. This has become apparent especially since Government policies now favour expansion of nurses’ role and reduction in the hours worked by junior doctors (DoH (1994). Clarity of these professional functions is important for practitioners in the ever changing inter-professional interface (Taylor 1996). It may be argued for instance, that why should a physiotherapist wait to have a wheelchair prescribed only after patient assessment by an occupational therapist when the former also have the requisite assessment skills. Clear definition of roles and optimum utilisation of professional resource capacities will make for an enhanced inter-professional practice and patients benefit. Other issues of importance to inter-professional working identified in the article included stereotypes, inter-professional barriers, and a tendency for some professionals to minimize the importance or value of the work of other professionals owing probably to excessive emphasis on professionalism during training. These issues are constraints to effective patient care and need be properly addressed for the optimum functioning of an inter-professional initiative. While works, such as those of Freeth and Nicol (1998) clearly demonstrate the benefits of inter-professional education, background schooling for the majority of professionals still take place in mono-disciplinary settings that fosters professionalism and stereotyped image/ expectations of other professionals (Leiba 1996). This trend cannot achieve the policy aims of effective collaborative working (DoH, 2000; 2001a; 2001b; 1998; 1997). A key solution will be the provision of support for inter-profession education/training as exemplified by Freeth and Nicol (1998); it is an integrated approach with potential for preparing professionals to encourage inter-professional practice. QUESTION II Part A: Points learnt include: The benefits of inter-profession working A positive outlook on multi-disciplinary teams that inter-relate for better patient outcome The need for interest in other professions and an understanding of their roles. The importance of ‘sharing information’ effectively with other healthcare professionals, patients and relatives while maintaining patient’s autonomy and confidentiality Professional need for effective communicate skills The need to be involved in therapeutic decision making and care plan formulation that earns patients’ concordance. An important practical message in the considering of inter-professional education/work is the need for attitudinal changes; the immediate effect of which in clinical practice, includes the readiness to share relevant information with clinicians to promote effective delivery of care, the perception of other professional as equally making valuable indispensable contributions to patient care as well as a positive outlook on inter-professional working. These attitudinal changes are necessary for the efficient local practice of inter-professional working. McGrath (1991) showed that the benefits of inter-professional working includes but is not limited to (1) efficiency in human resource allocation and the optimum utilization of capacity within the team, i.e. specialist staff focus on specialist skills/cases (2) efficient delivery of health care with improved patient outcome and (3) increase in job satisfaction for members of the inter-professional team arising from the support of willing team members and an enabling work environment. Inter-professional working could thus have improved the clinical outcomes in a number of the hospital cases that in my experience has led to grave loss or patient suffering. The recent experience was in the care of hospital in-patients with a clinical diagnosis of osteoporosis without any history of fracture and on a frailer group of patients with advance bone changes usually having sustained fracture/s (CSP 2002) and for which NICE (2005) has provided a guideline for the secondary prevention of fragility fractures. The patients were managed at any of the 11 wards representing medicine, surgery, orthopaedic and elderly care wards of a tertiary care facility in London during an 8-week placement period. Gross observation revealed treatment gaps in meeting guideline recommendations for the management of these patients in the areas of risk of fall assessment and referral to multi-factorial fall risk assessment and intervention clinic. There did not seem to be a unified format or standard for the assessment of fall risk within the 11 wards and risk of fall was not assessed in more than 50% of the cases in which this was a guideline requirement, perhaps, due to confusion in role identity and the location of this responsibility amongst the professional concerned. The clinical records of these patients showed that both nurses and physiotherapist assessed fall risk criteria and reported this in different formats. Proper integration of the services and communications between these professionals as prescribed within the frame work of inter-professional working will avoid needless duplication of effort, the waste of resources and clinicians time. Saved time could then be expended by either of the professionals in improving quality of care and quality time spent with patient; this is in addition to improved consistency in patients’ records and the ease of continued care should there be a need for patients to moved between wards of the unit. Part B: While Government policy has reflected a cultural shift by way of imposition of radical changes to the way in which health services are organized and delivered, there are distressing problems that make inter-professional working an arduous task. The issue of power and its distribution within the health institution is here of prime importance. There exist unequal power distributions between health care professionals, often leading to organizational and working structures that are impediments to inter-professional working. (Carrier and Kendall, 1995; Kgppeli’ 1995; Blane, 1991). Power is often in the domain of the older, more established medical profession; and there has been a pattern of domination over other professionalized disciplines, such as nursing, social work and other allied health professions (Kgppeli’ 1995; Hugman, 1991). The study of Manias and Street (2001) revealed that nurses faced many difficulties that practically precluded them from participating in therapeutic decision making for patients to whom they maintain permanent physical, emotional and sensitory closeness (Kgppeli’ 1995). Manias and Street (2001) found that nurses on medical ward rounds answered ‘doctors’ questions only, were not encouraged to give unsolicited information about the patient and hence found it very difficult to present relevant patient issues during a medical ward round. An enormous amount of literature has been written on the nurse-doctor relation; a significant portion of these appear to imply that the powers and influences of medical profession are hindrances to development of nursing. From a historical standpoint, it is logical to think of health professions as complementary to each other, however, the fact that they are organised ‘around’ a patient, that they ought to cooperate for his benefit seems secondary if not trivial (Kgppeli’ 1995). There is a lingering tendency to maintain professionalism and to expect ‘predetermined behavior’ of other health care professionals. The domination of one professional over the others within a health team is a major factor that can strengthen the boundaries between the professional groups engaged in inter-professional working and constrain effective teamwork (Beattie, 1995). Power in-balance within the inter-professional team will also encourage the making of many ‘rules’ and regulations that are capable of controlling major aspects of professional practice (Kgppeli’ 1995), thus making un-necessary any substantial discussion intended to individualise care and improve clinical and social patient outcome. The care and management of a hospitalised patient cannot be achieved by one person, neither is one professional group capable of the task. It is always a complex multidisciplinary phenomenon (Kgppeli’ 1995) in which the integrated knowledge and skill of people with different professional backgrounds makes for better clinical and social patient outcome. Hence, leadership within inter-professional team should not be ‘zoned’ to one profession as such will be detrimental to the optimal functioning of the initiative. The leadership need be more inspirational and stimulating, enabling other team members to respond positively to opportunities presented by developing improved knowledge and skills in managing professional practice and inter-professional relationships. According to Colyer (1999), non medical professional members of the team who are willing to assume the demanding responsibilities of full membership of the inter-professional teams should also be made to feel a sense of belonging and responsibility to the integrated patient oriented goal of the team. References: Areskog N-H (1988) The need for multiprofessional health education in undergraduate studies. Medical Education 22:251-252 Beattie A (1995) War and peace among the health tribes. In: Soothill K, Mackay L, Webb C, eds. Interprofessional Relations in Health Care. Edward Arnold, London: 11–26 Blane D (1991) Health Professionals. In: Scambler G ed. Sociology as Applied to Medicine. Bailliere Tindall, London Caldwell K and Atwal A (2003) The problems of interprofessional healthcare practice in hospitals British Journal of Nursing 12 (20)1212 1218 Carpenter J (1995) Doctors and nurses: stereotypes and stereotype change in interprofessional education. Journal of Interprofessional Care 9 (2): 151-161 Carrier J, Kendall I (1995) Professionalism and interprofessionalism in health and community care: some theoretical issues. In: Owens P, Carrier J, Horder J, eds. Interprofessional Issues in Community and Primary Health Care. Macmillan, London: 9–36 Colyer, Hazel (1999) Interprofessional teams in cancer care. Radiography 5: 187-189 Cooper, H., Carlisle, C., Gibbs, T. and Watkins, C. (2001) Developing an evidence base for interdisciplinary learning: a systematic review, Journal of Advanced Nursing 35(2): 228–37. CSP: Chartered Society of Physiotherapy (CSP, 2002) www.csp.org.uk. DoH (1991) Working Together: A Guide to Arrangements for Inter-agency Cooperation for the Protection of Children from Abuse. DoH, London DoH (1994) Implementing Caring for People: Training and Development. HMSO, London DoH (1997) The New NHS: Modern, Dependable. The Stationery Office, London DoH (1998) A First Class Service: Quality in the New NHS. DoH, London DoH (2000) The NHS Plan: A Plan for Investment, A Plan for Reform. The Stationery Office, London DoH (2001a) National Service Framework for Older People. The Stationery Office, London DoH (2001b) Working Together, Learning Together: A Framework for Lifelong Learning in the NHS. The Stationery Office, London Freeman M, Miller C, Ross N (2000) The impact of individual philosophies of teamwork on multiprofessional practice and the implications for education. J Interpr of Care 14(3): 237–47 Freeth G (2001) Sustaining interprofessional collaboration. J Interprof Care 15: 37–46 Freeth D and Nicol M (1998). Learning clinical skills: an interprofessional approach. Nurse education Today 18, 455-461 Hugman R (1991) Power in the Caring Professions. Macmillan, London Kgppeli’ Silvia (1995) Interprofessional cooperation: why is partnership so difficult? Patient Education and Counseling 26: 251-256 Leiba Tony (1996) Interprofessional and multi-agency training and working British Journal of Community Nursing 1 (1): 8 12 Manias E and Street A (2001) Nurse–doctor interactions during critical care ward rounds. J Clin Nurs 10:442–50 McGrath M (1991) Multi-disciplinary teamwork. Avebury, Aldershot Molyneux J (2001) Interprofessional teamworking: what makes teams work well? J Interprof Care 15: 29–35 National Institute for Health and Clinical Excellence (NICE 2005) Bisphosphonates (alendronate, etidronate, risedronate), selective oestrogen receptor modulators (raloxifene) and parathyroid hormone (teriparatide) for the secondary prevention of osteoporotic fragility fractures in postmenopausal women. Technology Appraisal Document No 87. Opuko D K (1992) Does Interprofessional cooperation matter in the Care of Birthing Women? Journal of Interprofessional Care 6(2): 119-25 Ovretveit J (1997) Evaluating Health Interventions: An Introduction to Evaluation of Health Treatments, Services, Policies and Organizational Interventions. Open University Press, Buckingham Pietroni P C (1992) Towards Reflective Practice The Languages of Health and Social Care. Journal of Interprofessional Care 6(1): 7-16 Smith G, Osgood V, Crane S (2002) ALERT: a multiprofessional training course in the care of the acutely ill adult patient. Resuscitation 52(3): 281–6 Stevenson O (1985) The community care of frail elderly people: co-operation in health and social care. Br J Occup Ther 48: 332–4 Studdy S J, Nicol M J, Fox-Hiley A (I994) Teaching and learning clirdcal skills, Part 1: Development of a mullidisciplinary skills centre. Nurse Education Today14:177-185 Taylor J (1996) Systems thinking, boundaries and role clarity. Clin Perform Qual Health Care 4(4): 198–9 Tierney A, Vallis J (1999) Multidisciplinary teamworking in the care of elderly patients with hip fracture. J Interprof Care 13: 41–52 Vickridge R (1998) Collaborative working for good practice in palliative care. J Interpr of Care 12: 63–7

Violence on Film Essay -- Film Review, Hollywood, Gunfigther

The Western stands as one of the great genres of Hollywood cinema, as it possesses the ability to transcend both time and subject matter. Accordingly, the types of themes which this genres addresses, such as romanticism, and American heroism, can still be seen as viable commodities within modern-day storytelling. However, while The Western has focused on various topics throughout its cinematic history, what ultimately serves as the primary critique of the genre, is the exploration of role of violence and aggression within society (Lusted 16). Furthermore, at the source of this examination is the â€Å"Gunfighter† Western, which centers the focus of the genre to a more individualized and intimate perspective. Accordingly, films such as Henry King’s The Gunfighter (1950) and David Cronanberg’s A History Of Violence (2004) can be observed as examples of this focus. However, while both King and Cronenberg successfully explore the concepts of violence and aggression within their time periods, when examined in terms of their overall effectiveness in exploring the necessity, and ambiguity of these themes, Cronenberg’s willingness to explore the possibility of redemption, is what ultimately makes A History of Violence a more effective and provocative film. As Lusted notes, the Gunfighter Western was one of the first of the genre to be interested â€Å"in the process of change† (Lusted 210). Instead of focusing on such themes as the collective effort of westward expansion, like many of John Ford’s Westerns (Schatz 70-71), the Gunfighter â€Å"turns the genre and its hero inside out,† (Schatz 71) and takes a more introspective look at how violence can be found at the core of social order. To do this, the focus shifts away from films that play on the ... ...oral world. Instead, by allowing the character to live, Cronenberg not only suggests that there’s moral grounding within the use of violence, particularly in terms of its supposed protection towards the progression of society, but also provokes the question,â€Å"just who are we rooting for in this film?† (Beaty 87). Not only does the film force the audience to think about the effects of violence, but questions whether we as an audience, like Tom’s family, can accept violence as an ambiguous method of social order. Ultimately, it’s because of this complex, evocative nature, and the fact that the film questions not only the morality of the characters, but the audience itself, instead of enforcing morality on its audience like in The Gunfighter, that the film succeeds in demonstrating the full specter of violence and aggression, both on screen and in society.

Alienated People :: essays research papers

The Oxford dictionary defines alienation as; to estrange, isolate, detach, distance, to put a distance, to turn away from another person. Alienation, like a lot of other social attitudes and concepts, can give a wide variety of interests. I have found six main points in The Encyclopedia of Psychiatry, Psychology, and Psychoanalysis that have gotten the most attention and things written about alienation; A) Powerlessness: The feeling, belief, or expectancy that a persons behavior can't control some events whether positive or negative, B) Meaninglessness: The person feels incomprehensive in his/her social life and feels the "absurdity of life", C) Normlessness: High expectancies for, or commitment to socially unapproved ways to achieving a goal, one will go about achieving a goal in a not normally excepted way, D) Cultural Estrangement: person's individual values rejected by society, the image that the alienated value's not being standard to that of the environment around him/her, E) Social Isolation: The individuals low expectancy for inclusion and social exceptance, being lonely and commonly found a member of a minority or physically disabled, F) Self Estrangement: This focuses on the discrepancy or differences between one's ideal self and one's actual self. In the novel, The Metamorphosis, Gregor wakes up one morning as a giant insect and feels out of place. When Gregor sees his father and his attitude to him, Gregor feels alienated in that fact that his father yells and shows his anger and frustration to his son and throws an apple which gets stuck in his slimy backside. His father feels Gregor has not become successful and a failure. He probably also feels that he has let his sister down along with his mother for not being supportive enough as the father was not. Continuing with the same concept of Mr. Samsa not being a good father, Gregor felt alienated again by his mother and sister by not filling in the father role while his father was out or doing whatever. His mom and sister took things out of his room and the only thing left was a picture of a woman who he probably felt was the only thing close to him. His boss surely wasn't and his family was sure not there either. In I Know Why the Caged Bird Sings, Maya gets an incredible toothache and is taken to the dentist who refuses to work on her because of her race.