Distinguishing personnel management and human resource management

Distinguishing personnel management and human resource management P1: Distinguish between personnel management and human resource management and discuss the historical development and changing context in which they operate?   Personnel Management:      PM is basically an administrative record functioning at operational level. PM attempts to maintain fair terms and conditions of employment while at the same time efficiently managing personnel activities for individual departments and the activities which result ultimately in achieving organizational success. Human Resource Management:- HRM is concerned with carrying out the same functional activities conventionally performed by the personnel function such as HR Planning, Job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development but it performs these functions in a qualitatively distinct way as compared with personnel management. History of Human Resource Management:-   The concept and name of human resource management has been changed many times throughout the history. The changes were mostly because to the change in social and economic activities throughout the history. Human resource management came to birth when industrial revolution took place in the year 1833 then the industrialist incepted to increase their production and they raised the burden of work on the employees by having 60 hours a week. The workers became fed up of this circumstance and they took decision among themselves to find out the solution for this problem. After this workers were losing interest in their work and they divided in different groups and all this caused less production. The industrialists came to know this, they straggle to satisfy the workers but however the workers were not happy with that and formed their Trade Union. Now the industrialists gave full authority to one manager. In spite of this the problems remained constant because the manager was not able to ha ndle their problems then the workers went to strike for their rights.  Ã‚  This led to the formation of personnel management. Personal management was working only when clashes arise. PM was dealing on bargaining, so this system also failed to motivate the employees, in addition PM was not able to take full control of it. The combination of wartime production demands, government wage price controls and the need to negotiate cooperative agreements forced many companies to expand their personnel staffs and control their HR practices. Such basic HR practices as job classification systems, hiring standards, uniform pay grades and written disciplinary procedures were developed for the first time by many companies.    Another early donor to HRM was called the human relations movement. Two researchers, Elton Mayo and Fritz Roethlisberger included human factors into work. This movement began as a result of a chain of studies conducted at the Hawthorne facility of Western Electric in Chicago between 1924 and 1933. The purpose of the study was to conclude the effects of illumination on workers and their output. The studies pointed out the significance of the social interaction and work group on output and satisfaction. The human relations movement eventually around the mind 1960s became a branch and a contributor to the field of organizational behavior; because of this progress all the industrialists and peoples came to know that human beings are the most valuable assets of an organization.    Human Resource Management gets more into practice as people are acknowledging from HRD and HR practices and these departments are fulfilling all the requirements of the employees, are managing all human resource and are giving full rights to every one. Now in all successful organizations there are HRM departments Shifting from Personnel Management to HRM The significant role of HRM is reflected in the transformation of the personnel management purpose from one of concentrating on employee welfare to one of managing people in a way which matches organizational and individual goals and providing employees with intrinsic and extrinsic reward. Therefore today Human Resource Management is historically known as personal management which deals with official system for the management of the people within an organization. Different Stages of shifting from Personnel Management to HRM: First stage: HRM earlier react in an even way to problems as they arise. Effective HRM seeks to connection HRM issues to the largely strategy of the organization with the most effective HRM policies and practices included into such corporate policies and strategies to strengthen or transform an organizations culture. Integration is required in two senses (1) integrating HRM issues in an organizations strategic planning (2) securing the acceptance and addition of a HRM view in the decisions of line managers. The HRM policy in worth of the various functions for example training and recruitment etc should be internally reliable Second stage:-   structure powerful cultures is a way of promoting demanding organizational goals in that a strong culture is intended at uniting employees through a shared set of managerially authorized values such as excellence   service and innovation etc. However there can be anxious between a strong organizational culture and the need to change situations and to be elastic particularly in the highly competitive and fast changing environment in which employers have to work on daily basis. Speedy change demanded by the market is sometimes tough in an organization with a strong culture.   Third stage: The mind set that people are a changeable cost is in effectual HRM which is replaced by the view that people are a resource and that as community capital it can be developed and can add to competitive advantage. Mostly it is accepted that competitive advantage is gained through well educated and trained motivated and dedicated employees at all levels. This recognition is now almost considered worldwide and important of management training and growth are the middle pillars of HRM.    Fourth stage: The view that the interests of employees and management or shareholders are different and confliction though considerably true in the past as organization which practices effective human resource management seeks to classify and promote a commonality of interests. important examples are training which enhances employment security and high earning ability for employees while at the same time rising the employees value to the enterprise goals of healthier productivity and performance pay systems which increase earnings without important labor cost increases and which at the same time endorse higher performance levels goal setting through two way communication which establishes joined goals and objectives and which provides basic rewards to the employee through a participatory process.   Fifth stage: Top to down communication tied with restricted information flow to keep power within the control of management give a way for sharing of information and knowledge. This transform facilitates the creation of faith and commitment and makes knowledge more fruitful. Control from the top is in successful HRM being replaced by increasing employee contribution and policies the ways in which the larger Japanese enterprises have installed participatory schemes and introduced information distribution and two way communication systems are instructive in this view. In enterprises that tend to have company missions and where there are fundamental values that shape their corporate culture HRM becomes a part of the strategy to attain their objectives. In some types of enterprises such as one in which permanent technological change takes place the goal of successfully managing change at short intervals often requires employee collaboration through emphasis on communication and involveme nt. Shifting of personnel management to HRM took place in three stages:   1) Records and Administration 2) Accountability Regulations 3) Competitive Advantage 1) Records and Administration In first stage the main activities which were taken out by personnel department were plan Company picnics setting up vacations enroll workers for health are exposure planning retirement parties increase diverse workforce and contain health care cost. 2) Accountability Regulations During this phase most important framework of rules and regulations started rising in the company. In 1970 the duty of the HR manger was to keep their organizations out of court. In the 1980 HR mangers had to address staffing costs linked to mergers and acquisition and downsize.   The economic issues associated to an increasingly worldwide and completive workplace characterize the 1990. 3) Competitive Advantage The aim of this shift stage is from just securing fulfillment to the more determined one of winning promise. The employee resource therefore becomes worth investing in and training and development thus assume a top profile. These initiatives are linked with or even predicated upon a propensity to shift from a collective orientation to the management of the workforce to a distinctive one.    P 2: Assess the role, tasks and activities of the human resource practitioner Human resource management plays a vital role in the success of every organization. Human resource management is concerned with the development and implementation of human resource strategies which are integrated with corporate strategies to ensure that the culture values structure of the organization quality motivation and commitment of its members contribute fully for the achievement of organizational goals. In big organizations it plays a very important and positive role in its success however it is difficult to deal with all the activities. HRM makes the quality of work life desirable in the organization.   ROLES AND TASKS OF HR Manager HR manager plays an important role in developing and maintaining polices. HR manager should motivate employees to make them fruitful for the organization. HR manager should conduct recruitment process effectively and efficiently, so that the skillful people could hire for the organization. HR manger is responsible for increasing the skills of the employees to make their performance better. HR manager should make the standards of performance so that the employees performance can be judged. HR is responsible to make a good environment in which the employees can work effectively and efficiently. HR manager should keep aware the employees about new policies of the organization and guide them. HR manager should develop a leading edge for the effective management of the people to maintain competitive advantage. HR manager should recommend the strategic direction for employees and ensure its implementation. HR manager should co-ordinate the design, implementation and administration of human resource policies and activities to ensure the availability and effective utilization of human resources for meeting the companys objectives. An Ideal HR Manager HR managers are very important for any organization because they makes polices, develop strategies directing and coordinating human resource management. The most important responsibility of HR manager is interviewing and recruiting candidates. HR manager of MOBILINK should develop its people to work hard for higher standards. HR manager of MOBILINK have to make recruitments of best talent because humans are the basic tool for having competitive edge in the market for most of the organizations. They should analyze the performance level of the employees and if they find it below standards so they have to motivate them and give them training of developing their skills to be productive for the MOBILINK organization. HR manager have to make good relationship with different departments like marketing, operation and finance and make himself aware of new updates to to prevent miscommunication. P3:- Evaluate the role and responsibilities of line managers in human resource practices? The Different roles Responsibility of line manager Line manager plays an important role in the success of HR manager. Line manager should deliver the task and responsibilities on time to the senior management. Keep informing the management about the progress in the organization. Line manager should defend the company strategy or management strategy when talking to the work group. Clear appropriate picture to the work group to keep them informed of the rules and polices and have to look out the ways to become more efficient. Line manager should set tasks and standards for the employees. Line manager should also have to provide training and development to the employees when needed. Line manager should involve group people in decision making and to understand their needs and to motivate them. Should also provide reasons for decisions and represent the view and ideas of work force to higher authorities. Line manager should maintain the good environment. Line manager have to take the following points in mind in order to make their activit ies better.   Line manager should be a positive role model Line manager should be honest to others and help the employees and give guidance about their job. Line manager should have to speak against injustice. Line manager should be self confident. M1:- Discuss how the concepts of PM and HRM are practiced in an organization? We have selected MOBILINK as an organization. The HR mission statement of MOBILINK is given as To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of ones ability. HR Practices and personnel management at Mobilink: These are few of the HR and personnel management practices Recruitment   Selection Training Development Compensation   Performance Appraisal System   Occupational Health and Safety measures   Career Planning and Development   Research and Development Reward Management Employee Relations Planning: Now after the emergence of new telecom companies in the market the market becomes more competitive and employees are less loyal to the company. Whenever they get any better opportunity than the existing one they go for that which is their right. Due to this fact MOBILINK do not have any formal strategy for succession planning. They do consider the people from inside but proper success plan is not practiced in MOBILINK these days. But now due to market trends they transformed new strategies according to the management that it is not useful to invest in the employee at a larger extent. They do develop their employees for their career planning but no formal success planning is practiced. Recruitment and Selection: In MOBILINK the requirement for the new job is communicated by the respective managers to the HR department. After that the HR department looks for the possibilities of internal and external recruitment. Internal Recruitment: In MOBILINK internal recruitment is done the higher grades like managers and directors. When there is a vacancy the HR department views the past performance of the employees working at lower levels and chooses the right one to promote him/her to that position. But if there is a vacancy for managerial position and none of the suitable employee is available with in the organization then external recruitment is carried out. EXTERNAL RECRUITMENT In external recruitment the duty of line manager is to prepare a form for the job about their need in the organization. Then the role profile of that job is dent to functional director by line manager after his approval it is forward to the HR department. HR manager confirms the availability of the budget required and the cost of the advertisement for that job. After than by forecasting budget along with job profile sent to HR director for his final approval. Line and HR manager again sit together for short listing the people and the following criteria is adopt by them. Quality of earlier schooling Extra curricular activities Marks obtained Overseas travel Age Relevant experience The HR department then issue letters to the short listed candidates along with blank application forms by time date and venue for the preliminary interview and candidates is asked to bring along completed application forms. A two-member panel of HR and line management carries out the interviews managerial functional and supervisory skills. After clearing the preliminary interviews, people apply for different jobs are tested in different ways by a panel of cross functional assessors in the case of management selection. Resource management Rational decision making Communication skills Creative thinking Business development Influencing The HR department is responsible for assessments training details o rumination packages and conditions of services. Prepare letter and finalize other documents. M2: Make an effective judgment about PM and line manager responsibilities in studied organization. HR helps LINE manager in offering them coaching creating managers role plays for meetings, and providing them toolkits to refer them. In MOBILINK Peshawar they do not have formal HR department and final recruitments are done at ISLAMABD head office. They do have informal set up for hiring internees and also perform the responsibilities of HR manager in coordination with other major departments. In MOBILINK Islamabad head office they have formal HR setups for making decisions for other regions as well. Strategies are there in MOBILINK for HR manager to provide help to LINE manager in performing their job. HR manager clarify the standards, expectations, performance goals and ask line boss for his feed back regularly. HR manager of MOBILINK look ways for line manager to get him out of jams and prevent him for making serious errors. There may be some conflicts between the priorities of HR and of line management, in this situation a manager has to work hard for identifying issues and makes alternative for addressing it. HR manager when presenting bad news, try to bundle it with good news also but be careful to avoid letting problems drag for extended periods of time waiting on good news to happen. Line managers and supervisors are responsible for enforcing and promoting the work environment of dignity. They must take every action to prevent the unsuitable behavior. Line managers and HR managers are expected to communicate clearly to their staff members about their policies of harassment, discipline etc. MOBILINK is considering having the best HR in PAKISTAN and they have retained this edge. According to the judgment the HR department of MOBILINK is achieving their desired results. They have a good relationship with the different departments like finance, marketing etc. D1: Evaluate the roles and responsibilities of HR manager and line manager in the organization as compared to their ideal role. The HR manager of MOBILINK is performing well against the ideal situation. HR manager is good in communication and makes people understand that what he is saying. Manager also has the knowledge of principles and procedure of recruitment and also effective and efficient in providing the services to customers and personnel. HR manager is a good speaker and also have the ability to recognize what the other person is saying and also have strong working relationship internally and externally. HR manager is pleasant with other employees on the job and displaying a cooperative attitude. The standard for the ideal manager are SELF MOTIVATION The person that the manager is hiring for the job has to be capable of doing work without the close supervision of the boss. Communication skills Confidence and personality plays important role in the abilities of manager to communicate. Manager should be capable of clear communication with their fellow managers customers and employees. GREAT CUSTOMER SERVICE SKILLS Manager should be excellent in dealing with clients and customers. Manager should have the skills to make the difficult customer happy. So in that way the organization can hold their customer and business can grow. CONFLICTS RESOLUTION Manager should be capable of handling conflict in the organization. Manager need to be calm and able to identify and listening issues discuss it resolve it and followed up. Its important for a follow up check to ensure there are no further problems. SETTING GOALS Manager need to focus on a specific goal and able to assign the tasks to the employees. RESPONSIBILITY Managers responsible for ensuring the tasks assignments and dead line needed to be met and hire appropriate people and handle the situation which tends to be profitable in the end. KNOWLEDGE ABOUT ORGANISATION A manager should have all the knowledge about the organization so that he/she would be capable of giving answers to their clients customers and staff members. LEADERSHIP SKILLS Managers should have strong leadership skills. Managers are the leaders in work place. Manager need to be a good speaker and assigning tasks. Manager should also be able of handling group of people and should lead the group or team in the right direction. D2: Suggest recommendations for realistic improvement against the defined Human resource is one of the most exciting and challenging departments of the organizations. People are very important in any organization. MOBILINK has a strong HR system and therefore we did not found many drawbacks in their HR practices. There are some but it can be better by little effort. RECOMMENDATIONS Following are some recommendations based upon our analysis. We observed that employees are not aware of their depth policies o the employee are lacking in the knowledge about policies which is the responsibility of HR manager to aware them. MOBILINK HR should have to monitoring and measuring employee s performance. HR lacks in terms of career planning and development so MOBILINK has to recognize this function in their policy statement. MOBILINK should have to increase in its recruitment sources so that they will not loose the potential candidates. HR manager should have to make clear communication with their lower staff which in terms makes the organization beneficial.

Ethnic differences essay Essay

?Asses the claim that â€Å"ethnic differences in educational achievement are primarily the result of school factors† Most studies found that overall ethnic minorities tend to do less well than other members of the population when it comes to educational achievement. Many factors which occur inside the school are the cause of educational achievement however other factors contribute. The expectations of teachers on ethnic minorities have caused differences in educational achievement. Bernard Coard believes that teachers expect â€Å"Black† children to fail therefore labelling the child as a failure. Interactionalists are concerned with how teachers â€Å"pigeonhole† students this is the labelling theory, this is where the teacher makes a judgement of the child based on the child’s appearance, behaviour, previous family members and relationships with other students. However most labels are based on stereotypes rather than evidence, the reality is that once a label starts it is difficult to get rid of and this can cause problems for a student’s educational achievement. Teachers will discuss the students label in the staff room and other teachers will attach the same label to the child and this can lead to the child not being allowed to attend school trips. If a student is labelled as a failure by a teacher then the teacher is likely to put the student into a lower tier exam thus the pupil can only achieve a maximum of a grade C and can’t achieve to the best of their ability. When a student is labelled as a failure the student can begin to believe that the label is true and begin to make it part of their part of their identity, become a failure this is known as the self-fulfilling prophecy thus creating ethnic differences in educational achievement within the school system. David Hardgreves argues that anti school sub cultures can be formed as a result of negative labelling. However Maureen Stone and Swann both indicate that those who are labelled may not accept their labels. However many sociologists argue that it is external factors that affect ethnic differences in educational achievement. Cultural Deprivation is the term used to describe serious inadequacies in the socialisation process and its effects on educational achievement. Poor parenting means children underachieving in education. Many sociologists argue that ethnic minorities tend to be more fatalistic meaning that parents tend to have low aspirations and expectations for their child meaning less emphasis is placed on doing well in education. Whereas â€Å"White† middle classes would have high aspirations and high expectations. Socialisation focuses on the values, expectations and norms transmitted from parents to children. Children from Ethnic backgrounds tend to focus on immediate gratification where they try to reep their rewards at the earliest opportunity such as leaving school at 16 to earn money. Whereas â€Å"White† middle class children aim for a bright future described as deferred gratification which is putting off short term rewards to gain better rewards in the future. Cultural Deprivation can affect the way parents prepare their children for school. Working class children would sit and watch T. V. whereas middle class parents would take their children to museums. Driver and Ballard state that high achievement in Asian groups may be linked to the fact that they live in close knit families that can help each other. Price highlighted a high rate of single parent families in black Caribbean communities which may explain high underachievement. Nevertheless, some sociologists argue that it is internal factors which affect ethnic differences in educational achievement. Institutional Racism within schools can lead to educational achievement and the differences it causes within ethnic minorities. The â€Å"Swann report† found that a small number of teachers are consciously racist however there are a great deal of teachers who are â€Å"unintentionally† racist. Bernard Coard states that the British educational system makes children become educationally subnormal he states that â€Å"West Indian children are told that their language is second rate and unacceptable† he states that within the British educational system the word â€Å"White† is associated with â€Å"good† and the word â€Å"Black† with evil. Coard also states that the attitudes portrayed in the classroom are reinforced by the pupils outside of the classroom. Many sociologists would also argue that the mispronunciation of student’s names and not learning them can be classed as racism within the school system. Cecile Wright found that majority of staff are committed to ideals of equality but despite these ideals there are still considerable amounts of discrimination in the classroom. Asian children were often excluded from discussions and teachers expressed an â€Å"open disapproval of their customs and traditions†, these comments from teachers made Asian children feel more isolated from other pupils. Martin Hammersley found that racist comments in the staffroom did not lead to racism in the classroom. J. Taylor found that â€Å"most teachers are concerned to have a fair policy towards the treatment of black pupils†. Mac an Ghaill studied 25 afro Caribbean and Asian students studying A levels. He found that â€Å"although they disagreed over the extent of racism within education, this did not directly determine their attitude to education and their levels of academic success. The way that students responded to schooling varied and this was influenced by their ethnic group†. This could eventually lead to the formation of anti-school sub cultures. These are pupils who have rejected some or all of the values and rules set down in the school ethos. Peter Woods identified 8 different groups ranging from Ingratiation total conformity to Rebellion outright rejection of school rules and values. This can cause ethnic differences in educational achievement within the school system. However other factors such as linguistic skills affect this achievement. Linguistic Deprivation is the ability to use appropriate language which is an important factor in educational success. Bernstein came up with two codes of language Restricted and Elaborate codes. The Restricted code is used in casual situations. This is limited vocabulary and Simplistic grammar which can only be understood if you are aware of this topic. The Elaborate code is used in formal situations. This is sophisticated grammar and vocabulary and can be understood if aware of the topic. Bernstein found that White middle class children had the ability to switch between the two codes whereas children from ethnic minorities were limited to using the restricted code. This means they are severely disadvantaged in education where the language is all formal. In conclusion, it is probable that a number of factors work together in producing the lower levels of achievement found in some ethnic groups. The Swann report concluded that racial discrimination inside and outside school along with social deprivation were probably the main factors. Others would add that cultural factors also play some part in explaining the differences.

Susana and the Elders

Susanna and the Elders On my trip to the Norton Simon Museum, a painting labeled Susanna and the Elders, Flemish women Jan Massys, really stood out to me. The specifications of this oil on canvas work of art are 42 x 77-1/2 in. (106. 7 x 196. 9 cm). The painting was made in 1564, during the Renaissance, and portrays an example of the religious tension of that time and reflects the era after the start of the Reformation. My first thought when gazing upon Susanna and the Elders bad things are about to happen; there is two old men hiding behind a planter box and appear to be conspiring an evil plot.These men are dressed in red, which in this case, it must represent last that they are feeling toward Susanna. The focal point is Susanna looking as though she is getting ready for bed or perhaps to take a bath. Also, she is dressed in very nice cloths so appears to be of noble stature. I should also not that she is conntroposto in her posture and the way her cloths fall on to her body. To th e right, there is two women that look as if they are trying to lure her to safety, away from the creepy men behind her. Perhaps they are her loyal servants.This all appears to be taking place in a fancy garden which gives me the idea that she vulnerable in that she is secluded. The men must have planned ahead to sneak up on her out here rather than around other people furthering my suspicion of their cruel intentions. One last thing I noticed was the little statue in the bottom right corner; however, I can’t make much sense of it. I know it means something, but I just don’t get it. If you follow the lines of the stone benches they lead you to a point just beneath Susanna’s head which suggest the use of perspective.The use of lines is evident again when looking at the fine detail in the trees that surround this scene. On, a side note, the tree that the old man is holding on to appears to be minerature in size, as if her is this evil giant. Perhaps this is meant t o symbolize their dominance and her vulnerability. Massys placed the buildings in the background so they are proportional to the balanced figures in the foreground. Also, it looks as if there is use on linear perspective, especially in the stone walls; they look at if they are wrapped around Susanna keeping her safe from these bad men.The light source is coming from the top right of the painting and appears that it is shining directly on to Susana, almost making her this heavenly entity. I think this is a symbol that God will keep her safe from these men. It is a soft light that that allows the colors Massys chose to stand out and add to the chiaroscuro. Though the Chiroscuro is light, Massys makes decent use of it. Susana is lit up signifying that she is pure and innocent and the creepy guys behind the tree are in the shadows giving off the idea that they are evil with malicious intent.The deep blood red that the two guys are wearing is symbolic of their lust for Susanna. Red, I be lieve, sex or passion whether it be good or bad. The gold that Susanna is wearing gives her some authority in the painting and also an angle like presence as gold represents the heavens. The colors seem very realistic and must closely portray what this actual place must have looks like. Everything in the painting looks as if it is overlapping and this adds to the drama. Also, the figures seem to be very strategically placed in the setting.There is Susana in the center, the to evil old men on the left and the maidens on the right giving the scene much balance. It looks as though he may have started from the back of the painting and moved forwads as the object got closer. He probably started with the building in the back and then moved his way up to the human figures. Even though the figures are put fairly close together there is obvious depth. If there wasn’t any perspective in the painting I don’t think it would have depth and would come out rather flat and dull.The pe rception of depth in this work of are seems to be very important in composing the message. The use of color might add some dimension but without depth they would still seem flat and dull. There are many things that suggest motion in this picture. Susanna’s hand is stretched out giving the impression that she is reaching out to them. The maids are pointing at theselves and also where they are going looking as if they are asking Susanna to follow them. They also look rather worried for her safety.The maids are leaning forward while both of their right legs are extended behind them preparing for their next step making a very strong implication that they are walking rather quick. I don’t know if this is just me, but it looks as if the clouds fading into the distance faster than normal perhaps to represent the passing of time and they are golden suggesting the presence of God. I think that the way Massys has the two lurking men staring at Susanna and the two maids looking a t her from the opposite direction make all the characters one.Also their heads all lay on the same plane adding to the composition. The two benches that are on either side of Susanna lead the eye back into the painting so you experience the whole scene. It’s almost as if they are a Ying and Yang; the men want her to do bad things to them and her maids want to protect her and her good name. The creepy looks on these guys’ face give me the impression that they will blackmail the women in to getting what they want from her.Also, unfortunately, they also appear to be powerful men and most likely have the means of doing so rather easily. The look as if perhaps they are part of the clergy somehow, and this ties back to the representation of the corruption going on in this time. Perhaps Massys was Protestant and was trying to convey her view of the Catholic order. Also their heads all lay on the same plane adding to the composition. The two benches that are on either side of Susanna lead the eye back into the painting so you experience the whole scene.

Analysis Of Death Of A Salesman By Arthur Miller

Webster once said,â€Å"Whether we fall by ambition, blood, or lust, like diamonds we are cut with our own dust.† Lying refers to the action in which one alters or conceals the truth as a means to deceive. The act is one that often seems to have beneficial short term gains but unfortunately, this effect is strongly opposed by reality, which always catches up. Not only does a person’s duplicity seriously affect their accountability, it often leads to inner battles with hypocrisy. This self-deception involves a lot of confusion regarding the nature of ones beliefs, ideals, and principles. Such situations can lead to two very different, yet life changing conclusions, self-realization or misconception of reality. Death of a Salesman, a tragic play by Arthur Miller, explores the effects of such deception through the character Willy Loman and the consequences of his decisions. It does so by addressing the mental and financial struggles associated with achieving the American D ream whilst showing readers the significance of acceptance and how lies and deception can lead to unhealthy relationships and a disgruntled view of ones self. Willy Loman is an aging businessman with a very insincere persona. As his deluded being is unraveled with each lie, it proves destructive for others, and himself. This is seen immediately when Willy is first introduced and lies about the reason behind his early arrival. When asked by his wife, Linda, who is already suspicious, he tells her â€Å"I’m tired toShow MoreRelatedAnalysis Of Death Of A Salesman By Arthur Miller1270 Words   |  6 PagesDeath of a Salesman, by Arthur Miller 1245 Words 5 Pages Death of A Salesman, written by Arthur Miller, is a play based on the turmoil within an average American family. Miller wrote Death of A Salesman easily showcasing the elements of drama. I was easily able to follow the plot, identify with his characters, and picture the setting. The main theme of the plot seemed to be Willy reaching for the American Dream. Financial success, business success, outwardly perfect family, revered by your peersRead MoreAnalysis Of Arthur Miller s The Death Of A Salesman 1325 Words   |  6 PagesArthur Miller is one of the most successful and enduring playwrights of the post-war era in America. He focuses on middle-class anxieties since the theme of anxiety and insecurity reflects much of Arthur Miller’s own past. The play addresses loss of identity and a man’s inability to change within him and society (Miller 16). The American Dream has been an idea that has motivated society for centuries. It often times becomes the main theme for many movies, novels, and poems. In, The Death of aRead MoreAnalysis Of The Play Death Of A Salesman By Arthur Miller1612 Words   |  7 Pages Selling More Than Just Merchandise The play, Death of a Salesman, by Arthur Miller explores topics that are parallel to the lives of the common man. This makes his play relevant during many different eras, as the central issues discussed correlate with struggles of everyday common people, no matter at what point in history the play is shown. This makes his play very versatile in nature as it can be shown throughout the decades. His play can be considered a classic story; one that cannot be forgottenRead MoreAnalysis Of Arthur Miller s Death Of A Salesman 1183 Words   |  5 PagesEmily Alimusa COM 101—FALL 2014 Death of A Salesman Essay Arthur Miller’s play Death of a Salesman offers an instructive example for understanding the production and maintenance of identity through communicative interaction in a family using the character Biff Loman. Throughout the play, we see Biff’s character develop and change. He is in an identity crisis and is trying to understand his place in the Loman family. Biff is constantly seeking the truth about himself. He believes there is more toRead MoreAnalysis of the ending of Death of a Salesman by Arthur Miller1073 Words   |  5 PagesThe play Death of a Salesman shows the final demise of Willy Loman, a sixty-year-old salesman in the America of the 1940s, who has deluded himself all his life about being a big success in the business world. It also portrays his wife Linda, who plays along nicely with his lies and tells him what he wants to hear, out of compassion. The book describes the last day of his life, but there are frequent flashbacks in which Willy relives key events of the past, often confusing them with whatRead MoreCharacter Analysis in Death of a Salesman, by Arthur Miller785 Words   |  4 Pagesthroughout â€Å"Death of a Salesman† portray the troubled relationship between Willy and his two sons, Biff and Happy. The name Willy, which we realize is short for William, is a rather silly name. However, it might suggest that Willy is willful in his denial of the lack of honest relationship with his two sons. Maybe he is willingly deluded by the fantasy of what he might have been or what his sons might have become and the mediocre reality of the way life actually is for the Loman family. Arthur Miler’sRead MoreAnalysis Of Arthur Miller s Death Of A Salesman 1136 Words   |  5 PagesGarett Miller Mr. James Mahle THE2000 2 August 2, 2016 Arthur Miller’s Impact Arthur Miller was born in 1915, and he died in 2005. He is possibly the most well-known and influential American playwright. He grew up during the Great Depression, so many of his plays deal with the American middleclass lifestyle. His two most influential works are Death of a Salesman and The Crucible. Death of a Salesman is about the tragic white collar worker, Willy Loman, while The Crucible is about the Salem witchRead MoreWilly Loman, the Modern Hero in Arthur Millers Death of a Salesman1739 Words   |  7 Pages In Arthur Miller’s essay â€Å"Tragedy and the Common Man†, a picture is painted of a â€Å"flaw-full† man, known as the modern hero of tragedies. Miller describes what characteristics the modern tragic hero possesses and how he differs from the heroes depicted by classic Greek playwrights such as Sophocles and Aristotle. In order to understand how drastically the modern hero has evolved, one must first understand the basic characteristics that the heroes created by Sophocles and Aristotle encompass. TheRead More Death of a Salesman is a Tragedy as Defined in Millers Tragedy and the Common Man1046 Words   |  5 PagesDeath of a Salesman is a Tragedy as Defined in Millers Tragedy and the Common Man In Tragedy and the Common Man, Arthur Miller discusses his definition and criteria for tragedy as they apply to the common man. The criteria and standards proposed by Miller may be used to evaluate his timeless work, Death of A Salesman. The first major standard of tragedy set forth is:   â€Å"...if the exaltation of tragic action were truly a property of the high-bred character alone, it is inconceivable thatRead MoreArthur Miller s Death Of A Salesman1027 Words   |  5 PagesAn Analysis of Tragic Heroism of Biff Loman in Death of a Salesman by Arthur Miller This literary study will define the tragic heroism of Biff Loman in Arthur Miller’s play The Death of a Salesman. Biff is initially a victim of Willy’s continual harassment to make more money and find a better career. In this family unit, Biff must endure the unrealistic and fantasy-based elusions of his father in his fanatical pursuit of the American Dream. However, Biff soon learns of Willy’s extra-marital betrayal