The Impact of Occupational Segregation on Working Conditions

The Impact of Occupational Segregation on Working Conditions Zoe Stux â€Å"Critically evaluate the claim that occupational segregation in the British workforce leads to lower pay, lower status and increased insecurity among women employees† Occupational segregation finds it roots in the social behaviour of society, by definition this means a separation within job roles by gender. Feminist movements paved the way for women to have equal life styles and occupational choices for women in Britain. Legislation currently in place would lead to the assumption that inequality is not possible in today’s organisations given that there are anti discrimination and equal pay laws to protect the workforce without having to rely on the trade unions. Yet, when considering the effects of direct and indirect discrimination it becomes apparent how an organisation may apply a condition of employment to all employees which can be weighted to affect a large proportion of one gender over another if it is so designed. It is necessary here to demonstrate that current legislation allows some discrimination, for example, a disabled woman requiring a carer to help with personal duties is allowed to state only women can apply. Despite the ab ility to discriminate there is evidence to suggest that equalities within the genders are lessening and women are becoming more present in senior roles, the assumption is that the equality will pass from the top down the chain to affect the gender segregation on a larger scale lessening the increasing levels of discrimination over time. In contrast it could be the divide is not diminishing, and in fact current occupational segregation retains a level of inequality between the genders with regards pay, status and increasing insecurity. Cockburn recently (1991 p123) states â€Å"it will remain a fact of life that women are severely disadvantaged compared to men in their career opportunities†. This evaluation will assess the suggestions that women’s inferior place within the workforce leads to lower levels of pay for the same roles, lower status in general placed on their roles and the increasing insecurity of the roles performed by women whilst critically debating the various viewpoints to look at how the relationship between the employer and employee is introduced and subsequently managed. Whilst considering the view that women are disadvantaged through social constraints, biological constraints and personal choice allowing for the impact in Britain for future generations. As recently as 2004 it is suggested work status is far from equal with most management structures showing primary male domination. However, whilst many companies continue to operate within these male confines there have been an increasing number of women in management roles within recent years breaking the inequality traditions in status. However in line with feminist theories these areas are under represented within the professions and senior management. For those that achieve success on equal grounding it is often the case that women will be required to fit the male value system already established within the organisation, thus suggesting that women may achieve levels of perceived power but the opportunity to make decisions affecting the power will be biased towards the male institutionalised practices already in place. This can translate to a new mind set and change in belief system which for some this can be difficult to adapt to. For those that do not achieve a level of seniority occupations tend to be limited to clerical or secretarial roles and are primarily held as part time (Rose, E (2004) p557). Rose successfully illustrates for a small percentage of the workforce success is possible however for the masses lower status roles are the norm, assuming that these levels of employment are lower down the organisational chain the level of reward will be suitable to the roles therefore less than the male managers. However according to the equal opportunities commission (hereby referred to as EOC) in 2005 there was an average twenty percent difference between the genders in each employment section with regards wages earned on an average hourly rate. Although banking was a much higher rate at forty percent and not included in the average. It could be argued as Rose states above most female roles are primarily part time which would lead to less remuneration and increased insecurity. Although the same study shows dif ferentials between high profile roles which are assumed to be full time with the bias favouring males within these roles. Historically a biological viewpoint was used to control the workforce, and all collective bargaining would have been pursued by the trade unions led by men bargaining for men. Trade unions and workers alike were concerned with controlling wage levels and entry into trade ensuring the skills required by industry were sought after therefore controlling the flow of work and the financial demands that could be made, if women had been able to contribute to these tasks the reward level would have decreased as women were deemed cheap labour. Whilst this would be beneficial to employers who would decrease outgoings and protect profit margin it would be detrimental to the male workforce and unions, illustrating an impact of male trade unionist methods to drive towards male domination in the workplace. Biological theory was used to manipulate society to believe women were not capable of carrying out physical labour as men were; this served the purpose of providing a reason to prevent female pr esence in physical industry and at the same time set a cultural way of thinking. Biological theory argues that men are naturally stronger than women due to the way the body is constructed and this permits men to carry out certain tasks woman can not. Social acceptance of this granted the woman’s place was at home given the childbearing and nurturing ties to the female. In contrast biologically men’s behavior is seen as predatory and aggressive. However, there is the suggestion that roles are culturally determined as opposed to biologically, and the parental relationship cements social development. Children are manipulated by social norms at a young age to reinforce gender differences, for example a girl wears pink and a boy wears blue, a girl is given a doll or a tea set and a boy receives a car or a football. As the child gets older media influence will be introduced through adverts, popular television or movies to reinforce the socially acceptable roles for the genders (Oakley 2005). In support for this idea the functionality of the two genders is underpinned by analysis from several societies which concluded that there were no tasks with the exception of child birth that could be completed by only one of the two genders (Rose 2004). Biological attributes do not restrict women from roles; this was further supported through evidence observed during the Second World War where women were forced to take on men’s roles because of the shortage of people available. Based on this assumption it could be suggested that the divides seen in today’s workplace are intentional on the part of the female workforce who chose not to be equal and accept the pay differences secure in the knowledge that their income is secondary and whilst potentially insecure in the employment world it is not important to the family world and therefore of little consequence. Despite the Second World War the biological view would continue after the war had finished. This swift change in attitude back to the old social norm would prove to be difficult for some women to cope with. The myth that biologically women were incapable was squashed, however the value system that had created social structure before the war was still present with the men who returned therefore the social constraints were restored. However, the awareness of women being physically capable was a reality for society to develop and accept it was social and cultural beliefs that stopped women from working. There became an understanding that a reserve army of labour could be called on when required by policy makers and employers alike to achieve common goals, exploiting women into the workplace when it suited those in control. Male perception did not change and work was seen as a secondary focus to family, this created a vacuum where women were manipulated by others to conform to social rul es. It would appear modern society has not moved on that much, according to the equal opportunities commission in 2006, sixty seven percent of the female population of working age were in employment verses seventy eight percent of men under the same criteria, this would fit within social assumptions today where to a certain degree women remain primary family carers. Interestingly this research quantifies that forty three percent of women working were in part time employment whilst only eight percent of the men fulfilled part time roles, this would support the assumption that men remain the primary breadwinners in mass society. Purcell (2000) explains that from the 1980s changes have been seen within British society, until the 1980s women were active in the workplace until the birth of their first child, when they would remain inactive until school age or another child was born and the cycle would repeat. However by the end of the 1980s two thirds of mothers were active within the wo rkplace and approximately half of these returned to work within nine months utilising family and childcare options. Therefore gender changes and opinions within society have been demonstrated resulting in the counter argument for the gender nurturing social arguments demonstrated earlier. In contrast there is also the view that Britain’s economic climate has dictated these levels of work as increasingly families need to draw two wages in order to cover the high cost of living which is not relative to the rises seen in salaries. Supporting the view of exploitation further is the investigation of the reserve army of labour which proves to be beneficial to industries. The foundation of this idea is in Marxist explanations, suggesting that capitalism required a secondary outlay of potential recruits who could be relied on in times of both economic recession and boom to provide a flow of supply and demand in terms of workforce. This is essentially a flexible workforce with few rights and therefore the inability to make demands on the employer, whilst the employer has the right to reduce wages and increase the rate and extent of the worker exploitation at will. This is extreme and in today’s society would be tapered to meet legislation and social standards, although this does not necessarily mean the exploitation has ended, it has simply taken a different guise. In their book Women in Britain today (1986) Beechey and Whitelegg conclude that women would be less able to resist redundancy due to lack of trade union representation and their lower financial value within the workplace which makes them a high risk to increasing insecurity. However this study is dated and whilst in some areas trade union representation is valid this is not the case across mass private industry. Beechey and Whitelegg go on to suggest women are more likely to accept work at a lower rate than a male counterpart given they will not be aggressive and negotiate, and from a political viewpoint unemployed women are less likely to register unemployed as with primary incomes from their husbands they would not be eligible for benefits, thus supporting the claim that the segregation between the two genders within the workplace leads to insecurity for women. However in contrast to the insecurity being suggested this theory would imply when Britain went through a recession in the 20th Century the part time and flexible lower paid workforce would have been the first to suffer, yet this was not the case. The answer to this would be, for the same reason the reserve army of labour was considered a good idea, when in recession the primary function is to save long term financial plans, therefore making commercial sense to retain the cheaper labour on the workforce inadvertently providing incre ased security during times of recession and economic crisis. There is mass evidence to support the perception that management and trade unions perceive female workers to have a lower commitment to paid work. It is largely these ideals which populate within the labour markets of today, showing women to be secondary to their male counterparts, exploited at will, to control the labour markets and placed in insecure roles because they are not valued (Purcell 2000 p133).This is also supported by Homans (1987 cited in Rose 2004) where interview techniques were questioned when direct discrimination was uncovered and the reasons provided illustrated the view that women will project a lack of commitment to the role, either requiring time off to have a family or caring for an existing family. In contrast Rose (2004) establishes that although the majority of organizations have been traditionally dominated by men, there are a percentage of female senior managers pulling through to powerful positions and this appears to be increasing. In 1991 nine percent of the total women surveyed represented a small number of executive managers and directors. However in 1998 this increased to eighteen percent and four percent of these were director level. On the other hand in 2001 the number dropped to nine percent, although this figure did not include executive directors, therefore there is no like for like comparison making analysis difficult to draw conclusions from. It may be the changing social climates of the late 20th and early 21st Centuries have led to this change in female presence. With a change in social attitudes it is possible to see both genders have been suppressed with women missing the workplace opportunities and men increasingly missing family life. A movement in social acceptance can now see men remain at home while the woman goes out to work reversing the traditional roles. However whilst changes to social thinking are beginning there is the suggestion that the perception of women in power is a false one, despite the movements into senior roles the movements come from organisational restructure, changing job titles and removing levels of management to make opportunities less. Therefore the reality does not translate to total equality as power would be cascaded back up the chain towards the men. It would appear the opportunities for development and progression become stifled and the female workforce are only able to reach a particular point in the structure before they hit the ‘glass ceiling’ and their progression is halted. The lack of development in many cases appears to be attributed to women taking time off to have families, the assumption then is that by the time they return to work priorities have changed and long unsociable hours are a problem, leading to static working practices and fewer women successfully climbing the ladder. It appears industry is asking women to make a choice between motherhood and career but not working to aid the two in working side by side. Kirton and Greene (2001 p46) appear to agree, women have to make a choice, they place women at a disadvantage in the workplace due to less experience, lack of training and education compared to male counterparts. However they go on to suggest there are two counter points that can have a positive effect on a woman’s career; by working uninterrupted without family breaks it demonstrates commitment combined with the ability to project a long term ambition through working steadily and when required including late nights. Given that not all women will want to start a family these restrictions will not apply to all, however the statistics seem to indicate these are the minority of women or in exceptional cases women will have both and make sacrifices within the family to return to work with the aid of a non work support network of family and frie nds or childcare. Although the EOC statistics show a high percentage of female workers in part time employment it remains that over half the employed women surveyed were working in full time roles. Sly et al (1998) relate education and occupational qualifications as key to the success of women with the workplace. In 1997 eighty six percent of women qualified from A Level or above were economically active whereas fifty two percent of those with no formal qualifications were inactive. On the other hand both full and part time roles primarily fall within the clerical, secretarial, service and sales areas of the employment sphere as a total out of this collective group over sixty percent of the workforce were women. For the same exercise with the male workforce related to roles such as managers, administrators, craft, plant and machine operators, the statistics accounted for sixty percent of the male working population reinforcing the gender prejudice. Although there will always be a gender differential b etween traditional industries such as construction, manufacturing, education and public health despite drives to change these dynamics, it is worth noting the most recent study in 2006 states that women’s employment has increased seventy percent since 1975, yet in contrast fifty seven percent of women use either part time, flexible working time or home working in order to meet family commitments as well as complete the economic requirements of a day job supporting the theory that gender segregation leads to lower status and increased insecurity for women. Discrimination with the workplace would appear to be subtle and careful. By definition organizational segregation is the separation of the two genders within the workplace environment. However within this concept there are two styles to be considered. Horizontal segregation, where the workforce is primarily one specific gender, for example, within the construction industry men make up ninety percent of the entire workforce as detailed on the labour force survey for 2006 October to December, this can be attributed to the strong male social values within the industry. In comparison the same survey shows public admin, education and health is primarily a female sector role with women accounting for seventy percent of the total. However what are not evident are the levels employed by women and how the senior managers are gender split. Alternatively, there is also vertical segregation, where the opportunity for career progression is tapered to a particular gender. The implication with vertical segregation is that women would be affected given that it is women who are less likely to fulfil roles within management or senior executive posts. Liff ((1995) p476) suggests that the reason women fail to make the career progression which causes vertical segregation can be found in the division of labour within social confines. A manager is expected to work long hours and within this principle lays the issue, as British women whether working or not are still expected to carry out the same level of domestic duties for the family resulting in the inability to work late often which is suggested makes women unsuitable for progression to management and senior executive levels therefore reducing them to flexible part time roles with low pay and less security than management positions. Within the two types of segregation the workforce is split further, two sections primary and secondary, otherwise termed dual labour markets. The primary labour market is attributed to high pay, excellent working conditions, favourable promotional prospects and job security, secondary sector workers are disposable and easily replaced and transferring between the two markets is difficult either within the same or different organisations. Rose (2004), states that women are the primary of the two genders to appear in the secondary category, due to their low status in society and tendency to not belong to a trade union. However in contrast to the dual labour theory there are limitations not considered, workers within the textile industry where the job roles are similar whether primary or secondary still see a pay discrimination due to gender, the theory also fails to take into account the moving social scales of today’s society which sees many women in primary roles but in areas w here women see a high percentage of employment, for example, public health care and education. The 2006 EOC study for 2005 illustrates within the high paid jobs category, the gender gaps on four areas have a close to equal split however the other six areas show large discrepancies suggesting primarily male management. What is difficult to ascertain from the research on the areas of wide discrepancy gender split are the number of women who have chosen to work within limited roles with limited responsibilities due to family commitments verses the number of women forced into these roles because of the male constructed value system dictating they are inferior to the role of management. From the 1970s work ethics changed to reflect an increasingly flexible work pattern. Consumer society expected faster and quicker trends to be available to them resulting in the change of work ethic hence seen. The 1970’s saw a requirement for flexible low income workers to manage the production lines based on the changes from Fordism production. The reserve army of labour would become ideally suited for this and naturally this comprised of women. Loveridge and Mok (1996 cited in Mullins p165) confirm that women encompass an ‘out-group’ which makes the basis of an industrial reserve pool providing additional labour when required by society. However there is the suggestion that in the 1970s this was not a forced choice for women but one entered into willingly, although the family remained the primary concern there was also increasing financial pressures as social movements changed. Hakim (1998) supports this and suggests that there are three types of women who choose their preferences about home and work. There is a home centred attitude which prefers a home life to a work environment, a work centred view which for some are childless but have a strong commitment to their work and finally the adaptive who want a little of both but do not want to commit to a career. Hakim also suggested that with regards to a woman’s qualification there was a correlation between them marrying men with a higher qualification than their own thus leading to the assumption that they would rely on this as a primary income therefore resulting in family becoming the primary focus. This would indicate that it is not viable to apply the same theory to all women as there are differing personal choices within these statistics which can not be quantified. In contrast to Hakim, Crompton et al (1999) argue that it is the structure of the labour market which moulds the individuals career, suggesting men will turn to traditional male jobs whilst women will opt for traditional female roles reinforcing male roles as aggressive and physical whilst female roles are caring and nurturing, strengthening the structures that produce the gender differences which in turn make it difficult for those within the confines to pursue a career not stereotypically for their own gender. Thus, supporting the suggestion that women continue to be subjected to discrimination, which provides them with disadvantages within the employment relationship including, lower pay, lower status and power and greater insecurity. Employment relationships have undoubtly changed over recent years along with social belief systems and the relationship between the two is intensely fused. There is no denying that women have more freedom within the workplace in today’s society, although there are still constraints to this freedom it is progress none the less. However it would appear these freedoms come with painful choices to be made; in the cold light of day reality will push to suggest it is not possible to have it all. Women with children will require a degree of flexibility in order to enjoy their families, however this does not have to mean choosing lower status, part time, insecure employment at the expense of high profile full time management roles however the support needed from colleagues and family is greater than those who do chose to not work full time, although the balance is possible to obtain. It has taken nearly three decades to make the small improvements seen since the 1970s, if this is followed through to the natural conclusion those with the power now can influence others performing up the ranks within the labour market and as such in another thirty years there should be considerable improvements on where we are today. Attitudes and beliefs take time to change and as it would appear to be the social constraints of attitude that find us in a gender segregation of the workforce it stands to reason that these differences will lessen as attitudes change. There is always the risk that as we see poor political decisions made affecting social policy there will be a reversal of attitudes. However with the economy balancing precariously it is necessary in many cases for both men and women to work full time and aspire to be the best of their field and maximise their potential in order to provide for themselves and their families providing a stable economic background. With regards the claim that occupational segregation leads to lower pay there is some truth to this – what is difficult to assess is the level those are accepted by women and the level they are forced. It is not quantified how many women within the workforce challenged their wage to be equal to that of men. Although lower status compared to male counterparts is at present unfortunate as social policies change and those women there now cascade down to others there is the opportunity to improve these rates and become level within the management and decision making roles. Increased insecurity is difficult to define as by its nature it implies that the insecurity is becoming worse. However in order to understand this it is necessary to understand how the workforce feels about this. The assumption that women’s roles are secondary to that of their husbands would indicate there is no insecurity as his salary would form the main income. However this does not take into account w omen who are the sole breadwinner and in some cases have a family to bring up. Where it could be argued that the inequality in pay and status is in fact advantageous as should cut backs be necessary the lower incomes will survive over the higher levels which make a bigger financial impact on the profit and loss accounts. In general it would appear there remains discrimination and prejudice towards women in the labour market which manifests through lower salaries and status however progress has been made and will continue to be made in order to abolish these unjust differences. There is a requirement needed to understand the assumptions on gender differences by senior managers of today. When designing policy it is becoming ever more important to offer individualism and flexibility as opposed to static terms and conditions. By understanding the diversity within the workforce there will derive an understanding of how to motive the team and therefore produce exceptional results which of course is the aim of all good Chief Executives. Bibliography Rose ED (2004) Employment Relations 2nd Edition, FT Prentice Hall Liff S (1995) Industrial Relations Theory and Practice in Britain, Blackwell Business Hollinshead G, Nicholls P, Tailby S (2000) Employee Relations, FT Pitman Publishing Oakley A (2005), Gender Women and Social Science, Policy Press Beechey V, Whitelegg E (1986) Women in Britain Today, Open University Press Mullins LJ (1996) Management and Organisational Behaviour 4th Edition, Pitman Publishing Kirton G, Greene AM (2000) The Dynamics of Managing Diversity: A Critical Approach, Oxford Butterworth Heinemann Crompton R, Harris F (1999) Attitudes, Womens Employment, and the Changing  Domestic Division of Labour: A Cross-National Analysis, Oxford University Press. Purcell K (2000) Gendered Employment Insecurity, London Routledge Ledwith S, Colgan F (1996) Women in Organizations, Macmillan Business Hakim C (1998) Developing a Sociology for the Twenty-First Century: Preference Theory, British Journal of Sociology, 49(1), 137-143. Colgan F, Ledwith S (2002) Gender and Diversity: Reshaping Union Democracy, Employee Relations, 24(2), 167-189 Grimshaw D, Whitehouse G, Zetlin D (2001) Changing Pay Systems Occupational Concentration and the Gender Pay Gap, Industrial Relations, 32(3), 209-229 Hogue K, Noon M (2004) Equal Opportunities Policy and Practice in Britain in Work Employment and Society, 18(3) 481-506 Equal Opportunities Commission (August 2007) Facts about Men and Women 2006; http://www.eoc.org.uk/pdf/facts_about_GB_2006.pdf Communities and Local Government Labour Force Survey (August 2007) Tackling Occupational Segregation Fact Sheet; http://www.womenandequalityunit.gov.uk

Did chivalry provide medieval aristocrats?

Chivalry is defined as the ideal qualifications of a knight which includes all the characteristics of valor, courtesy, generosity and dexterity in arms. The code of Chivalry also states that a knight lives to defend crown and country. To protect, serve and follow the church. Chivalry was the highest order that a Knight has to follow. Others see it as the strictest order of discipline among warriors clad in armor. Perceived as defenders of the King, the Church and the people, they uphold virtues and the ideals of the church During the Middle Ages, knighthood was only limited to the nobles in society.Close relatives of the king to assume the role of knights. For them to become a knight, they must embark on a ritual that will seal their loyalty and lives to the cause. As stated in the code of Chivalry, Thou shall remain faithful to thy pledged word.   They are tasked to obey the orders of the King, to defend the ideals of the church, and to protect the people, the weak and the innocen t. They were in a total position to closely follow the code of chivalry. During these times, they were the yielding force of the church.They were tasked with defending the principles of the clergy. If they were so ordered to embark on a crusade or simply punish infidels who were a threat to the Eastern Church at that time. Knighthood is the privilege given to nobles. They are regarded, especially with their high class noble ranking as someone who will set themselves as good examples for the community. Nobility has the power to influence; therefore it is regarded as something that must be done to show the correct path and persuade others to follow the path in the service of rightness.These were the much honored characteristics of chivalry during the middle ages. These the codes of discipline that guides a knight in practicing the most revered order during those times. Others see chivalry as nothing else but a political veneer for the nobles during those times. As the great historian Johan Huizinga, according to his works in his book, â€Å"The Waning of the Middle Ages† he stated there thatChivalry was nothing more than the nobles’ pastime. They glorified the ceremonies and the occasions garbled in robes and gold goblets, reliving the glorious days patterned after the idealistic values of Chivalry. Conducting tournaments patterned after the styles of knights in armor jousting against each other. This according to Huizinga was nothing more than a pastime for the nobles in their search for identity and to profess and show their status in society. Historians also beg to differ to the functions of the Knights during medieval times.They claimed that the Knights primary function is to be the right arm of the church. Yielding to every command that the church designates. They were supposed to live and uphold the very teachings of the church in their everyday lives. They are exemplified role models for society and are supposed to carry out the values and s et forth right examples for the citizens to follow. They are also as consequence of their vows and status in the society, required to defend his high Baron or Lord over his interests.These may as well be the profound statements that we are looking for that will show that the Knights were used as â€Å"pawns† not only by the church but also by their superiors. This thinking has led me to explain how the nobility was expanded from the close relatives of the King, to select members of society. This happened in 1307- 1397 after the death of Edward I. The title of Earl was only limited in the circle of the Royal family. It was only to be given to the immediate relatives of the King. But as the events would have it.The title was given to selected individuals in society by the basis of wealth influence and considerable political influence within their territories. This move was implemented during the reign of King Stephen (1135-1154) and his rival, Empress Matilda in an attempt to o utbid each other and gather support from Barons in order to claim hierarchy to the throne. This was a move which cheapened the Aristocracy of the Noble Status in the middle ages.The problem for the King was if he was promoting the  right individuals for the status. Politically, it was a move that is dangerous to the Reign of the King. If the right individuals are given such status, it is to the advantage of the king but if the king thinks that he has the wrong individuals in place, serious political problems may occur. Now what is the relevance of this historical aspect to the chivalry that the knights display in medieval times?According to this, if the people whom the king has chosen to be around him for the purpose of political power are indeed the correct people, them all of this comes into place, but if the incorrect people are placed, then this is a question of authority and hierarchical imbalance for the Knights whom are supposed to follow their immediate Lords. The code of Chivalry according to the Knights stands.Live to serve King and Country, defend thy Land from those who rob and steal from our people. These are the guiding principles for the Knights; I have to give them that. But this is not entirely the case for the aristocrats whom the Knights serve. If the wrong people are placed and with the codes of Chivalry for Knights to follow, it simply gives Chivalry a bad name. In my position, I think that Chivalry is misused by some aristocrats and the clergy during those times.The clergy, for instance in reference to the meaning of chivalry has learned to manipulate it. The ways in which Chivalry is regarded as the highest social order in which Knights are to follow became the arm that controls the mindset of those who follow it and makes them believe that the course of action that take is still in line with the codes of Chivalry. Like the famous Crusades of the Middle Ages. The knights were the messengers of the church at that time and were tasked to carry out to expand the influence of the church. They were told to carry out the tasks of expanding the territories of the kingdom and destroying the so-called â€Å"infidels† who are poised to bring danger to the kingdom and to the church. This for me brings a unique approach on how Chivalry was used by the Nobles and the clergy to carry-out their interests.As political thinkers point it out, the idea of chivalry was indeed taken for granted by the Nobles and the church for their political gains and self interests. As stated in the Book of Chivalry, the Knights way of life is focused on military tactics and training, and is expected for them to use the abilities and skills that they’ve learned for the protection of the King and his constituents. In this case, the King seeing the opportunity may authorize to carry out orders for his Knights to follow.Now with these facts in hand, I would like to answer the question that Chivalry is used by Nobles as an escape to a fan tasy world to which they will retreat. The answer based on the facts stated is yes. Although Chivalry was a word used to describe the highest order of discipline among the Knights, it was also regarded as a tool for Nobles to use in order to carry out their interests. The Nobles dwell into the â€Å"Dogmas† or truths surrounding the code of Chivalry that they find it hard for Knights to disagree.I’d like to place my own personal views on this statement. The codes of are for the Knights to follow, if I am a noble I can be reassured that I will be followed by my Knights who are loyal to me and will do what I say as long as my commands fall into the concept of Chivalry . It’s a simple task of manipulating the thoughts of individuals who are so keen in following rules that in order for me to bend such rules; I have to go over it but on a minimal degree.For me if I would put myself on a Noble’s place, I would see Chivalry as a tool to experiment with and carry out my vested interests with the use of such resources such as my knights who have profound influence over the people which allows them to carry out my orders without the fear of rejection among the citizenry. This is a yes based on the theories stated above. But I’d like to argue with these theories in my own personal view over Chivalry.I believe Chivalry itself was not used as a fantasy world by the nobles to retreat to, but I think the concept of Chivalry was the one used and abused by the nobles into retreating to what we call their fantasy world. In my own personal opinion, I think it is unfair that the  historians’ claim that Chivalry has misled the Knights into thinking that they are following the codes when they carry out the tasks assigned to them. I believe that this is a simple confusion on how the historians and I view Chivalry.If the historians, political thinkers and writers of our time see it as merely manipulating Knights and using them to fulfill th eir own gains, I see it as the code in which Knights follow to the highest order. Be it abused or not by their leaders, it is not a question of Noble’s using it for their fantasy goals, but for me it is a commitment to an ideal that you follow. The very basic rules that align your life and sets your goals. It is the very mindset that sets you apart from the barbarians and infidels who mock the very ideals of it. It is a way of life that Knights follow and I strongly believe that it is the most disciplined code which can still be followed even in this modern day and age.The words of the Code of Chivalry may be old and often be referred to as sayings of the past, but I do know that these can still shape an individuals life into doing what is good and what is fair to his fellow man. For some this may be a retreat to a fantasy world by Nobles, but for me I have to argue that it is not. If manipulating the concept of Chivalry will be the case it’s a yes, but Chivalry itself is a word that best exemplifies the conduct that a man must follow to live in a world of reality, not fantasy.Huizinga, J. The Waning of the Middle Ages. n.d.Keen, M. Chivalry. Yale University Press, 2005.M.Keen. Nobles, Knights, and Men at Arms in the Middle Ages. The Hambledon Press, n.d.Scattergood, V. J. English Court Culture in the Later Middle Ages. n.d.

Computer It Can Be Banned For Hacking - 1574 Words

Username: IShitMyNan Past Username/s: NameMC Age: 12 Timezone + Country: MTZ (Mountain Time Zone), USA Previous bans (Don t lie): I was banned for hacking and then bans reset and I quit hacking and started playing for a while and finally bought Juggernaut rank. Do you have a working mic: Yes I have a quality mic. Though when I go far away from my computer it will start lagging. Any experience being staff?: I have a lot of experience. First of all, I was staff on a server called YayMC (Now Skyblocky), and this server consisted of 600 - 700 people on daily this server was the biggest server I was staff on and this server helped me a lot with how to moderate chat and how to handle problems / bugs properly. I was also staff on a server called PulsePvP, now purgepots and I was demoted from this hcf / kitmap server because they were merging or supposedly selling the server and they decided to drop 3 staff members when i wasn t on and one was containing me. And now for the most recent server I was staff on was CarnageHCF now I just got dropped today because they are moving servers once again. FYI the reason I am applying here and taking a chance atleast to be staff here is because I know you guys wont be merging / leaving soon because of the fact that there has been tons of successful maps and a great player count. Now carnagehcf this server taught me how I can de al with problems myself. For example if someone is asking I was killed by a hacker and I dont have permShow MoreRelatedWhat Rank Are You Applying For? Essay1366 Words   |  6 Pagesout OP Craft all I can and being a helper would let me do that. I would help OP Craft by trying to rid hackers and toxicity from the server which would overall make the environment more clean and enjoyable. Being a helper would be a great experience because I would be able to meet lots of new players on the server by helping them out when they don’t understand something and I could get to know the staff team as well. I would also like to approachable in the server so people can always ask me for helpRead MoreWhat Rank Are You Applying For?1668 Words   |  7 Pagesmicrophone/headset? Yes I have both. (My computer headphone jack is messed up so I can t talk in teamspeak but I can hear.) Skype is best for me. Why do you want this rank? I want to be Helper because of how active I can be and I get along very well with other people. For starters, I am not the person that becomes staff and fools around all day or changes their attitude when they get helper. Being a staff member is a big job, you have to take the job seriously and you can t just go afk all day. I wantRead MoreWhat Rank Are You Applying For? Essay986 Words   |  4 Pagesout OP Craft all I can and being a helper would let me do that. I would help OP Craft by trying to rid hackers and toxicity from the server which would overall make the environment more clean and enjoyable. Being a helper would be a great experience because I would be able to meet lots of new players on the server by helping them out when they don’t understand something and I could get to know the staff team as well. I would also like to approachable in the server so people can always ask me for helpRead MoreEssay about Technology: Legal Issues In Australia1173 Words   |  5 P agestechnology changes mean that legislators have difficulty making laws that can keep in control of these changes. Technology affects all areas of society, forcing changes in a range of laws. Advances in computer technology have resulted in a new brand of cyber crimes such as computer fraud, computer hacking, email spam, pornography (especially when it relates to children) and stalking online. But it doesn’t just limit itself to computer related crimes. The new wave of digital recording devices create issuesRead MoreTechnology: Legal Issues in Australia Essay1197 Words   |  5 Pagestechnology changes mean that legislators have difficulty making laws that can keep in control of these changes. Technology affects all areas of society, forcing changes in a range of laws. Advances in computer technology have resulted in a new brand of cyber crimes such as computer fraud, computer hacking, email spam, pornography (especially when it relates to children) and stalking online. But it doesn’t just limit itself to computer related crimes. The new wave of digital recording devices create issuesRead MoreWhat Rank Are You Applying For Helper !1393 Words   |  6 PagesWhat rank are you applying for?: I am applying for helper! What is your age?: I am currently 11. What is your IGN?: My current IGN is JustMav, if you would like to know my previous IGN s you can check https://namemc.com/profile/JustMav/6c346f3e. Are you a boy or a girl?: I am a boy. What country do you live in?: I currently live in Sweden, I moved here 1 year ago. I am originally from Canada. Do you have a YouTube or Twitch channel?: Yes I have a YouTube channel, the link ----- https://wwwRead MoreCase Study : The Cheese S Staff App !1085 Words   |  5 Pagesspanish xD) Past Username/s: https://namemc.com/s/quesoo One of those names was changed by my friend as a prank -_- Age: 16 years young Timezone + Country: U.S.A PST! I am on late at night and early in morning! Previous bans (Don t lie): I was banned 2 times within the same hour but both times were resolved within minutes of the ban. Do you have a working mic: Of course I do. At the moment it’s not as good as usual due to the fact that I had to send my other headphones in for a warranty claimRead MoreTechnology And Its Impact On Technology Essay1701 Words   |  7 Pagesto help protect computer systems and the data stored on it from being accessed by people for whom the data was not intended. Many high profile attacks have been noted in the past either by accident or intentionally trying to cripple and/or destroy a system. Attacks have also been reported with the goal of gathering data to be used in a malicious manner. These attacks can happen a number of different ways and the attackers are always looking for a flaw in the system that they can exploit to achieveRead MoreEnglish : A Little About Yourself1316 Words   |  6 PagesIGN: LVO Age: 17 Time Zone: GMT Languages Spoken: English A little about yourself: I am 17 and I study IT at College in the UK. I am supper nice and I love to play Minecraft. I have 7 dogs 6 Pugs and 1 cross bread, you can most likely tell I love pets. I am very good at screen sharing I SS people on para with my Staff Friend who lets me. I am new to playing HCF and not being staff so... I guess I cant play HCF! I am good at Trapping and that is about it. I also like long walks on the beach! WhatRead MorePersonal Note At Hczone1514 Words   |  7 PagesUsername:McConnaha Age:14 Timezone:EST Can you record with atleast 30+ FPS?:Yes I have a gaming pc that runs 100-500 fps and have obs to record if needed. Do you have both Slack and Teamspeak?:I have ts but I can get Slack. When did you join HCZone?:I just recently joined and decided to try and help out the community How many hours can you play each day? Monday-3pm-11pm Tuesday-3pm-11pm Wednesday-3pm-11pm Thursday-3pm-11pm Friday-3pm-2am Saturday-10am-2am Sunday-10am-11pm Experience as staff:

Irony in the Works of Kate Chopin and Guy De Maupassant

Outline and Thesis Introduction Thesis: In the end of the each story, the woman is wholly undone by the society in which she lives; she is destroyed when she is unable to live up to the ideal of womanhood that her society dictates. The irony that serves the end of each story is the final blow, which undoes the woman and finishes her life. Paragraph 1: Story of an Hour as unhappy marriage Paragraph 2: ironic twist in Story of an Hour Paragraph 3: reason for Louis Mallards death Paragraph 4: irony as the cause of death Paragraph 5: The Necklace summary/analysis Paragraph 6: conflict and irony Paragraph 7: result of ironic twist Conclusion: Irony in Chopin and Maupassant Irony is a literary device wherein what the reader expects to occur does not and the events that transpire are wholly surprising. Authors throughout literary history have used this devise to surprise and entertain the reader. Kate Chopin and Guy de Maupassant both utilize irony in their respective short stories The Story of an Hour and The Necklace. In each story a woman who is believed to be happy in the role of a proper Victorian and thus subservient female but ironically proves herself to be something other than the ideal woman of that society and instead is something altogether different. Both Louise Mallard and Mathilde Loisel belong to a period where woman was to be seen and not heard, to follow the will of their husbands and to suffer any unhappiness in silence. In the endShow MoreRelatedEssay on Comparing â€Å"the Story of an Hour† and â€Å"the Necklace†1632 Words   |  7 Pagesthat the reader is left pondering over an extension of the story to imagine the p ossible ending if they were novels instead. The works under consideration are meant to be compared because of their unique theme which reflects how two authors can write similar yet distinctive stories in different times. Kate Chopin’s â€Å"The Story of an Hour† and â€Å"The Necklace† by Guy De Maupassant are two such short stories whose themes center around role of gender and marriage with special focus on the female charactersRead MoreA Hour By Kate Chopin1269 Words   |  6 PagesThe representation of marriage and gender parts portrayed in the America short stories the Necklace by Guy De Maupassan The Short story of a Hour by Kate Chopin are short stories which uncover many viewpoints seen in the human intuitive convictions. These stories demonstrate how the male characters assume the primary part in marriage as the dominant ones and their partners, the females taking up the weaker parts. The women in these stories are portrayed as unsteady person who are inclined to fantasyRead MoreTheme Comparison3403 Words   |  14 PagesTheme Comparison: The Necklace amp; The Story of an Hour A short story, â€Å"The Necklace† (â€Å"La parure†) by Guy de Maupassant in 1884 and a poem, ‘The Story of an Hour† written by Kate Chopin in 1894 are literary works that are very comparable yet are different. The two women, Madame Mathilde Loisel and Louise Mallard, portrayed in these literary works are protagonists who have trouble because of conflicting expectations imposed on them by society. Both Mathilde Loisel and Louise Mallard want somethingRead More The Shocking Ideas of Kate Chopins The Awakening1864 Words   |  8 Pagesare rejected at first, because people don’t want to wake up from their reliable lives. Kate Chopin, however, believed that an awakening was in order, and she attempted to open the eyes of society through her novel The Awakening. The public’s reaction to Chopin’s novel was not one of acceptance. Too strong a drink for moral babies, and should be labeled ‘poison,’ was the how the Republic describ ed Chopins work (Seyersted 174). This is how society viewed a novel that is intended to give people insightRead MoreThe Story of an Hour and the Necklace Essay2858 Words   |  12 Pagesmiserable she is with her meeker life. By knowing that Louise Mallard had heart trouble and that she should be told calmly and slowly as not to cause distress to her heart, by telling her that her husband has died in a railroad accident. Chopin makes Mr. Mallard look like he is a good man and a good husband, but it shows the deficiencies in society which allowed a system of unfairness to exist in the latter part of the nineteenth century. The heart trouble that Louise has is both a symbolicRead MoreEssay on The Importance of Point of View in Kate Chopin’s Fiction3285 Words   |  14 PagesThe Importance of Point of View in Kate Chopin’s Fiction The impact of Kate Chopin’s novel, The Awakening, on society resulted in her ruin, both literary and social. Reviewers called it vulgar, improper, unhealthy, and sickening. One critic said that he wished she had never written it, and another wrote that to truly describe the novel would entail language not fit for publication (Stipe 16). The overwhelming condemnation of the entire book rather than just Edna’s suicide seems surprisingRead More Analyses of Short Stories Essay examples4756 Words   |  20 Pageshint hidden in the paragraph about the fate of Major Molineaux. He states that uprisings are beginning to occur in the colonies. Robin is an 18 year old who travels across the ocean to see Major Molineaux. He seems confident that all will work out even though he does not know where his uncle lives. He goes with little money and asks where Major Molineaux lives. His first attempt to find his uncle is a disappointment. All the people he asks are mean to him but he still keeps looking. FromRead MoreHistory of the Development of the Short Story.3660 Words   |  15 PagesThe Short Story. Basic Literary Elements of The Short Story. 1.1.History of The Development of The Short Story. 1.1.1.Early Forms.Origins. The short story refers to a work of fiction that is usually written in prose, usually in narrative format. This format or medium tends to be more pointed than longer works of fiction, such as novellas (in the 20th and 21st century sense) and novels or books. Short story definitions based upon length differ somewhat even among professional writers, due