Comparison between Aristotle

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NGO CAFE

Ngo Caf was set up because of growing importance of Ngo's and their development throughout the world. Ngo Caf was set up on the Internet, as a meeting place for all Ngo's to discuss, debate and disseminate information on their work, strategies and results.

The basic objectives of the Ngo Caf

1. To assist Ngo's in improving their programmes and activities

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. To effect a better understanding of Ngo's in general

. To help Ngo's network at local and international levels, both horizontally and vertically

Users of Ngo Caf

1. Researchers who study about Ngo's and their role in the society

. Organizations and individuals who interact and collaborate with Ngo's

. The Ngo's themselves

More than 60% to 75% of the users come from categories other than the Ngo's themselves.

Three key challenges that Ngo's face

1. How can Ngo's scale up their programmes and activities, both qualitatively and quantitatively, in order to be able to reach larger numbers of their target groups?

. How can Ngo's mainstream their programmes and activities into overall developmental activities of national governments international organizations?

.How can Ngo's build legitimacy and accountability of their programmes and activities, so as to ensure greater trust and participation?

Ngo Caf Categories

1.Ngo Pigeon Holes- "Ngo Pigeon Holes" contains definitions and descriptions of Ngo's and related organizations

.Kickstart an Ngo-contains strategies, tools, evaluations and other resources for an Ngo. What roles they need to play? What relationships and partnerships need to be developed?

.Ngo Wise Words-Recent international events, particularly those sponsored by the United Nations, have increasingly had "alternate forums" organized for and by Ngo's. "Ngo Wise Words" links users to various such conferences and events, highlighting their growing influence in international policy and programme making

4.Ngo Bungee Jumps-"Ngo Bungee Jumps" provides a listing of links to various online resources on Ngo's and other organizations

5.Ngo Flash-Those are events, news and press items on Ngo's

ROLES OF NGO'S

There is variety of roles that Ngo plays, but those six are considered most important ones

1.DEVELOPMENT and OPERATION of INFRASTUCTURE

An Ngo's that helps building variety of things for people such as houses, infrastructure (and helps maintain them), public toilets and solid waste collection services. They can also develop building material supply centers and community-based economic enterprises.

.SUPPORTING INNOVATION, DEMONSTRATION and PILOT PROJECTS

Ngo's become pilots for the government projects by their ability to act more quickly than the government bureaucracy.

.FACILITATING COMMUNICATION

Ngo's provides government with the information about peoples lives, capabilities, attitudes and cultural characteristics at the local level. Ngo can provide local people with the information what government is planning on doing. Ngo's are also in a unique position to share information horizontally, networking between other organizations doing similar work.

4.TECHNICAL ASSISTANCE and TRAINING

Training institutions and Ngo's can develop a technical assistance and training capacity and use this to assist both Cbo's and governments.

5.RESEARCH, MONITORING and EVALUATION

Activities need to be carefully documented and shared

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Managerial problems - lack of company policy, ill communication, lack of knowledge regarding diversity in the workplace, poor training on solving problems rationally.

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Managerial problems, such as the case study, stem from a range of hidden problems within the company.

These range from lack of company policy, ill communication, lack of knowledge regarding diversity in the workplace, poor training on solving problems rationally. Diversity is a key issue in the ninetys workplace because of the mosaic of people within a broad range of age groups, diverse backgrounds, with different skills, needs and expectations. Fritz, the supervisor had made a personal agreement with Gary regarding working on Saturdays. Fritz recognised the importance of religion to Gary, and that if Gary's need was satisfied ideally his work would be more productive. Gary displayed his commitment to his work by working Saturdays when necessary, as well as his appreciation by offering to work Sundays at Saturday rates. Fritz failed to inform employee relations, and later , Phil, of this agreement. Phil felt his authority was threatened when Gary refused his request to work the following Saturday. Gary, when pushed by Phil, became defensive and not surprisingly refused to work. Suzy was requested to aid in the discussion, but she was not all supportive with the suggestion to fire Gary. This problem may reach its optimal outcome by following a rational problem solving guide as well as investigating how to manage diversity in the workplace.

Workplace diversity is obviously a key issue in this case study. To manage workplace diversity efficiently means creating an inclusive environment that values and utilises the contributions of people of different backgrounds, experiences and perspectives. Diversity relates to a range of variants such as age, gender, ethnicity, religious belief, cultural background, sexual orientation, language and family background. It also incorporates other aspects such as education level, work experience, socio-economic background, personality profile, marital status, geographic location, and whether or not one has carer responsibilities. In reference to the case study this means that the workplace structures, systems and procedures need to assist employees to balance their work and family responsibilities effectively. Vast diversity has produced positive and negative consequences. Diversity sometimes threatens harmony and understanding, as well as co-operation and productivity. However positive results of diversity include increased creativity, enhanced productivity through collaborative problem solving and synergy with multilevel experience sharing. Successful management of diversity in the workplace involves a range of employment practises such as job-sharing, part time work, flexitime and other flexible practices so individuals can manage their family and other commitments alongside their work commitments.

To begin, it is important to seek a plan of action on how to solve the problem. In assessing the problem following Whetten's flowchart, it is a problem able to be solved rationally rather than creatively. The outcomes are predictable, there appears to be sufficient information present and the means-ends connection is relatively clear. Rational problem solving is only useful when the problems are relatively straightforward, alternatives are readily available and when a clear standard of judgement exists against which to judge the correctness of a solution. This falls into the category of "computational problems" of which the main tasks are to gather information, generate alternatives and make an informed choice. However the case study is not strictly a "computational problem", as it involves the complex task of managing diversity.

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The first priority is to define the problem and specify underlying causes. These appear to be Fritz's failure to communicate with the relevant people about his agreement with Gary, resulting in Gary being underpaid for his work on Sundays. Fritz has followed the natural tendency to select the first reasonable solution that comes to mind Whetten citing March and Simon 158). Phil has not acknowledged the importance of religion to Gary. Suzy , as an employee relations officer does not appear to be well trained. Suzy's offering of advice that "we could fire him if we wanted to..." highlights her lack of knowledge in this area. Suzy definitely needs diversity training. Diversity training teaches people to respect and respond to the diverse requirement and needs of different individuals.

It needs to be examined why Gary should be allowed time off for religion. Gary's desire to practise his religion needs to be supported by the company. Hereit (et al. 1715, cited in Fulop 1 84) research in the UK of the ideals that both employees and organisational representatives deemed to be the "organisational obligations." Both the employee and organisational group believed that "Need - allowing time off to meet personal or family needs" are of importance, and had similar statistics of 5.77% and 4.88% respectively. This highlights the need for Gary to practise his religion, which appears to play a large role in his life. It is therefore not surprising that Gary, when questioned by Phil, was not willing to be flexible, nor maintain his commitment about working the following Saturday. This could be described as a "Violation." (Fulop 1; 86 citing Morrison and Robinson 17; 0 -1.) Fulop defines violation as " the emotional or affective state or experience that can also accompany one's belief that there has been a failure by the organisation to fulfil a psychological contract." According to Morrison and Robinson, "violation creates feelings that involve disappointment, frustration and distress stemming from the perceived failure to receive something." It is therefore a high priority that Gary not be left feeling violated, in order to be a productive member of the company.

The consistency of company policy needs to be monitored more closely. Gary had discovered that a relative of the same religion, an executive in the same company had reached some type of agreement to allow him to practise his religion on Saturdays. This agreement had actually been made to make it easier for Gary's uncle to have access to his religion. To Gary it may appear that his Uncle received special treatment because he was an executive, and Gary's desire not treated as important because he is a process engineer.

The second step in rational problem solving is to generate alternative solutions. This would involve a meeting with Phil, Fritz, Gary and Suzy, with ideally all parties suggesting alternatives that are consistent with the goals that Gary still be employed, have access to his religion and complete all work. Short term and long term alternatives must be discussed. It is important to consider that Gary is an inexperienced trainee who currently needs more time for planning. Therefore in the long term will not need as much time for efficient planning and as a result not required to work as much on weekends. However in the short term he will still be required to do so. Although the arrangement will have to allow for both the long and short term solutions.

A solution needs to be evaluated and the alternative selected. Gary needs to practise his religion and should not be disadvantaged because the day of worship is a Saturday. It is important to remember that calendars are based upon the Christian and Catholic religion, which recognises Sunday of a day of rest and worship. Continuing on that note, the company should agree to allow Gary to have the majority of Saturdays off. If he has not completed the planning for the week, he should be given the opportunity to complete it on Sundays. However, if Gary will need the whole weekend to complete his work, if absolutely necessary, Gary will need to work on a Saturday. This should not exceed one Saturday a month, thereby still allowing Gary the majority of Saturdays off. This policy of allowing time off for religious and family needs should be extended for all within the company whether it be executives or process engineers. It is a priority that the company show flexibility for issues of personal importance such as religion. Suzy, in employee relations will need to be informed of the decision in order to use this case as a precedent. She would benefit from more training on diversity and in general improving employee relations. The main effects of this decision may be that Gary works overtime during the week , or harder to complete his planning on time. This could in fact be an incentive. It is to be hoped that Gary will feel pleased with this decision and remain loyal and committed to the company. As a result of these feelings will work obliging on Saturdays when necessary. Phil will perhaps be somewhat annoyed at this decision, but he may need to revise his view of diversity, and policies to ensure a committed and positive workplace. The side effects will be that Gary earns double rates for Sundays rather than one and half rates for Saturdays, therefore earns a higher salary. Another side effect is perhaps more employees will request more leave for religion or family needs. This is part of improving the management of diversity, by acknowledging and accommodating these needs.

The final step in rational problem solving is to implement and follow up on solution. The solution should be discussed with Suzy, Gary, Phil and Fritz.. Fritz has agreed to work the next Saturday , and the solution should be brought in for the following week. Everyone involved should be given opportunities for feedback. Perhaps scheduling a meeting a month later to discuss whether or not the solution is proving effective, and suggestions for any improvements. An improved method of communication, and consistency of company policy should also be investigated. It is a good idea that the company review all of its policies in regard to diversity management. This involves a commitment from top management downwards with a spectrum of initiatives such as diversity training programs, employee support groups, recognising and allowing for family and religious needs, communication standards, and perhaps even a manager accountable for diversity management success within the company.

The management of diversity in the workplace is by no means easy and straight forward. However with communication and understanding diversity can intervene in situations involving potential discrimination, such as the case study of Gary. Gary's need to practise his religion needed to be acknowledged, and his workload flexible to allow him to pursue this whilst still maintaining his commitment to the company. Diversity management involves commitment and support for flexible practices and approaches to working which respond to the various needs of working individuals. It is to be hoped that the solution would serve as an example of recognition and support of diversity. By which it is enabling individuals to make full use of diverse talents, work schedules and experiences they bring with them to the workplace.

Bibliography

1. Australian Public Service Commissioner last updated Feb. 6th, 18.

(http;//www.psc.gov.au/publications8/managingdiversity.htm)

. Balkin, B. And Cardy R. (18) Managing Human Resources (Second Edition) Pittsburgh, USA. Prentice Hall Publishing.

. Cox Jr, Taylor and Beale, Ruby L. (17) Developing Competency to Manage Diversity; Readings, Cases and Activities, Berrett-Koehler Publishers Inc., San Francisco, California. (CASE STUDY)

4. Diane Bailey Associates (DBA), Training Design Consultancy last updated August th, 1. Lancs, England. ( http//www.dba.co.uk/diverse.htm)

5. Fulop, l. Linstead, S. (1) Management, A Critical Text. South Yarra (where is that?), Macmillan Education Australia

6. Module by Ella L. J. Edmonson Bell, Ancona, D. Kochan, T. Scully, M. Van Maanen, J. Dr Westney, E. ( Massachusetts Institute of Technology) (16) Managing for the Future, Organisational Behaviour and Processes, Managing Cultural Diversity, Ohio, USA, South Western College Publishing - An International Thomson Publishing Co

7. Linstead, S, Grafton Small, R, Jeffcutt, P. (16) Understanding Management, London, Sage Publications Ltd.

8. Kyambalesa, H.(1) Business Innovation and Competitiveness in the Developing World. Aldershot, England, Avebury.

. Sitterly, C. (11) Learning Guide to Accompany Kossen The Human Side to Organisations, New York, HarperCollins Publishers Inc.

10. Smith, B.(Ed) (1) Management Development in Australia, Marrackville NSW, Harcourt Brace Jonavich Group Pty Ltd.

11. Whetten, D. Cameron, K. (11) Developing Management Skills (Second Edition)New York, HarperCollins Publishers Inc.

1. Australian Public Service Commissioner last updated Feb. 6th, 18.

(http;//www.psc.gov.au/publications8/managingdiversity.htm)

1. Worthington, L. "Workplace Diversity" last updated 18th Jan, 1.

"http;//www.lworthington.com/managemnt/wpdurst.htm

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Lord of flies

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LORD OF THE FLIES/RITE OF PASSAGE

Section 1-Theme

Lord of the flies, written by William Golding, is a suspenseful and entertaining novel that relates a lot with the book that I've read called Rite of Passage by Richard Wright. Both of their contents compare to each other in many cases. On keeping with several of Wrights black hero's, Johnny is jolted out of his innocence into the stark realization of the world as a hostile place, when he escapes from home, and is on his own. This theme in the novel is extremely similar to the theme in Lord of the Flies, when a group of boys get violent on an island where no adults live. They both revolve around the theme of evil. Such as in both, the main characters/ character loose their innocence during the entrance to reality in the world and what it's all about. The difference although is the fact that a part of Rite of Passage deals with racism as its form of evil, whereas in Lord of the Flies, it's more about power or survival of the fittest and violence. "Somehow it feels better" Skinkie one of the black kids in Rite of passage said . When he spoke those words he was answering Johnny, the main characters question about mugging white people rather than black. "But the island was scorched up like dead wood-Simon was dead.." We see here, that at the end of the book, evil shows itself, as the way the boys finally leave the island.

Section -Development

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As said in section 1, evil, taking part as the theme in both of the novels, compare and contrast to each other in both of the books. A good way, in which I am able to explain this, is through two literary elements, such as character and setting. I've decided to chose Jack Merridew as my character from Lord of the Flies and Johnny Gibbs as the character in Rite of Passage. Jack Merridew is known as the chief of the leader on the island. Jack compares to Johnny in some ways but not all. Jack is described by Golding as tall, thin, and bony; and his hair was red beneath the black cap. His face was crumpled and freckled, and ugly without silliness. Out of this face stared two light blue eyes, frustrated now, and turning, or ready to turn, to anger. Jack is the leading advocate of anarchy on the island. Jack is the leader of the savage tribe which hunts the pigs. He supports the notion that one's desires are most important and should be followed, regardless of reason or morals. Jack is the kind of person which Golding believed everyone would eventually become if left alone to set one's own standards and live the way one naturally wanted. Golding believed that the natural state of humans is chaos and that man is inherently evil. When reason is abandoned, only the strong survive. Jack personifies this idea perfectly. He is domineering and lacks restraint at times. He does have leadership; it's almost as if he is "power hungry". The conflict that arises between Jack, is with another character named Ralph, about who will be leader. Id say that in my opinion Jack is a dynamic character because the seeds of evil were always there to begin with. Even though he does in fact become as one would say "eviler", this is only but in degree not in kind. As for Jack's credibility, he could easily represent what a person could really be like. It's very credible for everyone to become savage, especially when freedom comes around.

Johnny Gibbs, is a 15 year old boy, he is black skinned, does well in school and is very well behaved. He is found to be a "good and happy boy" according to Wright. But this was only at the beginning, before Johnny had learned what was really out there, in the open world, where he was all alone. "The world was rosy and happy" Indeed, it was until the loss of his innocence while he lived on the streets after running away from home. This for one is something that compares to Lord of the Flies, when the boys received their freedom on the island. There are a couple of conflicts in this book, but the one that is most important to me would probably be the conflict between Johnny and himself. Whether or not he should let himself go and become some one else, whether or not he should let his evil take over and whether or not he should join some street friends and their acts of mugging and stealing In order to survive on the streets. This certainly contrasts with the conflicts in Lord of the Flies, where the conflict is mainly all the time between boys and their abuse with each other whether emotionally or physically. In my opinion, in contrast as well to Lord of the Flies, Johnny upholds a trait of being a static character. In the beginning of the book Johnny was in fact opposite what he had become in the end. Although evil lurks in every one of us from scratch, the change was so drastic that it makes us think this way about him. Finally, Johnny, in comparison with Jack, is also a credible character because this is something that can for sure happen in real life. Kid leaves home, lives on the street, and isn't sheltered anymore. The environment he is now in is going to change him. This happens in every day life, in the past in the present and will most likely happen as well in the future.

Secondly, the setting of any book is certainly very important. It makes us more involved in the book, as well as more aware of what's happening. It makes us feel like we are inside the book and it expands our imagination.

The setting in Lord of the Flies, of when the boys first arrived on the island, is a beautiful place, a paradise… that gave us the impression of silence, and peace. Just like in the beginning of Rite of Passage, When Wright says "About him the boys and girls whistled, jumping Jupiter, he was free till Monday" happy atmosphere equals enjoyable plot. Although later on in the book Lord of the Flies, Golding's whole "paradise" idea, gets destroyed into a disgusting a horrible dirty atmosphere. That was when things started to get worse and worse. "Then the clouds opened and let down the rain like a waterfall. The water bounded from the mountain top, tore leaves and branches from trees, poured like cold water over the struggling heap on the sand" This stormy weather was only a bit before the killing of Simon occurred. It is warning us and letting us know that something bad is going to happen.

Section -

As I finalize this report, I would like to say that I definitely found Goldings concept of evil more convincing, because in his novel its shows gradual change as the evil gets worse and worse until some body actually dies. Where as in Rite of Passage, the concept of evil is shown in a less obvious way such as racism on the streets, and stealing money or mugging people. Evil, in Lord of Flies is shown through out the who time, whether through emotional abuse , physical abuse or just violence. "Maybe it's just us.." one of the boys said. He was surely right. It was only them. It was them without rules.

After reading that book we should all be able to realize that with out rules and laws the evil inside all of us is bound to come out, the temptation is just too strong.

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Clean Air Act

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Clean Air Act

• Clean Air Act, federal legislation designed to regulate and reduce air pollution in the United States. The original Clean Air Act was passed by the Congress of the United States and signed into law in 16, but little of that original legislation remains in effect today

• The Clean Air Act has two major objectives (1) to improve the nations air quality and () to reduce or eliminate certain air pollutants that have been linked to problems for human health or the environment

• The Clean Air Act designates maximum allowable levels of pollutants from automotive and industrial emissions and sets general standards for acceptable levels of pollution in the air

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• The Clean Air Act also includes a permit program. The permit program requires businesses to register the type and quantity of air pollution they will be releasing into the air and to make commitments to reduce future harmful emissions

• The Clean Air Act has done much to improve the nations air quality since its implementation. EPA statistics indicate that from 185 to 15, the average number of days that U.S. metropolitan areas failed to meet federal air-quality standards was reduced by half

• The EPA estimates that from 170 to 16, carbon monoxide emissions were cut by 1 percent, particulate matter emissions fell by 7 percent, and lead emissions declined by 8 percent

Clean Water Act

• Clean Water Act, federal legislation designed to reduce water pollution in the United States

• The Clean Water Act (CWA) sets the basic organization for regulating water pollution nationwide, including the discharge of pollutants from large industrial plants and sewage treatment facilities

• Under the act, the release of all such pollutants, called point-source discharge, requires a federal permit, and the pollutants released must meet federally mandated sewage treatment standards

• The CWA also establishes guidelines for reducing nonpoint pollution, the runoff of toxic matter such as fertilizer, animal waste, motor oil, and pesticides from farms, streets, and lawns into bodies of water

• The Clean Water Act remains one of the most successful pieces of environmental legislation in the history of the United States. According to the EPA, the number of U.S. rivers and lakes that are safe for fishing and swimming has risen by more than 70 percent since the early 170s

The Proposed Clean Air Act

• President Bush wants to let industrial plants upgrade their facilities without improving air pollution controls

• The new rules would give companies more flexibility to modernize or expand without having to install expensive new pollution controls, even though more emissions may result

• Plants with modern pollution controls would not have to upgrade the equipment for 10 years, and a new way of calculating pollution could reduce the chance that new pollution controls would be required

• Under the new rule, older plants could avoid installing pollution-control equipment when they replace items such as a turbine or boiler, provided the cost does not exceed 0 percent of the replacement value of the entire unit

• The effects of the act can cause respiratory disease in people and animals and can damage trees, lakes, and soil as well as human-made structures

The Proposed Clean Water Act

• The Bush administration issued an immediate policy guidance that would remove protections from many of our small streams, ponds and wetlands that appear to be disconnected from major rivers and lakes

• According to the Environmental Protection Agency, the guidance alone places at risk 0% of the United States remaining wetlands, some 0 million acres

• EPAs most recent data show that the nations waters are getting dirtier and nearly half of the rivers, streams, lakes and coastal estuaries are not safe for fishing, swimming, or boating

• Place sources of community drinking water at risk, and increase treatment costs to remove pollutants

• Threaten public health from contact with bacteria, pathogens, toxics, and other pollutants in waters that would no longer be protected from all types of industrial discharges

• Reduce and potentially destroy endangered or threatened wildlife species

• Allow destruction of many seasonal wetlands that serve as nurseries for juvenile frogs, toads, salamanders and other species, and small streams that are essential to sustain healthy populations of fish, amphibians and other aquatic species

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Glory

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GLORY HALLELUJAH

The legendary film Glory begins with a scene of war. In this war, Robert Gould Shaw (Matthew Broderick) sees the violence caused by the war and is disillusioned. He returns home to find that his parents, who are strict abolitionists, have volunteered him to lead an all-black army, which is to be a part of the Union forces.

At first he is completely stunned. Later, however, he realizes that he must take this up as a challenge. He gets many volunteers. As they arrive at their training camp, however, the other soldiers jeer at them. These men brave this and begin getting into shape. At first their use is limited to the realm of manual labor. The movie stars Denzel Washington and Morgan Freeman. Washington plays a very bull headed soldier who seems to wish to fight the world. Morgan plays an old mans who later becomes a non commissioned officer, a Sergeant. Washington is consistently trying to fight. At first, he escapes in hopes of getting shoes, only to be brought back and whipped. Then, he tried to intimidate the other soldiers. Eventually, they head into a "war." Unfortunately for them, this also turns out to be a horrendous experience. The soldiers and their commander along with another battalion of African Americans go to a nearby town and destroy it. The soldiers of the other troop ransack houses and burn them willingly. While Gould refuses to do so, his superior (who heads the other black regiment) orders him to do so. While the soldiers of the other regiment take supplies and valuables, Gould's men respectably do not touch anything and are completely ashamed. Gould's superior's only explanation for this is that the Blacks will never fight in a real war, and that for their enjoyment, they should supposedly be allowed to destroy towns

Finally, however, the 54th regiment gets a chance to show its strength. And so it defeats a group of rebels (as the Confederates are referred to in the movie).

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Later, a plan is conceived to take a Southern Fort. And the first group to go in and try to capture the fort (as reinforcements come in from the back) is the 54th regiment. Gould will have by now realized that his regiment wants to fight, and so they fight for glory.

Confederates sit high above on their fort and shoot everything from cannon fire, to muskets, and even grenades at their enemy. At the end of the film it appears at first that the black division will win as they circle around and appear to have outflanked their enemy. But then the smoke clears and a cannon and several confederate soldiers come into view. The next thing that is seen is the morning and the sight of confederate soldiers hurling the bodies of their enemy into deep mass graves.

The movie was exceptionally well done. In the final scene when Gould yells "charge" even though he knows he will be shot is very stirring. It shows how although most Northerners were just as racist as slaveholders, many were very passionate about the rights of the African Americans. Also, after Gould falls, a man who had for a long time held the causes of the war in contempt. He too yells "charge" and sacrifices his life. The movie also shows how if people tried, they could bond and forget their differences. The movie is well directed and flows very well. Also, I enjoyed the feeling that it was realistic. The soldiers were not welcomed into the army, and certainly there was a definite element of social issues in the movie. It was not a plain civil war enactment. Instead, it showed the lives of people of that time period.

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Assess the nature of modernisation of the Labour Party since the 1980s and the specific impact of Tony Blair's leadership on the Labour Party modernisation.

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As Eric Shaw rightfully points out between 17 and 18 Labour was "wrenched apart by ruptures of an unprecedented ferocity which inflicted enduring harm on its public image and contributed to the electoral disaster of 18." (Shaw, 16) After the General Election defeat in 17, the Labour party began to follow the outmoded ideas of the left-wing tradition touted by Tony Benn who had stepped in after the 17 defeat to fill the intellectual vacuum that existed within the Party. At this period in time, the party was in virtual civil war. With the Bennite faction gaining important foot holds in policy formulation at the Blackpool Conference of 180 (Unilateral Disarmament and withdrawal from the Common Market) and at the Wembley Conference of 181 (Electoral Collage), the fateful decision was taken by a group of right-wing MPs (known as the 'Gang of Four' - Roy Jenkins, Shirley Williams, David Owen and Bill Rogers) to set up a breakaway party the Social Democratic Party (SDP). The balance had been tipped in November of 180 when Michael Foot narrowly beat Dennis Healey to the Labour leadership. It was at that point really that the four eventually gave up the party as a lost cause. The SDP breakaway and the formation of the Alliance was, as Giles Radice concedes, "an unmitigated disaster for the Labour Party", and one which he believes that they did not recover from until after the election of 1. (Radice, 4) The SDP were to have an impact not only in strengthening the 'third force' in British politics, but it would also have an effect on the structural framework of the New Labour Party in 14/5.

Under the ramshackle leadership of Michael Foot, the Labour Party entered the 18 General Election dubbed by both Tories and the press as the 'Looney Left'. The manifesto dubbed by Gerald Kaufman as 'the longest suicide note in history' lead Labour to a crushing defeat, with the party vote dropping to a mere 7.6% its lowest level since 118. The time had come to revitalise the party, and sow the seeds that would put it back on the road to electability and power.

The election of Neil Kinnock, as I think we now see in hindsight, was a crucial step forward for the Labour Party. Kinnock, essentially a pragmatist, was now the new leader of the Opposition with a monumental task ahead of him, one which Pearce and Stewart believe that he shouldered willingly. He had to make the Party re-elect able, but before he could do that he had to win the trust back from the electorate, and show them that the Labour Party was a responsible and moderate party. (Best emphasised in his 185 Fabian lecture 'The Future of Socialism' Pg.115 & 116 of Tudor Jones) Between 18 and 187 he did this in a number of ways

1. The 184 Miners Strike Kinnock although sympathetic to the plight of the individual miner, did not support the strike. (Scargill had not balloted all the members and had adopted a creeping strategy based on individual pits joining the struggle). It was Kinnock's belief that the strike was less about mining and more about an ideological struggle.

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. Militant Kinnock felt that the antics of Militant Tendency within the Party was highly damaging to the Party's image and the electorate's perception of it. He was forced to act, and at the 185 Bournemouth Conference he criticised the individuals concerned (one being Derek Hatton) from the platform. He began to expel them from the party in 186 (starting with 8 from Militant, he would eventually remove 50 members from the Party including to MPs David Nellist and Terry Fields).

. Organisational changes The main thrust between 18 and 187 general elections where organisational. In June 185, Larry Whitty began to rationalise the Labour Party organisation and replaced the ten departments with three directorates covering administration, publicity and research. In addition policy formation began to shift away from the traditional focus of the National Executive Committee (NEC) to inner circles of policy advisors, with the leadership taking a more directorial role in this area. (Pearce & Stewart, 00).

Yet with another large defeat to the Tories in the 187 General Election (101-seat majority) it was hard to hide the bitter disappointment of a Party that fought a very sleek and choreographed campaign. Ben Pimlott summed up the problems that Party came up against at the election

Labour fought a brilliant campaign but its policy base was weak and the product kept on showing through…much in Labour's manifesto was merely negative resistance to Tory measures or the half apologetic playing of ancient tunes. Gone were the acute embarrassments of 18. In their place was a designer socialist blandness.

The many traditionalists in the Party claimed that the Armani suits and the portable telephones of the 'socialist yuppies' risked undermining what the Labour Party stood for since its creation. Others, most notably the new generation of 'modernisers', did not agree and pointed to a third successive defeat if they reverted back. A situation reminiscent of 15 took shape. The leadership was clear in its own mind that either Labour broke out of the electoral doldrums in the 10s or it risked disappearing as a viable political force altogether. It was in this vein that Kinnock established the Labour Party Policy Review, under the directorship of Tom Sawyer, within days of the 187 defeat. Within two years the Review had turned around the most damaging policy lines that had contributed to the last three general election defeats. In the newly published policy document entitled, 'Meet the Challenge, Make the Change', unveiled in 18, the first signs of what has become 'New' Labour could be seen

• Out went uni-lateralism and in came multi-lateralism.

• In European terms was now a supporter of continued membership as well as closer ties with Britain's European partners.

• There was a shift towards an acceptance of the new economic landscape in Britain. Labour was now looking to run a capitalist market economy better than the Tories.

• Acceptance of the irrevocable shift into the privatised world of many previously government-owned and controlled companies and utilities (even the idea of 51% were abandoned by Labour in the early 10s).

• Acceptance of some of the Tory Trade Union legislation (especially when it came to the balloting of members over important issues).

• Taxation was to be progressive but the higher bands were to be limited.

• Some of the traditional elements did still remain commitment to full employment and Clause IV (though Kinnock was unsure of its implications on a rapidly modernising Labour Party).

• Further changes flagged by Kinnock OMOV at the 187 Brighton Conference.

There was no doubt that by the General Election of 1 Labour were a new political force, it was now a credible party machine. Yet there were still a number of key elements that troubled the party which included tax and spend policy, where the Labour Party capable of running a sound economy that was just tax and spend? And the eligibility of the Labour leader was also a telling question could anyone see Neil Kinnock at No.10? Unfortunately for Kinnock the answer was no. Kinnock's second defeat saw him stand down immediately, and look for a career elsewhere.

The Party once again needed a new leader, but this time one candidate seemed to emerge with overwhelming support. John Smith was MP for Monklands East and was also the Shadow Chancellor. He won a resounding victory over Bryan Gould taking 1% of the vote. There was no doubt that Smith was going to continue where Kinnock left off and would take the modernisation of the Party forward. Smith chose the further democratisation of the Party and launched into a campaign to bring about OMOV. The issue was taken to conference in September 1 and Smith won by a very small margin. He had secured a reduction of the Trade union vote from 40% to .% and individual voting rights for all party members. Whether or not Smith would have gone from here and continued the pace of change we will never know, for his career came to a tragic end with a fatal heart attack in May 14. Once more the Party need a leader of a new generation that would continue the momentum forward.

Tony Blair, who came through the leadership contest by beating Prescott and Beckett, was the first leader to be voted in by OMOV rules. He had heavy support amongst the PLP and the CLP rather than through the trade unions and levy payers. But the pace of change would not slacken under Blair. Modernisation for him, as he later explained, was 'about returning Labour to its traditional role as a majority mainstream party advancing the interests of the broad majority of the people', a role which, in his view, the Party had abandoned after 17, when the 'activists steamrollered the leadership and put about the myth that we lost because we were not sufficiently traditionalist socialist.'(Jones, 15). Blair was ready to do what Gaitskell tried and failed, and Kinnock and Smith secretly thought about but had not dared to try. He was prepared from the out-set to re-draft the Party's fundamental statement of aims including the sacred Clause IV. In 15 he gained the backing of conference and replaced Clause IV with a new aims and directives. The 118 constitution was the basis of 'Old' Labour, whereas the 15 equivalent was the basis of Blair's 'New' Labour.

By 16 Labour had been out of office longer than any other mainstream left-of-centre party in the Western world. Blair put this situation in simple terms, 'The reason for our decline was simple. We lost touch. Society changed but we did not. Out structures were out of date.' By this time Blair was constructing the rhetoric of the co called 'Third Way'. He saw the twentieth century develop in three key stages

• The first, symbolised by the Labour Constitution of 118, was the growth of the collectivist state. It roots lay in the early twentieth century but it had seemed to have reached notoriety in the post-war world.

• The second stage, which began to emerge in the 170s, but is identified with the Thatcher years, was a reaction to the first stage. There was growing criticism of the overbearing and deadening hand of the 'Nanny state'.

• The third stage Blair saw as moving both beyond the crude individualism of the Thatcherites and the old collectivism of the consensus era. In his own words he claimed, 'My generation stands at the intersection between the old and new.' 'New' Labour wanted to reconcile individualism with community, blending care with enterprise. In place of the inadequacies of state socialism, Blair wished to embrace the fundamental ideas of early ethical socialism including its emphasis on the need of society to act together to achieve what the individual cannot do alone and its advocacy of the use of the power of society to protect and advance the individual and then to apply such ideas to the conditions of modern British society.

For Blair, modern socialism consisted not in a particular form of economic organisation based on public ownership but rather in a collection of values such as community and mutuality which were strengthened by the over-reaching concept of the public interest invoked in support of the individual. The primary task of Labour's new agenda was to translate that concept into practical methods of public action aimed at enhancing the individual's freedom and interests.

The main features of the ideological revision which Blair was advocating as the 'governing philosophy of today's Labour Party have become reasonable clear. They appear to compromise an espousal of the idea of an inclusive community promoting the public interest, a rejection of the elevated status previously ascribed to public ownership, and an unequivocal defence of the merits of a competitive market economy, once regarded by socialists as incompatible with their communitarian beliefs. (Jones, 16).

This was the theory that was peddled just before the 17 general election, and it was no doubt pragmatic to the point of being all things to all men and being New Labour all women too. Whatever the theory behind the pronouncements and changes at the time, there was no doubt that the Labour Party was ready to fight a general election. It also had a clear idea of what it needed to do to win. These factors coincided with one of the most weakened governments of the recent past calling the election itself. The outcome was a resounding victory for New Labour with the largest majority of any party this century.

Please note that this sample paper on Assess the nature of modernisation of the Labour Party since the 1980s and the specific impact of Tony Blair's leadership on the Labour Party modernisation. is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Assess the nature of modernisation of the Labour Party since the 1980s and the specific impact of Tony Blair's leadership on the Labour Party modernisation., we are here to assist you. Your college paper on Assess the nature of modernisation of the Labour Party since the 1980s and the specific impact of Tony Blair's leadership on the Labour Party modernisation. will be written from scratch, so you do not have to worry about its originality.

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Employment of a Screen Device in The Glass Menagerie

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The Glass Menagerie is a collection of memories played out onstage, and therefore does not flow in the traditional way. For this reason, Tennessee Williams uses the screen device as a guide for the audience. It guides the audience transitionally, as the tone or focus changes, it repeatedly offers emphasis and further insight, and above all sets the mood by stirring up particular emotions in the audience. Beyond simply leading the way through the play, the screen device is a tool used to alter our comprehension of the events taking place. Williams accomplishes all this through a careful selection of images and phrases, including quotes from the characters themselves.

Throughout the play, the screen device is used repeatedly as a transitional tool that leads us onward and into the main focus and tone of the coming scene. The very first legend appears on screen immediately following Tom's introduction and precedes the first dialogue of the play. The legend reads, "Ou sont les neiges" (I.185). The translation need not be known, though it does suggest the main focus of the scene more bluntly. Regardless, this legend actually sets the tone for not only the scene, but for the play, which is primarily nostalgic, but also has a feel of romantic melancholy. Within this first scene the audience sees the family seated at the dining room table, and for the first time hears Amanda's flashbacks to her days as a debutante. It is through these flashbacks that we come to understand Amanda and her desires for Laura. It makes sense then, that the image that appears on screen at the open of the next scene is blue roses. The image leads us into the story of the first and only boy Laura has ever liked. Laura shows Amanda his picture, and tells her "He used to call meBlue Roses" (II.101). This image also offers a feeling of sadness, but a persistence of beauty, and romanticism, the tone that persists throughout the play.

Already, the audience can understand that the screen device is multi-purpose. Building on the ideas of transition and tone, the device is also used to offer further insight and emphasis on events and characters. This is much simpler, and plainly obvious. For instance, in scene one, when Amanda is telling the story of her 17 gentlemen callers, and we see an image of her as a girl on a porch, it is clear the image is just to emphasize the importance of this story. Later on, in scene six, after Tom has told Amanda about Jim, he addresses the audience regarding Jim. The scene opens with the image of a "High-school hero"(VI, 116). Tom tells us, "In high school Jim was a hero"(VI.116). Then the image changes, and it is the image of a clerk. We are told, "He was the only one at the warehouse with whom I was on friendly terms. I was valuable to him as someone who could remember his former glory…"(VI.116). The images simply enhance Tom's story, and help us to better understand Jim.

The primary and most complex function of the screen device is to stir up a particular emotion in the audience. Essentially, this is when Williams is telling us not only what to pay attention to, but how to feel about it. There are occurrences in the play when the emotion the audience should feel is made very clear, such as in scene six when the legend "Terror!" appears twice, both in regards to Laura encountering Jim (IV.11, 1). However, when blue roses appear on screen again in scene seven, the message is a bit subtler. At this point, Jim and Laura are deep in conversation, and Jim tells Laura "You're one times one!….They're common asweeds, but, --- youwell, you'reBlue Roses!" (VII.1). The feeling meant to be associated with "blue roses" in this instance is different than the previous times it occurred. This time, it's a bit of excitement, anticipation, as well as the strange, beautiful, sadness. Williams' use of the screen device in The Glass Menagerie is an effective element used to alter the audience's comprehension of the events taking place. It is only one of the tools Williams employs to accomplish this goal, but it is both frequent and complex. The screen device is capable of guidance and transition, as well as setting tone and evoking emotion from the audience.

Please note that this sample paper on Employment of a Screen Device in The Glass Menagerie is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Employment of a Screen Device in The Glass Menagerie, we are here to assist you. Your cheap custom college paper on Employment of a Screen Device in The Glass Menagerie will be written from scratch, so you do not have to worry about its originality.

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