Delinquent Daughters Summary Essays - Sex Crimes,

"Delinquent Daughters Summary" Delinquent Daughters by Mary E. Odem touches on many topics involving women residing in the U.S. from 1885 to 1920. Not only does the book raise issues about women as a whole, but also it breaks the women into a more realistic view. Women's age, race, religion, ethnicity and immigrant status, social class, and complex of morals are all used as means of classifying women for analyzing their sexual behavior. To start with there is the issue of statutory rape and what the legal age limit shall be set at. Not only are the middle class women groups seen as organizing ways to protect women they are also seen in terms of protecting only white girls through the passage of their laws. This is seen by the African American women having to form their own organizations in order to insure the morality of the young African American females, and by being denied real help when requesting help against the white male to protect the decency of their young females and help in response to lynching. The classes of girls being evaluated were also seen. For instance, reasoning was given as to why working class girls became sexually active. Like for marriage or rebellion. The female being looked at as helpless and taken advantage of was not shown in an exaggerated light. There were women who made the choice to become involved in sexual situations.

Free Essays on Choices

In the Book of Genesis, an ancient Hebrew story from the King James Bible, we are given the account of Adam and Eve. Eve is led up the path of temptation and forced to make a difficult decision. The outcome of her selection not only affects her own existence, but also that of Adam and their descendants. In the story, Eve is forced to choose between what she knows is right or what will turn out to be only a temporary pleasure. The reader is fully aware of the role of the snake, presenter of the golden apple, an excellent example of the archetypal character the temptress. The apple is the forbidden fruit, the irresistible pleasure, what the decision-maker is fully aware of being the obviously wrong choice, and yet can’t help but have one taste, perhaps to get a rebellious high, perhaps out of curiosity. Or perhaps the character is just plain ignorant. Whatever the motives of Eve and all others in the wrong, it is soon revealed that the easiest choice to make is not always the be st. Eve’s acceptance of the apple served to show her own weakness and insecurity in what she believed was just. She deceived the very being who created her, the ever-famous clichà © of bite the hand that feeds you. She traded in a life of eternal happiness in the Garden of Eden for one taste of that golden apple. It was a mistake that would alter the entire substance of mankind. Through Eve’s unfortunate judgment, the lives of others were to be miserable for generations to come. Adam and Eve were banished from the Garden of Eden, and from the sheltered life they had so enjoyed, obviously symbolic of a fall from innocence. To survive, they had to labor ceaselessly. No longer were meals served on a silver platter. They must toil away to make fertile ground for food to grow, and gather their life-sustaining water from wherever it could possibly be found. Eve was burdened with pain and suffering through childbirth, when previously that was the least of her worries... Free Essays on Choices Free Essays on Choices In the Book of Genesis, an ancient Hebrew story from the King James Bible, we are given the account of Adam and Eve. Eve is led up the path of temptation and forced to make a difficult decision. The outcome of her selection not only affects her own existence, but also that of Adam and their descendants. In the story, Eve is forced to choose between what she knows is right or what will turn out to be only a temporary pleasure. The reader is fully aware of the role of the snake, presenter of the golden apple, an excellent example of the archetypal character the temptress. The apple is the forbidden fruit, the irresistible pleasure, what the decision-maker is fully aware of being the obviously wrong choice, and yet can’t help but have one taste, perhaps to get a rebellious high, perhaps out of curiosity. Or perhaps the character is just plain ignorant. Whatever the motives of Eve and all others in the wrong, it is soon revealed that the easiest choice to make is not always the be st. Eve’s acceptance of the apple served to show her own weakness and insecurity in what she believed was just. She deceived the very being who created her, the ever-famous clichà © of bite the hand that feeds you. She traded in a life of eternal happiness in the Garden of Eden for one taste of that golden apple. It was a mistake that would alter the entire substance of mankind. Through Eve’s unfortunate judgment, the lives of others were to be miserable for generations to come. Adam and Eve were banished from the Garden of Eden, and from the sheltered life they had so enjoyed, obviously symbolic of a fall from innocence. To survive, they had to labor ceaselessly. No longer were meals served on a silver platter. They must toil away to make fertile ground for food to grow, and gather their life-sustaining water from wherever it could possibly be found. Eve was burdened with pain and suffering through childbirth, when previously that was the least of her worries... Free Essays on Choices I. Introduction A. Catch Attention While on my weekly constitutional on the lake, I noticed the waves hit the shore and remembered, â€Å" I wish I was Ocean size no one moves you man no one tries.†- Jane’s Addiction. B. State a Thesis We all wish we were someone we are not, however we choose to be who we are mostly by our actions and our decisions, not how we were bought up. II. Topic Sentence One I was raised a strict Roman Catholic. a. I was taught the bible and how to interpret it. b. I learned fear of failure and the difference of right or wrong. c. I now choose to believe what I want to believe about religion III. Topic Sentence Two I was in the Boy Scouts until age 17. a. Part of the Boy Scout Creed is loyalty, being prepared, and Kind. b. Teamwork and counting on others is instilled in everything the Boy Scouts do. c. I choose who I am loyal and kind to; and only prepare for what I feel the need to prepare for. IV. Topic Sentence Three Throughout school, and my upbringing I was taught a hard work ethic. a. Good student-Mom/school b. Athletics- Dad/school c. Job- Dad/peers V. Conclusion Through experience, education, and the law I make my decisions of what I do from day to day. Yes who I am today has to do with how I was raised; however the decision I make are mostly responsible for the man I am and how society views me. â€Å" I wish I was ocean size†¦Ã¢â‚¬  yes; however I believe we are all ocean size, for no can move us unless we allow them to....

Philosophy-Contemporary Ethical Theory4 Essay Example | Topics and Well Written Essays - 3500 words

Philosophy-Contemporary Ethical Theory4 - Essay Example The ethical realist believes that ethical statements are descriptions of the states of the world, hence are like other fact-stating assertions, true or false independently of the beliefs of the speaker (O’ Neill: 163). According to G.E. Moore’s (1873-1958) intuitionism, good is a simple, unanalysable property similar to a primary colour. Adapting a version of Utilitarianism, Moore believed that right acts are those that produce the most good; but he stated that goodness cannot be defined or identified with a natural property such as pleasure. Moore, an ethical intuitionist believed that good could be understood directly, through moral intuition, so that it is possible to say whether a moral statement is true or false. The simple notion of describing goodness when it is seen, is like trying to define the colour yellow. It is not possible to define the color yellow, but only by showing someone an example can the color yellow or similarly the concept of goodness be explained (Oliphant & Mayled: 10). W.D. Ross’ (1877-1971) intuitionism also believed, like Moore that â€Å"right† and â€Å"obligatory† are as indefinable as â€Å"good†, and stated that certain types of actions called prima facie duties were right. Ross’ seven classes of prima facie duties were: duties of fidelity, reparation when we have done something wrong, gratitude, justice, beneficence or helping others, self-improvement, and duties of non-maleficence or not harming others. When these prima facie duties, which mean duties at first sight, oppose each other, it is essential to follow the one which is right for the situation. Hence, one prima facie duty may have to give way to another. However, deciding on which one to obey in cases of conflict, depended on a person’s moral maturity, realization of self-evident truths and intuition (Oliphant & Mayled: 12). Some criticisms of intuitionism are that if value

IT MANAGEMENT Assignment Example | Topics and Well Written Essays - 1000 words

IT MANAGEMENT - Assignment Example Then launched it on the internet in August that year, to judge the response from the people for such a technology in which they can let the whole world know what they are doing in their lives by simply sending micro-blogs. The Twitter technology is also equipped with the concept of receiving tweets on mobile phones in form of messages. Arthur (2008) states that Twitter is often called the â€Å"SMS of the Internet† and the character limit of twitter is also chosen in accordance with that of the SMS. McIntyre (2009a) states that since Twitter can be used by PCs and mobile devices both and it offers a very small blog message of maximum 140 characters, due to this advantage it has become one of the biggest mediums globally for sharing real-time data. The size of the messages have also decreased the problem of information overload on the Web. Payne (2008) states that the technology that was used to handle messages from 2007 to 2008 was of a Ruby persistent queue server called Starling. Venners (2009) states that in 2009, they changed the technology and started using software written in Scala. Twitter has been one of the most successful social networking services and has gained its name among the top league including Facebook, video sharing platform of YouTube etc. McIntyre (2009a) states that according to a research by Wall Street Journal; Twitter has had an increase from 2 million users to 32 million users since last year only. There have been some internet measurements services stating that the figures are continuing to grow from 50% to 100% month after month. With such a huge and increasing market; Twitter and other businesses have a great future lined up. McIntyre (2009d) states that consumer feedback plays an important role to any organization in improving their products. Companies spend a great deal of their resources in market research and collecting consumer feedback.

Starbucks Customer Service Essay Example | Topics and Well Written Essays - 750 words

Starbucks Customer Service - Essay Example An enterprise that has succeeded in the beverage business by providing superb customer service is Starbucks. This paper analyses the customer service at Starbucks Incorporated. At Starbucks customer service is not just a business function it is integrated into the corporate culture. This company whose core business is selling quality coffee beverages has become a global icon of popular culture in the United States and worldwide. At Starbucks coffee is not just a drink, it is a complete experience. Starbucks has expanded worldwide and currently has operations in 41 countries with a total of 10,295 outlet stores operating as wholly owned or licensing agreements (Starbucks). People go to Starbucks because it offers an eccentric comfortable atmosphere that is created by the company’s partners (employees). Starbucks offers a variety of the best tasting top quality coffees in the world. The clients are enticed to stay around the stores and hangout to enjoy some of the company’s other products and services such as coffee merchandise, fresh foods, consumer and entertainment products which include high speed wireless internet access (Starbucks). Customer service is a strategy that is integrated in the entire supply chain. At Starbucks the customer service philosophy starts with the coffee farmers & makers and its suppliers of materials. Starbucks builds close relationships of mutual benefit with its suppliers to ensure the company obtains the possible price and on time delivery. The company gets involved in the farming operation of its producers of coffee to assist and ensure the crops of coffee are produce at the highest possible worldwide standards. â€Å"The farmers, millers, exporters, and importers who grow process and or supply coffee to Starbucks share the same uncompromising commitment to quality we value† (Corporate Social Responsibility 6). Customer service at Starbucks also means serving the needs of the communities in

Benefits and Strategies of Human Resource Development (HRD)

Benefits and Strategies of Human Resource Development (HRD) Introduction Human resource development coordinates the functions of training and development experiences in the organizations. In recent years the scope of human resource development (HRD) has expanded from simply providing training programmes to facilitating learning throughout the organization in a wide variety of ways. There is an increasing recognition that empoloyees can and should learn continuously, and they should learn from experience, from each other as well as from formally structured training programmes. Nevertheless, formal training is still essential for most organizations. 1.1 Training Defined. It is a systematic modification of behaviour through learning which occurs as a result education, instruction, development and planned experience. It is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability of performance on the job. Employee training is present-day oriented focuses on individuals, current jobs, enhancing specific skills and abilities to immediately perform their jobs. Learning is a relatively permanent change in behaviour as a result of practice or experience. Development focuses on future jobs in the organization. It seeks to improve a persons overall career prospect. It comprises series of planned training activities and experiences designed to improve managers performance. Activities include attending short courses, job rotation, understudying senior mangers, attachments, completion of long-term academic qualification in the management field. Education refers to activities that are aimed at developing the knowledge, skills, moral values and understanding required in all aspects of life. Its purpose is to provide the conditions essential to people to understand their environment and make a contribution to it. 1.2 SCOPE OF TRAINING Organizations provide training for many reasons: To orient new hires/employees To improve current performance for workers who are not performing well To prepare employees for future promotions, changes in design, processes, or technology in their present job To help organization achieve its purpose by adding value to its key resources (people). It means investing in people to enable them perform better and to empower them to make the best use of their natural abilities. To reduce the learning time for employees. Competitive pressures change the way organizations operate and skills that employees need. 1.3 Training as Related to Other HR Functions HRP identifies the skills and number of employees needed. Recruitment and selection function locates individuals with these skills in the labour market. Information on projected HR needs and probable qualifications helps determine amount and level of training to be provided. Performance evaluation specifies whether employees are performing to the desired standards and if not the employer discrepancies identified may signal the need for additional training. Performance evaluation may be used as criteria for evaluating training effectiveness. Training is pivotal in implementing organization-wide culture change efforts, e.g. developing a commitment to customer service, adopting total quality management etc. 1.4 Training benefits Minimizes learning costs Improves individual, team, and corporate performance in terms of output, quality, speed and overall productivity. Improves operational flexibility (multi-skilling) Attracts high quality of staff by developing their competences Increases commitment of staff. Help to manage change by increasing the understanding reasons to change Help to develop positive culture in the organization Help to provide high levels of service to customer. 2.0 Strategy and HRD Training can help an organization succeed in a number of ways. Ultimately it is employee knowledge and skills that produce the organizations products and services. Training facilitates the implementation of strategy in the following ways: Providing employees with the capability to perform their jobs in the manner dictated by strategy. Assisting in solving immediate business problems such as when managers in an action learning programme studies a real problem faced by their organization and recommend the solution. Helping the organization to keep ahead in a highly competitive and turbulent environment. The training function therefore, must foster a continuous learning culture and stimulate managers to reinvent their organization. Recent changes in the environment of business have made the HRD function even more important in helping organizations maintain competitiveness and prepare for the future. Technological innovations and the pressure of global competition have changed the ways organizations operate and the skills that their employees need. The tight labour market of the lat 2000s has increased the the importance of training in several ways: First, higher employee turnover means that more new employees need training. Second, it has been suggested tha frequent and relevant and relevant development experiences are an effective way to gain to gain employee royalty and enhance retention of top quality staff. Training must be tailored to fit an organizations strategy and structure. For instance, an organization whose strategy involves providing exceptional service through a committed, long -service cadre of a well qualified employees will need more complex training and career development systems than an organization that competes on the basis of simple, low-cost services provided by transcient, unskilled employees. The later will need a highly efficient orientation and basic training. Team- based high involvement organizations find that extensive training in team skills, as well as in individual job skills is necessary to make an innovative organization structure function as in tended. When strategy changes, training is needed to equip employees with the skills to meet new demands Training is seen as pivotal in implementing organization-wide culture -change efforts such developing a commitment to customer serviced, adopting a total quality management, or making a transition to self-directed work teams. PLANNED TRAINING A deliberate intervention aimed at achieving the learning necessary for improved job performance. Purposes: To identify and define training needs involves analyzing corporate, team, occupational, and individual needs to acquire skills knowledge or to improve competencies. Define the learning required Define the objectives of the learning learning objectives should be set which define not only what should be learnt but also what trainees must be able to do after their training programme. Plan training programmes these must be developed to meet the needs and objectives by using the right combination of training techniques and locations. Decide who provides the programme either from within or from outside the organization Implement the training ensure that the most appropriate methods are used o enable to acquire the skills, knowledge and attitudes they need. Identification of Training Needs (Training Needs Assessment) It is an investigation that is undertaken to determine the nature of performance problems in order to establish underlying causes and how these can be addressed trough training. It can be undertaken to identify and justify developmental needs trying to prepare people to take extra responsibilities in future. Purpose and Methods of TNA The choice of methods and sources of information depends partly on the purpose of the training. If it is to improve employees performance and identifying performance deficiencies in the present job, the trainer must begin by looking at present performance to identify the performance deficiencies. Sources of information for this include supervisors and clients complaints, performance appraisal data, objective measures of output or quality or even conducting special performance tests to determine current knowledge and skill levels of employees. Individual or group interviews with superiors, incumbents or even clients. Once performance deficiencies have been identified, next step is to determine whether these deficiencies can be addressed by training. In some cases motivation, constraints, or poor task design can be the cause. If training is planned for current employee destined for promotion or transfer, needs assessment is more complex. The training specialist must measure the demands of the future job and then attempt to assess the ability of employees to meet those demands. If training is destined for new hires, the method must be slightly different. Training is designed on the basis of careful analysis of job content and the assumed characteristics of the trainees. Three Levels of Needs Assessment. Company level: Involves organizational analysis looking at how the training fits within the context of company strategy. Concern should be at issues pertaining to changes that have occurred in the organization e.g. organizational structure, process technology, production problems, human resource plans reputation with competitors, personnel statistics, customer complaints, employee behaviour, retention and motivation strategies Job/Task Analysis: use of job description job specification kind of skills, and knowledge required to perform the job be clearly established Individual levels: identify who should be trained current level of individual skills, knowledge and abilities performance standard of individuals training programme attended. IDENTIFY TRAINING OBJECTIVES Translate the needs identified at those levels into measurable objectives that can guide the training effort. PLAN TRAINING PROGMME It should contain objectives of the training programme Objectives should be the criterion behaviour i.e. the standards or changes of behaviour on the job to be achieved after training. It should have clear contents of what to be covered Length of the programme Where it will take place Techniques to be used Who will provide the training TRAINING METHODS On -the-job training: conducted at the work site and in the context of actual job. Learning by trial and error Sitting next to experienced worker Coaching: Experienced managers guide the actions of of junior or less experienced mangers. Job rotation-involves moving employees to various positions in the organization in an effort to expand their skills, knowledge, and abilities. It can be either horizontal or vertical (promoting employee to new position). It is a good method for broadening individuals exposure to company operations and for turning a specialist into a generalist. Job rotation provides an opportunity for a comprehensive evaluation of the employee by his/her supervisors Assistant to positions: Employees with potential are sometimes given opportunity to work under seasoned and successful managers in different areas in the organization. It helps to get exposure to a wide variety of management activities and are groomed for assuming duties of the next higher level. Committee assignment: It provides an opportunity for the employee to share in decision making, to learn by watching others, and to investigate specific problems. Committees can either task forces (which are temporary in nature), or permanent one. Advantages: the transfer of training to the job is maximized. costs of separating training facility and full- time trainer is avoided trainee motivation remains high because what they learn is job related. OFF-THE JOB TRAINING It is a formal method considered as an incentive, mostly organized in exotic places or in colleges and universities. This approach may not provide as much transfer to actual job as do on -the job programs. Methods include: Lectures and seminars: The traditional form of instruction revolves around formal lecture courses and seminars. They help individuals to acquire knowledge and develop their conceptual and analytical abilities. Simulations: Training technique using exercises based on actual work experiences. Exercises include case study analysis, role playing, business games etc. Team Building: It is the process of enhancing the effectiveness of teams. It helps employees develop capacity of work groups to interact more effectively and develop skills. LEARNING THEORIES They attempt to explain how learning occurs. Stimulus- Response school Cognitive School The Stimulus -Response School (Behaviourial school) Learning is the development of links between stimulus and response. Theorists interested in demonstrating how links can be encouraged, and the way in which experience of other stimuli can change bonds. Specifically, people must be stimulated by learning by the learning process. This school is based on conditioning theories Classical conditioning by Pavlov(1941) Operant conditioning by Skinner, 1953) Classical conditioning Behaviour is learned by repetitive association between a stimuli and a response. Stimulus observable condition that can give rise to behaviour. Response objective manifestation of behaviour Conditioning a process whereby an association is formed between a stimulus and a response Pavlov did an experiment with a dog using an unconditioned stimulus (meat) and a conditioned stimulus (bell). Experiment Before conditioning: Meat( unconditioned stimulus) Dog salivates(un Res) During conditioning: Meat + Bell (cond. Stimulus) Dog salivates (cond. Res.) After conditioning: Bell ringing (cond. Resp Dog salivates Implications: the experiment shows that learning can be transferred to higher order conditioned stimulus other than those used in original conditioning. However, it is difficult to trace exactly the cause effect relationship of the such behaviour. Operant Conditioning ( Skinner- 1953) A type of learning that involves an increase in the probability of a response occurring as a function of reinforcement. Suggests that people emit response that are rewarded Human beings learn behaviours that are rewarded and they will engage in those behaviours. Implications: In organizations, behaviours are learned, controlled , and altered by consequences managers use. Operant conditioning is used to influence behaviours by designing suitable reward systems. Cognitive Learning Theory It involves gaining knowledge and understanding by absorbing information in the form of principles, concepts and facts, and then internalizing it. Learners are regarded as powerful information processing machines Social Learning Theory It states that effective learning requires interaction. People participate in groups of people with shared expertise, and these are the primary sources of learning. Principles of Learning Goal Setting Individual behaviour is influenced by their conscious goals Hard goals result in better performance Learning objectives must be clearly conveyed to trainees Goals must be difficult enough to challenge individuals but not to discourage them Finishing the programme must be supplemented with evaluations, tests, quizzes or any reward. Reinforcement It consists of giving reward following performance of activity that increases the likelihood to perform the activity again. Trainee should know what specific behaviours are expected of him/her Reinforcement be related to these behaviours Reinforcement be prompt and continuous when trainee begins to learn new behaviour. Reinforcements must be effective and should very from individual to individual. Feedback (Knowledge of Results): Feedback with a directional function provides information about behaviour necessary to improve performance Feedback with motivational function provides information about outcome of behaviour that needs to rewarded Behaviour Modeling: People tend to pattern their behaviour with that of their associates, parents, friends, and acquitances etc. Much of the human behaviour is learned by observing others. EVALUATION: It is an attempt to obtain information (feedback) on the effects of a training programme, and to assess the value of the training in light of that information. Evaluation helps to know whether the progamme was worthwhile in terms of cost-benefit terms. It is difficult because it is difficult to set measurable objectives and to collect results the information on the results. Evaluation levels: Reactions: the reactions of participants to the training experience Learning: At this level it requires the measurement of how trainees have learnt as a result of their training new knowledge and skills acquired. Job behaviour: measuring the extent to which participants have applied their learning on the job. Assessing the amount of transfer of learning that has taken place from off the job courses. Organization: attempting to measure the effect of changes in the job behaviour of trainees on the functioning of the organization. E.g. improvements in output, productivity, quality, turnover. . PERFORMANCE APPRAISAL Designing appraisal system Should reflect the needs of those concerned (organization) to collect information for personnel decision making and distribution of rewards. Should be related to longer- term needs of the organization e.g. kind of staff and how they will be developed. Should act as a consultation process: There should be a degree of compromise between the people involved in pursuit of the commitment to the system. Organizational structure and culture dynamically related and should be considered in designing of the system. E.g. a highly structured bureaucratic company will have a different system as compared to a company with a decentralized flat structure. WHO SHOULD BE APPRAISED? Self Appraisal: Reduces defensiveness Individual becomes motivated and committed Disadvantage: Leniency error. Peer Evaluation: May be accurate Appropriate for developmental purposes Useful when supervisor has no chance to observe the employee Can work well in teamwork. Disadvantage: Friendship bias. Immediate superior: Has knowledge of the tasks performed by individual Superiors Superior: He can countersign supervisors appraisal of the employee in approval indicating the process is fair He may directly carry out the appraisal 360- Degree appraisal: An appraisal device that seeks performance feedback from such sources as oneself, bosses, team members, customers and suppliers. It has more accurate feedback, empowering employees, and reduces the subjective factors in the evaluation process Assessment Centres: Assessment centers are most often used in appraising potential superiors and managers. Assessment centres use tests, group exercises and interviews to appraise potentials. MANAGEMENT BY OBJECTIVES (MBO) It is an approach to performance appraisal which emphasizes the need to assess performance with reference: agreed output, tasks to be accomplished or standards of performance. It involves three steps: The employee meets the supervisor and agrees on a set of goals and standards to be achieved during a specific period of time. Goals should be quantifiable and agreed targets. Monitoring progress : employee left free to determine how to achieve the goals At the end of the set period, supervisor and employee meet to evaluate whether goals were achieved and decide together for the new set of goals. Feedback of Results (PA Interview) Before employees are told to improve their performance after appraisal, they must know how they are currently doing. Feedback Interview is a discussion between the supervisor and the employee concerning the employees past performance and how it wiil be improved in the future. Approaches to Feedback Interview Tell and Sell: -The supervisor tells the employee how good or bad the employees performance has been. He attempts to persuade the employee to accept his judgement. The employee has no input in the evaluation The discussion is directive and one sided. Problems Can lead to defensiveness, resentment, and frustration. Subordinate may not accept results and not be committed to achieving goals. Tell and Listen: Supervisor tells the employee what has been right or wrong, and gives him/her a chance to react. Employee participates in the interview by reacting to supervisors statement. Problem Solving: The employee has much more control over the interview He evaluates his/ her performance and sets own goals for future performance Supervisor is helper rather than judge There is an open dialogue in which goals for improvement are established mutually Advantages: It can lead to employee commitment to established goals

Honest Iago Essay

Iago is the most unique villain of Shakespeare There has been a lot of controversy about his motives and he has been considered as an incarnation of the devil. At the same time, Iago is one of the most brilliant Shakespearean characters although Shakespeare uses his cunningness only for diabolical purposes. He has can rightly be called an atheist of human nature and a stealthy corrupter of human piety, a fearless disturber of domestic peace and an unbeliever in and denier of anything spiritual. This is interesting to note that all characters in the play, except for Roderigo (to whom he sometimes shows his real face) have a high opinion of Iago and refer to him as â€Å"honest Iago†. He uses this high oestimation of him by these major characters to befool them. The Mutual relationship between Iago and Othello is of trust and reliance on the part of Othello but it is conniving and devious on the part of Iago. Iago has same relationship with Cassio. Cassio is also deceived by the seeming virtue of Iago and actually believes that ensign is a kind-hearted man. But at the same time is a rival to Iago in the royal court. Another facets of his relationship with Othello and Cassio is that he (Iago) lives the part of a blurt outspoken plain fellow who is always prepared to say what he really thinks without caring for the effect it may have on others. Othello is shown as a trustful and thorough in his trust for Iago. Although when Iago starts working on him, he suspects him and asks for evidence, yet from the beginning of the play, he seems to have put entire confidence in the honesty of Iago, who had not been his companions in arms. This confidence is misplaced but it is no sign of stupidity in Othello. He does not have a distinctive fear of him. We find this even before Iago has set a trap for him. Othello fears the monster â€Å"too hideous to be shown† that he discerns about Iago’s thoughts. This manifests a strange relationship based on paradoxical feelings. It is of confidence, trust and fear. But latter events show that Othello’s trust in Iago overpowers the instinctive fear. This happens due to Othello’s non-meditative nature. He does not contemplate over issues and does not weigh their motive and consequences. And this is the thing that helps Iago to get control over Othello. A. C. Bradley rightly says in this regard; The sources of danger in this character are revealed but too clearly by the story. In the first place, Othello’s mind, for all its poetry, is very simple. He is not observant. His nature tends outward. He is quite free from introspection, and is not given to reflection. Emotion excites his imagination, but it confuses and dulls his intellect. On this side he is the very opposite of Hamlet, with whom, however, he shares a great openness and trustfulness of nature. In addition, he has little experience of the corrupt products of civilised life, and is ignorant of European women. (p. 217) Relationship between Iago and Cassio exists and develops on the same lines as that of Othello’s. Cassio has a high opinion of Iago and considers him an unmatched person in Florence but Iago’s opinion of him is prejudiced and biased. Iago dismisses Cassio as a mere theorist and not a practical warrior. In their mutual relationship Cassio’s genuine honesty is contrasted with Iago’s seeming honesty. We are never certain that we understand why Iago commits his evil deeds. Coleridge calls his evilness as â€Å"motiveless malignity† (315) there is no doubt that he is throughout an artist in villainy. There is no mystery in the psychology of Iago and the key to Iago’s motives may lie in the composition of his character. One of the noticeable traits in his character is keen sense of superiority and contempt for others. There also the annoyance of having always to play a part, the enjoyment of the action and the absence of fear. Iago’s sense of superiority has been thwarted and it needs satisfaction. The fullest satisfaction, it could find would, no doubt, be in the consciousness to take revenge from those who are so successful and popular. In addition to his strong desire to satisfy his sense of power, there are also certain other forces which drive him on. One of these is a pleasure in action very difficult and perilous. This action and pleasure lends him artistry in the art of being spiteful against other. All these characteristics if nature and his disposition play a part in making him a great villain of Shakespeare. These motives appear and disappear in the most extraordinary manner. Resentment as Cassio’s appointment is expressed in the first conversation with Roderigo, and from that moment is never once mentioned again in the whole play. Hatred of Othello is expressed in the first act only. Desire to get Cassio’s place scarcely appears after the first soliloquy, and when it is gratified Iago does not refer to it by a single word. The suspicion’s of Cassio’s intrigues with Emilia emerges suddenly as an afterthought. Iago’s love of Desdemona is alluded to in the second soliloquy; there is not the faintest trace of it in word or deed either before or after. The mention of jealousy of Othello is followed by declarations that Othello is infatuated about Desdemona and is of a constant nature, and during Othello’s suffering Iago never shows a sign of the idea that he is now paying his rival in his own coin. In the second soliloquy he declares that he quite believes Cassio t0o be in love with Desdemona; it is obvious that he believes no such thing, for he never alludes to the idea again, and within a few hours, he describes Cassio as an honest fool. All these motives have strange paradoxical characteristics in them but it could not have been coincidence that Shakespeare has attributed so many motives to Iago. All these motives manifest the intricate nature of Iago’s characters and disposition. In addition to a man of action, Iago also seems to be something of an artist who takes delight in undertaking a complicated task in a meticulous manner. The action he starts and works out is intricate. We get an impression that at some stage, the action Iago initiates remain no longer within his control and power but rather becomes his master. It is as he was fated to do what he does. Works Cited Bradley, A. C. Shakespearean Tragedy: Lectures on Hamlet, Othello, King Lear, Macbeth. 2nd ed. London: Macmillan, 1905. Colderidge, Samuel Taylor. Lectures 1808-1819 On Literature. Ed. R. A. Foakes. Volume 2. Princeton, New Jersey: Princeton University Press, 1987. Shakespeare, William. Othello. New York: Penguin Books. 1993.