Amy Tan Essay - 1532 Words

Amy Tan Amy Tan was born in 1952, in Oakland, California to Chinese immigrants John and Daisy Tan. Her family eventually settled in Santa Clara. When Tan was in her early teens, her father and one of her brothers died of brain tumors within months of each other. During this period Tan learned that her mother had been married before, to an abusive husband in China. After divorcing him, her mother fled China during the Communist takeover, leaving three daughters behind who she would not see again for nearly forty years. After losing her husband and son, Daisy moved her family to Switzerland where Tan finished high school. During these years, mother and daughter argued over what Tan should do in college and afterwards. Tan†¦show more content†¦Soon after its publication in 1989, The Joy Luck Club garnered enthusiastic reviews, and it remained on the New York Times bestseller list for more than six months. It won both the National Book Award and the L.A. Times Book Award in 1989. Tan c ontinues to publish popular works. She often emphasizes that she writes primarily to create a work of art, not to portray the Chinese-American experience, that her bicultural upbringing is the source of inspiration for her work, not the end product. Contemporary Literature Amy Tan The Joy Luck Club The Joy Luck Club contain stories about conflicts between Chinese immigrant mothers and their American-raised daughters. The book mainly talked About Jing-meis trip to China to meet her half-sisters, Chwun Yu and Chwun Hwa. Jing-meis mother, Suyuan, was forced to leave her twin babies on the roadside during her flee from the Japanese invasion of Kweilin. Suyuan intended to recover her children, but she failed to find them before her death. Finally, a after her mothers life long search her mother received a letter from the two lost daughters. After Suyuans death, her mothers three friends in the Joy Luck Club, a weekly mahjong party that Suyuan started in China and later revived in San Francisco, urge Jing-mei to travel to China and tell her sisters about their mothers life. But Jing-mei wonders whether she is capable of telling her mothers story. Lindo, Ying-ying, andShow MoreRelatedFish Cheeks By Amy Tan958 Words   |  4 PagesAmy Tan’s short story, Fish Cheeks, outlines the general idea of self-acceptance. As the narrator, fourteen year old Tan declares her love for her minister’s son, Robert, who unlike herself, is â€Å"as white as Mary in the manger† (Tan 1). This crush is anything but healthy, primarily because Tan is reluctant to reveal her true self to him. This hesitance she portrays is strikingly recognizable in the teenagers of today’s world. Amy Tan s story, Fish Cheeks, is significant to the adolescents of todayRead MoreAmy Tan: A Brief Biography757 Words   |  3 PagesAmy Tan is an American Chinese writer most notably known for her critically acclaimed novel The Joy Luck Club, amongst many others. Amy Ruth Tan was born on February 19, 1952, in Oakland California to John and Daisy Tan. Both of Amy’s parents were Chinese immigrants who fled from China to escape hardships. Amy’s mother, Daisy, divorced her abusive husband and left behind three daughters before immigrating to the United States and marry ing Amy’s father, John. The marriage produced three children,Read More amy tan Essay1307 Words   |  6 Pages Amy Tan’s â€Å"Two Kinds† is an autobiographical look into her childhood that shows the conflict between Tan and her mother, the difference between old and new cultures, the past and the present, and parents’ expectations vs. reality. Couples of opposing elements comprise the basis of the entire story; to another extent even the title itself, â€Å"Two Kinds,† shows the friction that Tan creates. The strongest argument that Tan suggest is that this may not only be a look into her own life, rather it mayRead MoreThe Age Of Six, By Amy Tan1816 Words   |  8 PagesAmy Tan, a 64 year-old Chinese-American novelist, believed that her life was tough and horrendous as a child. She said, â€Å"‘I remember that starting at the age of six, I had thoughts of suicide†¦The fact that I had those thoughts when I was very young was an indic ation that I was a very gloomy kid. I had some ways of thinking that were not healthy,’† (â€Å"Interview† 2). Her thoughts of wanting to disappear from the world were due to her roots, which were planted in a miserable family history, a hard, strictRead More`` Two Kinds By Amy Tan1460 Words   |  6 Pages  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Two Kinds† by Amy Tan is a story that shows a battle that starts with the narrator and her mother, for control over the narrator’s life. Her mother wanted her to become a prodigy, but she wanted to be anything other than that. So, throughout the short story â€Å"Two Kinds† she’s determined to not quit the fight. â€Å"Two Kinds† is filled with different forms of conflict which allows for the narrator to realize that her mother’s crazy antics were to help her find what she was good at. Which leadsRead MoreA Pair Of Tickets By Amy Tan1651 Words   |  7 Pages A Pair of Tickets Amy Tan was Chinese –American, born in San Francisco to Chinese immigrants. Amy didn’t set out to be a writer, but she loved writing. When she wrote the Joy Luck Club, it was about stories from four different families that met every week and played mahjong, ate Chinese food, and told stories. Amy didn’t realize how much of these stories she absorbed growing up. Amy never set out to write about her own life, but when she began writing, she realized she had unconscientiously subsumedRead MoreThe Joy Luck Club By Amy Tan1192 Words   |  5 Pages(H) The life of women has drastically changed throughout the ages. (CIS) The Joy Luck Club by Amy Tan portrays life in America and in China in the 1930’s for women. (GS1) When stories are true, there is more power behind them. (GS2) Novels need accuracy for the book to have feeling. (GS3) A rave-worthy novel needs truth to really draw the reader in. (thesis) Author Amy Tan accurately portrays life for Chinese women i n the 1930’s and it enhances the power of the novel because the stories have trueRead MoreThe Two Kinds By Amy Tan1272 Words   |  6 Pagesrepresenting 11% of the national population. The children of such immigrants in the U.S., also known as second generation immigrants, experience a cultural conflict between that of their parents and that of mainstream U.S. society† (Wikipedia 1). Amy Tan the author of â€Å"Two Kinds†, and the young character in the story both are a second generation immigrants, who have struggled in their life with parents, about the culture they assimilating and their real culture. In the â€Å"Two Kinds† story the authorRead MoreAmy Tan s Two Kinds Essay1372 Words   |  6 PagesJing-Mei Woo and her mother are the major characters in Amy Tan’s â€Å"Two Kinds.† The two have a complicated mother-daughter relationship at the beginning of the story, but later, as an adult, Jing-Mei realizes the intentions of her mother. â€Å"Two Kinds† is told from Jing-Mei’s point of view as a mature adult who is reflecting on her childhood. Jing-Mei’s thoughts and feelings are revealed, but she and her mother, the antagonist, have conflictingly opposite desires. Jing-Mei’s mother desires for herRead MoreTwo Kinds by Amy Tan Essay981 Words   |  4 Pages In the short story, Two Kinds by Amy Tan, a Chinese mother and daughter are at odds with each other. The mother pushes her daughter to become a prodigy, while the daughter (like most children with immigrant parents) seeks to find herself in a world that demands her America nization. This is the theme of the story, conflicting values. In a society that values individuality, the daughter sought to be an individual, while her mother demanded she do what was suggested. This is a conflict within

Analysis Of Martin Luther King Jr And James Baldwins...

As a popular song of the century mentions, â€Å"I ain’t scared of your jail because I want my freedom, I want my freedom, I want my freedom.† Meant that during the time African Americans where tired and didn’t care what happened to them. The United States citizens thought the war will never end and it gave the minorities, such as Muhammad Ali, back at home something to hold the country accountable when they were fighting for their rights and freedom. Throughout the Story The Fire Next Time, James Baldwin emphasizes where he was coming from when the Civil Rights Movement took in effect. As mentioned in a letter addressed to his nephew who was also named James Baldwin, he stated don’t try to seek vengeance from all your years of enduring seek†¦show more content†¦Ultimately MLK Jr. concludes with, â€Å"But I am sure that if I had lived in Germany during that time I would have aided and comforted my Jewish brothers even though it was illegal.â₠¬  Hence the fact that something may be illegal but it could be wrongfully stated as being illegal while being the good thing to do in hindsight. From which James Baldwin indicates to his nephew that, â€Å"Please try to remember that what they believe, as well as what they do and cause you to endure, does not testify to your inferiority but to their inhumanity and fear.† Illustrating that don’t go out and around causing violence go out and spread the idea that racism. In retrospect towards the end of Martin Luther King Jr. career he swayed more to the radical spectrum while James Baldwin stated where he was to begin with. Which with those actions determined that James Baldwin was observing it all trying to go for the love thy neighbor approach. Secondly Malcolm X and James Baldwin are both extremely far from one another on their views of action. Malcolm X was swayed to the ideas of I want freedom and I want it now hence the â€Å"ballet or the bullet† slogan that swept the nation. In retrospect James Baldwin agreed with Malcolm X’s statements just not how he goes on and delivers them. Predominantly, â€Å"The only way without

Understanding The Work Culture Samples †MyAssignmenthelp.com

Question: Discuss about the Understanding The Work Culture. Answer: Introduction People around the world are getting closer due to Globalization. This is affecting the organizations on a large scale. This phenomenon does alter the available business opportunities overseas. The growth in developing countries is an important aspect in terms of business expansion. Operating a business across geographical and cultural boundary is often difficult for the business organization (Harzing and Pinnington, 2010). With the widespread use of technology and an ability to communicate, and a wide market,International Human Resource Management has become a gigantic issue. As a business expand into a foreign market or hire employees from a different cultural background, they face issues relating to the employee law and tax liabilities. Compliance with the international law is a tough task for a HR manager due to increasing complexities. In this situation, it is recommended to keep knowledge of the legal requirement and business operation to mitigate the complexities. The report is based on the Number 2 Faction that supports a tailored organizational culture (i.e. there is no particular size that fits idea). HRM staff has to manage the activities while expanding the business. Indian and Australian wok culture is completely different. While setting the business goals, it is important to set the different HRM policies in order to organize the activities appropriately(Armstrong and Taylor, 2014). It is tough for the company to imbibe the working culture of some different country. Instead, they must try to focus efforts on managing the business function through the local culture. This will help the employees in understanding the work culture in a proper way. This will reduce the training cost, hence increasing the overall productivity (Berman, et al 2012). Australia is a pioneer of Western Culture. They foster an open environment as compared to the other Asian countries. India has a conservative work culture with a wide range of talent. The difference in culture creates a need to implement a mixture of both the Asian and Western work culture (Beugelsdijk, 2008). Situational Analysis In the given situation, the major issue is to maintain cultural diversity. Working with people belonging to a different cultural background and lifestyle means adapting new work style and Ideas. The pre-notion concerning one idea fits all no longer accumulate. To gain competencies and relevancy, it is evident to manage the employees on the basis of their experiences. Being open to new technology and style will add positive impacts on the organizational cultural diversity. The up-bringing of employees living in India will be different from the one living in Australia. Rigid HRM policies are destructive for the organizational growth and development. The given situation differentiates the HRM practices followed at different countries and how it impacts the HR policies. The report further focuses on the approach i.e.: Different approach for every country. In this way, it is possible to manage the HRM functions in an effective way. Essential ingredients of internal Dispute management system Effective integrated conflict management system Effective integratedconflict management system allows in preventing, identifying, and resolving all types of problems. There can be issues in relation to the "non-hierarchical" disputes between employees or between managers. This can affect all persons in the workplace Effective integrated conflict management systems is important for managing culture good faith and encourages resolution of conflict. The Integrated conflict management systems helps in providing multiple access points. In this way the Employees can readily identify and access an individual whom they trust for advice. Effective integrated conflict management systems gives multiple options for addressing conflict, giving employees the opportunity to choose a problem-solving approach in order , to seek fortitude and enforcement of rights. In order to achieve an Effective integrated conflictmanagement systems provide necessary systemic support in case of conflict. This is important for managing the dispute to access multiple options and promote competence The dispute management system looks after conflicts at the workplace without sufficient training, tools, outlets, or support. There is a different mean to manage the conflict taking place in different country. The conflict and distress at the offices in the India and Australia has to be managed in order to manage the adverse consequences. The employees need to be managed with an effective system that focuses on managing the dispute taking place at different level. This will escalate their concerns to channels outside the company. Process to implement the conflict management plan Benefits and compensations The benefits and compensation are to be given as per the standard of living. Multinational companies are expanding business in India due to liberated policies and cheap employees. While comparing it with Australian economy, the cost of living is high. There will be a difference in compensation packages. This will be the major concern. While deciding on the compensation packages, a special consideration needs to be given to these factors. Benefits and compensations are important for an individual and forms to be an important part of HRM policies. The main notion behind this concept is to provide employees with a work-life balance. This is considered to be an important part of international Hrm policies. Multinational companies need to absorb the local culture in order to grow effectively. Implementing the changes at a local level will ultimately reward the international HRM (Collings and Mellahi, 2009). Training and development Training includes, an in-house seminars and meetings designed to give employees with a better idea to grow. Professional development classes are important to develop a network among people. It tends to give competency regarding a particular idea. Professional development of the employees allows in managing global marketing and international business issues (Dessler, 2009). This completely depends upon the changes that are introduced in an organization. Sometimes it is tough to provide training to the employees. The purpose is to manage the organizational activities in an effective way by meeting the requirements of the employees. The training program has to be made in accordance with the employees working in the organization. The training and development pattern in both the countries is different. India working culture is different consequently. India is a multilingual, multi-ethnic and pluralistic society. There is a gap in cultural between North and South India. Hence it is suggested to develop HR training program as per the locality. This will help in dedicating the efforts in a better way (UK India Business Council, 2017). The work culture in Australia does resist changing. It is tough to implement changes in the organization (Macmillan and Dowling, 2008). Though training structure need to be made according to the organization. It is important to understand the needs of employees and to structure the training process accordingly. In this way it is possible to gain competencies (Dowling, 2008; Mou, 2017). Technological advances Technological advances do have an impact on HR business practices. An Improvement in technology has brought a drastic change in the approach to the various venture and the situations that guide the organizational regulations (Boxall, Purcell and Wright, 2007). There is a technological difference in both the countries. India is a developing country with limited access to technology. Resistance to change in technology is very common. People are mostly accustomed of using labor intensive technology (Birdi, et al 2008). In case of change in the organization, there can be resistance to adopt the new technology. Australia is technologically advanced. They are mostly influenced by the western culture. Business is carried with technological services. However there are problems in managing the changes at the fast moving technology. In a globalized business environment, product life cycle has reduced to months asking for a fast delivery of services. For a Multinational organization it is becom ing important to speed up the services (Boselie, 2010). Consumers today want services at the speed of thought. It has become an important to work in congruence with the world. The decisions regarding the real time are immediate. With the impact of technology, there is an increasing role of communication between businesses located in different countries. This is an important parameter to access information and knowledge to make an effective decision making (Boxall and Purcell, 2011). This is the time to integrate the functionally and geologically separate units through cooperation of the entire workforce by the process of effective communication. There is a growing need to systematize, motivate, deploy, enable, measure, and reward the value-operational work. This will gradually help in understanding the culture to gain competitive advantage. There must be an effective communication in order to locate cultural difference. It is through a clear understanding that the difference between the two countries in terms of culture diversity and value- system can be managed in an effective way. Those managers can effectively communicate with the employee international horizon and accomplish business goals. Workplace Diversity With the fusion of talent oversea, an organization can faced vivid challenges in managing the talent. The risk of losing talent to the competitors is very high. This is affecting multinational companies who are working globally on a large scale. The problem is related to management of employees with a different ethical belief and behavior. HR manager need to be watchful and employ a Think Global, Act Local approach to mitigate the problems. India has enactments divided into 5 broad categories: Working Conditions, Industrial Relations, Wage, Welfare and Social Securities. These enactments are based on Constitution of India and the resolutions taken in ILO Conventions from time to time. The workplace diversity is managed by following the law, rules and regulations established. Companies investing in India have to take care of the legal obligations. Whereas the Australian Employment law is guaranteed by generous leave entitlements and an exclusive legal framework characterize Australian employment law. The interesting aspects of workplaces in Australia are as follows: Modern awards, enterprise Agreement, parental leave for 24 months, Long service leave etc. Hence, while framing the HRM policies individually, it is important to look into the issues faced locally. This will help in establishing effective changes in order to implement HRM functions. There is already certain level of differences in the work culture and business functions (Bratton and Gold, 2012). Conclusion As discussed above the dominant issues and challenges faced by HR mangers and organization are related to management of diverse workforce. The primary work by the HR is to expand sound organizational structure with well-built interpersonal skills. Training employees is an important concept of globalize human resource management to give better results in the global organization context. The changing working environment is creating issues for the HR department is to manage the functions in order to gain market competency. There is a vast difference in managing the business activities in a diversified environment. For the purpose, it is the responsibility to manage the business functions. The work culture in Australia is different from that of India. The only way is to design the structure with the help of an effective training process. This will help in managing the business activities in an appropriate way. As a business expand into a foreign market or hire employees from a different cultural background, they face issues relating to the employee law and tax liabilities. For a business expanding its work in Australia and India, it is important to understand the work appropriately. Benefits and compensations are important for an individual and forms to be an important part of HRM policies. Hence, it is possible to gain efficiency by developing an effective business plan to gain competency. The report focus on the use of Number 2 Faction based on tailored organizational culture and needs (i.e. there is no particular size that fits idea) References Armstrong, M. and Taylor, S., 2017. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Armstrong, M., 2011. Armstrong's handbook of strategic human resource management.Kogan Page Publishers. Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource management in public service: Paradoxes, processes, and problems. Sage. Beugelsdijk, S., 2008.Strategic human resource practices and product innovation. Organization Studies, 29(6), pp.821-847. Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C.B., Wall, T.D. and Wood, S.J., 2008. The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61(3), pp.467-501. Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-Hill Education. Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.Dowling, P., 2008. International human resource management: Managing people in a multinational context. Cengage Learning. Boxall, P.F., Purcell, J. and Wright, P.M., 2007. The Oxford handbook of human resource management. Oxford University Press on Demand. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Collings, D.G. and Mellahi, K., 2009. Strategic talent management: A review and research agenda. Human resource management review, 19(4), pp.304-313. Dessler, G., 2009. A framework for human resource management.Pearson Education India. Dowling, P., 2008. International human resource management: Managing people in a multinational context. Cengage Learning. Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage. Mou,Q.2017. Australian employment law: 10 key features. Online, Available at: https://www.personneltoday.com/hr/australian-employment-law-10-key-features/ Accessed on: 6 October 2017 UK India Business Council,2017. BUSINESS CULTURE IN INDIA Online, Available at: https://www.ukibc.com/india-guide/how-india/business-culture/ Accessed on: 6 October 2017

Mystery Genre Definition, Characteristics @ Elements Essay Example

Mystery Genre: Definition, Characteristics @ Elements Paper Mystery genre A type of fiction in which a detective, or other professional, solves a crime series of crimes. It can take the form of a novel or short story. This genre may also be called detective or crime novels. General plot The main plot, or key events, in a mystery novel or short story focuses on the crime that needs solving. Protagonist Or central character, is the detective, and the rest of the characters are usually the suspects. Foreshadowing A literary device that hints at events to come, as well as plot twists and suspects motives. Alibis Which support suspects whereabouts at the time of the crime Tropes Also known as figures of speech, or other plot-related tools in mystery stories, such as foreshadowing, suspense and inference gaps. They may also hide evidence or try to distract readers with red herrings. Suspense Details about the plot are obscured to create tension and leave both the characters and reading audience lingering in uncertainty. Inference gaps The audience may have to fill in gaps in the story to solve the crime. For example, they may ask themselves questions and find story-related connections in other details. Hidden evidence Author may present seemingly unimportant details, but they really offer clues to the crime. Red herring The author may use deliberately misleading clues to throw the reader off track.