Evidences Essay Example | Topics and Well Written Essays - 1500 words

Evidences - Essay Example 79). The principle also posits that the more violent the contact, the higher the possibility of the transfer and that a person’s body, including his clothing, is a rich source of trace materials that he accumulated from contact with things, persons and places. The main advantage of trace evidence is that their microscopic nature allows their transfer from one surface to another without detection by the naked eyes. However, trace evidence are not treated with equal weight when presented as evidence in courts but their value are considered on a case to case basis. Trace evidence include, among others, fingerprints, DNA, hair, lint from clothes, scratched paint, broken glass and dirt in shoes (Mozayani & Noziglia 2006 p 265). Trace evidence are processed in the laboratory by a trace evidence analyst, also known as a forensic scientist, and these microscopic evidence are characterized, identified and compared with other trace evidence in other cases, and introduced in court to comprise the evidence of a party (Houck 2003 p 1). Before they are processed however, they need to be collected carefully from the scene of the crime. It was Locard who recommended that trace evidence that can be seen by a magnifier should be collected using tweezers or needles and placed in folded paper packets. On the other hand, garments or clothing can be scraped, brushed or shaken for trace evidence over clean paper. When trace evidence are completely invisible to the naked eye, Dr. Max Frei-Sulzer of the Zurich Police Department Crime Laboratory recommended using tr ansparent tape over the suspected area as a means of lifting the trace material. The same method of tape lift, albeit of a different type, can be used on gunshot residue (GSR) particles. GSR are examined under a scanning electron microscopy (SEM) which are collected from the hands or clothing of the suspect, particularly in areas where the gun made contact after it was fired (Mozayani & Noziglia 2006 p 266). The

Water-soluble tissue paper Research Example | Topics and Well Written Essays - 1250 words

Water-soluble tissue - Research Paper Example It also includes the marketing strategy of water soluble tissue paper for Qatar. Power of Buyers: The power of buyers can be described by the switching cost involved in shifting from one brand to the other. The tissue paper industry is saturated with several well established manufacturers like George Pacific, Kimberly Clark, SCA, P&G, etc which offers water soluble tissue papers (SCA, 2014). Thus it gives the customers a lot of options to choose from. Moreover due to high availability and competitive pricing it is even easier for the buyers to switch between brands. As a result the rival company goes into a price war by offering lower or discounted price in bulk to attract more customers. Thus the influencing effect of the buyers on the pricing suggests that the power of buyers is high. Power of Suppliers: The tissue paper manufacturing companies procure the raw materials like recycled paper pulp, chemicals adhesives, etc from global suppliers (Carlsson et al, 2006). Although the availability of suppliers are high in the industry, but the supply often fails to meet the market demand. The low supply of raw materials is due to low availability of recycled paper and high regulation over deforestation. Thus the overall supplier’s power is moderate. Threat of new entrant: Entering into the soluble tissue paper industry, a firm does not require high capital investment, as the cost of raw materials and other production costs are relatively low. Moreover, in the tissue paper market, the concept of water soluble tissue paper is a relatively new. Thus any new entrant will have an early mover advantage. This as a result leads to low barrier to entry in the market, which increases the threat of entry of new brands. Thus the overall threat of new entrant is high. Threat of Substitutes: A substitute product is defined as any product

Current Theories And Models Of Leadership Management Essay

Current Theories And Models Of Leadership Management Essay According to Adair a leader needs to exhibit certain attributes/qualities/characteristics in order to effectively exercise their leadership functions. These are: Group Influence a leader must generate willingness to achieve desired goal or objective. Command a leader must decide upon a course of action as quickly as the situation demands and to carry through with a firmness and strength of purpose. Coolness a leader must remain composed under testing or trying conditions. Judgment a leader must possess the ability to arrange available resources and information in a systematic and commonsense way to produce effective results. Application/ Responsibility a leader must demonstrate sustained effort combined with a degree of dependability in order to complete a task or achieve an objective (Kermally 2005). Although leadership trait theories are popular, it is viewed by many as very simplistic. There are those that argue that trait theories attribute the success of leadership solely to his or her personality and physical traits or characteristics without regard to the situational context. The trait approach is considered too simplistic as an explanation of the complex leadership phenomenon. Transformational Leadership Theory One of the most popular theories of leadership is Transformational Leadership theory, which was the focus of the works done by Bennis and Nanus (1985), Tichy and Devanna (1986) and Kouzes and Posner (1987). These writers were interested in leaders involved in major changes, operating from the top of the organization. All three pairs utilized relatively small, nonsystematic and non-representative sampling. Evidence has accumulated that transformational leadership can move followers to exceed expected performance. Tesco is considered as the most successful retail company in the United Kingdom. The success of Tesco was heralded by the appointment of Terry Leahy as the Chief Executive Officer. Leahy is considered as a visionary leader who led the company into a series of organizational changes that aimed for the company to become more customer-focused and to develop the companys workforce. Terry Leahy is revered as an excellent leader. Leahy was reported to say that he believes that the success of a leader depends upon maintaining a happy workforce. According to him, there are four things that a leader must provide to his workers and followers to satisfy and motivate them. These are: v  Ã‚  A job that is interesting to do v  Ã‚  A chance to get on in life v  Ã‚  To be treated with respect v  Ã‚  A boss who is some help and not their biggest problem Leadership Model: Bases of Power One of the most popular models of leadership is bases of power. The five bases of power model was introduced by French and Raven in 1959. There are basically two groups of power bases according to French and Raven (1959). These are personal (expert and referent) and position (legitimate, reward and coercive). The French-Raven model attempts to answer the question: What is it that gives an organization, group or individual influence over others (Shannon, 1996). Coercive power this refers to the idea that power can be wielded in a manner that creates fear. Reward power this is the ability to control rewards or positive reinforcers within an organization. Expert power this is power that stems from the leaders possession of special knowledge or expertise. Legitimate power this power stems from the leaders position that gives him or her right to exercise power. Referent power this power stems from the subordinates respect, liking or a feeling that the leader can provide psychological rewards or advancement. Among the five bases of power, there are three bases in which the success of Terry Leahys leadership is founded. These are legitimate power, expert power and referent power. Legitimate power stems from an individuals position within an organization and their right to require and demand compliance from subordinate. Legitimate power is a formal authority delegated to the holder of the position. Legitimate power was achieved by Leahy when he ascended as the CEO of Tesco. Through his position, he is able to lead the companys people. Expert power may include communications, interpersonal skills , scientific knowledge and so on. Such expertise is very valuable but specific to a task. It is based on the perception of the leaders ownership of distinct superior knowledge, expertise, ability or skill. Terry Leahy immediately joined Tesco straight after graduating from the University of Manchester Institute of Science and Technology (UMIST) in 1979. He entered the supermarket chain as a marketi ng executive, was appointed to Tescos board of directors in 1992 and by the time he was 40 he had worked his way up to become chief executive in 1997. His wide experience in the company makes him very knowledgeable of the company, its customers, and its operations. His years of experience in the company makes him a possessor of valuable knowledge of the company, its operations, customers and industry. Referent power is based on group members identification with, attraction to, or respect for the leader. It is a leaders charisma and interpersonal skills which causes subordinates to gain a sense of intrinsic personal satisfaction from the identification of being an accepted follower. Leahy is a very popular leader among his follower. This is because he motivates them and constantly empowers them. He is also charismatic. Leadership Model: Action-Centered Leadership John Adair is one of the most influential leadership gurus. He became the worlds first Professor of Leadership Studies at the University of Surrey and is regularly cited as one of the worlds most influential contributors to leadership development and understanding. Adairs leadership work is written in a hugely rich, detailed and insightful manner that reflects his string academic interest in both modern and classical history. Adair is most famous for his Action Centred Leadership (ACL) model of leadership. The ACL model is represented by three interlocking circles encompassing the following: 1. Achieving the task 2. Building and maintaining the team 3. Developing the individual (Thomas 2005). Two of the main strengths of Adairs concept are that it is timeless and not culture or situation-dependent. A third strength of Action-Centered Leadership is that it can help the leader to identify which dimension of the organization or team needs to be strengthened in order to achieve its goals (Kermally 20005). One major criticism of Action-Centred Leadership is that it takes little account of the flat structures that are now generally advocated as the best organizational form. Action-Centred Leadership is also criticized for being authoritarian, applicable in a rigid, formal, military-type environment, but less relevant to the modern workplace, where the leadership emphasis is on leading change, empowering, enabling, managing knowledge and fostering innovation (Chartered Management Institute 2003). Perhaps one of the weaknesses that the critics of the Action-Centred Leadership is that it does not fit the modern organizations. Action-Centred Leadership tends to focus on the hierarc hical structure of the organization. It is applicable in organizations that are highly authoritarian. Impacts of Leadership Styles on the Organization and Its Sub-Units   Leadership style according to Rosen (1989) refers to the characteristic pattern exhibited by a leader on the process of decision-making and exercising authority. There are two types of leadership that I want to discuss. These are autocratic and participative leaderships. In an autocratic style of leadership, the group or organization is managed under the authoritarian leader. The participative leader on the other hand, possesses the same power as the autocratic one. However, a participative leader chooses to exercise his power differently during the policy-making and work-role assignment phases of the group action.   The appointment of Terry Leahy as the CEO of Tesco marked a new era for the company. Leahy adapted a participative style of leadership wherein the employees are given voice in the decision-making process. The CEO also gives emphasis on the importance of appointing many leaders to handle organizational process. The organizational structure therefore became more flat where the roles and responsibilities of everyone are clearly stated. Leahy delegates leadership roles to individuals in the organization in order to ensure that the company, with more than 300,000 employees, operates effectively. The leadership style that is manifested by Terry Leahy and is imitated by the leaders in the company has changed the structure of the company. The company has adapted an organic for of organization. An organic system is characterized by low to moderate use of formal rules and regulations, decentralized and shared decision making, broadly defined job responsibilities, and a flexible authority s tructure with fewer levels in the hierarchy. An organic structure is more appropriate to those organizations where there is a need to be innovative. The pressure of innovation suggests a structure that can respond to environmental variations rapidly so it is necessarily loosely defined and flexible. The organization tends not to be formalized nor are roles too closely structured (Salaman 2001, p.106). Organic organizations are stratified primarily in terms of expertise, and leadership accrues to those who are the best informed and capable. There is much more commitment to the organization, with the result that formal and informal systems become indistinguishable. A framework of values and beliefs, much like those characterizing a profession, develops that becomes an effective substitute for formal hierarchy (Miner 2002, p. 449). The company has adapted a simpler and flatter organizational structure. Task 2: Current and Future Requirements Current Requirements  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  In order to remain successful in todays highly competitive business environment, many organizations are coming up with strategies to tap the full potential of their human resources. A companys people can be a source of competitive advantage. This is philosophy behind employee empowerment and participative management. Employees are now seen as partners. Because of this, organizations are giving more power and responsibilities to their people. Employee empowerment and participative management will increase productivity, give rise to better decisions, improve employee morale and job satisfaction, elicit greater commitment among employees, encourage flexibility, make employees adapt to changes faster, improve communication and increase employee trust.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  One of the current requirements of leadership in Tesco is the development of participative management skills in leaders. The leaders at Tesco need to possess the necessary skills in order for them to practice participative leadership properly. The skills that the leaders must possess are: 1. Interest and concern 2. Communication 3. Conflict resolution 4. Negotiation 5. Compromise 6. Synergy 7. Flexibility   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Participative leadership is a leadership style which involves members of a group, sub-unit or organization identifying essential goals and developing procedures or strategies to reach those goals. Implementing participative management will also help the company to develop people in the organization to become leaders. Through participative management, people in the organization are encouraged to take part in decision-making, express their ideas and to showcase their talents and skills. The discovery of hidden talents and skills will not only help the group, sub-unit or organization reach their goals it will also alert the organization to people within the organization who have the potential to become leaders. Future Requirements   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One famous contemporary writer on leadership is Warren Bennis (1994). He believes that a leader must have a direction, he must earn the trust of his followers, he must kindle hope and optimism, and he must be results-driven. On the other hand, James M. Kouzes and Barry Z. Posner (1987) believes that a leader must   seek to challenge and improve the process, inspire a share vision, enable other to act, act as s role-model, and encourage the heart of the followers. The future leader must not only focus of achieving the task. He must also learn to develop his people. He needs to learn the value of motivation. The future leader must know how to motivate using monetary rewards and he must also use psychological and emotional rewards to motivate his people. The future leader must find the balance between task-orientation and relationship-orientation. On the one hand, he needs to lead his people in achieving their shared goals and objectives an d on the other hand, he must be able to build strong relationships with the people around him. The importance of emotions must also be recognized.   Task 3: Proposals for the Development of Leadership 1. On-the-Job Learning The company must recognize that the primary place for leaders to learn is on the job and on the line. In order to the company to help leaders learn within the organization, educational facilities must be established inside the organization. The company needs to appoint educators that will educate and develop leaders in various countries and places where Tesco is operating. The organization must institute a Corporate Education department that will be under the HRM department. Within the Corporate Education, a Business Leadership Development (BLD) must be established. This group will focus on executive development and overall leadership development, and it will also be responsible for all training specific to leadership. Business Leadership Development should be used to come up with systematic ways to build the capabilities of Tescos business leaders. The emphasis of the BLD process must be to provide development opportunities at key transition points in individuals careers. To accompl ish this goal, a curriculum must be designed and must be operate under the following principles: Based on real problems and strategic initiatives Linked to business objectives and company values Segmented by customer needs Sponsored by CEO and senior executives Comprised of global content and delivered worldwide Based on validated competencies for success 2. Leader Sponsorship Another strategy to effectively develop leaders is through sponsorship. Through sponsorship, senior executives in Tesco will sponsor and will actively participate in leadership development. Example of leader sponsorship activities are involvement of senior executives in management conferences and facilitating dialogue sessions after a leadership development program. Senior executives can also facilitate panel discussions. Through sponsorship, Tescos successful leaders will be able to share and to instil the characteristics, skills and attributes of effective leaders to the future generation of leaders. 3. Leadership Development and Review In order to identify, evaluate, and develop future leaders, Tesco needs to come up with a list of competencies that is needed to become an effective Tesco leader. These competencies can be used as criteria in leadership development. These criteria will also be helpful in providing content for the leadership and management assessment processes, through activities like self-assessment, multi-score feedback, and assessment simulations. They will help identify and qualify external executive development resources. 4. Corporate Universities It is important for Tesco to realize that their most important assets are human capital and the know-how that reside in the minds of the employees. With this realization, the company needs to establish a corporate university. A corporate university links employee learning to overall company strategy, and as a result a corporate university will become a connective tissue for the organization. 5. Developing Emotional Intelligence among Leaders One important development area which must be focused on is emotional intelligence. Future successful leaders need to recognize and learn to influence the emotions of the people around them. An effective leader must have a high level of Emotional Intelligence. Dubrin et al (2006) identifies five factors of emotional intelligence. These are: 1. Self-awareness the leader of the future must be able to understand his or her emotions and how these affect other people. 2. Self-regulation the leader of the future must be able control his emotions and react with appropriate emotion in every given situation. 3. Motivation money or status is not the only motivating factor for a successful leader in the future. He finds fulfillment and satisfaction in performing his tasks. 4. Empathy the leader of the future responds to the unspoken feelings of others. 5. Social skills having effective social skills is important. The leader of the future must build relationships and networks of support. He must build positive relationships with the people around him or her.

The African-American Nightmare Exposed in Black Literature Essay

African-American Nightmare Exposed in Olaudah Equiano, Narrative of Frederick Douglass, Song of Solomon, and Push    The American Dream was founded on the concept that "all men are created equal"(Jefferson 729) and that everyone has the capability and resources to "pull themselves up by their bootstraps." The Declaration of Independence was written so Americans could achieve this dream, but was not written with the African slave in mind. The African slave was never intended to be a part of this American Dream, therefore, not capable of obtaining it. These slaves were beaten up and/or lynched by their massas with these bootstraps instead of being "pulled up" by them.    Even after the signing of the Emancipation Proclamation in 1863, Blacks still did not have access to all of the privileges of the white world. The Jim Crow laws of 1877 constantly reminded Blacks of their second-class citizenship and also limited them to certain areas and to very few resources. Signs reading "Whites Only" or "Colored" hung over restroom doors, drinking fountains and other public places.    The dominant American Dream narrative involves voluntary participation, forgetting the past, and privileging the individual while the alternative Dream narrative of American minorities involves forced participation, connecting tot the past, and privileging the group-the traditional (extended) or alternative families. So, clearly, to the African-American, there were and still are many restrictions that go along with the American Dream.    The great civil rights leader, Dr. Martin Luther King in his famous speech, "I Have a Dream," delivered August 28, 1963 at the Lincoln Memorial during the March on Washington, D.C., supports these limi... ...Life of Frederick Douglass. 1845. The Classic Slave Narratives. Ed. Henry Louis Gates, Jr. New York: Penguin Group, 1987. Equiano, Olaudah. The Life of Olaudah Equiano. 1814. The Classic Slave Narratives. Ed. Henry Louis Gates, Jr. New York: Penguin Group, 1987. Hughes, Langston. "Dream Deferred". Literature, Reading Fiction, Poetry, Drama & the Essay. 4th Edition, Published by McGraw Hill, 1998. Jefferson, Thomas. The Declaration of Independence. 1776. The Norton Anthology of American Literature, 4th ed. v.1,ed. Nina Baym et al (NY: Norton, 1994), 729. King, Jr., Martin Luther. "I Have a Dream." A Testament of Hope: The Essential Writings of Martin Luther King Jr., Ed. J. M. Washington. Harper & Row, 1986. 217, 219. Morrison, Toni. Song of Solomon. New York: The Penguin Group, 1977. Sapphire. Push. New York: Vintage Contemporaries, 1996.   

MBA for engineers

The time duration and requirements for the degree vary around the world but the main requirements include a few years work experience. It varies from 2 year programs to a 3 year program depending on the time one can give to it. Generally people opt for the degree after non technical degrees in order to enhance their job perspectives and get promotions at their current jobs. The MBA trend at one point fully saturated the job market with such graduates. This caused a shift/ decline in the MBA trend which was picked up a few years back with engineers opting for MBA instead of their regular Master programs.Opportunity cost of a MBA degree: The total cost of an MBA, inclusive of tuition as well as two years of Oregon salary, has risen to ‘four times the post-degree starting salary in the past 10 years† according to Fortune magazine. And in the case of Stanford Graduate Business School, for example, Pedestrians calculates the total cost to be â€Å"a whopping $351 ,662. † Full-time Mambas, however, at least have the luxury of being able to focus on their studies exclusively and have unrestricted access to all the program's resources (including career services).Part-time MBA programs are more affordable financially, but their principal cost is even more finite – time. For these students juggling work and school eaves very little time for having a social or personal life. The degree also takes longer to complete; typically three years in the United States. In addition, some MBA programs restrict on-campus recruiting to those with full-time status, and part-time students may not have access to all the programs or classes afforded their full-time counterparts. Executive MBA students, like their full-time counterparts, are able to complete their degree In two years.Admission, however, is usually restricted to applicants with more than ten years experience (Topmast. Coma's survey determines the average age of students to be 37). The MBA is also th e most expensive degree to obtain on the basis of tuition alone; for example, in 2012 the tuition to attend Wharton is $1 71 , 360. For most people, this is cost-prohibitive if their employer is not sponsoring the education. And, like part-time MBA students above, MBA students still have to wrestle with the time management problems of attending school while working full-time.Is MBA worth it for Engineers: When people have gone as far as they could with their present education, they have two options. Either they get an advanced degree or a similar degree as the previous one. This may be the answer to the people who want to untie working the same type of work and would like to continue in the same aspect of their career. But on the other hand, they have a second option and that is to get an MBA degree which will allow them to move up the career ladder. A lot of engineers wonder if they should seek an advanced engineering degree or an MBA degree.The answer to the question lies with the future goals of the individual. If they plan on Opening their own business one day, an MBA degree would be a valuable asset to them. Since looking at technical aspect of their degree is important for the business as well but the business requires more than that. It teaches how to look at technical skills from a business point of view and market the skills to prospective clients. Since one of the skills taught in an MBA is financial skill, it helps the technical background graduates manage their business with a keen sense of the market.Engineers excel at being able to stay focused and solve problems with a limited set of resources in a logical and practicable manner. When coupled with the ability to â€Å"talk the language of business† this combination is invaluable to an employer. On the value of the MBA education, Didgeridoo explained that there is a need for people who speak both the technical engage as well and the C- level language. Since engineers are given a problem st ate, a set of limited resources and are told to find a way out from the very beginning, they are able to work more effectively in MBA.He also said that his engineering background gave him a huge advantage in non technical fields while he was in his MBA program. Putting himself among people with non technical background, he realized that he had an overall advantage by allowing him to think like an engineer, having the language of an MBA. In a Wall street journal article, written by a Havana strategy roofless Julie Wolf, it was mentioned that with there maybe implications for middle managers looking to advance their careers but are being held back by the lack of managerial skills/ experience.Also in it, it was mentioned that corporate succession plans might favor functional experts who have managerial capabilities and at least general managers who are willing to work with the highly technical/ specialized counter parts. A candidate with both the technical expertise to understand the n uts and bolts of the product development cycle as well as the ability to see the wider marketing or striation picture is highly desirable. If you are looking to move â€Å"out of the lab coat† and into the corner office, obtaining an MBA may be just the ticket.If one is a candidate with the technical expertise to understand the mechanics of product development as well as see beyond the current market picture is available, then that candidate will be high desirable. Also if someone is looking to change their careers or move out of the laboratories, MBA might just be the ticket for it all. Since engineers overall act as managers at times, one can easily think about shifting the career focus if they think they have cached their maximum promotion level with the engineering degree.Some times it is not all about doing your own job but about getting others jobs done. This is one of the basic managerial skills which is learned outside an MBA degree. Having an MBA degree just provides valuable skills and a chance to shift the career away from the technical field towards managerial roles or acting as a bridge between the technical and non technical people. This characteristic is one of the most desired in the market currently since the HRS department requires technical assistance from time to time. Having both the kills can enable anyone to bridge the gap and earn more than before.For engineers, there is hardly anything challenging in the MBA program as they have already come from a curricula which involved a lot more technical study and advanced mathematics than a regular MBA program. Contradictions to the choice: People when asked about the requirement for promotion to management positions often reply that experience is the single most important factor. But according to Jay Rogers of Rangelands Engineering says that placement requests for an MBA graduate are as low as 0. 6% as compared to Engineering Masters degree and BBS in Engineering which comes close to 1. % and 97. 7% respectively. Also according to the same dataset applied above, the average salary of an MBA is less than that of an Engineer. So we can say that MBA can open some doors but engineering have fewer doors and choices which is why the salaries are high A lot of companies also believe that MBA is an expensive hire. Software and computer engineering is one area that is dominated with the startup culture with the idea that MBA is a hindrance instead of a help. A lot of companies also hold bias against the Mambas and how they try to run organizations.Similarly, top companies who have understood the importance of an MBA tend to hire people from the top schools. So if someone wants to shift careers, they will have to choose the top MBA programs since top companies have an image to take care of. On the other hand, people who just want to enhance their job skills or shift their positions in the same organization they are working in, any MBA degree is acceptable. It all depends on how one visualizes their future and what do they expect from the degree since all that is taught in an MBA program is something that you an learn by studying a few good books on the subject.MBA culture in Pakistan: MBA picked up the trend relatively late as compared to the rest of the world. By the time the trend of engineers opting for an MBA was picked up in Pakistan, the market was already saturated with the traditional Mambas. The engineers, who picked up the trend wanted job enhancement and promotions in their respective jobs. The study further details about what prompted the trend to emerge in Pakistan. According to the research we did, we came across two major reasons why people were opting for an MBA.

Devotion of Love

Love is unreasonable. It makes us suffer and leads us to unexpected decisions. Love gives us enough power to fight, making us powerless against our desire to produce an impression on others. Whether we love our parents or our friends, we nevertheless feel the need to prove the relevance of our feelings to others. James Joyce’s Araby and D. H. Lawrence’s The Rocking Horse Winner teach us to be more attentive to what we usually call love.The two stories shape the two different visions of love: while Joyce’s love borders on arrogance, Lawrence’s feelings border on insanity, both leading to spiritual frustration and physical self-destruction. Love is always surrounded by illusions. In both Araby and The Rocking Horse Winner, love is associated with frustration, which comes as a result of dreams which never come true. â€Å"Every morning I lay on the floor in the front parlour watching her door. The blind was pulled down to within an inch of the sash so that I could not be seen.When she came out on the doorstep my heart leaped† (Joyce). Really, is there anything better than seeing a wonderful girl across the street and dreaming about her beauty? These dreams however, are shaped in ways that do not provide the protagonist with a single chance to make them true. The situation is similar with Lawrence’s boy Paul, who vainly tries to protect his mother from financial problems. â€Å"He went off by himself, vaguely, in a childish way, seeking for the clue to ‘luck’.Absorbed, taking no heed of other people, he went about with a sort of stealth, seeking inwardly for luck. He wanted luck, he wanted it, he wanted it† (Lawrence). In his trying to find consolation in gambling, Paul looks very similar to Joyce’s character. In the bazaar or during a horse race, both position love as the object of trade, and the success of their spiritual strivings depends on their ability to earn or purchase a certain amount of material values. That these materialistic strivings are initially doomed to failure neither Joyce, nor Lawrence can conceal.They turn these material sensations into an effective literary instrument with the aim to prove and confirm the eternal truth: love cannot be bought; nor can it be sold. The tragic mistake which Joyce’s impersonal character and Lawrence’s boy Paul make on their way to love is replacing the value of true feelings with the value of money. Their failures are not in that they cannot earn or buy enough to satisfy the material needs of others. Their failure is in that they initially agree to play this material game and silently accept the rules set by others.Their love makes them blind, and they obviously overestimate their strengths, efforts, and abilities to realize their dreams and hidden desires. â€Å"Paul’s mother touched the whole five thousand. Then something very curious happened. The voices in the house suddenly went mad, like a choru s of frogs on a spring evening. There were certain new furnishings and Paul had a tutor† (Lawrence). Not the tutor and not the new furnishings, but the inner voice was telling Paul that something was wrong – the voice which Paul consciously refused to hear.The same unknown voice might have been telling Joyce’s character to keep from making an unnecessary purchase. There, in the middle of the bazaar, the young boy is gradually realizing that love does have its limits – the social and material limits, which society has imposed on him against his will. Joyce and Lawrence are similar in a sense that they re-evaluate simple human feelings through the prism of social complexities. The latter make love impossible and unachievable to those, who do not have financial capital.Both characters are the victims of their own feelings. Regardless whether these feelings border on arrogance or on material insanity, they inevitably lead to moral or physical self-destruction. Conclusion For years and centuries, love was the source of literary inspiration. In case of Joyce and Lawrence however, love has become the mirror of the major society’s flaws. Limited and decreased to an object of social trade, in both stories love appears as the instrument of one’s spiritual and physical self-destruction.Both stories position love as the object of gambling, and those who love do not have any other choice, but to accept the rules of this tragic materialistic game. The two stories form the two different pictures of one feeling and teach us a good lesson: when replaced with materialism and combined with arrogance or material insanity, our feelings turn us into the prisoners of our own unbelievably unrealistic desires; and how virtuous these desires may seem, they do not give us a single chance to be loved.