Motivation

False Research in organizational behavior is based on scientific thinking, which means he proposed explanations are carefully tested and the explanations that can be scientifically verified are the only ones that are accepted. Question 5 Commonly used organizational behavior research methods Include case studies, survey studies, meta analyses, field studies, and laboratory studies. Correct Answer personality traits include extroversion, agreeableness, conscientiousness, emotional stability, and creativity.

Question 7 According to research by Rich Arrive and colleagues, family experiences are more important than experiences at work in shaping women’s leadership placement. Question 8 As a determinant of personality, heredity consists of those factors that are determined at conception, including physical characteristics, gender, and personality factors. Question 9 Extroversion, a “Big Five” personality dimension, is associated with being imaginative, curious, and broad-minded.

Question 10 In terms of Job performance, research has shown that conscientiousness predicts job performance across five occupational groups of professions?engineers, police, managers, salesperson, and skilled and semiskilled employees. Question 1 1 Emotional intelligence is one’s ability to understand emotions and manage Question 12 True Researchers have identified twenty major categories of emotions, each of which generally includes some subcategories. Question 13 Researchers have identified six major categories of emotions: anger, fear, Joy, love, sadness, and surprise.

Question 14 Self-conscious emotions come from internal sources and social emotions come from external sources. Question 15 Compared to emotions, moods are more intense. Question 16 The quality or accuracy of a person’s perceptions has a relatively minor impact on the person’s behavior. Question 17 The factors that contribute to perceptual differences and the perceptual process among people at work include characteristics of the perceiver, the setting, and the perceived.

A person’s past experiences, needs or motives, personality, values, and attitudes may all influence the perceptual process. Question 19 When a bright red sports car stands out from a group of gray sedans, this demonstrates figure/ground separation. Question 20 Selective screening occurs only through conscious awareness. Question 21 Content theories of motivation mainly focus on the physiological and psychological efficiencies that people feel a compulsion to reduce or eliminate.

The difference between a vision and a goal, one is abstract and one is concrete. Visions are essentially abstract, while setting a goal is more tangible. For an example of a vision, one would say they would like to plant a large garden that will produce a vast harvest In the spring; It will contain green beans, tomatoes and corn. This expresses an abstract desire for an outcome.

Alternatively, a goal would sound like this, this springtime a large garden will be planted and time will be set aside to spend 5 hours a week hoeing the garden so the weeds will not interrupt the growth f the vegetables. This Is a substantial goal, meaning It Is a tangible and reachable, something you physically work towards. The subject of motivation can vary. In reality you will need to set the tone for the audience, in other words, different people will perceive different issues, and will be motivated by different things.

Make sure you talk with your people regularly on a one-to-one basis to find out what matters to them. Herbage’s theory Is largely responsible for the practice of allowing people greater responsibility for planning and controlling their work. As a means of increasing motivation and satisfaction. The importance of visions is beyond dreams, It Is a statement of what or how you like things to be. Visions have a larger purpose and they share the core values that we hold at the center of our character. These core values are expressed to pave the road in the direction you want to see transpire.

If a vision has been effectively communicated with precise and detailed direction and reason, others can see your mental picture to help you attain it and gain their commitment to it. ‘The only way to lead people Into the future is to connect with them deeply in the present. The only visions that take hold are shared visions-and you will create them only when you listen very, very closely to others, appreciate their hopes, and attend to their needs. ” Souses, J. M. And Poster, 8. Z. To lead, create a shared vision. Harvard Business Publishing January 2009.

This Is another important aspect of people seeing your vision is gaining their trust first. The significance of your vision and the excitement you display will help your team know where they are headed. This leads them see and become enthusiastic about the large depiction of your Image and gives them drive for a positive outcome. Nothing was ever created without vision. The importance of goals gives something to work towards to measure both personal and professional success.

Without goals it is hard to believe in ourselves. Goals drive you forward, tells you what you truly want. Helps you achieve your desires by putting a large destination In smaller stepping stones to make it wealth a graspable reach. “Our goals can only be reached through a vehicle of a plan, in which we must fervently believe, and upon which we must vigorously act. There is no other route to success. “- Pablo Picasso. Obtaining goals within a group who trust their leadership, are far more willing to share in and work towards reaching goals.

Contribute all energies in same direction with the same outcome to have substantial results. When goals are agreed upon within a group the success will be immeasurable. The article setting. The first step talks about developing a vision. It is important to know where you are going as an organization. A leader must develop a vision with a positive attitude and be ready to present it with energy. They must also be effective in communicating that vision to their employees, who in turn will work together to achieve that vision. The second step talks about the importance of goal setting.

Arturo Cabala is the manager of my big real estate company, called MIX-elements. He was born on the 23rd February 1985 and has started his career at a very young age. While still a teenager, he has interned at companies such as Dolomite and also worked at his father’s firm to gain valuable experience. He was admitted to MIX- Investments for the position of a sales representative and has worked his way up to the administrative position over the course of 3 years. His main responsibilities as a manager include allocating others’ work and supervising his subordinates.

Some of the many positive qualities that enable him to perform well at the Job are motivation and consistency. His great organization skills help him make sure that all deadlines are met. Arturo Cabala Is a person who Is Incredibly demanding and expects everyone to put their best effort Into the tasks they are performing. However, at the same time he can maintain friendly relationships with all of his subordinates. Cabala Is a great worker with few blemishes which are overridden by his Immense assets. Even though he has his flaws, he Is someone highly recommendable. E administrative position over the course of 3 years. His main responsibilities as a the many positive qualities that enable him to perform well at the job are motivation are met. Arturo Cabala is a person who is incredibly demanding and expects everyone to put their best effort into the tasks they are performing. However, at the same time he can maintain friendly relationships with all of his subordinates. Cabala is a great worker with few blemishes which are overridden by his immense assets. Even though he has his flaws, he is someone highly recommendable.

Arturo Cabala is the manager of my big real estate company, called MIX-elements. He was born on the 23rd February 1 985 and has started his career at a very young age. While still a teenager, he has interned at companies such as Dolomite and also worked at his father’s firm to gain valuable experience. He was admitted to MIX-elements for the position of a sales representative and has worked his way up to the administrative position over the course of 3 years. His main responsibilities as a manager Include allocating others’ work and supervising his subordinates.

Some of the many positive qualities that enable him to perform well at the Job are motivation and consistency. HIS great organization skills help him make sure that all deadlines are met. Arturo Cabala Is a person who Is Incredibly demanding and expects everyone to put their best effort Into the tasks they are performing. However, at the same time he can maintain friendly relationships with all of his subordinates. Cabala Is a great worker with few blemishes which are overridden by his immense assets. Even though he has his

In a childlike vision, success is to become a teacher, a doctor, an engineer, or an architect when he grows up. Have you ever heard of a child who says he wants to be a student someday? Perhaps none, maybe because we were all made to believe that success starts with a diploma. But in a room of grown-ups, success is earning more than your neighbor does, morally or immorally, legally or illegally and the diploma never really matters. It hurts to admit that money has become the barometer of success. The more money you have, the more successful you become.

In different classes of society, success is defined and measured in number of Languishing and Ferris, in number of countries visited, in number of gadgets owned, in number of bank accounts, and to some men, in number of young mistresses. Some people Jump from one Job to another, not to look for the ones they love to do, but the ones that offer better paycheck. Some people work, not to serve but to get paid. Some people eat, not because they need to but because they want to, while in some distant places mom people never get the chance to eat.

But how do we really define success? How do we know if we are already successful? Each one of us has our own definition, each one of us has our own barometer. What makes us happy makes us successful. I remember my grandmother would always ask me to water her plants and clean her front yard, and in exchange I would be given school allowance, so I got the chance to buy better snacks than usual. And as I grow older, I get to understand that In order to get better opportunities; you have to work hard to get It.

But there was one time my mother caught me asking my grandmother for my school allowance after watering her plants, and my mother told me not to ask for any payment for every errand my grandmother asks. I didn’t understand her point then, because I watered the plants to earn my school allowance; why should I not ask for a penny If I deserve It? And Just lately I understood, not all handwork’s need to get paid, though reward comes surprisingly. And this Is how I define success; It Is achieved when your hard work rates happiness to other people whether reward comes or not.

Success Is when you earn respect without Imposing. Success Is when contentment overpowers greed. Success Is when you live with Integrity despite temptations. For you may succeed fraudulently, but you will never be proud. Success arises from downfall. Success further Is not an end but rather the climax of our day to day Journey and the beginning of another success. By gaggle buy better snacks than usual. And as I grow older, I get to understand that in order to et better opportunities; you have to work hard to get it.

But there was one time my to earn my school allowance; why should I not ask for a penny if I deserve it? And Just surprisingly. And this is how I define success; it is achieved when your hard work creates happiness to other people whether reward comes or not. Success is when you earn respect without imposing. Success is when contentment overpowers greed. Success is when you live with integrity despite temptations. For you may succeed further is not an end but rather the climax of our day to day Journey and the

Although this can be a great advantage due to the unique perspective hat people from different backgrounds bring, it can also be detrimental as well to a certain degree. This may become an issue because individuals may sometimes prefer to speak in their own native language which can lead to other colleagues feeling ostracizes. My company is composed of non-Loris Individuals that come from different nationalities. The nationals p from Argentinean, Spanish, American, and Chinese. This creates a melting pot where our Ideas are reflective from the culture that we were brought up in.

However, when my colleagues are conversing with each other, hey will often tend to speak Spanish whether It Is talking about a topic related to the company or Just friendly chitchat. Since the rest of the colleagues don’t speak Spanish, we end up feeling as If we are missing out on something. However, I have to admit that I am also guilty of this as well too certain degree. Since I can speak Mandarin, I will sometimes converse with my Chinese colleague In Mandarin. However, we do not talk about work related topics.

Rather, we converse about how our weekend went and talk about our hobbles. However, this can make other leagues feel left out who are going out to lunch with us because they are not able to communicate with us because they do not speak Mandarin. There was an Instance where my Chinese colleague and I spoke Mandarin during lunch and a colleague seemed to be confused and felt left out because she was unable to participate In the conversation due to her not knowing Mandarin. After that Incident, I became much more aware of not excluding Individuals through language.

One way to solve the Issue of language boundaries Is to Implement a new many policy that dictates that employees can only speak English during working hours. However, during lunch hours, employees are free to speak their own language to their own discretion. This would allow transparency during the work hours and ensure that all the employees In the company do not feel left out. Since lunch hours are a time where employees can do their own personal actively, speaking their own language would be appropriate.

Using English as a standard would be the most logical option because English Is one of the most popular languages and Is regarded s the business of language. Also, many Europeans have an Intermediate level of English which makes communicating with other nonetheless easier whereas It Is not so efficient the other way around. Although this may Infringe on the rights of as a whole to become more collective and create a more transparent environment. Although there are drastic options such as only allowing English during the entire time at work, this is detrimental to the company as a whole.

When companies allow only one language to be spoken at all times, this creates an almost dictatorship like ultra. If an English only rule was implemented in America, it may not be such a big issue but since this company is located in Europe where many different languages are being spoken, this would cause uproar. Furthermore, since English may not be the mother tongue of some employees, this may risk miscommunication which can lead to time and money wasted. Although a company with employees from different nationalities may bring different perspectives, language may sometimes become a deterrent towards the objectives of the company.

This is due to people feeling left UT of conversations because they do not know the language. By implanting a policy where only English can be spoken during working hours with the exception of lunch hours, this will prevent alienation. Critics may point out that this infringes on the rights of individuals, but this new policy would foster a sense of community within the company. Although this policy would potentially be difficult to enforce due to employees feeling as if they’re being coerced into a foreign language, it is imperative that companies do what is best for the objective of the company.

Dear Sir I am delighted to submit an original term paper entitled “Study of Organizational Behavior in Bangladesh Organization” by my own for consideration of participating n a part of your instruction. We previously reveal all the portion of the course – Organizational Behavior through your smooth direction, and this term paper builds from our fascinating sketch to determine the condition of behavior management through the industry in this country. In this work I tried to elaborate a abbreviated picture of behavior management in Bangladesh organization.

I believe that this manuscript is appropriate to find the satisfactory requirement of your consideration whatever you demanded. I hereby declare that this term paper is my own work and the paper has not copied from anyone. Effort and all other sources of information contained therein have been acknowledged. Thank you for your consideration. Sincerely, University of Asia Pacific. Acknowledgement First I am very grateful to my Almighty for whom I can compose this research paper successfully in due time. I am obliged to my honorable instructor, Mr..

Cadenzas Chowder under whose guidance and support, this term paper is composed with patience and sincerity. He always motivated us to work on this topic. I would also like to thank Mr.. Human Kabuki, deputy general manager of Crony Group who helps me y giving his valuable time to complete the survey in his own place. The theoretical abstract I have used in this paper is based on the text part of the course – MURMUR and on the lecture of the instructor. I also insert some theoretic division from other eBooks. Table of Content Chapter Title Page No Chapter 1 1. 1 Introduction 8 1. 2 Objective 1. 3 Methodology 9 1. 4 Limitation 1. Scope Chapter 2 Literary Study Chapter 3 Company Profile 32-36 Chapter 4 Findings of Study 37-42 Chapter 5 Conclusion Chapter # 01 Introduction Management is the set of obligations which manage an organization by planning, organizing and leading and directed at an organization’s resources with the aim of achieving organizational goal in an efficient and effective manner. In an organization every manager has to manage the organizational resources and the goal would be always as productivity. In early age the managerial role of every organization find the financial, physical and human as a tool of resources to get the goal like productivity.

But today the management of organization rethink that the human resources are not only as a tool of business. They have a colorful mind which works differently in the time of work in terms of productivity. It has to be managed to reflect a better output in terms of productivity. So from when the management starts to manage the behavior of human resources then a new theory of management was spring upped through the society of organizational management called behavior management or organizational behavior. Organizational behavior is the systematic study of human behavior, attitudes and performance within an organizational setting.

In every organization there are some people who work in it. Different people has different act of behavior. Sometimes the company is affected by these different behaviors in terms f productivity. Then it would be essential to manage their behavior by the managerial role of the organization. When they do so, then it would be called that the organizational behavior is applied through the organization. In modern time every organization need to manage the behavior of their human resources in order to survive within competition, because it has an ability to arise some extra output by the same resources in terms of productivity.

In order to provide an understanding of what goes on at the organization, we need to study about the whole animation of the organization. In this term paper I observe the managerial action of a company and find out some level of observation to identify the nature of management. The whole work whatever I performed in this study was based on the behavioral management that ponders the management of the human resources in terms of behavior to bring out a better productivity in an organization. The main objective of this study is to find out that the behavior management is applied or not in an organization in real life.

Dodo so, I had gone too very popular garment factory ;Bantu Color Tex’ the mother factory of the ;crony Group” in Marrying. This is a labor intensive industry which deals with huge number of labors in terms of management within their daily operations. In order to survey the study I had meet with their some top and mid level employee as well as managerial role especially ;Mr.. Human Kabuki” the depute general manager who assemble me with their whole management of behavior management for their workers. 1. Methodology All the information of this study was collected on both primary and secondary sources. The secondary sources were used for fixing the theoretical part of the paper and the primary sources was used to gather the information that related to the analyzing section. All the findings of the research section is animated by my own piece of study that gathered from the direct meetings with the deputy general manager of ;crony Group”. During the time of study there are some limitations which arise and biased my direction of efficiency.

First of all the time shortage was a big problem to complete the paper effectively. Secondly the unmanageable path through which I had to go to the managerial role to complete the survey. Thirdly the time of interview, this was too short to know the complete sketch about the company. And after all the immunization via; the communication via with the people during the study was in local language. So it kills my lot of time to translate their word to our program language. And I have also need to explain some basic concept of organizational behavior briefly to the manager.

During the time of the survey of this report I also face a unique problem to meet the requirements. That was the weather. The report covers the whole picture of behavior management of Crony Group. This report especially emphasizes on the different categories of the managerial role to manage the labor to upgrade the productivity. In future if any report or research paper or term paper is processed to make about human behavior management then this piece of work will help and indicate some scope to implementation in effect.

Chapter # 02 Meaning of Organizational behavior Organizational behavior is the systematic study of human behavior, attitudes and performance within an organizational setting; drawing on theory methods and principles from such disciplines as psychology, sociology and cultural anthropology to learn about individual perceptions, values, learning capacities and actions while working in groups and careful application of knowledge about how people- as individuals and as groups- act within the total organization; analyzing the external environment’s effect on the organization and its human resources, missions, objectives and strategies.

Fundamental concepts connected with Organizational behavior Fundamental concepts are basic principles that form a strong foundation for BOB. B has a set of fundamental concepts revolving around the nature of people and organizations. The Nature of People The six basic concepts relevant to the nature of people are: Law of individual differences-Each person is substantially different from all others in arms of their personalities, needs, demographic factors and past experiences and/or because they are placed in different physical settings, time periods or social surroundings.

This diversity needs to be recognized and viewed as a valuable asset to organizations. Perception- Perception is the unique way in which each person sees, organizes and interprets things based on their background of individual differences. Each person reacts not to an objective world, but to a world Judged in terms of his/her own beliefs, values and expectations. Sometimes it may lead to selective perception in which people tend to pay attention to only those things that are consistent with or reinforce their own expectations.

Selective perceptions may lead to misinterpretation of single events at work or create a barrier in the search for new experience. Managers need to recognize the perceptual differences among the employees and manage them accordingly. A whole person- People function as total human beings. People are physical, mental, social and spiritual beings and the organization actually employs the whole person rather than certain characteristics.

There are spillover effects between the work life ND life outside work and management’s focus should be in developing not only a better employee but also a better person in terms of growth and fulfillment. If the whole person can be developed, then benefits will extend beyond the firm into the larger society in which each employee lives. Motivated behavior- Individual’s behavior is guided by their needs and the consequences that results from their acts. In case of needs, people are motivated not by what others think they ought to have but by what they they want.

Motivation of employees is essential to the operation of organizations and the biggest challenge aced by managers. Desire for Involvement-Many employees actively seeks opportunities at work to become involved in relevant decisions, thereby contributing their talents and ideas to the organization’s success. Consequently, organizations need to provide opportunities to the employees for meaningful involvement. Value of the Person- People wants to be treated with care, dignity and respect and increasingly they are demanding such treatment from their employers.

They want to be valued for their skills and abilities and to be provided with opportunities to develop themselves. For performing these roles, skills required by the managers are: 0 Technical Skills- The ability to apply specialized knowledge or expertise 0 Human Skills-The ability to work with, understand, and motivate other people, both individually and in groups Conceptual Skills-The mental ability to analyze and diagnose complex situations Framing the study of Organizational behavior The study of B involves A. He Organization’s Environment B. The Individual in the Organization C. Interpersonal Influence and Group Behavior D. Organizational Processes, Structure and Design Models of Organizational Behavior Models of Organizational Behavior constitute the belief system that dominates management’s thought and affects management’s actions in each organization. It is very important for the managers to recognize the nature, significance and effectiveness of their own models as well as the models of others around them.

Assumptions about Employees- Theory X and Theory Y by Mac Gregory (1957) THEORY X The typical person dislikes work and avoids it if possible The typical person lacks responsibility, has little ambition and seeks security above all Most people must be coerced, controlled, and threatened with punishment to get hem to work With these assumptions the managerial role is to coerce and control employees THEORY Y Work is as natural as play or rest . People is not inherently lazy.

They have become that way as a result of experience People will exercise self direction and self control in the service of the objectives to which they are committed People have potential. Under proper condition they learn to accept and seek responsibility. They have imagination, ingenuity and creativity that can be applied to work With these assumptions the managerial role is to develop the potential in employees and help hem release that potential toward common objectives.

Five Models of Organizational Behavior- The five models of Organizational Behavior – Autocratic, Custodial, Supportive, Collegial and System, in the order mentioned, represent the historical evolution in management practice. Organizations differ amongst themselves in the model practiced by it. The practices may vary within the departments or branches of one organization. Also, the practices of individual managers may differ from their organization’s prevailing model because of the manager’s personal preference or different conditions in their department.

The models of organizational behavior Autocratic Custodial Supportive Collegial System Basis of Model Power Economic resources Leadership Partnership Trust, Community, Meaning Managerial Orientation Authority Money Support Teamwork Caring, compassion Employee Orientation Obedience Security and benefits Job performance Responsible behavior Psychological ownership Employee psychological result Dependence on boss Dependence on organization Participation Self discipline Self motivation Employee needs met Subsistence Security Status and recognition Self actualization Wide range Performance result Minimum

Passive cooperation Awakened drives Moderate enthusiasm Passion and commitment to organizational goals. Motivation MOTIVATION Motivation: the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal, specifically for B, toward attaining an organizational goal. Intensity: how hard a person tries to meet a goal. Direction: efforts are channeled toward organizational goals. Persistence: how long a person maintains effort toward a goal. The Motivational Framework Visualizing how motivational processes occur Need: Anything an individual requires/wants

Need deficiency: Leads to need to satisfy the need Goal-directed behaviors: Result from trying to satisfy the need deficiency Rewards/ Punishments: Consequences of the goal directed behavior EARLY THEORIES OF MOTIVATION Mascots Hierarchy of Needs Theory Figure: The Hierarchy of Needs Adapted from Abraham H. Moscow, “A Theory of Human Motivation,” In this, perhaps best known (and least supported) of all motivational theories, Abraham Moscow proposed that there are five levels of human needs. As each of the lower level needs are satisfied, the next unsatisfied need becomes dominant.

Satisfied needs no longer motivate, only unsatisfied needs motivate people. Physiological: lower order need, includes hunger, thirst, shelter, sex, and other bodily needs. Lower order needs are satisfied externally, through forces outside of the person. Safety: lower order need, includes security and protection from physical and emotional harm. Social: upper order need, includes affection, belongingness, acceptance, and friendship. Upper order needs are satisfied internally, that is, from within the person. Esteem: upper order need, includes internal (self-respect, autonomy, and achievement) and external

Post Colonialism Theory To understand the post colonialism theory, I believe that we must first take a brief look at how we got here. In order to reach the post era, we first must walk through the challenges and lessons of those before us. How else would the history that we have to teach us today be there, how else would we have the literature to educate us? Colonialism was all about the newer, bigger, better lands and though these lands had natives already, they were Just another obstacle. They would befriend the natives and get them to teach them the ways of the land in order to live and survive off the land.

Once they were self-sufficient, they would begin to try to conform the natives to their way of life as the proper way of life. They would teach them that they were living wrong and evil lives and would eventually turn against the natives when they did not conform to their way of life. Therefore switching roles from the colonized to the colonizers. In switching the roles of power and showing their true colors and purpose for being there, they showed their true nature for possession and power, for fear and hate.

Throughout the texts that we have been studying, we see this over ND over again in the way that these characters move in and take over. As we look at the way Galoshes was possessive of his people and his land, we see the way he did as he pleased. He was known to be two thirds god and “a tyrant. ” (Manson 15) As in those who are the colonizers, he was feared and not necessarily respected. He imposed his wishes and commands on his people and rather than living for them he forced them into submission, such as claiming his birthright, “the privilege of sleeping with their brides before the husbands were permitted. (Manson 15) as you see even now throughout the history books. It is a constant hunger for the power and desire of what is not ours that drives some. He lived this way for some time thinking that he is content until the farmer’s son brings him news of Unkind who is living in the forest with the animals as one. This is something new and undiscovered to him, but still not enough to get him totally worked up. Something untouched, something that he does not control or possess, so he sends the prostitute to see if he can disrupt it.

It is in the continued thirst for power and possession that drives him to colonize in a way even Enkindles life in the ores. Galoshes is so bored, cold or immune to what he is doing that he forgot (Mason 17) that he has even done this and continues on with his life as he has done every day before that with no regard as to what impact he may have had on this man’s life or history. The Tempest we see Prospers exiled on an island and living as the kingpin so to speak, but as we read on, it was not always that way.

He was yet another example of the colonized becoming the colonizer. He came to the island as a humble exile, fleeing with his daughter Miranda after his brother Antonio had beaten him and moved his titles, lands and wealth to teach him a lesson. He befriended an island imp named Clinical who teaches them how to live on the island and in turn Miranda teaches him to speak. Prospers magically binds Clinical as a slave after he turns on him and holds his release over his head as a continual show of power.

Where once he was liked well enough, he is now referred to as “a villain” by Miranda (Shakespeare act 1, scene 2), it is funny how the role are reversed when your usefulness has worn off and you no long hold the upper hand. The same ways Prospers holds Ariel, but he does not mind since he freed him from a much more evil master. Colonized and colonizers are switching roles and taking on roles of the others in this story. Everyone wants the power, yet no one knows how to share it because each feels that the other is less superior.

As we look at the idea that both of these men Just wanted the possession of what they were after in the story, was that truly what they were after? Are we sure they were not after something else? An author by the name of Edward Said argued that “a literary text seldom conveys only one message” (Baldwin/Quinn 10). Could it be that they were after friendship, after love, after revenge, after hatred, after immortality (whether it was to be remembered in name or to live on as a god), or was it Just to die where they came from?

So let’s explore these options a little bit more. If we look to Galoshes, in changing the steps of Enkindles life with the prostitute, Unkind comes into his own and discovers who he is as a man and not Just animal by opening his eyes to his sexual nature and not Just his annalistic primal nature. Unkind comes to the city and challenges Galoshes to a man to man battle, which shows the release of anger and hate within them. The anger and hate was battled out for so long that upon the end of the battle it says they were exhausted.

It states that when they stood, “He turned to Unkind who leaned against his shoulder and looked into his eyes and saw himself in the other, Just as Unkind saw himself in Galoshes” (Manson 24). If we look deeper into this quote from the book we see several things, we see love, we see friendship, and we could even see immortality of an everlasting soul mate. We see this love and friendship grow throughout the remainder of the story and most would say this is the main theme.

They learn together, fight together, they even defy the gods together and therefore Galoshes is forced to pay the ultimate price for his part in that with the life of his friend and soul mate. Galoshes refuses to let go of his friend and the love the shared by bringing him back and puts himself through untold pain and toil to try to find a way to do so. He says, “l have been through grief! “, “Even if there will be more of pain, and heat and cold, I will go on! ” (Mason 57, 58). It is only when the serpent steals the plant and slithers away that he realizes he too must go back to whence he came.

His search for immortality is lost. But is it? Is immortality everlasting life? Is it being known by name and story and being told over and over? Was his immortality the city that he had built and left behind as a legacy as we see him looking over in the beginning and the ending of his tale? I think that is up to our interpretation. If we take the same look at the Tempest as we did with the story of Galoshes, what would we see? We would see the love that Prospers had for his daughter Miranda and his desire to protect her from harm as he did on the island every day in is teaching and daily lessons.

We see the love that he shows to Ariel although he is under his power he is gentle toward him, where with Clinical, he is rough and hateful. Prospers is very smart and calculated about how he gets his revenge. He does well not to kill or harm anyone to achieve it and wants to have those who have wronged him apologize. He even ensures the plan by involving his naive daughter and the love that she bears or will bear for Prince Ferdinand by having them married by the sacred beings. Once Prospers proved the treachery of Alonso, Antonio and

Sebastian that had been done to him those 12 years ago and the revenge had been played out, love won over. All he wanted was to have them to hear them apologize and to be restored. This was not a tale of immortality, but again, not of one singular theme either. I suppose the argument that I could make here is that no matter how you look at these two amazing pieces of literature, there are so many different stories all wrapped up into one. It is much like our history, not matter what angle you are looking at it from, there is always someone that has another view on it or how it really appended, or something missed.

I think, like postcolonial literature, there is much to be left to the imagination in how we interpret it. I believe that what the authors had in mind when they wrote these stories was to let the stories wander and to evolve to fit what would speak to the reader and not to be one track minded. The point of having an imagination is to use it and set it free, to be able to read these stories and to re-read them and find a different angle every time is the best part about it. I don’t believe that we were meant to stick to one specific theme, but to explore them all.

Maybe you are not the type to explore them all at once, but next time you are thumbing through the pages, try looking at these stories from the prospective of more than one. It broadens the story and opens the plot to even more beauty and wonder of possibilities.