Tuesday, January 28, 2020
Reflective Paper on Management of Organizations Essay Example for Free
Reflective Paper on Management of Organizations Essay The concept of management especially that of managing organizations, is a broad field of study and usually requires understanding of the other branches of human learning such as sociology, psychology and economics, among others.            In determining the most effective approach in management, it is important to learn the basics of dealing with persons, how to organize them, develop their skills while bonding them together and eventually generate positive outcome or production from their collective labor.            Being an experienced nurse and member of the US Armed Forces, I have learned through the years in reserve camps and in field that interpersonal relationship is not easily perfected considering man’s innate instinct of â€Å"self-survival. †In order for a man to survive in any given situation, condition and place, it is but natural for him to save and protect himself or his interests, oftentimes resulting to conflict with other persons.            This human frailty is often than not the root of problems and conflict affecting the smooth flow of communication and cooperation within a certain group or organization. In addition to this, a person’s inability to understand the proper systems of learning within an organization and the natural course of changes brought by outside forces such as information technology, globalization and the likes usually result to negative output or disintegration of the organization itself.            Also, change, transformation and evolution is part of nature. Such reality also affects organizations and the society as a whole. The concept of the continuous transformation of the society and all of its institutions is best described by Donald Schon (1973): The loss of stable state means that our society and all of its institutions are in continuous processes of transformation. We cannot expect new stable states that will endure for our own lifetimes. We must learn to understand, guide, influence and managed these transformations. We must make the capacity for undertaking them integral to ourselves and to our institutions. We must, in other words, become adept at learning. We must become able not only to transform our institutions, in response to changing situations and requirements; we must invent and develop institutions which are ‘learning systems’, that is to say, systems capable of bringing about their own continuing transformation. (Schon 1973: 28)            Schon, as quoted by M.K. Smith (2001) in his article, â€Å"The Learning Organization†posted in the worldwide web infed.org, is indeed correct by saying that we must learn how to adapt to changes and transformation, make them as integral part of us and our institutions and likewise come up with new learning systems that could carry on the cycle.            Given this idea, I believe that by learning the proper systems in the field of management, one would not only be able to adapt to such transformations in the society and all its institutions or organizations, but also one could make a big difference in mobilizing people together, making them more competent, service-oriented, effective and productive.            At the same time, learning the proper systems can lessen, if not only its impact, the conflict caused by self-survival by individuals thereby resulting to an effective team that is highly competitive, competent and motivated.            Part of the learning systems in an organization is the building of teams that would become the heart and machinery of the organization. In building teams, I have learned from several readings that it is important to determine the strength and weaknesses of each individual to assess their distinct capabilities that would match the requirement for specific responsibilities and work to be done.            In determining the weaknesses and strength of the team members, as well as the over-all status of the team, some analytical modules can be used such as the force field analysis and the SWOT analysis.            To initiate the force field analysis, the team must start with a brainstorming session to identify the â€Å"driving†and â€Å"restraining†forces in their organization. The driving forces are the factors that promote obedience to the team’s work or schedule while the restraining forces are the factors that hinder adherence.           By learning how to determine both, the team and its leader would be able to design strategies how to approach the problem and decrease the restraining forces to achieve maximum resolution.            Another effective way of identifying the internal and external strength, weaknesses and opportunities of the team is the SWOT analysis. In using the SWOT analysis, the team would not only be able to determine the causes of motivation or hindrances to their work or schedules, but also the opportunities and threats to the organization.            SWOT is more comprehensive and detailed and by identifying the internal strength and weaknesses and the external opportunities and threats, the team would be able to draw up critical solutions to its problems. In using systematic analysis in identifying problems, the team leader also develops a systematic thinking or approach in building a strong and effective team.            Such forms of analysis are effective in most cases especially in military operations. As an active member of the US army, part of our daily activities is to maintain order in each team at the camp and effectively carry out orders from our superiors.             By learning how to determine several forces that affect our operations, I am becoming more capable to handle orders and cooperate with my colleagues. At my age of 41, I am still open to possibilities that even an older woman like me could achieve more in the future. Through learning how to build teams and eventually become a very good leader, I am relearning the values of discipline, independence and competence that I could use once I finish my course in Human Resources. But building teams and knowing each team member’s capability is only part of the larger face of learning systems in learning organizations. The next step to an effective management is how to enhance and develop strategies that would improve the team. An effective team develops ways to share leadership roles and ways to share accountability for their work output. It also builds a specific team purpose and goals. There are several ways or strategies how to motivate teams to become stronger and more efficient.            It is important to establishe objectives together. All team members must understand the objectives and what actions are needed to achieve them. Each member shall have a sense of responsibility and must have a sense of participation in achieving the collective goal of the team.            A good leader also knows how to encourage members to suggest ways how to improve their own services. The team must develop a participatory style. The feeling of belongingness and importance is one of the best ways to boost the team members’ morale. I often do this at home with my children. For 18 years as I reared them as single parent, I tried to teach them to speak and to participate in all house concerns. This made them independent and self-assured the same way a team member should feel – important.            Most often than not, listening is the best way to learn. Leaders should know how to listen to their team members. They should also acknowledge their points of view and encourage a healthy venue for discussions and democratic debates. Healthy discussions are actually therapeutic to the group because the members will be able to speak their minds or the problems they encounter at work. This improves interpersonal relationships and lessens the conflict of self-interests and self-survival. By understanding each other’s problems or by listening to one another, a team member would learn to decrease his personal walls and start opening doors to other persons.            This is actually interesting for me. As I go through this course and the learning systems in management and organizational learning, I come to realize that managing teams or organization is not quite different from managing your own home. I could easily relate, not only because I encounter team concerns at work but also because I have experienced being aleder at my own house.            Meanwhile, other strategies in can be introduced to maximize the effectiveness of a team. Defining specific roles and responsibilities also helps in organizing the team and keeping them focused. It is also important to explain rules and regulations, including time commitments. By knowing the rules and the rationale for such rules, team members will develop respect and trust to the organization. Commitment of time for team building and team work is also crucial in an organization’s growth. All members must have a sincere concern for the team and in doing so, they must be willing to extend time at work to do their responsibility to the group, if needed.            According to the experts, an effective team has at least seven characteristics. These are as follows: team members share leadership roles; team develops own scope of work; team schedules work to be done and commits to taking time allotted to do work; team develops tangible work products; team shared accountability; performance is based on achieving team products; and open discussion and collective resolution of problems within the team.            Working long hours at the nurse’s station in camps and in hospitals, taking care of the sick and old, then has given me enough insight of the real meaning of team work. It is true that a hospital or a military infirmary is just like an organization. Each medical staff shall take part in all the responsibilities. Less time would also be spent if each nurse takes quality time to take care of the patients or station himself in a designated area. In my former line of work, there are also specific responsibilities and areas of accountability including pharmacy, supplies, maintenance, emergency, wards, among others. The same is true with the military. And mush is expected of us. At present, I am an E6 Supply Staff Sergeant. I work for a transportation reserve unit full time. I am part of a larger team. And it is my responsibility to take care of their supply needs. If I fail, the whole system fails. It is a chain. But if I do my work on time and with efficiency, I help my teammates and the order is protected.            Simple things or simple tasks are oftentimes the key to an organization’s success. By doing the very basic things right, the team is assured of a holistic effectiveness and efficiency. As I begin to look back, it is getting clearer to me that the tricks of management, in any given field, are actually around us everyday. One only needs to be more observant and reflective to better understand the processes of learning.            Part of the continuing learning process is also the methods of solving conflicts. Conflicts within organizations usually arise when there is contradiction between team members, who sometimes have varying views on specific concerns.            When conflicts arise, experts tell us that it is important to introduce a constructive way how to resolve it. The first thing that one must take into consideration is to avoid jumping into conclusions. To avoid such mistake, it is crucial to identify the factors that have caused the conflict and determine the stakeholders involved in the conflict.            Group discussion would help determine who are stakeholders in a certain conflict. By diplomatically opening a dialogue between the stakeholders, the leader would be able to recognize individual interests, as well a power issues affecting the conflict.            The next step is to consider the alternatives in resolving the conflict. Each alternative must be carefully studied and from each, try to determine which is the most apt solution to the problem.            After the chosen solution is implemented, it is imperative to evaluate its effect to assess whether the results are satisfactory. If not, begin the process again and find other solution to the conflict.            In every organization, change is also a constant factor. Organizations are often faced by difficulties within the structure when there is leadership or organizational change.            According to Rosabeth Moss Kanter (1999, Chapter 5), it was proven over the years that things that sustain change are not â€Å"bold strokes but long marches – the independent, discretionary and ongoing efforts of people throughout the organization.†           Kanter (1999, Chapter 5) further says that: â€Å"real change requires people to adjust to their behavior, and that behavior is often beyond the control of top management.†           Kanter teaches us that change is constantly created at many levels in an organization. Kanter says that there are big events that often occur due to outside forces while some changes are brought about by the people’s actions in their daily operations.            In confronting change, adept organizations share three key attributes. Kanter (1999, Chapter 5) specifies these as follows:                        *The imagination to innovate. To encourage innovation, effective leaders help develop new concepts – the ideas, models, and applications of technology that set an organization apart. *The professionalism to perform. Leaders provide personal and organizational competence, supported by workforce training and development, to execute flawlessly and deliver value to ever more demanding customers. *The openness to collaborate. Leaders make connections with partners who can extend the organization’s reach, enhance its offerings, or energize its practices. (Kanter 1999, Chapter 5)            Kanter cited three important words – concept, competence and connections. She claims that these intangible assets naturally build up with successful individuals and organizations.            Such intangible assets, she explains, reflect habits and not programs. These habits – personal skills, behavior and relationships – if deeply imbedded within the organization results to minimal resistance to change.            If the organization has such assets, change would be so natural that leaders would find it easier to gear their team members to positively react to change.            Mastering change and transformation usually brought by outside forces such as technology, globalization, competition and politics as well is not an easy task. The organization should be intuitive, dynamic and innovative.            The organization must come up with its own innovations to adapt to its environment, guided by the skillful and pro-active leader.            Kanter (1999) explains that the skillful leader must know how to lead with passion, conviction and confidence in others. There are other techniques or tips that could be adopted by an effective leader. The first is to keep abreast with the changing environment. A leader must be constantly observant, keen in learning and updated of what is new and what is latest.            Kanter’s concept of effective leadership teaches me and everyone else another basic characteristic of humans – our innate instinct to learn. Man’s curiosity and unending search for the â€Å"truth†or the â€Å"story behind things†is actually a trait that must be mastered by a leader.            I now find it imperative to double my efforts in honing my skills in preparation for my future as human resource personnel or manager. Doing routines at the military sometimes make you too comfortable with your environment that you forget to check what is happening around.            Now, I am beginning to realize that in order to be an effective and skillful leader, one must prepare and master the technique of listening, learning and tuning in to the environment.            Another trait that a leader should master is to think outside the box. Kanter said it is okay to challenge the wisdom of the organization. It is alright to question the patternsn and come up with new solutions, looking into different angles or dimensions that sometimes lead to new approaches and innovative ideas.            Kanter (1999) gave several examples how to promote kaleidoscopic thinking. Team members can conduct activities outside the company or the organization itself. Interact, immerse with the community, break routines, rotate job assignments or even exchange projects. These are only few of the ways to generate fresh ideas and opportunities.            Genuine conviction is also a positive trait that should be taught to team members. Kanter (1999) explains that one cannot sell change or anything else without any real conviction. In order for others to believe what you say or what you are trying to communicate, you must believe it first. Makes sense to me. In many situations that I was confronted by issues at the US Armed Forces, my children would sometimes ask about the real concerns and agenda of the US government. And in many cases, I try to answer them as honestly as I could. But now, it reminds me of my true feelings at that time. Kanter helps me reflect of my thoughts and thinking about it, I know that at times, I am not even sure whether my convictions were genuine enough to let my children believe what I say.            This is one trait of a good leader I must master. To have genuine conviction so I could become an effective leader and be able to communicate vision and aspirations to my team members.            â€Å"Change leaders†also needs the involvement of the team members who have the resources, the knowledge and the political influence to make things possible.            Kanter (1999) calls it coalition building. In early stages of planning, the leader must identify key players with appropriate capabilities. It is also important to find sources across or outside the organization to find influencers. According to Kanter, coalition building requires an understanding of the politics of change and its accompanying principles.            Once the coalition is in place, a leader must know how to coach and provide guidance to the team members while at the same time allowing them to enhance their individual contribution to the team.            Kanter (1999) says leaders should allow team members to forge their own identity, build a sense of membership and become accustomed in implementing changes. The leader must resist giving too many responsibilities to the members because in order for their individual capabilities to grown, they must learn how to focus.            Another effective way to ensure the success of an organization and its resolution to change is the primary law of management – perseverance. I myself believe that in any aspect of our life, not only in management, learning how to persevere and develop a strong passion on what we do is a positive attitude.            Perseverance gives a person more room to grow. As a 41-year-old woman, others may think that my career is almost over or that I may be experiencing the downsides of life. But I beg to disagree because I know that in pursuing my studies in human resources, I will have a better future ahead of me. My perseverance and willingness to adapt to changes and hone my skills in the process makes me a person with a vision and a drive to achieve more.            As Kanter (1999) explains, one must know how to overcome obstacles during the process of change. Perseverance helps a savvy leader to ensure the success of the process and prevent failure. If a leader launches something, he must not leave it to the team members. He should ensure that the process is done until the end.            And after everything has been put into place, it is important to recognize each member’s contribution to the any accomplishment. Remembering to reward and recognize accomplishments is critical in any leadership, Kanter (1999) says.            Words of gratitude, recognition or appreciation are one of the most powerful tool in motivating members of any organization. In the US Armed Forces, promotions and awarding of medals of honor or valor are few of the motivational tools being used to boost the morale of US soldiers and to encourage them to fight for America. It is also a form of incentive to American soldiers for their sacrifices and the risks they face in the military, considering that the profession is a high risk one.            According to Kanter, there is no limit to how much recognition a leader can provide to his team members. Making everyone a hero for a job well done often results to higher performance or bigger output in the future.            In relation to change in an organization, Kanter (1999) says recognition motivates people to attempt change again especially if they are involved in the process.            In closing, effective management of people or organization is actually the ability to lessen individualism and self-survival instincts, break communication barriers, limit conflicts, building teams and training them to adapt to change, and the ability to innovate in order to keep abreast with the constantly changing environment.            Effective management, though not easy to achieve, is actually a continuous learning process. One must have the concepts, the competence and the connections in order to become competitive, innovative and effective.            Ashford University actually teaches us the same foundational values. The values of self-worth, creativity, independence, service, integrity and effectiveness. As for me, after studying this course and learning the proper systems in effective management, it is clear that the university’s core values such as creativity and effectiveness are truly important, not only to every individual but to interpersonal relationships and organizations as well.            The ability to innovate and have the respect for the free flow of ideas are some of the key points in mastering the techniques of effective management. As discussed above, innovation and transformation are continuous processes in the growth of an organization and by learning the values of creativity and self-directedness, one is assured that he could face the ever-changing and demanding world outside.            Also, one’s independence, self-discipline and competence result to effectiveness, not only as an individual but also as integral part of a larger group or organization.            In any way, I believe that my aspirations in life are clearer and more achievable as I grasp a better understanding of the processes or organizational learning, as well as the values being taught at the Ashford university. This course is actually very interesting and liberating because it gives me a broader view of the society and its institutions. (End)   References: Smith, M.K. (2001) â€Å"The Learning Organization†, The Encyclopedia of Informal Education,   Retrieved May 3, 2006 from http://www.infed.org/biblio/learning-organization.htm Schon, D.A. (1973) Beyond the Stable State. Public and Private Learning in a Changing          Society, Harmondsworth: Penguin, 236 pages. Kanter, Rosabeth Moss (1999) â€Å"The Enduring Skills of Change Leaders (Chapter 5) †, On     Leading Change. Retrieved May 3 from        http://leadertoleader.org/leaderbooks/L2L/summer99/kanter.html Force Field Analysis. Retrieved May 3 from http://erc.msh.org/quality/pstools/psffanal.cfm SWOT Analysis. Retrieved May 3 from http://erc.msh.org/quality/examples/swot.cfm            If such could be achieved by a person, then he is a candidate to become an effective leader. By trying to understand the academic theories and vast possibilities to which this course of study has offered me, I now come to the realization that there is room for much improvement to everyone, even to a 44-year-old nothing is impossible I am a person with simple values, who appreciates those around me. I consider nmyself as helper of people and have been a member of the nursing profession for years.
Monday, January 20, 2020
Child Abuse and Violence Against Females Essay -- Domestic Violence Es
Domestic violence is a pattern of behavior used to establish power and control over another person through fear and intimidation, often including the threat or use of violence. Other terms for domestic violence include intimate partner violence, battering, relationship abuse, spousal abuse, or family violence. Domestic violence and abuse can happen to anyone, regardless of gender, race, ethnicity, sexual orientation, income, or other factors. Both women and men can be victims of domestic violence. It is widely assumed that most estimates of the incidence of domestic violence are underestimates. Even large population surveys cannot provide accurate estimates of the extent of domestic violence. This is partly because many victims feel unable to speak out about domestic violence. The pressures of negative community attitudes toward victims, feelings of shame, and fear of retribution from the perpetrator contribute to low levels of disclosure of domestic violence. Also, because domestic violence often occurs in the privacy of the home, there are few outside witnesses. Surveys often require fluency in English, which means that the experience of people from non-English speaking background may not be adequately represented. Statistics from public agencies such as police, courts, counseling and accommodation services are another source of information. However, these can only provide information about people who come to public attention, many victims never contact such agencies. Some agencies do not collect statistics on domestic violence, and those that do define and record domestic violence in different ways. The Women's Safety Survey in 1996 surveyed approximately 6,300 women about their experience of actual or threatened physical and sexual violence. Based on the survey results, they estimated that, in the 12 months prior to completing the survey:  ·Ã‚     7.1 % of the adult female population experienced violence. 6.2% of women experienced violence perpetrated by a male, and 1.6% experienced violence perpetrated by a female.  ·Ã‚     2.6% of women who were married or in a defacto relationship had experienced violence perpetrated by their current partner.  ·Ã‚     4.8% of unmarried women had experienced violence by their previous partner in the last 12 months. Of women who had been physically assaulted in the 12-month period, 58% spoke to a friend or neighb... ...ability, appearance and so on.  ·Ã‚     having familiar belongings of pets destroyed.      All of these behaviors can lead to developmental problems in children that can happen at any age. Violence soon becomes a learned behavior and can be reproduced in other aspects of their life, such as school, dating, and other interpersonal relationships. These changes can be life-long and affect many other people than just the abused person.      Both child abuse and violence against women are extremely detrimental to the institution of marriage and family. It can tear family apart, beyond any repair, and destroy the lives of all who are involved. Bibliography      1. Violence and the Family, Report of the APA Presidential Task Force on Violence and the Family, 2007. 2. Dating Violence: Young Women in Danger. Barrie Levy. 2003. The Seal Press.      3. Parental Kidnaping, Domestic Violence and Child Abuse: Changing Legal Responses to Related Violence. American Prosecutors Research Institute's National center for Prosecution of Child Abuse Parental Kidnaping Project, by Eva J. Klain, March 2005. 4. National Coalition Against Domestic Violence, http://www.ncadv.org/ Child Abuse and Violence Against Females Essay -- Domestic Violence Es Domestic violence is a pattern of behavior used to establish power and control over another person through fear and intimidation, often including the threat or use of violence. Other terms for domestic violence include intimate partner violence, battering, relationship abuse, spousal abuse, or family violence. Domestic violence and abuse can happen to anyone, regardless of gender, race, ethnicity, sexual orientation, income, or other factors. Both women and men can be victims of domestic violence. It is widely assumed that most estimates of the incidence of domestic violence are underestimates. Even large population surveys cannot provide accurate estimates of the extent of domestic violence. This is partly because many victims feel unable to speak out about domestic violence. The pressures of negative community attitudes toward victims, feelings of shame, and fear of retribution from the perpetrator contribute to low levels of disclosure of domestic violence. Also, because domestic violence often occurs in the privacy of the home, there are few outside witnesses. Surveys often require fluency in English, which means that the experience of people from non-English speaking background may not be adequately represented. Statistics from public agencies such as police, courts, counseling and accommodation services are another source of information. However, these can only provide information about people who come to public attention, many victims never contact such agencies. Some agencies do not collect statistics on domestic violence, and those that do define and record domestic violence in different ways. The Women's Safety Survey in 1996 surveyed approximately 6,300 women about their experience of actual or threatened physical and sexual violence. Based on the survey results, they estimated that, in the 12 months prior to completing the survey:  ·Ã‚     7.1 % of the adult female population experienced violence. 6.2% of women experienced violence perpetrated by a male, and 1.6% experienced violence perpetrated by a female.  ·Ã‚     2.6% of women who were married or in a defacto relationship had experienced violence perpetrated by their current partner.  ·Ã‚     4.8% of unmarried women had experienced violence by their previous partner in the last 12 months. Of women who had been physically assaulted in the 12-month period, 58% spoke to a friend or neighb... ...ability, appearance and so on.  ·Ã‚     having familiar belongings of pets destroyed.      All of these behaviors can lead to developmental problems in children that can happen at any age. Violence soon becomes a learned behavior and can be reproduced in other aspects of their life, such as school, dating, and other interpersonal relationships. These changes can be life-long and affect many other people than just the abused person.      Both child abuse and violence against women are extremely detrimental to the institution of marriage and family. It can tear family apart, beyond any repair, and destroy the lives of all who are involved. Bibliography      1. Violence and the Family, Report of the APA Presidential Task Force on Violence and the Family, 2007. 2. Dating Violence: Young Women in Danger. Barrie Levy. 2003. The Seal Press.      3. Parental Kidnaping, Domestic Violence and Child Abuse: Changing Legal Responses to Related Violence. American Prosecutors Research Institute's National center for Prosecution of Child Abuse Parental Kidnaping Project, by Eva J. Klain, March 2005. 4. National Coalition Against Domestic Violence, http://www.ncadv.org/
Sunday, January 12, 2020
Open Boat Analysis on Naturalism
In this story, four men, known simply as the captain, the oiler, the correspondent, and the cook, become stranded in the sea in a small boat. Together they are forced to bare the torments of one of Mother Nature’s toughest challenges, the open sea. In this process these four men learn much about nature and just how little they are on Earth. One of the characters, the correspondent, comes to the realization that nature is indifferent despite the struggles of the individuals, â€Å"When it occurs to a man that nature does not regard him as important, and that she feels she would not maim the universe by disposing of him†¦Ã¢â‚¬ . The captain, who is seen as a symbol of strength to the other men on the boat, has doubt as to whether they can make it to shore safely, â€Å"Then the captain, in the bow, chuckled in a way that expressed humor, contempt, tragedy, all in one. â€Å"Do you think we’ve got much of a show now, boys? †The men in the boat are still upset with what fate has dealt them and seem to have the same opinion that they are still in control of their outcome, â€Å"If I am going to be drownedâ€â€-if I am going to be drownedâ€â€if I am going to be drowned, why, in the name of the seven mad gods who rule the sea, was I allowed to come thus far and contemplate sand and trees? Was I brought here merely to have my nose dragged away as I was about to nibble the sacred cheese of life? †The men are in a desperate situation, but nature continues to go on as if they were not there. This unsubstantial state is evident in the story when a shark swimming next to them doesn’t even take notice of their existence. All four men in the boat are searching for some sort of miracle to happen, but neither nature nor fate sends anything their way. All they have to comfort themselves is each other. Throughout the story the men in the boat are working together for a common purpose, to get to the shore. The correspondent remembers a verse about a soldier of the Legion dying in Algiers, and realizes that he and the other men in the boat are like the soldier, alone and they only have each other to get through their crisis. These men must work together to form a unity amongst each other, if they are to survive what fate has given them. This comradeship is evident throughout the story by the men sharing the chore of rowing the boat, â€Å"The correspondent wondered ingenuously how in the name of all that was sane could there be people who thought it amusing to row a boat†When the men of the boat came to the realization that they may parish, the will to live was stronger than what nature or fate had in store for them. At this instance is when the men seem to come together, and through their companionship, they have the ability to make it through any obstacle fate or nature puts in front of them. At the conclusion of the story, the survivors in the boat feel they understand natures language, â€Å"When it came night, the white waves paced to and fro in the moonlight, and the wind brought the sound of the great sea’s voice to the men on the shore, and they felt that they could then be interpreters. †When I read this I remember a saying my grandmother use to say, â€Å"When life gives you sour lemons, make lemonade. †This is true but it would be better if shared with another. In the end, no matter what life gives you, you always have your fellow man to share your experiences.
Saturday, January 4, 2020
Ray Bradbury s Fahrenheit 451 - 1375 Words
Every time we peek into a book, we have faith that each mystery behind the tale will unfold in an engaging conclusion that will leave a mark upon us. Now imagine wiping knowledge off the surface of the earth, it’s like plucking the petals from every rose that ever grew in the world. The only thing left of a rose is the stem and no growth. In order to achieve knowledge, we need books in our society. Has it slowly become a new trend to ignore the fact that books bring enlightenment to our knowledge. There is a novel I read that gives humans an insight to why books are significant. In â€Å"Fahrenheit 451†by Ray Bradbury, he writes this novel on a future dystopian American society. In this engaging controversy, the people have become part of a†¦show more content†¦He feels nothing when he burns books he even states, â€Å"It’s a pleasure to burn†(Bradbury,1). Montag ignorance won’t allow him to see the power of books. He lives in a society i n which their government has complete control over the reading of books. The peoples have been carefully manipulated into ignorance on the value of books. Montag’s wife Mildred, in all honesty believes her family and knowledge is gained through TVs. Although, not all have rebelled by hiding books, a professor named Faber was many of the few who hid books for his own benefit. Montag is later than conflicted with the value of books. He soon realizes the meaningful power of books; which hold the history of the people before us. He then tries to pursued others and is soon doomed to become a wanted man for breaking the law and for killing the chief. The city is soon bombed by jets because of the war going on. Montag then teams up with others who support the value of books and decides to return back to his city with all the knowledge he learned to rebuild a society. However, in the novel not everyone was controlled by the state, some went against and kept books to read. There was an older woman who believed strongly in the power of books and the knowledge built in it. In many of the missions Montag was given, he was assigned to a home where a woman was illegally found guilty of having books in her home. Montag, after witnessing a
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