Charlotte Perkins Gilmanin The Yellow Wallpaper Essay

Charlotte Perkins Gilmanin The Yellow Wallpaper - Essay Example The same opposition can also be read in The Yellow Wallpaper when the narrator objected to the treatment by writing: â€Å"But I don't want to go there at all. I had a friend who was in his hands once, and she says he is just like John and my brother, only more so!† Because she objected to the physician’s advice and treatment, Charlotte Perkins Gilman found herself recovering from her illness. Soon enough, she wrote the â€Å"The Yellow Wallpaper† in 1892 as a way of â€Å"rejoicing by the narrow escape† and â€Å"to reach Dr. S. Weir Mitchell and convince him of the error of his ways†. She admitted that she was â€Å"helped by a wise friend† to abandon the treatment and continue with her work. Later, in The Yellow Wallpaper, she described this person in the form of a woman who â€Å"creeps† behind the yellow wallpaper which enabled her to sink deeper into madness or liberation from her current condition. While there are feminist ideal s reflected in the story, it is mostly because of her experiences having grown up with women who thought of liberal ideas. For Gilman, the goal was to publicize the conditions of women suffering from postpartum depression during her time. The parallelism of Gilman’s life to that of the narrator in The Yellow Wallpaper a testament that biographical interpretations of fictional works remain to be relevant because readers are able to have a closer interpretation of the writer's original intention in writing the story.

Employee Relations Essay Example | Topics and Well Written Essays - 2500 words - 2

Employee Relations - Essay Example Unemployment rates in the European countries have risen rapidly and the overall production output in virtually every sector (service, manufacturing, public) has dropped during the two year period 2008-2009 as compared to previous years (Gennard, 2009). In several cases, organizations are challenged not primarily by the need to generate profits, but predominantly by the need to survive. In that respect, firms have proceeded into a number of initiatives and measures in their attempt to reduce costs (increase efficiency) and simultaneously sustain part of their competitiveness, especially in the current turbulent market economies and environments (Gennard and Judge, 2005; Rose, 2004). According to Gennard (2009) employee relations have been at the spot of light during these years of recession, particularly in labor – intensive industries and sectors, where the pursuit of efficiency clearly pertains to the cutting back of costs allocated to the human resources. As demand decreases , production is pushed down and in turn the need for human resources becomes highly controllable (Hartley – Kite et al., 2010). As Farnham (2000) notes, economic recession and employee relations are largely interrelated in that the first clearly impacts the second within the overall organizational environment. Lewis et al. (2003) define employment relationships as fundamental exchanges between employers and employees under the agreement of providing mental and physical ‘labor’ on the part of the employees, whereas the employers abide to offer rewards for the ‘services’ provided. Rose (2004) further states that the overall discipline of employee relations does not simply pertain to the ‘physical’ employment contract but on the ‘psychological contract’ between the two parties (employees and employers). Employee relations are focused on the establishment of grounds in which