The Social Construction Of Race - 1242 Words

At the turn of the 20th century, much of American society was dominated by perceived ideologies embedded in the scientific studies. One of the leading fields of study at the time was eugenics. Scientists believed that by analyzing the works of Mendel and his contemporaries, researchers could effectively weed out humanity’s most undesirable traits (Norrgard, 2008). In a noble quest to alleviate genetic flaws the inadvertent perversion of ideas became the foundation for what appears to be the social construction of race. Somewhere along the lines, eugenics became more about isolating certain human characteristics, like skin color, and relegating them to a hierarchy of societal importance (Norrgard, 2008). Race is simply defined as a pattern-based concept that allows for the general public to draw conclusions based on an individual’s geographical location and thereby predetermining their inclusion into a particular social group (Yudell, et al., 2016) The philosophies embed ded in social ideas about race has long been at the heart of contentious discussions throughout the last century. It has led to individualized implicit personality theories by which people tend to link certain attributes together because of an apparent frequency in a particular racial group (Greene Heilbrun, 2015). Even as claims of society’s progressiveness and advancements pour in, the fires burning from racial debates have yet to be extinguished (Yudell, et al., 2016). Not only has the socialShow MoreRelatedRace And Race : The Social Construction Of Race858 Words   |  4 PagesThe race is an indefinite term, which has not been created from science or research, but more so the idea of what it is. Essentially, race is all about perception. One person may separate races based on a certain category of traits while another person uses totally different guidelines to define what races there are. Race has ultimately been created socially, therefor has no biological components until people connect the two terms. This paper examines the connection between society and race whileRead MoreRace As A Social Construction1679 Words   |  7 PagesAlisha Sparks Dr. Stanley POLS 24 November 2015 Race as a Social Construction When we talk about race, what are we really talking about? The issue of race is a complex issue, with socially ambiguous undertones that have plagued our society for decades. Race has been a marker and maker of stereotypes. Race has been used as a justification for injustice. Whether slavery, Japanese internment, or social and economic exclusion, race has given an avenue for those in power to exclude ones deemed ‘other’Read MoreRace As A Social Construction822 Words   |  4 Pageswhat is race? The term race is difficult to define as a result of the belief that it is â€Å"racist† to talk about race. Although how do we know what race is if we do not discuss it within society. After much thought I defined race as an individual’s background that may be used to describe their ancestor’s demographics as well as their religion. However, today people tend to put more emphasis on race being the color of an individual’s skin. As discussed in class s ociety does not understand what race is,Read MoreThe Social Construction Of Race1743 Words   |  7 PagesIn The Social Construction of Race, Ian F. Haney Lopez defines race as a social construct that is constantly changing its meaning due to the fickle nature of society. Lopez believes that this fickleness stems from a social climate formed by a variety of factors such as human economic interest, current events, and ideology. There are certain racial definitions however, that have remained mostly the same despite efforts to bring attention to the offensiveness and immorality of such discriminatory thinkingRead MoreThe Social Construction Of Race1638 Words   |  7 Pagesstupid immoral, diseased, lazy, incompetent, and dangerous to the white man’s virtue and social order â€Å"(p.181). Blackness have become objectified in public spaces, they are view as a threat on the street of Toronto, surrounding areas and even in the criminal justice system. In fact this negative stere otype of criminalization have put Black males under scrutiny and constant surveillance. The social construction of race by the dominant belief system are still embedded in society that capitalized on minoritiesRead MoreThe Social Construction Of Race2146 Words   |  9 PagesAbadjivor AFAS 304B Professor Machibya 30 March 2015 The Social Construction of Race The underlying characteristic of race concepts is found in its use of phenotypes and physical differences in order to gain an understanding of why there are different people that exist in the world. These differences have been used in understanding the behaviors, intellect, and the value of humans through connecting different characteristics to different classified races. Using phenotypical differences to understand certainRead MoreRace As A Social Construction966 Words   |  4 PagesRace is a concept only existing in societies with systems of oppression based on social racism. In chapter eleven: Inequality, they discuss how, â€Å"There is nothing intrinsic about, for example, any racial or ethnic group that makes it distinct from any other; race and ethnicity are dynamic, fluid categories that are socially defined†(Ritzer). The oppression of â€Å"superior† groups demonstrates on â€Å"inferior† groups is one consequence of race as a social construction, whic h is to have one’s identity reducedRead MoreRace Is A Social Construction1074 Words   |  5 Pagesthe term â€Å"race† should not be used. Scholars and others argue that the term â€Å"race† should not be used because there is no biological basis for the concept of race. Geneticists have determined that code for physical traits (the key distinguishing characteristic for â€Å"race†) are inherited independently of one another. Any attempts there have been to define race based on genes are futile, because there is no set of genes that everyone within the â€Å"race† has. Scholars argue that race is a social constructionRead MoreSocial Construction of Race1867 Words   |  8 PagesThere is perhaps no bigger and more expansive social construction known to man than the construction of race. In earlier times race meant a tie to national origin, Greek race, Roman race, etc. race underwent a big change in meaning to it’s more contemporary form to distinguish biological differences of physical features and skin color (Wiegman 157). Film and television in this century and the twentieth century have aided and perpetuated stereotypes of race. These stereotypes have been most associatedRead MoreSocial Construction of Race1418 Words   |  6 PagesThe Use of Humor to Poke Fun at the Social Construction of Class: Illustrated in the Film The Jerk through Navin Johnson Money does not last forever. All the money in the world can become the reason why people change their personality and behavior. In the film The Jerk by Carl Reiner, a complete moron struggles to make it through life on his own, until a bizarre invention makes him unbelievably a wealthy man. Navin grew up in Mississippi as an adopted son of a black family, but on his birthday

Transcultural Nursing An Increasingly Important Role Of...

Transcultural nursing plays an increasingly important role in health care today. The constantly growing multicultural population in the world has made it challenging for nurses to provided individualized patient care. Nurses must gain the knowledge, skills, and the ability to identify and understand the unique cultural differences and how it affects patient care. Research has shown that culturally sensitive nursing care encourages patient satisfaction and positive outcomes. Nurses today are using the Culture Care Theory, developed by nursing theorist Madeleine Leininger, worldwide to provide culturally sensitive patient care. Madeleine Leininger is known as the founder of transcultural nursing. She played a significant role in the transformation of cultural sensitive nursing care. Her focus was on studying and changing the meaning of caring. During her career, Leininger experienced that lack of knowledge regarding culture affected her ability to provide appropriate patient care. She saw the negative effects it had on the patient outcome. Leininger decided to become more familiar with the different cultural factors and pursued a doctoral degree in social and cultural anthropology. She found anthropology so fascinating that she lived and studied with the indigenous people of New Guinea for 2 years. Leininger formed the basis of her Culture Care Theory of Diversity and Universality from her studies and first hand experiences she gained during these years. AccordingShow MoreRelatedPurnell Model: a View on Asian Indian Culture Values. Essay1246 Words   |  5 Pagesculture and the culture of others in order to offer competent and culturally sensitive care and understand how their cultural beliefs may affect their health. (Leuning, Swiggum, Wiegert, and McCullough-Zander, 2002). Introduction With the United States becoming increasingly diverse, healthcare professionals face a multicultural clients and it is important for health care providers to learn about different culture and beliefs of the clients. In this paper I willRead MoreEssay on Cultural Competence and Intercultural Communication1673 Words   |  7 Pagesdifference in culture between two people, the greater the potential of misunderstanding and mistrust. Misunderstanding and miscommunication occur between people from different cultures because of different coding rules and cultural norms, which play a major role in shaping the patterns of interaction (Jandt, 2012). When one encounters a culture that has little in common with own, one may experience culture shock. This is a sense of confusion, anxiety, stress and loss one may experience. One ofRead MoreTranscultural Nursing Essay3519 Words   |  15 PagesApplication of Nursing Theory Leininger’s Transcultural Theory The practice of nursing in today’s multicultural societies calls for nurses to identify and meet the cultural needs of diverse groups of people; to understand the social and cultural reality of the client, family, and community; to develop expertise in the implementation of culturally acceptable strategies for the provision of nursing care, and to identify and use appropriate resources for health teaching that is acceptableRead MoreCultural Competence1203 Words   |  5 PagesCultural Sensitivity and the Health Practices in Dominican Republic Manoucheka Chery Grand Canyon University: NUR-502 May 7, 2014 Cultural Sensitivity and the Health Practices in Dominican Republic The demographics of the United States is changing to one that is multicultural, multiethnic, and multilingual. Culture is a vital component in the health and wellness of individuals. Culture affects individuals beliefs, definition of health, treatments, and interaction with healthcare providersRead MoreCultural Assessment Using The Giger And Davidhizar1537 Words   |  7 PagesAssessment using the Giger and Davidhizar Transcultural Assessment Model The Giger and Davidhizar Transcultural Assessment Model assesses six factors common to all cultural groups. These factors are communication, space, social organization, time, environmental control and biological variations (Giger, 2013). In an effort to learn how to identify individuality of a person within a cultural framework different from my own I have used this tool to perform a transcultural assessment of C.H. an African AmericanRead MoreConcept Analysis: Cultural Marginality in Nursing1313 Words   |  5 PagesIntroduction 21st century nursing is an evolving, rewarding, but challenging occupation. Unlike nurses in the past, the modern nurses role is not limited to the physicians assistant, but rather takes on a critical partnership role with both doctor and patient. This role is multicimensional: advocate, caregiver, teacher, researcher, counselor, translator, and case manager. Of course, care is of the upmost importance and includes those activities that assist the client physically mentally andRead MoreBecoming A Professional Nurse Essay2024 Words   |  9 Pagesexperienced the nursing care of two very distinct nurses. I quickly became aware of the demeanor of the night nurse. She was unkind, pushy, and insensitive. She also did not explain things and did not smile much. On the other hand, the day nurse was merrier, compassionate, caring, informative, and reassuring. Despite my juvenile state, my comprehension was very astute. I comprehended that there are two types of nurses. One who solely works t o attain a paycheck and the nurse who chose the nursing professionRead MoreA Concept Analysis of Diversity Essay1418 Words   |  6 PagesUnited States continues to change drastically. Because of this change, everyone will be required to become increasingly aware of the people in their surroundings. Some may argue that diversity is based on gender, sex, creed, origin, or some other form of tangible trait however; diversity is much more than that. The American Nurses Association produces the Online Journal of Issues in Nursing. This publication has written several scholarly articles about diversity and healthcare. The article, ManyRead MoreCultural Competency Definitions8081 Words   |  33 Pagesdevelopment of Cultural Competency Framework for First Nations and Aboriginal Peoples of British Columbia, Canada Cultural Definitions in health care – what does it all mean? There are many definitions and iterations of culture in health care – all with different meanings but many with overlaps. In order to develop a Cultural competency framework, it will be important for stakeholders to agree on what ‘cultural competency’ means and the differences, similarities or connections between this term and othersRead MoreNursing Coat of Arms: Cultural Competence, Communication, Empathy, Teamwork, and Pride2037 Words   |  9 PagesNursing has been a rapidly evolving profession for over the past few decades and the role of nursing has become increasingly defined. Five distinct qualities that have become essential qualities for nurses today are cultural competence, communication, empathy, teamwork and pride. This following paper will discuss and explain the five qualities mentioned above and the symbols used to represent each quality in our Coat of Arms. Cultural competence is a valuable quality nurses must process to provide

Best Leadership and Change Management Practices

Question: Discuss about the Report for Best Leadership and Change Management Practices. Answer: Introduction Effective leadership creates harmony, shapes positive change, and enables an organization to optimize its productivity. Change management requires leadership alignment and clarity so that practitioners meet the predetermined strategic goals. Sustainable business development depends on effective change leaders who efficiently develop strategies for overcoming resistance to change and managing conflicts (Curwen Whalley, 2014). With the current digital business environment, firms need to employ the most innovative business leaders. Under the leadership of Morten Lundal, Maxis CEO, the company has gone beyond borders to get recognized internationally within and across all industries. This essay will provide research on the best leadership and change management practices used at Maxis Mobile company to maximize the company's overall productivity. Brief on the Companys Leader The chief executive officer (CEO) of Maxis company has been Morten Lundal since 2013. The CEO remains to be one of the most innovative leaders and recognizes that business success depends on how efficient and adjustable a leader is when it comes to utilizing all resources of a firm towards a unified direction. Under his leadership, Maxis invests in simple, personalized, and enriched technologies that make every stakeholder feel motivated to become creative and optimize their full potential for the benefit of the firm. Leadership and Change Management Issues in Maxis Political instabilities, technology advancements, changing customers tastes, globalization, and cultural transformations force Maxis telecommunication industry undergo change management. During the financial year ended 2012, Maxis company reported a drop in the net profit worth RM 0.67 billion compared with the previous year (Curwen Whalley, 2014). Changes in leadership and management were necessitated to create more efforts towards establishing a management structure that could meet the changing consumer demands in the market. In 2013, the company appointed two chief operating officers Nasution and Suren and reaped the old management to at least renew revenue growth (Said, Adham, Quoquab, 2013). Dealing with setbacks is the greatest change management issue that the company faces in its attempts to protecting the stakeholder's interest. The primary cause of these delays is poor leadership and change management strategies in which managers fail to communicate the company's targets c learly to the employees as well as failing to build strong coalitions when dealing with human resources by the practitioners. Literature Review on the Best Leadership and Change Management Practices Effective leaders keep management programs on the right track. Implementing a change in an organization acts as both a threat and an advantage to different people. Organizational change best practices ensure that changes in management conform to the business needs which should get aligned with behavioral and regulatory adjustments that accommodate the all business environment changes (Kotter, 2008). For most companies, the business policy recommends a leadership culture that follows an order of command involving all departments. With integration of leadership models, the management easily understands business culture dictates everything towards an overall success. Most company policies require that not only the executive officers but all employees should also emphasize these values in their behaviors and attitude while at work (Schaarschmidt Kilian, 2014). For ensuring a high code of discipline, companies should have well-laid consequences for the breach and mainly the most severe is losing the job. However, for example, Maxis only hires only the eligible personnel to ensure a prospective growth in the market. For avoiding confusion, the company's structure clearly states the responsible people in the different departments such that in the case of poor results of the firm, every departmental leader may be held liable to explain the cause (Booth, 2015). This proper job description enables the board of directors to implement the right changes in the right department so that a sustained productivity gets maintained by the company in the market. Practitioners should recognize that successful change management actions start at the most executive organizational level with a firmly committed team of managers supported by the CEO (Liden, Wayne, Liao, Meuser, 2014). However, of great importance, effective leadership values driving change at the individual level and uses all departments to engage employees at every level in implementing changes (Ebert Brinkkemper, 2014). Different telecom industries adopt different leadership and change management practices due to the conflicting points of view by the CEOs in various companies. Therefore, Maxis involves every layer of the directorate when making critical decisions regarding needs for change either over the executive or subordinate management. The role of effective leadership cannot get overestimated since change begins as a dream at the top most organizational level. Despite the fact that most companies think that executive involvement in change management leads to the success of the process, Maxis involves its leaders meaningfully (Chuang, Jackson, Jiang, 2016). The CEO together with the other executives goes to every department in the organization to find out whether the current management is working efficiently and listen to employees concerns. The company regularly makes changes to address the complaints raised by the workforce regarding a particular leader; this highly motivates the staff to get accountable and drive their efforts towards realized the optimal goals of Maxis. Kurt Lewins Force-Field Analysis Model Change management ensures that enterprises respond effectively to the business environment in which they operate. Despite the fact that resistance to change is evident, the management has to implement changes due to its dissatisfaction with the present performance. Kurt Lewin identified four forces that provide an overview of the modification challenges that need to be addressed by a business, splitting the factors into forces for and against change (Burnes Cooke, 2013). The below is a literature review of the applicability of Kuwin Lewins forces for Maxis Mobile company in designing effective leadership and change management strategies. To begin with, a diagram showing the forces for and forces against change in Maxis Mobile company is as below. Forces for change Forces against change Intensity of competition Status quo Job insecurity concerns Technological advancements region in the Threat over competition Presence of new CEO telecom Unclear reason for change Increased sales Sector Coping with the change Global economies of scale High cost implications The force field analysis assists the leadership of Maxis company to make informed decisions when planning and implementing change management programs in the firm. The directors of the enterprise use the model in analyzing the differences underlying the forces for and against change in the acting executive strength in managing the current situations in the environment (Shirey, 2013). The company faces stiff competition from the other telecom industries, example DiGi and Celcom and this calls for the application of Kurt Lewin's forces for change in leadership by replacing the less creative and innovative executives with the most technologically knowledgeable personnel on coping with the market changes. However, the-the argument for change faces opposition from the responsible officers due to fear of their job security; this then triggers them to take the right initiatives for gaining a competitive edge over the competitors through the application of new technologies to ensure that the broadband and internet services satisfy the customer needs. To add to the above, whenever the driving forces get stronger than the restraining forces, the equilibrium in the telecom sector also changes. Following the reduced profitability of Maxis Company in the financial period of 2012/2013, it was neutral for all the forces that change got required in the organization's executive management positions. The directors recommended recruitment of new CEO so that the company could cope with the social trends and modifications in the telecom market (Pescosolido Saavedra, 2012). The new executive officers were to take an action towards establishing functionality at all levels of the organization towards effective telecommunication and mobile service provision. There was no resistance to change from either party since every stakeholder in the industry understood the need for the proposed change in management. The new executive has been able to make the right steps to recover the lost market share to the global markets to its competitors and therefo re The administration of the Maxis tries to reduce the forces that strive to maintain status quo by tarnishing the existing mindset of the personnel. Maxis recognizes the need to adjust from an old technology to the application of new technologies so that solving market problems is made easier. With the speed of technological transformation, the telecom industry needs to adopt the use of sophisticated techniques in the provision of broadband and internet services to the customers (Shirey, 2013). The executive leadership takes the initiative to communicate to every member of Maxis the needs for change, and this develops positive attitudes, behaviors, and values towards change management. To prevent the company from backsliding to the use of outdated technologies, the IT department of the firm crystallizes the adaptation of the new technologies which intensify market competitiveness and gaining of global economies of scale in the telecommunication world. Theories for Best Leadership and Change Management Practices Leadeship theories explores the common leadership styles that managers should adopt in change management strategies (Miner, 2015). Based on the leadership styles adopted by different companies, some may be successful while other may not be able to succeed. The application of transformational leadership depends on the theories of leadership adopted by a firm namely the trait theory, behavioural, and contigency model. The following is a literature review of the best leadership theories and change management practices that the employers of different firms in different sectors consider suitable for the enterrprises success. Trait Theories This theory suggests that effective leaders share a number of common personality characteristics. Various attributes of employees determine to what extend the management implements change within an organization. In different sectors, the work team considers this theory an excellent strategy for brinnging leadership changes within the organization for this theory helps managers in identifying qualities and traits possessed by different personnel. Trait theories help the leaders in making good decisions that are likable to all the team members (Miner, 2015). For example, innovative, intelligent, courageous, and loyal employees have a great opportunity to get promoted in the place of work since they can be creative and innovate more ideas for effective management. Failure to understand the varrying characters of personnel in an organization makes the leades have difficulties when it comes to grouping the teams and bringing changes in their performance. Behavioural Theories The behavioural theories seek to answer the question, what does a good leader do?, as well as studying the behaviour of leaders while executing their roles in an organization. The individuals response to events occuring in the working environment results to behavior changes within an organizations management. Behavioural theories are cited on the personal, environmental, and behavioural traits of the workforce. Leaders apply behavioural needs to analyse the level of coorperation from the employees (Liden, Wayne, Liao, Meuser, 2014). Organizational practitioners apply democratic leadership approaches that involve consultation of all team members in various sectors so that they may make sound decisions addressing every stakeholders needs. If managers fail to understand the behaviours and attitudes of their workforce, grouping the personnel in the right department will be challenging and therefore resulting to losses. The theory assumes that the success of a leader in implementing mana gerial changes is grounded solely on how people behave while in the working area. Contigency Theories The fact that there is no perfect type of leader resulted to proposition that best leasdership styles depends on the situation facing the leader. Numerous theories merge together to predict which leadership style suits what circumstance (Liden, Wayne, Liao, Meuser, 2014). The integration of all leadership theory while formulating a company policy results to the perfection of decisions made by the practitioners when seeking to introduce change within management processes of an enterprise. Various industries requires leaders to make quick decisions on the best styles and approaches to adopt in the market so as to gain competitive advantage over the rivals. Basically, the objectives of a company dictates on what contigency based model to choose, path goal theory being the most suitable theory to bring transformation in leadeship. Application of one theory in leadership may not suit all the leaders, and this may lead to losing a considerable customer base in the market place. Power and Influence Theories Different leaders use power and influence to get things done, and monitor leadership styles emerging as a result of the followership. To bring leadership changes in an organization, many managers use the transactional leadership approach assuming that workers get motivated to perform better when they are rewarded for no other reason other than excellence. Various companies uses a leadership approach that seeks to build strong relationships and develop a motivating work environment on a daily basis so that they may gain influencial power (Miner, 2015). Establishing a conducive working environment with a companys workplace motivates employees to sacrifice all their efforts towards achieving excellence. However, failure to establish a conducive working environment for the workers in an organization will result to lack of coorperation and hence poor productivity. With stong coorperation between the managers and the workforce, it becomes easy to implement changes in the management program s of an enterprise. Conclusion Change is a planned and managed process whose benefits should get understood before its implementation in an organization's systems. Leadership and change management practices play a significant role in the conceptual scaffolding for implementing a transformation in an enterprise's processes. Change management allows a company access the impact of the change in the day to day operations of a business and ensures provides an accurate way to anticipating the challenges previously faced by an organization. Best leadership and change management are not only advantageous for an organization, but also beneficial for individuals involved in the program. Transition management creates the right perception to change by the staff and therefore, enabling them to remain committed to upgrading the company's image to the public. However, organizations who ignore change faces a lack of collaborative cooperation and communication between the management and the personnel, therefore, results in low pro ductivity. Therefore, it is important for all business organizations irrespective of the sector, to develop the best leadership and change management strategies for sustained development in the business environment. References Booth, S. A. (2015). Crisis management strategy: Competition and change in modern enterprises2015. Chicago: Routledge. Burnes, B., Cooke, B. (2013). Kurt Lewin's Field Theory: A review and Re-evaluation. International journal of management reviews, 408-425. Chuang, C.-H., Jackson, S. E., Jiang, Y. (2016). Can intensive knowledge team works be managed? Examining the roles of HRM systems, leadership, and tactic knowledge. Journal of Management, 524-554. Curwen, P., Whalley, J. (2014). Mobile Telecommunication Networks: Restructuring as a Response to a Challenging Environment. Edward Elgar Publishing. Ebert, C., Brinkkemper, S. (2014). Software product management- An analysis of industry evaluation. Journal of Systems and Software, 10-18. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 291-298. Kotter, J. P. (2008). Forces for change: How leadership differs from management. Simon and Schuster. Latiff, R. A., Mahmud, W. A., Salman, A. (2013). A broadcasting history of Malaysia: Progress and shifts. Asian Social Science, 50. Liden, R. C., Wayne, S., Liao, C., Meuser, J. (2014). Servant leadership and servicing culture: Influence individual and unit performance. Academy of Management Journal, 1434-1452. Miner, J. B. (2015). Organizational behavior. Routledge. Osiyevskyy, O., Dewald, J. (2015). Inducements, impediments, and immediacy: Exploring the cognitive drivers of small business managers' intentions to adopt business model change. Journal of Business Management, 1011-1032. Pescosolido, A. T., Saavedra, R. (2012). A review cohesion and sports teams. Small Group Research, 744-758. Ray, M. D., Breland, B. D. (2011). Methods of fostering change in the practice model at the pharmacy department level. American journal of health-system pharmacy, 1138-1145. Said, M. F., Adham, K. A., Quoquab, F. (2013). The strategic posturing of Malaysian mobile phone service providers. Pertanika Journal of Social Sciences Humanities, 1-34. Schaarschmidt, M., Kilian, T. (2014). Impediments to customer integration into innovation process: A case study in the telecommunication industry. European Management Journal, 350-361. Shirey, M. R. (2013). Lewin's theory of planned change as a strategic resource. Journal of Nursing Administration, 69-72.

Tempest And Prospero Character Essays - Invisibility In Fiction

Tempest And Prospero Character Shakespeare, by concealing part of the truth at first, shows us the development of Prospero's character while on the island, from excessively trustful, too tyrannical, to a man who is willing to forgive. By the end of the play, Prospero indeed combines power over himself with power over the outer world (Elye 7). Although this does put him in an ideal position to lead, Prospero is brought to a point where he develops control over himself, rather than being presented as such a character immediately. Prospero's magical powers allow him singlehandedly to take control of a situation of slowly developing chaos, caused by his eviction from Milan. He has powers over his surroundings, far greater than those of an ordinary mortal, is incontestable, as is the fact that he uses them for good throughout the play. However, it remains to be presented whether Shakespeare actually favors Prospero as an ideal leader. Although we hear Prospero tell the story of his eviction from Milan, the manner in which he tells his history inspires distrust and self-pity. While Duke of Milan, he trusted his brother Antonio too much, and consequently lost his dukedom, and nearly his life. On the island, he befriended Caliban, brought him into his house and treated him as a member of the family. Repeating the pattern of trust, which was again betrayed, when Caliban attempted to rape Miranda. Although Prospero learns from this second betrayal, he goes to the other extreme (Thomson 27). As stated by critic Karl Elye: "Prospero's apparent tyrannical stance is revealed in his exile and verbal abuse of Caliban, and also his tirade and threat to imprison Ariel again "till / Thou hast howl'd away twelve winters" (Elye 24). Aside from the sin of tyranny, Prospero also seems unforgiving toward Caliban and Antonio. When we see Caliban willingly serving Stephano and Trinculo, we begin to realize that Caliban is not evil, and could in fact be a most affectionate servant. When Caliban speaks of Prospero as a "tyrant," Shakespeare implies that the fault of alienating Caliban lies with Prospero's failure to understand Caliban's limitations. Furthermore, Prospero's treatment of the court party seems to show that he is interested only in frightening them, and at this point we do not realize that he wants to educate them. We can only assume that Prospero wants to take his revenge on Alonso. As yet, we have heard no other speech from Prospero about his intentions for the court party except the long history he told to Miranda, when he called Alonso "an enemy / To me inveterate" and spoke bitterly at great length about Antonio (Elye 27). Prospero is also consistently self-indulgent and vain. At the beginning of the play, he calls himself "poor man" in his story to Miranda, and answers her question in extremely long-winded fashion, suiting his own wishes rather than hers. Although he says that his only care has been to serve Miranda, the first thing we see after that is Miranda serving Prospero by helping him takes off his cloak, inferring hypocrisy. When Stephano's party is getting ready to kill Prospero and the court party is apparently going to commit mass suicide, aided by Antonio. Prospero indulges his vain desire to show off his art to his children, and makes most of it before he gives it up. Even at the end, we are a little uneasy at Prospero's desire to tell everyone his life story, a wish that seems selfish. However, this has been but one side of the coin. Although Prospero appears tyrannical at the beginning of the play, our impressions of him change drastically by the end. His last lines to Ariel are that once he has blown them safely home,"he is free." At a point when Ariel again reminds him of his promise, he reacts calmly, unlike his earlier outburst. We also discover that while Prospero has punished Caliban ever since his offence, he has also constantly searched for an opportunity to educate him further. It began to seem likely that Prospero only waited until the arrival of the court party because he could not have provided, by himself, the opportunity for Caliban to be educated. This seems to invalidate, to some extent, Caliban's accusation that Prospero is a "tyrant." Prospero may be an absolute monarch, but he does care for and educate his subjects. Also, in the end, Prospero accepts Caliban "this thing of darkness I acknowledge mine" and forgives Antonio (Tolman 12). For Prospero's self-indulgence and vanity there seems little excuse. It