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The Changes In The Narrators View Of Sonny Essay - 1269 Words

The Changes in the Narrators View of Sonny Can one know anothers thoughts? Through dialogue, actions, and events, the thoughts and views of a man of whom we know not even a name are shown. The man is the narrator of quot;Sonnys Bluesquot; and his thoughts we are shown are those directed towards his brother. Over the course of the story, there are three major stages or phases that the narrator goes through, in which his thoughts about his brother change. We see that those stages of thought vary greatly over the narrators life, from confusion about his brother to understanding. Each phase brings different views of his own responsibility toward his brother, his brothers manhood, and his brothers sense of reality. Through out the†¦show more content†¦Therefore, whenever he did something for Sonny it was because his mother had wanted him to, not because he cared about Sonny. As soon as taking care of Sonny stopped working with his schedule, he sent him to his mother-in-laws house. During the story, however, a long separation brought the narrator into his second stage of thinking, and changed his views of Sonny. The narrator recognized that Sonny wasnt just a kid any more. Sonny had been in the Navy and had been living on his own for some time. Yet he didnt see him as a man either. quot;He was a man by then, of course, but I wasnt willing to see it.quot;(52) He saw Sonny as a teenager of sorts. Sonny dressed strangely, became family with strange friends, and listened to still stranger music.quot; In the narrators eyes, Sonny foolishly thought he knew everything. Even though the narrators views on Sonnys manhood changed, during the second stage his feelings about Sonnys sense of reality didnt. When he saw Sonny after Sonnys stay in the Navy, the narrator still viewed Sonny as if he were on drugs. quot;He carried himself, loose and dreamlike all the time, ...and his music seemed to be merely an excuse for the life he led. It sounded just that weird and disordered.quot;(52) He thought that Sonny had been driven even farther from reality than before. He thought that Sonnys view of reality was so distorted that he might as well have beenShow MoreRelatedThe Sounds of Sonnys Blues1247 Words   |  5 Pagesstory focused around the narration of Sonny’s brother. The narrator in the case of Sonny’s Blues is the most important character in a cast of characters not only because he is the narrator, but due to the dynamic change of his character we see at the end of the story. Baldwin effectively uses the first-person narration of Sonny’s brother in order to convey the theme of communication. Throughout the entire story of Sonny’s Blues, the narrator and his brother interact through exchanging words countlessRead MoreEssay on Sonnys Blues Character Analysis843 Words   |  4 PagesSonny’s brother who is the narrator and goes through his life and how he reacts to the many problems his younger brother has come into. The brothers grew up in the poverty stricken city of Harlem where the brothers had to avoid drugs and violence constantly. Growing up, Sonny struggled to stay out of trouble and ended up making some bad decisions throughout his life and ends up landing him in jail and addicted to heroin. The un-named brother of Sonny who is the narrator of the story begins to realizeRead MoreAnalysis Of James Baldwin s Sonny s Blues 1578 Words   |  7 Pagesin Europe, at young age of 24. Finally, after 10 years of working all over Europe, Baldwin returned home to New York and began writing there. Sonny, just like Baldwin, had to leave Harlem at a very young age to chase what he truly wanted to do, which was music. Though it worked out fo r Baldwin and he was successful by the time he returned home, Sonny and Baldwin both eventually did end up back in Harlem, the place they so badly wanted to escape in their earlier years. â€Å"Sonny’s Blues† is a shortRead MoreAnalysis Of The Story Sonny s Blues By James Baldwin1481 Words   |  6 PagesIn reading the story Sonny s Blues by James Baldwin, we learn of two brothers and their lives growing up in Harlem. The narrator, who is the older brother in the story, narrates the trials and tribulations he and his younger brother (Sonny) had to endure growing up in such a harsh environment in Harlem (due to the drugs, violence, and Black s being looked down upon in general in the mid-1950s). We start in the future (present), with the narrator having a somewhat successful future being a teacherRead MoreSetting Analysis : Sonny s Blues 921 Words   |  4 Pagesbrotherhood between narrator and his young brother, Sonny. After many conflicts and arguments about the ir different ideals and lifestyles, Sonny tries to open his heart to let his brother understand him by inviting the narrator to come to his jazz music performance at a small nightclub in Greenwich Village. At this place, he meets friends of Sonny, acquaint himself with jazz music and tries to get into Sonny’s world. He carefully observes any changes of his brother on the stage. Sonny is nervous and hasRead MoreBrotherly Love in Sonny’s Blues by James Baldwin1196 Words   |  5 Pagesevent that had a great impact on his relationship with his brother, Sonny. Having to deal with the life-style of poverty, his relationship with his brother becomes affected and rivalry develops. Conclusively, brotherly love is the theme of the story. Despite the narrator’s and his brother’s differences, this theme is revealed throughout the characters’ thoughts, feelings, actions, and dialogue. Therefore, the change in the narrator throughout the text is significant in understanding the theme of theRead MoreJames Baldwin s Reality Through Sonny1253 Words   |  6 Pages James Baldwin’s Reality through Sonny Sonny’s Blues digs deeply into the â€Å"Negro American† during Civil Rights and Jim Crow Era’s. Set in Harlem, New York in the 1950’s. James Baldwin’s stories give insight based on events of his culture and this becomes apparent through the analysis of the characters in Sonny’s Blues. James Baldwin uses his talents to paint a vivid picture of African American life through a fictional story of two brothers who choseRead MorePoint of View and Symbolism in Sonnys Blues1558 Words   |  7 PagesPoint of View and Symbolism in â€Å"Sonny’s Blues† The story â€Å"Sonny’s Blues† by James Baldwin makes excellent use of multiple literary elements. Namely, I think the writer utilizes symbolism and the nuances of point of view to give the story a deeper connotation that could not be said plainly. The meat of the story is about an unnamed older brother’s relationship and differences with his younger brother, Sonny. Sonny’s aspiration to become a jazz pianist leads him in an opposite direction than hisRead MoreDrugs and Musicians in â€Å"Sonny’s Blues† by James Baldwin Essay840 Words   |  4 Pages The last statement is what the narrator believes to be true. However, by delving deeper and examining the theme of music in the story, it is nothing but beneficial for Sonny and the other figures involved. Sonny’s drug use and his music are completely free of one another. Sonny views his jazz playing as a ray of light to lead him away from the dim and dismal future that Harlem has to off er. The first moment music is introduced in the story is while the narrator is teaching at school. He has justRead MoreEssay on Sonnys Blues by James Baldwin1316 Words   |  6 Pagesâ€Å"Sonny’s Blues† revolves around the narrator as he learns who his drug-hooked, piano-playing baby brother, Sonny, really is. The author, James Baldwin, paints views on racism, misery and art and suffering in this story. His written canvas portrays a dark and continual scene pertaining to each topic. As the story unfolds, similarities in each generation can be observed. The two African American brothers share a life similar to that of their father and his brother. The father’s brother had a thirst

Case Study Analysis Harvard Business Review

Question: Discuss about theCase Study Analysisfor Harvard Business Review. Answer: Time Context The most recent cover stories of the Harvard Business Review have explored diversity programs in U.S. corporations is definitely going to be a fascinating resource for the race-ahead readers. Frank Dobbin, the professor and researcher of Harvard has stated that there is no reason to lose hope regarding the diversity programs, it is just the fact that there are some companies that tend to spend huge amount of money on the wrong things (Dobbin Kalev, 2013). Identification of the Problem It can be stated that multiplicity and impartiality of opportunity are high-quality things and at the same time, favoritism on the further hand, is both ethically disgusting and inexpensively reckless and up till now this unfortunately exists. It can be found that the target of diversity program is a creditable one, especially to expand multiplicity as a prominent way of combating back against universal favoritism. It is unfortunate yet true that that the business planet is many is still male dominating and despite of many advances, the women and marginal assemblies still make up disappointedly little portion of directors in the leading corporations. Many changes have come, but the rate is very slow and thus it is very disappointing. Dobbin and Kalev have stated that black people have barely gained strong position in corporate management since the year 1985 (Peretz, Levi Fried, 2015). In order to find out the effectiveness of diversity programs in many organizations, both the professors examined a wide assortment of agendas that were intended to hearten variety. Diversity teaching, official complaint measures and hiring tests as well as performance rating system and unfortunately all their conclusions were resoundingly negative. They found out that the assortment agendas not only do not work; they lean to be more counterproductive in nature. They have found out that at the corporations that have established them, variety has characteristically and really been condensed (Bezrukova, Jehn Spell, 2012). Dobbin and Kalev have suggested three issues and these are as follows: Such programs can be negative in nature. If the management caught discriminating, they would be sued immediately and people tend to reach badly at such reasoning (Olsen et al., 2015). Secondly, it can be found out that some corporations make the diversity training courses compulsory and the employees blame that very underprivileged assemblies the programs were aspiring to assist. Lastly, Dobbin and Kalev conjecture that when the directors observe such agendas instituted, they feel answerable and thus reach deficiently to that (Madera, 2013). It is necessary to mention here that the outcome in all these three cases is the possible for reaction and for the directors to find out end-runs around plans they do not akin to. Point of View Taken With sole regards to diversity programs, Dobbin and Kalev have recommended three major strategies and it is useful to mention that none of these concentrates on manage. Firstly, they have suggested that the corporations must connect the directors in resolving the issues. It can be stated that the managers are required to take action as counselors to the public in the underprivileged clusters and thus they are required to get them personally involved in the actions (Pugach Blanton, 2012). The second strategy states that it is necessary to make use of mere exposure effect among the diversified group of people. It is necessary to expose the human resources to populace from dissimilar groups by having them work jointly on varied and self-managing team. Dobbin and Kalev has thirdly suggested that it is necessary to make the managers feel personally accountable for the changes. It can be found out that answerable in a communal way always comes with the sentiment that populace around are well conscious of the managers behaviors (Banks, 2015). Final suggestion came from Dobbin and Kalev and they have stated that department-level transparency is highly necessary. Areas of Consideration The managers are required to follow the below mentioned steps and this might be helpful in handling the diversity programs effectively. Follow the Rule Workplace that go after the rule and stay put enough truthful to Title VII of the Civil Rights Act of 1964 are more probable to have a varied place of work. As per this act, it is very illegal to maltreat the human resources depended on age, race, gender, faith and other aptitudes. Niederle, Segal and Vesterlund (2013) have stated that the employees who treat the employees with due admiration and recruit with proper variety in mind harvest the reimbursements of faithful workers who work hard enough to increase the rate of income. Implement Diversity Programs and Education Andrevski et al. (2014) have stated that it is crucial enough to place of work that assortment is infused during all the subdivisions, commerce proposals and the corporation strategies. In order to focus on this part, it is necessary to have a printed variety policy and provide a duplicate to the human resources. Moreover, it is important enough to conduct sensitivity training and workplace for all the employees. Pugach and Blanton (2012) have shown in his research paper that the companies that take part in benevolent occasions widen the viewpoints of the workers and finish up having a staffing benefit. Start a Sponsorship Program Work on funding has clarified that, whilst an adviser is good but subsidize is superior. This is useful because the sponsors do not just answer a subordinate persons questions rather they vigorously sponsor for them and thus it is highly useful in nature. Give Responsibility for Progress on Diversity to a High Potential Executive It is necessary to mention that giving responsibility for progress on diversity to a high potential executive and this might ease the situation. Strengths When a company arranges diversity training and that receives a huge support from the executives, the employees are more likely to take part and engage in the training. Human resources are more likely to put into practice the information fetched from the diversity training in their interaction with the co-employees, supervisors, managers and the customers (Pugach and Blanton 2012). Weakness Mandatory diversity program can be a weakness, as in that case, the employees are forced to take part and complete the diversity training. Apart from that, it can be said that the issue of compulsory training might not be well-received among the employees and thus the training might be ineffective. Opportunities It can be stated that external opportunities in diversity program counts building the reputation of the company as an employer that thoroughly treats all the human resources in a fair and equitable manner. Apart from that, it can be stated that effective diversity training is an opportunity to create as well as maintain the status of the company both in the community and the customers. Threats Pugach and Blanton (2012) have stated that the external threat represents diversity training is the task of selecting a well-qualified diversity consultant. One of the best ways to overcome this type of threat posed by diversity experts promising amazing results at high consultant fees is to consult other business in the industry. Analysis and Action Plan There are three types of programs and these are obligatory variety teaching, job tests and complaint schemes. According to the analysis it has been identified that although these diversity programs has been based on the motive of the corrective actions, the approach has been totally faulty and unrealistic. The organizations have been depended on the forced transition of the behaviors of the top managers. However, the present statistics have indicated that these actions have been rejected by the managerial professionals. It has been also surfaced by the analysis that the managers tend to bend the rules according to their opinion. This scenario further complicated the current problem instead of resolve it. In this scenario the organizations must shun their forced approach and appeal to their consciousness more directly. The organization must focus on raising the awareness regarding adverse impacts of the discrimination on the workplace. The organization must concentrates on voluntary t raining rather than forcing the employees to undergo mandatory diversity management training program. In addition to that, the diversity program must be conducted in an equal and fair manner rather than using it as a tools of discrimination. Recommendation and Case Plan After analyzing the case study from different perspectives, it is necessary enough to provide some effective recommendation that would justify the situation properly. Widening the Recruitment Base If any organization restricts the employing to the instantaneous geographic locale then they must be missing the chance to expand a varied employee. It is recommended to use other recruiting mechanisms to enlarge the base including online job boards, as this allows everyone to see with the minimum internet access. Offering Language Training Many researchers have argued that providing the training in English as the second language is one of the effective ways to enhance diversity. This particular type of program allows one to recruit from a large base of candidates because it moves language barrier as a major reason for not considering a qualified applicant. References Andrevski, G., Richard, O. C., Shaw, J. D., Ferrier, W. J. (2014). Racial diversity and firm performance the mediating role of competitive intensity.Journal of Management,40(3), 820-844. Banks, J. A. (2015).Cultural diversity and education. Routledge. Barak, M. E. M. (2013).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bezrukova, K., Jehn, K. A., Spell, C. S. (2012). Reviewing diversity training: Where we have been and where we should go.Academy of Management Learning Education,11(2), 207-227. Dobbin, F., Kalev, A. (2013). The origins and effects of corporate diversity programs. Madera, J. M. (2013). Best Practices in Diversity Management in Customer Service Organizations An Investigation of Top Companies Cited by Diversity Inc.Cornell Hospitality Quarterly,54(2), 124-135. Niederle, M., Segal, C., Vesterlund, L. (2013). How costly is diversity? Affirmative action in light of gender differences in competitiveness.Management Science,59(1), 1-16. Olsen, J. E., Parsons, C. K., Martins, L. L., Ivanaj, V. (2015). Gender Diversity Programs, Perceived Potential for Advancement, and Organizational Attractiveness An Empirical Examination of Women in the United States and France.Group Organization Management, 1059601115583579. Peretz, H., Levi, A., Fried, Y. (2015). Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation.The International Journal of Human Resource Management,26(6), 875-903. Pugach, M. C., Blanton, L. P. (2012). Enacting diversity in dual certification programs.Journal of Teacher Education,63(4), 254-267.