Sounds Analyses in a Sports Event Essay Example | Topics and Well Written Essays - 2250 words

Sounds Analyses in a Sports Event - Essay Example Sounds Analyses in a Sports Event It is said that single direction music can be deciphered is through the listener’s â€Å"interaction† with it. Sound can be comparatively deciphered along these lines, as sound is additionally seen through the sound-related sense . This thought can be connected a few focuses in the field notes during the women’s tennis match-up between Duke University and Virginia Tech. For instance, before the beginning of the game, the group could be heard visiting constant on presumably all themes imaginable in easygoing discussions. As a spectator, the sounds can be deciphered relying upon the individual perspective of the audience or the â€Å"intention†. These sounds can be viewed as hints of energy, of apprehension, or of lack of interest. To clarify further, these three understandings will be analyzed. Sounds from the group can be deciphered as energy because of the steady rising and falling of the pitch of the general jabber. They can likewise be deciphered as app rehension due to the listener’s view of the conditions where the sounds are going on. Opponent fans can without much of a stretch be seen as anxious for the game outcomes. Moreover, detachment may likewise be another translation because of the easygoing setting where the sounds are going on. In any case, this is only one part of translation. Another understanding of sound can be founded on â€Å"intentionality.† According to Tia De Nora, â€Å"users arrange themselves as specialists in and through the manners in which they identify with objects while they likewise design questions in and through the ways they, as operators, carry on towards those objects† ... De Nora, â€Å"users design themselves as operators in and through the manners in which they identify with objects while they likewise arrange questions in and through the ways they, as specialists, carry on towards those objects† (Guck 195). It occurs, for example, when the audience utilizes the music as an impetus to what the audience needs to feel. For instance, during the occasion, if the audience needs to feel fervor, they can without much of a stretch utilize the sounds around them as an impetus to feel energy. The unending, blended sound of voices can without much of a stretch be utilized as an accessory to get this inclination. Then again, if the audience needs to feel that their favored group or player is at a bit of leeway, they could decide to decipher the sounds from rival fans as anxiety (Guck 195-7). Semantics and Pragmatics In correspondence, beside phonetics, dictionary, punctuation, and sentence structure, pragmatics, and semantics are likewise vital (Feld 206 -7). Essentially, rules past how a music or sound is made are considered in deciphering music or sound. Implications and originations of self are similarly significant in deciphering the items an audience hears. This could imply that sounds can't be deciphered exclusively based on its structure while detaching the setting where it is heard. While not completely comparative, it is sensible to call attention to that some issue in etymology might be applied in ethnomusicology (Feld 207). For instance, in similar game, if an audience centers around the social structure where sounds are created, any audience will decipher the sounds in comparable style. Notwithstanding, if the commonsense and semantic hypotheses are applied, a basic sound of chuckling from a gathering of individuals may introduce various implications to the audience. This doesn't talk about yet the â€Å"intentional† implying that the makers of the

Phosphorus essays

Phosphorus articles The component that is highlighted in this report is phosphorus. Phosphorus is a synthetic component that individuals, creatures, and plants requirement for typical development. The principle utilization of phosphorus is compost. It was hard to track down a variety of data on this component. Phosphorus is a nonmetallic synthetic component that can exist in a few unique structures. The compound image for phosphorus is P, its nuclear number is 15, and its nuclear weight is 30.975. Phosphorus was first arranged by the German chemist Hennig Brandt in 1669; throughout his quest for the thinkers stone he got from a buildup of vanished pee a white strong that shined in obscurity and touched off precipitously noticeable all around. The name phosphorus is Greek for light-bringing. The name around then was utilized for any substance that gleams of itself, and was in the long run given to this component. Phosphorus doesn't happen in basic structure in nature; it is discovered most normally in apatite minerals, for example, fluorapatite. Their are in any event ten types of the component that are known, happening inside red, white, and dark phosphorus classes or as blends of them. White phosphorus comprises of sub-atomic P(4) and can exist in an alpha structure, which is steady at room temperature, and a beta structure, stable beneath - 78 deg C. White phosphorus is a waxlike substance, poisonous and amazingly combustible. At the point when it is presented to air in obscurity, it radiates a greenish light and emits white exhaust. It can touch off immediately. Red phosphorus is a more steady structure than white. Red phosphorus is a tanish red powder and it very well may be gotten by warming white phosphorus to 250 deg C in a shut vessel or presenting white phosphorus to daylight Red phosphorus is frequently viewed as a blend of white and dark phosphorus. It neither phosphoresces nor suddenly consumes in air. Red phosphorus ought to be taken care of cautiously at specific temperatures since it can ... <!

The Reconstruction Era Essays - Reconstruction Era, Andrew Johnson

The Reconstruction Era The Civil War was perhaps the bloodiest war in American history. Its harm to America was significant. It tore at the very fiber of America itself. The Reconstruction Era anyway was as harming to America as the Civil War itself. Its harm has its underlying foundations in the reasons America went to common war. In the time paving the way to the Civil War the south was miserable so they chose to leave the Union. They thought it was alright to leave in the event that they were despondent, while the North idea it wasn't right. So the different sides did battle. After everything was said and done the North had won and now confronted the troublesome undertaking of reincorporating the South in to the Union by and by, just as revamping the South in the wake of being destroyed by the war. It was broadly accepted that Reconstruction was fruitful, when indeed, as expressed by Eric Foner, it was a finished disappointment. It changed next to no in the South. After the Civil War, America was a country in emergency. The emergency that was looked by all America tore somewhere down in to regular daily existence. The emergency looked by Congress was how to manage the states that had left the Union. In what manner would it be a good idea for them to be allowed in; would it be advisable for them to be allowed in by any stretch of the imagination; what do they need to do so as to be readmitted in to the Union? These were a portion of the inquiries that preceded congress alongside how they could keep the radical chiefs out of capacity to keep this from happening once more. On the off chance that the Confederate chiefs were to be disregarded would they attempt to revolt indeed? Another issue looked by America was the way that Abraham Lincoln was dead and now Andrew Johnson was President. Neither the North nor the South enjoyed him. His approaches on Reconstruction upset such a significant number of that Congress endeavored to denounce him, missing the mark by one decision on the fundamental 2/3 of Congress expected to impugn a president. Johnson was a Southerner who was in office when the war broke out, got found conflicting with the South. This promptly estranged him from the South, while during Reconstruction Johnson exculpated a considerable lot of the Confederate heads Congress wanted to rebuff. That distanced him from the North. Obviously the enormous issues of Reconstruction were that the North and South were at chances against one another. They didn't care for each other nor did they care about what befell the opposite side. In reality the North had an enthusiasm for seeing the South become increasingly mechanical like the North. With that there was the issue of the freedmen, the Southerners didn't consider them to be a piece of society and regarded them accordingly. In the start of Reconstruction, the blacks had the option to participate in government and even hold office, however because of the failings of Johnson's Reconstruction strategy, the ranch proprietors who were once in charge before were presently in power once more. So in actuality following two or three years the South had not transformed the slightest bit. Dark mistreatment proceeded after the war, with the death of the fourteenth amendment blacks were to be given the option to cast a ballot. In any case, the Southern whites discovered approaches to ransack the Freedmen out of their entitlement to cast a ballot. The set up education tests and concocted Grandfather decides and things of that nature. They utilized any methods important to keep blacks from casting a ballot. The whites even isolated schools and wellsprings and other open spots. They even utilized dread to scare blacks in to accommodation; this is the place the Ku Klux Klan came in. They were begun as a southern organization that advanced in to a loathe club, for absence of a superior term. They looked to dispose of all that were false southerners. They slaughtered, beat, and tormented transparently and readily. They had political support and in certain towns even chose the result of races. They were permitted to do the entirety of their exercises since they embodied what Southerners at the time accepted. They became well known due to the hostility showed by each side. Recreation was an articulate disappointment that caused numerous issues for America in the years that

International Economic Development Growth and Productivity

Question: Talk about theInternational Economic Development forGrowth and Productivity. Answer: Presentation: This task is essentially a writing audit of the article The Impact of Research and Development on Economic development and Productivity in the U.S. States. The innovative work (R and D) significantly affects both the yield and the absolute factor efficiency (TFP) over the long haul. As indicated by this article, the normal R and D flexibility for the private segment in U.S. states from the year 1963 to 2007 is 0.056-0.143. The inquiry tended to here is the reason the states with higher human capital have more R and D versatility than different nations and what the R and D overflow impacts are over the states (Blanco 2016). Hypothetical Background: Innovative work (R and D) implies the procedure that the corporate organizations use to build up their current merchandise and systems or the extension of new wares and methodology. The R and D exercises may differ between the organizations however the primary model of these exercises stays same. Additionally, the R and D movement has a positive overflow consequences for the advancement and the complete factor profitability (TFP). In this article, the observational strategies have been utilized to decide the drawn out impacts of R and D over the conditions of U.S. Alongside the R and D execution, the TFP of the U.S. was additionally thought of. This article gives a systematic depiction of the impact of R and D and TFP on financial development. To decide the impacts, various kinds of econometric models have been utilized in the examination part. The principle inquire about inquiry is to recognize the impacts of R and D on the monetary development and profitability (Francombe and Hoffm an 2013). Strategies Used in this Paper: The paper is essentially a writing survey dependent on a companion checked on scholastic article. The article has utilized optional information on yield, R and D, physical and human capital, work. To gauge a creation work, a relapse model has been taken. Additionally, an autoregressive circulated slack model (ARDL) has been utilized to appraise the short run elements of the factors. Also, the Pooled Mean Group (PMG) estimator is utilized to decide the parameters of the since quite a while ago run connection between the SGDP and TFP. The PMG estimator is useful for two reasons. It gives a fitting shared view between regular fixed impacts gauges for utilizing the board information and the Mean Group (MG) estimator. These are the techniques utilized in this article. Significance/Contribution: This piece of the article sums up the entire thing. The initial segment of the article presents the subject of the article and it gives a synopsis of it. The primary focal point of the article is on the effect of R and D advancement on monetary development. The following piece of the article gives the hypothetical foundation of this issue. There are a few varieties in the R and D versatility over the states. The human capital likewise assumes an imperative job in this unique circumstance. The state with higher human capital will have higher R and D flexibility. At the point when the TFP is lower, at that point there would be no impact on R and D exercises (Mori, Kanda and Notomi 2013). Key Findings: This piece of the task portrays the fundamental discoveries of this article. The connection between the interest in R and D capital and efficiency prompts the accompanying outcomes. The primary end got from the article is that all evaluated determinations mirror that the R and D of a state importantly affects the State Gross Domestic Product (SGDP) through the TFP in future. Furthermore, it was discovered that the R and D doesn't have significant short run consequences for the efficiency. It doesn't make a difference that whether the R and D is presented inside the states or in different states. It centers around the since quite a while ago run linkage between the R and D speculation and development of the economy. Another end is that the solid sign of positive R and D overflows among U.S. states uncovers the way that each dollar spent on R and D has a minor impact of around 11% overall (Kurihara and Hanakawa 2013). Basic Review: This piece of the task gives the basic audit of the article. Lately, there has been huge advancement towards R and D exercises. The proportions of R and D are kept as an advantage by the organizations. The R and D ought to be designated so that the general pace of return is high (Wang et al. 2013). In addition, the innovative change is a critical determinant of the drawn out profitability and it additionally improves the way of life after some time. One of the principle reactions of the endogenous development hypothesis is that it neglected to clarify the contingent intermingling (Harper, Jones and Marcus 2013). Paul krugman additionally condemned the endogenous development hypothesis. One paper contended some huge issues about the pace of come back to R and D. The innovative chances and R and D, both are interrelated. The organizations which have high R and D are probably going to have solid mechanical chances. So also, firms with low R and D have more fragile innovative possibiliti es. The organizations of unadulterated serious market by and large don't go through cash for R and D since they dont get ordinary benefits. There are a few ventures like programming, PC and apply autonomy which go through a lot of cash for R and D reason. Because of the changing advancements around the world, they need to do the R and D exercises (Noyes et al. 2013). There are a few difficulties related with this R D innovation. Right off the bat, it requires a significant expense. Besides, it takes an extensive stretch to fabricate another item. Likewise the results are dubious. Once in a while it can't be anticipated that whether the clients prerequisites will change during the protracted R D strategy. The R and D model created by Paul Romer gives the hypothesis of endogenous development. As per this hypothesis, this endogenous development model is likewise Pareto wasteful (Gil 2014). Reference List: Blanco, L.R., Gu, J. what's more, Prieger, J.E., 2016. The Impact of Research and Development on Economic Growth and Productivity in the US States.Southern Economic Journal,82(3), pp.914-934. Francombe, M.H. what's more, Hoffman, R.W. eds., 2013.Physics of Thin Films: Advances in Research and Development. Elsevier. Gil, H., 2014. Serious Regional Development as a Synthesis of Endogenous Growth and Economic Geography. 27(2), pp.339-362. Harper, C., Jones, N. what's more, Marcus, R., 2013.Research for advancement: A commonsense guide. Sage. Kurihara, M. what's more, Hanakawa, M., 2013. Super ton Water System: Japanese national innovative work venture on seawater desalination and wastewater reclamation.Desalination,308, pp.131-137. Mori, Y., Kanda, H. what's more, Notomi, T., 2013. Circle intervened isothermal intensification (LAMP): late advancement in research and development.Journal of Infection and Chemotherapy,19(3), pp.404-411. Noyes, J., Gough, D., Lewin, S., Mayhew, A., Michie, S., Pantoja, T., Petticrew, M., Pottie, K., Rehfuess, E., Shemilt, I. what's more, Shepperd, S., 2013. An innovative work plan for orderly surveys that pose complex inquiries about complex interventions.Journal of clinical epidemiology,66(11), pp.1262-1270. Wang, W., Luo, Q., Li, B., Wei, X., Li, L. what's more, Yang, Z., 2013. Ongoing advancement in redox stream battery research and development.Advanced Functional Materials,23(8), pp.970-986.

Knowledge Discovery and Data Mining

Question: Talk about the Knowledge Discovery and Data Mining. Answer: Presentation The primary point of this examination is to set up a vocation objective by setting up your LinkedIn profile prepared for systems administration. The task immovably centers around investigating the concise history of LinkedIn profile including its development and venture development. Points of interest of utilizing LinkedIn profile for the present profession stage likewise examines with models. LinkedIn is a long range interpersonal communication administration, which is business and work situated, and it works by means of the site. LinkedIn have in excess of 467 million records and it permits the laborers and representative to make profile and get in touch with one another for building a solid expert relationship in online life. The clients can welcome anybody for getting associated and assemble trust with the administration clients (Walker, 2014). The primary driver of prominence of LinkedIn is the special system and procurement by Microsoft and mix of LinkedIn with the workplace item suite and help better incorporation for the expert laborers. Development and Projected Growth of LinkedIn LinkedIn was established in 28 December 2002 and propelled on May 5, 2003. The development of the LinkedIn was moderate and the vast majority of its income originates from the offering the data to the enrollment specialists and the business experts. LinkedIn confronted numerous lawful issues for consequently sending greeting to the email address with no authorization. The individuals from LinkedIn expanded and the development rate is expanding at two new individuals for every second. The anticipated development rate is normal and the execution of the security innovation would make it a solid contender in the internet based life organize. Outer outsider application has been included with LinkedIn that causes benefits the site to assemble a second-degree association and search all the more explicitly the clients associated (Linkedin.com, 2017). The outsider application can likewise assist the client with finding work as per the profile and suggest proposal for new companions in regards to the expert profession picked by the client. Distinctive organization profiles can be trailed by the client for discovering opportunity in the organization and go after positions. The photograph of the client can be posted for fast confirmation or recognizable proof of the client. Social welcome and messages can be presented on praise different clients and see the g uests of the profile page. Points of interest of utilizing LinkedIn On thought of the points of interest that partner with specialists on LinkedIn brings, understudies can never ignore this long range casual correspondence stage. Sorting out and making a record on LinkedIn should begin as in front of timetable as could sensibly be normal (Russell, 2013). LinkedIn can assist the understudy with discovering businesses when they proceed onward from school. Be that as it may, undergrads invest almost no energy in this expert long range informal communication stage, when contrasted with the time spent on other well known interpersonal interaction sites like Facebook, MySpace and Twitter. A portion of the upsides of utilizing LinkedIn that an understudy can get advantage are as per the following: Getting email alert with respect to the activity: A profile of the understudy is required to be made on the LinkedIn that would assist the client with getting email warning and alarms for suggested occupations. The made profile ought to be founded on the resume and the decision of industry or employment favored by the understudy (Crant, 2015). The jobseeker or the understudy can consider warning to be the landing page as they sign in into the LinkedIn account. Interfacing with the experts who have just made their record: There are enormous quantities of experts who have LinkedIn records and they can be sent greeting for talking and get more information about their industry. The associates, partners and cohorts can likewise be associated from the LinkedIn stage and the email rundown of the client can likewise be imported for discovering the LinkedIn clients and speaking with them. Leading exploration on organization: It is the greatest advantage of LinkedIn that the activity searcher can look through organization pages the focused on bosses. The understudy can visit diverse organization pages for directing an exploration on the organization and arranged oneself for the recruiting procedure (Utz, 2016). Exploring on the organization would help the jobseeker to be before the serious position and increment the odds of business. Reason of Not Using LinkedIn Numerous individuals and business are not utilizing LinkedIn and face inconvenience in utilizing the site and the reasons are as per the following: It is relentless and clients think that its difficult to utilize: The UI of LinkedIn isn't easy to use when contrasted and Facebook. The individuals who need to distribute media and article for advancement of their business page thinks that its simple to utilize Facebook, though LinkedIn is tedious and there are bunches of concealed things that disturbs the client (Huston, 2013). The client needs to channel the substance for genuinely minister the substance that he sees. The record is immersed with spams and pointless update: There are a few clients that utilization LinkedIn deceptively for spamming others. The substance feed alternative of LinkedIn is loaded up with ineffectively composed post and superfluous association refreshes that are not helpful for the clients. There are bunches of advancement substance and filler that are posted by the client which isn't helpful to anybody. The client some of the time inadvertently gets different profiles: A nearby consideration is required to be paid while working the LinkedIn record and absence of consideration can cause formation of numerous LinkedIn account (Xia, Guha Muthukrishnan, 2016). On the off chance that the client has different client email id it tends to be connected with the LinkedIn account and the clients thinks that its hard to erase the copy profile made accidentally. The issues can't be comprehended quicker as the desire for the clients: There is a considerable rundown of protest for the LinkedIn site yet the issue isn't fathomed quick enough. The assistance work area alternative of the LinkedIn profile sets aside more effort to react and the utilization looked by the client isn't unraveled promptly and it comprehended there is no assurance that the appropriate response would bode well. Basic Mistakes People Make Developing Their Profile The three basic mix-ups that the individuals makes while building up their profile are as per the following: Sitting tight for improvement of the record unit the individual is jobless: if any individual is searching for an occupation, LinkedIn record can be helpful however a few people fear making their profile. The individuals have the observation that production of a Linked In record would make the partners or colleagues to imagine that the individual is proposed to leave the activity (Kim, Kim Nam, 2014). Be that as it may, in all actuality, it sets aside effort to manufacture a decent profile and organize and the best time to build up the profile is the point at which the individual is utilized. The individual can contact with the current associations and can send more association demand for building a decent profile for looking through a new position. Utilizing the correct watchword: the selection representative and the recruiting chief utilize the quest capacity of the LinkedIn for finding the most proper up-and-comer appropriate for the organization. The catchphrases must be available on the LinkedIn profile for featuring the record and rundown the profile when the employing organization look through utilizing those watchwords. Utilizing counterfeit data on the profile: A couple of individuals consider whether they can fudge certain focal points on their LinkedIn profile whether it is a past position or degree they never had, an inclination that they really don't have, or a reference they never met. With LinkedIn, everything is recorded and related (Zide, Elman Shahani-Denning, 2014). Choice agents or contracting chiefs use LinkedIn to contact potential references paying little heed to the likelihood that the customer doesn't offer them, to check whether the individual worked at an association he records on his profile. On the off chance that the client records an aptitude on the profile, at that point he may be interrogated concerning the ability. Suggestion to Best Leverage LinkedIn Account The three advices accommodated the LinkedIn clients to best favorable position the LinkedIn account are as per the following: Expansion of a decent profile picture: LinkedIn is not quite the same as the other online life locales and the just a single photograph ought to be posted for the profile picture. It ought to be noticed that Facebook is utilized for sharing pictures and Linked is utilized for sharing the expert character of the client (Wu et al., 2014). The photograph posted ought to be proficient looking in light of the fact that an unflattering picture forces negative impact on the profile and the system action. Not sending association solicitation to everybody: The LinkedIn system of the client must be extended and for this, the client ought not send demand indiscriminately to any individual who has least intrigue. In the event that the client attempts to send huge measure of association demand the record might be suspended or erased (Agarwal et al., 2014). In the event that the solicitation is sent to an obscure individual a presentation ought to be utilized that clarifies the inspiration of the association demand. On the off chance that the greater part of the individuals picked the choice I dont Know this individual, at that point the record of the client may get blocked. Refreshing the profile at an ordinary interim of time: Bad impression might be made if the profile isn't refreshed for quite a long time or putting no status on the profile. LinkedIn isn't intended for refreshing the profile continually however it should be refreshed by the profile of the understudy. The situation of the understudy is should have been included and if any working experience is, accessible it ought to be included (Quinton Wilson, 2016). On the off chance that the understudy has any noteworthy region or any remarkable accomplishment, it can likewise be added to the LinkedIn profile. The announcement capacity can be utilized for telling individuals about the expert objectives and destinations of the understudy and pertinent data must be shared. The action can be appeared by remarking on the status of the individuals and taking an interest in LinkedIn gatherings. End From the above investigation, it is distinguished that LinkedIn I

Signs of Emotional Abuse at Work (and How to React)

Signs of Emotional Abuse at Work (and How to React) Here’s a sad but undeniable truth: abuse, in all its forms, shapes and sizes, is everywhere. In fact, it has even become part of most people’s way of life that they have trouble spotting it for what it is: a gross disrespect for one person and his rights, often with harmful and injurious results, and the only one to benefit from it is the person inflicting the abuse.Any improper or excessive usage or treatment is termed as “abuse”, but in the human and psychological context, it refers to one’s treatment of others beings or individuals. In this context, it is closely associated with issues that relate to aggression, suppression, deceit, maltreatment and, often, violence. © Shutterstock.com | ESB ProfessionalWe need only open the television and see displays or acts of abuse, whether on the news or in various TV programs. The most common forms are physical maltreatment, child abuse, domestic violence, sexual abuse, people in power abusing their authority, and many others.But there is one other type of abuse that often goes undetected, mainly because of how often it is inflicted with subtlety and disguised as valid discourse or form of communication. It doesn’t get as much attention and publicity as, say, physically attacking someone and causing injuries, since it is non-physical and, therefore, does not leave any identifying marks or scars. This is called Emotional Abuse.DEFINING EMOTIONAL ABUSEPerhaps you have greater familiarity with “verbal abuse” more than emotional abuse. That’s understandable, because it also happens to describe the something. It has proven, however, to be quite a limiting word, considering how emotional abuse can also b e inflicted even without verbalizing it. Yes, a person can abuse someone emotionally without uttering a single syllable. Thus, this form of abuse is often referred to by a more general term, which is “psychological abuse”. “Mental abuse” is also frequently used to describe this state.There is a certain ambiguity in how emotional abuse is often described, and this made it difficult, even for psychologists, researchers and clinicians, to come up with a fixed definition for it. However, emotional abuse is loosely described as the ongoing emotional maltreatment or neglect inflicted by one person on another, seemingly weaker, person which often results in the latter developing psychological trauma, such as anxiety, depression, and other health-related disorders.To gain a better understanding of this concept, let us break down the characteristics of emotional abuse.It involves non-physical behaviors, which may range from delivering threats and insults to openly doling out public h umiliation and intimidation. It may even be in the form of wordless but constant monitoring (bordering on stalking) and deliberate neglect and isolation of the subject or recipient of the abuse. A person damaging property by throwing or kicking things around violently will also fall under emotional abuse, despite the use of physical force, since it the acts of physical aggression are indirectly aimed at the other person, who may also be the owner of the damaged property.It is often brought on when there is an imbalance of power in the relationship. One wields a higher authority or power over the other, and he uses this to manipulate, control, demean, or simply demonstrate this superiority over him.The abuse is intentional, with the abuser deliberate in choosing the actions he will use to attack his intended victim. He may be calculated in his approach, or he could use random and even reckless acts, but they are all meant to do one thing: to hurt his target.The abuse occurs on a regu lar basis, with the repetitions taking place for extended or prolonged periods. As it goes on, the intensity of the aggression is escalating, with each attack worse than the previous one.Murray A. Straus developed the CTS, or the Conflict Tactics Scale, as a research tool for family violence issues. In this scale, he identified three categories of acts of “psychological aggression”. They are:Verbal aggression: Words can wound, and the abuser makes full use of this weapon by saying things or uttering words that he is fully aware will upset, annoy, or offend other people, particularly the person he is directing his verbal attack to. It could be a thinly veiled insult, or it could be an all-out, full-on verbal lashing that involves swearing and cursing, and it could be done either in private or in public, with many eyes watching.Dominant behaviors: The abuser asserts his dominance over the abused, making sure that the latter understands, in no uncertain terms, that he is the one ca lling the shots. For example, after an open tirade, the abuser warns the abused not to let anyone know about their exchange, or else “he will regret it”. He could also employ tactics that will isolate the abused, such as preventing him from seeking help or assistance from others, or blocking other avenues for the abused to be able to make even a token resistance against his abuses.Jealous behaviors: The green-eyed monster is usually seen at the root of most cases of emotional abuse, especially in relationships and, in some instances, in the workplace. Jealousy plants seeds of suspicion which, in turn, drives people to want to control others. Their need to feel secure in their current position, especially when they feel threatened, makes them even more determined to stake their claim, so they become abusive. EFFECTS OF EMOTIONAL ABUSEThe main reason why emotional abuse is often overlooked is the fact that there are no physical signs or marks to prove that it exists. However, emot ional abuse can be just as harmful, and probably even more destructive, since the damage goes deeper within the psyche of the one on the receiving end. Instead of physical pain, he is left with the harder-to-ease emotional pain, and the scarring can be more permanent.Emotional abuse starts hacking away at the person’s self-esteem, which is already quite low to begin with. His vulnerability to emotionally abusive attacks is brought on by existing feelings of inferiority, self-doubt, and a general lack of confidence. By piling on the abuse, the person will feel even smaller, since his initial impressions of himself are, in a way, validated or confirmed. For example, a husband never misses pointing out how incompetent his wife is, and this eats away at the wife, who is already suffering from a low self-esteem because of her current unemployed state. As a result, she tends to be sullen and quiet as she stays home to do housework.Repetitive emotional abuse can shape one’s self-worth. The repetition or constant exposure to the abuse is likely to have a hypnotic effect, so that the person will start to believe whatever abusive things he is told. In the example above, the barrage of verbal abuse and insult about her supposed incompetence and worthlessness may eventually become fact for the wife, who will start to believe that she really can’t do anything right.Emotional abuse is likely to make the recipient shoulder all the blame. At some point, the abused may start looking around and questioning why she is going through these difficulties or subjected to that abuse. But if the emotional abuse has done its job and has become deeply embedded in her psyche, she will find no one else to blame but herself. Thus, she will end up blaming herself for everything: for the misery she is going through, for her shortcomings, for every little thing that is going wrong, and even for the abusive behavior of the other person. In fact, she will even come to the point that she th inks she deserves being treated in that manner. She had it coming; her husband would not have been verbally attacking her if she had been better and more competent.Emotional abuse can result to trauma, which can be permanent. Psychological trauma is a likely result in the worst cases of emotional abuse. The abused may end up suffering from anxiety and chronic depression, and even post-traumatic stress disorder. Now, trauma is something that cannot be easily treated or cured, and it usually takes time before one can fully get over it. For many, they are never able to completely be free of their trauma, even if they are able to put it under control. This also has an overall effect on how the person will conduct himself onward. It will cause strains in his current relationships, and may also impair him from forming new ones in the future. The effects of the trauma will be so far-reaching that life, as he used to know it, will no longer be the same.Emotional abuse can lead to other, mor e serious health problems. When their emotions can no longer deal with the blows, it is their body that will likely start reacting. The stress and trauma brought on by constant exposure to emotional abuse will take their toll on the human body, and various illnesses can come up.EMOTIONAL ABUSE IN THE WORKPLACEWhen emotional abuse is mentioned, the first scenarios that come to mind where it is likely to take place are in intimate relationships and domestic settings. We immediately picture couples and family members inflicting and receiving emotional abuse from one another. Meanwhile, the typical victim of emotional abuse, at least in most everyone’s mind, is that of a weak and defenseless child, or an adult who is visibly weaker or inferior to the person doling out the abuse.However, emotional abuse can also take place among professionals, in decidedly formal and business-like settings. This shouldn’t come as a surprise, when you think about it, especially when you take into acco unt the often competitive atmosphere in the workplace. Despite efforts to promote a culture of teamwork and promoting harmonious working relationships in the workplace, companies and businesses still face issues on workplace conflicts, low worker productivity, high employee turnover, and overall low employee satisfaction â€" all because of emotional abuse being a pervasive presence in the workplace.The workplace is actually an ideal nesting place for emotional abuse, since it serves as a perfect breeding ground for various negative emotions such as jealousy, envy, competitiveness, and insecurity. The hierarchy usually found in the workplace means that there are varying levels of authority; in that respect, a power imbalance is already in place.The phrase “workplace bullying” was coined to describe this type of emotional abuse at work, and it is used to describe the acts of “harassing, offending, and socially excluding someone, or negatively affecting someone’s work tasks” and often includes “personal attacks, social ostracism, and a multitude of other painful messages and hostile interactions.”Bullying and abuse in the workplace is claimed to be a worldwide phenomenon, not just affecting workers in the Western hemisphere. In fact, according to a study conducted by Pai and Lee on the risk factors for workplace violence among nurses in Taiwan, 51.4% of the respondents were victims of verbal abuse. This clearly proves that, despite cultural differences, bullying and other forms of workplace abuse can happen â€" and are happening â€" everywhere.Workplace bullying can arise in many instances, and it is not just restricted between a subordinate and his superior. In fact, many cases of emotional abuse in the workplace also take place between and among co-workers, who are supposedly colleagues and, in the hierarchy of the organizational structure, are equals. This implies that differences in position and rank are not the only “power” factors at play, since it may also be attributed to a social power imbalance.But how can you definitively tell that there is, indeed, emotional abuse at work?Have a quick break and learn about the four bully types at work. RECOGNIZING THE SIGNS… AND REACTING TO WORKPLACE EMOTIONAL ABUSEOriginally, the Duluth Model: Power and Control Wheel was developed in 1984 as a tool for the conduct of studies on domestic violence. Patricia G. Barnes of Abuser Goes To Work tweaked it to come up with the Workplace Power and Control Wheel, which describes all the indications that psychological abuse exists in the workplace.Emotional ControlThis refers to the most straightforward forms of verbal and emotional aggression employed by abusers.Abusive Acts:The abuser takes every opportunity to deliver insults and put-downs to his target, either by saying it to the latter’s face or delivering the barbs in a roundabout and indirect manner. Some may be sly about it, pretending to be civil and nice, their body language and facial expression in direct contradiction with the words coming out of their mouths. But some may opt to do it in an openly hostile manner, clearly leaving no room for doubt that they mean what they are saying.Name-calling is one of the most recognizable form of verbal abuse, with the abuser using offensive names and insulting language to one-up the target of his abuse. He uses these to win an argument. He also resorts to name-calling to sway or persuade others to reject or condemn his target, or anything that has to do with him. This is also a favorite method when the abuser wants to establish his superiority over the target.Giving the silent treatment is a non-verbal way of toying with the emotions of the abused. In other instances, the silent treatment may be accompanied by glares and looks of open hostility. The abused will initially be baffled at the reason why he is being given the cold shoulder, and this will eat away at him, until it affects his concentration and focus at work. Usually, the abuser will not make any attempt to explain why, since he enjoys the confusion and bewilderment being experienced by the target.The emotional abuser will revel in publicly humiliating his target, so he may choose to deliver his putdowns and barbed remarks when there are other people around. He will deliver his attacks in front of the other employees and, worse, even in front of the bosses, especially when putting the other down may potentially benefit him. For instance, if there is a promotion hanging in the balance, or there is a project awaiting approval, and the abuser sees the target as a threat or a rival, he won’t hesitate to resort to public humiliation to get his way. This is an oft-used action for co-worker sabotage.How to React:Stay calm and keep your cool. Maintain a decent and civil attitude even in the face of these emotional aggressions, even when the abuser starts to rant and rage at you. Losing your temper not only increases the likelihood of an ugly confrontation, it also puts you in a more vulnerable position. Remember, the abuser will feed off your discomfort and misery. The moment he sees that he is able to provoke you and get a rise out of you, this will motivate him to continue with his abuses, and be more creative with them. If you can’t be calm after a particularly ruthless tirade, the safest thing to do would be to walk away, get some air, breathe in and out, until you have calmed down. That is the only time you should walk back in to talk to him.Talk to the abuser with confidence and a rational attitude, looking them straight in the eye the whole time. If you can conduct the conversation in full view of the other employees that were witnesses to those abuses, that would be even better. Ask the abuser to stop what he is doing, and make it clear that you will not stand for it. You can also tell him that, if he doesn’t stop, you will not hesitate to report him to your supervisors.If, despite that, the aggressi on continues, then it is high time to report the matter to your supervisors or higher-ups, complete with documentation on the details of the acts of abuse you experienced, and your futile efforts to fix things.Do not hesitate to point out the error of his ways or, specifically, his attacks. More often than not, verbal abuse involve digs and attacks on the victim’s personal life and matters. If this is the case with you, go right ahead and let him know how unprofessional he is being by getting your personal life mixed up with things at the workplace. This is also an excellent way to set boundaries and show the abuser â€" and other co-workers â€" that you are serious about separating your personal and professional lives.IsolationIf getting the silent treatment is bad enough already, completely shutting down (and out) a person is bound to achieve the same results, making him feel rejected, isolated and alone.Abusive Acts:The target finds himself excluded from social events and gather ings involving co-workers. Short of not being invited, he will be left alone and largely ignored. For example, in an upcoming teambuilding activity within the department, the abuser may initiate actions to have his target’s name removed from the list.Important meetings and work-related planning events may be conducted, and the target will only find out about them when they are already over. This is no thanks to the abuser intercepting messages or memos providing notification of the meetings.During meetings or important conversations about work, the abuser will refute everything the target says, and even shoots down some of his ideas, saying they are silly or not feasible, even when they have some potential. This also demonstrates how little respect the abuser has for the feelings of the target.Being ignored by someone for long periods can take its toll on one’s self-esteem. If the target is already having a hard time dealing with being given a rude brush-off or subjected to sile nt treatment without him knowing the reason for it, it is doubly worse when he is treated as if he does not exist. On the hallways, when they are about to meet, the abuser will look through him, as if he isn’t there. Basically, his very existence won’t even be acknowledged by the abuser.Emotional abusers have a knack for making someone feel out of place, as if he does not belong in the workplace. Fitting in is very important for employees in order to enable them to carry about their tasks effectively and productively, but if they find difficulty in fitting in for the simple reason that there is someone who makes them feel they are a wrong fit within the workplace or the company, then they will definitely have a difficult time.How to React:Initiate a dialogue, and be direct about it. Ask the reasons for his actions, and request that he stop. Essentially, you will be using a defensive action that is the complete opposite of the offensive action used by the abuser. He practices eva sion to make you feel isolated, so you have to be forward and honest when addressing the elephant in the room. Your directness and resolve to take them head on will likely catch them by surprise and throw them off their best-laid plans to make you feel alienated. This tough talking approach will also get you some answers that you may use in the future to improve your relationship with your co-workers. Yes, even with your abuser.If you do not trust yourself to be able to walk up to the abuser and have that tough talk, you can approach a neutral party â€" maybe a co-worker or a supervisor â€" and ask him to intervene, and be the one to talk to the abuser.Try to develop yourself into becoming mentally stronger. IntimidationFear can be debilitating, resulting in extreme psychological trauma for anyone experiencing it. This is also seen by many abusers as one of their best weapons to assert their control and authority over their targets. By instilling fear in their target, they can prett y much have their way with him, and this will lead to even more emotional abuses.Usually, this tactic is used by supervisors or members of management, using their higher position as license to commit acts that will intimidate those who are below them, and cow them into submission. The abused will end up feeling fearful, timid, and often inadequate.Abusive Acts:Abusers that use intimidation don’t even try to be discreet about it. Supervisors pull rank on subordinates by raising their voices and yelling at them, even ridiculing and humiliating their victims while others are watching. The sad thing is that they will be able to make their actions seem like it comes with the territory of being a supervisor or boss, and they are likely to end up being praised for it and even getting good ratings or evaluation scores from top management. At the same time, they will also be able to make the abused employee look incapable of handling pressure at work.The suffocating and stifling effect of a supervisor closely observing every move of the subordinate in the workplace can be categorized as emotional abuse. This micromanagement style can intimidate an employee, constantly putting him anxious and on edge because the supervisor is breathing down his neck at every turn. Ultimately, its demoralizing and demotivating effects will cause the employee to break down.Supervisors or higher-ranked employees may use their higher positions to undermine their supervisor’s work outputs. We often hear of some of these people abusing their authority by making their subordinates do the work and, at the end, get all the credit for the employee’s hard work.How to React:Consider pursuing legal action, especially when the abuse involves theft of proprietary output (which is the case when a supervisor steals the work of a subordinate or takes credit for it), or the abuser’s modes of intimidation leads you to fear for your safety. Again, it is advised to keep notes, much like a diary where you list down all the incidents and instances that you experienced this type of emotional abuse, along with other pertinent details such as dates, the people involved, and even how the incidents made you feel.Unless you are very brave, which isn’t very likely, considering how you have been marked by the abuser as a target, you can confront him head-on. However, since that is not the case, get a neutral party to act on your behalf. This will show the abuser that you are not going to keep quiet, and that you are very much willing to talk to other people about how you are being intimidated.Get your superiors involved. Let them know what has been going on. If the intimidation is coming from a supervisor, turn to a higher supervisor for help, or maybe even HR.Coercion and ThreatsSimilar to intimidation, this type of emotional abuse in the workplace aims to render the victim fearful and unresisting to the abuser’s machinations. This time, however, the abuser issues threats openly. Wh ile intimidation goes about it indirectly, the threats already contain the intent of the abuser, and that is to punish, injure or damage the employee and even his state of employment.Abusive Acts:Managers and supervisors often hold the threat of job termination or a bad performance evaluation over an employee in order to manipulate them into doing their bidding. In many cases, they even go as far as issue unfounded warnings and reprimands the employee unfairly, openly stating that, unless the employee falls in line, there will be no leniency next time.Some employees may find themselves being subjected to unreasonable demands by the abusers, with the consequences made clear to them should they fail to meet those demands. Thus, they are forced to cross some lines and maybe even break some rules just so they can deliver what has been demanded of them.How to React:Do not let fear of the threat overwhelm you. Take a moment to get yourself together before you show any outward reaction to the threat. Let the heated moment pass, then carefully assess the situation so you can arrive at a decision on what to do next. Showing your temper or becoming antagonistic won’t get you anywhere.Again, if there are rules, laws and policies being violated, and the demands made by your supervisor may push you into violating them, you have the option of taking the proper legal action. Just make sure you have sufficient evidence to back you up.Enlisting the aid of other people who are neutral and not likely to take sides is also advised. It is important to show the abuser that, even when threatened or when your hand is being forced, you are not averse to asking for help from others.Make an attempt at bargaining. If unreasonable demands are being made, launch into a logical argument as to why you think it is unreasonable, and propose a compromise. Maybe a deadline extension, reduction of the amount of work, or a suggestion to split the work with someone else. Tack on a subtle suggesti on of letting other supervisors about it â€" maybe even the Big Bosses? â€" and asking for their opinion. This may be a bit sly, but once in a while, there is nothing wrong with playing with the abusers in their own game.Economic ControlThis type of abuse will have the abuser zeroing in on the vulnerability of the target, specifically his financial or economic status. The abusers often see them as fair game, easy to control and manipulate because they cannot afford to lose their job and source of livelihood.Abusive Acts:Abusers often resort to blackmail, with the employee’s financial status being poked at. The employee is given an ultimatum: do something the abuser wants, or face the possibility of being demoted, suspended, or getting fired altogether. The fear of losing his source of income will eventually lead the employee to let himself be controlled and manipulated.Unfair treatment of employees is also one way of inflicting economic abuse. The target will feel frustrated and d emoralized if the abuser gives rewards and incentives to other employees that are non-performing while he, the one who has been doing all the work, does not get any.How to React:Inform the next higher supervisor, or even top management, of any unfair treatment you are receiving from your department or supervisor. Lodge a complaint, if you have to, but make sure it is filed in the right channels, following the standard procedures or protocols. This will also serve as a warning to the abuser that you are willing to take this matter to the right ears if you have to.Maintain your high level and quality of performance at work. Just keep performing your tasks and responsibilities properly, and make sure that you remain a productive member of the organization. This way, when the abuser carries through with his threat, top management will find it unreasonable to let you go or demote you. Do not give them a reason to put your economic position in jeopardy.So, how do you stop emotional intimi dators? This is how! Supervisory or Management PrivilegeThis is blatant abuse of authority on the part of the abuser. He sees his position as some sort of a license to be abusive to his staff, and that the lower ranked employees should defer to him by virtue of his higher position in the organization structure.Abusive Acts:The supervisor or manager treats his subordinates like they are his servants or slaves, jumping up to please him and do his bidding, and be at his beck and call at any time of the day. He might call an employee in the middle of the night to do a personal errand for him such as pick up his dry cleaning or drive his kids to school because he is in an important “golf” meeting with a client.The refusal to give credit to whom it is due is also one form of a wrongful exercise of supervisory or management privilege. Say an employee has done excellent work on a specific project, and the supervisor is tasked by top management to deliver their positive feedback to the e mployee. However, out of envy and spite that the employee was able to do a good job despite having butted heads with him over the project, the supervisor does not deliver the message, and the employee is allowed to stew in his nerves, wondering what top management thought about his performance.Delivering criticisms in an unnecessarily harsh manner, and refusing to give compliments for satisfactory work are other forms of bullying by supervisors. They have a lot of words when it comes to less than stellar work, but they are also very stingy in expressing personal satisfaction as a supervisor on a subordinate’s work. And when he has no choice but to do so, the compliment is likely to be offered grudgingly, so that it won’t sound like a compliment at all to anyone hearing it.Favoritism practiced by supervisors almost often mean that there are some employees that are sidelined or always left out of the priority list. The supervisor may expressly prohibit the employee from undergoing trainings and seminars meant to equip him with new work skills or hone the ones that he already has.Whenever he is not pleased with the employee, he will assign undesirable work to him. You will find that abusive supervisors will never run out of unpleasant tasks to assign to their targets. If they run out of undesirable tasks, they can increase the workload and even set unrealistic deadlines that must be met, otherwise there will be a corresponding punishment.How to React:Learn to say no. One of the reasons that your supervisor considers you easy picking is because you are always receptive and obedient to everything he says. Admitting your limitations may throw him off a bit, especially when he expected you to meekly do as he says. However, say no in a courteous and non-offensive manner.Let another person in authority know about what is happening, preferably someone with a higher rank. Or you could approach the HR about this. In many cases, the victim may hesitate, afraid that the ir job will, indeed, be compromised. While that may be true, that is no different to the situation where you will do nothing and let your supervisor trample over you. Better take the risk than to allow yourself to be broken.Use legal action as a last resort, when the problem cannot be fixed at your level. Again, keeping notes is recommended.Inciting MobbingThe workplace may be likened to high school; there are cliques, factions and groups, with each unit having their own loyalties. This is what the abuser will capitalize on. The abuser is not above using whatever tactics he has up his sleeve in order to inflict the most pain and misery on his victim. Therefore, he won’t hesitate to use others to aid his “cause”.Mobbing, according to Dr. Heinz Leyman, is a behavior where a single individual â€" the victim â€" becomes the recipient of abuse from many abusers. The abusers, on the other hand, sees strength in numbers, and will enlist the help of other people to terrorize the victi m.Abusive Acts:With just a few well-placed words and thoughts, the abuser can successfully create a conflict with their target caught somewhere in the middle. It is quite common to see a workplace that is overran by unfounded rumors and baseless gossips, often directed at one person. This will definitely cause distress to the subject of the rumors, compounded by how the number of attackers are overwhelming him.The abuser will charm the other employees into making the victim feel isolated and completely alone, further fueling the fire of the seed of thought previously planted in his mind about him not belonging in that workplace.It is also possible for managers and supervisors to be pulled into the abusive cycle, whether they are aware of it or not. They may blatantly lie about the victim’s performance so that he will get poor evaluation scores and will look incapable in the eyes of top management. The victim may be suddenly made to defend himself against made-up accusations â€" ei ther personal or work-related, or both â€" volleyed at him. The abuser can convince management into making things at work more difficult for the victim, who will feel more hopeless, considering how even members of management are involved.How to React:Remain accessible. Do not make the problem worse by doing some avoiding of your own. This will only dig the wedge in deeper and drive you farther away from the others. Carry on as you always have and maybe even make a conscious effort to reach out to the others. Do not give them the chance to completely shut you out. Remind the ones that you had good relationships with why they liked you in the first place.Do not cower before them. The abuser is counting on the strength in their number to break you, which is why he is involving other people. Keep your head up, and never let them see you falter. Upon seeing how gracefully you are taking this, the others may start doubting their decision to band with the abuser.Do not think that they are all against you. Never forget who the main abuser is, and how some of the ‘mob’ may have only been talked into it with falsehoods and deception perpetuated by the abuser. That means you still have a chance to turn them back around, and you can do that by calmly sitting them down and talking to them, setting them straight on a few things. If you confront them and argue with them, you may only turn them into new enemies, which will work to the abuser’s advantage.Minimization, Denial and Misplaced BlameAbusers will never readily admit that they are, indeed, committing abusive acts. In the first place, they are convinced of their own entitlement to act the way they do. These abusers are, by nature, selfish, so they are always looking out for their own interests.Abusive Acts:When confronted with their abusive acts, they will actually make light of it and minimize the negative impact. They will treat it as if it was just a joke, and everything was done “in good fun”. This noncha lant and uncaring behavior can further cause offense to the victim, seeing how the abuser refuses to acknowledge how his actions have had adverse effects on him.The abuser can turn things around and make the victim look like he’s the bad guy, unable to take a joke and being too sensitive for his own good. He will accuse the victim of not being able to deal with work-related stress and maybe even call into question the victim’s ability to interact and work with others, including him.One of the worst claims that an abuser can make in his defense is to say that the victim’s misery and pain were all self-inflicted. Everything was the victim’s fault, and he whines too much while making others accountable for something that was entirely of his own doing. Try directing this line of reasoning with a victim already suffering from a low self-esteem, and there is a high probability that he will cave and believe that he is, indeed, to blame.How to React:No matter how eloquent and convin cing they are, never accept the blame that the abusers are pinning on you. Inflicting abuse is a conscious decision, and not something that is committed because “they were forced or coerced into it”. The abuser will attempt to break down your defenses, brick by brick. Don’t let him.When confronting the abuser, it is preferable to have a mediator to intervene and keep things on an even keel. In fact, you should consider asking a supervisor or superior to be the mediator or witness to your conversation, since this will pressure the abuser into defending himself. Who knows? He might just be the one to dig himself into a hole while scrambling to find a way to justify his actions.Stay calm and serene when talking to the abuser. Seeing you like that is bound to discomfit him and make him lose his footing, figuratively. Then he will start doubting the wisdom of turning things around on you.In all the emotional abuses discussed above, the employee subjected to them cannot be blamed if all he wants is to get as far away from that workplace as he can. They start to think that the ideal solution would be to hand in their resignation and look for another place or company to work at where, hopefully, they won’t be bullied or abused.But that is not always the best solution. There is always that risk that the emotional abuser you were planning to sever ties with is also the one to give you a reference when you leave, and he may purposely provide a negative reference, destroying your chances of finding another job.The first course of action you should always attempt is to face the music, instead of turning tail and running away from it. There are several options available to you, and we have gone through several of them.Also, this is something you should never forget: KNOW YOUR RIGHTS AS AN EMPLOYEE. Familiarize yourself with the Labor Laws and other workplace and worker welfare legislation. Be aware of the specific policies of the company, especially with regards to employee welfare and protection. By arming yourself with these knowledge, you will be better able to protect yourself from any type of abuse.Emotional abusers will continue to inflict misery as long as there are people who are willing to take these abuses and do nothing about it. Showing resistance and actively taking action to stand up to them is likely to dissuade them and make them back down. Once they realize that you are not the type to take their abuses sitting down, and that you are strong enough to withstand their attacks, there is a great chance that they will leave you alone.

Describing Displacement A Thematic Analysis of Evolution Sherman Alexie - Literature Essay Samples

The poem â€Å"Evolution† by Sherman Alexie is about the business ventures of a man called Buffalo Bill who does business with the Native Americans on a reservation, opening first a pawn shop where they pawn all that can be given away. Buffalo Bill then turns his shop into a museum and charges those same Indians to visit the remains of their identity. By analyzing this poem and examining its moods and the many meanings that can be gauged from it, a careful reader can discern Alexies sense that Native American tradition has been transformed into signs of cultural loss and material profit. Alexies narration begins quite simply, as though told from the point of a view of neutral observer. A man named â€Å"Buffalo Bill opens a pawn shop on the reservation/ right across the border from the liquor store/ and he stays open 24 hours a day,7 days a week†¦Ã¢â‚¬  In response to the appearance of a pawn shop, â€Å"†¦the Indians come running in with jewelry/ television sets, a VCR, a full-length beaded buckskin outfit/ it took Inez Muse 12 years to finish†¦Ã¢â‚¬ . This is a crucial point in the poem, as it begins to sew a different mood into the formerly calm, casual fabric of the poem’s tone. From the description of their desperation, the Indians of the reservation are desperate for survival, enough so that they trade not just Western goods and electronics but also time-precious ancestral treasures and heirlooms. Could this mean their situation had deteriorated to such a state that heritage and old tribal traditions had long since vanished from their consciousness?Quite possible considering they have been relocated to a barren wasteland of cacti, sand, and rocky mountains full of coyotes and wildcats instead of their ancestral grounds in the forested, deer and bear inhabited lands far to the north and east. In response to this flow of business from the area, â€Å"†¦Buffalo Bill/ takes everything the Indians have to offer, keeps it/ all catalogues and filed in a storage room†¦Ã¢â‚¬ . Buffalo Bill is planning to use these acquired items for a reason. The choice of location and business venture seems to all be included in this plan. We get the idea he’s well-versed and talented in drawing money from an opportunity. The Indians, however, don’t seem to stop at just their possessions. They â€Å"†¦pawn their hands, saving the thumbs for last, they pawn/ their skeletons, falling endlessly from the skin / and when the last Indian has pawned everything/ but his heart, Buffalo Bill takes that for twenty bucks†¦Ã¢â‚¬ . The impoverished, displaced, desperate Indians slowly begin to lose themselves, their identity, as they are plunged into a daily struggle to survive, pawning everything valuable; their bodies and their hearts. And, when all is pawned off and th ey’ve nothing left to give up of themselves, Buffalo Bill â€Å"†¦closes up the pawn shop, paints a new sign over the old/ calls his venture THE MUSEUM OF NATIVE AMERICAN CULTURES/ charges the Indians five bucks a head to enter.† This ending is an ironic one, an ending that really ties the idea of the poem together. Buffalo Bill uses all that the Indians have pawned to set up a museum, putting their culture and identity in a place of bygone wonders. And, for another cruel twist, he charges the very owners of those items money to come and see the remnants of their heritage. Quite spectacularly, this poem sums up in such a powerful but collected way the relationship between the conquered and the conqueror. The tone is mournful, splendidly conveying and filling the reader with the rich medley of various emotions that the poem communicates; grief, pain, anger, reluctant acceptance, and wonder. And the imagery and figurative language communicates a clear but unique ang le to the story being told. Buffalo Bill, who appears to represent the invasion of colonists and invaders from the European countries, comes onto the reservation (the Indian’s last foothold of existence) and preys on their need to survive by creating a pawn shop. They exchange their possessions and their identities (lets keep in mind theyll already been relocated and have adopted a good number of white man customs) and bodies for the paper money of the white man to buy white men’s food to put into their stomachs, solely concerned with living another day. And, after there is nothing left to give away, Buffalo Bill, probably under the guise of supposedly respecting and paying homage to the previously oppressed, puts up a museum in which the very owners of the items on display are charged to enter and see what remains of their past, shoved into the olden times along with other fallen peoples who make up little colors in the grand portrait of the modern world.