Persuasive presentation against capital punishment Essay

Persuasive presentation against capital punishment - Essay Example However, while serving the cause of justice in such cases, it would be utterly inappropriate for a society to momentarily do away with the set social, moral, ethical and religious values accrued over centuries and generations, to turn into some sort of a collective predator, savagely taking the life of a culprit in the name of justice. Society has to punish crime, but it ought to do so without tempering with the quintessentially human values and aspirations (Bedau, 1977). Capital punishment do punishes a criminal, but at the same time it also deprives a society with a measure of its humanity and restraint. Capital punishment is based on the principle of â€Å"an eye for an eye†, which is totally savage, anachronistic and inhuman in its approach and scope. Society should punish the hardcore and incorrigible criminals, but for doing so it does not need to stoop to the level of the murderers in intends to punish. There is no denying the fact that capital punishment is usually awarded to deviant people guilty of committing the rarest of the rare crimes. In that context, the capital punishment is not pragmatic in the sense that it extends to a criminal an easy way out (Zimring, 2003, p. 145). The pain inflicted by capital punishment on a criminal is only momentary. In contrast, the saner substitutes like life imprisonment are more stringent and rigorous in their practical implications (Zimring, 2003, p. 145). The torture of being deprived of one’s liberty, comfort, rights and social support system for years is certainly a worse torture for a hardcore criminal than the clean break allowed for by a death sentence. Thus, life imprisonment, realistically speaking is more potent and valid a deterrent to crime and a suitable expression of social repudiation for a serious crime, as compared to a capital sentence. Besides, life imprisonment and

Reasons for and benefits of training and development

Reasons for and benefits of training and development Executive Summary Among the first elements in the company that gets the pressed budget of the company is training for employees who often end up on the cost cutting. Unfortunately, the trained employees and qualified employee are simply that an enterprise should stimulate growth and solve problems in the lean. Innovation, flexibility and dedication required to construct dynamic companies truly come well trained and supported staff. One of the best ways to encourage and support people in your staff is through the professional development and training opportunities. Sending employees to training, or bring opportunities in society, opportunities actually brings a company with new ideas and creative ways to solve old problems. Sometimes, only employees daily grind of their daily work schedule is sufficient to boost energy and to encourage employees to revalidate their employment and society. Later in this report, that well look at some training programmes run by 2 major businesses in U.A.E, those are Emir ates Islamic Bank and InterContinental Hotel Group. We will also examine opportunities, weakness and threat on the training and development. . What is training and development In the field of HRM, training and development is the organizational activities to improve the performance of individuals and groups aiming in organizational settings. It was known by several names, including staff development, developing human resources and learning and development. Training and Development includes three main activities: training, education and development of these ideas are often synonymous. But the practitioners include three separate, although interrelated, activities, as follows: Training This activity focuses on both evaluated against employment any person currently holds. Education This activity focuses on the jobs that a person may hold potentially in the future and is evaluated with these jobs. Development This activity focuses on activities that the Organization employing the individual, or that made individual part, can participate in the future and is almost impossible to assess. The stakeholders in the training and development are classified into several categories. Sponsors of the training and development are senior executives. The customer training and development are corporate planners. Line managers are responsible for guidance, resources and performance. The participants are those who actually undergo the process. The animators are specialists in human resources management. And providers are specialists in the field. Each of these groups has its own agenda and motivation, which sometimes conflict with the agendas and the motivations of others. Typical Reasons for Employee Training and Development Training and development can be initiated for various reasons for an employee or a group of employees, for example: When a performance evaluation indicates performance improvement is necessary. Compare status improvement so far in an effort to improve performance On a programme of professional development in all By planning help an employee to be eligible for a planned succession change in the role of the organization. Pilot, or test the operation of a new system of performance management To form a specific topic, as shown below Typical Topics of Employee Training Communications: Increasing todays workforce diversity offers a variety of languages and customs. Computing: Computer skills are becoming a necessity to carry out administrative and tasks from desktop. Customer service: Increased competition in todays global marketplace makes it critical that employees understand and meet the needs of customers. Diversity: Diversity training usually includes explanations on how people have different views, and perspectives and includes techniques for the value of diversity Ethics: Today company growing expectations on the social responsibility of businesses. Also, diverse workforce today brings a wide range of values and morals rather than work. Human relations: Constraints increased labor today can include misunderstandings and conflicts. Training can people get along in the workplace Quality initiatives: Initiatives such as total, quality circles, calibration, and quality management and so on, require training base on the concepts of quality, guidelines and standards of quality, etc. Security: Security training is critical where working with heavy equipment, hazardous chemicals, repetitive activities etc., but can also be useful with helpful tips to avoid aggression, etc. Sexual harassment: Sexual harassment training usually includes a thorough description of policies on sexual harassment, organization especially on what are inappropriate behaviors. General Benefits from Employee Training and Development There are many sources online training and development. Several sites suggest reasons for supervisors conduct training between employees. These reasons are: The greater job satisfaction and morale of employees Increased employee motivation Greater efficiency in the process, resulting in financial gain Increase capacity to adopt new technology and methods Innovation in products and strategies Reduced employee turnover A better image of the company, for example, ethics training (not a good reason for ethical training!) Risk, for example, training on sexual harassment, diversity training Training is one of the most important parts of overall business strategy. Before starting a specific business or consider a potential acquisition, the first question that poses if present in the organizational skills needed or not. As a general rule, all the skills necessary for effective management of the company must be available in a company; however other core businesses can be outsourced. Training need arises because of the advancement of technology, the need to improve performance or professional development. Insight on Benefits of Training Benefits of training are intangible and invest in training benefits both, organization and used for a long time. Training improves levels of worker skills. It provides the feeling of satisfaction, which is an intrinsic motivation. Training also provides multi employees skills body. Training increases an employer engagement in their jobs and their organization. Understanding reduced employment accidents. One of the benefits of training for a larger organization is that it provides expertise in organization which reduces the overall cost of operations of the company. Quality is a key functionality needed for an organization over the long term survival. TQM (total Quality Management) and other quality management techniques require the training of staff as an important necessary to its successful implementation. Customer satisfaction increases repeat business, which is a key to success. Employee training to promote good customer relations will increase customer satisfaction and service quality. Just in time philosophy is one of the main ideas in Japan.JIT stress on reducing waste and wait times in production processes. Better training reduces wastage and machine downtime. Much of the cost of quality consists of monitoring; by providing adequate training, reduced. Training increases the productivity of employees and processes. High turnover can be a serious threat to the existence of the Organization, the major advantage of the training is that it allows reducing staff turnover and help an organization to keep its staff. Better training may offer an advantage competitive organization to others in the industry. In service industries the primary source of business income is his expertise of staff and skills, acquire professional with high skills are relatively expensive than the current acquire these skills training. Training is also a major element of the new recruits; adequate training helps understand the work, its requirements and responsibilities. Training also increases understanding of organizational culture. Training programs strengthens the communication between the different levels of an organization. Any deficiencies in the processes and jobs are eliminated and those close to production processes have become involved in the management. Clearance of personnel is a recent trend management; this empowerment will be successful in the proper training is provided to persons entitled. . Organization, Trainee and Trainer An organization has a very close relationship with the trainee and the trainer because it is the first contact for both. Demand for training in the undertaking increases when the organization wants to: Hire new people training as a means of training new recruits To expand when society wants to increase its workforce. To increase number of employees (by position) by a certain date To improve the performance of employees Name of the Organization to be part of the training unit Demand for training also increases when there is a change in the nature of employment, consumer tastes, change in the methods of product development, etc. The organization goes through the following steps to transfer training field. But the problem arises when the organization outsource training process. In this situation, the Organization assumes the trainer must be aware of the type of training s needs of participants and their organization and their content meets these needs. This leads to failure of the program, which translates collusion. Therefore, it is a duty before any organization to make the trainer and their conscious organization culture, climate, the responsibilities of the Organization, etc. Developing People and Capabilities Many organizations face the challenge to develop greater confidence, initiative, solution-finding capabilities and solving problem between their peoples. Organizations need to staff at all levels, to be more self-sufficient, creative and independent. This staff allows behavior can operate at higher strategic level, which makes their organizations more productive and competitive. The efforts of the people produce greater results. This is what all organizations strive to achieve. However, then the conventional training give people new techniques and methods, it does develop their maturity, belief, or courage, which is essential for the development of managers and strategic capacity. Yet once again focus on the development of the person, not skills. Try to see things in perspective of the person (your employees). Provide learning and experiences that they would like for their own personal interest, the development and completion. Performance and capacity are ultimately dependent on the attitude and the peoples emotional maturity. Help them achieve what they want on a personal level, and it provides a platform for confidence, emotional Contracting Organization and development of skills/process/knowledge further relevant to handle the highest responsibilities, roles and teams. Participatory workshops work well in the beginning of this type of development attitude. Involve people from the outset. Focus on what they want. You can also use a questionnaire for personal development to begin to set the stage and provides examples of learning opportunities other. It starts with the person, not skills. It attitude and emotional maturity. The principles of the emotional intelligence and methodologies to adapt very well with modern approaches to popular belief, maturity and attitude development. When people develop trust, integrity, emotionally, they are automatically more proactive, focusing on solutions, reactive, etc., on a whole team, which has a cumulative effect. Johari is a useful model too. For many people to work is simply crosses the movements, acting in a consistent status, often because they feel not secured, lack of confidence to do what they think, it is fair, or are nervous about being fat, whereas daring is absolutely necessary for self-sufficiency, initiative, greater responsibility; in fact all behaviors organizations is to encourage. You cannot teach daring persons were to experience things to feel bolder, take risks and want to take risks. This means that premium must be too or people have no reason to stick their neck and not only the perspective of a financial reward. Especially responsible additional actual Herzberg type motivators and the recognition and participation in new projects successful and interesting. This is the fuel for growth and change people. Emirates Islamic Bank UAE They are located in different Emirates of UAE. Emirates Islamic Bank provides training and development of their employees as follows: Induction programs Each new employee is attend after recruitment, and is doing a familiar employee and knows the meaning and goal of putting in place the Organization and their employment business. Course Relevant courses in the fields in the Department of the Bank that the employee works, new procedures and developments. Workshops Workshops are conducted by internal staff and external people to Bank staff in their respective fields for the benefit of their performance. Training institutes Emirates Islamic Bank is associated with Emirates Bank Institute funds to train its employees. Training Center-General conditions This training Institute provides short-term and long-term courses related to banking services on a regular basis, and the duration of the course varies from 2 to 7 days each course. Certification programs: Emirates Islamic Bank has sponsored employees for certification programs CIPA Islamic public accounting certified Emirates Islamic Bank sponsors the CIPA examination cost for its talented and senior bankers, who are expensive examinations with regard to cost, and all expenses are borne by the Bank itself. MBA programs Emirates Islamic Bank facilitates its employees to obtain an MBA by providing interest free loan, partially or fully sponsored MBA costs required employees, as the base case. Talent Pool Employees of high performance for all departments (ministries) are placed together with the potential to be responsible for transmitting them with specialized or tailor made programs leadership in collaboration with leading universities. The duration is 3-4 months. Seminars and activities These seminars are specific department; furthermore they are for personal growth, such as the construction of motivation and pastimes activities Intercontinental Hotel Group In UAE and Worldwide: InterContinental Hotel Group believes that their population led to the success of their business, so that they will invest in their skills to improve their work and progress to more difficult and more responsible position. To help make this InterContinental offers a range of training programs designed to develop their potential in the moment that their employees become part of the team of the INTERCONTINENTAL. Range of INTERCONTINENTAL functional training and leadership development initiatives includes: Revenue management The INTERCONTINENTAL provides training courses on several high-impact drivers focus hospitality managers to maximize revenue: forecasting and availability, pricing and distribution, channel management controls overbooking and group management and non-traditional revenue management applications. The course explores a subject in depth, with particular emphasis on the role of effective revenue management policy and applying practical tools and techniques for hospitality. Sales and marketing InterContinental offers training to employees of the sales and marketing, service typical course covers following topics: Effective leadership skills Marketing Research Market Intelligence Key account management Finance for managers non-finance Strategic business planning Professional sales skills Housekeeping It is mandatory for all new employees in the housekeeping service to take this course to meet high standards of service. InterContinental regularly organize training as necessary existing employees. The course develops some training for equipment and products used by the hotel in the household. Maintenance and monitoring of leadership. This training is oriented to less management; this training provides the leadership skills at the personal level supervisor. Programs for employees of the INTERCONTINENTAL online training: InterContinental uses new technology and, therefore, all members of staff have access to hardware training about the role that employees and everywhere where they work, they can also take advantage of online training programs developed in partnership with the Institute home. Senior leadership programs Senior leadership program offers a structured range of develop skills in top-level management. The program offers courses and psychometric assessment content delivered by leading academics focuses on connection with nobody, business, personal and career goals. Assessment centers InterContinental are also the only group hotel offer Assessment centers around the world to help high-performing individuals in business, management and monitoring moving on and next level roles. Four promises of INTERCONTINENTAL its employees: One of the promises of four of the intercontinental to everyone who works for intercontinental is room to grow. To support employees and give them opportunities to develop and pursue rewarding careers intercontinental will be make sure: You know what success means for your role. Youll be involved in regular feedback instructions quality You will have the opportunity to develop both your current and future roles in Find out what career opportunities are available with intercontinental worldwide. Bearing in mind a comparative study of the training and development between the international markets that Japanese work environment is a good example, which is declared as follows: A good example: Japanese, work environment Many times in and outside Japan share a picture of the Japanese work environment that is based on a model of life-employment used by large enterprises as well as a reputation for working hours long and strong dedication to the society. This environment is said to take into account economic conditions began in the 1920s, when large corporations competing on the international market has begun to accumulate the same prestige was traditionally assigned to the daimyo retention of government service relationship or feudal Japan in the Meiji Restoration. In very high, the most prestigious companies would recruit and retain the best workers by offering better benefits and job security life really. In the 1960s, employment at a prestigious company had become the goal of the children of the new middle class, the prosecution which required resource mobilization family and great perseverance individual in order to achieve success in the education system of ferocious competitive. Employees are expected to work hard to demonstrate loyalty to the company, in exchange for certain benefits such as housing, grants and employment security good insurance, use of leisure facilities and premiums and pensions. Start at low wages, but age is rewarded with promotions based on a combination of age and capacity. Leadership does not rely on the assertion itself or quick decision-making, but on the ability to create a consensus, taking into account the needs of subordinates. Investigations indicate continuing preference for the bosses who are demanding but show concern for privacy of workers on the less demanding bosses interested only in performance on the job. This system reward behavior showing identification with teamwork, indicated by sing the song of the company, not take vacation days and share credit for the achievements with the working group. Pride in his work is expressed in competition with other parallel sections in the society and between the company and other similar companies in industries. Thus, people are motivated to keep wa (harmony) and participate in activities group, not only on employment but also within hours socializing (nomikai). However, the image of loyalty group may be more a matter of ideology practical, especially for people that he do not upwards. SWOT Analysis The following SWOT analysis is carried out by comparing the training and development of employees in the UAE and Japan. Strengths: UAE is a hub of business, attracting not only work, but expats, tourists, investors and ultimately employees from a very wide range of countries and cultures to come and work in the UAE. The market and environment of UAE is very quick in adapting new changes and making developments and has the skills of applying them successfully. UAE attracts workforce from all over the world. Weaknesses: The UAE needs to reconsider its law on visa regulation, as a visa of 3 years and medical checkup very frequently, for it restricts the Employer for planning on a long term plan for the training and development of the employee. The Labor laws are not flexible enough and does not enable free market concept. Equal opportunities should be available for both locals and expats in the UAE for training and development of the Employees. Language barriers of foreign training institute operating in U.A.E with foreign trainers. U.A.E losses lots of expertise and experience when expats leave the country. Opportunities Underdeveloped national workforce, hence potential for training is high. Government is determined to develop National workforce The Growth of Free zone are encouraging Bring in training institutes from Japan to make the employees of the UAE feel as their assets and plan training and developing programs accordingly. Threats UAE despite being one of the most fastly developed countries in the world, it will not be able to develop in building a reputation of attracting new recruitments and then training and developing employees in building personalities of the people who work for them, as it motivates employees to work better and give better results. Critical Analysis Despite having several training and development programs both IHG and emirates bank consider them as over head expense. Instead of building and maintain workforce they try to hire directly skilled resource from the market. As recession has taken toll also there is considerable cut in the budget of training and development. Some time employees also attend training for the sake of training; there can be variety of reasons for this like lack of motivation, lack of interest in the subject and attitude. Conclusion The UAE is one of the fastest developing economies with new ideas from its people coming in to advance its infrastructure, technology and economy. It already is playing a major role in the training and development of its employees, but revising its visa policies and collaborating further with Japanese training institutes will enhance its workforce both locals and especially expats in working better. *************************

Language in Animal Farm :: Animal Farm Essays

Language is a very powerful tool. It is a means of basic communication, and has been around for centuries. Just like any other tool, language can be powerful in a positive or negative way, and can either work to one's advantage or can result in negative effects. Certain words can touch a certain chord inside someone, so they can be easily influenced by the language. A good example of this is George Orwell's Animal Farm, a fable in which a multitude of gullible animals are exploited by a group of power mongering pigs. Words can appeal to a persons basic needs and desires and conjure up hope or even fear in his or her mind. These emotions can be manipulated by others to their own advantage, and clever use of language can be used to cheat, deceive, spread rumors. In Animal Farm, Orwell shows how the pig's use of influential language manipulates and enslaves the animals. Through use of language, the pigs appeal to the animals basic hopes and desires of a better life and a better future. They make others work extremely hard, while they themselves rest and unfairly reap most of the benefits of the work. For example, â€Å"Now comrades,... to the hayfield! Let us make it a point of honor get in the harvest more quickly than Jones and his men do.† Later in chapter three, Squealer is sent to justify the pigs selfishness and to convince the animals that the pigs are working in their favor. He said, â€Å"You do not imagine, I hope, that we pigs are doing this in a spirit of selfishness and privilege? Many of us actually dislike milk and apples...Milk and apples contain substances absolutely necessary to the well-being of a pig...the whole management and organization of this farm depend on us.† This how the animals are persuaded to believe almost anything without question. Words that appeal to our fears make us feel vulnerable, and when we feel vulnerable, we are ready to do just about anything to make us feel invulnerable again. In Animal Farm, the animals feel very insecure deep down, but they also are gullible and they do not wish to go against the pigs. For example, Squealer tells them â€Å"Do you know what would happen if we pigs failed in our duty?

Cause Marketing Essay

As the world progresses towards globalization and markets integrate to enhance global trading, there is a constant increase in the competition among businesses. Marketing is tool that is used by every business in order to create a name for it and promote its brand among the consumers. The non-profit goals to promote the well being of the society and its people are often foregone by businesses during their quest for a larger market share. This paper would be focusing upon cause marketing. This marketing essay would be analyzing two businesses that implement cause marketing. Moreover, it would elaborate the benefits that this scheme provides to a ‘for profit’ business and a non-profit organization. Discussion Cause marketing is basically the mutual effort of two types of organizations with two contradicting objectives. Cause marketing combines the motives of the non profit organizations with the resources of a business. The motive is generally a social or charitable cause that requires large scale marketing. Cause marketing is a distinction from the normal profit oriented market and it is a positive steps towards working for a good cause, benefiting the society and at the same time benefiting the organization. One of the oldest examples of cause marketing would be the relationship that the Boston Red Sox baseball team and the jimmy fund share. Jimmy fund is a charity that supports cancer care and research at the Dana-Farber cancer institute. The jimmy fund and the Red sox have been collaborating for charity events since almost 6 decades and have worked on numerous projects. The jimmy fund/red sox license plates help to raise funds to fight cancer. The money earned from the sale of these license plates adds the amount to charity. This collaboration is one of the most successful and long lasting examples of cause marketing. The jimmy fund has been gathering charity to work on cancer patients with the help of the promotion made through the Red sox team. Conversely, the team has gained a encouraging and heartfelt support from the people and have managed to maintain their self image in a more compassionate and empathetic fashion. Another company that can be taken as an example for cause marketing can be fisher-price. Fisher-price is a company that produces toys for children and infants. It is a well-known and attractive retailer of children toys, baby gear and parenting guides and aims on projecting a friendly and kindhearted image. Since children have an affinity for animals and are naturally fascinated by them, fisher-price has seized this opportunity to collaborate with an organization that protects the wild life and wild places through conducting educational programs and conservation across the globe, the wild life conservation society. Fisher-price carries out this partnership by creating a new line of ‘precious planet’ toys and baby gear. The sale of these items would set aside amount for donation to sustain the wildlife conservation society. With the help of the financial resources from fisher-price, the wildlife conservation society gains the benefit of having an increased capacity to promote their organization and also, to create greater awareness with the support of fisher-price customer-base. On the other hand, fisher-price gains a positive public image and relations. It would provide the company to improve its customer relations and also help it gain perspective on other marketing prospects. Conclusion Cause marketing is a friendly collaboration of the wellbeing of the society and the achievement of business goals. Non-profit organizations often face the problem of creating awareness and promoting their cause but with the help of large scale well established businesses a larger number of people can be reached. Works Cited Adkins, S. Cause related marketing. Butterworth-Heinemann, 1999. Daw , J. Cause marketing for Nonprofits. Wiley-interscience, 2006.

How are Marco and Rodolpho initially presented in A View From the Bridge? Essay

From Marco’s first appearance on stage it is clear that Miller intended to portray him as cautious and respectful. In the stage directions, Miller describes him as â€Å"suspicious, tender†. The use of the word â€Å"suspicious† tells us that Marco is aware of the dangers he and his brother face as immigrants and as such trusts very few people. The word â€Å"tender† supports this idea as it implies that Marco is being careful about what he says as well as being careful to not overstep any boundaries, an idea further supported by the fact that he either sticks only to one or two word answers such as â€Å"thank you† or just nodding. The way Marco has been presented shows that he is very careful by nature and as such will obey those who are in charge. This is first demonstrated after the brothers enter the apartment. After addressing Beatrice, the first thing that Marco tells Eddie is that when â€Å" you (Eddie) say go, we will go†. Almost immediately after meeting the Carbone family Marco states that he will obey Eddies commands and in doing so establishes a hierarchy, in which Eddie is at the highest point. When asked about the condition of life in Italy Marco responds by saying it’s â€Å"bad†. Though on the surface this seems like a very basic description when taken into context it displays just how horrible conditions are there. Marco states that his eldest son is â€Å"sick in the chest† and that if he had stayed â€Å"they (the children) will never grow up†. These sentences show the suffering present in Italy and the fact that Marco doesn’t explicitly refer to the possibility of his children dying and rather only vaguely hints to it shows the fact that while he knows that it is a possibility he refuses to accept it. So when Marco describes the situation as â€Å"bad† what Miller is doing is allowing the audience to imagine for themselves just how bad the situation is. This explains why Marco has come to the US; he is trying to support his family back home and ensure their survival. When Rodolpho first sees the house he exclaims that he thought the Carbone’s â€Å"were poor†. This implies that Rodolpho is seeing their house as very big compared to what he would be used to, which shows just how poor Rodolpho’s family are. Additionally the way Miller has Rodolpho speak this line shows a lot about his character; Miller presents him as excitable and naive through the fact that while Marco is being quiet and careful Rodolpho is talking loudly and being playful. This idea is added onto when Rodolpho answers Catherine’s question about her appearance by saying the â€Å"Danes invaded Sicily†. This is clearly intended to be a joke and shows that Rodolpho is being playful with Catherine, and also hints to the fact that Rodolpho might be attracted to her. Miller adds to Rodolpho’s childlike nature when he has him describe life back in Sicily. While Marco describes the negativities of life back home Rodolpho decides to make it humorous describing how everything in the town â€Å"you gotta push†. His forwardness shows how naive he is. This is further demonstrated when he describes his reasons for coming to America. Rodolpho states that â€Å"when [he] is rich† he will â€Å"buy a motorcycle†. The fact that he says â€Å"when [he] is rich† shows just how little he has thought the plan through. Eddie has been working in America his entire life and is nowhere near being considered being rich, while Rodolpho just assumes he will be. Additionally, his dream of owning a â€Å"motorcycle† is what could be described as a young man’s dream i.e. a person in their youth further adding to the idea that Rodolpho is very childlike. In the relationship between Marco and Rodolpho, Miller makes it clear that Marco is the one with the authority. This is first shown when Marco says to Rodolpho â€Å"Shh! Come†. In this line it is clear that Marco is commanding Rodolpho and since he follows Marco’s commands we can assume that this is normal for them. Furthermore it is Marco who knocks on the door of the apartment implying it is he who takes responsibility. When Rodolpho mentions how he wants to own a motorbike, Marco replies by saying â€Å"when you have no wife you have dreams†. The use of the word dreams suggests that Marco sees Rodolpho’s ambition as unrealistic and as nothing more than just childish wishes. Additionally it could show that Marco sees Rodolpho as not having any responsibilities as he does not have a wife. Furthermore when Rodolpho is describing his first singing performance he states on having lived â€Å"six months on that night† to which Marco â€Å"nods doubtfully† and responds that they in fact only lived two months off the performance. The hyperbole made by Rodolpho seems to confirm the idea of him being a childish figure therefore making Marco the adult figure in the relationship. When Eddie questions Rodolpho about whether or not he â€Å"want[s] to be picked up† Marco replies by rising and saying â€Å"no – no†. Marco’s dominance is displayed by the fact that he replies for Rodolpho and because of the fact that he does it so quickly. Additionally he then goes on to tell Rodolpho â€Å"you’ll be quiet† and the use of an imperative further demonstrated the dominance Marco has over Rodolpho. When Catherine sees Rodolpho she questions him â€Å"wondrously† about his complexion. Wondrously shows that Catherine is intrigued by Rodolpho’s appearance as well as possibly hinting to the fact that she finds him attractive and is curious about him. Furthermore she then exclaims to Beatrice that he is â€Å"practically blond† again showing her interest in him. Additionally Miller heavily suggests Catherine’s interest toward Rodolpho when she is described as asking him whether he’s â€Å"married too†. What this does is show to the audience that Catherine is very interested in Rodolpho and is already considering starting a relationship with him. When Miller describes Eddie as coming to â€Å"address Marco only† what he is doing is showing the audience the start of Eddies disapproval of Rodolpho. This all stems from the fact that in Eddie’s eyes he sees Marco as a real man, strong and masculine, whereas Rodolpho is seen as weak and effeminate. This is added onto when Eddie interrupts Rodolpho’s singing and says â€Å"we never had no singers here†. While this may just be concern for him it could also be interpreted as Eddie being jealous of all the attention Roldolpho is receiving and so purposefully stopped him. In contrast Catherine responds to Eddie’s interruption by saying â€Å"leave him finish†. The fact that Catherine, who had prior to this point been entirely dependant on Eddie’s opinions, goes against Eddie’s wishes is significant and shows just how deep her attraction for Rodolpho goes.