Business Issues And The Context Of Human Resources Commerce Essay

Business Issues And The Context Of Human Resources Commerce Essay XX is a leading International Healthcare Group with the purpose to help people lead longer, healthier and happier lives. The organisation does that by providing a broad range of healthcare services, support and advice to people throughout their lives. With no shareholders and its global presence in 190 countires, the organisation is said to be a industry leader. XXX is a 60 years old organisation providing services like Health insurance and Wellbeing, Healthcare provision, Healthcare Analytics and Care Services. The organisations vision to be world leader in the health care sector has been supported by the following objectives: Listen to its customers, act quickly and professionally. Living and Breathing organisations values monitored by HR on regular basis. Make a difference in peoples lives by offering all high quality and value added healthcare Creating diverse and mix work force of highly skilled and knowledgeable employees and invest in their development within the company via organised HR function. This report has been commissioned by the CEO of XXX. FINDINGS 3.1 Forces shaping the HR agenda Our purpose is to help people live longer, healthier, happier lives and the 52,000 people we employ are at the heart of making this a reality. John Handley, HR Director, XXX International It is essential for XXX to have a strong and distinctive identity that clearly seperates the organisation from others in the field. Everyone in XXX has a part to play in this and hence thats where the HR plays a vital role. Examples of External Forces that have shaped the HR agenda are Competition, Markets, Economic trends and the changing face of the Health Industry. Increasing expectations of the customers from the oraganisation and more competitors offering similar policies and products at lower rates, made XXX to look more further into the product designs and customer service management, which resulted in hiring more talented and knowledgeable people skilled in their sector to provide the best customer service to the customers and partners. To make sure that the right number of people are available to service the customers and are able to effectively deliver the right results to the costumers, HR department works in partnership with the management. They decided to provide the right environment for the people to learn, grow and develop them through Innovative Learning Approach and by recognising people for their contribution to the organisations success. By investing into the right people, XXXs objective was to provide the best customer service through all channels to its members. HR proposed to offer its employees both an open environment and an informal culture, encouraging fresh ideas and helping employees realise their true potential. To reflect their different business needs, all the business units have a tailored HR department i.e.operational HR, organisational development, reward, HR systems, employee recognition, and HR support. These units works exclusively to provide a direct, informed and tailored service to meet its unique needs. 3.2 HRs contribution to Organisational Effectiveness Creating competitive advantage through people. Group HR Management works in partnership with the Management. All business units individual HR heads who reports to the HR Director. This is to make sure that all the departments on its own are delivering higher levels of performance to the benefit of our customers and the bottom line. Individual HR in all these units perform common bundle of processes which impacts on organisational performance. Recruitment of talent that matches XXXs values. Leadership and management practices/ competencies Performance management Succession planning Recognition Organisational climate and workplace environment Facilitating effective change management Management development and training Career development 360 feedback tools All business units have their own Administration and Training departments. The Administration department looks after Payroll, HR Systems and Database Management to make sure that all the employee details are correct, secure and as a result in them being treated fairly. All the employees are paid correctly It has its own Change Management team who deals with changes in processes and work culture. The Training department works in partnership with the business in all individual units to create appropriate, skilled and tailored training solutions to keep up with the changing business needs. 3.3 HRs roles and functions in management structures XXX HR Map Administration Training Departments are in each business units and have individual Change Management Teams IS HR Organisational Development HR Director HR UK Membership International HR Group HR Management Development Care Services Information Systems HR Training Development Group HR Functions Reward Recognition Business Technology Training IS Resource Management Group Resource Management Pensions Benefits HR Systems XXX One Life HR within XXX works as a strategic partner, hence plays a very important role in finance, operations and other business departments within the organisation. The main objective is to provide high returns on the businesss investment in its people. XXX does not follow any set models of HR but do relates with the Harvard model in some manner. It sees employees as resources. It emphasises on issues like involving people in decision making and developing an organisational culture based on trust and teamwork. It has shared goals for coordination and control and a flat structure to minimise status culture. It employs the multiple stakeholder model in which employees are seen as having interests along with other stakeholders, management, unions and government. The HR outlines four main policy areas which are Human resource flows : HR manages the flow of people within XXXs individual business units through recruitment and selection, through the organisation by placement, appraisal and promotion and lastly through out of the organisation by termination. It also makes sure at right number of people are available at all the times according to the business needs. Reward Systems : Even though each business unit has separate Reward System in place, it serves a common purpose to attract, motivate and keep employees happy within the organisation. Employee Influence : People being the heart of the organisation, their views and concerns are given equal importance as of stakeholders and customers. Work Systems : With the ever changing business needs and the medical climate, XXX makes sure that the information and technology used within the organisation provides the best outcomes. The HR function in all the business units currently concentrates on achieving the four Cs of the model. Commitment, Congruence, Competence, Cost Effectiveness. The XXXs hr structure also somehow resembles the Ulrichs hr model as all the business units do individually have their own separate departments to deal with change, strategies and administration. 3.4 Business Ethics and Accountability XXX follows a code of professional ethics which are based on the principles that determine the way employees behave and Brand personality that describes the way employees are suppose to perceive. Brand Values : Caring we genuinely care about peoples health and wellbeing. We exist for no other reason. Respectful : We respect peoples individuality, privacy and dignity and try to respond to their individual needs. Ethical : We are committed to acting responsibly and in the best interests of people and the environments. Enabling : We empower people with our knowledge and experience to help them choose the most appropriate solutions. Dedicated : We are dedicated to providing a professional, reassuring service and seek oppurtunities to go the extra mile to exceed peoples expectations. Accountable : We are accountable for the quality, efficiency and value of our services, and act in the best interests of our customers. Brand Personality : Warm Human Caring Understanding Approachable Health Care Expert Global Outlook BUPA Employee Individual Business units do have their own code of conducts in line with the group values. For example, the training and development department in all units have professional code of conduct from the Institute of Management Consultants which covers ethics as Integrity, Independence, Objectivity and Responsbility to the profession. All the core values and ethics are explained on the XXXs intranet which is available for all the employees across the organisation. It clearly mentions how employees are expected to act in relation to the various policies like Treating Customers Fairly, Health and Safety at work, Data Matters, Security Matters Policy and Data Protection Policy As a global healthcare company, XXX deals with the personal details, medical data and financial records of millions of people around the world. Protecting that information is essential is a key responsibility for all of us. XXX Chief Executive XXX as a major healthcare services provider, plays a very important role in designing and delivering medical procedures and policies. It works closely with NHS and makes sure that all the treatments offered to the members in their centres are within the medical guidelines applied by NICE (National Institute for Health and Clinical Excellence). XXX has its media policy, Risk Management and Fraud Protection policies. XXX has its own Corporate Responsbility and Sustainability Policy under which it is made sure that healthcare expertise is used in the way that is good for business and communities. It covers many areas including employee giving support and volunteering, community health and wellness partnerships, addressing and minimising our impact on environment and affiliations with like-minded businesses and organisations (e.g Nuffield Health Centres, Physio Centres, Conservative treatment centres, etc.) XXX is an active partner with Life Education which supports youth health and drug education programs and with Can Too to raise funds for Cure Cancer. The Group HR provides support, encouragement and motivation to its employees to participate in various activities conducted to fulfil its corporate responsibility. Employees are expected to actively promote these services while having interactions with the customers at all the times. 4.1 HRs role in strategy formulation and interpretation All organisations will at some point need to focus on the activities and actions that it will undertake to meet its long term aims and objectives. XXXs vision taking care of the lives in our hands is at the heart of all strategies that are planned and practiced within the organisation. The two main objectives helping HR to form strategies within the organisation are Management capability : Through validated processes and development, this objective is met by XXX recruiting, retaining and developing managers the meet the business challenges of today and future. It involves different strategies designed around Recruitment, Core competencies, Performance Management, Succession Planning, XXX One Life, Climate Surveys, Change Management, Management Development, Career Development, 360 feedback tools and Customisable Questionnaire. Enabling systems and processes : This objective is met by developing and maintaining a performance-oriented culture. It includes Induction and Measures of Success. Business priorities are cascaded through the different levels of the organisation through a process whereby they become increasingly more detailed and focused. They trigger departmental objectives which are translated into team objectives and in turn provide the foundation for personal objectives which are based on SMART (Specific, Measurable, Achievable, Relevant and Timebound) targets that are to be met on consistent basis. These objectives are discussed, set and measured as part of the performance management plan of all employees depending on their roles and business units. XXX does not fit into any particular model of relationship between the HRM and the Business Strategies but it does work on the theories based within these models. In the best fit model (Schuler and Jackson example), employees are seen as key in the implementation of the declared organisational strategy and the HR strategy is designed to fit with this. XXXs individual departments propose strategies to be implemented via management surrounding functions, systems and processes within the department which enable the functional strategy to be achieved. This is then responded by the HR by defining the strategy to meet organisational needs. In the Resource based approach, the focus is to sustain competitive advantage through development of human capital rather than aligning human resources to current strategic goals. XXX invests in regular development of its employees within the organisation to make sure that they are updated with all the knowledge required to perform their job well and so to add value to the company. 4.2 Business and HR Strategies Each business within XXX evaluates its current position, its market and competitor environement and identifies its key strategies and plans in its annual 3 Strategic Year Plan (explained in 5.3). They work together in order to achieve common objectives of the organisation. Two of these most important objectives to be achieved in XXX are Cost Control : To utilise the resources in the most productive and effective way. To recruit and retain effective and skilled staff More training and development options to the existing employees to perform various roles Flexible working patterns according to the business needs Authorising treatments that are medically appropriate and within clinical guidelines only, leaving a small room for exceptional cases Covering as many as health-care workers to work within XXX limits to make sure that the customers are happy with the policies Competion : to regularly update the products and services offered within the health and care sector. To provide best customer service on levels of the business To design and offer most flexible and tailored policies to the members. To retain customers by offering alternative treatment options and longer support services. HRs role in meeting this objectives has been analyised through SWOT/STEEPLE which looks at the internal strengths and weaknesses and the external oppurtunities and threats. Below is the combined SWOT Analysis for XXX Strenghts : No Shareholders : this enables all the profits to be utilised to provide better customer service and products to the members. People : highly skilled and mix work force which knowledge of various sectors and products. Team of qualified health care consultants and providers. Customer-focus work culture Technology : Most advanced technology in the health care sector relating to the processes and procedures for medical treatments. Guidance on health issues online and on the phone. Operations : Working with various organisations and health groups to provide the best health care to everyone. Weeknesses : No Shareholders : If profits margins not gained, not enough money to invest back into the business People : mix work force and long-serving staff who are resistant to change. People lacking knowledge of all the departments as specialising in one specific area. Operations : because of the high turn-over of the staff, no standard operating procedures. Regular changes to keep up with the changing demands of the business. Cost-control : Staff redundancies in many business units resulting in low moral within the organisation and heavy work load on the rest of the workforce. Oppurtunities : Partnership with various organisations within the healthcare sector. As a lead health care service provider, had access to higher numbers of consultants and medically trained people Works closely with NHS, hence very influential when it comes to decisions relating medical treatments and funding for certain experimental treatments International presence to make sure private healthcare is available and provided to people around the world. Threats : Competition from other insurance providers who offer private health insurances on lower rates. Outsourcing of many business units which lacks communication and information transformation in a quick and appropriate manner. Higher medical costs which makes the premiums of the policies go higher every year. Increased customer demands to cover more experimental treatments and drugs because of globalisation. 4.3 Vertical and Horizontal Integration XXX works with NHS and other health-care providers to provide better health care services. The Vertical Integration is practiced within XXX as many of the services are offered via other providers who specialises in Travel, Home Care and Conservative treatment. This does serves the purpose to achieve the organisation to provide more treatment options to its customers which results in more appropriate and affordable policies been given to its customers. The option of been treated via NHS or Privately is always available for the customers leaving room for them to choose the most appropriate and time-saving option. The horizontal integration is defined within XXX as all the HR functions are inter-related and inter-connected to each-other. This is achieved by a business units specially looking for skilled employees in customer service, information technology, nursing and administration sector which leads to internal recruitment or resourcing, further leading to development, performance management, rewards and recognition and employee relations. 5.1 HRs role in Business Planning The Global expansion of XXX in the current times have resulted in fine-tuning of the policies and functions throughout the organisation to ensure that required support is provided to drive XXX forward. This has created a demanding and fast changing environment to work in. XXX expect high standards from every one of its team members and in return offer the opportunity to enhance their career with one of the most biggest and most successful brands in private healthcare. HR being the part of the Organisation Development team within the Group functions, has a very wide role to play to achieve the organisations one common goal. It works to make sure that all business units within XXX had right level of people with right level of skills are available to effectively deliver results to its customers at all times. Introduction to flexible working hours, change in employment contracts, inter-departmental transfers to suit the business needs, more systems and procedures to work with resulted in introduction to the change management team within HR of all business units. The things that caused XXX to go through change are Challenges of growth within global market i.e increasing cost of medical treatments and more experimental treatments introduced within UK market Technological changes i.e different technologies to work with to make sure that all processes and procedures are up to date according to the changing demands of the business Customer Pressure i.e. customers looking for more options and better services at lower costs The HRs involvement in various aspects of change was identified as Restructuring the recruitment and resourcing policies Advising team managers in skills available within the organisation, career development and transfer oppurtunities. Assessing the impact of change in one department on another part of the organisation. Making sure that the communication is clear and consistent within all departments of all business units within the organisations. Helping its to cope with change , performance management and motivation. 5.2 Environmental Planning It is very important for XXX to scan through the environment and consider all the present and future forces affecting the direction and goals of the organisation. Environment Planning involves external factors like trends and markets and internal factors like infrastructure and personnel. The STEEPLE analysis for XXX shows all the forces affecting organisational change Social Technology Economic Environment Political Legal Ethical Lifestyle changes of the customers involved with the company Energy costs and usage Inflation rates Natural resrouces Regulations related to private healthcare Employment Laws Reputation Living conditions of its employees and customers related to the business Changes in IT new systems and processes Consumer confidence within the companys products and services Strong Environmental policy Safety regulations Consumer Protection Business Ethics Income distribution within the community New inventions and software developments Medical costs Recycling Trade policies/ globalisation Trade Unions Client Confidentiality 5.3 Measures of Effectiveness What gets measured, gets attention and gets done. Tom Peters XXX has its own business priorities. To keep them accountable and focused on their key objectives, all businesses in XXX go through an annual process of setting their major priorities for the coming year. These are agreed in annual meetings, together with the key financial targets and from the basis of what the business will be measured on the following year. This is a similar process as Performance Management in employees. The organisation has The 3 year Strategic Plan (3YP) which describes the direction the Group as a whole and the individual business units will take over the next 3 years. This plan is completed every year and is an important part of XXXs strategy and planning processes. Group HR delivers this plan to different business units which is then cascaded to its employees. The context of each business is then evaluated on the basis of three important management tools. The Annual Operating Plan : It sets the detailed financial targets for the year for each individual department including HR. (sets targets for sales, costs, profits, etc) The Key Performance Indicators (KPIs) for each individual in each business units. Thess are set of key operational, customer, strategic and people performance metrics. The Business priorties : The change acceptance rate of all individuals within the organisation. All these tools are available on organisations intranet for the convenience of all its employees. Performances of the employees are measured with the Brand values and behaviours been achieved, delivered and maintained. These are maintanined within the organisaiton as Performance Review and once completed along with the Development Plans are then sent to their respective HRs administration department who works closely with the training and development team to provide immediate attention to key issues. This process of measuring the human capital and oraganisations data provides a clearer picture within the working culture of the organisation. So, in this way, management, training and development team and HR administration works together to manage people and policies to achieve set business objectives. CONCLUSIONS XXXs vision to provide the best healthcare options in the world to every individual possible is a long term goal to be achieved along with the changing face of the medical sector and economic trends. It provides value-added products and services to its customers on the possible grounds making sure that the increasing private health insurance cost does not put the customer off from using the private healthcare. It needs policies and procedures to be updated all the time to match the technology offered within the market. XXXs diverse network of organisational structure which is divided in separate business units gives an opportunity to the organisation to look into greater details and specialise in its area of expertise. HR within XXX perform within its own business units providing tailored services to its people which makes its more approachable and easier for it to stay in touch with the business requirements. International HR looking after all the aspects of border control, trade ru les and regulations, etc contributes highly to the organisation to go through globalisation. The Group HR looks after all the functions of the organisational development and Rewards recognition which is kept separate from the administration department to give it more time and resources to look into organisational strategies and planning and run smoothly. Though it looks like a complex structure, it does allow the organisation to perform and deliver its objectives on consistent basis. People being the heart of the business, the organisations investment in its resources is incredibly valued. RECOMMENDATIONS Leadership Development : Employees within the organisation to go through planned management traingin to deliver consistent business results. HR to be more influential in individuals growth through a leadership development programme. This should discussed and put in place in the next 3YP meeting. More uniformed structure of Training and Development : Stuctured and uniform induction program for all employees delivered by HR. Learning and Development team then to look into more specialised training of its employees. This should be auctioned immediately with ongoing continuous improvement plan. Adaption of Competency Framework : Even though employees are evaluated on the brand values and behaviours, a competency based mapping should be followed in the performance development plans. This will help to achieve higher levels of organisational and employee effectiveness.

Development of a Multinational Personnel Selection System Essay

1. Based on your reading of the textbook chapter what strengths and what shortcomings do you see in the newly developed multinational personnel selection system? The newly developed multinational personnel selection system seems to be okay at first glance. It is great that the system is two-tiered, with the first tier consisting of three modules: viewing the applicants’ resume, an unstructured phone interview with the applicants, and three references from former employees. These three modules from the first tier are mostly related to background research of the applicant. Through the application documentations of the candidates, it is possible to screen out candidates with obvious mismatches related to the job and also screen through some important aspects like past experience and related skills. Next, by doing a phone interview, interviewers would be able to figure out some basic characteristics and impressions about the applicant. The last procedure of the first tier, references, will be very important because it would be to best source of information about the applicant. As stated in the textbook, references can provide â€Å"(1) education and employment history, (2) character and interpersonal competence, (3) ability to perform the job, and (4) the willingness of the past or current employer to rehire the applicant.† The second of the selection process consists of a panel interview, a biography oriented in-depth interview, a simulated group exercise, and a test. These modules will allow the interviewees to figure out competencies of the applicants and the validity of those skills and also some in-depth information. The in-depth biography oriented interview will most likely provide valid data about the candidates. The testing procedures will the test the candidate for â€Å"general intelligence† and the â€Å"big five.† Overall, the new procedure seems like it is able to take in to account most of the information that is mentioned in the textbook. However, there still are some blind spots to be used on a global level. To start with, the reference procedure may cause some unexpected problems. The staff members assumed that getting references from former employers and colleges would let them screen out cheaters and imposters. This may be true in western culture, however, considering Asian culture this may not be the case. As generally accepted, Asians tend to try to be in harmony with others and care a lot about what others will think about them. If this is true, there is possibility that the former employees will leave out negative remarks in the recommendation due to these reasons, especially if the applicants are able to see the references. Next, although the biography-oriented in-depth interview will provide much important data about the applicant, the interview should be oriented towards job requirements. If it is too general, the information will become more of a general explanation or impression of the applicant and may not be able to provide valid data. This way it will also be possible to reduce the chance of faking. Third of all, the simulated group interview seems to be insufficient. It is stated in the article that the candidate will have a group discussion with three other role-players. Although this may let the observers evaluate certain aspects, I believe that having role-players may diminish the applicant’s potential. Let’s say that the interviewee is good at brainstorming or developing new ideas. He/she may not be able to fully show his/her potential due to the fact that the other members in the group are just playing their role; they will not be convinced by the new ideas or provide improvements to raw ideas. This may not let the observers know the full potential of the interviewee’s abilities. Therefore I think that a leaderless group interview would be better in order to evaluate the candidate. Last, and most importantly, there is no mention about how the procedures will be adapted and implemented in different countries. Considering that this was a new procedure for a multinational personnel selection system, it seems like the staff has left out the most important part. Without any adaptation among different cultures, the new procedure would not be that different compared to any other local hiring procedure. To conclude, the new multinational personnel selection system seems to cover most of the important aspects that are mentioned in the textbook and the procedures seem mostly valid. However, unless there is a adaptation system that may work globally, the new system does not seem so ‘new’ compared to other hiring procedures. 2. If you were asked to consult with the project team, what would you recommend to them? The most important recommendation would be that the members should consider some cultural differences while in discussion. Throughout the meeting the staff members show typical characteristics of Asians and westerns. The Chinese employees have a hard time standing up to others and feel embarrassed when opposed. On the other hand the members from overseas, especially Mueller, show typical western character. They are strong in their opinion and openly disprove of others opinions if they think it is wrong. Even the leader of the team, Koch, seems to be part of this situation. In fact, he is irritated by the Chinese employees behavior and does not understand how serious it is. Under these kinds of circumstances it seems impossible to have a productive meeting. What the team should do first is try to understand and consider each other’s culture. This would be the first step to properly come up with system for multinational hiring. How would they make be able to make a system that considers different cultures if they don’t even understand their own team members? The next recommendation would be that the members should listen and respect what the others are saying. While reading through the article, it seemed like most of the members were just trying to appeal that their ideas are the best. Everyone opposed each other’s idea and backed their own suggestions. It was an endless stream of interruption. Unless they learn to listen and respect others’ opinions, the meeting would never be productive. Another recommendation would be to Koch. I would like to tell him to be in control of the situation. It is the leader’s role in a meeting the control the members. If Koch had been more involved in the meeting and was able to control the situation, the meeting would not have lasted that long. It would also have been more productive as there would not have been lengthy arguments. I believe that the leader’s role is very crucial in this kind of situation. He/she should be in charge of the meeting and not let it stray from its topic. The previous recommendations were related to the meeting. Now I would like to make recommendations about the new system. Although a new system that may be used globally sounds very tempting, it sounds almost impossible to make. The cultures of different countries are very diverse and some are extremely different from others. I would recommend making 2~3 systems for Asian and Western regions with similar cultures. This would be more efficient rather then trying to make one system that can be applied to everyone.

Living in city

Body paragraph: Topic sentence: There are many advantages and benefits for people who live In scales Example reasons: plenty of universities and job opportunities -The life is more exciting -The medical services are better Cotter-argument: City life is so competitive, so people have to face up to many difficulties and easier to get stress and some mental diseases. Refutation: Facing up to difficulties, people will work harder and become mature. Conclusion: City life is more exciting and beneficial for anybody who want to experience interesting trials.Nowadays, more and more people from country trend to move to cities for studying and working. Comparing to countries, there are more Job opportunities and entertainment centers for people In cities. Living In cities Is better than living In countries In several ways. There are many advantages and benefits for people who live in cities. Cities are the best place for young people studying and finding jobs. Ho Chi Mini city has 60 universit ies where teachers are more professional and studying facilities, equipments are modern and sufficient.After graduating from these universities, students can find Job easier because of plenty of Job opportunities from foreign and domestic companies. Therefore cities are the best place for people who want to make more money. The life In clues will be more excellent because of good entertainment, shopping centers and delicious restaurants. If you live in small town, you will feel so bored at weekend because no where you can go and no interesting activities you can Join. But living In cities is different. After the hard-working week, you can go out with your friends or family to eat dinner, go shopping or watch movie t movie theater.You will feel so Interesting and exciting with the entertainment centers In Ho Chi Mini city Like bar, disco, galaxy cinemas, megastar cinemas and Vinson, Now zone, Ben Than market†¦ Besides, you can find any kinds of restaurants that you enjoy like Ja panese, Chinese, American,†¦ The medical services in cities are better than those in small town. There are plenty of big hospital with professional doctors and several modern medical equipments, so they can give the best medical services to take care of human health.Besides above advantages of city life, some people say City life is so competitive, so people have to face up to many difficulties and easier to get stress and some mental diseases. This statement is not completely right. English has one proverb is â€Å"no pain, no gain†. Human have to deal with difficulties, so they can become mature and try their best. If not, they are only work slowly and no desire to get promote. They Just do the same thing in their whole life without changes, so day by day they are becoming outdated. In short, City life is more exciting and beneficial for anybody who want to experience interesting trials.

Essay on A View From the Bridge - Arthur Miller - 1514 Words

A View from the bridge by Arthur Miller Examine the ideas of manliness, hostility and aggression in a view from the bridge. How are these ideas connected? In this essay I will examine the ideas of manliness, hostility and aggression are connected to each other in a view from the bridge. The play is set in a slum near the Brooklyn Bridge. In the story the main character is Eddie carbone and we see many sides to this character throughout the play. Eddie carbone is a middle aged man going through a mid life crisis. Many things are causing this mid life crisis, but the main thing and the most obvious one is the relationship between Catherine and Radolpho. Catherine is the niece of his wife, Beatrice. Catherines parents†¦show more content†¦He believes that you should put your families needs before your own. He lives up to these beliefs because he has many times worked as hard as he could, gone through starvation just so there was food on the table for Catherine and Beatrice. I know this because Eddie says I took out of my own mouth to give to her... ...I walked hungry plenty days in this city! in the play. Marco, who is the elder of the two illegally immigrated cousins, does live up to Eddies views of masculinity. He is everything that Eddie believes a man should be. The reason he immigrated into the country was to provide for is hungry family back in his home in Sicily. He wants his family to have food on the table just like Eddie does. Marco came to the country because he thought that if he worked and earned money he could send it back home to his wife and kids, If I stay there they will never grow up. Eddie takes a liking to Marco straight away. We can see that he respects him because of what he is hoping to do for his family, he seems very interested in Marco and asks a lot of questions, So whatre you wanna do, you gonna stay here in this country or you wanna go back? and Well, youre married, aint you? It then becomes clear that Eddie is losing, or he thinks he is losing, his role of the dominant man in the household. Eddie has always believed that dominant person in the family but now that he has met Marco he feels threatened. HeShow MoreRelatedA View from the Bridge by Arthur Miller1814 Words   |  8 PagesA View from the Bridge by Arthur Miller A View from the Bridge is a 1950s play written by Arthur Miller. It follows the same structure as an Ancient Greek tragedy, where the main actor and in this case Eddie Carbone falls to a tragic and yet a predictable inflicted death. I will be explaining the difference in culture between America and Italy and how this could have affected the outcome of the play. 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In the longshoreman culture respect is as much a part of a man as is his own image. This leads to those members of the community going to extraordinary lengths to keep theirRead MoreThe Role of Alfieri in A View from the Bridge by Arthur Miller1851 Words   |  8 PagesThe Role of Alfieri in A View from the Bridge by Arthur Miller In Miller’s ‘A View From The Bridge’, Alfieri holds a vital role. He opens and closes the play, distinguishes between the two acts and in general keeps the audience up to date with the play’s swift pace, providing us with an inside understanding of the events which take place. What is interesting about Alfieri’s role is that he acts not only as a chorus for the play, but that he also partakes in the proceedings