Human Resource Management At Lloyds Tsb

Human Resource Management At Lloyds Tsb In this report, I am presenting about the human resource planning and development method of LloydsTSB bank. It is a retail bank in United Kingdom. It was established in 1765 by Taylors and Lloyds in Birmingham. It has an great network of branches and atm machines in England and Wales and has 24 hour telephone and online banking service. Now a time it has more than 16 million personal customers. It offers a full range of banking and financial services. It has more than 2000 branches all around the UK .It has branches in different countries also such as America ,Australia ,china and many more. It deals with the availability of human resources and efficiency of the personal placement. The main purpose of hrm is to keep and create the balance between the firms goal and the interest of the employees. For any company, to be successful in all departments and functions must depend on one department which is key for all departments i.e. HRM. The HRM manages and controls everything in any department The functional areas of HRM:- 1-PLANNING-It is the process of receiving the human resource requirements to ensure that we have the required number of employees with the appropriate skills when they are needed. It concerns about that what are the objectives of the organization and the structure of the organization. 2-DEVELOPMENT-It is the major HRM function and it consists of:- a) Training b) Development c) Career planning d) Career development e) Performance appraisal 3-RECRUITMENT-It is the process of attracting the qualified and experienced candidates towards the organization and attract them to apply for job. The three main objectives in which Lloyds tsb bank deals are:- 1) STAFFING 2) COMPENSATION AND BENEFITS 3) TRAINING AND DEVELOPMENT (Mill ward et al. 1992, 2000) (HRM by prof.dr jutta rump) Q 1(B) Each activity of the HRM has its own objective and importance. The main objective is to fulfil the goals of the organization and work for achieving its targets by recruiting, selection and providing training etc. [1]OBJECTIVES OF RECRUITMENT It is the process of attracting qualified individuals towards the job and encouraging them to apply for work. There are two sources of recruitment INTERNAL RECRUITMENT This type of recruitment can be done within the employees of the organization Methods of internal recruitment are:- (1)Job posting-It is a procedure for informing the employees that a job opening exists (2)Job bidding-It is a technique that permits employees who believe that they processes the required qualifications to apply for a posted job b) EXTERNAL RECRUITMENT This recruitment should be done from outside the organization. SOURCES OF EXTERNAL RECRUITMENT Advertising:-This is the easiest way to do the recruitment. In this recruitment should be done by giving ads on the newspapers and by pamphaleting etc Job fairs:-By job Fairs Company can recruit thousands of employees at a time. In job fairs different MNCs come together at a same time to recruit different persons for different posts. Internships-This type of recruitment should be done during the internship of the students Employee referrals:-This is also the easiest way to do the recruitment; in this candidates should be selected for the interviews on the reference of their friends who worked already with the organization. Private and public employment agencies-some public and private agencies have some contracts with some organizations and they take commissions from the companies for the recruitment of candidates. Internet-This is the best way to do the recruitment. In this recruitment the organizations put their recruitment forms on their websites along with their eligibility criteria, so those persons who fulfil the criteria should filled that forms and send to the organizations. Lloyds tsb bank has a multi-tier recruitment system. The multi-tier recruitment system means the recruitment of people for the different types of posts for the different categories, forexample jobs for the account opening department, sales manager, operation department, cashier etc LLOYDS TSB BANK recruits persons by both internal and external sources. In internal sources they recruit persons from the same bank by giving them promotions to the high posts and in the external sources they recruit by advertising in the local newspaper, through private and public employment agencies, job fairs, employee referrals, internships ,by event recruiting .They can also recruit people through internet. (www.mangement paradise.com) (lloydsTSB.com) [2]TRAINING AND DEVELOPMENT The training is designed to provide learner with knowledge and skills needed for their present job and development involves the learning that goes beyond todays job with the help of development to understand the change been done in the organization. The main purpose of the training and development is to develop the skills and attitude in the candidate to fulfil the task. The need of training should be known by analysing the performance of the candidates by taking their tests ,by giving them projects ,by checking their past work done .With this it can be easily calculated that in which section they are weak and what sort of training should be helpful for them. METHODS OF TRAINING 1 TRAINING ON THE JOB a) Learning by experience-In this training candidates use to learn something day by day by their experience. B) Internship-This is the most important type of training, in this training should be given to the candidates before the joining of the job. c) Team work-This is the easiest way to give training. In this training should be given together to a group of persons and they can share their own ideas, knowledge and experience with each other d)job rotation-This training should be given to those persons who either get promoted to the higher level or those who get shifted from one place to another within the same organization. e) Computer based training-Now as we all knows computer has become the necessity for todays life; no work can be done in any of the organization without it. In this training should be given regarding the basics of the computer to almost everybody in an organization. f) Web based training 2 TRAINING OF THE JOB a) Simulators b) Workgroups c) Quality circle d) Classroom programs (HRM by prof.dr jutta rump) Lloyds bank also gave different types of training to different candidates according to their job profile. -they provide training on subjects like strategy and management to their managers -provide computer related training to their operational department because they have to perform the work on the computers -they provide web training to their candidates who will help them in future in making their websites and in internet banking -they also provide customer service and sales training to their sales department who interact with the different people and sell them the products -they provide security guard training to their employees [3] Compensation and benefits It is the total of all rewards which employee can get in reward for their services Types:- 1) Direct financial compensation:-it is in the form of money which he or she receives in the form of wages, salary, bonus and commission 2) Indirect financial compensation:-all financial rewards which are not included in the direct financial compensation like insurance, bonus and commission. 3) Non financial:-it consists of satisfaction that a person receives from like good working environment. 4) Lloyds tsb bank also give good compensation and rewards to its employees to get the work done more efficiently and effectively that company gets more profit and market share. Lloyds motivates the employees by giving them bonuses, performance appraisals etc. (lloydsTSB.com) Q1(C) C) HRM MODELS A number of models have been designed to illustrate appropriate HR policies. Major ones are: 1) Matching models or Michigan model Fombrun et als (1984) highlights the resource aspect of HRM and efficient utilization of people to meet organizational objectives. This model has less humanistic edge, holding HR as other resources to be obtained cheaply, used sparingly, developed and exploited as fully as possible. This model suggests that HR system and organisation should be managed in congruency to organizational strategies and reveals a cycle comprising of four generic stages namely selection, appraisal, rewards, and development. However, with reference to the firm in consideration this model is not very significant as is not in alignment to the HR policies practiced in Lloyds Banking Group. Although, the sequence of steps observed in the firm are more or less similar but the unitary thought that this model reveals which is purely prescriptive and not analytical, without considering the changing situations does not represent the policies practiced by Lloyds Banking Group. 2) Harvard Framework This mode shows considerable amount of similarity to the policies and practices followed in Lloyds Banking Group as it stresses the human aspect of HRM and is more concerned with the employer employee relationship. It recognizes the influences of situational factors on HRM policy choices. The model defines four policy areas as HR flows, reward systems, employee influence and work systems The model is highly significant as far as Lloyds Banking Group is concerned as it readily complies with the company rules in achieving objectives. LBG run policies which are usually in par with external and internal environments. Also major planning activities are also designed so as to encourage two way dialogues and to foster better working relationships across the group. (Fombrun et al (1984) Task 2 HR Planning and Development Q2(A) Human resource planning is the process of systematically reviewing human resource requirements to ensure that the required number of employees with the required skills is available when and where they are needed. Human resource planning includes the four factors 1) Quantity-how many employees do we need? 2) Quality-which skills, knowledge and abilities do we need? 3) Space-where do we need the employees? 4) time-when do we need the employees? How long do we need them? Human resource development is the process of development of knowledge, skills and experience in the worker. It consists not only training and development but also individual career planning, performance appraisals and career development. Recruitment is the process of attracting individuals in time, in limited numbers and with appropriate qualification and encouraging them to apply for jobs. Selection is the process of choosing the right person from a group of different persons. The recruitment in the Lloyds tsb bank is mainly done in 2 types:- INTERNAL EXTERNAL In internal recruitment, Lloyds recruit people from the bank by giving them promotions or by moving them from one post to another. In external recruitment Lloyds recruit the fresh graduates by the following ways:- 1) In the step 1 candidate has to go through the website of the Lloyds bank and download the recruitment form from the website and then posted that to the address given in the website along with the grades in the graduation. 2) In the next step those guys who fulfil the eligibility criteria have to give an aptitude test which is just to check the intelligence level of the candidate. 3) In this only limited persons are reached and they have to gone through a group discussion part. 4) In the next steps the selected persons are seeded for the training process according to their relevant job Training of employees- Training is an effective method of building skills and increasing knowledge in workers .Lloyds tsb bank provides two type of training to their workers depend upon their job profile 1) Training on the job 2) Training off the job In training on the job the training like web based, computer based, and job rotation should be given In training off the job the training should be given by providing case studies, video tapes, video conferencing, classroom programs and simulators Lloyds tsb bank gives training in two places -lean sigma academy -ash ridge management college They have their own corporate university where they are giving training on long term courses like strategic management and business management. Lloyds also provide training regarding the security to their workers so that they can protect the premises from the unwanted people. Compensation and benefits It is a total of all rewards which employees get in return for their services. Lloyds tsb bank provides both financial and non financial compensation to their employees. The financial compensation is of two types:- 1) Direct compensation-In this Lloyds tsb bank gives compensation to their workers in the form of wages, salaries, commissions and bonuses. 2) Indirect compensation-In this Lloyds tsb bank gives compensation to their workers in the form of insurance ,health benefits, pension insurance fund and retirement plans The non financial compensation consists of the satisfaction that a person receives from the job itself or from the physiological or physical environment in which he works. (www.mangement paradise.com) (HRM by prof.dr jutta rump) Q2(B) The above three methods perform a great role in achieving the objectives of the organization. The main objective of the Lloyds tsb bank is to become the best bank of the United Kingdom. This can be done by recruiting the cream candidates from the society, by giving them good training regarding their jobs and by giving good wages and promotions to the workers so they can feel motivated and work hard. All of the above three process has a great importance in an organization .We will discuss them one by one:- Recruitment and selections:-The recruitment and selection is the best method to achieve the objectives of the organization. The candidates who pass all the stages of the recruitment are the cream out of all of the candidates which means they are different from others in all perspectives and they have a greater knowledge which will definitely help any of organization or bank to reach on the top. Selection means the choosing a right person for a suitable job from a group of applicants. Lloyds tsb bank recruits the candidates who have good knowledge about their job and who are experienced .It saves their time and money for giving them training. By recruitment any organization can come to know about the following points -what is suitable trade for the candidate i.e. finance, retail and marketing etc -whether the person is suitable for the job or not. Training and learning-Training is a very important part of any organization which helps in gaining knowledge and development of skills in the candidate. Every organization knows the importance of the training. The Lloyds tsb bank got greater benefits from the past years due to the hard work of the workers. For example the customers of Lloyds tsb bank has been increasing from the last many years this is due to its good service and good knowledge of the sales team and workers working in the organization .They got the power of attracting and have good knowledge of different types of accounts and products from the training process. Training should help any of the workers of the organization to fulfil its targets given to him by using his or her knowledge. Due to better training and hard work 500 customer advisors of the bank got the most responsible lender of year award. (lloydsTSB.com) Compensation and benefits-Lloyds tsb always give good compensation and benefits to their workers in the form of bonuses, insurance, health benefits etc. The Lloyds bank give good salaries to their workers so that they can perform their task in the more better way. It also provides a very good option of pension insurances which motivates all the workers to work hard till their pension. This kind of activity boosts the morale of workers and makes them motivate. The rewards and reorganization encourages worker to work more efficiently. These activities increase the faith and responsibility towards organization. Task 3 Performance Q3(a) Performance measure is the process where an organization establishes the parameters in which programs, investments and acquisition can reach their goals. It is also a method to calculate the performance of individuals working in the organization by taking the feedback and reviews of other workers, managers and supervisors. This is the way to checkout that how a worker is using his or her skills to achieve the objective of the organization. The performance management creates the culture in which the organizational and individual learning are a learning process. It measures on the basis of workers, past experience, knowledge and skills. By using the following measures the performance of an individual can be measured easily:- 1) Balanced scorecard 2) Peer appraisal 3) Top down appraisal 4) Bottom up appraisal 5)360 degree appraisal 6) Self appraisal (1)360 degree appraisal-It is a very important method which is also known as multidirectional method. In this a team of best 6-8 members of the organization has been selected to calculate the performance of the other workers. This is measured on behalf of the behaviour of the employee with the other workers and with the managers of the organization. In this method an application form is been provided to every worker to fill the information and then they submit the form to their managers and the managers made a report on the behalf of that form and measures the performance of the individual worker and feedback should be given to every worker that what are their weak areas on which they have to work hard and training should also be provided to the workers on their weak areas. 2)Top down appraisal-In this the upper manager calculates the performance of the workers and the low level mangers on the basis of their performance and behaviour and past records. Then they give the feedback to them and appropriate actions should be taken on the behalf of their feedbacks. 3) Bottom up appraisal-In this the workers and the low level manager of the organization gives their feedbacks about their seniors and managers. 4) Peer appraisal-This is the easiest method to calculate the performance. In this one colleague checks the performance of the other worker and gives the feedback. 5) Balanced scorecard approach-This technique is used by the Lloyds bank to measure the performance of the employee. It checks whether every worker is fulfilling or working to get the objective of the organization It has 4 perspectives:- a) Financial perspective-It measures the finance of the organization. It deals with the profit and loss and increase in sales of the organization. b) Business related perspective:-It takes care of the business of the organization that who are the partners and who are the rivalries of the organization. It also deals with the business process like sales service and human resources. C) Customers:-it deals with the customers linked with the organization regarding the fulfilment of the goals, queries and complaints. The main objective is to complete the task before time and to give discounts to them. d) Internal learning and innovation:-this is the most important perspective. It deals with giving training to the workers on their weak areas and by providing them innovative ideas which helps them in achieving the goal. (http://humanresources.about.com/od/360feedback/a/360feedback_3.htm) (www.mangement paradise.com) All the companies do the monitoring of the performance but without effective monitoring any organization achieve the actual goal or results. The effective monitoring is important because:- 1 It increases the awareness and relevance of the core competencies. 2It reinforces the desired competencies of the business. 3It gives the employees the key development area which helps them in increasing the productiveness and achievement of the goal. 4 It gives a more reliable feedback to senior managers so that they can work to achieve the goal. The method adopted is effective because of the following reasons:- 1 After the good feedback the workers feels motivated and work hard to achieve the goal of the organization and motivates other employees also to perform the tasks. 2It improves the integrity between employees because of alignment of objectives in one direction. 3As the form is filled after some interval so it gives the information about the performance of the employees to the organization 4With this every employee should know if they will not perform well, they will either send to training again or will be fired. Improvement needed in methods Even though the Lloyds tsb bank is doing well and acting effectively on the performance monitoring, but also there is need for the further development and improvement in order to make the system more effective which can make this as a competitive advantage in the business. For some of the employees the regular audit of balance score card is just a administrative work. It is the responsibility of top management to tell them the importance of balance score card. There is a need for improving the speed of actions to be taken after the feedback Top management should be properly committed with the fulfilment of balance score card approach. There should not be any kind of gap and delay in checking the performance By reducing the complexities in the feedback questionnaires, which helps in easy process of completing the questionnaires so the monitoring levels also become more standard and can produce accurate results. Conclusion: The human resource department is the back bone of every organization because it helps in allocating human resources to other departments. The planning and development are the key issues of hrm which helps in maintaining demand and supply of man power, measuring performance and training of employees. The processes suggested above in the reports are the most efficient method of planning and development

Individualized Education Program Essay

All students have a right to education and safety at the expense of the school that he/she attends, including students with special need that requires special situation with no additional cost. Having such a diverse student body, an administrator would need to have an understanding of the legal ramification that is included in disciplining and accommodating special education students academically. All students have a right to be educated and in education there is a needed to become cautious that a special educational student can be expelled and/or suspended for being offenders of the school disciplinary code of conduct, like all other students. Also, staff and administration must become aware of the procedures of the IDEA in discipline students of special needs. This paper will discuss the disciplining of a special education students and if the disciplinary action taken to discipline a students was appropriated according to the special education laws. Student of special needs has multiple office encounters that surface into referrals due to unacceptable behavior in the instructional classrooms environment as well as other area of the school. For example, the students of special needs were standing out outside of a classroom. The students and other student was engaged in an argument begin to push and shove each other. The one student agreed but the other special needs student through a punch at the other student. A teacher grab the student, however the special needed student continue the confrontation and teacher lead him away. Further, at the beginning of the year the special needs student was reassign to the school due to behavior at local school. The student is a high school student and test data is showing that the student is behind three grades levels. The student refuses to completed work and continues to interrupt the learning environments. Added, the students show high level of frustration toward the instructor when periodically. The student attends class daily without pencil/pen or paper. Student has shown aggressiveness of verbal and physical threats toward other students in the classroom as well as disrespect toward staff. The students has been tested and identified as having an Emotional Behavior Disorder (EBD). The student show little progress in developing relationships with the dean of students, social worker, and other staff members such as the ESE staff at the school. The student have several alarming emotional concerns that differ from one incident to the next, and on different levels of how serious of the students disability is, therefore, interrupting the whole educational process. Moreover, the student is showing behaviors of withdrawals and isolation. Students with this disability experience a lot of tribulations when it comes to maintaining any relationships involving their peers or adults. It is possible that many of them will have a medical diagnosis. This particular student is very disruptive in class on a daily basis and has a hard time focusing and capturing the content being instructed. The student parent feels challenged and pushed beyond measure in addressing the student’s behaviors toward the classroom environments and his education. She empathizes for the child because his father past when he was younger and she have not remarried. She believes that the students are not just having few bad days, along with having a hard time adjusting to the change of not having a father nor sibling to express thought too. The teacher perspective of the situations was as follows: the student needs to build skills in areas of respecting other space and cooperation. She believes that overall the special needs student is a great students when desire to be. Added, after learning the student background the teacher believed that student needs counseling to address the student’s deeper emotions, which are preventing the student from becoming successful in the classroom. The student attention seeking has become a great distraction; as well as the student’s action has presented a safety hazard for other students and staff. The administration staff decided to reassign the student (without notifying the parent) to an alternative program. When investigating the incidents in the hallway, the finding showed that that the student is at- risk to himself as well as fellow students and staff members. The suggested program presents an opportunity of preventing him from dropping out of school, providing the student with another option of educational. This reassignment will serving as a disciplinary consequence, which provides the student time to address behavioral remediation. Although, the students feels that this is not the place he want to go. He refuses to agree to the reassignment. Student further express that he will not be going to the school for remediation. Although the school acts in the best interest of the majority; the school was out of compliance because according to the Federal government’s No Child Left Behind legislation (NCLB), the school has violated the student right to choose. The No child Left behind Legislation insists that a student is entitled to choose the reassignment school. Further, all parents/guardians must be inform of the change. Additionally, as part of the compliance with the NCLB legislation, any student who is a victim of a violent crime will be offered an opportunity to seek a school choice transfer rather than an alternative program. Because the school did not contact the parents to inform her of these interventions that the Student Support Team suggested. They did not provide the parent the right to be informed of all the information and how they are protected under three significant federal statutes: the IDEA, the American with Disabilities Act of 1990 (ADA), and the Rehabilitation Act of 1973, Section 504 (Essex, 2012). Moreover, the ADA protects individuals whom have one or more physical or mental deficiencies, have a record of such impairments and are regarded as currently having that impairment. The individual must also qualify for the position, or program that is in question in order to be protected under the ADA. The Section 504’s criteria for protection are identical to those stated under the ADA. All of these laws are set in place to act and use as a guideline for any student with special education needs. If this issue was to be brought in front of a judge, most likely the ruling would be in favor of the parent and student. HONIG, California Superintendent of Public Instruction v. DOE, et al. (1988). Strong decision in school discipline case on behalf of emotionally disturbed children who had academic and social problems. Court clarified procedural issues designed to protect children from school officials, parent role, and stay put, that schools shall not expel children for behaviors related to their handicaps. Doug C. v. Hawaii (9th Cir. 2013) On June 13, 2013, the U. S. Court of Appeals for the Ninth Circuit issued an important decision about parental participation at IEP meetings. Pete says that â€Å"All special education staff who conducts IEP meetings should be familiar with this landmark ruling about IEP meetings and parental participation. † Another area the school fails to address staff touching students or allowing another student to touch another student could motivate a law suit. In the case Pitasky, 1995, a law suit was filling against school personal. In this case if a student inquired injuries, either physical or emotional, that occurs either accidentally or intentionally, from the fight. The school could be accounted for wrongful actions and to deter such actions in the future (Fisher, Schimmel, & Kelly, 1995). In closing, all students have a right to education and safety at the expense of the school that he/she attends, including students with special need that requires special situation with no additional cost. It is important to maintain collaborative support system between the school, family, and community to ensure a positive outcome to maintain a productive and effective educational environment. In the educational arena are many of special need students in educational programs whom are employed and will be able to function as productive citizens, with the proper services and procedures that are available. Courts have acknowledged that schools cannot guarantee the safety of all students (Mawdsley, 1993). Schools officials and school personnel, however, may have legal liability when a student is injured either by a deliberate action or negligence by a teacher. References Doug C. v. Hawaii (9th Cir. 2013). Retrieved fromttp://www. wrightslaw. com/caselaw. htm Essex, N. (2012). Religion and the Public Schools. In Fossel, M. & Holstein, N. (Eds. ), School Law and the Public Schools: A Practical Guide for Educational Leaders (5th ed. ) HONIG, California Superintendent of Public Instruction v. DOE, et al. (1988). Retrieved from http://www. wrightslaw. com/caselaw. htm Mawdsley RD. Supervisory standard of care for students with disabilities. West’s Educ Law Q. 1993; 2:421–433. Quoted in: Yell M (2001).

A Job Experience in story form

I am a Reader in English and earn my livelihood by delivering at least 35 lectures a week to undergraduate major degree students.Apart from my daily schedule, I enjoy writing for a reputed Essaywriters Company of United States and dabbling into creative writing along with that. Whatever the case may be, I am keen on taking my classes regularly with much devotion. My seniors are well-established academics. They love me and adore my dedication to this job.But things began to change as and when I earned my PhD from Wisconsin. I began to take Postgraduate classes, 6 in average per week and surprisingly enough I was offered   supervisor-ship by my immediate boss.As I took to guide a PhD student, I began to draw the ire of a spiteful colleague who thought that taking classes might be my forte but not, of course, guiding a PhD scholar. He began to look for my pitfalls. A month ago, when I was coming back from my class, the Dean of the Faculty sent a message to me asking me to meet him aft er the classes. My heart missed a beat or two.  However, I went to his cubicle after my day’s lecture-schedule. I found him engrossed in a book and as I entered he shot me a glance of nonchalance. A fear of some unknown flashed past my mind. He lifted his face from the book he was reading, and said, â€Å"So, Dr. Wilson, how do you feel to interact with the new students?† I hummed and hawed to answer. At last I said, â€Å"I enjoy really, I do.† He resumed, â€Å"Hmm, but I heard that you are neglecting these classes and devoting much time in guiding two PhD scholars.But your appointment in this college entails a regular class-schedule with the undergraduate students.† I could see ulterior motive of my envious, mischievous colleague behind it. And, of course, it was not totally baseless. However, I rejoined in an instant, â€Å" I know, and I never shirk my duties.† He reminded me again of my primary duties and I left his room mutely, feeling a b it enraged.I came straight to my cubicle where I found an undergraduate bursar was waiting for my return. I took up the matter he was in need of clarifying and as he went out, I fished out a pen and a sheaf of loose sheets from my drawer. I went on scribbling, lighting up a cigar and holding it in between my left fore-and mid-fingers—An individual must be aware of his duties first of all. Maybe he is capable enough of accomplishing too many jobs at one go, i.e. putting too many irons in the fire, he must yet be deterred in doing so. After successful completion of his scheduled works if he yet finds time to do that he is at liberty to do so.I stopped, touched my lips with the pen and continued, If he is honest to his profession, he must not any room for any criticism. Yet, if any sneaky colleague comes to cast a spanner in his way, he must not leave any hole unplugged for him to take an opportunity to commit any mischief. He should resolve that duty is his foremost concern. An d after that, he must enrich himself in accomplishing something of his choice. He must be free to choose a work he likes to be engrossed with.  What on earth was I up to? I put out the light and buried my head in my hands , crushed the last butt of the cigar in the ashtray and went on recounting . No doubt, I was deeply hurt by the Dean’s remonstrating attitude. But I was no less surprised by the jealous, denigrating backbiting of my colleague. However, though it is case in point, I must not attack or inflict any harm on him.If a superfluous suavity is maintained , he may not get any wrong signal. And again, he may change his line of action. However, no loophole in work might be allowed.   Later on, I faced no difficulty in smooth-sailing with my work.

The Great Gatsby And The American Dream - 1771 Words

Vanessa Sager Honors World Literature Hour 7 5/30/17 Of Gatsby and His Unattainable Dream The American dream is a concept that has been wielded into American literature throughout history. Projecting the contrast between the American dream and reality, F. Scott Fitzgerald incorporates his opinions, primarily based off of his experiences and tribulations in World War I, throughout his literary works.Many people believe that deplorable moral and social values have evolved from the materialistic pursuit of the American dream especially throughout the roaring twenties. His novel, The Great Gatsby, which is set in this time period, shows a castigation of love caused by these specific ideals and lack of morale. It depicts the general†¦show more content†¦The green color of the light represents wealth and the start of a new life. Connecting his love for Daisy with the American dream and a better future, he believes Daisy is a beckon that is going to pull him out of darkness into a perfect life. In the beginning of the story, this can be seen when the narrator recounts t hat â€Å"he stretched out his arms toward the dark water in a curious way, and far as I was from him I could have sworn he was trembling. Involuntarily I glanced seaward--and distinguished nothing except a single green light,† (Fitzgerald, 26). This brings forth the idea that the light or goal is minute and unattainable. Although Gatsby never approaches the light, he continues to reach for it which represents Gatsby’s unattainable dream. As background information is revealed, it becomes evident that Gatsby’s desire for Daisy is one of status. His past reveals that Daisy was desired by many men and to attain her would make one most worthy. â€Å"It excited him, too, that many men had already loved Daisy – it increased her value in his eyes† (Fitzgerald,149). This increased value further exploits the classism of this time period through Gatsby, who takes the green light as a signal to keep going. The only judgement of character was one’s soc ial class. However, he does not just desire Daisy but the previous month he had spent with her. This demonstrates Gatsby’sShow MoreRelatedThe American Dream : The Great Gatsby Essay1568 Words   |  7 PagesThe American Dream: The Great Gatsby The Great Gatsby is a tragic love story on the surface, but its most commonly understood as a suspicious critic of the American Dream. In the novel Jay Gatsby overcomes his poor past to gain an incredible amount of money and a limited amount of social cache of in the 1920s NYC, only to be rejected by the â€Å"old money† crowd. The focus of my paper would be the pathway towards the American Dream and how it affects the person and others around. The American dreamRead MoreThe Great Gatsby and the American Dream1401 Words   |  6 PagesThe Real American Dream Since its institution, the United States has been revered as the ultimate land of ceaseless opportunity. People all around the world immigrated to America to seek quick wealth, which was predominately seen in the new Modern era. Beginning in the late 1800s to the early 1900s, the period introduced progressive ideas into society and the arts. Accompanying these ideas was a loss of faith in the American Dream and the promise America once guaranteed, especially after WorldRead MoreThe Great Gatsby and the American Dream1442 Words   |  6 PagesPursuit of Happiness. This sentiment can be considered the foundation of the American Dream, the dream that everyone has the ability to become what he or she desires to be. While many people work to attain their American dream, others believe that the dream is seemingly impossible to reach, like F. Scott Fitzgerald. Fitzgeralds The Great Gatsby examines the Jazz-Age generations search for the elusive American Dream of wealth and happiness and scrutinizes the consequences of that generationsRead MoreThe American Dream ( The Great Gatsby )1173 Words   |  5 PagesSLIDE. *POINTS TO PICTURE LIVING IN THE AMERICAN DREAM (THE GREAT GATSBY). Did anyone notice anything that caused a change in society between these two pictures? *POINTS TO SOMEONE WITH ONE OF THE ANSWERS TO THE QUIZ/QUESTION. READS OUT THE RAPID ECONOMIC BOOMING AND GREED. *NEXT SLIDE. That’s correct! During the 1920s of the Jazz Age in concurrence with the â€Å"Roaring Twenties†, America had experienced a rapid economic booming after World War I. The American society experienced an economic and politicalRead MoreThe Great Gatsby American Dream1414 Words   |  6 Pagesfilm is based on the novel by F. Scott Fitzgerald. It follows Jay Gatsby, a man who molds his life around one desire: to be reunited with Daisy Buchanan, the love he lost five years earlier. Gatsby s quest leads him from poverty to wealth, into the arms of his beloved, and eventually to death. Nick Caraway is the narrator, or storyteller, of The Great Gatsby, as well as Daisy s cousin who happens to live next door to Great Gatsby. Daisy represents the paragon of perfection. She has the aura of charmRead MoreThe Great Gatsby and the American Dream773 Words   |  3 Pagesimportant items. The American Dream is a huge achievement that everyone wants to reach. Whether people want to admi t it or not, it is a symbol all it’s self. It can be anything really, a great job, a family, white picket fence, even music or attending concerts of your favorite band. The American Dream is something that makes you so happy and what you can achieve or want achieve in your lifetime. The main AMerican Dream is money, a family, and happiness. In The Great Gatsby the american dream is a green lightRead MoreAmerican Dream In The Great Gatsby1366 Words   |  6 PagesThe American Dream has various implications for diverse individuals. For some people, the concept implies that one can accomplish his or her objectives and goals through living this dream. To others, it provides a beacon of hope, as an open door that individuals desperately desire to enter in pursuit of opportunities. The Americans after World War I, boosted by the emotions of the war, had an uncontrollable vigor about accomplishing and displaying an extravagant way of life and achieving a high socialRead MoreThe Ame rican Dream In The Great Gatsby1097 Words   |  5 PagesThe Great Gatsby The Great Gatsby by F. Scott Fitzgerald was one that was highly centralized around the American Dream. The American Dream is the belief that anyone can become successful in America if they worked hard enough. The dream did not discriminate anyone and that is why many people worked towards it. In the novel, it shows that not everyone was living the American Dream but were separated by the social classes of wealth, race, and intelligence. The 1920s in America was a roaringRead MoreThe Great Gatsby : The American Dream927 Words   |  4 Pages2017 The Poor Man’s Dream Many believe that America is the land of riches, where anyone can become rich and wealthy. This idea is known as the American Dream, a set of ideals in which freedom includes the opportunity for a successful living. However, this ethos is completely false, and is nothing more than exactly that - a dream. Throughout the award-winning work of F. Scott Fitzgerald, â€Å"The Great Gatsby†, he gathers criticism about the American Dream. He denounces the dream by shedding the lightRead MoreThe Great Gatsby and the American Dream592 Words   |  2 PagesRed, white , and blue are iconic to the American culture we know of. They can show our passion, desire, and pride for our country, but you will always have you might have to give in, against what your morals tell you.In the novel The Great Gatsby by F. Scott Fitzgerald, Fitzgerald uses the colors red, blue, and white to symbolize the American dream. To accomplish the American dream you need passion and desire but you will face situ ations where your morals will compromised. Passion is a necessity