Police Essay Example | Topics and Well Written Essays - 1000 words

Police - Essay Example In the case of a large-scale police box, someone is always there, so it is convenient for visitors. In contrast, each residential police box is manned by just one officer, making it possible to cover a wide area with a small number of personnel. The residential police box system is effective in rural and semi-rural areas, where there are relatively few crimes and accidents. Since officers posted at residential police boxes work and live in the same place with the ir family, they can keep in closer contact with community residents. Police boxes vary widely in size. Apart from an office area, a police box has a simple kitchen and break room for officers. A "community room", a reception room for residents, has recently been incorporated. Residential police boxes have been built as a combination of office and residence, and recently they also contain a community room in the office section. Small-size police cars are deployed at many police boxes and residential police boxes for use in pa trols and trips to and from the police station. All police boxes and residential police boxes feature a red lamp above their entrances. Many community residents feel reassured when they see this lamp, and it has become an instantly recognizable symbol for a police box or residential police box. ... Under the three-shift system in which most police box officers works, on-duty officers work from one morning to the next, but their net working hours are 16, because they receive a total of an eight-hour break over the shift. At busy police boxes such as those located in city areas, however, officers cannot take such long breaks. In contrast, a residential police box officer works eight hours a day and five days a week. However, he needs to receive residents even outside working hours if requested. Because the area of a residential police box is fairly large, door to door visits are usually undertaken simultaneously with patrols. The wife often helps her husband by, for example, receiving visitors while the husband is out . The duties of officers assigned to patrol cars are more specific, and cover mobile patrols, the arrest of offenders, and rushing to the scene of crimes and accidents, followed by initial action. They perform the ir duties in pairs, with one officer driving the vehicle, while the other keeps an eye out for suspicious persons, and engages in radio communication. Patrols are the most important duty for community police officers in that the visible presence of police officers in their uniforms prevents crimes and gives community residents sense of security. Patrols are in principle to be perfo rmed either on foot or by bicycle, because that way officers can effective ly grasp the situation and assess suspicious persons. Where the area of the police box is large, a small patrol car or motorcycle may be used. While on patrol, officers question suspicious persons and make arrests or give guidance or warnings if there is a crime or an unlawful activity. They also give guidance to traffic law violators and juvenile delinquents, take care of drunken persons

Hewlett-Packard, Inc Essay Example for Free

Hewlett-Packard, Inc Essay Hewlett-Packard, Inc. has been one of the leading IT Company competing with DELL. Throughout the company history, Hewlett-Packard’s top management team has always sought to ensure that the company stays ahead of its competitors. Though this has been the case, strategic decisions made by the company’s past and present CEOs, especially, Carleton S. Fiorina and Mark V. Hurd may differ as much as they may be similar in some ways. During Carleton S. Fiorina’s tenure, the main focus was on the future and all strategic decisions and investments were made for future growth and stability. This kind of investment was at the expense of any decisions that would ensure growth at the time. Fiorina was the HP CEO from 1999 to 2005 and during her tenure the main causes of loss of revenue and market share were due to the fact that she not only focuses on the future rather than current growth but she made investments that seemed costly to the company at the time but which she believed could bring greater revenue growth in the future. Great opposition from managers and some board members, coupled with the scandal on leaked company information saw the company image delve into the negative causing financial damage to the company. According to Evans-Correia (2005), â€Å"Broderick said HP still faces numerous problems. It continues to lose market share to Dell Inc. and its corporate-computing unit, which includes storage, software and server computers, has remained weak and unable to fend off competition from IBM and EMC Corp. â€Å"The company has good technologies, but their to-market strategy has not been effective. †Ã¢â‚¬  Though the merger with Compaq brought increased revenue growth in the future, at the moment the merger was given a go ahead and completed, HP encountered its share of losses that were a little higher than it may have predicted initially and announced publicly. The then CEO, Fiorina, was questioned about these losses and the apparent in-disclosure of these information to the public and board of directors. In his article, Intense Grilling Flusters Fiorina, one of the writers, Burt (2002) reported that â€Å"Just as he had done yesterday, Hewlett attorney Stephen Neal repeatedly grilled the chief executive about internal financial reports that predicted larger revenue losses for 2003 than HP projected in publicly issued statements. † Increasing counterfeit products could also be seen as one of the setbacks that cost HP its revenue, image as well as market share. While the merger with Compaq brought H-P an added competitive edge in the computer hardware manufacture, the acquisition of EDS, an HP Company will now see H-P attain a competitive edge in the IT Services sector. This means that both ventures are almost equally important to H-P in maintaining leadership in the IT industry. The Compaq merger/acquisition was aimed at gaining HP footing in the computer hardware industry while the acquisition of EDS was strategically targeted at giving the company the competitive edge in IT services and customer care. While HP was mainly focused on the sale of printers, expansion to the computer hardware would prove strategic at the time the merger with Compaq was initiated. The moment EDS came on board, expansion and enhancement of the HP outsourcing service delivery was realized. During ex-CEO Fiorina’s tenure, the main strategic choices that were made were aimed at cost cutting and investment in the future with new ventures. While Fiorina focused on new ventures and expansion of the business part of the company, Hurd focused on expansion, growth and retention of employees and enhancement of customer service and support. Fiorina was more focused on sales, high profits and numbers at all costs while Hurd focused on the company tradition of focusing on the employees as well as growth and expansion. While Fiorina went to on to cut jobs so as to cut on costs, Hurd took on a new stand by focusing mainly on all that could be done to maintain the best workers and staff retention as well as customer satisfaction. As stated by Hurd and Lesjak in the HP Annual Report (2008), â€Å"The addition of EDS further expands HP’s comprehensive, strategically assembled portfolio that provides unparalleled capabilities for delivering end-to-end solutions. More importantly, EDS adds a world-class, globally scaled services capability to HP’s established leadership in hardware and management software. † Since inception, the company has proven to be a greater competitor and leading in innovation and customer satisfaction.

Decision making Essay Example for Free

Decision making Essay My personal ethics development has been a process and it has changed over the years from people influencing me and myself maturing. As a child, I was raised well by my mother who always taught me to do the right thing when no one was looking. She always made sure I respected my elders and had good manners. I went to a Catholic school when I was in grade school and high school. My family and I would go to church every Sunday and have dinner together every night. My family always taught me to have good values and morals, to be a part of the community in a productive way. The people that raised me in my earlier life played a huge importance on the man I have become. At this point of my life ,I thought my compass was true north as we heard Mr. O’Rourke talk about in the video lecture. I had strong values at all times or at least I thought I did. As my life went on I realized that my compass was north ,but it wasnt true north. I still had room to grow and become more mature in my decision-making. Sometimes it can be very hard to judge how ethic you are like a person because you are judging yourself. I graduated high school and soon after that I decided that I was going to join the Army instead of going to college. I was 19 years old when I joined the United States Army and enlisted for four years. The minute I arrived to boot camp I was introduced to the seven Army values which are loyalty, duty, respect, selfless service, honor, integrity, and personal courage. We had to memorize these army values ,as well as The Soldiers Creed and Warrior ethos. The warrior ethos is, I will always place the mission first, I will never quit, I will never accept defeat, and I will never leave a fallen comrade. Every morning we would stand information and have to repeat these creeds and Army values as a group. At the time ,I did not understand why it was suppose important memorize all these things. They would make us do team building exercises, where you would have to trust your fellow Soldiers. Then the next six years of my life will change how I looked at my moral decision making for the rest of my life. I went to Iraq when I was 20 for a 15-month tour and came back 22 years old. Within those six years ,I deployed to Iraq three deferent times for a total of 33 months. While you are deployed in a war situation you will be faced with unethical decisions on a daily basis this is where you got to separate your religious and personal ethics with your jobs ethics. Sometimes you need to make a decision based on a duty-based principal, were right and wrong is determined by an outside source. You do things you don’t necessarily believe in ,but its for the better of the workplace, work or in this case for the Army. I look back to the days of basic training and throughout the nine years I have been in the Army and I realize why the Army puts so must stress on values. We have classes all the time on ethics, decision-making and critical thinking. The Army prepares you for the hard decisions you are going to have to make with using sound judgment and values. All the training I received from the Army and them instilling values and standards in my brain helped me to always make ethical decisions in the most distraught instances. It helped me that I was raised with good ethics, morals, and values. It made the transition in the Army easier for myself than some of the other Soldiers. The Army is a perfect example of just because you were raised with bad ethics or values do not mean that you will always live that way. People are brought in from all over the world and have to work with each other on a daily basis and trust each other. The Army will teach you how to have good ethics and values. I see people change all the time over the course of time. They will make you have a role model character once they make you believe in the values and ethics. I am not saying everyone will change or will be able to change but if a person truly wants to change they can change with strong leaders in place with good characters. Ethics is crucial in the business world because there is so much room for corruption and misbehavior in the workplace. There is many chances to make unethical decisions in business that is why it is so important to have mandatory training and have people who believe in you work for you. Every company or business needs to come up with some policy such as code to ethics in the workplace environment. Just cause someone grew up a bad apple does not mean that the person is going to be a bad apple there whole life. People who impact them throughout their lives can change them or a certain job with high ethic standards could change their point of view. It could be as simple as one person who influences that person for them to change to the perspective on their ethics. Without ethics in organizations, there would be no sense of trust among employees and as well with customers. You want to know your employees are making ethical decisions because you cannot watch everyone that works for you all the time. You want them to act the same way whether you are in a room with them or a thousand miles away. It is your responsibility as a leader to influence these people and instill these values and ethics in them. You need to make your employees believe in you and your ideas. Throughout my life ,I feel I have had strong morals but many people have influenced me in a positive way. Most people just need positive influences in their life to shape them to have good strong ethics. I was just lucky enough to have these people in my life from an early age and throughout my life. I have never been the person who does things for entitlement-based, I do not find myself making decisions solely on the basis of what is best for myself.

Change management in a police organisation

Change management in a police organisation This essay will analyse a change management situation in a police organisation, namely Strathclyde Police and will compare two approaches to leadership which could be used in the situation and select a suitable approach, drawing a reasoned conclusion on why it is likely to be effective in the situation. The two approaches to leadership under examination will be The Traits Approach and the Contingency Approach. It will select two different inter-personal skills, namely influencing and negotiating, which a leader could use and draw conclusions on how each skill could contribute to the effectiveness of a leader. Finally this essay will use relevant concepts to analyse the role of a leader and suggest and justify actions which a leader could take to ensure all aspects of change are effectively implemented, in doing so this essay will look at such methods as change implementers, Force Field Analysis and PESTEL analysis. Firstly, we must answer the question, what is the difference between leaders and managers? The leader is followed. The manager rules The Difference between Management and Leaders (online) Available at http://www.see.ed.ac.uk/~gerard/MENG/ME96/Documents/Intro/leader.html (accessed April 2010) This is a very simplistic definition that portrays an image of a leader making a stand and being followed, through choice by his subordinates or fellow workers whereas with management, subordinates have no choice but to follow him. Kotter (1990) argued that managers and leaders each have three main tasks but they undertake and complete them in entirely different ways. These tasks are: deciding what needs to be done, creating networks of people and relationships that can accomplish the agenda and trying to ensure that people actually do the job. However, Kotter goes on to say that managers and leaders deal with these tasks differently. Zaleznik (1977) thereafter identified 4 areas which followed on from Kotters ideas whereby managers and leaders differed. They are as follows; attitudes towards goals, conceptions of work, relations with others and senses of self, leaders when compared to managers appear to adopt a more personal role. Prentice (1961) stated Leaders achieve goals through their understanding of their fellow workers and their relationships of their individual goals to the groups aim. It should also be noted that managers can be leaders and vice versa. APPROACHES TO LEADERSHIP There are a number of approaches to leadership and this essay will focus on the Contingency Approach and the Traits Approach. The Contingency approach was a continuation of Tannenbaum and Schmidts Continuum of Leadership. It believed that there was not one single style of leadership which was appropriate for every situation a leader could face. Instead the contingency Approach argued that good leadership was dependant upon the situation at hand. The Contingency Theory is to analyse the situation you currently face and select the most appropriate style to deal with the circumstances. This will require the leader to adjust their managerial style with every situation they face. In a policing sense, no two situations faced by a leader will ever be identical and as such no two solutions will be the same. Therefore, a leader within the police service must be able to be fluid in his approach and be able to take cognisance of the situation at hand and be willing to change to deal with it. Situations and circumstances faced by police officers are also ever changing; a solution which was possible one minute earlier may no longer be suitable. Fiedlers (1967) argued that the behaviour of leaders rested on three main factors, known as Fiedlers Contingency model. The factors were; Leader Member relations, this involves the amount of trust between the leader and subordinate and how far team members were willing to follow their leader. Task Structure this covers the extent to which the task is clearly defined and whether there are standard procedures for carrying out the task and the power of the leader for example the power of the leader within the organisation and how they could influence team members. Another mode of the Contingency Theory is Situational Leadership by Hersey and Blanchard (1988) in this form, leadership style takes cognisance of the extent team members are ready to perform a task. There are 4 levels of readiness named R1, R2, R3 and R4. In a policing environment, the follower in R1 could be described as a probationer whereby the follower is unable or unwilling or unable and insecure to follow the task, R2 could be a less competent police officer who is wiling to carryout the task and confident in doing so but is unable to carry it out to the required standard, R3 could be the police officer who is able but unwilling or able but insecure, who perhaps lacks confidence in his own ability, whereas R4 is able, willing and confident in carrying out the task and could be described in a policing term as a senior man figure. Willingness refers to the followers commitment and motivation whereas as insecurity refers to team members who lack confidence in their ability. Hersey and Blanchard state there are two dimensions of leader behaviour, one of which denotes the amount of direction given by the leader to the followers, the other is how much support they offer their followers. There are four leadership styles derived from this which are S1, S2, S3 and S4. S1 is telling or directing little support is offered by the leader but he does offer a great deal of advice and direction. S2 is selling or coaching whereby the leader displays a lot of directing and supporting behaviour as well as support by telling followers what to do and offering them support and encouragement. S3 participating or supporting, the leader gives little direction but offers a lot of encouragement and support by way of communication with team members. S4 delegating, the leader does little in the way of supporting or directing. Different people will react differently to different forms of leadership, and a leader should tailor his style to the individual person he is directing. The Traits Approach argues that there are specific qualities associated with Leadership, whereby leaders can be differentiated from others by the possession of specific characteristics or traits. It is based on the assumption that leaders are born and not made and therefore you can not learn to be a leader but are born with these traits. Many people have attempted to conjure up a definitive list of personal qualities or traits that these great leaders possess. Typical traits include self-confidence, initiative, enthusiasm, integrity, decisiveness, judgement and imagination. The problem with the Traits approach is that it proved impossible to come up with a definite set of traits that could be applied to leadership. It also became apparent in research that successful leaders often had different personalities and traits. As a result of these short comings the Traits Approach fell into disfavour, however, the idea of successful leaders possessing certain qualities is still in survival. INTER-PERSONAL SKILLS AND LEADERSHIP Successful and effective leaders and managers require a range of interpersonal skills. Two particular aspects of inter-personal skills are Influencing trying to get someone to do or think something that they might not have ordinarily done and negotiating making a bargain with others to arrive at a mutually acceptable outcome. This essay will look at these two skills in more detail and draw conclusions on how these skills could contribute to the effectiveness of a leader. It should be noted that these two skills overlap each other however this essay will deal with them as separate entities. Influencing can be said to be the critical skill hat a leader must possess. Influencing is the process in which one person gets another person to do something. There are methods which a leader can use to exert influence, these are known as influence strategies, and there are 6 different ways of classifying influencing strategies Reason, assertion, exchange, courting favour, partnership and coercion. Within a policing environment Reason is probably used most often, whereby using reasoned and logical arguments to convince someone to act or think in accordance with the influencer. Another less positive action used within the police service would be coercion which is using or threatening to use some kind of sanction, either a positive or negative sanction. An example of this would be when Strathclyde police wished to implement a new shift system known as VSA, there was a lot of unhappiness and a refusal to change. As such Strathclyde officers were informed if they did not agree to VSA they would be put back on a very old shift pattern of 7 earlies, 7 lates and 7 nights which was worse than the proposed VSA, as such the Strathclyde officers reluctantly accepted the VSA shifts. Of the 6 influencing strategies all of them except coercion would be classed as pull strategies which mean that they aim to persuade or pull the other party into accepting what the influencer wants. Coercion is a push strategy which means pushing the other party into accepting. The second inter-personal skill we will look at is negotiating. Negotiating is a process of bargaining, the end result is where all the parties involved come to an agreement. Negotiating is a way of resolving differences between people of which there are two factors which can have a considerable effect on negotiations these are, the stages in the negotiating process and negotiating behaviours. The ideal outcome in any negotiation is Win Win this is where both parties win from the negotiations. However there is also Win Lose whereby one party loses and lose lose where both parties are worse off than before they started. There may be situations when the result is a Lose Lose situation where to reach an agreement both parties must compromise and give something up Fisher and Ury (1981) came up with a method called BATNA which stands for Best Alternative to a Negotiated Agreement. BATNA is where a leader chooses not to negotiate if the outcome was to lead to a less favourable outcome than they had hoped for or accept an outcome they feel is unsatisfactory. There are four main processes of negotiation and they aim for a Win Win outcome, these are; preparation, opening phase, getting movement to reach agreement and closing the negotiation. Good negotiators must also adopt behaviours which aid and help negotiations and lose traits which may hinder them. Good negotiators are clear on what they want to achieve and of the final outcome, they are flexible and not tied to one particular outcome and will consider other outcomes and ideas and they work towards a Win Win situation. In a policing sense, negotiations take place between the Police Federation in an internal and external fashion, an external negotiation could be with the Government or an internal negotiations could take place between the Police Federation and Senior Officers. Managers or leaders on a shift may have to negotiate with leaders of other shifts in the same office in order to look after their own staff, an example of this is a local agreement between supervisors that officers attending at work to go to court on their day off get to go home if the shift on duty has adequate numbers and it is not overly busy on their return from court. This is a Win Win situation for all involved. Another example of successful negotiations is CID officers allowing uniformed officers to borrow their unmarked police vehicles when they have spares and all marked cars are being used on the proviso that uniformed officers wash the unmarked CID cars on a Sunday early shift! THE ROLE OF LEADERS IN ORGANISATIONAL CHANGE All organisations have to respond to changes in society, changes in government and changes within society, the police service is no different. Richard Daft (1993) defines organisational change as The adoption of a new idea or behaviour by an organisation it can also be describes as Closing the gap, moving an organisation from its original state to a desired future state because there is a gap between where the organisation is at the moment and where it wants to be and change is needed to fill this gap. Kanter et al (1992) said that different people play different roles in organisational change. There are three different type of people; change strategists or initiators, those who initiate change and set direction for it, these people are normally leaders, there are change implementers those who co-ordinate and carry out the change and are normally managers and change recipients those affected by the change. Organisational change can take place on both a large scale and small scale. Senior (2002) identifies four main types of change; Fine tuning where minor changes are made to ongoing processes, incremental change this involves small scale modifications such as introducing new technology, an example of an incremental change in the police could be the addition of AIRWAVE, modular transformation is a major change centred on one or more departments or divisions such as the recent transformation in Strathclyde police where Divisions and Sub divisions were reshuffled which done away with E and C division and created new sub-divisions throughout the force to bring the beats and sub divisions in line with local council wards, and finally Corporate Transformation which involves a change in the whole organisation, perhaps the appointment of a new Chief Constable to a force or in Strathclyde police the creation of the Major Crime and Terrorism Investigation Unit as a direct response to the Glasg ow airport terror incident. There are different levels of change within an organisation, it can occur at individual, group or the whole organisation. The higher the level of change the harder and longer it will take to implement. Force Field Analysis and was devised in the 1950s by Kurt Lewin and is a technique used far analysing internal and external pressures that can influence any organisational change. It takes cognisance of both forces which may promote change and those which may oppose change. It is more often used in large scale transformative change. The idea of Force Field Analysis is that there will be forces for and against change. Where these forces are equal there will be no change in the organisation. This is called equilibrium. However, change will take place when the driving forces exceed the resisting forces. The advantages of Force field analysis are; it helps to identify all the forces that impact change, it highlights the fact that some forces may be stronger than others, it helps access whether or not an organisation is ready for change, it can be a quick and simple way of assessing whether a suggested change would be a success and it can be used as a guide to action. The disadvantages are it is subjective and it relies on who carries out the force filed analysis, it can be imprecise as the strength of a force can not be accurately judged and it is a snap shot at a point of time and by the time it is implemented it can be out of date. External forces which could lead to an organisational change can be identified using a PESTEL analysis which takes into account the following factors, Political, Economic, Socio-Cultural, technological, Environmental and Legal, however, no such analysis tool exists for internal forces. There can be a lot of resistance to change, the 4 main reasons are; parochial self interest, misunderstanding or lack of trust, different assessments and low tolerance to change. In a policing organisation the biggest resistance could be parochial self interest which means that people resist change as they believe that their position could be at threat and that they will lose out, another example would be misunderstanding or lack of trust, subordinates in the police can be very wary of senior management and may distrust or misunderstand the reasons for change. This can be as a result of a lack of communication between the parties involved. However such resistance can be overcome by education and communication and participation and involvement to name but a few. CONCLUSION To conclude, I feel that the traits approach to leadership is not very valid and suggests that a leader is born and does not learn how to become a leader, the qualities associated with the traits approach are very much needed by a manger in order to lead so there is some benefit to this approach. The contingency approach shows us that not one single style of leadership will suit every situation and that you must be able and willing to change. Situational leadership goes on to show that a leader must also be aware of the skills his officers possess and tailor the advice he offers them to their level, some officers may require more help and guidance than others and a leader must be aware of this. Both influencing and negotiating are vital interpersonal skills for any leader to have but both can be used for negative reasons such as influencing and negotiating another to accept a deal which is unfair to them and a leader must try and not fall into this trap. In order for any organisation to succeed in the future it must move to close any gaps a good tool for any leader to utilise when closing the gap is force field analysis there can be resistance to change but there are many ways in which a leader can move to remove this resistance with the use of education, involvement negotiation and agreement.

Essay --

The opposite trade binary options strategy covers both trade which resulted in profit and trades which resulted in loss. For this reason, it gives you either the opportunity to earn double profits, or the ability to recover from a loss. The correct setup and timing for execution are everything with this strategy. Master the correct use of when to use opposite trades and you'll have one more tool to utilize for building your profits. The foundation for the opposite trade strategy is to be able to note times when the purchase of a binary options contract which is the direct opposite of one you just purchased is likely to be profitable. Once you've mastered the use of this strategy, you're likely to discover plenty of applications for it as you go about your trading. Although the premise is simple, what you'll really need to pay attention to is how to identify such opportunities. The following are just a few examples that you can be on the lookout for on a regular basis. The best example may be times when a binary options trade has finished with the asset price being close to either i...

Sex Essay -- Sociology Sociological Essays

Sex Humans are sexual beings. We want it. We all need sex. It is an important part of us. Sex can be simply a pleasurable act, yet it can also be an expression of our love for someone else. In short, sex is wonderful. However, it is relatively rare to encounter a rational discussion about sex, even between partners. As with all activities about which people are passionate and which involve biological drives, the topic of sexuality is rife with controversy, misunderstanding, moralizing, and stereotypes. It is my belief that the widespread availability of information about sexual matters help facilitate better communication in relationships. Progress can never be made in human affairs by the suppression or repression of information, or by spreading disinformation. In essence, sexuality should be celebrated to improve our sexual health and happiness. In today's society, where sex is unfortunately too often viewed as "the nasty," I would not necessarily call the act of having sex taboo because people are beginning to realize more about who we are and what we need. This is not to say that we are considering sex to be a cool thing now, but our attitudes are a lot better than they used to be. Still, we Americans have much to improve on our views and acceptance of sex. A non-virgin today is often looked down upon in the younger age groups (high-school and under). Teenagers label them with harsh vocabulary such as "whores", "skanks", "sluts", and "players." In the older age groups, sex is more "the thing to do". If you have a long-term girlfriend or boyfriend, wife or husband, it is expected that you are having a sexual relationship. We are more comfortable with admitting that we are sexually active when we are older. Ho... ...ts are there for us as mentors and friends who give us advice and direction. They should guide us and provide helpful information. For example, in the movie "American Pie", a father catches his son on the table "having sex" with an apple pie. He reacts in a polite way, understanding his son's burning curiosity, and suggests a few things to relieve his tensions, such as "stroking the salami." It's pretty funny if you think about it, but it's something that I would rather hear from my parents than scolding. I especially admire the father at the end of the movie, when the son is preparing for his prom. He says to his son, "be very very very careful.... when you put on.... the.... ccccccor-sage." That is just what we need today in every home. It would allow teenagers to talk to their parents openly about sex and opens new doors of sexual acceptance in America's future.

Essay --

The Journey Beyond The characters in Rip Van Winkle by Washington Irving and Young Goodman Brown by Nathaniel Hawthorn both leave their wives to embark on a journey for different reasons, experiencing different conflicts, and return home with a different attitude about their life. On their journey, both characters encounter bizarre, unnatural events. Throughout both stories, the authors construct a clear picture of how society was, the role of gender, and religion. Rip Van Winkle and Young Goodman Brown both take place in small, early American villages. Rip Van Winkle is a resident of Catskill, New York, just next to the Hudson River. He was a kind-hearted, willing to please, neighborly man who was greatly admired by the women, children, and dogs of the town. Rip Van Winkle was always willing do favors and help neighbors out whenever they asked, but never wanted to do any work on his own farm. Rip Van Winkle was married to Dame Van Winkle. Dame was a short tempered woman who spends all of her time criticizing and nagged Rip about his responsibilities to the family and farm. Rip and Dane did not get along and the relationship continued to get worse. He would often leave the house to go to the bar or hunting in the woods to get away from his nagging wife. Goodman Brown is a resident of Salem, Massachusetts. He came from a Christian family that is known in the community as being godly men. He newly married to his wife, Faith. Faith wears pink rib bons in her hair, representing innocence. Like Goodman Brown, Faith is pure-hearted and religious. He viewed her as beautiful, trusting, and representation of purity and high moral standards. Both Rip Van Winkle and Goodman Brown have different motives as to why they are departing from t... ... world. He cannot believe the words of the minister and does not fully love his wife which lead him to live his life in sadness and dismay. The characters in Rip Van Winkle by Washington Irving and Young Goodman Brown by Nathaniel Hawthorn both leave their wives to embark on a journey for different reasons, experiencing different conflicts, and return home with a different attitude about their life. Rip Van Winkle left his wife on a journey to get away from her, facing many obstacles like the old man with the keg, and returned home happy with his life away from work, King George, and his wife. Goodman Brown sets out on a journey away from his wife because he promised to meet someone, he too facing many obstacles such as the old man with the staff who turns out to be the devil. He then returns home believing that everyone is bad and there is no good in the world. Essay -- The Journey Beyond The characters in Rip Van Winkle by Washington Irving and Young Goodman Brown by Nathaniel Hawthorn both leave their wives to embark on a journey for different reasons, experiencing different conflicts, and return home with a different attitude about their life. On their journey, both characters encounter bizarre, unnatural events. Throughout both stories, the authors construct a clear picture of how society was, the role of gender, and religion. Rip Van Winkle and Young Goodman Brown both take place in small, early American villages. Rip Van Winkle is a resident of Catskill, New York, just next to the Hudson River. He was a kind-hearted, willing to please, neighborly man who was greatly admired by the women, children, and dogs of the town. Rip Van Winkle was always willing do favors and help neighbors out whenever they asked, but never wanted to do any work on his own farm. Rip Van Winkle was married to Dame Van Winkle. Dame was a short tempered woman who spends all of her time criticizing and nagged Rip about his responsibilities to the family and farm. Rip and Dane did not get along and the relationship continued to get worse. He would often leave the house to go to the bar or hunting in the woods to get away from his nagging wife. Goodman Brown is a resident of Salem, Massachusetts. He came from a Christian family that is known in the community as being godly men. He newly married to his wife, Faith. Faith wears pink rib bons in her hair, representing innocence. Like Goodman Brown, Faith is pure-hearted and religious. He viewed her as beautiful, trusting, and representation of purity and high moral standards. Both Rip Van Winkle and Goodman Brown have different motives as to why they are departing from t... ... world. He cannot believe the words of the minister and does not fully love his wife which lead him to live his life in sadness and dismay. The characters in Rip Van Winkle by Washington Irving and Young Goodman Brown by Nathaniel Hawthorn both leave their wives to embark on a journey for different reasons, experiencing different conflicts, and return home with a different attitude about their life. Rip Van Winkle left his wife on a journey to get away from her, facing many obstacles like the old man with the keg, and returned home happy with his life away from work, King George, and his wife. Goodman Brown sets out on a journey away from his wife because he promised to meet someone, he too facing many obstacles such as the old man with the staff who turns out to be the devil. He then returns home believing that everyone is bad and there is no good in the world.