Analysis Of Poisson Regression Using Spss Statistics

6. ANALYSIS OF POISSON REGRESSION USING SPSS STATISTICS 6.1. Introduction As we said earlier, Poisson regression is used to model dependent variable (consists of count data) given one or more independent variables. Dependent variable also called the outcome, response or criterion variable is the variable that we want to predict. On the other hand, independent variables also called predictors, explanatory or regressed variables are variables used to predict the value of the dependent variable. 6.2. Examples of Poisson Regression Example 1. The number of people in line in front of you at the grocery store. Predictors may include the number of items currently offered at a special discounted price and whether a special event (e.g., a holiday, a big sporting event) is three or fewer days away. Example 2. The number of awards earned by students at one high school. Predictors of the number of awards earned include the type of program in which the student was enrolled (e.g., vocational, general or academic) and the score on their final exam in math. Example 3. The number of students who catch cold at one elementary school. Predictor of the number of sicknesses might be the average weekly temperature in the area where the students live. 6.3. Description of the Data For the purpose of illustration, we have simulated a data set for Example 3 above. In this example, num_of_sickness is the outcome variable and indicates the number of sicknesses reported weekly by students at anShow MoreRelatedIBM SPSS Statistics 19 Brief Guide25880 Words   |  104 Pagesi IBM SPSS Statistics 19 Brief Guide Note: Before using this information and the product it supports, read the general information under Notices on p. 158. This document contains proprietary information of SPSS Inc, an IBM Company. It is provided under a license agreement and is protected by copyright law. The information contained in this publication does not include any product warranties, and any statements provided in this manual should not be interpreted as such. When you send informationRead MoreHospital Infection Rates in St Elsewhere5948 Words   |  24 Pagespatients were sampled from all inpatient deaths, regardless of their length of stay. We did not exclude patients admitted with an explicitly palliative care plan; this information was noted down and taken into account during the review process. During analysis, overall AE rates were corrected for the oversampling of deceased patients, because in our sample, 50% of the patients were inpatient deaths, and in reality 3%. In the results, we weight our 50% bac k to the actual 3%, so the presented results areRead MoreSwot Analysis : Stock Market5039 Words   |  21 Pageshypothesis (EMH), popularly known as the Random Walk Theory, is the proposition that current stock prices fully reflect available information about the value of the firm, and there is no way to earn excess profits, (more than the market overall), by using this information. It deals with one of the most fundamental and exciting issues in finance –why prices change in security markets and how those changes take place. It has very important implications for investors as well as for financial managers (JonathanRead MoreThe Weak-Form Efficiency of The GCC Markets7323 Words   |  30 PagesAn Empirical Analysis on The Weak-Form Efficiency of The GCC Markets Applying Selected Statistical Tests Rengasamy Elango, Mohammed Ibrahim Hussein This paper tests for market efficiency across the seven stock markets in the GCC (Gulf Co-operation Council) countries. The GCC countries, of late, have been striving to strengthen their capital markets by introducing various innovative changes in relation to listing, regulatory, trading and settlement norms in order to improve transparency and informationalRead MoreHand Hygeine Research Papaer6466 Words   |  26 Pagesgetting in contact with patient and patient environment. In addition, survey audit based on the HCWs perception, knowledge and attitude, including patient and family observation of HCWs about hand hygiene. Intervention will be education and training using visual poster, power point, base on feedback of the results, the program estimated to take six months. Conclusion: Regular cleansing of hands by HCWs reduces the risk of transmitting nosocomial pathogens between patients and thus reduce the risk of

Realtionship Between the Media, Public Perceptions of...

Does the media and the amount of exposure to specific news media affect fear of crime? This question is examined in a survey with data collected from three universities in the United States and one in Canada; The Impact of Media on Fear of Crime among University Students: A Cross-National Comparison, goes over the results. It’s believed that fear in itself can be debilitating leading to harmful social outcomes. Vincent Sacco believes there are three dimensions to fear of crime: cognitive, emotional and behavioral. Cognitive looks at a how a person assesses their likelihood of being victimized. Emotional is how someone feels about crime, and behavioral is a person’s response to fear of their perceived likelihood of being victimized.†¦show more content†¦The following universities were given a self-administered survey as part of the current study this article was based on: Colorado State University (CSU), University of Texas at Arlington (UTA), and Florida State University (FSU) and one Canadian, University of Winnipeg (UW). The campuses of UTA, FSU and UW are located in higher crime urban areas. In Florida and Texas, violent and property crime rates are higher than the national average. Winnipeg’s violent and property crimes rates are also higher than the rest of Canada s crimes levels. Criminal Justice or Criminology majors reported a lower fear of crime compared to other majors or students who were yet undecided. The survey also showed that there was a similar rate of concern between both nations; reporting on a scale of 1-10 the average was seven, clearly showing a somewhat high concern for crime. In summary, the findings for the survey are as follows: women, whites, non-criminal justice/criminology majors reported having more fear of crime. A general concern about crime was relatively the same between the American and Canadian students though Canadians had higher rate of fear for risk of violent victimization and Americans had a higher rate for property victimization. The media plays a substantial role in determining the amount of fear of crime that people hold. This comes from the fact that the media extensively and disproportionately cover crime stories. But how does

Conflict Management Attributes Foreseen in Organizations

Question: Describe about the Conflict Management for Attributes Foreseen in Organizations. Answer: Introduction Conflict management is one of the most common type attributes foreseen in different organisations. The discussion on the skilled process of conflict management has been one of the most debatable concepts over the years. According to Bradley et al. (2013), conflicts are based on the work based problems, task allocations, communications, or communicative purposes. The maintenance of the skilled relationship is necessary in order to resolve the conflicting scenario within an organisation. The effective participation of the leaders or the managers is thus one of the most necessary components for maintaining a comfortable environment (Mayer et al. 2012). Moreover, it is the major responsibility of the organisational leaders to communicate with the other employees during any occurrence of the conflicts. The situational conflicts are associated with diversified scenario. The study is divided into two parts, which contain the discussion of literature review and implementation of the theoretical model. The literature review will be presenting the literature study based on the conflict management process undertaken by the organisations. The role of the organisational leaders will be described in this literature review context. The second part of the study will provide the idea about the theoretical model based on the conflict management. The explanation of the tools and techniques will provide the insightful idea about the underlying concept. Part 1: Literature Review Conceptualised idea of Conflict Management The conflict management has become of the major concerned areas for the organisation. This section of the study will be focusing on the different typologies of the conflicts that can affect the internal management scenario of the organisation. Booth (2015) implied that the conflict may arise due to several uncertain situations faced by the organisational associates. For instance, the conflicts can arise due to performance, work process, and lack of effective relationships. The roles and the responsibilities of the team are essential for driving the performance management of an organisation. Hence, if there is any performance obligation takes place due to the ineffective maintenance of roles and responsibilities, the conflict may take place. Galuppo et al. (2014) explained that many organisational associates face difficulties or conflicts due to lack of proper relationship with other associates. In many of the cases, it has been observed that the team members or the other subordinates face the lack of communications. Therefore, it affects the interpersonal relationships with the other members. Another form of conflict is task-based, which includes the disagreements of the employees in working on any particular task. It is noted that sometimes the employees face issues with the tasks that they need to complete. However, if the employees fail to manage the tasks, it might create the uncertain scenario within the organisation. Saundry et al. (2014) identified a correlation between task-based conflicts and performance-based conflicts. In supporting such statement, L and Jarzabkowski (2015) proclaimed that the task-based conflicts are often proved to be much beneficial. The performance-based conflicts and the relationship-based conflicts in an organisation may lead towards the negative influences. On the contrary, the occurrence of the task-based conflicts provides the insight of undertaking innovative techniques and strategies. Therefore, it can be considered that the task-based conflict has the positive contribution on the organisational excellence. The conflicts arise when t he different perspectives of the diversified people clashes (Bruk-Lee, Nixon and Spector 2013). In such circumstances, the leaders need to take the proactive actions. Therefore, it is essential to identify the different approaches that are needed to be undertaken for managing the conflicts. Approaches of Conflict Management Conflict management is one of the major concerns for each organisation. The pattern of managing conflicts depends on two basic motives (Kerzner 2013). The first motif is to concentrate on own self whereas the other motif is to concentrate on others. Depending on such motives, the necessary approaches or patterns of managing conflicts are needed to be recognised. Dominating: It depicts the idea of concentrating more on self and less on others. Avoiding: Less concentration paid to self and others. Obliging: More focus on others and less on self. Compromising: Moderate concerns for others and self. Integrating: High focus on both self and others. Concentrating on such patterns, the conflict resolution process can be classified into two diversified dimensions, such as assertiveness or unassertiveness and cooperativeness or uncooperativeness. The different techniques associated with the conflict management process depend on the diversified level of conflicts (Redpath et al. 2013). In order to recognise such techniques of resolving conflicts, it is important to pay the attention towards such diversified techniques. These are as follows: Incident Level: It is to be noted that the management requires taking the proactive actions when any conflict occurs within the internal management scenario. However, in some of the cases, it is notified that the management fails to address such conflicting scenario and it turns into a situational crisis (Guo et al. 2014). This level of conflict is considered as the Incident level. The sharp and short communication is recognised in such situation. Discomfort Level: At the initial stage of a conflict, it is seen that some of the scenarios are unacceptable to the associated employees and management. If analysed more closely, it can be interpreted that this type of conflict is easily avoidable once the employees chose to walk away from the situation. According to Shaikh et al. (2014), this typology of the conflicting situation is less harmful for the internal scenario of an organisation. Tension Level: In some of the cases, it has been noticed that the management or the associated leaders are unable to resolve the situational crisis occurred within an organisation. In fact, when the conflict is addressed to the higher authority, it remains unclear and unsolved. This type of conflict level leads to tension, which can create the negative impact on the organisational productivity. Wallensteen (2015) implied that this type of conflict can create the worst scenario for the existing employees since people fail to understand the proper method of resolving this. Mix-level: The mix level of conflict occurs when there is the huge misunderstanding takes place between the comfort level and incident level of conflicts. This particular typology of conflict is sometimes much troublesome to manage since the level of misunderstanding reaches to the extreme height. However, it is observed that the utilisation of the negotiation process would be less influencing for resolving such scenario. Crisis level: Snyder and Diesing (2015) defined that when the conflict reaches to the extreme point of edge, the level becomes much critical. This level of conflict has the high probability of harming the organisational scenario. Along with the employees performance parameters, the morale of the leaders is also affected (Lerbinger 2012). The relationship between the employees and the organisation can be much affected due to the occurrence of such type of conflicts. In such circumstances, it has been noticed that often the employees end up losing their jobs. Hence, the organisation requires identifying the proper solution of resolving such conflict at the initial stage. The recognition of such different level of conflicts is specifying that it is the responsibility of the authority to pay attention towards the minimal level of conflicts. If the management fails to address such conflicting scenario, it may reach to the extreme level where it can create several negative consequences. Both the employees and associated management personnel would be harmed due to such extreme level of conflicts. Therefore, it is necessary to identify the importance of resolving such uncertain issues. Necessity of Managing the Conflicting Scenario Recognition of the root cause of the conflicting situation is essential for each of the organisation. It becomes unpredictable to analyse the major reason once the conflict reach to the extreme level. The time management is thus one of the most necessary aspects for the management. The importance of managing the internal conflicts is thus described further. Establishment the effective team bonding: The conflicts between the team members create the negative impact on the organisational productivity. The use of the proper techniques of resolving the arising issues between team members would be helpful to strengthen their bonding with each other. The assimilation of the shared ideas and innovative skills would be preferable for achieving organisational excellence (Ram and Montibeller 2013). Therefore, it is essential to keep the focus on the satisfaction of the employees interests. The agreement between the team members would be effective enough in building the team strength. Increasing the Organisational Performance Parameter: Reason (2016) suggested that the conflict resolution is necessary since such uncertainties can create the negative impact on the organisational performance. It is to be indicated that the establishment of the effective conflict management process would be helpful enough in removing disagreements among the employees. Moreover, resolving the conflicts provides the opportunity to establish the effective relationship between the associated employees. Building such effective relationship between the people serves as the motivational purposes, which helps in increasing the organisational performance parameter. In such regards, the leaders have to take the initiatives to maintain such cooperation. Establishment of the Organisational Reputation: The maintenance of the sequential and strategic steps is essential for establishing the effective organisational reputation. Similarly, if any organisation requires dealing with conflicting scenario, it would affect the internal management system (Binder 2016). Hence, it is necessary to structure the proper strategy that can increase the goodwill of the organisation. Part B: Model of Conflict Management The Conflict Model of Thomas-Kilmann Conflict is the general consequences that people face in their regular lives, as the individuals find differences between their desires and expectations. In an organisation, the conflicts may arise in achieving goals, securing values, and determining different styles of approaching (Riasi and Asadzadeh 2015). However, many experts have suggested focusing on the positive side of such of the conflicts to make it fruitful for the organisational reputation. In order to achieve such goal, it is necessary to structure an appropriate model that can be used for resolving the conflicts. Thomas-Killman introduced such conflict management model that includes 5 types of the instruments along with two different dimensions. Figure 1: Conflict Management of Thomas-Killman (Source: Trippe and Baumoel 2015) Altme, Trk and Toomet (2013) explained that the five types of conflict management style in this model are accommodating, avoiding, collaborating, competing, and compromising. The description of these styles is provided further. 1) Accommodating This particular approach is determining the high degree of self-cooperativeness. When the conflict arises against the own goals and desired outcomes, this approach is needed to be undertaken. If concentrated on the model based approaches, it can be suggested that the help derived from the third party professional would be much fruitful to construct such model. Moreover, it can also be predicted that such particular style would be much helpful in strengthening the future relationship with the other parties. This style is appropriate when the competition is much higher and the internal performance styles are required to be changed. Often it has been seen that during such change performance management process, the company faces challenges and conflicts in managing the existing employees. For example, retail companies face such competitions, since the demands of the retail products are much higher. In such consequences, if the third party involves with such scenario, it would be helpful enough in resolving such conflict. 2) Avoiding In some of the cases, many organisations just avoid the issues. These organisations simply eliminates the participation of the other parties and focus on fulfilling the own determined objectives. When one organisation has no chance of winning, it becomes more interested in avoiding the situation instead of involving other parties. It is found that most of the monopolistic businesses use such conflict model style where the competition is avoidable. For example, Apple Inc. operates in a business market where the competition is much lower. Hence, the company can avoid such circumstances. 3) Collaborating The conflicts can be managed by collaborating two or more organisations. Especially, it is noted that one organisation pairs up with another party in order to achieve the similar objective. It helps the organisations to be free from the win-lose mentality and ensure the win-win paradigms. Day (2015) suggested that usually this style signifies more complex situations. However, maintaining the appropriate style would be more helpful in resolving the issues and simplifying the scenario. In addition to this, it is also noted that collaborating with other parties is helpful enough in re-framing the challenges and structure the business functionalities accordingly. This style is even especially helpful for synthesising the ideas altogether with the help of other associated business partner. For example, during the merger and acquisition process, employees feel insecure about their job stability. The participation of the merged companies would be thus helpful in such circumstances for re-st ructuring the performance management. 4) Competing According to Cai (2016), the competing style in this model signifies the win-lose approach more specifically. It is noted that each organisation holds the insight of dealing with the specific scenario in order to achieve the pre-determined goals. Similarly, the organisations required facing the competitiveness in order to ensure growth. Therefore, it is essential to take the participation in the competitive scenario by undertaking the decisive action more frequently. 5) Compromising This type of style is highlighting the lose-lose scenario, which determines that the organisation will not be able to achieve the perceived objectives. Trippe and Baumoel (2015) suggested that in such scenario, the organisations need to maintain an appreciable level of assertiveness. Even though the scenario is temporary, it may create impact on the organisational morale. The associated members in the organisation become much fond of achieving their personal goals as well. Hence, in order to eliminate such conflicting scenario, people chose to compromise. In fact, it is perceived that compromising with the situation would be perfect for leading towards better solutions. Figure 2: Steps for decision making to resolve conflict (Source: Created by Auhtor) The above analysis is highlighting the different scenario that the organisations usually face during the conflicting situations. It is to be indicated that the identification of the scenario is necessary to resolve the issues. Analysing the above context, it is noted that the dealing with the conflicting situation, it is much important t concentrate on the interpersonal cues. If it is linked with the real life scenario, it can be seen that during such situational crisis, the body language of the people changes. For example, during conflicts, the face turns red, the stomach tightens, and pulse rises. More specifically, the people associated with such conflicting scenario, usually start talking in high pitched voice. Therefore, the people involved with resolving such conflicts are needed to be calm and quiet at first. It is important to identify the real issue beyond the reflective scenario. The communication with both the parties will then decide the proper steps that can be undertake n to resolve such conflicts. The power of judgment is necessary in such cases. The roles of the leaders are thus necessary in such regards. The leaders are required identifying the underlying issues and accordingly need to undertake the relevant decisions. However, some of the organisations take the help from the third party mediator for resolving the issues. Steps for resolving the conflicts Each of the organisations needs to identify the proper procedure of resolving the underlying issues and resolve the associated conflicts. The leaders of an organisation requires following five steps in order to resolve the conflicts. These steps are descried further. Identification of the source The leaders need to be aware of source of conflicts as soon as soon they receive the information. The identification of the proper issue will be ensuring the relevant steps that are needed to be undertaken to resolve the conflicts (Snyder and Diesing 2015). The relational aspect of these issues is necessary for making any relevant decision. Looking beyond the Incident In some of the cases, it may happen that the situation is not responsible for the conflicts; rather the perspectives of highlighting the situation can be the major reason. In such cases, the leaders need to look beyond the incident to undertake the relevant judgement for resolving the conflicts (Saundry et al. 2014). The irrelevant perspectives may lead towards more hazardous scenario. Therefore, judgement should be based on the actual scenario of conflicts. Requesting the Solution Collecting the view point of both the parties, the leaders need to understand the real scenario behind such conflict. Depending on such scenario, it will be clarified that which of the situations can be changed properly to resolve the issues. The questions also can be asked to the parties if required. Identification of the solution for the support When once the solution is identified, it should be addressed to both the parties for approval. It is noted that the leader or the person who is going to solve the issue requires identifying the relevant course of action. If the solution is beneficial for the organisation and both the parties, the process can be undertaken accordingly. Agreement of the Solution Once the issue is explained to the mediator, the situation identification is necessary. Depending on such situation, the mediator will undertake the necessary step to resolve the issue. After undertaking the proper decision, the mediator needs to let both the parties know about their agreements (Bruk-Lee, Nixon and Spector 2013). It is noted that some of the mediators make an agreement paper, which is required to be approved by both the parties. This process is one of the most effective steps to resolve the conflict. Conclusion The study has been reflecting the idea of the conflict management process. It is noted that the conflicts are one of the most recognisable incidents that people have to deal with in their regular life. Each of the organisations faces such conflicting scenario and accordingly requires undertaking the relevant steps to resolve the issues. The five levels of conflict management process is much helpful to eliminate the negative situations and bring the efficiency to the organisational performance. The use of the Thomas-Killman model is relevant enough in resolving the underlying issues that may affect the organisational productivity. However, recognition of the specific issues and the actual scenario is necessary. The contextualised idea about the conflict management scenario is reflecting in the literature review section. The identification of the specific issue will be providing the insightful ideas about the solutions of the issues. References Altme, S., Trk, K. and Toomet, O.S., 2013. Thomas-Kilmann's Conflict Management Modes and their relationship to Fiedler's Leadership Styles (basing on Estonian organizations).Baltic Journal of Management,8(1), pp.45-65. Binder, J., 2016.Global project management: communication, collaboration and management across borders. CRC Press. Booth, S.A., 2015.Crisis management strategy: Competition and change in modern enterprises. Routledge. Bradley, B.H., Klotz, A., Baur, J.E. and Banford, C.G., 2013, January. When Does Conflict Improve Team Performance? A Review of Evidence and Framework for Future Research. InAcademy of Management Proceedings(Vol. 2013, No. 1, p. 17093). Academy of Management. Bruk-Lee, V., Nixon, A.E. and Spector, P.E., 2013. An expanded typology of conflict at work: Task, relationship and non-task organizational conflict as social stressors.Work Stress,27(4), pp.339-350. Cai, D.A., 2016. Conflict Styles and Strategies.The International Encyclopedia of Interpersonal Communication. Day, G.E., 2015. Successfully managing conflict.Leading and Managing Health Services: An Australasian Perspective, p.273. Galuppo, L., Gorli, M., Scaratti, G. and Kaneklin, C., 2014. Building social sustainability: multi-stakeholder processes and conflict management.Social Responsibility Journal,10(4), pp.685-701. Guo, Y., Tjosvold, D., Wong, A. and Li, X., 2014, January. Conflict between Leaders and Employees: The Role of Transformational Leadership. InAcademy of Management Proceedings(Vol. 2014, No. 1, p. 13673). Academy of Management. Kerzner, H.R., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. L, J.K. and Jarzabkowski, P.A., 2015. The role of task and process conflict in strategizing.British Journal of Management,26(3), pp.439-462. Lerbinger, O., 2012.The crisis manager. Routledge. Mayer, C.H., Louw, L., Mayer, C.H. and Louw, L., 2012. Managing cross-cultural conflict in organizations.International Journal of Cross Cultural Management,12(1), p.3. Ram, C. and Montibeller, G., 2013. Exploring the impact of evaluating strategic options in a scenario-based multi-criteria framework.Technological Forecasting and Social Change,80(4), pp.657-672. Reason, J., 2016.Managing the risks of organizational accidents. Routledge. Redpath, S.M., Young, J., Evely, A., Adams, W.M., Sutherland, W.J., Whitehouse, A., Amar, A., Lambert, R.A., Linnell, J.D., Watt, A. and Gutirrez, R.J., 2013. Understanding and managing conservation conflicts.Trends in Ecology Evolution,28(2), pp.100-109. Riasi, A. and Asadzadeh, N., 2015. The relationship between principals reward power and their conflict management styles based on ThomasKilmann conflict mode instrument.Management Science Letters,5(6), pp.611-618. Saundry, R.A., Latreille, P., Dickens, L., Irvine, C., Teague, P., Urwin, P. and Wibberley, G., 2014. Reframing Resolution-Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace.Acas Policy Discussion Papers, pp.1-21. Shaikh, P.H., Nor, N.B.M., Nallagownden, P., Elamvazuthi, I. and Ibrahim, T., 2014. A review on optimized control systems for building energy and comfort management of smart sustainable buildings.Renewable and Sustainable Energy Reviews,34, pp.409-429. Snyder, G.H. and Diesing, P., 2015.Conflict among nations: Bargaining, decision making, and system structure in international crises. Princeton University Press. Trippe, B. and Baumoel, D., 2015. Beyond the ThomasKilmann Model: Into Extreme Conflict.Negotiation Journal,31(2), pp.89-103. Wallensteen, P., 2015.Understanding conflict resolution. Sage.

76.6% / 1862 words / There are no equal opportuniti Essay Example For Students

76.6% / 1862 words / There are no equal opportuniti Essay There are no equal opportunities because people are not equal from birth. Some are born with a silver spoon in their mouth, others need to make great effort in order to achieve success. In order to succeed in life , one must be either very tough and enterprising , even without We will write a custom essay on 76.6% / 1862 words / There are no equal opportuniti specifically for you for only $16.38 $13.9/page Order now regard for moral principles. Some from birth belonged to the upper class, and wealth and social status were their natural enviroment. They already lived the American Dream. Others belonged to the working class and in order to reach wealth they had to hard work and sometimes use illegal means, but it is impossible to change their birth history and class affiliation. Fitzgerald in his novel The Great Gatsby pointed at class inequality, respectively upper class already live the american dream, other try to reach it, even if wealth can be earned then the lineage can not be procured because it is beyond one\s control. If all men are born equal, there can be no top level to strive for. Thus that no such equality, neither in position nor in opportunity exists and that a person’s ability is very much dependent on family background. The novel includes characters from several different socioeconomic classes . In Critical Theory Today (2006) ,Lois Tyson explains the inequality in socioeconomic class by dividing people into the â€Å"haves† and the â€Å"have – not†: The Marxist theory considers control over the natural, economic and human resources of the world which separates people. Thus, division is made between those who have and those who do not. \Have\ are those who control these things, natural, economic and human resources, and \do not have\ all the rest. The Max Weber theory is a theory about the social class. Weber, like Marx, believed that the class is associated with wealth. However, Weber divided the status and class in his theory, and the status did not necessarily depend on wealth. Thus Weber argues that, a person does not need to remain in the same social class forever. As this depends on factors such as work, wealth and property. With explanation of the Weber class, the characters of the novel belong to different classes. Buchanan and Jay Gatsby belong to class, privileged through equity and education. Nick Carraway can be considered a representative the poor intelligentsia. Thus Wilsons are part of the working class. As for the status, Weber claims: â€Å"Status may rest on a class position of a distinct or ambiguous kind. However, it is not solely determined by it: Money and entrepreneurial position are not in themselves status qualifications, although they may lead to them † (Weber 306). In comparison with social class, money does not guarantee a certain status. The lack of something is not an automatic disqualification of a status (Weber 306). Jordan Baker, from the novel,could be seen as an example of this as her economic situation is unknown but she still has a status that is comparable with the Buchanans. Weber continues on the matter : â€Å"The class position of an officer, a civil servant or a student may vary greatly according to their wealth and yet not lead to a different status since upbringing and education create a common style of life† (306). This exemplifies the fact that there are other factors involved in determining status compared with social class . Upbringing and education can contribute to a common style of life and values that brings people together. In The Great Gatsby, Fitzgerald presents two distinct types of wealthy people. First, there are people like the Buchanans and Jordan Baker who were born into wealth. Their families have had money for many generations, hence they are \old money.\ As portrayed in the novel, the \old money\ people .u9b3e78b40d942becaf1a5180ec2cd97f , .u9b3e78b40d942becaf1a5180ec2cd97f .postImageUrl , .u9b3e78b40d942becaf1a5180ec2cd97f .centered-text-area { min-height: 80px; position: relative; } .u9b3e78b40d942becaf1a5180ec2cd97f , .u9b3e78b40d942becaf1a5180ec2cd97f:hover , .u9b3e78b40d942becaf1a5180ec2cd97f:visited , .u9b3e78b40d942becaf1a5180ec2cd97f:active { border:0!important; } .u9b3e78b40d942becaf1a5180ec2cd97f .clearfix:after { content: ""; display: table; clear: both; } .u9b3e78b40d942becaf1a5180ec2cd97f { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u9b3e78b40d942becaf1a5180ec2cd97f:active , .u9b3e78b40d942becaf1a5180ec2cd97f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9b3e78b40d942becaf1a5180ec2cd97f .centered-text-area { width: 100%; position: relative ; } .u9b3e78b40d942becaf1a5180ec2cd97f .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9b3e78b40d942becaf1a5180ec2cd97f .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9b3e78b40d942becaf1a5180ec2cd97f .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u9b3e78b40d942becaf1a5180ec2cd97f:hover .ctaButton { background-color: #34495E!important; } .u9b3e78b40d942becaf1a5180ec2cd97f .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9b3e78b40d942becaf1a5180ec2cd97f .u9b3e78b40d942becaf1a5180ec2cd97f-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9b3e78b40d942becaf1a5180ec2cd97f:after { content: ""; display: block; clear: both; } READ: Punk Profile Essaydon\t have to work (they rarely, if ever, even speak about business arrangements) and they spend their time amusing themselves with whatever takes their fancy. Daisy, Tom, Jordan, and the distinct social class they represent are perhaps the story\s most elitist group, imposing distinctions on the other people of wealth (like Gatsby) based not so much on how much money one has, but where that money came from and when it was acquired. For the \old money\ people, the fact that Gatsby (and countless other people like him in the 1920s) has only just recently acquired his money is reason enough to dislike him. In their way of thinking, he can\t possibly have the same refinement, sensibility, and taste they have. Not only does he work for a living, but he comes from a low-class background which, in their opinion, means he cannot possibly be like them. Tom and Daisy Buchanan are depicted as almost indifferent to other people. Nick state: â€Å"They were careless people, Tom and Daisy –they smashed up things and creatures and then retreated back into their money or their vast carelessness or whatever it was that kept them together, and let other people clean up their mess†(Fitzgerald 167). In portraying Tom and Daisy as careless toward other people Fitzgerald shows a mentality amongst the upper class as if the same rules do not apply to everyone. Tom and Daisy’s mutual arrogance regarding the situation shows how little they value other people’s lives –even lives of people they supposedly cared about. Tom and Daisy Buchanan are the typical residents of East Egg as they have always been wealthy and possess the freedom that comes with it. They are described as people that without any further purpose drift : â€Å"here and there unrestfully wherever people played polo and were rich together†(Fitzgerald 13). To them, there is nothing more to life than existing in this state of mind (Barbour 70). Gatsby, on the other hand , is the typical resident of West Egg. With his lack of family wealth and his self -earned fortune he represents the opposite from Tom and Daisy Buchanan. While the Buchanans seem to live without goals or ambition, Fitzgerald shows Gatsby’s ambitions with the schedule over his daily activities (162). One way of determining status is, according to Weber: â€Å"through hereditary charisma, by virtue of successful claims to higher -ranking descent: hereditary status † (306). This is what tie members of â€Å"old families† together, families like Tom’s and Daisy’s. Her family was a part of the upper class society in her hometown, Louisville (Fitzgerald 73). Daisy, who in this case represents the â€Å"old money† America, displays her feelings towards West Egg: She was appalled by West Egg, this unprecedented ‘place’ that Broadway had begotten upon a Long Island fishing village –appalled by its raw vigor that chafed under the old euphemisms and by the too obtrusive fate that herded the inhabitants along a short -cut from nothing to nothing. She saw something awful in the very simplicity she failed to understand (Fitzgerald 102). Daisy’s reaction at the party can be seen as a first hint of proof that Gatsby will never succeed in his attempt to win her back and get things back to the way they were (Aldridge 54). In Daisy’s reaction Fitzgerald exposes the opinions of people of her status towards this kind of â€Å"new money† and people without the same high â€Å"hereditary status†. By giving Tom Buchanan characteristics that could be described as unsympathetic Fitzgerald criticizes the upper class which Tom represents. Although Tom has more money than he could ever spend, and despite the fact that he has been in that position his whole life he still has the need to show his wealth and power to those who have less than him . He toys .ua32d354994c6bf6e352e6f5fa9340b4b , .ua32d354994c6bf6e352e6f5fa9340b4b .postImageUrl , .ua32d354994c6bf6e352e6f5fa9340b4b .centered-text-area { min-height: 80px; position: relative; } .ua32d354994c6bf6e352e6f5fa9340b4b , .ua32d354994c6bf6e352e6f5fa9340b4b:hover , .ua32d354994c6bf6e352e6f5fa9340b4b:visited , .ua32d354994c6bf6e352e6f5fa9340b4b:active { border:0!important; } .ua32d354994c6bf6e352e6f5fa9340b4b .clearfix:after { content: ""; display: table; clear: both; } .ua32d354994c6bf6e352e6f5fa9340b4b { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ua32d354994c6bf6e352e6f5fa9340b4b:active , .ua32d354994c6bf6e352e6f5fa9340b4b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ua32d354994c6bf6e352e6f5fa9340b4b .centered-text-area { width: 100%; position: relative ; } .ua32d354994c6bf6e352e6f5fa9340b4b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ua32d354994c6bf6e352e6f5fa9340b4b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ua32d354994c6bf6e352e6f5fa9340b4b .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ua32d354994c6bf6e352e6f5fa9340b4b:hover .ctaButton { background-color: #34495E!important; } .ua32d354994c6bf6e352e6f5fa9340b4b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ua32d354994c6bf6e352e6f5fa9340b4b .ua32d354994c6bf6e352e6f5fa9340b4b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ua32d354994c6bf6e352e6f5fa9340b4b:after { content: ""; display: block; clear: both; } READ: Hamlet Faith Essaywith his mechanic Wilson , who is also the husband of his mistress Myrtle. Wilson wishes to buy his car with the intention to turn it with a profit. The car deal would not mean a lot to Tom, but it would be important to Wilson. By delaying the deal, Tom demonstrates his power. Tom also brags to Nick about his house and the previous prominent owners (Tyson 70). Both incidents could be read as examples of Fitzgerald’s criticism against the upper class society and the current norms regarding how to treat people with a different social status. Tom’s behavior is, although unsympathetic, never regarded , in the society of the novel, as inappropriate for a man of his status, which makes it completely acceptable for him to treat others with a lack of respect. At one point, Fitzgerald describes Tom and Daisy as members of a secret society (Fitzgerald 24). By using this metaphor of the secret society Fitzgerald illustrates the seclusion of the upper class society that Tom and Daisy represents. According to Aldridge their memberships in this secret society generate a deeper faithfulness between them (49). Gatsby’s task to win Daisy is therefore not only about getting her to love him more than Tom, but also to beat the secret society that he is not a member of (Aldridge 52). If the secret society represents social status, then that is what Gatsby must defeat in order to get Daisy back. The difference in socioeconomic status between those with â€Å"new money† and those with â€Å"old money† is exemplified by the behavior of Tom and Daisy. Fitzgerald acknowledges the difference with Gatsby’s final revelation of Daisy: â€Å"Her voice is full of money, † he said suddenly. That was it. I’d never understood before. It was full of money –that was the inexhaustible charm that rose and fell on it, the jingle of it, the cymbal’s song of it High in a white palace the king’s daughter, the golden girl (113) According to Aldridge, this quality in Daisy is important, as it is what commits her to Tom. It is not only about money and Aldridge describes it as a philosophy: â€Å" it is a whole philosophy and tradition of life belonging to those who have always had money and marking them as a separate breed superior to those who have not† (Aldridge 55). That also explains what Daisy is not willing to give up for Gatsby ; if she would choose him she would lose her belonging to that superior breed and she is unwilling to sacrifice that, perhaps since that is all she has ever known. When Daisy finds out about Gatsby’s involvement in illegal business, she distances herself from him , and no matter what he says he cannot change it. The fact that Fitzgerald separates Gatsby and Daisy stresses the importance of social status, as Daisy is unable to accept the negative impact of her social status that staying with Gatsby would mean. Tom demonstrates his superior status by reducing the importance of Gatsby’s relationship with Daisy: â€Å"Go on, he won’t annoy you. I think he realizes that his presumptuous little flirtation is over † (Fitzgerald 127). Since Tom and Daisy have similar backgrounds, he also knows that she would not be interested in giving up her superior status. That makes Gatsby harmless. Tom and Daisy’s indifference to other people can be connected to social status.As Tom and Daisy’s status is considered, by their society, to be superior, it also implies that they have different rights than those of lower status . According to Aldridge the â€Å"secret society† wins over the romantic illusion (55). That could mean that the importance of social status wins over romance.