The Sanctification Of Jerusalem, By Mircea Eliade Essay

Gregorio 1 Roxanne Gregorio Scott Abramson AN N EA 10W 24 June 2015 The Sanctification of Jerusalem Jerusalem is considered to be among the world’s oldest continuously inhabited cities. It is the birthplace of three major monotheistic faiths: Judaism, Christianity, and Islam, which is why this city has an extensive history of being at the center of religious conflicts. Jerusalem became regarded as a holy city when people used it as a place to symbolize God and His presence as well as where He revealed his miraculous works. Mircea Eliade, a historian of religion, demonstrates his theory on how hierophanies establishes the basis of religion and how people see sacredness as something that is valuable to human life because it represents reality, which then transcribes to existence. According to Eliade, hierophany is defined as a type of event that manifests sacredness (11). This is a fundamental tool in determining what makes an ordinary event or object holy. He explains that, â€Å"[b]y manifesting the sacred, any object becomes something els e, yet it continues to remain itself, for it continues to participate in its surrounding cosmic milieu† (Eliade 12). Holy water, for example, remains water despite being blessed by the priest. However, since it is already blessed with prayer, then it becomes â€Å"sacred† to religious people. It becomes a symbol of protection from any evil as well as a way to cleanse one’s soul before entering the holy church. Hierophany Gregorio 2

Liebnitzian Philosophy and Candide - 837 Words

Everything happens for the best, in this the best of all possible worlds. This is a statement that can be found many times within Voltaires Candide. Voltaire rejected Lebitizian Optimism, using Candide as a means for satirizing what was wrong with the world, and showing that, in reality, this is not the best of all possible worlds. The philosophy of Gottfried Wilhelm Leibniz, which Voltaire called optimism, is one of the main themes of Candide. The two main points of Leibnizian philosophy are that God is beneficent, and that in creating the world, He created the best possible one. Leibniz did not argue that the world was perfect or that evil was non-existent, but thanks to Gods goodness and His constant concern with his creation,†¦show more content†¦Eldorado is another contrast to this best of all possible worlds. It is described as an extremely peaceful and serene country. It is a place that has no need for laws, jails, war, or material goods, which makes it impossible to find. Voltaire uses Eldorado as an epitome of the best of all possible worlds, because it contrasts the real outside world in which war and suffering are everyday occurrences. Throughout Candides life, he believes strongly in optimism, not because he is forced to, but because he was raised in that manner. It is possible, however, that deep down inside, Candide doubts the philosophies of his teacher because of his exposure to immorality in the real world. For example, Candide witnesses the public hanging of two Portuguese Jews simply because they refused to eat bacon for dinner. It is occurrences like these which demonstrate the inhumanity that one person can do to another, which leads Candide to disbelieve Pangloss philosophies. Voltaire rejected Lebitizian Optimism, using Candide as a means for satirizing everything that was wrong with the world, and showing that, in reality, this is not the best of all possible

Symptoms Of Alzheimer s Disease - 810 Words

Alzheimer’s disease As the world becomes more happy and joyful, people haven’t stepped into the world of Alzheimer’s yet. Just imagine losing your ability to do normal things you do every day and then you can’t do them anymore. Alzheimer’s is a type of dementia that causes changes and differences in memory, behavior, and how the person’s brain works. The symptoms of Alzheimer’s worsen over time. (Alzheimer’s Association 2015). All of the family members will be affected if one person gets this disease. This is disease is ranking sixth for the leading cause of death in the US; this is how bad it is. This disease is very common in the USA. The stages of this disease can be very graphic and sometimes extremely disturbing for the family. Ultimately people that have Alzheimer’s usually die from the disease. (National Institute of Health 2015). People with Alzheimer’s are diagnosed with brain scans such as a MRI or CT sca n. When someone has Alzheimer’s they can’t stop or get rid of it. When someone first gets diagnosed with Alzheimer disease they usually forget small things like an item on their grocery list or to finish something at home which they didn’t get a chance to finish at work. This is the earliest stage. In the middle stage people start to forget things like where they are supposed to be driving, forgetting short time friends, where you usually go for coffee, or what your house/apt number is. In the last/most severe stage is when many people die. People that areShow MoreRelatedSymptoms And Symptoms Of Alzheimer s Disease1642 Words   |  7 Pages Abstract Alzheimer’s disease is a brain disorder when brain cells degenerate and die. Alzheimer’s dieses destroys the patient’s memory within time. The mental functions of the brain also get destroyed when a person gets Alzheimer’s. Alzheimer’s disease is most commonly seen when the patient is sixty to seventy years old. 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Stakeholder analysis and engagement project - MyAssignmenthelp.com

Question: 1. Discuss common reasons why change is resisted and how managers commonly view resistance. 2. Critically examine the key theoretical concepts of resistance considered in this subject and how they are linked to the two key theoretical ontologies used in this subject. 3. Critically examine the relationship between power and resistance, and the ethical issues that these raise in relation to the managerial and resistant positions. 4. Critically discuss the implications of power and resistance for the role of the change agent in ethically managing change, in both the dialogical and problem-centric approaches to change management Answer: Answer 1 One thing that is constant in the business is change. There is a need to understand the reasons people are resistant to change to develop effective change management strategies. According to Hon, Bloom, Crant (2014) lack of competence, fear of unknown, being deeply connected to the old methods and connected to status quo are the factors that cause an employee to be resistant to change. Change requires change in the attitude, skills and perspective and most managers are not ready for transition. Mangers take proactive steps when recognise that there is a greater risk in standing still. Change creates stress. Lack of mental resilience creates resistance. Lack of motivation creates saturation and exhaustion among employees who lack zeal to participate in change. Other factor causing workplace resistance is the miscommunication about the need of change. Mangers often believe that the current model of work is effective in profit maximisation or to gain competitive advantage. According to the Kotters change model creating the urgency or sense of the need is the first and foremost step to manage the change resistance. Therefore, poor communication is the barrier to change (Chappell et al., 2016). When mangers do not inform or involve employees in decision making it is difficult for them to give the full support to the employees. Negative perceptions such as change will favour another department or group leads to anger and resentment. Managers fail to perceive need of effective leadership skills to change the employees resistance. Further, most of the management change models focus on the rewards and benefits to trigger change in managers and employees. When the employees do not see any benefit for change or anticipate unwanted outcome they turn resistant. Use of coercion employed by mangers to trigger change only leads to compliance but not a productive change (Ybema, Thomas, Hardy, 2016). Taking the example of Uber, it is successful in its strategies despite tremendous resistance from the policy makers. It keeps changing the pricing system based on the customers needs and wants. It was not possible for the taxi service companies to initiate such change as they were making s trategies to continue the business as usual. There was no strategy to ensure customer satisfaction. The managers of taxi company failed to implement change when they perceive that their success is guaranteed due to pre-established position. Uber did overcome the resistance with innovation (Bashir, Yousaf, Verma, 2016). Answer 2 The principal agent theory highlights that the resistance and conflicts due to change arises as the firm tends to increase its profitability, while the employees tend to maximise their utility. It can also be supported by neoclassical theory according to which an organisation makes a change assuming that it will give lucrative value in future. Agent theory is also supported by neokeynesian theory (Gong, Tang, Liu, Li, 2017). The key concept to resistance in an organisation is that it is difficult to survive without profit maximisation. This goal cam be achieved by paying the employees appropriately as per their contributions and utilise the employees effectively and efficiently while demanding more of their time. On the contrary the employees tend to maximise their utility by demanding good environment, investing less efforts, high salaries and better facilities. Employees are assumed that they cannot survive without these efforts and achieving personal goals. Sometimes the demands of the firm prevent them from achieving their own gaols. It leads to conflict between the organisation and the employees. This conflict is followed by resistance to change (Lipson, 2017). Agency theory helps in resolving the resistance due to conflicting goals between organisation and employees. Agency theory helps both to work on common good. It may include by monitoring the behaviour of agents, providing incentives, evaluating the outcomes, and making efficient contracting with the agent. However, the solutions given by the agent theory are more biased towards fulfilment of firms goals. It may decrease the satisfaction of the employees. Therefore, it can be argued that the theory is unrealistically one sided. It leads to exploitation of employees. It considers the efficient markets without considering the external forces and its irregularities (Hayes, 2014). A more realistic approach is given by Stakeholders theory that resolves the conflicting goals between organisation and employees. It emphasises on the fact that a firm must consider the needs of employees and society instead of focusing on profit maximisation. The theory emphasises on maintaing a satisfactory balance between the conflicting and divergent goals/interests. However, the theory does not highlight standards for allocating relative weights to the interests of the various constituencies. The theory does not emphasise on optimal contracting. It does not instruct the firm to follow clear-cut steps. The theory is criticised to have long term approach (Kaptein, 2017). The two key theoretical ontologies used in this regard are Rationalist (Cartesian) and Social (Relational) theories. In the rationalist approach the organisation removes the human elements. In this approach each element is seen separately. According to this approach change is viewed as an objective phenomenon and considers people as separate to change. It involves the principle of I think, therefore I am. This approach thus, widens the gap between the self and other as the leaders drive the change and the workers only implement (Lowe et al., 2016). Using this model, resistance to change can be overcome by implementing the strategy based on the internal or external driver of change. Rationalist approach thus emphasise on objective set of principles and guidelines. On the other hand, the Social (Relational) approach is socially constructed by the people. It involves collaborative effort. This approach considers people as centre of change, which is a social construction. In this approac h every member of the organisation is expected to be the part of designing and implementing the change. It means it follows the principle ofWe listen and talk, therefore we are (Missonier Loufrani-Fedida, 2014). It can be concluded that irrespective of the ontology being subscribed an organisation must have understanding of different theories and implement the best possible solution. Answer 3 Managerial position gives power and control. Managers tend to engage in the paternalistic management owing to their power and control in the organisation. The mangers tend to execute their power in controlling people through orders, procedures and regulations. This is unpleasant to most employees. Traditionally management views the control dominated model as effective option. Managers tend to be tough and concentrated on imperatives using physical power such as intimidating behaviour or turning highly vocal. The managers misuse their power that creates conditions of multiple unfairness. It may be distributional level, interactional and at procedural level (Hatch, Cunliffe, 2013). This creates resistance among the employees. When the employees tend to succumb, the paternalistic management is preferred even more. There is literature evidence of destructive behaviour adopted by the manger and the abusive supervision. It is may be advantageous in meeting the targets and set goals. It ha s many negative outcomes (Bareil, 2013). According to Bareil (2013), abusive supervision leads to low level of satisfaction among employees, higher level of turnover and hampers the commitment and justice perception. It creates psychological distress among the employees. These factors relate the power to resistance among the employees. Eventually the employees engage in behaviour that can restore their autonomy. It is argued by Hkk, Vhsantanen, Paloniemi, Etelpelto (2017) that the negative reciprocity beliefs are expected to affect the relationship between power and resistance. When the mangers use the reward power that is to give rewards for high performance, the resistance is decreased. Overall, it can be concluded that there is emotion-laden differences among the group of members. It creates a political power and failure to implement change. Managers who rely on their rank to create change often make fail attempts. It is due to creation of resentment and resistance. Owing to the power and resistance various ethical issues arise. Ethical practices support change in any organisation. The change agents should not prefer change process at the cost of respect and dignity of the employees. When the managers use power to bring change that only serves self-interest, it is considered an unethical practice. If an action of the managers is the cause of the dishonest commitment. For instance, employee theft, lying to employees, abusive supervision, lack of transparency is the indicator of unethical behaviour (Hatch, Cunliffe, 2013). A manager or a leader is expected to maintain a fine line between being shrewd and exhibiting unethical practice. A manager can use the power of position to increase the employee engagement. If such actions lead to suffocation of the employee activities or employee conformity then it is consider unethical. Ethical issue that arise due to imbalance between power and resistance are lack of constructive criticism, lack of openness or clear communication, and absence of conformity to workplace (Tran, Tian, Sankoh, 2013). Lack of code of ethics will not make the employees or managers accountable for their actions. Thus, the resistance is increased. The negative relationship between power and resistance does not let the organisational culture to develop and promotes unethical behaviour (Bareil, 2013). One of the most popular examples of ethical issue arising due to relationship between power and resistance is the Enron 2001 scandal. In this organisation, the mangers driven by profit forced the employees to conduct questionable accounting system to modify the stock price of the company. Similarly, in Seven eleven stores in Australia, wage abuse was prominent. When the employee resisted the underpayment, the managers manipulated the working hours. This ethical blindness arsed from power and resistance relationship. Both Enron and Seven Elevan disregarded the employees respect and created unethical culture (Azibi, Azibi, Tondeur, 2017). Answer 4 The dialogic change model is the result-oriented, structured planning and implementation of the Stakeholder Dialogue. The principles guiding the approach are voice, listen, respect and suspend. It is influenced by the postmodern philosophy and interpretive approaches. It attributes to relational ontology. In this approach change is initiated by changing the mindset and thought process of people. This approach requires the change agent to be generative and adaptive leader. The change agent may fail to engage people emotionally due to weak alignment and mutual respect for individual perspective of cost and benefits. Without any rationale there will be lack of emotional coherence. This is a transformation approach but the relations are identified as power interactions (Bushe Marshak, 2016). For instance, it is a common experience in educational institutions, where the curricular issues are resolved while the voice of teaching staff dominated that of families. Since the subordinate posi tions are always dominated it is unethical as interactions are not based on equality. The implications may include resistance as the change methodologies are fluid and it takes long time to implement action. There is an increased uncertainty as stakeholders cannot predict change. However, there are more positive implications than negative in this approach. The positive implications due to power and resistance are active engagement of all the stakeholders and consider the impact of involvement. The change agent may have constant communication even during conflicts due to power and resistance (Bushe Marshak, 2016). On the other hand the problem-centric approach is rational process and sees change as orderly process. It attributes to rational ontology. The positive implication in implementing change ethically is leaving little space for corruption. The process of change management involves less key players and the decisions are made quickly. There may be more balance between power and resistance as the change methodologies are said to be predictive. It adds to certainty and comfort from stakeholders thereby, decreasing resistance. The negative implication includes failure to measure the human impact on organisational culture. It is criticised for not having the appreciative engagement. The change agents may communicate the change after the fact or during it. There is no communication in the planning process (Hoke, 2015). However, since dialogic approach is considered more appropriate for initiating change ethically as it involves appreciative enquiry and involves broad team. The transformational change may help disrupt the status quo and allow employees to see old situation from new perspective. Employing the total quality management is a dialogical approach. This approach is also used in mitigating the climate change via international negotiations. References Azibi, J., Azibi, H., Tondeur, H. (2017). Institutional Activism, Auditors Choice and Earning Management after the Enron Collapse: Evidence from France.International Business Research,vol. 10, no.2, pp. 154. https://dx.doi.org/10.5539/ibr.v10n2p154 Bareil, C. (2013). Two Paradigms about Resistance to Change.Organization Development Journal,vol. 31 no. 3, pp. 559-71. Retrieved from: https://search.proquest.com/openview/5d682d6e1f0856146d360521b396c733/1?pq-origsite=gscholarcbl=36482 Bashir, M., Yousaf, A., Verma, R. (2016). Disruptive business model innovation: How a tech firm is changing the traditional taxi service industry.Indian Journal of Marketing,vol. 46 no. 4, 49-59.doi:10.17010/ijom/2016/v46/i4/90530 Bushe, G. R., Marshak, R. J. (2016). The dialogic mindset: Leading emergent change in a complex world.Organization Development Journal,vol. 34 no. 1, pp. 37-65. Retrieved from: https://search.proquest.com/openview/0638fd2e427fc5d88dd6ab941cee3705/1?pq-origsite=gscholarcbl=36482 Bushe, G. R., Marshak, R. J. (2016). The dialogic organization development approach to transformation and change.Practicing organization development 4th Ed, pp. 407-418. Retrived from: https://w.gervasebushe.ca/practicing.pdf Chappell, S., Pescud, M., Waterworth, P., Shilton, T., Roche, D., Ledger, M., ... Rosenberg, M. (2016). Exploring the process of implementing healthy workplace initiatives: mapping to Kotter's leading change model.Journal of occupational and environmental medicine,vol. 58 no. 10, pp. e341-e348. doi: 10.1097/JOM.0000000000000854 Gong, D., Tang, M., Liu, S., Li, Q. (2017). Reconsidering production coordination: A principal-agent theory-based analysis.Advances in Production Engineering Management,vol. 12 no. 1, pp. 51. Retrieved from: https://doi.org/10.14743/apem2017.1.239 Hatch, M. J., Cunliffe, A. L. (2013).Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. Retrieved from: https://books.google.co.in/books?hl=enlr=id=tv4CMvRMwooCoi=fndpg=PP1dq=resistance+in+organisation+due+to+power+and+control+ots=SmMaaSGLXssig=VvDgNuYiksDfgzReByoudYPSkT8#v=onepageq=resistance%20in%20organisation%20due%20to%20power%20and%20controlf=false Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Retrieved from: https://books.google.co.in/books?hl=enlr=id=-jMdBQAAQBAJoi=fndpg=PP1dq=Agency+theory+of+change+management+ots=51ShaumHMssig=OI22qhvBXTJh0Oau3gBqnfCr_hQ#v=onepageq=Agency%20theory%20of%20change%20managementf=false Hoke, R. (2015). Building Collegiate Entrepreneurship and Collaborative Strategies in Morocco.Workforce Development and Entrepreneurship Education in the Middle East North Africa, pp. 170. Retrieved from: https://pdf.usaid.gov/pdf_docs/PA00KND5.pdf#page=172 Hkk, P. K., Vhsantanen, K., Paloniemi, S., Etelpelto, A. (2017). The reciprocal relationship between emotions and agency in the workplace. InAgency at Work(pp. 161-181). Springer, Cham. Retrieved from: https://link.springer.com/chapter/10.1007/978-3-319-60943-0_9 Hon, A. H., Bloom, M., Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance.Journal of Management,vol.40 no. 3, pp. 919-941. Retrieved from: https://journals.sagepub.com/doi/abs/10.1177/0149206311415418 Kaptein, M. (2017). The battle for business ethics: A struggle theory.Journal of Business Ethics,vol. 144, no. 2, pp. 343-361. Retrieved from: https://link.springer.com/article/10.1007/s10551-015-2780-4 Lipson, M. (2017). Organization Theory and Cooperation and Conflict Among International Organizations. InPalgrave Handbook of Inter-Organizational Relations in World Politics(pp. 67-96). Palgrave Macmillan UK. Retrieved from: https://link.springer.com/chapter/10.1057/978-1-137-36039-7_3 Lowe, S., Lowe, S., Rod, M., Rod, M., Kainzbauer, A., Kainzbauer, A., ... Hwang, K. S. (2016). Exploring the perceived value of social practice theories for business-to-business marketing managers.Journal of Organizational Change Management,vol. 29, no. 5, pp. 751-768. Retrieved from: https://doi.org/10.1108/JOCM-09-2015-0154 Missonier, S., Loufrani-Fedida, S. (2014). Stakeholder analysis and engagement in projects: From stakeholder relational perspective to stakeholder relational ontology.International Journal of Project Management,vol. 32, no. 7, pp. 1108-1122. Retrieved from: https://doi.org/10.1016/j.ijproman.2014.02.010 Tran, Q., Tian, Y., Sankoh, F. P. (2013). The Impact of Prevalent Destructive Leadership Behaviour on Subordinate Employees in a Firm.American Journal of Industrial and Business Management,vol. 3 no. 7, pp. 595. Retrieved from: https://file.scirp.org/pdf/AJIBM_2013112210590912.pdf Ybema, S. B., Thomas, R., Hardy, C. (2016). Organizational change and resistance: An identity perspective.The SAGE Handbook of Resistance, 386. Retrieved from: https://books.google.co.in/books?hl=enlr=id=1eEADQAAQBAJoi=fndpg=PA386dq=Use+of+coercion+employed+by+managers+to+trigger+change+only+leads+to+compliance+but+not+a+productive+changeots=RJpUbjEjEmsig=KrROPchn8r60TOHukOhJWgN_948#v=onepageqf=false

An Effective Parenting Style Essay Example For Students

An Effective Parenting Style Essay Parents have a major role in their children lives because of how they decided to raise their children. Parents tell their children what is right and what is wrong. According to the Wikipedia, â€Å"Parenting style is a psychological construct representing standard strategies that parents use in their child rearing.† As parents use the technique to raise their children, they also shaped their value and personality. â€Å"Parenting style considers the balance between two aspects of parenting, namely, control, and warmth† (Ginsburg, Durbin, Garcias-Espana, Kalicka, and Winston, p. 1041). The most commonly heard parenting styles are authoritative, authoritarian, permissive, and uninvolved. Authoritative parenting is the one with most control and provide the least amount of support whereas authoritarian parenting also has most control, but with more support. Permissive parenting parents give their children all the supports that are needed and not much of the control. Uninvolved parents are basically similar to carless parents; they give nearly no support and no control to their children. Which style of parenting did your parent(s) use on you? In 2009, the American Academy Pediatrics published a journal along with a research case, Associations Between Parenting Styles and Teen Driving, Safety-Related Behaviors and Attitude. The study was claiming to be how parenting related to the behavior of driving. By the end of the study, it was suggested by professionals that parents should set limits for their children freedom (Ginsburg, Durbin, Garcias-Espana, Kalicka, and Winston, p. 1042-1043). The case study had proven that young adults who were raised by high controlling and least supportive parent(s) had a significant number of differences. ., et al. Parenting and Obsessive Compulsive Symptoms: Implications of Authoritarian Parenting. Journal of Cognitive Psychotherapy 24.3 (2010): 151-164. Academic Search Premier. EBSCO. Web. 28 Aug. 2011. Li, Yan, Philip R. Costanzo, and Martha Putallaz. Maternal Socialization Goals, Parenting Styles, and Social-Emotional Adjustment Among Chinese and European American Young Adults: Testing a Mediation Model. Journal of Genetic Psychology171. 4 (2010): 330-362. Academic Search Premier. EBSCO. Web. 28 Aug. 2011. Partridge, Brian C. Adolescent Psychological Development, Parenting Styles, and Pediatric Decision Making. Journal of Medicine Philosophy 35.5 (2010): 518-525.Academic Search Premier. EBSCO. Web. 9 Sept. 2011. Wikipedia contributors. Parenting styles. Wikipedia, The Free Encyclopedia. Wikipedia, The Free Encyclopedia, 10 Aug. 2011. Web. 14 Sep. 2011.

College Essay Sample For Your Child

College Essay Sample For Your ChildIf you're a parent who is considering sending your child to college, the best way to find good college essay samples for your child's classes is to read through some of the ones that are available in your school's library. Most college writing services offer a wide variety of writing samples which can be applied to your child's college essay.You should also be prepared to have to work harder than your child when it comes to giving the college essay the best focus and clarity. Remember that you're the one who has a family and an actual job. It's up to you to help your child navigate this academic world and a college essay needs to be no different.For instance, a college essay needs to be about personal experiences and thoughts, and this is something that will definitely be tested in the composition section. In fact, sometimes this section could be the most difficult part of a student's college essay.However, in order to make your child's college essa y successful, there are a few key elements that you need to consider and which should be included in all of the books and essays that Gonzaga offers. Take a look at these top tips, and you can make sure that your child's college essay is written well.The first thing that all of the Gonzaga college essay sample books should include is a detailed introduction. This should outline the purpose of the composition and help to set the stage for the essay. Try to include as much detail as possible about your child's life and background, and make sure that he or she gets enough time to elaborate on the specific events of their life.Next, it's important to provide insight into the life of your child. For instance, if your child is taking a photography class, include photographs of his or her pictures taken while attending college. By including these, your child will get an idea of what to expect when he or she gets to college.Lastly, you need to make sure that your child's school comes across in his or her college essay. This doesn't mean that you need to write it yourself - but rather that you need to include the same level of details and depth that your child would.Make sure that you also include some of your own writing throughout the composition. This is especially important because it shows that you understand exactly what it takes to create an amazing college essay.

The Westward Expansion Essay Example For Students

The Westward Expansion Essay The Westward Expansion Essay was a new concept for Americans in the 1770s. In their minds there was a abundance of land out west just waiting to be claimed. The people that moved out west thought they were doing no harm, but in reality they committing genocide which is the complete annihilation of an entire race of people. If somebody is taking things from you that is very special to you what is your natural reaction?. Its to fight back and try to regain the special thing back. That is what the native Americans did to the settlers started to take there land so they started to defend it. But no we didnt get the clue. We had no real consideration toward the native Americans. We didnt ask to take there land we just did. Also the Euro-Americans had this huge group of people coming expecting land to start a family and a bigger and better life for them selves. There is no way youre going to get so many people hopes up so hi the slam it down by saying that the Native American were there first so they all would have to go home. We will write a custom essay on The Westward Expansion specifically for you for only $16.38 $13.9/page Order now NO WAY!!. So we just kept on going on there were swarms of settlers they were coming from foreign countries and from the east. They needed a better more efficient way to transfer people and there belongings so we started making the railroad System. Back then everything was made be hand so the rail roads couldnt turn much so sometimes the rail roads would go right through the middle of a tribe. Ferther on with the completion with the rail roads more and more people came to settle in the west. Image living in that time as an Native American the feeling of hatred toward you from theses new people that dont even speak the same language as you, and are taking over your home land. If it were me not only would I be scared but I would be mad. Still after being attacked by the Native Americans we thought that they were trying to kill us so we fought back. We used the gun which is much more deadly then a bow and arrow or a spear. So the Native Americans couldnt do much to stop us. Eventually we made a treaty allowing the Indians there own spots of land for there people, and to try to live there live as they used to. Today there is still a predugest agents the native Americans. Some people look at the Native Americans and think that they are all drunks but those are all stereotypes. I believe that what we did was wrong but if we didnt do it I wouldnt be here today. .