Incorporating Motivation Multimedia Learn -Myassignmenthelp.Com

Question: Discuss About The Incorporating Motivation Multimedia Learn? Answer: Introduction The report helps in analysis of the different factors of motivation that is required to be adopted in different organizations. The motivation is an essential factor in the organization as this helps in meeting the different goals of the company and this leads to the increased productivity. There are different kinds of incentive programs that have to be adopted by the companies that will help in enhancing the morale of the employees as well. The main aim and purpose of the report helps in describing the difference between the process and content theory of motivation. The different theories have to be analyzed in context of a respective organization named Woolworths that is based on Australia. The Maslows theory along with Herzbergs along with McGregors theory has to be identified in such a manner that this will help in analyzing the criticisms of theory in the respective organization. The structure of the report includes the explanation of the different theories of motivation and their implications in the organization named Woolworths, Australia. The different kind of theories of motivation has to be analyzed along with the criticisms that have been labeled against it. Overview of Woolworths Woolworths Limited is one of the major Australian Company that is based in Australia along with in New Zealand (Woolworthsgroup.com.au, 2018). Woolworths is the second largest company in both Australia and New Zealand and it is one of the largest takeaway liquor retailers in Australia as well. The revenue that has been earned and generated by them is around A$59 billion and the profit is around A$1.2 billion. The number of employees who are working in Woolworths Company is 202,000 and the key people in the respective company are Gordon Cairns, Chairman and Brad Banducci, CEO of the company. The main operations of Woolworths Company include their supermarket business along with retailing of liquor as well. Difference between process theory and content theory Process theories help in focusing on the different factors within a particular individual that helps in directing, energizing and sustaining behavior (Gerhart and Fang 2015). These different factors can be inferred in an effective manner and the implications of the theory include that the individuals are unique in nature and the managers of the respective organization require understanding the desires and goals of the employees (Alshmemri, Shahwan-Akl and Maude 2017). On the other hand, the content theory includes description and analyzing the behavior that is energized and sustained in nature. The implications of the theory are that the different individuals make their own choices that are based on different preferences along with rewards. The managers of the respective organization need to understand the motivational theories in an effective manner (Lazaroiu 2015). Woolworths follow the content theory approach wherein the managers are aware of the different needs and requirements of the employees. The different proponents of the content theory include Maslows Hierarchy Theory along with Herzbergs theory. There are different content theories that have been reduced to the content theories as the focus of the content theories is based on the requirements of the employees in the respective company. The needs and preferences of the employees have to be analyzed in such a manner that this will help the employees in the organization to perform better in the future (Zameer et al. 2014). The meaningful rewards and recognition will help the employees in achieving the safety and security needs in the organization. Woolworths require offering as well as implementing different appropriate kind of rewards in an effective manner that will help in optimizing the presentation of the employees in the organization. The content theories combine the process theory in such a manner that this will help in shaping the degree of effort and continuation of effort of the employees (Deci and Ryan 2014). The proper mixture of the equity and process theories will help in motivating the different employees who are working in Woolworths Company. The equity and Maslows hierarchy needs has to be analyzed in such a manner that this will help in meeting the requirements and preferences of the customers in an effective manner (Olafsen et al. 2015). Maslows theory This is one of the most extensively used theories of motivation and American psychologist Abraham Maslow hypothesized it in the 1940s and 1950s. There are five needs in the hierarchy that progressed from lower needs of orders to the higher order needs. There are two kind of needs that include: Growth Needs Self actualization Needs- realizing the self fulfillment along with seeking personal growth (Nie et al. 2015) Esteem Needs Esteem for one self that includes independence and achievement and desire for dignity includes prestige and status (Fareed and Jan 2016) Deficiency Needs Social Needs- Acceptance and Trust, Giving affection and love Safety Needs- Security, Stability and order Physiological Needs Air, Food, Shelter and Sleep The Maslows Hierarchy Theory of the motivation helps the different managers in the organizations in motivating the employees. The CEO of the respective company Woolworths has applied the entire Maslows Hierarchy theory in such a manner that this will help in analyzing the different requirements of the employees in the organization. The different physiological needs of the employees are taken care in an effective manner as this helps in learning about the new skills in the management process. The basic physiological needs of the company have to be identified, as this will help in qualifying them for new skills (Singh and Behera 2016). Furthermore, the safety needs has to be identified in such a manner that this helps CEO Brad Banducci do common things that will help in making the workplace more efficient and effective. The CEO of the company helps in understanding along with addressing the requirements of the employees in such a manner that harbors the participation of the employees. The esteem needs are properly taken care by the higher officials of the company wherein the self respect and achievement and recognition for the different efforts that has been taken into consideration. The different identification of the needs has to be done in such a manner that this will help the company officials to understand the self-actualization needs (Nie et al. 2015). Criticisms levelled against Maslows Hierarchy Theory As there are different appreciations for the theory, there are different criticisms of the respective theory that are as follows: The different researchers have proved that there is be deficient in the hierarchical structure of the different requirements that is suggested by Maslow wherein each individual has different ordering for the satisfaction of the needs (Lawter, Kopelman and Prottas 2015) The other problem is that there is lack of cause and effect relationship between behavior as well as need. There has to be one particular need that may lead to different kind of behavior in different kind of individuals. On the other hand, a particular kind of behavior of the individuals may be result of different requirements. Therefore, the hierarchy is not as simple as it looks simple in nature (Cherry 2014) Requirement and satisfaction of the different needs is psychological feeling as there are times when the person himself/herself is not aware about their own needs and requirements, therefore it is not possible for the manager to understand the needs of the individuals in the market There are individuals wherein the hierarchy of needs does not exist simply as there are different requirements at different levels. There is different self-actualization requirements cannot afford to forget his/her food. But the criticism is solved by Maslow in such a manner that the needs are overlapping and interdependent in nature The other problem with the theory of Maslows Hierarchy Theory is operationalisation of different concepts in such a manner that it will be difficult for the different researchers to test the theory Despite of different factors of criticism in the theory of Maslow, there are different offerings of the needs and motives and this helps in motivating the different individuals in an effective manner. Woolworths Company has applied the Maslows Hierarchy theory in such a manner that this helped in maintaining the confidence among the employees in the organization. The self actualization requirements of the company has been adopted in such a manner that this will help in maintaining proper balance between the different needs that is required to be adopted by the organization. Herzbergs theory The Fredrick Herzberg and his associates have developed Hygiene and Motivation theory that is also known as two factor theory in the late 1950s and 1960s. As per Fredrick Herzberg, there are different hygiene and maintenance factors that are as follows: Company administration and policy is one of the hygiene factors wherein the structure of the pay has to be appropriate and reasonable in nature. It has to be competitive and equal in nature and the policies of the company should not be rigid in nature. This must include flexible working hours along with vacation and breaks Inter personal relationships between peers and subordinates are essential in nature as this helps in maintaining cordial kind of relationship between the different subordinates in the organization. There should not be any kind of inter personal conflict between the supervisors and subordinates Job security is essential in the organizations as this helps in providing the employees proper security that is essential as this will motivate them to perform well in the organization Status and working conditions is essential in the organizations, as this will help in maintaining proper status in an effective manner. The status of the employees in different organizations has to be familiar and retained Inter personal relationship with supervisor is essential in nature in the different organizations in an effective manner. It has to be acceptable and appropriate in nature as this will reduce the conflict between the different employees and supervisors On the other hand, there are motivational factors and the hygiene factors cannot be considered as the motivators. The motivational factors help in yielding the positive satisfaction among the different individuals or employees in the organization. These different factors help in inheriting the work of the individuals are satisfiers. The different motivational factors are as follows: Recognition is one of the factors wherein the employees will be praised along with recognized for the different accomplishments of the different managers. Proper sense of achievement is essential in nature as this helps in depending on the job and there will be fruitful results of the job that is performed by them in the organization Promotional and growth opportunities is essential in nature in the organizations as this kind of growth and promotional activities will help in motivating the individuals in the organization Meaningfulness of work is essential in nature as this will help in motivating the employees by providing challenging work and help them to perform better in the future as well Responsibility is essential wherein the employees are held responsible for the tasks that are performed by them. The managers of the organization has to be given ownership of the different tasks that is performed by them Brad Banducci, the CEO of Woolworths Company by looking into the different kind of factors that is essential in nature for the employees of the organization. The different motivational factors are essential in nature, as this will help in providing recognition to the individuals at the workplace. According to the respective theory, it can be analyzed that the responsibility has to be taken by the different employers in such a manner that this will help in solving the queries of the employees. Criticisms levelled against Herzbergs theory It is not conclusive in nature and the theory of Herzberg is limited to accountants and engineers. The critics have said that the entire theory is not conclusive in nature as there are different white-collar workers and employees who love challenging tasks. On the other hand, there are different workers who are general are motivated with the help of different incentives and pay. There are different effects of motivational factors and hygiene can be reverse in nature on some other categories of individuals. The Herzberg theory has given emphasis on the enrichment of the job and has ignored the job totally that will affect the satisfaction of the individuals in the workplace. He did not attach and provide importance to the status, pay or interpersonal relationship that is held as the great kind of motivators. The respective theory helps in providing guidelines to the different managers for job structuring in order to include different factors in the job such as this will bring satisfaction The last criticism of the theory is directed at the methodology of data and research collection. There were different interviewers who were asked to provide their views on their experience that can be good or bad in nature. This kind of methodology was defective in nature as the information that will be generated will be biased along with subjective in nature Assumptions of Theory X An average kind of employee does not like to work and tries to escape such situations in the organization as well. As there are such kinds of employees in the organization, it is essential in nature for the higher officials in the management has to be persuaded, warned and compelled, as this will help them in achieving such goals in the organization. A proper and effective supervision is required from the end of the higher officials in order to make the employees perform the tasks. These kinds of employees resist change in the organization and they are generally the ones who dislike responsibilities and do not perform their tasks accordingly. These employees are required to be enticed in order to perform better in the organization and deliver positive results. Assumptions of Theory Y The employees of the organization can perceive the job as normal and relaxing in nature. The employees in the organization exercise their different mental and physical efforts in an inherent manner. The employees who are under the category of theory Y are the ones who use self-direction and self-control in an effective manner. These help the employees in performing better in the organization and gain huge productivity for the entire organization as well. The job that is performed by the employees is rewarding along with satisfying in nature, it is essential for the company to provide them different bonus and incentives that will increase their morale to perform the tasks in an effective manner. This will help in teaching the employees to take responsibility themselves. The theory Y employees have different capabilities and skills that help them in utilizing their innovativeness in the different tasks performed by them. Brad Banducci, the CEO of Woolworths has motivated the employees in an effective manner, as the theory Y is valid in the respective organization. The employees who are working in Woolworths are the ones who show participation style of the management and they are motivated employees who fulfill their goals in an effective manner. The different employees who are working in lower level in Woolworths, Australia are involved in the decision-making and they have more responsibility (Firestone 2014). The employees who are working in Woolworths are self-motivated and they are self-directed in nature that performs their tasks in an effective manner. Furthermore, there can be different employees at work who falls under the category Theory X wherein they do not perform on their own. They are the ones who dislike work and do not perform the tasks on time as well (Grbz, ?ahin and Kksal 2014). The higher officials of Woolworths Company have taken different steps to control such employees and generate productivity in the organization as well. The employees who are working in the respective organization Woolworths is working under Carrot and Stick approach and they are performing well when they are threatened in order to perform well (Cerasoli and Ford 2014). The theory X and theory Y helps in pertaining for providing motivation to the employees that has been utilized in the human resource management along with organizational development. Hofstedes work through to the theories of motivation The particular model is a framework for the cross-cultural kind of communication that has been developed by Geert Hofstede. The Hofstedes work helps in understanding the culture of the society in such a manner that it has value on the customers using factor analysis in an effective manner (Hur 2017). Woolworths Supermarket is based in Australia wherein the effect of the culture of the entire Australian society has to be analyzed in order to understand the impact on the motivational theories that is followed in Woolworths. The dimensions of the Hofstedes theory are as follows: Power Distance- The dimension helps in understanding that the individuals in the society are not equal (Colbert, Yee and George 2016). It is the extent to which less powerful members of organization within country accept and expect power that is distributed in an unequal manner. The score of Australia is low (36) in nature and Woolworths follows and establish this for convenience in the organization. The communication process is direct, participative and informal in nature (Mayer 2014). Avoidance of uncertainty- The extent to which the different members in the organization of culture feel ambiguous and threatened and this have created institutions and beliefs to avoid such situations in an effective manner. Australia has scored 51 on the particular dimension (Boo, Drnyei and Ryan 2015). Femininity vs. Masculinity- Australia scores 61 on the particular dimension as the society of Australia is considered as Masculine society. In Woolworths, there are employees who are males and the number of females is less in comparison to the male employees (Cerasoli, Nicklin and Ford 2014) From the diagram and the dimensions of the Hofstedes work, it can be analyzed that the entire Australian society is considered Masculine society as the males are given more preferences than the females (Hewett and Conway 2016). Woolworths Company, Australia requires to adopt the different motivational theories such as Maslows Hierarchy Theory, Herzbergs Theory and McGregors theory in such a way that this will help in following the diverse dimensions of the organization (Karnatovskaia et al. 2015). The social and esteem needs of the Maslows Hierarchy theory has to be related with the culture of the society of the country along with the organization. The cultural aspect has to be kept in mind in such a manner that this will help in analyzing the job security of the employees in the organization (Miner 2015). For instance- Furthermore, the theory X and theory Y has to be applied in Woolworths Company in such a way that this will help in motivating the employees with the help of analyzing the cultural aspects of Australia. There are number of employees who fall under the category of Theory X and they dislike working, however there are employees who fall under Theory Y category wherein they are self-directed and self-motivated in order to perform their tasks in an effective manner (Corr et al. 2016). The cultural aspects of the respective society have to be analyzed in an effective manner that will help in solving the issues within the entire organization and in the respective organization as well (Bojadziev et al. 2016). Conclusion Therefore, it can be concluded that there are different kind of motivational theories that is followed by Woolworths Company, Australia. It has been explained that the theories of motivation has to be linked with the cultural aspects of the company and society of Australia in such manner that this will help in maintaining and establishing such needs in an effective manner. The Hofstedes six-dimension approach has been analyzed in an effective manner that provides different kind of individualism and collectivism approach in the respective organization. The three theories related to motivation have been linked with six dimension Hofstedes approach that helped in linking the motivational approach with the Hofstedes approach. References Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzbergs Two-Factor Theory.Life Science Journal,14(5). Bojadziev, M., Stefanovska-Petkovska, M., Handziski, V. and Barlakoska, G., 2016. Age Related Preferences of Leadership Style: Testing McGregors Theory X and Y.Journal of Management Research,8(4), pp.187-207. Boo, Z., Drnyei, Z. and Ryan, S., 2015. L2 motivation research 20052014: Understanding a publication surge and a changing landscape.System,55, pp.145-157. Cerasoli, C.P. and Ford, M.T., 2014. Intrinsic motivation, performance, and the mediating role of mastery goal orientation: A test of self-determination theory.The Journal of psychology,148(3), pp.267-286. Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological bulletin, 140(4), p.980. Cherry, K., 2014. Hierarchy of needs.The Five Levels of Maslow's Hierarchy of Needs. About. com Guide. Colbert, A., Yee, N. and George, G., 2016. The digital workforce and the workplace of the future.Academy of Management Journal,59(3), pp.731-739. Corr, P.J., McNaughton, N., Wilson, M.R., Hutchison, A., Burch, G. and Poropat, A., 2016. Neuroscience of Motivation and Organizational Behavior: Putting the Reinforcement Sensitivity Theory (RST) to Work. InRecent Developments in Neuroscience Research on Human Motivation(pp. 65-92). Emerald Group Publishing Limited. Deci, E.L. and Ryan, R.M., 2014. Autonomy and need satisfaction in close relationships: Relationships motivation theory. InHuman motivation and interpersonal relationships(pp. 53-73). Springer Netherlands. Fareed, K. and Jan, F.A., 2016. Cross-Cultural Validation Test of Herzberg's Two Factor Theory: An Analysis of Bank Officers Working in Khyber Pakhtunkhwa.Journal of Managerial Sciences,10(2). Firestone, W.A., 2014. Teacher evaluation policy and conflicting theories of motivation.Educational Researcher,43(2), pp.100-107. Gagn, M., Deci, E.L. and Ryan, R.M., 2017. Self-determination theory applied to a work motivation and organizational behavior.The SAGE handbook of Industrial, Work, and Organizational Psychology (2nd ed.). Thousand Oaks, CA: Sage. Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.489-521. Grbz, S., ?ahin, F. and Kksal, O., 2014. Revisiting of Theory X and Y: A multilevel analysis of the effects of leaders managerial assumptions on followers attitudes.Management Decision,52(10), pp.1888-1906. Hewett, R. and Conway, N., 2016. The undermining effect revisited: The salience of everyday verbal rewards and self?determined motivation.Journal of Organizational Behavior,37(3), pp.436-455. Hur, Y., 2017. Testing Herzbergs Two-Factor Theory of Motivation in the Public Sector: Is it Applicable to Public Managers?.Public Organization Review, pp.1-15. Karnatovskaia, L.V., Gajic, O., Bienvenu, O.J., Stevenson, J.E. and Needham, D.M., 2015. A holistic approach to the critically ill and Maslow's hierarchy.Journal of critical care,30(1), pp.210-211. Lawter, L., Kopelman, R.E. and Prottas, D.J., 2015. McGregor's theory X/Y and job performance: A multilevel, multi-source analysis.Journal of Managerial Issues,27(1-4), p.84. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97. Mayer, R.E., 2014. Incorporating motivation into multimedia learning.Learning and Instruction,29, pp.171-173 Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Nie, Y., Chua, B.L., Yeung, A.S., Ryan, R.M. and Chan, W.Y., 2015. The importance of autonomy support and the mediating role of work motivation for well?being: Testing self?determination theory in a Chinese work organisation.International Journal of Psychology,50(4), pp.245-255. Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation.Scandinavian journal of psychology,56(4), pp.447-457. 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Nursing School Scholarship Essay Samples - the Conspiracy

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Great Topics For Hospitality Research

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Essay Topics About Health Care

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Choose The Right Research Essay Sample

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Whole Foods description and generic strategy

Whole Foods was established in 1980 after the merger between Safeway store and Clarksville Natural Grocery. The company’s expansion strategy began in 1984 when it started acquiring other existing food chains.Advertising We will write a custom case study sample on Whole Foods description and generic strategy specifically for you for only $16.05 $11/page Learn More In 2004, the company managed to enter the United Kingdom market and consequently acquired quite a good number of food chains. Before the close of 2008, Whole Foods established more food chains although some of them were closed down after a short duration. It is worth to mention that Whole Foods is one the leading organic and natural foods supermarkets across the globe. The high performance level of the company is linked to the company’s mission statement which entails the provision of products that enhance the overall wellbeing and vitality of its customers. The latter has been att ained by ensuring that customers are supplied with the highest quality products. The aspiration of the company is to achieve international recognition by producing unique organic and natural foods and also increasing its retail outlets. The company’s expansion strategy The expansion strategy of the company focuses on increasing supply in order to help the company meet the growing demand for both the natural and organic foods. The increasing demand is attributed to the entry of new buyers in the marketplace. In order to achieve the desired level of expansion, the company has continued to invest substantial level of resources in different areas especially in political reforms. This is due to the current regulations from the government that restricts the quantity of organic farming. Moreover, the level of research and development that focuses on the production of staple organic products has also been intensified. The company also puts a lot of emphasis on the placement as an exp ansion technique. Whole Foods targets customers with income levels that are above average and also ensures that its stores are placed in areas where almost half the residents have at least some college education. The company believes that such a population is in a vantage position to support healthy, environmental, and nutritional values. The current number of distribution stores and retails outlets is an indication that the company is performing considerably well in its operations. In order for the company to achieve the desired growth levels, there is great need to continue investing in both sales and financial research. This is based on the fact that any given company should not merely focus on education level and income when expanding its operations. Whole Food’s key strength or weakness, opportunity or threat, that justifies why the expansion strategy should be continued A major strength lies in the company’s ability to provide quality and high standard products. Customers who purchase natural and organic foods from the company are guaranteed high levels of satisfaction. In addition, the company enjoys a strong company management equipped with economic value and improved systems for providing employees with incentives. These strengths are very helpful to the company as it undertakes its expansion strategy.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Giving incentives to employees serves as one way of motivating them since it increases their participation in expanding the company’s operations. However, it is vital to note that the company’s effort to expand is likely to be hindered due to the high prices charged on some of the products. In order to overcome this weakness, the management should explain why some of the products are more expensive than others. This will make customers to remain loyal to the company. The expansion of Whole Foods is also justified based due to the fact that the company has a very attractive market share and also holds a strong position within the targeted market. This implies that it is capable of realizing a more profitable and stronger position by expanding to new markets. The company’s key opportunities include increased recognition within the organic or health food industry, and brand image enhancement within the surrounding community. By continuing the expansion strategy, Whole Foods can increase the level of its sales and increase demand for its products by attracting new customers. In addition, the company finds it easy to promote the organic foods while enhancing the brand loyalty and image. It is highly likely that Whole Foods will continue to expand in other areas and consequently increase its profitability and market share. On the other hand, Whole Foods faces key threats such as increased supply of organic food substitutes from the local grocers and high pri ces on some of the company’s products. This means that it is necessary for the company to come up with appropriate strategies that may help it to retain its current customers and attract new ones. By so doing, it will be possible for the company to continue with its expansion programs. In my view, I believe that Whole Foods is justified to continue with its current expansion strategy since it enjoys significant strengths and opportunities that give it a competitive power over other players in the same industry. However, the company should address the key weaknesses and threats that are likely to affect its expansion strategy. For instance, Whole Foods can gain significantly by reducing the price of some of its products alongside improving quality. This prevents customers from shifting their interests to other competitors. This case study on Whole Foods description and generic strategy was written and submitted by user Tate D. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Living in a Fantasy Professor Ramos Blog

Living in a Fantasy For centuries, gender roles have played a major role in society. Women had very little to no say in anything. In the story â€Å"Woman Hollering Creek,† gender roles are put into play. Along with the fantasy of living the life of a telenovela in which the protagonist, Cleofilas, sets to base her decisions on, her husband Juan Pedro does not fail to live up to expectations. Much like in telenovelas, there is always that one character in which seems to cause the majority of the problems; this character very much resembles Juan. In the story, Juan assigns Cleofilas the role of the housewife which does not have any say in what can be done. Like the stereotype of the woman being the vulnerable one in the relationship, Cleofilas fits just that. Juan does not fall behind in being the abusive and macho type figure. Machismo would be a much better character trait that runs throughout the story. All these aspects fit perfectly, much like a puzzle into those of a telenovela. The notion o f fantasy land, machismo and gender roles greatly describes Cleofilas’ life.   Nothing good can ever come from living in a fantasy land. From living one’s life with false hope to leading someone to one of the most dangerous of situations. Cleofilas attempts to live the life of a telenovela protagonist. Just as in telenovelas, the protagonist seems to be constantly running into obstacles. In Cleofilas’ case, Juan seems to always cause her harm. Not only does he drag her away from her family, but leads her straight to danger. The abusive side that came to characterize Juan, was not a good sight for Cleofilas. Although a sort of happy ending does occur when Felice saves her and helps her get away from her abusive husband, nothing good ever comes from living in a fantasy land. In the beginning of the story, Cleofilas’ father, Don Serafin, expressed something very important to her. â€Å"I am your father. I will never abandon you† (Cisneros 43) he expressed. However it turned out to be that it was not the father that broke his promise of never abandoning her, rather it was Clefilas who fled the scene. After Cleofilas’ husband, Juan Pedro, seeked permission from her father to take her hand in marriage, they rapidly fled. Similar to those traits of today’s society, the man usually makes the decisions on behalf of him and his partner. After leaving her family behind, Cleofilas was forced to start a new life. Her telenovela fantasy did not seem totally out of reach anymore. As usual, the telenovelas seen on tv never forgot to include the story’s villain which nobody seemed to distinguish from everyone else. In Cleofilas’ fantasy, the villain was right in front of her. After bareing Juan Pedro’s son, Juan Pedrito, his personality took a sharp turn for the worst. Removing one’s self from one country to the next is never easy. Especially when one does not know the language of the country they are in. After finding work, Juan Pedro seemed to be a really hard working character but also started to become the abusive partner. After long hours of work, he came home tired and frustrated drinking away his what seemed to be depression, he found a new way to remove steam. Turning to Cleofilas, things quickly turned to the dark side as Juan swung away towards her. She did not make the slightest attempt to defend herself because of the fact she wanted to like in her telenovela fantasy. She never sees the person being abused defend herself, so she just let it come to her. The macho type charisma seemed to be taking over Juan. He resembles the stereotypical man of the household taking control of the situation no matter what others may think. Taking advantage of the vulnerable and defenceless Cleofil as, Juan was at control. â€Å"..he slapped her once, and then again, and again; until the lip split and bled an orchid of blood,she didnt fight back, she didn’t break into tears, she didnt run away as she imagined she might when she saw such things in the telenovelas† (Cisneros 47). Just as it seemed that Juan let his manliness take over, he quickly turned into the full of emotion man who turned to Cleofilas to apologize just after he beat her forcefully. This happened over and over and over.   What seems to be the welcoming of a second child, a doctor visit seems to be in order. The only thing that seemed to be getting in the way was the extreme bruising Cleofilas was suffering from the beatings inflicted by Juan. Juan did not let her go to a doctors visit due to the fear he had that someone might assume something due to her many bruises. Cleofilas had to beg and beg. â€Å"But please, at least for the doctors visit.† (Cisneros 53) It seemed as if Cleofilas was anxious and needy for this doctors visit. She made it appear as if she knew something was going to happen. This course of action taken by Cleofilas is really similar to the environment provided by Saudi Arabia. Women are not allowed to travel or even apply for a passport without the approval of their male guardian (â€Å"Saudi Arabia†¦..†). Women do not have an ounce of freedom. It was not until 1955 that a school for women was established and in 1970 that the first university for women was establ ished in Saudi Arabia (â€Å"Women’s Rights in Saudi†¦.†). Much like Saudi Arabian women, Cleofilas is not allowed to go anywhere without permission of Juan. In the story, Cleofilas does not only live in a roller coaster filled with its ups and downs but most likely came out with some life lessons. In a world filled with machismo, gender roles and attempting to live in the aspects of a fantasy, Cleofilas seems to maneuver just fine. â€Å"Woman Hollering Creek† has not only demonstrated the paths of many women but also adds a pint of Sandra Cisneros’ Mexican Culture. Cisneros, Sandra. Woman Hollering Creek. Bloomsbury, 2004. Deutsche Welle. â€Å"Womens Rights in Saudi Arabia: A Timeline: DW: 07.01.2019.† DW.COM, dw.com/en/womens-rights-in-saudi-arabia-a-timeline/g-40709135. â€Å"Saudi Arabia: 10 Reasons Why Women Flee.† Human Rights Watch, 30 Jan. 2019, www.hrw.org/news/2019/01/30/saudi-arabia-10-reasons-why-women-flee.