Criticism and Implication of Classical Approach to Modern Work Environment Free Essay Example, 2250 words

The classical approach of management was widely appraised and accepted and remained popular and practiced throughout the twentieth century. however, despite the popularity and wide acceptance of classical theories, there are some important weaknesses of the approach that invited criticism against the theory and along with time the experts started thinking that the classical approach is no longer effective for the management of workplace matters and there is essential need of developing another management theory that can cover the flaws of the classical management theory (Mullins, 2004, p83). The classical management theory was criticized on some basic issues, for instance, it was argued that the developers of this theory have based their idea on their work experience because Taylor and Fayol both worked with large manufacturing firms having stable environments that could not be generalized to all the working environments. It is also argued that the assumptions made for this theory a re mostly untested because the assumptions were not based upon scientific tests but on the value judgments and beliefs of the theorists. The theory assumes that the life of workers end begins and ends at the plant door and they are always motivated by money and thus they work just for money (Aitken and Hughm 1985, p165). We will write a custom essay sample on Criticism and Implication of Classical Approach to Modern Work Environment or any topic specifically for you Only $17.96 $11.86/pageorder now These assumptions were failed because there are several other important needs besides money that employees want to be addressed by the management but the classical approach does not recognize those needs(Head, 2005, p54). The criticism raised to the classical approach raised the needs of developing another approach for management because the classical approach failed to address some basic and important concerns of the managers and the workers. This dissatisfaction led towards the evolution of neoclassical management approach and some other management theories like the work relation management approach were developed (Kanigel, 1997, p18).

People Allow Adversity To Rid Them Of Hope....

People allow adversity to rid them of hope. Slaughterhouse-Five by Kurt Vonnegut highlights the pitfalls of mankind in their perception of love, death, war, and societal norms through the unusually clear lenses of Billy Pilgrim. Pilgrim’s acceptance towards life relieves him of the weight of the world; however, even Pilgrim is unable to remain indifferent about war. Billy Pilgrim encounter with the Tralfamadorians granted him an extraterrestrial way of thinking. Billy Pilgrim’s profession as an optometrist symbolizes his awareness to the corruption in the world he lives in. Pilgrim’s ability to see to the corruption in the world correlates on how he relinquishes his knowledge to his patients, to the reader. Billy Pilgrim went to Ilium†¦show more content†¦Granville Hicks notes how war leaves soldiers disillusioned and, â€Å"The terrible destruction of Dresden is... an example of the way the military mind operates† (Hicks 602-603). Pilgrim sees th e trivialities of war, while exhibiting disdain for other aspects in life; this demonstrates the effect war had on him. In Novels for Students, Kurt Vonnegut Jr. speaks about how the bombing of Dresden made the terrain look like the moon, Pilgrim noticed that â€Å"Nobody talked much as the expedition crossed the moon. There was nothing appropriate to say. One thing was clear: Absolutely everybody in the city was supposed to be dead, regardless of what they were, and that anybody that moved in it represented a flaw in the design† (Vonnegut 260). The soldiers, left speechless at the carnage, Pilgrim states that â€Å"We had been foolish virgins in the war, right at the end of childhood... you’ll be played in the movies by Frank Sinatra and John Wayne or some of those other glamorous, war-loving, dirty old men. And war will look just wonderful, so we’ll have a lot more of them† (Vonnegut 18). War lost all glamourous appeals; the monotonous task of fighting in the military wore on Billy Pilgrim and made him question his participation in the war. The alienating experience of war separates soldiers from everyday people; civilians never see the horrors of war, they never see the casualties and deaths, they never suffer from the traumas of war.

The Prevelance of Diabetes in the Hispanic Culture

The earliest inhabitants of Mexico are believed to have been hunters who migrated from Asia approximately 18,000 years ago. Over time they built organized civilizations with distinct cultures like the Olmec, Teotihuacan, Mayan, Toltec, Zapotec, Mixtec, and Aztecs. These societies excelled in the fields of art, architecture, mathematics, astronomy, and agriculture. In 1517 the Spanish explorer Francisco Fernà ¡ndez de Cà ³rdoba landed on the Yucatà ¡n, peninsula and four years later the Spanish Conquistador Hernando Cortà ©z conquered the Aztec empire. For the next 300 years, Mexico, or New Spain, would remain under colonial rule. In the Spring of 1846 American forces quickly occupied New Mexico and California, then invaded parts of Northeastern Mexico, Northwest Mexico and captured Mexico City. In the fall of 1847 the war ended with the Treaty of Guadalupe Hidalgo. This event was the greatest territorial expansion of the United States and was responsible for the annexation of approximately 80,000 Mexican citizens. In 1910 the Mexican Revolution forced Mexicans to cross the border into the United States, in search of safety and employment. In 1917 with the advent of World War 1 factories in war-related industries in the United States desperately need more workers. Latinos from the Southwest begin moving north in large numbers in search of employment (Meyer, Sherman, Deeds, 1995). The migration of people from Mexico to the United States has been a regular occurrence for

Cup Crew free essay sample

How will you enrich our campus, and what qualities do you think you obtain? Staring back at me from the other half is the bright and bold yellow lettering that spelled out Cup Crew on the opposing team’s jerseys. I meet eyes with a couple of the opposing teams’ players as if to say, â€Å"I’m coming for you, and I’m ready†. I know what to expect from Cup Crew, after all, I’ve played them 3 times before this. My warm up is focused, cool, and contempt—and I can tell my team is more than ready for one of the most important games of our lives. Before I step onto the pitch I take five seconds to think to myself, about all my team has accomplished this year, â€Å"just have to keep working harder† I say to myself. We start off a little shaky in the first half, conceding one goal and not playing our game. We will write a custom essay sample on Cup Crew or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The half is about to end when all of a sudden the ball soars across the box so smooth. I find the ball with the lace of my cleat, I lace the ball with such finesse, it finds the upper nine of the net. I took my chance and capitalized on it, now the game is tied, back to the grind. The second half has little remorse for the first, as I come out like a raging bull looking to change the tide of this game. My team and I find ourselves down by 1 after a defensive melt down occurs in the back line. I’m not one to quit so easily, so I picked up the ball and hustled to the center circle for one last offensive drive. I make one last attempt for goal but it was too late. I look up into the dark, moon lit sky in frustration, knowing that we have just lost. As I lay out in the field, almost tearing up at the anger of my journey ending so close the championship, I think to myself. â€Å"I have gained a lot from this experience† â€Å"You can knock me down, but I’ll get back up† â€Å"you can give me a challenge, and Ill persevere through it†. I finally sit up with a sly grin on my face, â€Å" I guess I’ll have to come back hungrier than before†. I whisper under my breath as I walk back towards the lights and the bench, â€Å"Back on that grind†.

Conceptual Framework of Corporate Culture †MyAssignmenthelp.com

Question: Discuss about the Conceptual Framework of Corporate Culture. Answer: Introduction: Organizational development is crucial for the improvement of firms productivity and profitability. The development of organization is caused due to certain factors, which helps in the improvement of organizational culture. Establishment of effective culture within the organization leads to the improvement of employees behavior and performances. The employee performance is considered to be the main backbone of the organization that helps in effective development. Employees loyalty mostly relies on the awareness and knowledge of the culture existing within the organization. According to Campbell and Gritz, (2014) organizational culture was initially identified by Administrative science quarterly. The norms and values of the employees are set in accord to management culture and practices. This awareness about the quality leads to the improvement of employee and organizational development. Various attributes of culture is arranged according to the attitudes and norms that helps the individuals to differentiate an organization from other. The success of an organization depends upon its established values. This approach makes the firm effective and achieves its desired goals in the long-run. The set of behavior, norms, beliefs and values makes the culture of the organization more effective. The knowledge about the corporate culture is obtained through beliefs and understanding through large groups. According to Fu and Deshpande, (2014) culture is known as the mixture of beliefs, values, behavior and communications that provides guidance to its people. Culture is generated from sharing in the process of learning, which is based upon allocation of resources in a systematic manner. Multifaceted set of values and beliefs helps in presenting different level of culture within the organization in an effective manner. Organizational culture helps in creating the overall effectiveness of the management. As per Tong, Tak and Wong, (2015) business decisions are made in a more improved and systematic manner due to effective organizational culture. Culture within an organization depends upon the national and international culture differentiation that arises in culture management. In the recent times, organizational culture is interrelated to management. The most vital factor that creates positive culture management includes integration of high standard of corporate culture and structural stability (Ramdhani, Ramdhani Ainissyifa, 2017). Organizational culture is varied due to different ethics, backgrounds and racial differences that create positive or negative impacts on the performance. The attraction of management norms, beliefs and values has strong impact upon the sustainability and performance. According to Hameed et al., (2014) employees behavior affects the management of organizational culture and sustainable performance level in the management. This further leads to the attainment of firms profitability. Various kind of culture can be ascertained in the following ways: The beliefs and values of the organization culture that is shared among the various departments of an organization leads to gaining counter culture. The organizational performance of the firm is based on the contribution for strong culture that leads to creating strong association between the management and performance (Hornstein, 2015). Subculture is defined as organizational segments with varied sets of belief and norms as per the job requirements, geographical areas and job requirements (Jalal, 2017). Employee commitment towards the firms is completely based on the perceptions of the employees that affect their organizational culture. The similar types of beliefs and values that employees hold within the organization is known as strong culture. When the employee embraces higher quality of culture then the values and beliefs of the firm is considered to be strong. Strong culture also reduces the existing gap that would affect employee relationship. The organizational rules should be considered with utmost importance by the employees. The policies, objectives and procedures designed by top-level management should influence the employees behavior to gain competitive advantage. According to Bortolotti, Boscari and Danese, (2015) such organization has loosely knit cultures that requires pushing the attitudes, beliefs and thoughts of an individual to be highly innovative. The diversity between organizational culture and personal objectives leads to creation of such management of procedures and rules to create a perfect association between them. Dimensions of Organizational Culture: In order to ascertain the culture present in an organization, it is relevant to analyze the different organizational dimensions. As per Hofstedes, the organizational cultural dimensions can be identified by evaluating the factors. Power Distance: this is known as the degree of management and employee behavior, which is completely set upon the relationship between informal and formal set of planning action. Individualism: this dimension differentiates the self-interest and organizational interest existing within the organization. Uncertainty avoidance: the ambiguity and uncertainty that is entirely based on tolerance facilitates in mitigating the willingness of the people (Liden et al., 2015). Masculinity: this dimension showcases the avoidance of promotion and caring instead of demonstrating success based on ambition and challenges. The organizational culture is affects the personality and performances of the employees within the organization. In addition to this dimensions, there are two other factors that affects the employees behavior. They are identified as affective and individual while the other one as self transcendence and self enhancements. The standards help in displaying a contractual relationship between both the professional and personal life (Firuzjaeyan, Firuzjaeyan Sadeghi, 2015). Such standards describe the perfect association between management and performance. moreover, the various different dimensions of culture has also been known as universalism versus particularize, emotional versus neutral, specific verses diffuse, achievement versus ascription, communication versus individualism and attitude towards environment and attitude to time. The model presented by Hofstedes has seven dimensions that provides in presenting an effective relationship between various set of values and norms. Organizational Performance: Performance is achieved when the employees fulfils the desired mission set by the organization (Lonial Carter, 2015). Various researchers have perceived performance differently but most of the organization has related performance as the measurement of effectiveness of individual towards the organizational goals. As per Jalal (2017) the job of the employees is to build degree of achievement for a particular mission and target that defines the level of performances. According to certain researchers, different thoughts, beliefs and attitudes has been identified as the measurement of output and input efficiency, which leads to transactional association. Organizational strategies should be designed in such a manner that the goals and objectives of the organization should be achieved to create effective organizational performance. As mentioned by Miraglia and Wei, (2017) equity based upon high level of returns leads to effective management of resources so that the organizational performance improves. Impact of Organizational Culture: Organizational culture provides the framework required for the positive and better working environment. As suggested by Liden et al., (2015), depending upon the cultures type created within the management leads to have a negative or positive impact on the employees performance. in an organizational culture, where employees are regarded as the vital part of organizational growth culture leads to fosters the commitment of employees towards the organization. Positive corporate culture leads to aligning the objectives and goals of the organization. It is also responsible for the overall organizational well-being. The efforts of the employees are appreciated in an organization with effective corporate culture. Employees have immense satisfaction towards their job. In such kind of organizational culture, the employees are committed to achieve the desired goals. This further creates a positive impact on the overall performance of the employees. According to Abbas, Hayat and Nisar, (2017) an organization can never be complete without the presence of organizational culture, which shows its significance. Organizational includes flexible learning for environment through which environment changes can be easily made. This also includes workforce that is highly responsible, hardworking, powerful, friendly and well-inspired. Chatterjee, Pereira and Bates, (2018) defined culture as the important life direction for a complete society. Moreover, organizational culture has been documented as a vital aspect for bringing the success in the organization and desired performances outcomes. Organizational culture is a vital factor for the success of an organization. The main danger of weak organizational culture includes low employee motivation, frauds and bad behavior of the employees within the workplace. As suggested by Chadwick and Raver (2015) the companies should focus more on organizational culture existing in their workplace to flourish. Organization culture generally varies from one firm to another that might be difficult to improve. In large organizations, it is often seen that employees at lowest level is not properly managed or controlled by the executive teams. Thus, they do not feel great sense of organizational commitment and does not really connected with the organization and role in the company. Connection of Organizational Culture with Organizational Performance: The performance and culture is interrelated based on the perfect associations between the business processes (Lonial Carter, 2015). Various researches have been made to obtain the impact of culture in the organization. In an organization where the top level managements are not facilitators but taskmasters, then it create a negative work culture. The employees in such organization always live in distrust and fear. The organization with negative culture creates an adverse impact on the organizational performance. When the top-level managements are not involved in achieving the organizational goals the organization is bound to perform poorly. The lower level management is unable to understand the assigned tasks and hence is unable to achieve the desired goal. When in an organization there is no cooperation between the employees, entire organization performance is affected. Organizational culture greatly affects the performances of the employees. Henceforth it is important that organizations eliminate the entire negative or favorable factors that slowdown the performances of employees. This fosters a positive organizational culture or positive workplace environment. Organizational culture defines the process through which employees interact with each and complete their assigned tasks The culture paradigm consists various values, rituals, symbols and beliefs that govern the individuals operating style within an organization (Miraglia Wei, 2017). Moreover, the culture of the company provides a right direction to the company and also binds the workforce together. In the time of changes, the main challenges of the organization can arise due to change in the companys culture. The employees become accustomed to a specified way of doing things. Organizational cultures have various impacts on motivation levels and employee performance. More often it is viewed that employees work harder so that organizational goals can be achieved. Different cultures operating in an organization could also impact the performance of the employees. As mentioned by Miraglia and Wei, (2017) the organization maintains a reserved culture such as, talk when necessary and employees should work accordingly. Moreover, if the organization culture is different in one area, like the sales team is allowed to be outspoken and socially active then the organization can experience rivalries among other areas. Therefore if the culture varies in different areas within the management, the performance of the employees can be affected. It is highly significant for the organization to structure its recruitment process accordingly. Employees should be hired and engaged only if they share same values and beliefs that constitutes the culture of the organization. Organization should also ensure that corporate culture should be aligned with the performance management system (Lonial Carter, 2015). When in the organization, if management system and culture are not aligned, management should redirect them. This measure would result in achieving the goals of the organization. Conclusion: Organizational culture facilitates in internalizing joint relationship, which leads to effectively management of the organizational processes. The culture and productivity that exist within the organization helps in performance improvement. The positive relation between the performance and culture helps in improving the efficiency and productivity of the overall organization. Job performances of the employees also generate strong impact on the firms culture as it enhances productivity. The values and norms of company that is based upon different culture strongly influence the work force management. Organizational culture facilities in providing and improving the competitive edge. The group efficiency and employee commitment also affects culture based on organizational sustainability. Therefore, the power and nature of organizational culture strongly influences the effectiveness and sustainability of businesses. References: Abbas, M. A., Hayat, K., Nisar, Q. A. (2017). Moderating Role of Organizational Culture between the Relationship of Knowledge Management and Organizational Effectiveness.International Journal For Research In Business, Management And Accounting,3(10), 01-10. Bortolotti, T., Boscari, S., Danese, P. (2015). Successful lean implementation: Organizational culture and soft lean practices.International Journal of Production Economics,160, 182-201. Campbell, J. L., Gritz, A. S. (2014). Culture corrupts! A qualitative study of organizational culture in corrupt organizations.Journal of business ethics,120(3), 291-311. Chadwick, I. C., Raver, J. L. (2015). Motivating organizations to learn: Goal orientation and its influence on organizational learning.Journal of management,41(3), 957-986. Chatterjee, A., Pereira, A., Bates, R. (2018). Impact of individual perception of organizational culture on the learning transfer environment.International Journal of Training and Development,22(1), 15-33. Firuzjaeyan, A. A., Firuzjaeyan, M., Sadeghi, B. (2015). A survey of the effect of organizational culture on organizational commitment based on Allen and Meyer model (Case study: High school teachers of Bandpey region).International Journal of Academic Research in Business and Social Sciences,5(1), 1-9. Fu, W., Deshpande, S. P. (2014). The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a Chinas insurance company.Journal of Business Ethics,124(2), 339-349. Hameed, A., Ibrahim, A., Rafiq, N., Naheed, F. (2014). The Impact of organizational culture and Training on Leadership Development.International Journal of Research in Business and Technology,4(2), 465-471. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. Jalal, A. (2017). Impacts of Organizational Culture on Leaderships Decision-Making.Journal of Advances in Management Sciences Information Systems,3, 1-8. Liden, R. C., Wayne, S. J., Liao, C., Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance.Academy of Management Journal,57(5), 1434-1452. Lonial, S. C., Carter, R. E. (2015). The impact of organizational orientations on medium and small firm performance: A resource?based perspective.Journal of Small Business Management,53(1), 94-113. Miraglia, S., Wei, C. (2017). Organizational culture and knowledge transfer in project-based organizations: Theoretical insights from a Chinese construction firm.International Journal of Project Management,35(4), 571-585. O'Neill, J. W., Beauvais, L. L., Scholl, R. W. (2016). The use of organizational culture and structure to guide strategic behavior: An information processing perspective.Journal of Behavioral and Applied Management,2(2). Ramdhani, A., Ramdhani, M. A., Ainissyifa, H. (2017). Conceptual Framework of Corporate Culture Influenced on Employees Commitment to Organization.International Business Management,11(3), 826-830. Tong, C., Tak, W. I. W., Wong, A. (2015). The impact of knowledge sharing on the relationship between organizational culture and job satisfaction: The perception of information communication and technology (ICT) practitioners in Hong Kong.International Journal of Human Resource Studies,5(1), 19.

The Extended Response Essay Sample Will Gives Any Student the Comfort of Being in a Classroom

The Extended Response Essay Sample Will Gives Any Student the Comfort of Being in a ClassroomThe Extended Response Essay is the best answer to every student's questions about college admissions. The thing that makes it stand out from other essays is the fact that this essay is never the same. When a student writes an essay that is very similar to the Extended Response Essay Sample, then he or she is not just writing something; they are copying what the teachers have done for the last four years.A student should always choose a sample that is not only original but also a work of genius. An Extended Response Essay Sample should be completely different from what has been used in the past. Most of the time, teachers will use a basic version of a single paragraph essay as a template for the students' essays.However, it is the creative idea that differentiates the students. What this means is that the students must come up with something different and special. They should not just copy wha t they see in the sample but write something original.The Extended Response Essay Sample does not only test the students' ability to write a response but also their ability to craft a persuasive essay. Every student wants to impress his or her professor. This will mean having to compose a compelling argument that is completely original and yet somehow sounds familiar.In fact, this is the number one reason why most students do not finish their essay and leave it blank when they complete the Extended Response Essay Sample. They are afraid of writing something that they have not written before.This means that the students who master the techniques used in the Extended Response Essay Sample will become less afraid of writing something new. This can be very helpful when they begin the essay process because they can actually relax and feel comfortable in the confines of the lesson. It will feel like being in a classroom where everything is easy and the students do not have to pretend that they are doing anything different.This means that they can finally let their own individuality shine through and give it its rightful place. A good professor will reward good student essays by allowing them to rewrite their work, so that he can make it better than what was originally done.The Extended Response Essay Sample is therefore an essay resource that every student should strive to use. It may be difficult at first but it is an excellent tool for a student who wants to write a creative essay that will really stand out.

Othello Essay Research Paper Honesty is one free essay sample

Othello Essay, Research Paper Honesty is one of the most of import factors in Othello. Although there is really small honestness in the drama the term is most normally put to Iago, who besides happens to be the most dishonorable character in Othello. Due partially to the other characters naivet, Iago is capable of pull stringsing, brainwashing, and modeling the other characters to fulfill his demand for retaliation against Othello. Iago would most normally be referred to as dishonest, nevertheless beyond that he is besides downright amoral and uses other s failings to pull strings them into making what he pleases. From the really get downing we see how Iago manipulates Roderigo by feigning he is looking out for his best involvements in the affair of Othello s elopement with Desdemona. He makes Barbantio angry with Othello and Desdemona by stating him about their elopement so lying about the consummation of their relationship. We will write a custom essay sample on Othello Essay Research Paper Honesty is one or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He so leaves Roderigo to take duty for Iago s actions. In the interim he goes off to inform Othello that Roderigo is accountable for stating Barbantio about the relationship and stating atrocious things about Othello. Iago subsequently brings Roderigo back into his quest for retaliation when he tries to acquire Cassio fired from the place that Iago originally wished to obtain. Although Cassio knows it is against his better opinion to imbibe, Iago manipulates him into acquiring rummy so stages a battle between Roderigo and Cassio. He even goes every bit far as to seek to do Cassio look bad by stating Montano that he gets intoxicated on a regular basis. Upon Iago s account of the state of affairs Othello quickly fires Cassio from his place and Iago becomes more respected in Othello s eyes. Roderigo is a premier illustration of how Iago uses people to carry through his desires. Iago convinces Roderigo that he could win Desdemona s love off from Othello and the lone adult male that stan ds in the manner is Cassio. In this manner when he plans to mortify Cassio it seems as if he is making it to assist out Roderigo when, in actuality, he is seeking retaliation on Cassio for taking his place. One of the chief grounds Iago is so successful at pull stringsing others is because they are excessively transparent to recognize that he is taking advantage of them. Cassio still comes to Iago for advice after Iago rats him out and gets him fired. He still trusts him plenty to inquire for advice on how to acquire his occupation back, the really occupation that Iago is responsible for doing him lose. When Iago gives him this advice he is thankful and confident in Iago s honestness. You advise me good ( 2.3, line 320 ) Iago is so underhand he even manages to pull strings his married woman into dishonesty. He incorporates Emily s engagement into his program to do Othello leery of Cassio and Desdemona s relationship. He besides continuously tries to convince Emily to steal the hankie Othello gave to Desdemona. And when Desdemona drops the handkerchief Emily gives it to Iago without prosecuting what he was traveling to utilize it for. Iago is really clearly fallacious and underhand. He talks about people behind their dorsums on more than one juncture and sometimes negotiations about them to their faces. When Cassio foremost comes to state Othello that Barbantio and several soldiers are looking for him Othello goes into the house go forthing Iago and Cassio outside together. Iago instantly seizes this chance and Tells Cassio that Othello is kiping with Desdemona. Although Iago gives Othello the feeling that he is on his side when Barbantio, Roderigo, and the guards find Othello Iago says, Roderigo! I am for you ( 1.2, line 59 ) . Subsequently when Roderigo looks to Iago for advice Iago comes off as a lovingness friend and every bit shortly as he leaves he begins dissing him and noticing on his stupidity. However, the characters do non look to detect Iago s dishonesty. On the contrary, they praise him for being so honest. Iago pushes the thought of him being an honest adult male to the point where he brainwashes others into believing he is honorable so uses it to his advantage. When plotting to interrupt up a happy matrimony or seeking retaliation on others he uses phrases such every bit, As honest as I am, and in the earnestness of love and honest kindness. None of these phrases portray the true feelings of Iago. In fact in Act I scene I he tells Roderigo of how merely a fool Acts of the Apostless honest and he suggests seting oneself before honestness, which is precisely what he does. Others begin to see Iago as an honest adult male, particularly Othello. He is described by Othello as a chap of transcending honestness, Cassio claims to neer hold met a Florentine so sort and honest. Desdemona tells Emily that Iago is an honorable adult male and Othello feels that his honestness and love doth mince the affair of Cassio s being fired. In fact, Othello tells the governor that Iago is a adult male of hon estness and trust and even puts his married woman in Iago s custodies while he is off. Iago uses this trust to his advantage. He holds me good, the better shall my purpose work on him ( 1.3, lines 391-392 ) Iago uses Othello s trust to demand avenge upon him for non giving him the occupation he wanted and kiping with his married woman, which was really an improbable rumour that hadn T been proved. Other characters in the drama are non wholly honest. Desdemona does non state her male parent about her elopement with Othello, and Roderigo is ever seeking to steal Desdemona off from Othello. However, no 1 is as dishonest, amoral, and downright corrupt as Iago. Yet, curiously plenty, Iago is praised for his honestness far more than any other character. Which shows the naivet of