Pageant proposal - 10491 Words

June 22, 2013 MS. GRACE CELLA REBUELTA-MEJIA DEAN COLLEGE OF TOURISM AND HOSPITALITY MANAGEMENT DE LA SALLE UNIVERSITY - DASMARIÑAS Dear Ms. Rebuelta-Mejia, Greetings of peace! We are pleased to inform you that the 3rd year BS Tourism Management Events Class 2013 of De La Salle University-Dasmarià ±as is proposing to organize the third â€Å"Ms. Tourism Student Philippines Beauty Pageant† with its theme â€Å"Tourism and Sustainable Energy: Powering Sustainable Development.† It is a beauty pageant that response to the vision of the United Nations World Tourism Organization (UNWTO) last 2012 to value tourism by giving importance to the environment. This will be held on September 27, 2013 at the Aliw Theater CCP Complex, Vicente Sotto Street,†¦show more content†¦Tourism Philippines 2013 at the Aliw Theater CCP Complex, Vicente Sotto Street, Pasay City, Metro Manila, Philippines, from 4:00 pm- 9:00pm with a whole-day pre-pageant on the 17th of September 2013 (Wednesday) at the CTHM Courtyard, De La Salle University- Dasmarià ±as. Gracing the event are students from the tertiary level. Since one requirement of the subject is to produce a nationwide event, invitations will run across the country. However, to eliminate biases among the participants, no candidate from DLSU-D will be allowed to join this pageant in order to ensure impartiality. 3rd year BS Tourism Management students Events Class 2013 is organizing for the very first time a major event. Everything will start from scratch. This kind of event can mean more revenue, more event components, more participants or consumers, and even a bigger share of event market thus, requiring the organizers to plan out things effectively and efficiently in all areas to achieve such and prevent failure. Getting the interest and trust of different stakeholders is to be considered if theShow MoreRelatedWomens Suffrage in the 1800’s-19th Century Essay1190 Words   |  5 Pageseducation for women was a strongly debated subject at the beginning of the nineteenth century (McElligott 1). The thought of a higher chance of education for women was looked down upon, in the early decades of the nineteenth century (The American Pageant 327). It was established that a women’s role took part inside the household. â€Å"Training in needlecraft seemed more important than training in algebra† (327). 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Reasons For The Compromise Of 1877 - 899 Words

Following the Compromise of 1877, many supporters of black rights, such as freed slaves or radical Republicans, believed that conditions for freed blacks were worse than they had been when they were enslaved. Though there were definitely upsides to freedom from slavery, many conditions blacks lived under either didn t change or got worse after the Compromise. For example, the removal of the military from the South allowed the southern government to pass laws limiting blacks rights, meaning the social, political and economic conditions after the compromise were similar to the ones they had lived with under slavery; the legalization of segregation made it more difficult for blacks to influence white perception of their race; and violence against blacks increased, and white protection of them decreased, as many saw them as less valuable once they had been released from slavery. 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Managing Human Resource During Privatization Of Queensland Rail

Question: Discuss About The Managing Human Resource Privatization Of Queensland Rail? Answer: Introduction Queensland Railway is the only railways owned by the state that has not been privatized. It is a business generating a revenue of $2 Billion every year and is a provider of services including 1) Services of freight and logistics 2) commuter passenger services and long distance travel services 3) narrow, standard and dual gauge track access for network 4) expert services that are railways specific (QTLC, 2015). Despite the pressure from the central government for its privatization, the Queensland government holds the complete ownership of Queensland Railway. However, the Queensland government has finally decided to go ahead with the privatization. This report has been written with the intent to serve as a background briefing report for a human resource manager who has been relocated from National Rail to Aurizon, Australia. He will be overseeing the privatization of Queensland Railway and will be managing the people during this process. This essay provides the reader with an insight o f the current work environment of Queensland Railway and will try to paint a picture of the entire privatization process as it is expected to go about (Commonwealth of Australia, 2016). This essay also covers the possible outcomes and impact that privatization is going to have on the workforce and the work culture. There are a number of human resource management issues and the issues related to employee relations that are going to impact the work of the new manager taking charge of the Human Resource Management (Strachan, 2017). He will have to take care of all these issues and handle them by being the representative and the face of the employees of Queensland Railway. All these issues that are going to come up during and due to the privatization of Queensland Railway are covered in this report to help the new HR manager with the management of the workforce in the new location (RTBU Queensland Branch, 2008). Queensland Railway The rail transport and its responsibilities were initially with the states as they managed their respective railway lines. Each of the Australian states managed and developed their rail network independently from the rest of the stated and without any interruption from the central government. With the onset of liberalization of the rail transport industry began the privatization of the railways (Vowles, 2010). The first railways to get privatized was the line in New Zealand in the year 1993. Which was followed by all the Australian states and by the year 2002, all the state owned railway network were privatized except for the Queensland Railway which still continues to be a state owned entity. The privatization of these networks has had both positive and negative effects on the railways. The privately owned railways are able to provide better service to the people, specifically when travelling across state borders by having a more consolidated working. The railway transportation indu stry in Australia has been transformed with the privatization and due to this pressure has been mounting on the Queensland State Government and the Queensland Railway to opt for privatization just like the rest of the rail networks (Wiltshire, 2010). The Queensland Railway has battled with the idea of privatization for about 25 years now. They have fought against the pressure from the Federal Government and continues to remain a wholly state government owned railway line. However, due to the increase in pressure from the competitors in the form of the privately held railway lines from the rest of the states and reducing profit margins, the business has been depressed for Queensland Railway (QR National Limited, 2016). The Queensland Government has decided to privatize Queensland Railway in its current position as a vertically integrated business with the trains and the tracks complete to Aurizon. Aurizon Holdings Limited will be a rail freight company to which the assets of the Quee nsland Railways will be transferred (Williams, et al., 2005). Impact of privatization A state owned enterprise is the strongest image of the society and the privatization of a state owned entity can have a profound effect on the human resource of the organization. There is no database of comprehensive listing of these impacts, but a number of studies have proven that privatization changes the work environment of the organization completely and there are a number of changes regarding the employment patterns of the workforce that get affected due to it. The privatization elements shape the strategies of growth of the business and the methods that the investors use to make profits from the operations of the organization. All these factors play a role in the Human Resource Planning for the organization and determine the course of Human Resource management (Quiggin, 2010). This report primarily focuses on the impact of privatization on the Human Resource Performances and Planning for Queensland Railway as it proceeds with its privatization. Governments, both federal and st ate, look up to the private sector for management and finance. The privatization of Queensland Railway is expected to cause redundancies in the system on a wide scale. This indicates job cuts in addition to the natural attrition for the employees. This has been a point of concern for the employees since long and as the privatization process commences, it is going to get even worse (Fraser, 2010). Although the state of Queensland has signed a pre-privatization employment agreement with Aurizon, they can terminate that agreement at any time after the stalling of the workplace bargaining. Privatization results in change of process and doing away with the old activities. The additional workforce will also lead to inefficiency and ineffective working in the highly competitive private commercial market. Aurizon might also go for a restructuring of the processes and the working of Queensland railway which will further cause job redundancies and layoffs. Aurizon is going to invest in the in frastructure for further improving the services of Queensland Railways, and they are going to expect a high return for all the investment made (O'Sullivan, 2016). Workers employed with Queensland Railways are aware of the possible outcomes and the union leaders are therefore already campaigning against the privatization. The people working there are upset anticipating the future and as a new manager deployed to manage the Human Resource of Aurizon, one needs to be wary of the possible outcomes and be planned with the ways to handle this (David Williams, 2005). Human Resource Management and the upcoming challenges The Queensland Rail and its privatization is going to have an organization wide impact on the working processes and the operations of the railways. The Queensland Rail recognizes their workforce as their greatest asset and they work towards providing their employees a productive and collaborative environment. They are aware that the only way for an organization to achieve their operational and strategic objectives is to take the people along. Once Aurizon takes over the operations, however, things are going to change. The situation of the trade unions becomes weak once a private entity takes over the state operations of the firm. This is a major reason why the trade unions are against privatization of public assets. There will be organization wide job insecurity and difference in the way of work. Some of the major issues that the employees of Queensland Rail are going to face with the decision of privatization are the changes in job roles, the autonomy of the organization, changes in the skill requirements due to differences in the work process and the employment generation pattern for the organization. Privatization of operations reduces the autonomy of planning and performing the assigned roles and responsibilities. The employees under the new work environment will experience less freedom and will be micromanaged towards the completion of their assigned duties. There will be more challenges in the roles assigned as the work environment of a public sector is very different from that of the private sector. The employees may see more challenges coming their way and their jobs may become tougher (Ludlow, 2016). The privatization to Aurizon will also increase the job insecurity among the employees dramatically. There are already high chances of loss of jobs as Aurizon has announced a number of changes in the processes and the functioning of the rail freight once it acquires it. The private entities also tend to make a shift to contract labor to reduce the accounta bility and labor costs. This will result in requirement of more diverse skills in addition to the ones possessed by the employees currently and job losses for the current employees. The requirement of advanced skills might also result in the generation of employment, however the organization will most likely shuffle the existing workforce in the organization keeping in mind the pre-privatization employment contract (Carey, 2017). There is going to be no major impact on the remuneration and compensation of the existing employees as they are going to continue with the similar job only under the name of a different organization now. Privatization influences the relations that the organization has with the other organizations in the industry. The industrial relationships of Queensland Rail are going to take a major turn once it gets privatized. Aurizon would like to operate in the way private organizations generally do which is very different from a state owned entity. The grievance han dling process for the organization will probably become more efficient and faster as is observed in the private organizations generally. The private organizations take misconducts very seriously and have stricter rules and regulations regarding these (The National Academies of Sciences, 2012). There has been a drastic drop observed in the number of grievances and issues registered once an organization undergoes privatization and the same is expected from Queensland Rail. Briefing for the new HR manager The manager from the National Rail UK is being transferred to Aurizon, Australia in the wake of the ongoing privatization of Queensland Rail. There is a lot of turbulence in the processes of the industry at present and this is going to stay this way for some time now. In addition to the international change in the environment, there are a number of challenges that the manager will be facing. All the possible challenges that privatization of Queensland Rail to Aurizon may have on the Human Resource of the organization have already been specified in the earlier section of the report. This section is going to explain ways these impacts can be cushioned and how the manager can handle these in an effective and efficient manner without causing an organization wide chaos. When privatization becomes a requirement for the development of the organization, the industry and the country, the decision is based on the assumption that the state owned organizations are not that efficient or profitabl e. Although there exists no empirical evidence to prove it, this has been going on for decades now and privatization has been embraced by countries all over the world. When privatization of the firms happens, there comes a huge difference in the way the organizations had been operating earlier and how they operate once a private entity decides to run it (Clara, 2010). The difference is not just in the organizational operations, but also the employee management and human resource management practices. The discussion and decision making during privatization is mostly centered towards the macroeconomic functions and efficiency of the organization. The human resource of the organization and their management is the topic which is generally overlooked during the privatization process (Missouri, 2014). It is important to note here that the efficiency of any organization depends on the production of goods and services by the firm. For this, the technical, commercial, financial and human res ources must work in a synchronized manner. For Queensland Rail, the organization and the decision makers at this time must study and try to manage the expectations, perceptions, work behavior and performance of the employees to keep the transition process smooth. The managers must take care of the Human Resources in order to achieve their strategic objectives. The objective that the organization aims to achieve through privatization is the allocation and technical efficiency which will ultimately lead to improved performance (MIT, 2012). The organization Aurizon needs a workforce that is committed, concerned and competent. Therefore, the capacity and willingness of the employees of Queensland Rail play a very important role in the privatization and the post privatization performance of Aurizon. At the same time Aurizon also needs Human Resource Management policies that help in the effective and productive use of their employees. The first step that the HR manager needs to take for t his is elevating the personnel concerns and concerns of the human resource of the organization to a strategic level and recognize how important the employees are in the attainment of the organizational goals. They also need to design the strategy to manage the employees and improve their capacity to perform by motivating them and making them willing to perform with the changed strategic vision. Layoffs are sensitive tasks to deal with. The manager must be aware and prepared with the legal formalities when laying off employees. Good records of these legal proceedings and the conversations during this process must be kept and maintained for future reference. The manager must ensure that the scheduled layoffs during the privatization process are carried out by having appropriate and timely communication of the process in place. The department of Human Resource Management and the immediate managers of the employees being laid off must be notified of the decision and they must administer the process carefully and diligently. Any post layoff action required to be carried out must be taken care of by the HR department only. The data for employees laid off must be maintained and the employees should be informed of any future projects where their help might be needed. The organization can also train the employees for the skills required for carrying out the changed system and processes. Before the layoffs, the manager must also converse and work with Labor Unions to inform the appropriatepeople as to whylayoffs are taking place, how affected positions were identified, which alternatives to layoff, if any, were considered, etc.All these questions must be addressed before the commencement of the process and the managers must ensure that the process is not delayed due to this. A complex layoff situation like the one with Aurizon must be handled and carried out with a lot of precautions and carefulness (Lieber, 2009). The organization must first collect all the required in formation and design an effective plan for staff reduction. The communication plan to convey the message and provide them with all the required information must also be in place. The seniority and job skills must be studied and assessed to ensure that the positions for which the layoffs are to be conducted are identified correctly. The impact of the layoffs on the organizational work and performance and on the morale of the employees who continue to work with the organization should also be understood. Any possible obstacles to the process must be identified and planned for in advance. The employees must be informed about the availability of information, guidance and resources that they can make a use of. All this will ensure that the entire process is administered carefully and as per the proper procedure. Conclusion The railway transportation industry in Australia has been transformed with the privatization and due to this pressure has been mounting on the Queensland State Government and the Queensland Railway to opt for privatization just like the rest of the rail networks. The Queensland Railway has battled with the idea of privatization for about 25 years now. They have fought against the pressure from the Federal Government and continues to remain a wholly state government owned railway line. However, due to the increase in pressure from the competitors in the form of the privately held railway lines from the rest of the states and reducing profit margins, the business has been depressed for Queensland Railway. The Queensland Government has decided to privatize Queensland Railway in its current position as a vertically integrated business with the trains and the tracks complete to Aurizon. Aurizon Holdings Limited will be a rail freight company to which the assets of the Queensland Railways will be transferred. This report primarily focuses on the impact of privatization on the Human Resource Performances and Planning for Queensland Railway as it proceeds with its privatization. Governments, both federal and state, look up to the private sector for management and finance. The privatization of Queensland Railway is expected to cause redundancies in the system on a wide scale. This indicates job cuts in addition to the natural attrition for the employees. This has been a point of concern for the employees since long and as the privatization process commences, it is going to get even worse. As a former manager of Human Resources with the National Rail United Kingdom, the manger is now expected to manage the Human Resource of Aurizon. This comes with the challenges of changes in the organizational policies and processes and the proposed losses of job of the employees. This report is a briefing report for the new manger outlining the issues that might come up during the pro cess and the ways to handle them. References Carey, A., 2017. Privatise public transport and reap the benefits, Infrastructure Australia says, Available at: https://www.theage.com.au/victoria/privatise-public-transport-and-reap-the-benefits-infrastructure-australia-says-20170525-gwcymv.html Clara, C., 2010. Conducting Layoffs and Managing Change: A Guide for Managers Supervisors, Available at: https://sccema.org/wp-content/uploads/2010/10/Guide-for-Managers-on-Layoffs-v4.pdf Commonwealth of Australia, 2016. Bureau of Infrastructure, Transport and Regional Economics and Australasian Railway Association, Available at: https://bitre.gov.au/publications/2016/files/train_004.pdf David, G. Williams, I., 2005. Results of railway privatization in Australia and New Zealand, Available at: https://documents.worldbank.org/curated/en/633851468340826148/Results-of-railway-privatization-in-Australia-and-New-Zealand Fraser, A., 2010. Railing Queenslands coal: A new era for Queenslands coal export industry, Available at: https://ncc.gov.au/images/uploads/DERaQRAp-008.pdf Lieber, L., 2009. How to management Terminations and Layoffs in a Recession: Wiley Periodicals, Inc., Available at: https://onlinelibrary.wiley.com/doi/10.1002/ert.20242/pdf Ludlow, M., 2016. Budget drops sale of Australian Rail Track Corp to pursue $10.7b inland link, Available at: https://www.afr.com/news/policy/budget/budget-drops-sale-of-australian-rail-track-corp-to-pursue-10bn-inland-rail-20160427-goggpr Missouri, 2014. Layoff Resource Guide For Supervisors, Available at: https://hrs.missouri.edu/forms/forms/layoff-guide-for-supervisors.pdf MIT, 2012. Keeping Remaining Employees Engaged After a Layoff, Available at: https://hrweb.mit.edu/system/files/all/oec/toolkit/engaged_layoff_0409.pdf O'Sullivan, M., 2016. On the right track? Rail privatisation a thorny topic in NSW, Available at: https://www.smh.com.au/national/on-the-right-track-rail-privatisation-a-thorny-topic-in-nsw-20160421-goc8pf QR National Limited, 2016. An iconic Australian business with over 145 years of history, Available at: https://media.corporate-ir.net/media_files/irol/23/235329/share_offer_document.pdf QTLC, 2015. Strengthening Queenslands supply chains, Available at: https://www.qtlc.com.au/wp-content/uploads/2013/05/QTLC-SQSC-Report.pdf Quiggin, J., 2010. Bad politics makes bad policy: the case of Queenslands asset sales program, Available at: https://ageconsearch.umn.edu/bitstream/151523/2/WPP10_1.pdf RTBU Queensland Branch, 2008. Threat of Rail Privatisation: Queensland Rail. [Online] Available at: https://www.rtbu.com.au/01_cms/details.asp?ID=630 Strachan, P., 2017. Queensland Rail Train Crewing Practices Commission of Inquiry, business at: https://www.strachaninquiry.qld.gov.au/assets/commission-of-inquiry-report-trains-crewing-report.pdf The National Academies of Sciences, E. a. M., 2012. Results of Railway Privatization in Australia and New Zealand, Available at: https://www.trb.org/Economics/Blurbs/156241.aspx Vowles, E., 2010. Privatising Queensland Rail, Available at: https://www.abc.net.au/radionational/programs/nationalinterest/privatising-queensland-rail/3119474 Williams, R., Greig, D. Wallis, I., 2005. Results of Railway Privatization in Australia and New Zealand, Available at: https://siteresources.worldbank.org/INTTRANSPORT/Resources/336291-1227561426235/5611053-1229359963828/tp-7_AustraliaNZ-rail_concessions_web.pdf Wiltshire, K., 2010. Queensland rail: QR Ltd, Available at: https://espace.library.uq.edu.au/data/UQ_236628/kwiltshire_case_study.pdf?Expires=1504983781Signature=F5EXrZFHC8VRShjZEBPUvY4Y4uwzUBV2l5J4jhe-b9UZH8DPk6jcoOiTyBVjmVjXJwet~kH8NZGlH0tLLJR2fZrxUr3Df-V6qKyLqBkWly9as8nUhKnlmhSNpmF9kQ3vWzMN9k0IjD3qMGIEtLBF5xtR

An Inspector Call Characters Eric Essay Example For Students

An Inspector Call Characters: Eric Essay For my essay I chose Eric because of his difference in personality from the other protagonist. Eric is a young man who likes getting his own way and being the centre of attention. I said this because of this quote Look here Ive had enough of this, which shows that he willing to take control of a situation and impose his views on others. The quotes call the audience attention. At beginning of act one, all the characters are quite enjoying Sheila engagement with Gerald. In this act Eric begins to laugh uncontrollably and rises from his chair (Suddenly guffaws), Sheila question what he is laughing about he replies that he just felt the need to laugh, Sheila calls him squiffy. Erick provokes her sister and she calls him an ass , at which point Mrs. Birling tells the two of them to stop it. (in this act Eric is acting strangely for reasons we dont know yet but we will know with play progresses) When he is first introduced in the opening stage directions. Were told that Eric is not quite at ease. He is apparently half shy and half assertive. During her sister engagement he interrupts Sheila and Gerald when he suddenly guffaws and when Sheila ask him why hes laughing but he says he doesnt know why hes laughing . He finds things his family say funny , even when theres no joke this shows that he was drunk. Hes quite noisy when he tells Gerald that Sheilas got temper he was probably drunk, Hes in an excitable , silly mood according to his mum. Eric get mad/paranoid when Gerald and his dad make the joke about his dads knighthood. Gerald says unless Eric is been up to something, and Eric acts suspiciously and seriously he says I dont think its very funny. He says still uneasy, and also answer defiantly. During Sheila and Gerald Dinner seems to be Nervous , irresponsible, inappropriate, drunk and unstable. Sheila realized he drinks a bit, but no one in the family really realises how messed up Eric really is , firstly hes a drinker a heavy drinker , and he has been for a while , we can see Erics familiarity with quick heavy drinking in the way he pours his whisky in Act three. The rest of the family sees it too. His family doesnt care about him , his dad sees him as a boy still. We get the the feeling he wishes Eric was a bit like Gerald, his dad also seems to be regret paying for his schooling particularly when Eric makes comment that show sympathy for the workers instead of the bosses . Mr Birling says angrily: its about time you learnt to face a few responsibilities Mr Birling is more worry  about his business and social scandal. Sheila seems to care about Eric , but mostly seems to pity him because hes I a mess. She doesnt really try to help him , she just says I dont want to get poor Eric into trouble but otherwise her Husband Gerald treats Eric like a younger brother. In act three Erics mums says Im absolutely ashamed of you. He is angry with her for turning Eva Smith away from her charity, and effectively killing her grandchild. He yells, Damn you, damn you and gets quite aggressive with her: (almost threatening her) You dont understand anything. You never did. You never even tried. Poor Eric no one likes him or knows him because his family only care about appearances not happiness . Eric is irresponsible, an alcoholic who sleeps with prostitutes, Eric is an alcoholic , Eva smith was a prostitute. Eric got her pregnant and he remembers very little about it . He has stolen money from his fathers business to support her. .ue9ced09fdd9b1ee77b75ad8b37d284b1 , .ue9ced09fdd9b1ee77b75ad8b37d284b1 .postImageUrl , .ue9ced09fdd9b1ee77b75ad8b37d284b1 .centered-text-area { min-height: 80px; position: relative; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 , .ue9ced09fdd9b1ee77b75ad8b37d284b1:hover , .ue9ced09fdd9b1ee77b75ad8b37d284b1:visited , .ue9ced09fdd9b1ee77b75ad8b37d284b1:active { border:0!important; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 .clearfix:after { content: ""; display: table; clear: both; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue9ced09fdd9b1ee77b75ad8b37d284b1:active , .ue9ced09fdd9b1ee77b75ad8b37d284b1:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 .centered-text-area { width: 100%; position: relative ; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue9ced09fdd9b1ee77b75ad8b37d284b1:hover .ctaButton { background-color: #34495E!important; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue9ced09fdd9b1ee77b75ad8b37d284b1 .ue9ced09fdd9b1ee77b75ad8b37d284b1-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue9ced09fdd9b1ee77b75ad8b37d284b1:after { content: ""; display: block; clear: both; } READ: Book of Matches explore EssayEric doesnt have many friends people to talk to give him an advise, his family certainly arent on his side, in fact no one seems to be on his side. He feels isolated and unsupported, hes had a neglected childhood and has had to find comfort elsewhere. He gets the readers sympathy because he and Sheila differ from their parents , Sheila refers to them as these others who are uncaring and insensitive, he also gets our sympathy because he sticks up for the workers and hes obviously a bit of a mess. During the play Eric recognize is mistakes , take responsibility for them , and learning from them. And he does seem to do that. He accuses the other of pretending nothings happened and he says you lot may be letting yourselves out nicely, he acknowledges he stole money and tells Gerald , Eric knows the moneys not the important thing. He knows that the life of the girl is more important than that unlike his father and mother , he gets depressed that his parents seem to be having cosy chat about it. By the end of play he accepts responsibility for what he did the fact remains that I did what I did