Leadership and battle strategy in the Persian War Essay

Leadership and battle strategy in the Persian War - Essay Example The thesis statement encompassing this paper is the "leadership and battle strategies in Persian Wars". The Persian wars started with a series of battles within the Greek states, predominantly on the part of Persia against several Greek cities in view of the Persian King's strategy of expanding his kingdom and rule. The Persians waged a war against the Athens and Erectia because of the support these states provided to Ionians and other Greek cities in their fight against Persia. The Persian leader at that time was King Darius I, the Great King of Persia who succeeded in seizing control of almost all the Greek states other than the Athens and Strata (Pomeroy 187-188). The preeminent of all the battles fought in the Persian war was the Battle of Marathon in 490 BC that shaped the destiny of Greek empire. This war not only determined the extent of influence exerted by Persia or Athens politically, but also the prevalence of democracy in Greece. The history of Greece would certainly have been different had the Persians won the battle of Marathon against the Athenians. The Athenians were not as strong as Persians with regard to the infantry, war resources and weapons. The Persians were great in number as compared to the Persians, but were endowed with war discipline and an effective military system along with an efficient leadership. Weir propounds that the strategy Greeks employed in their war with Persians was to evoke insurgency among the people who were inside the Persian Empire so as to subvert their strength. The Athenian commander, Miltiades, had also once remained a Persian commander who betrayed the King of Persia. The Greeks, at that time, also excogitated an effective military system that enabled their soldiers to move about the narrow mountains swiftly. They had also developed in terms of weapons, shields and armors that were used by the fighters in the course of war. The primary weapons that the Greek army mostly carried were spears while short swords were also kept as secondary weapons of war (11). The use of traitors in a battle against the enemy seems to be the most eminent strategy engaged by leaders even in the ancient Greece. Miltiades who once happened to be a tyrant in Greek states and also a commander of Persian army, joined hands with Athenians after his partition with the King of Persia. He proved to be one of the prominent leaders in the series of Persian wars who played an effective role in motivating the Athenians to drive the Persians out of the state. When faced with the dilemma of attacking the powerful Persian army, the Athenian leaders had different opinions as to risk a fight or not. Some leaders were in favor of fighting the Persians in an open attack while others were reluctant of taking the risk. The thing that was at stake was not only the lives of Athenians, but also more importantly, the emerging democracy that had the ability to free the Greek world from the claws of tyranny. Miltiades, who was strongly against the Persians, incited the commanders to attack the Persian infantry so as to defend the democracy of Athens (Weir 10). Miltiades also persuaded the other Athenian leaders to go in the favor of attack in order to save Athens from the tyrannical rule of the King Darius as in Persia. Persians had to confront the two strongest opponents of all the Greek States viz. Athens and Strata as a consequence of attacking Athens. Darius, the Great

N 750 words, discuss and provide support for the evolutionary origins Essay

N 750 words, discuss and provide support for the evolutionary origins of the following organisms or disease HIV,and how or why it spread to humans - Essay Example evidence put forward by a new team of researchers suggests that the AIDS pandemic dates back to as early as 1884 and that the virus responsible for causing the disease began circulating among humans in the Sub-Saharan African regions between the years 1884 and 1924 (National Geographic, 2012). Also, studies indicate that the first instances of this disease were observed among African primates who were detected with a virus closely related to the HIV, known as SIV (Simian immunodeficiency virus). The SIVs are known to have been transferred to humans through hunting activities and the consumption of primate meat by the humans in the African region (Hahn et al., 2000). The study of molecular phylogenies indicates the various cross-species transmission of the virus to humans. The exact number of cross-species transfer of this virus is difficult to estimate, however studies have shown that the incidence of HIV among humans is likely to be caused by as many as three such transfers in case of HIV-1 whereas the sub groups M, N and O are likely to be of independent origin (Gao, 1999; Sharp, 2001). The Evolutionary Theory: In order for any virus transferred from an animal to affect the human, it is essential for it to adapt to the new host. This is a rarity, since mostly viruses transferred from animals to humans do not affect the latter. However, this theory posits that if the virus transmitted from the animals have had several opportunities to enter the human body, it is highly likely for the said virus to adapt to it and latch on to the receptors thus affecting the human cells in the process. The same has been observed in case of the SIV virus which is a virus originally found among animals but successfully adapted to the hosts thus mutating into HIV, thus converting itself into a human virus (Kirkland, 2010). The Hunter Theory: Some researchers believe that the HIV virus is a mutation of the SIV virus commonly found among primates and has been transferred to humans

Compass Records Essay Example for Free

Compass Records Essay Backgrounds Alison Brown and her husband Gary West, who were both musicians, founded compass Records in 1995. Compass Records is a small independent recording company that centered on folk and roots music. Compass Records occupies only a tiny part of the 32-billion dollar music recording industry, competing with some multi-national corporations dominating 86% of the business, such as Sony/BMG, Universal Music Group, Warner Music Group, and EMI. However, the industry has witnessed a stagnant growth since 1995, with a decline on annual sales at a compound annual growth rate of 5%. By 2005, Compass Records had grown to include nearly 50 artists under contract and were averaging around 20 releases a year. With 40% of its albums selling over 5,000 units, Compass Records turned a profit on 80% of its titles in 2005. Brown and West also acquired a $100,000 recording studio in May 2004 in order to give the label and its artists more flexibility in the creative process and save $500 a day on studio rental. Problems * (General) Licensing vs. Producing and Own   * Compass Records has to decide between licensing the finished recordings, which is less risky and less expensive with a finite life to the future cash flows associated with the recordings, and producing and owning a master copy, which will be more risky and more expensive with an infinite life to the future cash flows associated with the recordings. * (Specific) How to maximize firm value through the Roscommon decision * Whether to license Adair Roscommon’s music or own the master recording outright.

Impact Of Motivation On Organizational Change Management Essay

Impact Of Motivation On Organizational Change Management Essay This study focuses on a research topic Impact of motivation on organizational change, on the basis of the theories of Research Methodology for Business. The outline of the project will cover: Chapter 1 provides the background of the study underlining main objectives, questions and hypothesis of the study. Chapter 2 focuses on general definitions. Models and theories related to motivation, leadership style influencing motivation at time of change and communication process, methods and models will be reviewed and described. References Chapter 1 1. Introduction 1.1 Background Organizations are marked by constant changes taking place in its orientation, strategies and even structural set up. The workers need to constantly adapt themselves to such changes. This often cause stress on their mindset and affect their work quality. At this juncture it is important to shove away any misconception or doubts and bring back the trust, which is extremely essential for the organizational success. In order to achieve this, internal communication needs to be strong and effective. There is a possibility the motivation in the workforce might be restored through successful communication within the organization. Information Technology provides several options for this. E-mails, intranets and other innovations help in meeting the high demand of communication during such time of alteration within the organization (Wojtecki and Peters, 2000). Face to face communication also might help a lot to sort out the differences. There have been mostly separate studies about leadership and grapevine communication. According to McKenna (2000), leadership is an art that can get the optimum work required for the organization. The leader also communicates the organizations goals to his team members. He does not discuss about the communication that is more important between the leader and the team and the effectiveness when such communication occurs in an informal way that leads to more interaction and hence develops a bond with each employee and all together leads to commitment.   According to Robert E. Hoskisson, Organizational Structure specifies the firms formal reporting relationships, procedures, controls, and authority and decision making processes. (Hoskisson, 2008, p.100) This accrues to the basic framework of assigning roles, allocation of resources and provides a basis for cooperation, coordination and communication among the organizational hierarchy (Hoskisson, 2008). Harris and Hartman discuss the problems of Grapevine. According to them, it is not a dependable source and cannot provide full information and maybe distorted (Harris Hartman, 2002). In the article, Heard it through the grapevine: for communicating during change, facts and tips by Baxter-Southward, an extensive study has been done about grapevine communication- the negatives and the positives, and how to deal with this in organizations. However the right answer can be provided by a proper survey of the opinions of managers and workers. Whether such communication actually restores the faith and motivation and can assist in successful implementation of change will be explored in this research. 1.2 Objectives, research questions and research hypotheses The objective of this study is to deal with the issue relating to organizational behavior and organizational development. This study is to analyze whether the successful communication by the organization to its employees at the time of change will result in the motivated workforce and lead to successful change or not. Additionally, the research will analyze the effectiveness of good leadership and managerial as a means to improve to motivation, productivity, employee job satisfaction and commitment. The core objectives of the study are: To study the components of resistance to organizational change viewed from the workforce. To study the motivational factors to implement change successfully To investigate whether communication is the most critical factor in implementing change Based on objectives identified, the following questions are raised: What are the components of resistance to organizational change? What are the critical motivational factors in implementing change? Is communication the most critical factor in implementing change? Based on objectives, conceptualizing structure for this research has been developed. The main variables are evidently showed through coherent analysis in the structure. Based on this structure, the null and alternative hypotheses are developed as the followings: There is a set of components of resistance to change from the organization development theory. There are critical success factors in motivating workforce to accept change. The communication factor is most critical success factor in implementing change. 1.3 Scope Change is inevitable. Whether an employee is at the higher level of or at the lower level of an organization, one thing the employee can be sure of in the future is that there will be change. In this turbulent environment it is important for the managers to react quickly. Motivation of employees at the time of change via successful communication will lead to successful communication or not will be described. Moreover, it will be analyzed whether communication can or cannot bring a motivated workforce. Further more, the current research will be focused on essence of good leaders in motivating employees and increasing productivity. Chapter 2 2.1 Change and Change Management Success is not just for survival it must be achieved in a world of intense competition, continued globalization, and rapid technology change (Schermerhorn, 1996). Currently change has become the part and parcel of every organization to predict future trends and to forecast the changes that need to be encountered. Change is an ongoing process in every organization and for the organization to be successful and survive in a dynamic environment, it is important to have effective management of human resources(Mullin, 2005). People are the major resource of any organization (MULLINS, 2005). The efficiency of staff, their commitment towards the aims of the organization, and the skills and attitudes they bring to stand on the quality of service offered will undoubtedly affect the overall success of an organization (MULLINS, 2005) So in order to achieve success, it is vital for the organization to develop communication processes, motivation processes and a working environment that will help to ensure that individuals will deliver results in accordance with expectations of management. 2.1.1 Core Principals that revolves around change: According to Bernstein (2003) over 70 % of all organizational change efforts fail to meet expectation and delivered planned results. Before implementing change in an organization it is very important for the leader to understand the difference between the change and the transition process. Additionally, a leader should keep in mind that the success of change implementation process is a key driver of how organization will deal with changes, how changes are directed and administered by the leader. According to Barons Greenberg (1990) there several principals about change: People perception about change Individual barriers to change: Economic insecurity Fear to Unknown Threats to social relationship Habits Failure to recognize need for change Additionally Barons Greenberg (1990) listed the following organization barriers to change: Structural inertia Work group inertia Threat to existing balance of power Previously unsuccessful change efforts According to Bennis, Benne, Chin, R. (1985) there are several key drivers to change: Nature of workforce Competition Technology Economic Shocks Changing social trends World politics 2.1.2Classification of change Table 1-Classification of changes According to Ackerman (1997) there are three types of changes Source: http://rmc.library.cornell.edu/EAD/htmldocs/RMM06299.html 2.1.3 Organization Change Management Model As per the theory proposed by Kurt Lewin there are three stages in change process as illustrated in Table 2. Figure 1-Kurt Lewins Change model Change_modellewin Source: http://ic-pod.typepad.com/design_at_the_edge/organisational_change/ Table 2-Stages in Change Process Source: http://www.change-management-coach.com/kurt_lewin.html The research conducted by Hayes in the year 2002 shows that, most of the change management process models have three phases as illustrated in Figure 2. Figure 2-Change management Process Phases Source: http://www.change-management.com/tutorial-change-process-detailed.htm 2.1.4 Resistance to Change Figure 2-Resistance to Change Resist.JPG Resistance to change consists of any employee behavior designed to discredit, delay or prevent the implementation of work change. According to Kotter (1996) resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them. Most of actions that are taken to manage change fail due to improper planning and implementation (Coriat, 2002).There are three different types of resistance among employees (Newstrom Davis, 1993) as illustrated in Table 3. Table 3-Types of Resistance Source: http://www.cipd.co.uk/subjects/corpstrtgy/changemmt/chngmgmt.htm According to Kotter Schlesinger (1979) there are four main reasons people in an organization resist change as described in Table 4: Table 4-Reaons for Change Source:http://www.valuebasedmanagement.net/methods_kotter_change_approaches.html Kotter Schlesinger (1979) suggested ways to deal with the changes which have been illustrated in Table 5. Table 5-Reaons for overcoming resistance to change Source:http://www.valuebasedmanagement.net/methods_kotter_change_approaches.html 2.1.5 Successful change vs. Unsuccessful change A study that is done by the Conference Board of Canada found that 66 percent of organizations that completed streamlining initiatives showed no instantaneous enhance in productivity; more than 50 percent realized no short-term profit improvement and only 30 percent actually lowered costs (Thompson McHugh, 2002). These are astounding figures that would be enough to dishearten any organization contemplating major strategic change. These results are common when organizations focus their change efforts and priorities on processes, finances and structures. There is no fool proof way of making all aspects of organizational change run flawlessly. However by valuing, respecting and communicating with people, by devoting as much effort and attention to the needs of employees, any organization is well on the way to managing change effectively (Sisson, 2002). When people are confronted with the need or opportunity to change, especially when its enforced, as they see it, by the organization, they can become emotional. So can the managers who try to manage the change (Nichols, 2000). Diffusing the emotional feelings, taking a step back, encouraging objectivity, is important to enabling sensible and constructive dialogue. To this end, managers and trainers can find it helpful to use analogies to assist themselves and other staff to look at change in a more detached way. Kotter (1996) identified eight key reasons for successful change as described in Table 6. Table 6-Successful Change Steps Description Increase Urgency Leader should set an example for there employees and should be proactive to the situation. So, that the leader can inspire people and can make real and relevant objectives. Building the guiding team Find a devoted team with right expressive dedication and right mix of skill. Get the vision right Find a team which will follow a simple vision and strategy and work on creative aspects. Communicate for Buy in Involve as many people as you can, communicate transparently and respond to people needs proactively. Use technology in favors of you and not against you. Empower action Eliminate obstacles, allow positive feedback and lots of shore up from leaders reward and recognize progress and achievements. Create short term wins Focus on short terms wins. Manage your initiates accordingly and prioritize your tasks. Finish current stages before jumping into new one. Dont Let up Encourage willpower and perseverance. Encourage ongoing process reporting, highlight achieved and future milestone. Make change stick Strengthen the importance of successful change via recruitment, promotion and new change leaders. Merge change into culture. Source: Kotter, J. P. (1996). Leading change. Boston, MA: Harvard Business Press, 3-15. Additionally Kotter (1996) identified eight reasons of unsuccessful change processes: Allowing too much complacency Failing to build a substantial coalition Not understanding the need for a clear vision Permitting roadblocks against the vision Not planning for short term results and not realizing them Declaring victory too soon Fail to anchor changes in corporate culture 2.2 Role of Communication and Consultation at time of Change One of the common issues faced by the organization while under going change is to find the measures for effective communication with their employees. Leaders communication and consultation is important for every management function. The effective communication and consultation plans results in successful implementation of change. The steps for communication for effective change management have been illustrated in Table 7. Table 7-Steps for Successful Communication Source: http://humanresources.about.com/od/changemanagement/a/change_lessons2.htm 2.2.1Steps in Formal Consultation process Based on Schein (1999) research formal consultation process include following main steps as described in Table 8. Table 8-Steps in formal consultation Source: http://www.goodpracticeparticipate.govt.nz/levels-of-participation/one-off-consultation/steps-in-formal-consultation.html 2.3 Motivation The level of performance of employees relies not only on their actual skills but also on the level of motivation each person exhibits (Burney et al., 2007). Motivation is an inner drive or an external inducement to behave in some particular way, typically a way that will lead to rewards (Dessler, 1978). Over-achieving, talented employees are the driving force of all firms so it is essential that organizations strive to motivate and hold on to the best employees (Harrington, 2003). In a turbulent environment where changes take place very often, therefore it becomes important for managers to analyze the level of motivation of each employee. Every individual have their own set of reasons to get motivated. Some individuals are motivated by financial factors while others are motivated by non financial factors as illustrated in Figure 3. Motivation can be classified as external or internal motivation. Finishing deadline on time is an example of external motivation. The fear of loosing a job in case of uncompleted task is an example of internal motivation. Both the external and internal motivation is equally powerful. Figure 3-Financial and Non Financial Motivators The four most powerful type of motivation that can influence an individual are listed in Table 9. Table 9-Types of Motivation Human beings are complex in nature, and are usually motivated by a combination of four elements. Figure 4 illustrates 4 types of motivation, which come together to produce four key areas for the managers to focus on when trying to motivate their employees. Figure 4-Four key elements of motivation ` Source : http://www.wishfulthinking.co.uk/2009/02/11/motivation-during-a-recession/ 2.3.1 Major Theories of Motivation Motivation is not only in a single direction i.e. downwards. In the present scenario, where the workforce is more informed, more aware, more educated and goal oriented, the role of motivation has left the boundaries of the hierarchy of management. The Figure below shows the major theories of motivation that can be applied in the working environment as well on the employees to see the impact of motivation on the organization as a whole. Figure 5-Theories of Motivation Maslows Hierarchy of Needs Figure 6-Maslows hierarchy of needs By applying Maslows theory of motivation, modern leaders and managers find way of employee motivation for the reason of worker and workforce management. According to Maslow the humans are motivated by unsatisfied needs and the needs which are at low level should be satisfied initially and then the higher order need should be looked upon. As given in Figure 6 there are five general needs of the humans that should be satisfied before the human start behaving unselfishly. Therefore, in a real work time scenario it becomes important for the leader to understand which needs is currently active for an individual employee motivation. Herzbergs Two Factor Theory Figure 7-Hygiene and Motivation factor Source:http://www.biomedcentral.com/content/figures/1472-6920-9-49-1.jpg The psychologist Fredrick Herzberg asked the questions from employees in the year 1950s and 60s for understanding employee satisfaction. The results of its finding revealed that there are some factors of a job which are constantly connected to job satisfaction, while dissimilar factors are linked with job dissatisfaction. The hygiene and motivation factors are illustrated in Figure 7. To apply Herzbergs theory, managers need to take up a two stage process to motivate people. Firstly, managers need eliminate the dissatisfactions the employees are experiencing and, secondly, managers need to help employees to find satisfaction. Equity Theory/ Social Comparison Theory Figure 8-Equity Theory Source: http://www.businessballs.com/adamsequitytheory.htm Equity theory states that employee always tend to compare the situation (Outcomes) they get while working in relation to what they invested (Inputs). Additionally they also willing to compare what are the ratio between what they get from what they put in. Moreover people also attempt to compare their input and outputs with their coworkers as illustrated below. Figure 8-Equity Comparison Source: http://www.businessballs.com/adamsequitytheory.htm 2.4Summary According to the literature the change must be consulted at the same time practices show that change can only be successful with proper consultation and internal communication process. Literature of this study suggests that it is important to implement changes with proper implementation strategy, internal communication and consultation in order to achieve goals and avoid failed change, poor morale and resistance to further change.

A Poverty Stricken Paradise - Original Writing :: Papers

A Poverty Stricken Paradise - Original Writing On arrival in a small village called Wamba in Northern Kenya, the first thought that struck me as I stepped out of the Land Rover was the intensity of the midday sun blazing down upon me. As I took in the sights around me, a huge crowd of inquisitive children appeared from their huts and flocked towards the vehicle. So many happy faces in such a deprived village. This image will stay in my mind forever. To experience what life was really like in this small, but highly populated village, I stayed in a basic hotel among the villagers. The hotel was not a five star, luxury hotel, but was simply a bed and an integrated shower and squat toilet. For the villagers this would have been luxurious, as they lived in mud huts using whatever discarded plastic materials they could find to act as a roof. For me, this was like taking a trip back to the Stone Age. Everything was so basic. The most extraordinary view was one child's favourite toy. This was not some computer game, but an old car tyre. The poverty that these people were enduring was overwhelming, yet they were so happy with what little they had. The smiles on their faces were there constantly, even though they may not have eaten for many days due to the continuing drought that was affecting the area. When I asked one woman how she coped with not eating for so long, she replied, "When I feel hungry, I tighten my belt." This was horrific to hear, but for her it was a way of life. Because of the ongoing drought, water was becoming very scarce. To such an extent that their beloved cows and goats, which were their sign of wealth, were starting to die, leaving their owners with no food and no milk to drink. This leaves the people frail, but they are still both physically and mentally strong. The best example that showed this was one small boy, around twelve years old, carrying a

Loyalty to Family in Barn Burning by William Faulkner Essay example --

Loyalty to Family in Barn Burning by William Faulkner The short story "Barn Burning" by William Faulkner is a stark look at the struggle of a boy to try to do what is right, or do what is best for his family during the post Civil War era. The main character, Sartoris Snopes is a poor son of a migrant tenant farmer who, in the opening scene is being questioned about the burning of a farmers barn by his father, Abner Snopes. The boy is torn between choosing what is right, telling the truth, or lying to protect his father. The boy is not forced to tell to judge about his father burning the barn, but is certain he would have told if asked. The father is a soldier from the Civil War and has a knack for burning down the barns of those who cross his path. Faulkner uses the symbol of blood to illustrate the theme of loyalty to the family.   Ã‚  Ã‚  Ã‚  Ã‚  Faulkner illustrates the theme of blood when he is to testify, and is pressured by his father to lie. In the makeshift courtroom, when the boy is put on the stand he is pressured because he knows that his father will do something rash if his son tells the truth. He also is told that some things are more important than the truth, that family is the most important thing. When Abner states, "You would have told them." This shows how the boy feels toward his blood father, and how even though it would have been a lie he should have testified in his fathers favor. This scene also reveals how the father feels about family. The father belie...

Death of a Salesman Willy Loman’s Mental Breakdwon Essay

In Death of a Salesman Willy Loman was a man made of false dreams. Willy Loman was a man who destroyed himself with his false hopes and dreams. Throughout his whole life he was trying to become a Salesman like his father and he thought he would die a rich and successful man. Willy Loman was a man who tried so hard to achieve the American dream but failed to do so due to the multiple circumstances throughout his life. Environment around Willy Loman has had a huge affect on him which is causing him to be instable. Willy is not only destroyed by his own ideals but destroyed by his own two children Biff and Happy and Howard firing him also broke him down even more. Willy Loman is destroying himself trying to achieve the American Dream and trying to become a salesman like his own father but is failing to do so. He wants to own his own business. Willy also wants to be â€Å"bigger† then Uncle Charlie and that is why he never takes a job under Uncle Charlie even after getting fired. He wishes to die the â€Å"Death of a Salesmman† where many people to mourn for him and remember him as a great salesman. Willy has spent his whole life trying to achieve all these dreams of his but he still hasn’t really achieved any of them which is causing him to have a mental breakdown. However Willy aims in life have been useless as he hasn’t really achieved anything. Willy Loman is constantly lying to himself and his family to escape from being a failure. He is constantly trying to achieve his dream of becoming a great salesman but is lost in reality and is running out of time. In the play Charlie said to Willy â€Å"When are you going to grow up. † Even though Charlie was made fun of by Willy he still is his only friend and cares for him and even offers him a job after Willy gets fired by Howard but Willy refuses to take the job because of his high standards and his dreams which he hasn’t be able to accomplish yet. Willy knows he hasn’t accomplished anything yet and that is why he is guilty and starts lying to himself and to his family and even goes on and has an affair with another woman. He has the affair with the other woman to give himself a â€Å"boost† or to go into another world because he feels he has been a failure at not achieving the â€Å"American Dream. † Having an affair also caused Willy to breakdown because Biff caught him cheating and Willy feels guilty about it. Willy put in his whole life for his sons, Biff and Happy and they turned their backs on him. Willy always loved Biff and thought he would be an amazing business man but after Biff saw Willy cheating it tore Biff apart. Biff failed math and went to Boston to get his dad to talk to his math teacher but at that time he caught his father cheating which made him not get along with his dad for the rest of his life. Willy knows deep down it his fault that Biff never became a successful business man. The fact that he feels guilty is also a huge factor in his mental breakdown. The psychoanalytic theory describes how the environment around a person has an effect on the person. In Willy’s case it his sons and his failiures in life which is causing him to be unstable. From the multiple causes of Willy’s mental breakdown the biggest thing that broke him down was when Biff at the end of Act II shows him the rubber tube he found and explains to him that he was never what Willy wanted him to be. After all that Willy realizes his sons actually do love him even though they aren’t successful businessman. When will realizes he is almost finished is when Biff says â€Å"Pop, I’m nothing! Im nothing Pop. Cant you understand that? There’s no spite in it anymore. Im just what I am, that’s all. † Biff also says â€Å"Will you let me go for Christ’s sake† Will you take that phony dream and burn it before something happens? After this situation Willy realizes he has not accomplished much in life and his life is almost finished but Biff does love him. Willy has been chasing the American dream for ever trying to follow his father but has never succeeded which has caused him to fail throughout his whole life because he never really did what he was good at which was using his hands. After Willy committed suicide biff tells us what Willy could have been which could have made him successful. Biff says â€Å"Charley, there’s more of him in that front stoop than in all the sales he ever made. † This shows that Willy was never a salesman but was good with his hands. The played concluded with Willy committing suicide so his sons could collect the insurance money and because he had realized he was a failure in life but still wanted his children to be happy and successful. The multiple complications lead to the destruction of an American Dream. Willy wanted a dream that seemed materialistic and unimportant which caused his own life and destruction of his kids. Willy trying to chase the American dream and trying to be better then Charley and trying to be like his dad caused him to be a failure and eventually take his own life. Him not being able to achieve his dreams throughout his life caused him to be a failure and destroying his kids as well.