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Summary of The Miller's Tale
How is the miller portrayed in the millers tale
Summary of The Miller's Tale
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Similarities in The Miller's Tale and The Reve's Tale
"The Miller's Tale" and "The Reve's Tale" from The Canterbury Tales
are very closely related. They both deal with the relationship between a
jealous man, his wife, and a young scholar(s), and they both are immoral
stories that contain sex and violence. This proves that the Miller and the
Reeve are two very corrupt individuals. However, these tales also share
some differences. For instance, the main character in "The Reeve's Tale" is
a Miller, while the main character in "The Miller's Tale" is a carpenter
(which was the Reeve's profession), and both tales are different in the way
the Miller and the Reeve are portrayed. Again the differences reflect the
dishonesty of the tale's author.
The two tales share the relationship between a jealous man, his
wife, and a young scholar. In "The Miller's Tale" the scholar Nicholas is a
"close and shy" (89) person who has a talent for "making love in secret"
(89). His talent is illustrated when he turns his eye to the Carpenter's
wife and makes love with her. The situation is very similar to "The Reeve's
Tale." In that tale the Miller lets John and Alan, two scholars, who lost
their horse from the Miller's own doing, stay at his house. However, since
the two boys are "Headstrong...and eager for a joke" (110), Alan proceeds to
rape the Miller's daughter, while John sleeps with the Miller's wife. It is
apparent that these situations are very similar, in that the scholars are
having adulterous sexual intercourse with both the Carpenter's and the
Miller's wives. This similarity shows how the Miller and the Reeve are
preoccupied w...
... middle of paper ...
...stories when their only intention is to put another
individual down. The intentions will remain the same only the way the story
is told, and the language will change.
Works Cited
Arrathoon, Leigh A. "The Miller's Tale," Chaucer and the Craft of Fiction. Ed. Leigh A. Arrathoon, Rochester, Michigan: Solaris Press, Inc. 1986. 241-318
Beidler, Peter G. "Chaucer's Tales" Chaucer Review Vol: 34, Issue: 4. April 01, 2000. 388-397
Chaucer, Geoffrey. The Canterbury Tales: Riverside Chaucer Third Edition. Ed. Larry D. Benson. Boston: Houghton Mifflin Company,1987. 3-328 Secondary
Taavitsainen, Irma. "Personality and styles of Affect in the Canterbury Tales" Chaucer in Perspective. Ed. Geoffrey Lester.Midsomer North, Bath: Sheffield Academic Press Ltd. 1999. 218-232
White, Annie "Chaucer's 'The Reve's Tale,'" 20 Jan. 2001.
Boardman, Phillip C. "Geoffrey Chaucer (c. 1343-1400)." Enduring Legacies: Ancient and Medieval Cultures. 6th ed. Boston: Pearson Custom Pub., 2000. 430-54. Print.
Mandell, Jerome. Geoffrey Chaucer : building the fragments of the Canterbury tales. N.J. : Fairleigh Dickinson University Press, 1992.
"Chaucer's Retraction." The Norton Anthology of English Literature. Seventh Edition. Volume1. Ed. M.H. Abrams. New York: W.W.Norton and Company, Inc., 2000.
Florio, Thomas A., ed. “Miller’s Tales.” The New Yorker. 70 (1994): 35-36. Martin, Robert A., ed., pp.
The EEOC has also stated that a victim of sexual harassment need not say anything to any supervisor. Co-workers and supervisors are liable if any one kn...
Mitchell, J. Allan. (2005). Chaucer's Clerk's Tale and the Question of Ethical Monstrosity. Studies in Philology. Chapel Hill: Winter 2005. Vol.102, Iss. 1; pg. 1, 26 pgs
What comes to mind when you think of sexual harassment? Most people picture an individual grabbing another individual unwillingly in attempt of committing nonconsensual sex. However, sexual harassment can be something as insignificant as being called something negative. It is anything that makes a person feel uncomfortable about his/her sexuality. According to the law, sexual harassment is anything from unwelcome sexual advances and requests for sexual favors to verbal statements of a sexual nature. It violates Title VII of the Civil Rights Act of 1964. The Sexual Harassment Policy, which is currently in place in all schools and work places, is aimed at providing an educational and work environment free of harassment. This includes sexual harassment and every form of intimidation or exploitation.
We live in a society full of commercialism. With marketing companies competing with one another to sell their products, they must produce the most appealing advertisements to attract the consumer. Adults and children are exposed to many advertisements on a daily basis, from television to magazines to billboards. These all use many rhetorical strategies and ideologies to gain the audience’s attention. In advertisements there are hidden tactics to promote their products and appeal to the consumer. One very popular technique used by these companies is sex. Sexual appeal is a huge marketing tactic in our society and many advertisements definitely promote “sex sells” in their advertisements. For instance, Carl’s Jr. commercials and advertisements
Sexual Harassment in the workplace is defined as “offensive or pervasive conduct in the workplace related to a person’s sex that negatively affects a reasonable person’s employment.”(aauw.org) Sexual Harassment violates Title VII of the Civil Rights Act of 1964 because it is a form of sex discrimination. According to aauw.org, Title VII is “a federal law that prohibits discrimination in employment on the basis of sex, race, color, national origin, and religion, and it applies to employers with 15 or more employees, including federal, state, and local governments.” Victims of sexual harassment in the workplace may feel like there is nothing they can do about the situation....
Anderson, W. L., & Bouravnev, A. (2011). Sexual Harassment: the Good, the Bad, and the
Smolensky, E., & Kleiner, B. H. (2003). How to prevent sexual harassment in the workplace. Equal Opportunities International, 22(2), 59-66. Retrieved from http://search.proquest.com/docview/199568026?accountid=15070
Sexual harassment is a crippling reality in the work environment. The effects can be ravaging to an organization, to the individual harassed, fellow employees, and the harasser. Sexual harassment is not necessarily about sex, it is certainly about power. When someone at work uses sexual behavior to control you, whether it is behavioral or physical in nature, that is sexual harassment.
In our society sexual harassment has been in the workplace for years. The use of sexual harassment in the workplace has been remembered best as a weapon used to keep women in their place which would cause them to forfeit promotions within their organizations. It was once believed that women were the only victims but the shift is now changing men are also reporting that they are also victims of sexual harassment on the job. In 1964 the Civil Rights Act was passed and employers began to recognize that they were liable for two types of sexual harassment. The first kind of harassment is Quid pro quo when a supervisor offers the employee sexual advances in order to get or keep a job, and also this harassment is used to determined if an individual will get a promotion. The second form of harassment is when supervisors or coworkers make working conditions hostile and unbearable. In both instances the legal ramification will cost an organization to suffer a financial loss in productivity, time, and money. Throughout this research my finding is that it's to the company's best interest to provide a clear policy on sexual harassment.
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In addition to legal measures, many governments, employers’ and workers’ organizations, and other bodies are using a range of techniques to prevent sexual harassment and help its victims. Governments, for example, issue guidance on how to design anti-sexual harassment measures and to offer counselling to workers who have been targeted. Workers’ and employers’ organizations are producing model policies and collective agreement clauses, issuing guidance on complying with laws, conducting research and providing training. At the workplace, growing numbers of employers are introducing sexual harassment policies and complaints procedures. Moreover, there appears to be an emerging consensus around what workplace policies should contain and the steps to be taken to implement them, which can be used by those employers who have yet to take action.