The Treatment of Women in Trifles Essay Example For Students

The Treatment of Women in Trifles Essay The Treatment of Women in Trifles Essay Trifles, a one-act play written by Susan Glaspell, is a cleverly written story about a murder and more importantly, it effectively describes the treatment of women during the early 1900s. In the opening scene, we learn a great deal of information about the people of the play and of their opinions. We know that there are five main characters, three men and two women. The weather outside is frighteningly cold, and yet the men enter the warm farmhouse first. The women stand together away from the men, which immediately puts the men against the women. We will write a custom essay on The Treatment of Women in Trifles specifically for you for only $16.38 $13.9/page Order now Mrs. Hales and Mrs. Peterss treatment from the men in the play is reflective of the beliefs of that time. These women, aware of the powerless slot that has been made for them, manage to use their power in a way that gives them an edge. This power enables them to succeed in protecting Minnie, the accused. Trifles not only tells a story, it shows the demeaning view the men have for the women, the womens reaction to mans prejudice, and the womens defiance of their powerless position. Throughout the play, Glaspell uses dialogue which allows us to see the demeaning view the men have for the women. Mr. Hale declares that women are used to worrying about trifles (958) trivializing the many tasks and details that women are responsible for. In his ignorance of how crucial their duties are in allowing a household to function smoothly, he implies their unimportance. The remark from the County Attorney about Minnie, Not much of a housekeeper, would you say, ladies? (958) was insensitive and unjustified. All because his hand found the sticky residue of her exploded preserves, a soiled spot on her roll towel, and some dirty pans in the kitchen. Due to the circumstances, Minnies mess is entirely due to her dire emotional state. These statements and others made by the men as the play progresses show the mens shallow view of womens intelligence and value. The mens prejudice is blatant and although it was easy for Mrs. Hale and Mrs. Peters to pick up on it, they react to it in a variety of ways. Defensively, Mrs. Hale, replies rigidly to the County Attorneys remark by stating that theres a great deal of work to be done on a farm, (958) offering an excuse for Minnies lapse in cleaning. Later, he brushes her off when she explains that John Wright was a grim man. To the County Attorney, the women are just there to collect personal items for Minnie, they are not going to give him any valuable insight into the murder. To their credit, the women do not force their thoughts or feelings on the men when biased statements are made in their direction. They hold back and discuss the remarks later after the men go upstairs. Mrs. Peters observes that Mr. Henderson is awful sarcastic in a speech and hell make fun of her sayin she didnt wake up (960). The fact that she believes the men would laugh if they heard the two women discussing the dead canary reveals how sure she is that the men think of them as concerned with the inessential. Even with this knowledge, the women choose not to limit themselves to the roles that men have placed them. Instead they choose to observe, examine, and evaluate what actually happened in the house. They understand that their discovery is best kept hidden because they knew that the men would not be able to comprehend the womens perceptions of the clues, the logic of motive, and the conclusion of justification. .u9ff208fb3620808576f96a7b2d65e3b1 , .u9ff208fb3620808576f96a7b2d65e3b1 .postImageUrl , .u9ff208fb3620808576f96a7b2d65e3b1 .centered-text-area { min-height: 80px; position: relative; } .u9ff208fb3620808576f96a7b2d65e3b1 , .u9ff208fb3620808576f96a7b2d65e3b1:hover , .u9ff208fb3620808576f96a7b2d65e3b1:visited , .u9ff208fb3620808576f96a7b2d65e3b1:active { border:0!important; } .u9ff208fb3620808576f96a7b2d65e3b1 .clearfix:after { content: ""; display: table; clear: both; } .u9ff208fb3620808576f96a7b2d65e3b1 { 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; } .u9ff208fb3620808576f96a7b2d65e3b1:active , .u9ff208fb3620808576f96a7b2d65e3b1:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9ff208fb3620808576f96a7b2d65e3b1 .centered-text-area { width: 100%; position: relative ; } .u9ff208fb3620808576f96a7b2d65e3b1 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9ff208fb3620808576f96a7b2d65e3b1 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9ff208fb3620808576f96a7b2d65e3b1 .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; } .u9ff208fb3620808576f96a7b2d65e3b1:hover .ctaButton { background-color: #34495E!important; } .u9ff208fb3620808576f96a7b2d65e3b1 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9ff208fb3620808576f96a7b2d65e3b1 .u9ff208fb3620808576f96a7b2d65e3b1-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9ff208fb3620808576f96a7b2d65e3b1:after { content: ""; display: block; clear: both; } READ: Gods Chosen Soldier Essay The women have claimed a powerful stance from their powerless position They know that the men of their time were not prepared to relinquish or share the dominant role in society. So the women, in recognizing the value of their perceptions and decisions, step beyond the box society has put them in. They do not defy the boundaries in a personal effort to advance women; they comprehend the importance of what they have learned and put that foremost in their strategy. The protection of Minnie is imperative, and . The Treatment Of Women In Trifles Essay Example For Students The Treatment Of Women In Trifles Essay The Treatment Of Women In Trifles Essay Trifles, a one-act play written by Susan Glaspell, is a cleverly written story about a murder and more importantly, it effectively describes the treatment of women during the early 1900s. In the opening scene, we learn a great deal of information about the people of the play and of their opinions. We know that there are five main characters, three men and two women. The weather outside is frighteningly cold, and yet the men enter the warm farmhouse first. The women stand together away from the men, which immediately puts the men against the women. We will write a custom essay on The Treatment Of Women In Trifles specifically for you for only $16.38 $13.9/page Order now Mrs. Hales and Mrs. Peterss treatment from the men in the play is reflective of the beliefs of that time. These women, aware of the powerless slot that has been made for them, manage to use their power in a way that gives them an edge. This power enables them to succeed in protecting Minnie, the accused. Trifles not only tells a story, it shows the demeaning view the men have for the women, the womens reaction to mans prejudice, and the womens defiance of their powerless position. Throughout the play, Glaspell uses dialogue which allows us to see the demeaning view the men have for the women. Mr. Hale declares that ;women are used to worrying about trifles; (958) trivializing the many tasks and details that women are responsible for. In his ignorance of how crucial their duties are in allowing a household to function smoothly, he implies their unimportance. The remark from the County Attorney about Minnie, ;Not much of a housekeeper, would you say, ladies?; (958) was insensitive and unjustified. All because his hand found the sticky residue of her exploded preserves, a soiled spot on her roll towel, and some dirty pans in the kitchen. Due to the circumstances, Minnies mess is entirely due to her dire emotional state. These statements and others made by the men as the play progresses show the mens shallow view of womens intelligence and value. The mens prejudice is blatant and although it was easy for Mrs. Hale and Mrs. Peters to pick up on it, they react to it in a variety of ways. Defensively, Mrs. Hale, replies rigidly to the County Attorneys remark by stating that theres a great deal of work to be done on a farm,; (958) offering an excuse for Minnies lapse in cleaning. Later, he brushes her off when she explains that John Wright was a grim man. To the County Attorney, the women are just there to collect personal items for Minnie, they are not going to give him any valuable insight into the murder. To their credit, the women do not force their thoughts or feelings on the men when biased statements are made in their direction. They hold back and discuss the remarks later after the men go upstairs. Mrs. Peters observes that Mr. Henderson is awful sarcastic in a speech and hell make fun of her sayin she didnt wake up; (960). The fact that she believes the men would laugh if they heard the two women discussing the dead canary reveals how sure she is that the men think of them as concerned with the inessential. Even with this knowledge, the women choose not to limit themselves to the roles that men have placed them. Instead they choose to observe, examine, and evaluate what actually happened in the house. They understand that their discovery is best kept hidden because they knew that the men would not be able to comprehend the womens perceptions of the clues, the logic of motive, and the conclusion of justification. .u4be7fb4d11d9500ebf1abe2f91574f76 , .u4be7fb4d11d9500ebf1abe2f91574f76 .postImageUrl , .u4be7fb4d11d9500ebf1abe2f91574f76 .centered-text-area { min-height: 80px; position: relative; } .u4be7fb4d11d9500ebf1abe2f91574f76 , .u4be7fb4d11d9500ebf1abe2f91574f76:hover , .u4be7fb4d11d9500ebf1abe2f91574f76:visited , .u4be7fb4d11d9500ebf1abe2f91574f76:active { border:0!important; } .u4be7fb4d11d9500ebf1abe2f91574f76 .clearfix:after { content: ""; display: table; clear: both; } .u4be7fb4d11d9500ebf1abe2f91574f76 { 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; } .u4be7fb4d11d9500ebf1abe2f91574f76:active , .u4be7fb4d11d9500ebf1abe2f91574f76:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u4be7fb4d11d9500ebf1abe2f91574f76 .centered-text-area { width: 100%; position: relative ; } .u4be7fb4d11d9500ebf1abe2f91574f76 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u4be7fb4d11d9500ebf1abe2f91574f76 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u4be7fb4d11d9500ebf1abe2f91574f76 .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; } .u4be7fb4d11d9500ebf1abe2f91574f76:hover .ctaButton { background-color: #34495E!important; } .u4be7fb4d11d9500ebf1abe2f91574f76 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u4be7fb4d11d9500ebf1abe2f91574f76 .u4be7fb4d11d9500ebf1abe2f91574f76-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u4be7fb4d11d9500ebf1abe2f91574f76:after { content: ""; display: block; clear: both; } READ: Synthesis - Preserving Artifacts Essay The women have claimed a powerful stance from their powerless position They know that the men of their time were not prepared to relinquish or share the dominant role in society. So the women, in recognizing the value of their perceptions and decisions, step beyond the box society has put them in. They do not defy the boundaries in a personal effort to advance women; they comprehend the importance of what they have learned and put that foremost in their strategy. The protection of Minnie is imperative, and they know how they must .

What make us humans essays

What make us humans essays In general terms the word human being includes a diversity of behaviors. The way each of us is entitled to run their own life; many things that we need to do in order to survive, describe us being humans. Thinking is one of the most important things humans do to overcome lifes struggles. If we would not have the necessity to think before acting we would not be called Humans at all. The fact of saying that a human is able to think does not mean that a human cannot commit a mistake. Thats the other reason we are called humans. Humans make mistakes and we are not perfect; otherwise we would be gods. Being a human is being ourselves, which means that we are all different in one aspect but as a whole we are all called humanity. There are humans from different parts of the world. We all have different cultures, ways of thinking, dressing, ways of behaving and ways of living our lives. Laughing and loving are signs of being humans. That is what makes us different from animals. Animals act by instincts only; humans act by instincts and thinking. Laughing is a human sign; a way of showing friendliness, likeness and sometimes it is a sign of showing love and appreciation to one another. Sense of humor and common sense are very important in a human. That determines the personality of each of us, which it converts us a special kind of person. A Human is unique; there is no one similar to the other one. We are specials; we all have different taste, likeness and hobbies. Being a human means diversity of characters, personalities, physical characteristics, races, food and cultures. Human rights are what make us human. When we speak of the right to life, or development, or to dissent and diversity. It is our spirit that makes us human. It is our spiritual characteristics that make us human beings. We human being have these characteristics that the animals of the lower orders do not have. We know that there is the conce...

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Core Business Mcdonalds Auckland New Zealand Commerce Essay

Core Business Mcdonalds Auckland New Zealand Commerce Essay While the role of human resources management has been under constant study in recent years, practitioners and academics agree that effective HRM has never been more important than at the present time.The significance of planning and control system is even more noticeable in the context of human resource management because planning and control refers to classic HR administrative functions and the assessment and recognition of human resources requirements for meeting organizational goals. Core Business McDonalds Auckland, New Zealand McDonalds is the worlds leading foodservice retailer, with more than 33,000 local restaurants serving over  64 million people in 119 countries every day. Similarly, McDonalds New Zealand opened its first restaurant in 1976 in Porirua.   Today there are 152 McDonalds restaurants across New Zealand, with around one million people visiting their restaurants every week.   In New Zealand, 80 per cent of McDonalds restaurants are franchised by local business people who own and operate their restaurants as independent businesses (McDonalds Restaurant (NZ) Ltd, 2012). Hence, the serious focus of this report is on planning and control systems of McDonalds HR based on work ethics and social responsibility with an understanding of the external and internal environment. Planning Process Fayols (1949) theory outlines five elements of management that depicts the different types of behaviour managers should engage in so that the goals and objectives of an organization are effectively met. However, the very first element included is planning where, creating a plan of action for future and determining the stages of the plan and technology necessary for implementing. In management theory, there are three basic levels of planning such as top level/strategic, second level/tactical and third level/operational plannings. Strategic planning is done by the top management and it encompasses the long range objectives and policies and is concerned with corporate result rather than sectional objectives. As stated in the beginning of this report that to maintain a competitive advantage, McDonalds top management decided to adopt workforce diversity and developed a HR objective. Therefore, McDonalds HR objective is to further a high performance culture that is supported by their talen ted and engaged people and organizational resources essential for sustaining superior business performance. This is achieved by designing processes, providing tools and transferring knowledge to the leaders required for developing and continuously improving such a culture (Mcdonalds Corporation, 2009). Second level/Tactical planning is done by middle managers and it deals with the development of the resources with the best advantage. Therefore, the middle managers developed a HR strategy to achieve their HR objective. Hence, McDonalds HR strategy for healthy employment experience is to provide a positive employment experience through respectful employment treatment and compliance with labour and employment law to achieve employee commitment. Third level/Operational planning is the concern of the department managers and is confined to put into effect the tactical plans. McDonalds HR team developed well in the first two levels but the third level had problems and created gaps because there was no training or development carried out at this level. The only tool they had was the McDonalds work policy which stated workplace diversity. The actual experiences of employees were discovered through questionnaires and interviews at one of the McDonalds restaurant in Auckland, New Zealand wher e the employees had negative experience of the workplace diversity during their employment. The problem is not visible at the surface level but as you go below that then one will be able to see the real nature of employment experience. Workplace diversity is recognizing many different persons at work, each one with a unique set of uniqueness, talents, gifts, skills, personality traits, physical abilities, background, appearances, thoughts, feelings, beliefs and viewpoints. It is the variety of those differences that make the workplace a diverse place. According to the research conducted, McDonalds restaurant depicts a clear picture of workplace diversity as a problem where, staffs were bullied and ill-treated because they belonged to a different race. Negative and racist comments were given and poor means of communication aroused with situations where employees were getting yelled out or replied rudely with a negative comment in their native language. This resulted as the staffs started doing no shows and looking for a better opportunity elsewhere. HR diversity change strategies that bring in many new hires of different backgrounds may have negative ramifications for social functioning in groups . This situation was created because of poor planning at operational level and nothing much was manifested through the middle managers to the floor managers. Barriers refer to those manageable influences that can typically derail best intentions with regards to group planning process development. There are ten barriers to planning but the two barriers which easily fits in this McDonalds scenario are lack of in-depth analysis and lack of knowledge and skills. Diversity is the inclusion of things, people, and places that are different and there are two level of diversity. Surface level diversity can be defined as differences among group members in overt, biological characteristics that are typically reflected in physical features which include age, sex, and race/ethnicity. Whereas, deep level diversity includes differences among members attitudes, beliefs, and values and information about these factors is communicated through verbal and nonverbal behaviour patterns. McDonalds restaurant and its core basis of workplace diversity problems relates to deep level diversity because they have been ignored either because of lack of in-depth analysi s or lack of knowledge and skills. Negative attitudes and behaviours such as prejudice, stereotyping and discrimination are some barriers to workplace diversity because they can harm working relationships and damage morale and work productivity Control According to Fayol (1949) control is the final element of the management which involves the comparison of the activities of the people to the plan of action and also known as the evacuation component of management. The function of management control includes carrying out the plans necessary for ensuring that the strategies are fulfilled as envisaged. Although planning and control are at times described as separate procedures, both contribute to the management control function.Control ensures that the right things are happening in the right way at the right time. Control cycle or process consists of four main steps such as establish objectives and standards, measure actual performance, compare results with objectives and standards and take corrective actions as needed. Step one establish objectives and standards where output standards are measured by performance result in terms of quantity, quality, cost or time and the input standards are measured as efforts in terms of amount of work expended in the task performance. In the McDonalds scenario the management defined the objectives clearly but less effort was given to the output/input standards because they failed to continuously monitor the diversity at the actual workplace at various locations. Management only adopted workplace diversity, clearly defined it and poor implemented it in the system with no or less communication. Step two measure actual performance is where effective control requires measurement. Goal is accurate measurement of actual results on output and input standards. Hence, McDonalds HR goal is to diversify their workplace through hiring over time to increase productivity and decrease labour turnover cost. But the conducted research shows the opposite of what McDonalds define as their HR strategy or goal. Again the management failed to monitor workplace diversity by not gaining employee feedback. Employee feedback should have parallel established with the adoption of workplace diversity to accomplish the HR strategy and goal. The financial team should have easily identified the problem with workplace diversity with the increased labour turnover cost but because of poor control system the management failed to monitor. Step three compare results with objectives and standards is benchmarking by using different comparison methods. The need for this action reflects the difference between desired performance and the actual performance where historical, relative and engineering comparisons are considered. In this McDonalds scenario no or effort less approach to any monitoring and then comparing and analyzing of situation was conducted. It clearly showed that to gain advantage over their competitors and to stay in line with the current trend McDonalds adopted workplace diversity but no thorough control system was implemented. The management simply assumed that things were moving perfect but ignored the fact that employees hardly raise voices because of job insecurity and the managements lengthy process time. Step four take corrective actions as needed is where taking actions when discrepancies exist between desired and actual performance. Management by exception in gives priority attention to problem a nd opportunity situations showing the greatest need for actions. Hence, the McDonalds research conducted did not show any sort of management involvement in dealing with the workplace diversity problems until it reached to a level where the labour department was involved. Management had no or less interest of employees working environment and it was never analyzed or observed. A quarterly feedback system was implemented where employee can provide their feedback on their working environment but negative feedbacks were very less auctioned. Barriers to the control process can be a lot but some common ones in this scenario are less knowledge, poor communication, poor feedback system, poor monitoring process, poor implementing process which leads to less interests by management or lack of funds available for the process. Recommendations by Planning and Control McDonalds HR team should put due emphasis on three important aspects in order to take control of the situation and plan precautions so that such problems are not repeated in any other restaurant. Revised HR strategies implementing channel Improving leadership qualities Create workplace diversity awareness Revised HR implementing channel will place a central focus on behind the scene of the case study. Most workplaces are made up of diverse cultures therefore; HR needs to plan and learn how to adapt to be successful. HR practices are an important component in the success of organization because effective HR strategies systematically coordinate all individual HR measures and implement them so as to directly influence employee attitude and behaviour in a way that help a business to achieve its operational goal (Wang Shyu, 2008). Baum et al. (2007) explains the issues related to harassment and racism in the workplace could be reduced if appropriate human resource policies and procedures are in place and communicated to all staff (local or migrant) in order to deal with workplace diversity.Therefore, it is very important to revise the HR implementing channel. Wharton (1992) research also supports this his argues that HR practitioners should focus on how HR change strategies relate to the joint alignment of the group members multiple characteristics for example demographics hierarchical status and task in work groups to examine group contextual influences. Once the HR implementing channels are improved then the HR can help in improving the managers leading capabilities by providing training and support with needed knowledge. HR department and managers within business must incorporate diversity policies into every aspect of the organizations functions and purpose. HR should focus on outstanding leadership characteristics where they can train and place the right leader at the right time and place (Mumford, Antes, Caughron, Friedrich, 2008). These characteristics should have respect, empathy and being genuine such as accurately understanding employees feelings and genuinely valuing and supporting without patronizing. Managers manage change, but best leaders create change by inspiring their employees and they believe diversity as an important goal, and the responsibility for diversity does not belong to HR but belongs to the on duty managers. In McDonalds scenario HR should explain and provide continuous training to the managers regarding benefits, costs and barriers of workplace diversity and the financial and non-financial consequences such as employee turnover costs, laws and legislations associated. Thi s restaurant is need of a leader who can set a good example by teaching others what they expect from them and this can be easily achieve recognizing the many talents and understanding the richness of diversity. For example, in this scenario if a person complains regarding someone attitude, then handle the manager should handle the complaint very critically. He can encourage the complainer for reporting the matter but also explain the person about the unique value the other person brings to the workplace.   They can teach people to look for the positive traits of others and not for the differences and this is only possible if they can be a role model for respect and dignity. Once the HR implementing channel and leadership are aligned with each other then the focus moves on employee to create workplace diversity awareness. Creating workplace diversity awareness lies in the continuous improvement of the integration and social acceptance of people from different backgrounds. The overall perception of employees seems to be a very important factor in understanding their behaviours at the workplace because they are exposed to diverse HR practices rather than exclusively to a single practice (Chang, 2005). Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations (Green et al., 2012). Management should organize social gatherings and business meetings where the employees are given a chance to speak and listen. This type of eemployee involvement and feedback are necessary components in achieving successful workplace diversity. Managers should continuously monitor the work environment and act as agents of positive workplace diversity to eliminate any sign of negative barrier arising. If needed then employees should never be denied n ecessary, constructive, critical feedback for learning about mistakes and successes. Importance to business goals and targets should be given but not on the cost workplace diversity problems. Boxall Purcell (2011) suggests that best practices should be aligned with best fit to maintain a sustainable business environment and gain a competitive advantage over rivals. In this scenario, imagine if the workplace diversity problems continue then the quality of service will drop which will slowly affect the business. Therefore workplace diversity should be everyones business starting from senior management, HR department, managers and employees. Conclusion The future of workplace diversity cannot be predicted with any level of clarity. This is because McDonalds is a global leader in fast food industry and their HR has won many awards in the last decade. Therefore, being at such a strong position in the global market and has a restaurant which ignores the importance of workplace diversity. This report has explored a few areas of practical and theoretical development of HRM planning and controlling. It also explains around the levels, cycles process, objective and approaches of planning and controlling and uses the recommendations to control the gaps and plan a bridge between the practice and theory.

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The ancient islamic culture has made immense contributions to the whole world and all of its inhabitants.These contributions which are also achievements of the Muslim empire pertain to things such as advancements in science, Mathematics, astronomy, exquisite libraries,medicine, sophisticated encyclopedias, optics, and an extensive trade routes that stretched for thousands of miles. Luckily for the World the Muslims as a whole managed to achieve one thing after another, and didn't let anything get in there way, and ultimately this lead to the vast amount of contributions that the Muslims Bestowed upon to the world. Thanks to the Muslim culture, and achievements their ways have had a very profound impact on the way people go about their lives nowadays. If it wasn't for the Muslims hard work, will to succeed, and perseverance which led to contributions to the world, life as we know it now would be drastically rearranged, and many of the things that we classify as norms would cease to exist. In the area of math,and science the Muslims made many influential contributions to world. In Science, and in math the Muslims pursued in the topic of astronomy. The Muslims really pursued in this topic because for them the calculations for prayer times, pin point religious festivals, and the direction of Mecca were paramount, and in the area of astronomy all this can be efficiently be achieved. So the Muslims had the drive to succeed in order to archive what was nessessary. The most influential, and beneficial, of the Muslim astronomers were men by the name of "Al-Khwarizmi" "al-Khujandi", and "Omar Khayyam". With their hard work and ambitious dreams, these men became the driving force of the great astronomical research. Al-Khwarizmi, a... ...1th century. He compiled many astronomical tables, and more importantly reformed the calendar. His reformation was more accurate than the Julian calendaR and came close to the Gregorian. probably his most amazing feat was his calculation of the year which came out to be a near exact 365.24219858156 days long, which is accurate to the 6th decimal place! Omar Khayyam greatly effected the world with his doings, his year calculation to this day is exact, along with his upgrade of the calendar set the standards of calendar and provided a accurate dates throughout the year. contributions in astronomy range from the Arabic names of stars which we still use today to knowing the position of the planets.Such great ideas like these were those that set the foundations of the great Islamic empire that ultimately in the end were passed on to the world, and proved to be beneficial.