A List of The Iliad Characters

The Iliad is attributed to Homer, although we dont know for sure who wrote it. It is thought to describe characters and legends traditionally dated to the 12th century BCE, passed down orally, and then written by a poet or bard identified as Homer who lived during the Archaic Age in Greece  in the 8th century BCE. Major Characters Here are major characters, both mortal and immortal, from The Iliad: Achilles:  The hero and subject of the epic poem. Achilles  brought his troops known as the Myrmidons, was insulted by the leader of the Achaean (Greek) forces, and was sitting out the war until his close friend Patroclus was killed. Achilles then went after the man he blamed for the death, Hector, the prince of Troy.Aeneas:  The nephew of King Priam of Troy, a son of Anchises and the goddess Aphrodite. He shows up with a much bigger part in the epic poem The Aeneid, by Vergil (Virgil).Agamemnon:  Leader of the Achaean (Greek) forces and the brother-in-law of the beautiful Helen, formerly of Sparta, now of Troy. He makes some hard choices, like sacrificing his daughter Iphigenia at Aulis to provide wind for his ships sails.Ajax the greater: The son of Telamon, who is also the father of the best Greek bowman, Teucer. After Achilles death, Ajax wants his armor thinking he deserves it as the second greatest of the Greek warriors.Ajax the lesser: The son of Oilean and the leader of the Locrians. He rapes Cassandra, prophetess daughter of Hecuba and Priam.Andromache: The wife of Trojan Prince Hector and the mother of a young son named Astyanax who features in touching scenes. Later Andromache becomes Neoptolemus war-bride.Aphrodite:  The love goddess who won the apple of strife that started things in motion. She helps her favorites in the fray, is injured, and discusses matters with Helen.Apollo:  The son of Leto and Zeus and the brother of Artemis. Hes on the Trojan side and sends plague arrows to the Greeks.Ares: The war god Ares was on the side of the Trojans, fighting disguised as Stentor.Artemis: The daughter of Leto and Zeus and the sister of Apollo. She, too, is on the side of the Trojans.Athena:  The daughter of Zeus, a powerful goddess of war strategy; for the Greeks during the Trojan War.Briseis:  The source of ill-feeling between Agamemnon and Achilles. Briseis had been awarded to Achilles as a war-prize, but then Agamemnon wanted her beca use he had been obliged to give up his.Calchas:  The seer who told Agamemnon that he had angered the gods and must fix things by returning Chriseis to her father. When Agamemnon obliged, he insisted that he receive Achilles prize Briseis instead.Diomedes:  An Argive leader on the Greek side. Diomedes wounds Aeneas and Aphrodite and routs the Trojans until the son of Lycaon (Pandarus) hits him with an arrow.Hades: Is in charge of the Underworld and hated by mortals.Hector:  The lead Trojan prince whom Achilles kills. His corpse is dragged around in the sand (but by the grace of the gods, without destruction) for days while Achilles vents his grief and anger.Hecuba:  Hecuba is the Trojan matriarch, mother of Hector and Paris, among others, and wife of King Priam.Helen: The face that launched a thousand ships.Hephaestus: The blacksmith of the gods. In return for an old favor from the nymphs, Hephaestus makes a wonderful shield for the nymph Thetis son, Achilles.Hera:  Hera ha tes the Trojans and tries to harm them by getting around her husband, Zeus.Hermes:  Hermes isnt yet the messenger god in the Iliad, but he is sent to help Priam get to Achilles to ask for the corpse of his beloved son Hector.Iris: Iris is the messenger goddess of the Iliad.Menelaus: Helens aggrieved husband and the brother of Agamemnon.Nestor:  An old and wise king of Pylos on the Achaean side in the Trojan War.Odysseus:  The lord of Ithaca who tries to persuade Achilles to re-join the fray. He plays a much larger part in The Odyssey.Paris:  Aka Alexander, the son of Priam. Paris plays a cowardly role in The Iliad and is helped by the Trojans gods.Patroclus: The beloved friend of Achilles who borrows his armor to go lead the Myrmidons against the Trojans. He is killed in battle, which results in Achilles re-joining the fray to kill Hector.Phoenix: A tutor of Achilles who tries to persuade him to re-join the battle.Poseidon:  Sea god who supports the Greeks, basically.Priam :  Another old and wise king, but this time, of the Trojans. He fathered 50 sons, among whom are Hector and Paris.Sarpedon: The Trojans most important ally; killed by Patroclus.Thetis:  Nymph mother of Achilles who asks Hephaestus to make her son a shield.Xanthus: A river near Troy known to mortals as Scamander, and its god, who favors the Trojans.Zeus:  King of the gods who tries to maintain neutrality in order to make sure fate isnt thwarted; father of Trojan ally Sarpedon.

Cognitive Resilience in Adulthood - 9822 Words

CFull Text * Translate Full textUndo TranslationTranslateUndo Translation Press the Escape key to close FromTo Translate Translation in progress... [[missing key: loadingAnimation]] The full text may take 40-60 seconds to translate; larger documents may take longer. Cancel * Turn on search term navigationTurn on search term navigation * Jump to first hit Headnote ABSTRACT A resilience framework for understanding cognitive aging implies a search for factors that buffer against existing risk, enabling one to thrive in what might otherwise be adverse circumstances. The cascade of biological processes associated with senescence and a cultural context that does not take into account this biological imperative each†¦show more content†¦Agency in sustaining an engaged lifestyle does not just derive from naive optimism (e.g., the little engine that could), but rather from a whole constellation of resources crafted over the life span that puts force behind ones sense of agency (e.g., Infurna, Gerstorf, Ram, Schupp, amp; Wagner, 2011). Cognitive capacity does not come for free. By some estimates, proficiency in a substantive skill requires about 10,000 hours of deliberate practice (Ericsson, Krampe, Tesch-Rà ¶mer, 1993; Gladwell, 2008). The normalization of optimal life span cognitive development, then, will ultimately derive from cultural and social institutions (e.g., health care, educational resources) that position individuals for effective engagement in experiences and activities that nurture cognition on a large scale over extended time. In the pages that follow, we consider the factors that have potential to contribute to cognitive resilience through the life span. The 10,000-hour rule implies that not all skills will be developed to an equal extent and that cognitive resilience must entail selectivity in what is optimized, as well as compensatory strategies for managing activities that depend on nonoptimized skills. Because plasticity decreases with age, the 10,000-hour rule might be expected to become so mething like a 15,000-hour rule for new skills developed in late life. However, the 10,000-hour rule also implies that by mid-to-later adulthood, investment in skill development ofShow MoreRelatedChildhood And Adolescence : Toward A Field Of Inquiry1072 Words   |  5 Pageschildren between the ages of 12-17 (the beginning of adolescence). Article 2 The Death of Adulthood in American Culture Scott, A. (2014). The Death of Adulthood in American Culture. 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In opposition to this substantial body of empirical results, there are numerous assertions arguing that cognitive decline begins later in life (fifties to seventies) (Salthouse, 2009). It is evident by these two diametrically opposed viewpoints that there is considerable controversy regarding the age at which cognitive decline begins. Although the lackRead MoreTwilight Movie Analysis937 Words   |  4 PagesLaw Dr. Savoy PSY 376-501 10 November 2017 Bella’s Development Young adults go through many changes during their adolescent developmental years, including cognitive, emotional, and social development. Isabella Swan, the main character of the movie Twilight, shows the audience a great visual representation of how she goes through emerging adulthood. Isabella, or Bella for short, is a teen girl in high school who just moved to a new city, Forks, Washington, with her father whom she had not seen sinceRead MoreThe Biological, Psychological And Social Aspects Of Diseases784 Words   |  4 Pagesway of â€Å"being in the world†. When my family moved to U.S, I had the opportunity to retrain and I decided to introspect my true interests in medicine. Pediatrics was appealing to me as I enjoyed being around children, immersed in their joy and resilience. Three months into the psychiatry externship, I knew I had found my calling. I walked home late every evening, but with a smile on my face and I looked forward for the next day - filled with myriad of emotions, and ultimately hope. During my externshipRead MoreThe Biological, Psychological And Social Aspects Of Diseases Essay838 Words   |  4 Pagesbeing around children, immersed in their joy and resilience. Three months into the psychiatry externship, I knew I had found my calling. During my externship, I encountered few patients with first onset psychosis. Their positive symptoms were conspicuous, but the negative symptoms were pervasive and persistent affecting their quality of life. Its impact on the lives and dreams of such young minds left me dismayed. I was intrigued to learn that cognitive deficits occurred in childhood in schizophreniaRead MoreChild Maltreatment And Its Effects On Children3861 Words   |  16 Pagesconsequences of neglect in children on their cognitive development, the problem can be slowly addressed and resolved to a certain extent. Not only does it affect cognitive, language and emotional development in children, it can also result in long term consequences such as poor academic performance and attachment problems. However, research has shown that an enriching environment given to the children once they are out of an environment of neglect can promote resilience which to a certain extent can recover

Organizations Should Promote The Strategiesâ€Myassignmenthelp.Com

Question: Discuss About The Organizations Should Promote The Strategies? Answer: Introduction The cultural diversity in a workplace is a kind of appreciation, which acknowledges the differences among employees irrespective of sex, age, gender, race and ethnicity, social status and sexual orientation, personality, education, organizational function and more (Barak, 2016). The cultural diversity in a workplace has some advantages and disadvantages. The advantage includes the highest range of productivity from any employees ignoring the differences. The disadvantages include the communication problem due to differences in language and cultural values. However, the organizations should promote the strategies that minimize the challenges of cultural diversity in the workplace (Kirton Greene, 2015). The Langham, Auckland, a five-star luxury hotel in New Zealand promote cultural diversity and give equal opportunities in promotion to all its employees irrespective of any differences. It is one of the famous hotels in the history of Hospitality service, which offers total 411 rooms and suites with another top class facility. The hotel authority values the workplace diversity of culture and people. They have separate policies and principles to respect it employees rights upholding the principles of equality and fair opportunities to all. The purpose of this report is to analyze the cultural diversity approach of the Langham Hotel in terms of HR policies and practices. The report will also discuss the advantages and disadvantages of the HR policies to cultural diversity of the Langham and recommendations to improve the policies in references to New Zealands legislation and workplace ethics guidelines that overviews the Employment Relations Act, the Human Rights Act and equal employment opportunities. Research Findings Cultural Diversity in Langham Langham Hotel, Auckland, promotes, celebrates and respects the importance of the cultural diversity in the workplace and will implement and adopt the inclusive policies, which will advance the cultural diversity positively. The colleagues are the valuable assets for the organization. In its Human Resource Principles, it is stated clearly that the company has commitments to promote the value of diversity of the employees who have come from the different cultural background (Langhamhotels.com, 2017). They have certain policies and principles in order to respect the employees rights and diversity. Equal Opportunity The hotel management provides equal opportunity to all its employees irrespective of any cultural or ethical or language differences they might have. The relevant Human Resource Policies promote the principle of Equity that all the employees in this organization are equal in spite of any sociocultural differences they have and have equal access to the employment opportunities and promotion. The equal opportunity is the practice of fairness integrity and trust to all its employees (Boella Goss-Turner, 2013). This belief is completely reflected in their HR policy. In case of recruitment, training, promotion, compensation and transfer the hotel management has equal access and opportunities for all its employees. Integrity The Langham hotel management acknowledges and understands the diversity among its colleagues. The diverse backgrounds and different cultural experiences among employees represent an integrated form of wisdom, which is necessary to understand the guests needs. For maintaining and leading a successful hospitality business, it is important to know and anticipate the guest's requirement. The guests have come from the different cultural background. By promoting the cultural diversity among employees, the hotel management forms integration, which will help them in their business to grow (Langhamhotels.com, 2017). PRIDE System The PRIDE system offers a method to develop and retain the internal talents of the Langham. The PRIDE stands for Performance Result Indicator and Development Engine and is the internal system of performance management of Langham (Langhamhotels.com, 2017). The PRIDE will concentrate on managing and planning the career graphs of all the employees from different working level. The total number of the achievements and the competency attainments in a year assess the overall performance of an employee in this organization. The organization offers specific training and the development plan to upgrade the performances of the employees to the next level (Langhamhotels.com, 2017). The peak performers have opportunity to join the hotel's talent pool and access to the talent development program. The hotel management provides training on the strategic topics, different types of functional and cross-functional projects to them, which enhance their skills and help them to advance in their career path. Learning and Development The hotel authority has a commitment to all its employees to provide appropriate learning and development procedures that will assist them to get success in the career at the Langham Hospitality Group. The learning and the development process has five levels in total. At the core of the hospitality service centres around its guest and for fulfilling this purpose mainly the learning and development procedure has been developing for employees. The visions, values and commitments are reflected by the learning and development procedure. However, its values and vision are based on the HR policies of the equal opportunities and rights to all its employees accumulating the cultural diversity in the organization. Certification Program The Langham Hospitality Group provides a systematic training program, which will give an overview and broad understanding of the companys culture to the new employees. The training program helps them to acquire the knowledge about its product, standards and process of service. By the PASSION training course, the new joiners will develop customer service skills. The Langham Leadership Training program helps the leaders to perform their best in the Langham Leadership model. This training will also help them to understand the quality systems and tools of Langham Hospitality Group. Human Resource policy The Human Resource Policy in the Langham acknowledges the cultural difference and makes it for drawing maximum potential from its employees (Langhamhotels.com, 2017). The management select, preserve and develop employees based on the professionalism and potential only. They provide their colleagues with a healthy working environment where the employees have chance to maximize their potential and reinvented their hidden talent in the structure of the organization (Langhamhotels.com, 2017). Discussion Langham hotel always fosters respectful work culture and environment for the employees and they want to create an environment that can provide the opportunity to the employees to grab the career opportunities. Moreover, the organisation invites the HR to be joined the senior management to discuss the HR strategies and policies. Most importantly, implementation and evaluations of the HR policies are mainly done to make a positive work environment. The positive factors of HR practices within Langham are to bring out the employees skills and competencies. The training of the employees is needed and the skill-based competencies can increase the quality work of the employees. Without training, employees cannot be skilled and organization HR polices can be developed through this (Storey 2014). HR practices can improve the employee motivation and employees can feel satisfied with the workplace environment. Increasing employees' satisfaction can enhance the acknowledgement and appreciation o f the employees. Moreover, HR practices of the Langham increase the effective workforce utilization and that provides scope to enhance the employees' productivity. HR practices can waste the financial resources of Langham as purchasing of machinery costs the financial burden of the organisation. Operational and strategic goals of the establishment Langham hotel has its own operational and strategic goals in HR practices and HR department tries to solve these issues. One of the operational objectives of Langham organisation is to expand the services that they offer to the customers through the implementation of HR practices at core level. In order to achieve this operational objective of the organisation, Langham wants to recruit more staffs and employees within organisation system. Langham in this issue, hire staffs that are mainly fresher and the supervision is required for the new employees. The new fresher will be given the on-the-job training by the managers of the Langham. Langham hotel cares about the personal and professional development of employees and their growth as well as the well-being. The learning process and career development are needed employees. In this way, the organisation spends money to give the training and now Langham wants to reduce the staff costs. In this light, Langham needs to reduce the staffs by one full-time equivalents. The implication of this strategy may give negative impact on the staffs' morale and job design will be changed (Sparrow et al. 2016). Langham hotel gives the value in diversity and culture of the employees. The organisation provides equal opportunity and anti-discrimination in HR practices for employees. However, the most important part of operational practices is to starting new recruitment structure where the organisation will give equal opportunity in recruitment (Riley 2014). These operational tactics must have an implication of less discrimination and employees are motivated. The legislation of the organisation is complying with the fact. Maintaining service standards and quality assurance In Langham, HR practices provide greater emphasis on the trust, integrity and respect. However, the organisation gives stress on quality and efficiency of customer services with team working and ownership. Responding to the individual needs The customers' services of the hotel are judged by various perspectives, like organisation structure, training, following quality standards and quality assurance. Service quality of the hotel is depended on staffs' behaviour and hotel policies. Whenever possible, the receptionists can call the guests by their name and it helps to increase the comfort level. There is no I' in a team work. Smiling can be helpful when handling the guests in trouble (Nickson 2013). Langham staffs use the eye-contact in serving the guests and HR practices provide the quality service to the guests in asking the employees to respect the guests and professionalism should be there. Anticipating the guests need is helpful and employees should think before speaking. Governance and management Langham organization follows the governance and management that is transparent and accountable for the employees. The manager of the governing body has the knowledge to implement the vision. Langham has effective information management that can check the control and privacy of the stakeholders. Governance management is essential to maintain the cultural diversity within the organisation as the hotel needs to provide effective management system and customer services. Service access Another standard is service access of the target group of the hotel and organization has a responsibility to entry and exit time of the hotel and staffs of the hotel should interact correct way with the guests. If an employee is unable to meet the needs of the guests, another person should be there to help (Hoque 2013). Safety and well-being Langham provides services to the people in maintaining the legal and human rights. The HR practices are implemented in a way that proactively prevents, responds the risks within the hotel. The HR practices strictly tell the employees to report the issues in case ensuring any harm. Services should be enabled in case of any support needs (Chelladurai and Kerwin 2017). Langham has processes the rights of the individuals in making choices of the staffs and as well as the guests. However, HR practices have some disadvantages as well in wasting the time of the employees. Training classes and on-the-job training of Langham hotel can waste the time of the employees as competencies and capabilities of the human resources are wasted this way. Financial viability and sustainability and long-term growth Financial viability is important for any organisation as financial management needs significant amount of idea and information. Financial management is the part of a financial department, HR just allocates that amount to the cost effective way and hiring the accounts department. In long-term, Langham needs the money availability that needs sketch of exact spending. HR practices in Langham mainly focus on the cultural diversity and work within multicultural workforces. This gives the benefits to have sustainable approach in human resource development. However, the focus can be made on time-based strategy of the organisation that enables the employees to have work-life balance (Boella Goss-Turner 2013). Information based strategy of Langham includes the internet based system to regulate the employees and reach to the customers. Another sustainable strategy of the organisation is direct services strategy, within a hotel; it is needed to have multicultural background as this diversity h elps to know the customers who are from different background. Cultural changes of the customers are obvious as guests come from various backgrounds. The managers, as well as the staffs, should take the training in handling the multicultural clients. Recommendation Langham Hospitality group believes in Tradition of Excellence' and they provide genuine services with innovation. However, in enhancing the cultural diversity, the organisation faces issues and existing equal opportunity does not support the cultural diversity. NZ legislation and workplace ethics guidelines: Langham should follow the New Zealand legislations in recruiting the people and managing the employees within the hotel. Cultural diversity can be applied to HR practices and NZ legislations would be helpful. Employment Relations Act: Langham hotel should make an employment relations framework which must increase the flexibility of working culture. The employees and employers relations must be balanced. HR practices of the Langham should reduce the regulations of compliances with making flexible working culture arrangements. Employment relations act helps to induce the fair work culture within Langham that would help the organisation in having diverse background and integration of culture. The Human Rights Act The Human Right Act 1998 of New Zealand deals with discrimination; in the workplace, any kind of discrimination will not be tolerated. Basic human right is unfairly treating of one person than other in similar situation. Any persons from the ethnic background will be treated equally like others in any circumstances. Equal employment opportunities guidelines Langham needs to strive to retain, select and develop the employees from all cultural background and professionalism should be there in the workplace. Diversity training and community engagement Development of cultural awareness is the main focus of diversity training and Langham needs to invest on this. Cultural awareness can bridge the gap between the employees' lack of knowledge of the surrounding employees and their orientation, age, disabilities and background. In addition, Langham can engage the community to increase the understanding of community and that can give the benefits organization in making aware of different culture. Employee referrals Employee referral is internal recruitment policy of the organisation. Langham can internally recruit some ethnic background employees from taking the referrals of the employees. Employee referrals system gives the benefits of having the cultural diversity in the workplace as it is needed in the Langham hotel. Conclusion Cultural diversity is important within hospitality sector as the globalization is the recent trend in a hospitality industry. People from the diverse background can work together and it enhances the corporate work ethics and culture. However, diverse work culture can create conflict; however, managing the workplace culture through HR practices and NZ legislations can be fruitful for Langham hotel. In global perspective, the culture within an organisation is getting more homogenization as cultures are blending effectively within the organisation. The hospitality industry is global now and it sees the internationalization and it is influenced by technology. Langham Hospitality applies the communication systems and transportation that implies the culture of different background. Langham already has HR practices, however, some of the practices are age old in recent global perspective to maintain the culture. However, the organisation needs to make a framework in increasing cultural diver sity and legal framework will be helpful for this. Moreover, Langham can implement the culture as ranges of learned human behaviour patterns. References Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications. Boella, M. Goss-Turner, S., (2013).Human resource management in the hospitality industry: A guide to best practice. Abingdon: Routledge. Boella, M., Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge. Chelladurai, P. Kerwin, S., (2017).Human resource management in sport and recreation. Human Kinetics. Hoque, K., (2013).Human resource management in the hotel industry: Strategy, innovation and performance. Abingdon: Routledge. Kirton, G., Greene, A. M. (2015). The dynamics of managing diversity: A critical approach. Routledge. Langhamhotels.com. (2017). Careers at The Langham Hotels Resorts: Find and apply for hotel and hospitality jobs at www.langhamhotels.com. Career.langhamhotels.com. Retrieved 11 September 2017, from https://career.langhamhotels.com/hr_principles.htm Langhamhotels.com. (2017). Careers at The Langham Hotels Resorts: Find and apply for hotel and hospitality jobs at www.langhamhotels.com. Career.langhamhotels.com. Retrieved 11 September 2017, from https://career.langhamhotels.com/pride.htm Nickson, D., 2013.Human resource management for hospitality, tourism and events. Abingdon: Routledge. Riley, M., (2014).Human resource management in the hospitality and tourism industry. Abingdon: Routledge. Sparrow, P., Brewster, C. Chung, C., (2016).Globalizing human resource management. Abingdon: Routledge. Storey, J., (2014).New Perspectives on Human Resource Management (Routledge Revivals). Abingdon: Routledge.

Lord Of The Flies - Role Of Gender Essays - Gender Studies

Lord of the flies - Role of Gender What was it that caused the aggression and dominance exhibited by the boys of Lord of the Flies? Was it some metaphysical, spiritual force, or perhaps their genetic makeup? Could it have been the influence of their peers or families, or was it the media that inspired this dangerous pattern? Conceivably, their gender had something to do with this appalling trait. It all begs the question, would the same experiences have occurred had females been stranded on the island instead of males? Had females been in a similar situation as the boys in Lord of the Flies, they would have fared abundantly better. Initially, this paper will address society's role in encouraging males' violent behavior, as well as females' politeness and passivity. Secondly, it will be discussed how family socialization influences females' gentle natures and males' aggressive temperaments. Finally, this research will explore both gender's leadership styles, and scientific perception behind these differences. Much of what society dictates can affect children's perceptions of the ideal gender standards, and can lead to abuse and violence. Media has a huge role in perpetuating these dangerous gender stereotypes. Numerous male images are used in advertising and television, representing themes such as "heroic masculinity" and "might is right". These portrayals of violent behavior associated with masculinity target young men and convince them that in order to live up to society's standards, they must resort to aggressive and dominant behavior, the use of assertion, and physical violence. Males are saturated with images of glorified aggression through movies such as Lethal Weapon, sports programs, and "macho" celebrities, like Bruce Willis and Arnold Shwartzenager. Female stereotypes span the opposite extreme. Innumerable young women perceive "ladylike" expectations to be neatness, passivity, politeness, and struggle to meet them, hence they appear nurturing and feminine. Women in the media who challenge these stereotypical behaviors and display assertiveness tend to be slotted into the role of "tomboy" or "dyke". These impositions contribute to the breeding of young men who act in an abusive manner, and are terribly restricting towards boys who covet deep emotion. The antagonist of Lord of the Flies, Jack Merridew, perceives himself to be higher than the others, on the basis of being the choral leader. Jack's hierarchical views cause him to verbally abuse, psychologically torture, and eventually wound and kill other children. With the influences of society's stereotyping, girls would generally more nurturing and caring towards group members. A lot of males' violent behavior and females' complaisance can be accredited to family and institutional socialization. Parents usually raise boys on aggressive sports, such as hockey and football, which encourage violence. Girls, however, are generally brought up on "feminine" activities, dance and figure skating to name a few, which promote a gentle, polite nature. It is the rare parent that heeds their four-year-old son's aspiration to be a ballet dancer by purchasing the child a pair of tights and a leotard. When a boy shows more interest in dolls than in trucks, his family may be distressed, and provoke him to reveal his "masculine" side. After striving for egalitarianism between the sexes for so many years, families still deter young girls from pursuits of hockey stardom, hoping to interest them in Pointe shoes. Displays of emotion by boys are often criticized for being "unmasculine", whereas emotional behavior in girls tends to be expected and accepted. As a result, boys tend to not only hide their feelings, but criticize friends for showing their emotions. Girls, on the other hand, encourage one another to express feelings and console one another naturally.