Deutsche Allgemeinversicherung Case Study Example | Topics and Well Written Essays - 1000 words

Deutsche Allgemeinversicherung - Case Study Example It finds out the accuracy rate of the company’s performance while measuring the quality of its processes (Doty, 1996). It helps the managers to understand the level of productivity in each department and operate those processes at full potential. It is beneficial to DAV because it will identify the quality of the forms filled by the customers and inserted by an employee. It would then help the company in monitoring and controlling the processes (Harvard Business School, 2009). Challenges and limitations in applying SPC (Services to manufacturing) More often the use of the statistical process control tool is used in the manufacturing industry, but its use in the service industry can be rather challenging because of the intangible product (Trip, Does, & Roes, 1999). Humans are the only source that could be referred to while using offering services. So, measuring the people is the biggest challenge in the SPC because the company has to find out the errors that an employee is comm itting instead of a machine which is used in the manufacturing industry. It makes it impossible for companies to consider the factors while measuring their performance. ... There was a conflict in judging the quality of the form as right or wrong. Senior managers suggested that forms should not be considered as wrong if critical information is missing. 2. Better teams do more sampling: There was an issue with some groups that had to increase the sample size which was becoming a burden for some other groups. One group claimed that they had the best accuracy rate of 98% but still they had to increase the sample size (Harvard Business School, 1997). 3. Measuring Lawyers: The lawyers that were working in the legal department had problems regarding measuring the legal work of the customer form. They could not decide between a good form and a bad one even while measuring on the scale (Harvard Business School, 1997). 4. Automatic Charting: There was an issue that the group wanted to measure the quality automatically and should develop and IT system that would monitor these forms. They claimed that this method would save them a lot of time and will make the com pany productive (Harvard Business School, 1997). 5. On the Prowl: The associates were beginning to feel hesitant in providing the accurate results to the senior managers because of their reactions when they find out about the low accuracy rate. They were thinking to work on measuring another type of work which would yield better results to make their senior managers happy. Why problems are occurring and how they can be resolved The solutions and recommendations for the problems are underlined below: Better Teams do more sampling As the quality improvement was being tested in 15 different departments of the company each group from those departments showed interest. But as the quality improvement program continued, it created a lack of interest. So the company should try to

Relationship between Employees, Employer and Representatives

Relationship between Employees, Employer and Representatives Introduction What is meant exactly by employee relations? What has changed since the Industrial Revolution? Salaman (2000) defines employee relations as a reflection of the development of more diverse employment patterns, the growth of high tech and commercial sectors, reduced levels of unionisation and use of management strategies aimed at individualising the employment relationship, in other terms it is the new management of all the variables which influence the work namely the management style, the level of employees motivation, the work environment, job satisfaction, the objectives of the company etc. We can differentiate three phases in the evolution of employee relations since the end of the Second World War, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders, 1968), with a strong voluntarism encouraged massively and informally. The trade unions (basically, it is an association of wage earners, totally independent of employers pressure, who struggle to improve work conditions) had a lot of power and everything was negotiated through deals. In fact, a Trade Union, through collective bargaining can force employers to deal with labour as a collective identity, rather than isolated individuals, and so, secure better the terms and condition of employment (Webb Webb, 1920). However, when the conservative party was elected in 1979, everything changed. The new government introduced a lot measures to limit the role of trade unions. In addition, it introduced an enterprise culture in which individuals and organisations, rather than government, were to be held responsible for economic performance. Thus, as well as rejecting the maintenance of full employment as a major policy objective, they in effect abandoned the commitment of their predecessors to voluntary collective bargaining as the most effective method of determining pay and conditions. Then, there was a total break with the old work patterns but an explanation of this will be the economical context. In fact, after the war, there was a period of reconstruction that engendered a lot of work; manufacturing was the backbone of the economy, it was a period of full employment. After that, there was a wave of privatisation, many companies became multinationals, and there was an internationalisation of business. The aim of the study will be to analyse and evaluate the new approach to the management of employee relations. Firstly, the author will define and explore what the partnership approach is. Then, the study will continue by examining the advantages and the disadvantages of this approach to each stakeholder (employees, employers and Trade Unions). Finally, an evaluation of the prospects for success of the partnership approach and an expression of a critical comparison with the previous ones will be highlighted. The Employment Relation (ER) Employment relationship is an economical exchange of labour capacity in return for the production of goods and services. It is very important to understand the implications of all the aspects of employment relations. High levels of collaboration between the workforce and management are likely to be consistent with greater reliability of production and quality of output, which in turn would bolster the organizations market position. Thus, employment relation is one of the most significant areas that need to be invested (Rollinson, 1993). Salaman (2000) defines employment relations as a reflection of the development of more diverse employment patterns, the growth of high tech and commercial sectors, reduced levels of unionisation and use of management strategies aimed at individualising the employment relationship, in other terms it is the new management of all the variables which influence the work namely the management style, the level of employees motivation, the work environment, job satisfaction, the objectives of the company etc. The state (all levels of government) plays a crucial role in employment relations, both directly and indirectly. The roles undertaken by governments may be categorised into five components including maintaining protective standards; establishing rules for the interaction between the parties; ensuring that the results of such interaction were consistent with the apparent needs of economy; providing services for labour and management such as advice, conciliation, arbitration and training; and as a major employer. The management of the ER system in Britain Britain is a country of Western Europe comprising England, Scotland, Wales, and Northern Ireland. Until July 2003, the British population is 60,094,648. At the height of its power in the 19th century it ruled an empire that spanned the globe (Stewart, 2005: 23-25). It is the dominant industrial and maritime power of the 19th century, played a leading role in developing parliamentary democracy and in advancing literature and science. The first half of the 20th century saw the Britains strength seriously depleted in two World Wars. The second half witnessed the dismantling of the Empire and the Britain rebuilding itself into a modern and prosperous European nation. It is also a leading trading power and financial centre, is one of the quartets of trillion dollar economies of Western Europe. The British industrial relations system has a long history and has undergone much change in recent years. There are three phases in the evolution of employee relations since the end of the World War II, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders, 1968), with a strong voluntarism encouraged massively and informally. The partnership approach What is it? The use of this term is a relatively recent political phenomenon. Some people affirm that it is just a term used by the Government to attract popular support because nobody can be against Partnership (Knell, 1999). Some others, more optimistic, see in this term a new pluralist approach to industrial relations. This concept comes from the idea that enterprises should recognise the interests of each stakeholder, namely employees, employers and their representatives, in order to satisfy each party. The aim of this approach is to find a common interest of management and labour, through trust and mutual involvement, instilling a sense of belonging and involvement. The Involvement and Participation Association (IPA, 1992) identifies six key principles: A shared commitment to the success of enterprise, including support for flexibility and the replacement of adversarial relations. A recognition that interests of the partners may legitimately differ. Employment security, including measures to improve the employability of staff as well as limit the use of compulsory redundancy. A focus on the quality of working life. A commitment to transparency, including a real sharing of hard, unvarnished information, an openness to discussing plans for the future, genuine consultation and preparedness to listen to the business case for alternative strategies. Adding value the hallmark of an effective partnership is that it taps into sources of commitment and / or resources that were not accessed by previous arrangement. For the New Labour government, partnership at work becomes an important objective. B. Its dimensions 1. Who are the partners? The partnership is between individual employer and individual employee and their representatives but the latter partner is weak in the new work relation. The partnership approach is more focused on individual relationships than a collective one, like in the past. Indeed, New Labour insists on individual choice. For them, it is not an obligation to integrate a working union. It emphasises that individuals are the best judges of their own individual interests. That is to say that the individual has the choice of whether or not to join a trade union and whether or not to take part in the coverage by collective agreement. It might mean the new government is not really in favour of the trade unions. In fact, some people think that a trade union would be an enemy of the partnership approach in the sense that trade unions defend the workers interests and they always have a confrontational relationship with the employers. Then, how can a partnership be formed if one of the partners does not make an effort to find a common agreement? In this way, the trade unions role has to be redefined. They have to play a co-operative role with employers in order to find some common interests which satisfy both the employees and the employers. The psychological contract The psychological contract is the basis of a partnership approach. It is the link between employers and employees. It establishes the expectations, aspirations and understandings which they have of each other (Herriot, 1998). The author has noticed that the psychological contract has changed since the last few years because of the changes of the work environment (change in workforce structure, re-engineering, downsizing.). The old psychological contract was based on security and predictability, now it is more situational and short term and assumes that each party is much less dependent on the other for survival and growth. According to Hiltrop (1995), the new contract can be defined as follows: There is no job security, the employee will be employed as long as he/she adds value to the organisation, and is personally responsible for finding new ways to add value. In return, the employee has the right to demand interesting and important work, has the freedom and resources to perform it well, receives, pay that reflects his or her contributions and get experience and training needed to be employable here or elsewhere. The psychological contract has to be strong and truthful to allow a partnership relation The voluntary aspect of the partnership New Labour insists on the voluntary aspect of the new work relation. The partnership should be introduced through cultural changes which will lead to more positive relationships between employers and employees than the letter of the law can ever achieve. That is to say that the law itself can not resolve the problem of employee relations, some cultural changes have to emerge first. Employers and employees have to make some effort to improve the work relationship. The advantages and the disadvantages of the partnership approach: A. For the employees 1. Advantages With the partnership approach, employees benefit from a Family atmosphere with friendly policies. For example, they benefit from new working arrangements which allow a greater flexibility. There is a harmonisation of working conditions, policies and procedures for all employees under training. The partnership approach introduces a new pay structure: pay is monthly through credit transfer, and the traditional annual pay is replaced by an objective formula. Moreover, a reduction of the working week for manual and craft employees can be observed. 2. Disadvantages However, the partnership approach introduces the notion of the individual worker. In this way, trade unions are less useful in the employer/employee relationship and lose their power. Then, the employee is in a weaker position than his/her employer (a caution has to be noticed because, trade unions have a right to accompany their members during the disciplinary or grievance interview). B. For the employers 1. Advantages Firstly, the partnership gives a good reputation to the enterprise which applies it. Moreover, it allows a greater stability of employment because employer talks to employee and establishes some rights and some obligations that each party has to respect (limit the turnover, strikes and so on). The relationship between both is more respectful and equal. Furthermore, the partnership allows a greater openness over the enterprise. Through it, the employers know what is wrong with the employees and try to find how they can fix it. The work atmosphere is more friendly and truthful. The partnership approach is, as well, a need for a change in approach to the trade unions. To date, the relation between employers and trade unions is based on confrontation. This new approach gives a secondary role to the trade unions and privileges the individual employer/employee relations, which is easier to manage. Moreover, employers try to improve work conditions, in return they profit from a greater activity because workers feel good in the company. In addition they can have greater performance appraisal and a new understanding of performance management through control and feed back. 2. Disadvantages This approach demands a lot of administration and is quite constraining for a company. To fire an employee who has a poor performance for example, the employer has to give a first warning and propose a disciplinary interview in order to detect what is wrong with this employee. If nothing has changed, the employee can receive another warning, the last one, before the dismissal (or other sanctions). Sometimes, procedures take too much time and engender an economical loss. Moreover, the enterprise can lose some power in relation to its employees. Previously, employers had the economic power over employees, now this power is more shared between both because their relationship is more interdependent. C. For the trade unions 1. Advantages There is a new stake in their role as representatives. They have to prove the value of the employers to the employees and the value of the employees to the employers. Moreover, the trade unions can profit from a partnership fund in order that employers and employee representatives work together to support innovative projects to develop the partnership approach in the workplace (Lord McIntosh Lord Hansard, May 1999). 2. Disadvantages The partnership approach has more disadvantages than advantages for the trade unions. Through it, trade unions lose some power. Firstly, their recognition is limited. According to the government, the trade union has a secondary role in the employer/employee relationship. Then, their role has to be redefined in a more consultative sense; it has to focus on the information, the communication, the representation and the partnership. Their contribution to the partnership is potentially useful but far from being essential. Thus, trade unions are worried about their traditional role which is to defend the workers interests. They think that in this new approach, employee representatives will become part of the management. Moreover, according to the IPA, the partnership needs a different channel than the union one, because this model is not adequate anymore. In fact, the union presence is weak or non-existent in the majority of companies in Britain, therefore, the partnership needs a new representative structure. Evaluation and criticism of the prospects for success of the partnership approach The employment relation through the partnership approach becomes fairer. For example, union co-operation in more flexible work patterns, teamworking, the introduction of annualised hours and the harmonisation of terms and conditions of employment are all greater assets of the partnership approach. Concerning job security, the partnership approach remains limited: The job security guarantees have been identified as the hallmark of partnership approach by many of its advocates, although, they have no featured in all such agreements. In most cases, they amount to relatively limited management commitments to avoid the use of compulsory redundancy as a means of labour shedding- a fairly familiar practice in organisations that can attract sufficient candidates for early retirement and voluntary redundancy with enhanced severance payments. Moreover in some partnership agreement, trade unions and employees are required to co-operate with measures with make the avoidance of compulsory redundancy easier, including the acceptance of the companys use of subcontracted, temporary or short-term contract staff ( Taibly Winchester, 2000 and Bach Sisson,2000). Moreover, the fundamental need for a successful approach requires some cultural changes; we have to break with the old practice (industrial/adversarial ones) because we cannot access a new form of management without this. Furthermore, the partnership approach appeared in a particular political context. In fact, it was the end of the Conservative government (characterised by a policy of deregulation) and the beginning of the Labour party which developed the important idea of commitment to the partnership in the workplace. But, its aim has to be analysed very carefully because we can notice that the government refused to take part in some social policy proposals developed by the European commission. This reaction is contrary to the apparent willingness of the government to introduce fairness in work and at work. However, some surveys show that employees feel better with the partnership agreement. We can notice that job satisfaction level is greater than before (Bach Sisson, 2000) but this result has to be taken with caution if we refer to the recent strike of the Post Offices which occurred last month. Then, the question is whether the partnership approach is successful? In the historical, political and economical context, the author thinks that partnership and the willingness of each stakeholder are present. The difficulty is just trying to apply it in the best way. Britain has made a lot of effort to improve work conditions. Compared to the past, this approach is the compromise between the two previous ones. Indeed, the first one (~1945-1979) was too dominated by the trade unions. The following one was too adversarial; the employees lost all their rights. Thus, this new approach tries to satisfy both parties. Conclusion The work is not finished. If the partnership approach succeeds in satisfying the stakeholders, it needs to be improved again. Britain needs to work on other more social law proposals and take part in the European ones. However, the employment relations are governed by the variation of the market as well; hence, it is very difficult to satisfy everybody. But, the important thing is to try to do the best. Moreover, there will always be some disagreements and unfairness in work and at work; we have to be patient because it takes time to change the mind of each person.

Harappa :: essays research papers

The Indus Valley civilization flourished around the year 2500B.C., in the western part of southern Asia, in what is now Pakistan and western India. In addition it is referred to as the Harappan Civilization after the first city that was discovered, Harappa. Eventually, the Harappan Civilization completely vanished around 1500B.C. Men and women used to wear colorful robes. Women wore lots of jewelry and even lipstick. In addition women would wear bracelets like the ones that are worn today in present day India. Harappans houses were made out of baked brick, they were mostly one or two stories high, flat roofs and all of them were almost identical. Each house had it’s own well, drinking water and sometimes their own bathroom. People had clay pipes, which led from their bathroom to a sewage pipe that eventually ran out into a lake or river. These people were very good farmers of their time so they would usually have something like wheat bread and barley for dinner. Harappans grew peas, melons, barley, dates and wheat. Farmers would raise cotton, and had zebus, pigs and sheep. In addition the Harappans were so advanced they caught fish in the river with hooks! Little kids also had toys to play with as children. Some of the things people have found are, whistles, shaped like birds, small carts and toy monkeys that could slide down a string. Harappan entertainment was dancing, which they loved and there was a big swimming pool that was used for the public. In addition around the pool there were private baths and changing and dressing rooms. Transportation was ox, camels and elephants to travel on the land. They also had carts with wooden wheels. There were also sailing ships with masts that were supposedly used for sailing around the Arabian Sea. It is true that in the Harappan Civilization they did not write any cave carvings or a written language, except a few sentences, which we don’t understand. Something incredible that happened was around 1500B.C. These people just all disappeared. Nobody knows why it happened, but they have clues, like maybe they ran out of wood to hold back the flooding and they would have died if they stayed. Scientists have found out that 1,400 Indus sites were discovered since 1996 which is big enough to make the Harappan Civilization an Empire. The only problem is that there is no sign that emperors governed these people.

Roman Construction

The ancient Romans were known for their brilliant engineering that have  stood the test of time. They were brilliantly manufactured to make the ancient Romans  more comfortable. Most of the inventions were improvements of older engineering ideas,  inventions, and concepts. The Romans improved the recipe of cement, which was  invented in Egypt, and created concrete. The Romans were greatly influenced by theGreek and the Estrusan.The construction and technology for bringing running water into the cities  were invented in the East. The construction of roads, were common then as it is now.  The Romans improved the design and perfected the construction so well it is used today.  The three examples I choose to write about Roman Engineering are first the Roman  aqueduct.   This construction was used to supply water to the people in the city. The  aqueduct is one of the most brilliant engineering constructions in the ancient world.It set a standard that has not been equal ed Centuries after the fall of Rome.  Many of the cities in Rome, today still use the aqueducts to supply water for the city.  The aqueduct is estimated to be between 40 and a little over 500km in length. It is  29miles (47) km; above ground because most Roman aqueducts ran beneath the surface  of the ground. To build underground makes the water disease free as well as helped the  aqueducts from being attacked by enemies.The Roman aqueducts were sophistically built and remarkably thinly  technically standard. It has a gradient of only 34cm per km, lowering 17m vertically with  its entire length of 50km. Largely powered by gravity, it moves large amounts of 6  million gallons of water a day. The combined aqueducts in Rome supplied around  1million cubic meters which supplied 30 million gallons to the city each day. This is  great engineering feat has not been equaled until the 19th Century.The construction of the Roman aqueducts is the use of Chorobates. The  Ch orobates used in this engineering were used to level terrain before construction. The  Chorobates was a wooden object that was supported by four legs. It had a flat broad top  with an engraved half circle. The half circle was filled with water to make the angle  which there is no water will be measured.The Groma is another tool used in the construction of the aqueduct. It  was used to measure right angles. It consisted of stones that hung off four sticks and was  perpendicular to one another. Distant objects marked out against the group of stones are  placed horizontally. There were nine aqueducts built, in ancient Rome supplying 38  million gallons a day to Rome.  A second example of Roman engineering is the Roman roads. These   roads were an essential to the growth of Rome because they supplied the Roman Empire  to move enemies in War. They were also created to hinder the enemies organizing to  attack Rome. The road, in its greatness was 85,000 km containing 372 links. The  Romans became adept at constructing the roads for political, military and commercial  reasons.The roads were long and important for the stability and expansion of the Roman Empire.   The Roman Roads were built first with Roman Army builders who  cleaned the ground of trees and rocks. They then build a trench where the road was  going to be laid and then filled it with large rocks. They put the large stones, pebbles,  cement and also sand and packed it down making a firm base. They added a layer of  cement that was mixed with broken tiles, paving stones creating the surface of the road.The stones were cut to fit tightly together. They placed kerbstones at the side  of the road to hold the paving stones and create a channel were the water can run.  The third example of Roman engineering, are Roman Bridges. The Romans  were first to build these bridges and make them long lasting. The Roman bridges were  built with stones with an Arch as its basic s tructure. The Romans used a new form of  cement called concrete to build the bridge. The Bridges were built in 142 BC, and was  named the Ponte Rotto.It is the oldest Roman stone bridge built in Rome. The Roman Bridge  characteristics are many they are 5 meters wide. Many have a slope and lean slightly.  Roman bridges have rustic work. The Roman Bridges stonework has a changing stretcher  as well as header courses which consist of a layer of square stones that are laid  horizontally. The end faces outwards, in the next layer of square stones.  The stones are connected with dovetail joint or with metal bars.  Indentions found in the stones were created by the gripping tools used for the  workers to hold onto.   The Romans also used tools such as slaves to move building  blocks of stones as well as levers and pulleys. They used chisels, concrete, plumb bob, a  bronze square, bronze dividers, and bronze foot ruler to build the bridges and the  powerful, and mi ghty city of Rome.Works CitedRoman Architecture- http://www.iol.ie/~coolmine/typ/romans/archie2.htmlThe Roman’s Page.Mark Warner, 2007-Roman Roads-The Downs FM; The amazing podcastOf the downs CE Primary School-Teaching Ideas; Subject: History. http://www.teachingideas.co.uk/history/romanrd.htmChris Trueman; The History of Ancient Rome- History learning site; http://www.historylearningsite.co.uk/roman_engineering.htmChris Trueman; Roman Roads-The History of Ancient Rome-History learning site; http://www.historylearningsite.co.uk/roman_roads.htm

The Bride Comes to Yellow Sky

The Bride Comes to Yellow Sky is a short story by Stephen Crane which was written in the late 1890s. The plot is simple, the story brief, and the characters complex. Crane articulately explores the slow disappearance of the American Frontier. The American West, in legend and in truth, played an essential role in chiseling the character of the American spirit and nationalism.The American West created the first truly free man. The European Frontier was nothing more than people recreating â€Å"Old World values and deferring to authority†. (Burns 37) The frontier in America had no law, no authority, and men lived by their wits.America thinks of it’s frontier as being within the country not at the edge. There is no line which separates the frontier from settled land. America’s frontier was transient and terrestrial. As Crane explores in â€Å"The Bride Comes to Yellow Sky†, the American West could not stay â€Å"wild† forever. As the West became a place where adventurous individuals wanted to be, it became a place of less adventure – modernized by the East. While the short story can have many of the major characteristics of a traditional western, the plot, environment, and the narration are strikingly different.Crane, in â€Å"The Bride Comes to Yellow Sky†employs the setting, character development, names and narration to represent a time of change in the â€Å"West†. The plot events center around the Yellow Sky's The Bride Comes to Yellow Sky† is a short story by Stephen Crane which was written in the late 1890s. The plot is simple, the story brief, and the characters complex. Crane articulately explores the slow disappearance of the American Frontier. The American West, in legend and in truth, played an essential role in chiseling the character of the American spirit and nationalism.The American West created the first truly free man. The European Frontier was nothing more than people recreating â€Å" Old World values and deferring to authority†. (Burns 37) The frontier in America had no law, no authority, and men lived by their wits. America thinks of it’s frontier as being within the country not at the edge. There is no line which separates the frontier from settled land. America’s frontier was transient and terrestrial. As Crane explores in â€Å"The Bride Comes to Yellow Sky†, the American West could not stay â€Å"wild† forever.As the West became a place where adventurous individuals wanted to be, it became a place of less adventure – modernized by the East. While the short story can have many of the major characteristics of a traditional western, the plot, environment, and the narration are strikingly different. Crane, in â€Å"The Bride Comes to Yellow Sky†employs the setting, character development, names and narration to represent a time of change in the â€Å"West†. The plot events center around the Yellow Sky's The Bride Comes to Yellow Sky† is a short story by Stephen Crane which was written in the late 1890s.The plot is simple, the story brief, and the characters complex. Crane articulately explores the slow disappearance of the American Frontier. The American West, in legend and in truth, played an essential role in chiseling the character of the American spirit and nationalism. The American West created the first truly free man. The European Frontier was nothing more than people recreating â€Å"Old World values and deferring to authority†. (Burns 37) The frontier in America had no law, no authority, and men lived by their wits.America thinks of it’s frontier as being within the country not at the edge. There is no line which separates the frontier from settled land. America’s frontier was transient and terrestrial. As Crane explores in â€Å"The Bride Comes to Yellow Sky†, the American West could not stay â€Å"wild† forever. As the West became a p lace where adventurous individuals wanted to be, it became a place of less adventure – modernized by the East. While the short story can have many of the major characteristics of a traditional western, the plot, environment, and the narration are strikingly different.Crane, in â€Å"The Bride Comes to Yellow Sky†employs the setting, character development, names and narration to represent a time of change in the â€Å"West†. The plot events center around the Yellow Sky's became a place of less adventure – modernized by the East. While the short story can have many of the major characteristics of a traditional western, the plot, environment, and the narration are strikingly different. Crane, in â€Å"The Bride Comes to Yellow Sky†employs the setting, character development, names and narration to represent a time of change in the â€Å"West†. The plot events center around the Yellow Sky's town Marshal, Jack Potter.He is a quiet man in his early fifties who has been a lawman for several years. He travels to San Antonio, unbeknown to his fellow citizens to get married to woman his own age. In his absence the town drunk, Scratchy Wilson, show up in town looking for a fight and when the Marshall is no where to be found, he takes his boredom out on the town. The general impression of Wilson is that he is not necessary a threat but more of a pest, who is usually handled by Marshall Potter (Burns 36). The Marshall and his new wife travel home, by train, and when they arrive in Yellow Sky they are unexpectedly met by Wilson.Wilson immediately demands a duel and waits for Marshall Potter to draw his weapon. To Wilson's surprise, Potter has no weapon and insists that his â€Å"games† must cease. An often overlooked aspect of Crane's writing his unique uses of names and labels as applied in his stories. â€Å"The Brides Comes to Yellow Sky† is no home, by train, and when they arrive in Yellow Sky they are unexpectedly met by Wilson. Wilson immediately demands a duel and waits for Marshall Potter to draw his weapon. To Wilson's surprise, Potter has no weapon and insists that his â€Å"games† must cease.An often overlooked aspect of Crane's writing his unique uses of names and labels as applied in his stories. â€Å"The Brides Comes to Yellow Sky† is no exception. A close examination of the names in this short story reveal humor, symbolism, and commentary on the destruction of the American Frontier. While Crane utilizes characters names to perpetuate his representation of the easternization of the West, it is also typical of Crane's parody on the â€Å"western†. The Marshall is given the name of Jack Potter which comparatively different from the real life legendary Marshals of the West – Wyatt Earp and Wild Bill (Tietz 94).Crane's choses this name to make a statement about the kind of man Jack Potter is. He is not unique or charismatic as the Marshals of years past, whos e personality was just as wild and unforgiving as the Frontier once was. Jack Potter is a generic name, like his new bride who was never given a name. The name Potter evokes the idea of a Potter's Field, where the nameless and poor are buried. Yet, Crane, in writing this parody, describes Potter as â€Å"a man known, liked, and feared in his corner, a prominent person† (92).Marshal Jack Potter's foil, Scratchy Wilson, is also equipped with a name which parody's the western as well as comments on the migration of the eastern culture into the west. Scratchy is seen wearing red, with boots, red face â€Å"flamed in a rage begot of whisky† (94). Crane has designed the Scratchy character to appear as the devil. Satan, in old texts, are often referred to as Scratch (Tietz 90). However, Crane chooses not to call him Scratch but Scratchy. This simple name change shifts the evil outlaw to a kid-like character.