The company culture of Pixar Animation Studios

The company culture of Pixar Animation Studios Introduction The origin of Pixar is traced back to 1984 when John Lasseter the Chief Creative Officer of Disney and Pixar joined the computer graphics division of Lucasfilms. Two years later Steve Jobs bought this unit and renamed it Pixar that went on to produce award winning short films, commercials and documentaries. The Company expanded its creative potentials to make its first computer animated movie, Toy Story in 1995 that marked the beginning of a new era in animation film industry. Pixar re-defined the meaning of success with major triumphs in the form of The Incredibles, Finding Nemo, Toy Story 2, and many others to follow. The Company was acquired by Disney in the year 2006, a strategic alliance that expanded the creative potentials of Pixar to further heights. The success of the company has been termed as dramatic and inspirational for other firms in the creative industry segment. The much talked about Pixar culture provides an interesting insight into how an organization can nurture t he creative talents of its employees across different levels. Research issue The research paper explores the different dimensions of the Pixar culture and its open door policy to understand the ways in which the organization has expanded its creative potentials to become one of the most innovative organizations in the industry. The objective of the paper is to analyse the impacts of the people management practices adopted at Pixar in promoting a creative work environment. Theoretical analysis framework Theoretical analysis provides any research work with the necessary facts and evidence that support the research findings and implications. In this section, the paper will focus on analysing the organizational culture of Pixar through two distinctive models the organizational aesthetics model and Handy (1985) or Harrison (1972) Model of culture. The study of these two theoretical dimensions enable a deeper insight and understanding of how the structural design and practices within an organization shapes its workplace environment and employee attitudes. The study and understanding of these two theoretical dimensions have been used to analyse the Pixar culture that promotes creativity through an enabling work culture. Organizational aesthetics model Aesthetics offers a new look into organizations, and a look at alternative ways of expressing and making meanings that deeply influence organizational interactions, behaviours, and understandings (Taylor Hansen, 2005). Aesthetics relate to our senses and contextual experiences that shape our knowledge and beliefs. Organizational activities and strategies are to a wide extent influenced by the social and contextual environment in which they exist. The underlying assumption of the aesthetic approach to the study of organizations is that, although an organization is indeed a social and collective construct, it is not an exclusively cognitive one but derives from the knowledge-creating faculties of all the human senses (Linstead Hopfl, 2000). According to this approach organizations are created through the re-definition and application of knowledge processing skills that are harnessed for productive gains. Since the organizational processes are widely impacted by the individual perceptions, attitudes, beliefs, opinions, values and reflections of the workforce that drive operational efficiencies. These are indicators of organizational aesthetics that bind the various elements into a more cohesive structure that helps in the production of goods and services for the larger community. Recent Trend in Organization Aesthetics The significance of such models is underlined by the increasing diversity of the workforce in present business environment and the difficulties faced in integrating the skills of individuals from varied knowledge sectors to develop a single product. Research studies have established that an understanding of the organizational aesthetics can help in improving managerial abilities to lead the team towards a more effective performance. Studies have revealed that the understanding of organizational aesthetics can help managers to identify the parameters of how to analyse and approach any issue. This particular aspect enables the organization to pursue a strategy well defined and supported by an understanding of human values and dimensions that impact work performance. Organization Aesthetics in Pixar Bill Capodagli, the author of Innovate the Pixar Way: Lessons from the Worlds most Creative Corporate Playground in an interview with the Enterpriseleadership.org (2010) stated that Pixar has a set of deeply rooted values that champion excellence, tap innovation, and encourage collaboration. Following this observation, it can be inferred that the organizational practices and strategies adopted by Pixar have been a vital factor in promoting its creative talents. The question that this observation raises is what kind of organizational design and practices Pixar has that promotes such creativity. Organizational structure plays a critical role in nurturing individual talent and providing the employees with the opportunity to deliver their true potentials Edgar Schein in 1985 observed that organizations can be broadly categorised into two types Organization A that adopts an open environment facilitated by free flow of communication and less formal atmosphere; and organization B that supports a closed door structure featured by formal work procedures and low interactivity among employees. Pixar belongs to the Organization A type that exhibits an open culture (Schein, 2004). This kind of organization supports team based work culture. The success formula of Pixar is based on team work, collaboration and free flow of communication between individuals. The high level of interaction and flow of communication within the organization is promoted by its flat organizational structure. The organization is founded on remarkable management practices that discourage hierarchical system of r eporting. The non hierarchical organizational structure promotes responsibilities and motivates the employees to put in their best at work resulting in high performing organizations. However, such work culture demands strong commitment and high level of energy from the employees. The operating principles of Pixar is based on freedom to communicate with anyone, a work environment that is safe for everyone to offer ideas, and staying close to innovations happening in the academic community (Catmull, 2008). The creative focus of the organization has been on harnessing its human resource potentials to the optimum through the application of aesthetic organizational principles (McElroy Morrow, 2010). This involves providing its employees with a work environment that is most informal with all amenities and luxuries that enable the stimulation of the creative senses of the workforce (Buzalka, 2006). The company adopts a non-hierarchical organization structure that encourages associates to actively participate in the decision making process at all stages. The organization supports employee empowerment in the form of supportive management practices that focuses on employee skills development and promoting participative leadership style. The lack of formal reporting lines and accountability of employees is compensated with mentors who assist the new comers into the organization and guide them through various stages of career progression. The ability of the organization to create and sustain in novation at work is dependent on speed, transparency and accountability (Hamilton, 2005). Organizational design is to a large extent guided by the flow of information across various levels and departments. Entrepreneurs re-engineer business processes to accommodate a flatter form of organization structure that necessitates free flow of information and knowledge to the workforce. Organizational structure plays a pivotal role in determining organizational culture and values, communication lines and the extent of employee involvement in decision making process. The levels of reporting and accountability framework of a company determine the corporate culture and work environment existing within the company. In current business context, entrepreneurs re-engineer business processes to accommodate a flatter organization structure that necessitates free flow of information and knowledge to the workforce. Knowledge and learning culture forms the key to business success in todays competitive industry. Pixar has managed to leverage existing technology tools to create competitive adv antage through enhancing its competencies and skills to adapt to new systems and innovate work processes for launching and creating new ideas. The effectiveness of such work processes is largely impacted by employee skills, competencies and access to relevant information. In the organizational context, knowledge is a tool that helps the organization to achieve strategic goals and objectives. These goals include generating a reputation for technical expertise, translating expertise into new business ideas, gaining new experience in specific areas to achieve cost advantage and optimum use of internal resources. At Pixar the open organization design facilitates interaction between employees that promotes teamwork. Such initiatives contribute to organizational productivity by providing the employees with a suitable physical environment to work in. Pixar presents a fine blending of learning and team work assisted by an open organizational design that enables the company to roll out new ideas and creative products for their target audience. Advantages of Organizational Aesthetics Workplace design and physical office environment plays a significant role in enhancing organizational productivity and performance. Research studies have concluded that improvements in office design and management are not the only consideration for organizational productivity, but they have an important role to play; offices should be considered as a potential asset rather than just a space to house employees (Charles Zweirzchowski, 2004). Organizational aesthetics take into account the need for designing workspaces to meet the work process requirements. Adequate space designing for privacy of work, open office plans to promote teamwork and interaction between co-workers support the organizational goals by providing the employees with the desired workspace. Technology has created new expectations and influenced consumer behavior to include a wide gamut of options and possibilities that can be explored by organizations to launch new trends and range of products. Such business models are supported by increased collaboration and interaction between employees across different departments. The open design office structure supported by Pixar enables the employees to communicate and discuss freely the work issues and details. Discussions and deliberations on work issues are effective in promoting work efficiency and enable the companies to come up with million dollar ideas. The right mix of design and functionality while planning office spaces can have a positive impact on organizational productivity and performance through reduced operational costs in the form of shared resources and effective teamwork. Types of office design The conventional office design and workplace layout have undergone massive transformations over the past few decades. The previous sections have elaborated on the significance of organizational aesthetics in developing creative potentials within the firm and the analysis highlights the impacts that structural design has on employee productivity and performance. Efficient workplace design can positively impact employee motivation levels and satisfaction. Theoretical frameworks in this context have emphasized the significance of workplace design and office layout plans in supporting organizational goals, work processes, innovative culture and business values. Bill Capodagli in an interview with the Credit Union Magazine recently commented that the success behind Pixar lay in its conceptualisation of a corporate playground that enabled its employees to relax and enjoy within the organization. When you go there, you may see people playing football or swimming in an Olympic sized pool. It has created an atmosphere where work is fun working hard and playing hard (Capodagli Credit Union, 2010). Pixar has adopted an open office design that enables its employees to share ideas, conceptualise new designs and initiate new practices for effective results. An analysis of the effectiveness of the office design theories put forward by Duffy (1997) reveals interesting insights into the Pixar model. Duffy (1997) in his works had proposed four distinct types of office design namely den, club, hive and cell. The matrix given below illustrates the extent to which these four office design types support interaction and autonomy in organizations The work culture at Pixar shows a high degree of team work and interaction between employees. The organization as studied in the previous sections supports a participative decision making process. The daily work of the employees is reviewed by peers and managers for assessing the effectiveness of outcomes (Capodagli, 2010). Hence the work environment at Pixar supports limited autonomy combined with high level of interactivity that is characterized by the Den office design as postulated by Duffy (1997). The effectiveness of such office design is emphasized by its contribution in motivating and inspiring employees towards creativity. Such workplace design according to Van der Voodt (2004) promotes a transparent organizational structure, enables employee empowerment, encourages team work, promotes learning, facilitates free flow of information, allows increased collaboration at work and creates a motivational environment. It can be inferred from the above discussion that organizational design and workplace layout must focus on enabling increased collaborative environment within the departments and hierarchies. Organization Culture and Workplace Environment The previous section highlighted the significance of organizational aesthetics and workplace design in shaping the Pixar work culture. However, the analysis of the success mantra of Pixar cannot be complete without an insight into its organizational culture that is reflected in its workplace environment. Organization culture defines the organizational belief, values and norms shared by the employees. An organization is shaped by the culture that predominates in work environment, employee behaviour and managerial attitude. Pixar adopts an organization culture that defies all traditional theories related to managing and running a business establishment. Conventional management practices focused on bureaucratic controls and centralised decision making system that demarcated distinctive roles for each individuals. The evolving concepts of organizational culture and practices focus more on employee welfare and development plans that inspire the workforce to display proactive behaviour at work. One of the distinctive challenges faced by all organizations today is motivating its employees to achieve higher levels of performance and build a work climate that induces positive attitude to work amongst its employees. Motivation is a key area where the organizational management needs to stand out in order to achieve a high degree of employee creativity skills in solving business problems. Opportunity oriented, reward oriented, freedom to explore and work on their own are some of the factors which contribute to a high degree of motivation which gives solidarity to the company and promotes a good organizational culture. A high degree of employe e motivation ensures that employees work freely and without reservations in achieving their desired goals. They are also given the freedom to work on their own to allow creative ideas and hence innovative practices to grow. This would not be possible in a restricting environment where the employees do not have the room to develop and grow their intrinsic creativity skills. Pixar adopted the innovative and creative approach to expand its market potentials and gain new grounds in an emerging industry. The promoters of the Company ensured that the team based work approach promoted creative talents of its employees and nurtured the potentials of the workforce through an enabling corporate learning environment. This is a new kind of movie studio that not only invents its own technology, much like a whiz-bang Silicon Valley Company, but also comes up with new production methods and organizational innovations that bring unheard of discipline to the crazy business of making movies (Schlender, 2004). Model of culture Different models of organizational culture have been proposed by researchers and academicians. Such models provide the basis for understanding the context in which organizations operate within the existing business environment. One of the models proposed by Roger Harrison (1972) suggested that organizational culture is primarily of four types that include power, role, task/achievement and person/support (Cartwright Cooper, 2000). This model was further researched by Handy to provide four distinctive categories of organization culture. The four categories have been identified as role culture, power culture, person culture, and task culture. The role culture reflects bureaucratic organization that takes into account the procedures and position of employees to define the existing work culture. The power culture is influenced by the control of individuals at the head who run the whole show for the business. The person culture is shaped by the leader-subordinate relationship that accounts for the existing work culture. The task culture is based on impact of individual knowledge and expertise that influences the work culture and environment (Itzen Nerwman, 2005). The organizational culture displayed at Pixar focuses on increased collaboration and team work culture. The creativity at Pixar is fostered daily by an open collaborative atmosphere in which every member of the team is engaged in the process and commited to a common goal in this case, a good entertaining story (Kiedaisch, 2010). The company adopts an integrated approach towards its people development strategies based on group learning initiatives and team work focus. One of the mechanisms adopted by organizations today is the reinforcement of team work that provides the individuals with the autonomy and freedom to act according to the need of the hour. Teams at Pixar are an integral part of operational processes and the organization relies extensively on teams to perform strategic functions. The team learning process is not only innovative and inspiring to the members but it also helps the organization devise new strategies and creative ideas that can work wonders for the business. Hence it can be concluded that Pixar displays task culture where individual expertise and skills are integrated with organizational capabilities and resources to produce new ideas and product designs. The task culture brings individuals working on specific tasks together to contribute to the completion of a bigger task. The work approach focuses on completing the job at hand successfully and more emphasis is given to a collaborative approach that necessitates the coming together of differently skilled people to accomplish the goal. Hence this kind of work culture promotes an informal work environment where decision making is usually reached through discussions and consensus between the employees. This type of work culture is also characterized by increased interaction and exchange of information between members. Suggested applicable solutions In order for an organization to remain relevant and to compete in pursuit of its mission, management of organizations must pay attention to both ends of the process, generating creative ideas frequently and utilizing its innovation process to realize the potential value of those ideas (McLean, 2005). Organizations operating in a competitive business environment depend on innovation and creativity through the adoption of latest technology tools and applications to drive market advantage in their favour. Management of technology and its judicious application in work processes facilitate the firms to deliver high quality products and superior work performance that is driven by an enabling work culture. Adopting work practices that promote creativity and innovation within firms can be a challenging task since the application of such business models are impacted by the human resource strategies, managerial capabilities and resource availability (Gilmartin, 1999). Studies of such business models in creative organizations have proved the effectiveness of these strategies that promote innovation and a positive work culture within the workforce. An analysis of the competitive industry environment provides a clear picture on the existing market environment and its current trends. The driving economic forces that guide the market movements and emergent technology trends are significant to the analysis of markets and help organizations like Pixar to define appropriate strategies to retain competitive advantage. Futuristic technologies are envisioned to create better and increased utility of existing products and services for improved applications and heightened consumer satisfaction. However, the effective utilisation of such technology trends depends on the creativity of its manpower. Creativity contributes to the generation of new ideas and help companies in distinguishing their products and services from their competitors in the market. Pursuing a creative organization approach must focus on developing the human resource of the organization. Conclusion The analysis of Pixar work culture and organizational aesthetics have highlighted some significant points in context of strengthening the innovative capabilities of a company. While office workspace design and structure play a significant role in influencing a positive work environment the role of organizational culture and strategic practices involving team work, participative leadership approach and employee empowerment in promoting creativity among employees cannot be ignored. The guiding principle behind managerial strategies and focus of the organization has been nurturing relationships and building trust among employees that helps in creating an amiable and creative work environment. If we get that right, the result is a vibrant community where talented people are loyal to one another and their collective work, everyone feels that they part of something extraordinary, and their passion and accomplishments make the community a magnet for talented people coming out of schools or working at other places (Catmull, 2008).

British cycling safeguarding and protecting children policy Essay

There are strategies that aim to protect children and vulnerable adults from people who might seek to abuse them and cause them harm. And in order to achieve this is by monitoring people who seek admission to them through their work, paid, unpaid and voluntary. They will have to be registered under the vetting and barring scheme and will be checked against one of two barred lists and those wishing to work with children and one for those who want to work with vulnerable adults. Recruitment of staff: working with people who need much care can be so challenging and it requires trained staff who know how to deal with them. It is very important a person to undergo criminal records before working with vulnerable people, good checks and practice taking references from previous employers are very important as it might prevent risk coming to vulnerable people. People who require jobs that involve the care of vulnerable adults will always be required for CRB check and this is significant to the safeguarding of vulnerable adults as it means giving greater protection to susceptible adults. No Secrets -Department of Health Guidelines 2000: this offers a structure and content for development of local agency policies procedures and promotes safety to vulnerable people. This department is useful for people who feel they are at risk of abuse by their care providers and the local agency have the responsibility to protect and prevent any harm that comes to a vulnerable people. This also covers for to identify who is at risk and why this might be. And it sets out a multi-agency framework to encourage different agencies to work closer together. Safeguarding Adults – A National Framework for Good practice and outcomes in Adults Protection Work 2005: this protects and ensures that all services are doing their job and preventing any form of violence, abuse, bullying, humiliation, and degradation towards vulnerable people. These working strategies help reduce the risk of adults being abused as each organization is required the implementation of this work and representative on the local safeguarding Adults. This service also involves measuring achievements of the standards and introduced support programmes to assist in the process of safeguarding. They aim to ensure a nation-wide approach for protection of adults and closer multi-agency working. The Protection of Vulnerable Adults Scheme for Adults Placement Schemes 2004: this covers to protect adults from any sort of rick and harm and is required to staff who work in care homes, provide personal care in adult’s own homes or provide foster care for adults to be checked against the POVA list of banned professionals. Dignity in Care initiative 2006: This is a campaign that aims to end toleration of indignity in health and social care services through raising awareness and encouraging people to challenge poor service and lack of respect and also ensures all the order people to be treated with dignity and respect when receiving care from health and social care services. The service user receives a guide information which explains their rights and what they need to be provided and what they will be expecting from the health care services, this enables the elderly person to be aware of their rights and how they can identify when they are being abused by the care provider, this also helps reduce the risk and harm that might face the vulnerable adults. Human Right in Health Care -A Framework for Local Action 2007/08: This framework assists local NHS to trust develop and apply human rights approaches in the design and delivery of their services. Human rights aim to provide health care department with the principles of fairness, respect, equality, and dignity, this ensure all healthcare service users are not being discriminated against and are all being treated equally regardless of their backgrounds skin color and also as well as meeting Care Quality Commission standards of human rights and patients’ treatment and these working strategies reduces the risk of abuse towards patients and vulnerable people. Codes of Practice for Nursing and Social Work: This strategy of codes of practice for nursing and social work helps to reduce the risk of abuse against the vulnerable individual as the code presents the professional standards that nurses and midwives must uphold in order to be registered to practice in the UK. It is structured around four themes priorities people, practice effectively, preserves safety and promotes professionalism and trust and the code can be used by nurses and midwives as a way of reinforcing their professionalism.

Video Game Effects On Children - 1229 Words

Video Game Effects on Children The effects of video games on children has been widely debated on multiple occasions. Most homes contain at least one video game system. There are plenty of companies involved in the rapidly growing gaming industry. These companies ensure a wide variety of types and genres of video games exist in the world today, and most people, including adults, will have very little difficulty identifying precisely which game is their favourite. The fact of the matter is, nearly every child has easy access to video games; playing these games has to have some impact on the children. Not all of the effects from playing video games are definitively positive or negative. Children happen to be the intended audience for many video games. Companies create these games to be kid friendly, and kids are able to learn from the content of the games. There is much that can be learned from and skills that can be improved by playing video games. There are many positive outcomes of playing video games; children sh ould be allowed the opportunity to learn both skills and knowledge from video games. Children exposed to video games may socialize differently than those without access to games. Firstly, many communicational skills can be developed from playing video games. â€Å"We heard boys describe facile ways of dividing up leadership and recognizing one another’s expertise in the most collaborative and generative of ways — which also happens to be the key to aShow MoreRelatedThe Effects Of Video Games On Children Essay1279 Words   |  6 PagesIntroduction Video games have always been a controversial type of entertainment, that may come from how relatively new video games are compared to other mediums of entertainment[1]. 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While much controversy has arisen over the subject, video games have benefited the United States of America and its citizens to a great degree. For example, the military and CIA use gaming to train soldiers (Davidson, www.ehow.com), and classrooms use video games to teach students. The potentialRead MoreThe Effects Of Video Games On Children1034 Words   |  5 PagesThe world of today has developed in a way that even children are affected by technology. They enjoy video games in their leisure time and even prefer them to studying that, in its turn, can contribute to their poor performance in the class. These days, video games have become an issue that has brought concern to many people from parents to scholars about their potential effect on the future of children through influenci ng their conduct. They feel that the violent behavior or any other negative consequence

Barbara Ehrenreich s Nickel And Dimed - 1600 Words

The story Barbara Ehrenreich provides throughout her novel, Nickel and Dimed has been critical to the study of political ideologies within our society, from the date it was published in 2001 to today. The political implications of poverty in our society is crucial to understanding when looking through a social development lense. There are many ideological political routes to take to help mitigate or resolve the poverty issues within the country, which can be looked at through social policies and social development. Ehrenreich provides a qualitative research analysis into the life of those living in poverty through a covert field research perspective. The welfare state has always been a controversial topic within Canada, throughout the rise and fall of it all. However, this book outlines some of the key concerns surrounding the welfare state which could help those in power have a more qualitative understanding. The purpose of Barbara Ehrenreich s novel was to present empirical and philosophical arguments against social policies associated with poverty and the ideologies surrounding it. Ehrenreich had an English degree and was used to doing research and writing about the experiences surrounding her findings. However, with her research surrounding Nickel and Dimed she took a more empirical approach by living the experiences of her research to discover the undercover truths surrounding minimum wage jobs. Ehrenreich knew it would be difficult to transition from her ivory towerShow MoreRelatedBarbara Ehrenreich s Nickel And Dimed978 Words   |  4 Pagesperforms â€Å"down.† By using the excerpt Serving in Florida from Nickel and Dimed by Barbara Ehrenreich and the play, Six Degrees of Separation, by John Guare, we see how performing different classes than the one each person is a part affect themselves and those around them In Barbara Ehrenreich’s Nickel and Dimed, Barbara went â€Å"undercover† to perform and learn about a class that was not her own. Although it was for only a month, Barbara struggled to keep up the effort and survive in a lower class thanRead MoreEhrenreich s Nickel And Dimed, By Barbara Ehrenreich1284 Words   |  6 Pages A Call to Action In her novel, Nickel and Dimed, Barbara Ehrenreich states the working poor should be categorized as a â€Å"state of emergency,† and while that may first appear as extreme title, it would certainly promote action in our society. This â€Å"call to action† is one of the main motivations behind Ehrenreich’s writing of this novel. If viewing the working poor as a state of emergency promotes society to take action, then so be it. It is clear from Ehrenreich’s novel that the life of the workingRead MoreBarbara Ehrenreich s Nickel And Dimed2236 Words   |  9 PagesIntroduction Barbara Ehrenreich’s Nickel and Dimed: On (Not) Getting By In America was the first book of its type that I’ve ever read, a real life analysis of what its like to â€Å"live in poverty,† working minimum wage jobs trying to make ends meet day in and day out. It was an intriguing story of how a woman with plenty went on to document how she lived without and I found that Ehrenreich’s commentary throughout the book offered a refreshing perspective to the usual conversation that surrounds poverty;Read MoreBarbara Ehrenreich s Nickel And Dimed1294 Words   |  6 PagesBarbara Ehrenreich is an American author and some could even say a journalist for her work that was done for her novel called Nickel and Dimed. This novel is based on an experiment that was done by Ehrenreich in which she abandoned her job and left to another state to live off of minimum wage to answer her question â€Å" How does anyone live on the wages available to the unskilled†. A sim ple answer that Ehrenreich came to, is that they don t. 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Large numbers of the nation s citizens live at or below the poverty threshold, which means each month is a struggle to pay the bills and provide the basics, including food, clothing, and shelter, not to mention access to health care and simple comforts. Unfortunately, today it seems the rich are getting richer andRead MoreBarbara Ehrenreich s Nickel And Dimed Essay1952 Words   |  8 PagesIn Barbara Ehrenreich’s book, Nicke l-and Dimed: On (Not) Getting By in America, she investigates whether welfare reform programs are appropriate in aiding women in poverty and that these institutions will affect their economic and social mobility in the future. The research in June 1998 as participant observation. She would personally experience the life of a worker with minimal skills living on minimum wage. Barbara poses as a divorced homemaker with a background of housekeeping for private homeRead MoreBarbara Ehrenreich s Nickel And Dimed2283 Words   |  10 Pagesblank claim because they have neither experienced the hardship under a cap of expenses nor does the issue affect them. In fact, this issue is detrimental to our country as we are slowly falling into unemployment and homelessness. In Barbara Ehrenreich’s book, Nickel and Dimed: On (Not) Getting By in America, she states that minimum wage had fallen back comparing to the living cost in the 1900s; however, this statement is still true today. Enrenre ich is a reliable reporter who travels to three differentRead MoreAnalysis Of Barbara Ehrenreich s Nickel And Dimed1337 Words   |  6 Pagesmany people still reside in the lower-class after years of working laborious jobs. Indeed, some people have miraculously found their way out of the gutters on the system, but most people happen to not be as lucky. Through experience, author Barbara Ehrenreich finds that the social divide in America makes the American Dream much more difficult than it is perceived to be by the upper class. The truth she finds by living as a person in poverty incited her frustrations and disgust with the system. TheRead MoreNickel And Dimed, By Barbara Ehrenreich1636 Words   |  7 Pagesperiod. Nickel and Dimed: On (Not) Getting By in America, by Barbara Ehrenreich, specifically highlights a more modern time period, from the late 1990s to the early 2000s. Within this narrative, author Barbara Ehrenreich depicts her struggles of finding equality within the mult itude of jobs she works in order to make a living throughout multiple parts. She strongly asserts, within the breadth of her anecdotes, that the American Dream is not easily attainable. In accordance to Nickel and Dimed: On (Not)