Medias Influence on Americans Diet free essay sample

A paper which explores the extent of the medias role on Americans eating habits.A paper which explores how the media contributes to the bad eating habits of the American people. It examines issues such as advertising, projection of the cool or perfect image, targeting of children, dental problems and health issues. The paper also discusses ways in which the media can be used to deliver positive and educational messages.Children are an easy and promising market. According to MediaQuotient research, an American child watches TV for 25 hours a week; some of the children have television set in their bedroom, where they can spend time relaxing in bed watching their favorite cartoon with an ice cream gallon in hand. Families also often have their television on during meals, as 18% of the participants say always, 22% say often, and 26% do it sometimes, showing that much of the time they are exposed to TV shows and commercials. We will write a custom essay sample on Medias Influence on Americans Diet or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

The Exxon Valdex Story essays

The Exxon Valdex Story essays How to assess blame in such a horrible and heinous tragedy as the Exxon Valdez crash is not an easy task. There are multiple recipients and no one will ever really agree. It isnt much of a stretch to say that there will never really be a right or wrong answer as to who is the most responsible-there are many different opinions. I think that the one thing people can agree on, though, is that blame is well beyond warranted. The margin for human error didnt seem very big when the ship set out that night-this was a run that had been done over and over again, the captain was well experienced and traffic control was watching them on radar. Yet, as the story slowly unraveled, the viewer slowly learned that all was not as it seemed. That small margin suddenly seemed huge, and the catastrophe that occurred as a result of it only proved it. The one person whom I am sure deserves top blame in this situation, is the captain of the ship. Joseph Hazelwood was well beyond the legal blood alcohol limit while piloting the tanker. He was given multiple warnings by a shipmate that the ship was coming closer to shore every minute and something should be done. Nothing was. As the viewer later found out, Mr. Hazelwood had a long history of alcohol abuse and was checked in to a rehab center several years prior to the incident. Why, then, did Exxon continue to let him work there? His drinking history was a known fact and no one tried to cover it up before the crash happened. This man should have been nowhere near a boat that day, let alone a boat carrying millions of gallons of oil in Prince William Sound. This man had plenty of chances to steer back on course and get out of the shallow area, but by the time he came out of his drunken stupor to actually look at where they were, it was too late to do any good. This brings me to the people whom I think more than fit to carry the second most amount of blame: Exxon. Why did the...

Homeland security Research Paper Example | Topics and Well Written Essays - 2500 words

Homeland security - Research Paper Example Hurricane Katrina was one of the deadliest storms ever to hit the US coast. It ripped through the Gulf Coast in 2005 and brought with itself not just strong gale of wind but also many unarticulated miseries. The coastlines of Louisiana, Mississippi, and Alabama suffered the worst. New Orleans, in Louisiana, was severely affected due to the failure of the levee system. In fact, the levee system failed due to its flaws in designing and poor maintenance. The hurricane had its â€Å"economic†, â€Å"environmental†, â€Å"social†, and â€Å"political† impact. The hurricane was one of the costliest and it required money to restore it. The coastal regions were destroyed and the breeding grounds of the animals were lost. It also once again exposed the inability of the US government to handle such situations. Hurricane Katrina resulted in the loss of a great number of human lives. There was loss of life due to thirst and starvation. This drew a lot of criticisms fo r the government as they failed to save lives due to their lack of prompt action. (Hurricane Katrina: facts and information, n.d). Thousands of people had left the city and they became refugees. Many people found shelter with nearby relatives. On the other hand many restarted their lives in states far away as Massachusetts and Utah. Experts studying the hurricane concluded that it had the impact of four storms. Experts had further pointed out that understanding the previous flaws would be the key to success in future planning. In the wake of the storm, many loopholes within the planning system were exposed (Hurricane Katrina, 2010). Psychological Impact Post Traumatic Stress Disorder (PTSD) is found among those people who had experienced a traumatic event. Those who develop PTSD often have recurring thoughts about the incident and the person feels numb emotionally (What is PTSD, n.d). In case of Hurricane Katrina victims PTSD symptoms have been found even two years after the inciden t (Anderson, 2007). In case of natural disasters pet loss becomes a very common phenomenon. After Hurricane Katrina struck almost 200,000 pets were displaced. Only 5% of those found were reunited with their owners. There seems to be an association between pet loss with depression, posttraumatic stress, and acute stress (Lowe et.al, 2009, p 244). According to a federal mental health agency, those who lived along the hurricane ravaged Gulf Coast required help for anger, depression and other problems while they were rebuilding their lives once again. When Hurricane Katrina was ravaging, the people had also witnessed deaths and helplessness, which had affected them. Thus, according to authorities with federal Substances Abuse and Mental Health Services Administration, the enormity of the disaster and long time in recovery had created a sense of hopelessness for some people (Carley 2006).   Availability of Resources for the Victims When the disaster took place, it also drew a lot of at tention and help from

Safety Essay Example | Topics and Well Written Essays - 2000 words

Safety - Essay Example Hence, it is important that all business, large, medium as well as small have an occupational health and safety system in place within the organization. The most prevalent occupational health and safety standard which is in existence today is the Occupational Health and Safety Assessment Series OHSAS 18001standard, which is suited to many organizations large and small. It has been implemented in many countries including the United States of America, Great Britain, Japan etc with the support of the local standards institutes. Toyota, Honda, Nissan and Chrysler have all thrown their lot with this standard which is also supported by the British Standards Institute. In the absence of an International Standards Organization or ISO standard, the OHSAS standard is the one widely accepted standard recognized all across the world. In this brief essay, an attempt has been made to investigate how a newly started small business may be able to set itself on the path to incorporating the OHSAS 180 01 based occupational health and safety management system within its broader system of corporate management. Implementing an occupational health and safety system is important in a business because the business has legal responsibilities to provide for the safety and welfare of its employees. Unsafe working environment is in the long run counter productive for those who have interests in a business organization, including the stakeholders, employees and perhaps even those with business dealings with the company. An occupational health and safety management system (OHSMS) provides a framework for managing the occupational health and safety responsibilities of a business so that they become more efficient and more integrated into overall business operations. Faced with such responsibilities, it is important for a company to try and follow an established standard related to safety and occupational health in its business operations. Many countries have been waiting for the

MODC Assignment Example | Topics and Well Written Essays - 1500 words

MODC - Assignment Example This assessment provides people as well as organizations to increase their capacities and abilities of making robust decisions. Scenario planning is based on a qualitative approach, which is in contrast with quantitative forecasting tools, which typically consider the predicted futures. Scenario planning is traditionally considered as useful for the identification of threats and opportunities in the future and even though organizations may not have an ability to discern the accurate nature of a specific threat, they will have a better position in the navigation of eventual outcomes if they consider an uncertainty from more than one view. This is better than taking the word from one pundit, or the extrapolation of a specific trend line as being the most probable future in the process of discounting other perspectives. Scenario planning does not entail forecasting the future; instead, it tries to make a description of what may be possible. The outcome of a scenario analysis is a set of distinct futures, which are all plausible. The main challenge that arises involved dealing with each of the possible scenarios but there are benefits of scenario planning. These benefits include manager being obligated to leave their standard view of the world thereby exposing blind spots, which might then be unnoticed in the more generally permissible forecasts. Additionally, decision makers have an enhanced ability to acknowledge a scenario in its early stages in case it actually unfolds. Another benefit is that managers will get a better understanding of the source of disagreements that typically take place as they envision various scenarios without their realization. Strategic drift takes place when an organization regardless of its level of success reacts too slowly to changes occurring in the external environment and maintains the strategies that initially worked well. This is

Equality And Diversity Policy And Practices Business Essay

Equality And Diversity Policy And Practices Business Essay ABSTRACT Recently, there has been an increase in workforce diversity and all organisations most especially the ones in the Western world strive to remain competitive in the labour market by extending their operations to the developing world as a result of globalisation. This study aims to examine the international transfer of global diversity policies and practices to local context like Nigeria. The findings demonstrate the importance of flexible management practices for Multinational corporations in transferring their policies across borders. This study reveals some approaches to management of a diverse and equal workforce as well as its barriers. Keywords: Global Diversity, equality, Workforce Diversity, Nigeria, Culture. TABLE OF CONTENTS TABLE OF CONTENTS 5 CHAPTER ONE: 7 1.1: INTRODUCTION AND BACKGROUND OF THE STUDY 7 1.2 OBJECTIVES OF THE STUDY 8 1.4: SIGNIFICANCE OF THE STUDY 9 1.5: OUTLINE OF RESEARCH 10 CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAMEWORK 11 2.1: INTRODUCTION 11 2.2: WORKFORCE DIVERSITY 11 2.3: EQUALITY AND DIVERSITY IN THE NIGERIAN CONTEXT 14 2.4: GLOBAL DIVERSITY MANAGEMENT 16 2.5: BUSINESS CASE FOR MANAGING DIVERSITY 19 2.6: BARRIERS TO DIVERSITY MANAGEMENT 21 2.6.1: DISCRIMINATION 21 2.6.2: STEROTYPES AND PREJUDICE 21 2.6.3: HARRASSMENT 22 CHAPTER THREE: METHODOLOGY 24 3.1: THE PHILOSOPHICAL POSITION OF THIS RESEARCH 24 3.2: RESEARCH DESIGN 25 3.3: STUDY LOCATION 25 3.4: RESEARCH INSTRUMENTS 26 3.5: SAMPLING DESIGN 26 3.6: SAMPLE POPULATION AND SAMPLE SIZE 26 3.8: ETHICAL CONSIDERATION 27 CHAPTER FOUR: DATA ANALYSIS, INTERPRETATION AND DISCUSSION OF FINDINGS 28 4.1: INTRODUCTION 28 4.2: DIVERSITY STRUCTURE OF THE COMPANY 28 4.3: INTERNATIONAL TRANSFER OF DIVERSITY POLICIES TO A LOCAL CONTEXT 29 4.4: DIVERSITY AT WORK 32 4.5: PROGRAMMES AND INITIATIVE THAT MAKES THE TRANSFER OF GLOBAL POLICIES WORKS. 34 CHAPTER FIVE: SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSIONS 38 5.1: INTRODUCTION 38 5.2: SUMMARY OF FINDINGS 38 5.3: RECOMMENDATIONS 39 5.4: LIMITATIONS OF THE STUDY 39 5.5: CONCLUSION 40 40 BIBLIOGRAPHY 41 APPENDICES..47 CHAPTER ONE: 1.1: INTRODUCTION AND BACKGROUND OF THE STUDY The management of diversity has become significant in recent years in the research area in order to certify the total involvement of women, ethnic minorities, disabled people and other less privileged people (Lepaka and Shaw 2008; Nishii and Ozbilgin 2007). Diversity management came into existence in the late 1980s in the USA as a likely criterion for tackling the issues of inequality and diversity at workplace and this has been adopted by so many countries around the world (Kelly and Dobbin 1998).Comprehensively, researches have been carried out on the management of diversity locally (Verbeek, 2011; Ocholla, 2002), but this is not enough to understand the interests of diversity management globally and the way their cross-national activities are managed and directed (Ozbilgin,2005). Cox (2001) defined diversity as the existence of differences in social and cultural identities with in employees working together in an organisation. An al-encompassing definition of diversity may consist of economic status, physique, educational background, norms, culture, sexual orientation, economic status, duration of time spent with a firm and personality (Carr, 1993; Triandis 1994); Thus, accepting and appreciating the differences in people at workplace with the above features is what diverse workforce is. Recently, Companies across the globe have put alot more into diversity management programs so as to achieve results that include making the most use of talents, and giving the best they can give to demographically diverse customers (Horwitz, 2005). Organizations have recognized that the level to which these specific workforce alterations are successfully and proficiently controlled will influence organizational role and competitiveness (Von Bergen et al 2005). There is no doubt in recent years, globalisation has brought and is still bringing about the amalgamation of the world market. The Multinational companies are beginn ing to spread their tentacles wide and large across the globe and this has over the years brought about the need for organisations to be able to manage people coming from different cultures, background and also being able to adapt to such new environments from the parent company. This research will be contributing to the very few researches that have been done on the management of diversity globally by examining some of the strategies used by the MNCs and how best they are able to adapt and transfer their diversity and equality practices across the different jurisdictions they operate especially in the African sub-region. The case study company is a MNC with subsidiaries around the world including Nigeria which has over 250 ethnic groups. 1.2 OBJECTIVES OF THE STUDY This study will look into the equality and diversity policy and practices in organisations and its basic objectives includes: To identify and examine how global diversity policies and practices works in local context. To examine the barriers that has inhibited the employment, development, retention and promotion of diverse workforce in the organisation. To examine some of the initiatives and programmes used in ensuring the success of international transfer of diversity policies to a local context. 1.3: RESEARCH QUESTIONS The main question of this research is how global equality and diversity policies are being translated and implemented in local contexts like Nigeria. Other research questions are: What are the difficulties encountered in introducing and implementing global diversity policies locally? What are the barriers that have inhibited the employment, development, retention and promotion of diverse workforce in organisations? What are the major factors influencing diversity initiatives at work? 1.4: SIGNIFICANCE OF THE STUDY This study is of great importance because, in as much as diversity and equality issues have been well researched in the western and developed countries, very limited work has been carried out in the African sub-region (Nyambegera, 2002). Hence, this study will contribute to further understanding in the topical area of equality and diversity management within the African context and why it is important for MNCs to acknowledge the effects of local and contextual issues such as culture, beliefs, perceptions etc could have on the effectiveness of their global equality and diversity policies. As mentioned earlier, diversity management have been researched but most of the researches have not taken into consideration global diversity management. Therefore, this project would make an important contribution to the few existing literatures in understanding the concepts of global diversity management and the international transfer of diversity policies to local contexts. Nevertheless, given tha t Nigeria is a developing country, this research would also help in understanding how MNCs operating in developing countries like Nigeria deal with and manage a diverse workforce. 1.5: OUTLINE OF RESEARCH This research is presented in five parts. Firstly, is the introduction to the concept of the research topic. Secondly, the key literature of the research topic is discussed. The literature helped the research to think about significant issues to pay attention to when rounding up the pragmatic part of the research study. The third part shows and discussed the method of analysing and collecting data which includes the use of semi structured interviews. Having chosen to use qualitative research method is important because, it brings out some interesting and amazing findings which will be discussed in the fourth part of this research work. The findings of this research suggests that, the successful transfer of MNCs policies and practices is dependent on how they are able to understand the beliefs, norms and culture of the any country they are planning to transfer their diversity policies to and make necessary amendments to suits the proposed subsidiary countrys way of life. CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAMEWORK 2.1: INTRODUCTION This chapter will review the past literatures on equality policy and practices and the international transfer of management of diversity policies in multinational corporations (MNCs). Thus, various themes like gender inequality in Nigeria, the management of workforce diversity, equality and diversity policy, culture, global diversity management would be examined. 2.2: WORKFORCE DIVERSITY Broadly, Diversity management is defined as the logical, methodical and strategic obligations and responsibilities by the companies to recruits retain and promote workers from different backgrounds, beliefs and norms (Ongori and Angolla, 2007). It is argued that companies that encourage workforce diversity certainly will be successful within the international labour market (Jain and Verma, 1996). The importance attached to the management of diversity has been as a result of the increase in openness to national borders as well as the free movement of capital and labour across national borders which could result in companies having some of the most productive employees (Carrel et al, 2000). For an organisation to diversify, the work environment must be able to condone and allow employees to exhibit and make use of their potentials without been subdued by either nationality, gender, race, personality, religion, economic class, culture and other elements that are extraneous to performanc e(Bryan, 1999 as cited in Ongori and Angolla, 2007). Triandis et al (1994) define diversity as any traits or elements which might or may possibly direct an individuals perception that another individual is distinct from them or what gives an individual the notion that the other individual is different from him or her. This definition of diversity seems to portray a deeper insight to what diversity is and it can be described as what an individual thinks differentiates them from another individual. With present changes happening around the globe, the increase in globalisation and the management of workforce diversity as a means to expand organisational efficiency cannot be underestimated (Ongori and Angolla, 2007). Gender can be described as what differentiates individuals sexually. Over the years, it has been seen that women are more disadvantaged in the labour market. Due to negative stereotyping (Loden and Rosener, 1991). Disability on the other hand is defined as a physical or mental deficiency which has a significant and a lasting unfavourable impact on an individuals competency perform everyday undertakings unexceptionally(Disability Discrimination Act 1995).Most of the physically and mentally fit people have little or no intimate interaction and communication with the disabled people, then there is a possibility then for the non disabled individuals in their growing up to have little or no contact with disabled people which serves as an important barrier to equal employment opportunity for the disabled (French,1996; Reynolds et al, 2001).Further to this, age discrimination has also been a major factor preventing the majority of employees from accessing top managerial positions (Oswick and Rosenthal, 2001; Kirton and Greene, 2010).Many top managers have been removed one way or the other from top and high paid positions in organisations as a result of their age as they are normally perceived to have less capabilities and skills to function well in such organisations (Kirton and Greene, 2010). For instance, the criteria employers use in their recruitment and promotional processes are normally discriminatory against either old employees or even the younger ones (Perry and Parlamis, 2006; Kirton and Greene, 2010). Further to this, the sexual orientation of employees could also be problematic not only for management but also some employees as well. Many lesbian and Gay people nowadays tend to hide their identity in order to avoid discrimination because companies are frequently harsh and unreceptive towards the lesbian and gay men (Oerton, 1996; Mills, 1989). Cockburn (1991), proposed the equality for lesbians and gay men as the most challenged and argued equality scheme and assignment as a result of the insufficiency of harmony over the ethical value of the gay rights scheme. In addition, it is still popularly assumed that individuals can decide to choose to be heterosexual or lesbian or gay; while one cannot choose in respect to gender, disability, age and ethnicity. Race and Ethnicity heave also been an issue for managers of diversity. Taking the UK employment patterns as an examples, in 2006, the unemployment rate for black minority ethnic men was 11% and that of the white was 5% which makes the rate of the black and minority ethnics group unemployment 2times higher than their white counterpart while the rate of unemployment for black and minority ethnic women was 9% and there counterpart was 4% which makes it 2times higher as well (ECO, 2006). Hence, the rate of women`s unemployment generally in all the ethnic groups experience quite a low unemployment rates than the men. With the recent trend, it can be said that the rate of unemployment as a well as wage gap between men and women in labour market has reduced but absolutely not wiped out (Kirton and Greene, 2010). For employers both in public and private companies to be able to manage a diverse workforce, it is of necessity to be able to understand, envisage and deal with the fascinating features of a diverse workforce. Although, many companies have adopted diversity, some others still regard it as only a matter of conforming to legal prerequisite. Effective diversity management has historically been used to provide a legally defensive position; that is, a firm with a diverse workforce could argue that they were not guilty of discrimination because of the prima facie case based on their workforce demographics representing the demographics of the local community (Ongori and Angolla 2007; p, 73) Lederach (1995) defined culture as the shared knowledge and schemes created by a set of people for perceiving, interpreting, expressing and responding to social realities around them. This definition of culture describes it as a general way by which people in an environment think or perceives things. Hence, culture has impacts on the way persons interconnect and act as it indicates a set of norms including thought patterns, motives, self-image impulsive reactions or feelings (Muir, 2007). 2.3: EQUALITY AND DIVERSITY IN THE NIGERIAN CONTEXT Nigeria is the single largest geographical unit in West Africa with several ethnic groups of about 250 with considerable differences in the norms and values of each major tribe. Gender is a significant part of diversity because, women make up half of the worlds population of which Nigeria is no excerption with half of its population being women even though the majority of these women in question live below the poverty margin and owns little or no education, capital base. (Izugbara and Ukwayi, 2002). There has been little or no research on equality and diversity in companies in Nigeria (Omair 2008, Jamali et al 2005). Nigeria has listed inspiring steps with sense to reducing gender-based violence, sexism and beautifying womens rights apart from many well-intentioned efforts to fill the space between female and male accomplishments in the area of education, economic activity and political participation. Indeed, Nigeria is still undergoing a difficult political and economic transition a fter several years of military rule. The problems include pervasive poverty and widespread unemployment; deterioration of government institutions and inadequate capacity at all levels of government to deliver critical services effectively; sporadic violence between ethnic groups; a legacy of widespread corruption; little growth in the non-oil private economy and limited self-empowerment among local communities. Yet, Nigeria remains a society rich in cultural linguistic, religious, ethnic and political diversity (Obayelu and Ogunlade 2006; p.2). Nigeria accounts for considerable gender inequalities in female labour market involvement, human capital, remuneration and health with pointers for women being profiled as significantly below those for men (Fajana, 2010) Women have the probability to be less buoyant than men and have lesser choices to riggle out of poverty (IMF,2004). Because women possess little formal education than the men they are likely to be inconsistently restrained to lower return and low output or efficiency employment in the informal economy. Subsequently, their capability to break away from poverty through employment is restricted as well. The table below gives an empirical evidence of the huge sexual differences in employment status in Nigeria (Fajana, 2010). Figure 1: Gender Labour Force Rate Source: Compilation based on data from World Bank Development Indicators This graph above shows the huge difference in gender employment in Nigeria between 1991 and 2008 which is obvious that, men in Nigeria are more employed than women. However, the main cause of the problem of inequality and a high rate of unemployment in the labour market is the inability of graduates and skilful individuals to secure decent jobs after studying. Thus, in a country like Nigeria where there exist huge inequalities in gender employment rate, it is a major factor which MNCs transferring their equality and diversity policies to Nigeria to be able to take a good look at and find ways which the situation of the countrys inequality rate would not affect their international standard in negative ways. 2.4: GLOBAL DIVERSITY MANAGEMENT Over the past few years, the word managing diversity or diversity management has been a popular term and matters concerning management of diversity have also gained attention as a result of the diverse workforce and also the rise and increase in globalisation which has increased the mobility of the global workforce (Konrad, 2003). Such a global diverse workforce has culminated in the emergence of regulations and organisational wide policies to try and manage diversity in a way that will be beneficial to the organisations and the society as a whole (European Commission 2003). Seymen (2006) refers to diversity as a situation where differences exists in the background of various employees in an organisation irrespective of their demographic characteristics which includes, gender, age, sexual orientation, sex, ethnicity, educational background, and physique .Workforce diversity has no singular or a general definition, rather still, it has been debated or contended to be a multifaceted and byzantine term that is conceding a notion , idea and belief which conjure diverse views and opinions in various companies and culture (Omanovic 2002, Cassell, 2001). Ozbilgin and Tatli(2008) defined global diversity management as the setting up, organising, managing and putting into practice of management strategies, procedures and development programs for the purpose of accepting varied sets of working in multinational corporations. The definition above may be described as putting together and management of HR policies and practices as well as initiatives that is acceptable across the Headquarter of MNCs and its subsidiaries. Global diversity management has to do with the management of the transfer of employment practices from a parent company to her subsidiaries overseas. Historically, the transfer of management practices from the developed to the developing countries is the mode of operation of the MNCs (Azolukwam and Perkins, 2009). However, the increase in globalisation and also the concerns of growing demographic diversity have enhanced the need for understanding heterogeneity in organisations. Diversity management is a rebranded name given to one time equality policy and practices in organisations in Britain (Kirton and Greene, 2010). They further argued that, matters relating to orthodox equal opportunities such as gender or sex discrimination cannot be separated from the explicit issues such as individual or cultural discrepancies within diversity management. In other to give an overview of what diversity management is, diversity itself should be known. Consequently, Tatli, (2011) suggested that, managing diversity and equal opportunities are complementary rather than conflicting; this means that, the management of diversity and equal opportunities combines in such a way that they both enhance each others qualities other than conflicting. Wrench (2005) also stated that, diversity management is utilised amen ably to conceal so many issues. He further explained that, it should not be allowed to become a Trojan horse that ease or simplify the attenuating of profits which have already been achieved in the procedure of anti discrimination or those that are still crucial for the future. Lauring (2012) argues that global diversity management in multinational corporations has been confirmed a challenging issue as a result of recurrent failures in the making and growth of such programmes. However, he argues that, what differentiates the management of diversity globally from locally is basically because of the enigma of global integration and local responsiveness. Supporting Laurings argument, the successful transfer of policies across border to a local context is totally dependent on how it is been handled in the subsidiary Company and the failure of the MNCs to have a deep insight of how the subsidiary country operates including their ways and beliefs of doing things before formulating or transferring their policies affects the success rate of transferring policies. Noon (2007), argues, that Diversity management is basically an idea that disregarded the significance of equal opportunities and covers up the importance of ethnicity in organisations. On the other hand, (Syed and Ozbilgin, 2009) argues that, they do not as a matter of fact agree with Noons argument and thereby, pointed out that the idea must be ascertain and espy both in the local and international context before its ability and strength can be enhanced and developed. Dass Parker (1999) argue that the difficulty faced by a company in terms of diversity management will be determined by their methods or attitudes they take. However, At the level of international management pressures, as well as urgency of diversity management, interventions vary more extensively than at the level of domestic operations (Tatli Ozbilgin 2008; p.18). An organisations subsidiary must be very distinctive in other to be able handle the domestic markets especially in terms of practices, norms and business cultures that differs from that of the parent country (Lauring, 2012).Though, nearly all multinational corporations strive to convey the well established management procedures that initially allowed the corporation to spread out of its local market to its overseas affiliates (Barkinshaw and Hood, 1998). The successful outcome of these practices in the parent company does not make such practices and policies successful in the subsidiaries overseas, as a result of the distinctions in culture and environment affecting the management situation (Dimitratos et al, 2010). Sippola and Smale (2007) advocates that the transfer of diversity management practices which has more to do with culture, to overseas subsidiary company is possible but could be quite difficult. Nevertheless, Parent companies may also be less dedicated to ensuring homogeneity in diversity management if legal or cultural differences can be used as an excuse for more dilute diversity management approaches(Lauring 2012,p.3).He further stated that, in the case of international unification of diversity management, management practices would be developed in the parent company, but when exported to an overseas subsidiary, they become exposed to different circumstances that may not be in accordance with the genuine notion or intention. Looking at workforce diversity from a business panorama, it is argued that, the proficiency and the capability of a company to endure imminent tasks and encounters is doubled when there is better workforce diversity in particular when there is variation in emp loyees skills, cultural facet, experiences, values (Thornhill et al, 2000).As a matter of fact, managing a global workforce efficiently is regarded has been essential and vital in acquiring benefits for business and in maintaining competitive advantage globally (Florkowski 1996). Pragmatic evidence from a survey carried out by (Dunavant and Heiss, 2005) showed that 100% of those organisations see global diversity as a significant matter. The term global diversity has gained attention as a result of the increase in both national laws and international policies which is made for the purpose of eliminating discrimination and also as a related increase in the rate of important lawsuits against global organisations (Nishii and Ozbilgin,2007) in spite of that, since the types or categories of discrimination that are termed illegal throughout countries and there seems to be broad differences across countries in the way laws and policies concerning the equal opportunities are put in place and unravelled (Ozbilgin,2002).Furthermore, Nishii and Ozbilgin (2007) gave an example of a country like Japan where 99% of the entire population are of the same ethnic groups and hence, given a laid down goals for the firms is basically absurd and unreasonable . 2.5: BUSINESS CASE FOR MANAGING DIVERSITY Before organisations can come to an agreement of operating a diverse workforce, they would be doing it to expect a positive impact on their organisational standard. However, some of the benefits enjoyed by organisations with diverse workforce include a high rate of accomplishment in their transactions with international and domestic ethnic societies as well as a fair circulation of economic opportunity. That is, when a company operates on a diverse workforce, they tend to have different people from difference ethnic groups, different cultures and experience making it much easier for the company to have a good economic transaction with other countries (Blake, 1991; Cox and Blake, 1991). An organisation that is culturally diverse has the tendency of been more competent and effective in networking, easily acting together and job performance than a non diverse workforce (Watson et al, 1993). However, managing and having a diverse workforce can be of significance to the organisations for having access to authority in perspective of demographic changes in workforce and human rights legislation. Thus, employing disabled people, people of different race, background, sexual orientation, ethnic minorities and other disadvantaged group helps organisations to benefit from this position in the labour market and diversified market sections (Mueller, 1998; Fleury 1999). The increased mobility and interaction of people from diverse backgrounds as a result of improved economic and political systems and the recognition of human rights by all nations has put most organizations under pressure to embrace diversity at the work place (Ongori and Angolla,2007; p, 74).Matters relating to diversity will be more significant in a situation where effective and efficient communication, interface and dealings with people is the key method to business accomplishment as the economies keep moving from the manufacturing to service economies (Wentling and Palma-Rivas, 2000). Additionally, the management of a diverse workforce helps in dealing with the issue of gender inequality, discrimination as well as the concerns for women mostly balancing their domestic and occupational role together without having to forgo one for another. Managing a diverse workforce helps management to easily understand customers needs even from an entirely different culture or background from where the company is situated. Race matching can also be linked to the management of diversity in organisations. Race matching is where organisations specifically employ certain ethnicities or race just to attract those customers who are similar to them which could increase business for the company. For example, Tesco or Sainsbury employing black store managers in a branch located in a predominantly black community so as to get more black customers through the door as they will feel more comfortable and relate to them better and this can be a strategy for having competitive advantage. Nevertheless, there are some barriers which hinder the effective management. 2.6: BARRIERS TO DIVERSITY MANAGEMENT As there exists benefits for managing a diverse workforce in organisations, so also there are still certain barriers that need to be tackled before an organisation can successfully manage a diverse workforce. Some of the basic and important barriers are: 2.6.1: DISCRIMINATION Discrimination is defined as the unjust and prejudicial treatment of individuals on the grounds of what differentiates those individuals (Halle, 2008).Previous researches conducted on discrimination shows that women in companies are faced with more barriers in getting to the top position in the organisation than men (Auster; 1988; Fernandez 1998). Even though, there has been laws enacted by the government in various countries against discrimination, there still exists discrimination in the workplace (Wentling and Palma Rivas 1997). 2.6.2: STEROTYPES AND PREJUDICE Stereotype is defined as a fixed and distorted generalisation made about all members of a particular group (Loden and Rosener p.58 1991) while prejudice can be defined as the bias to have a negative judgement regarding individuals who are different from other people in terms of either gender, race, ethnic, physical characteristics and capabilities (Morrison 1992). (Henderson, 1994; p.133) also defined prejudice as a conclusion drawn without adequate knowledge or evidence. Researchers like catalyst (1990), Baskerville and Tuckers (1991) found out that stereotyping, prejudice, discrimination were some of the basic barriers encountered by women in getting to the top and this can be traced to one of the contemporary terms in labour market which is the glass ceiling and sticky floor. Glass ceiling can be described as some of the insubstantial, impalpable and imaginary barriers that counteract and preclude some categories of people from growing and getting higher than a particular level at work while the sticky floor refers to the way that some groups remain permanently on the bottom rung of the organisation ladder and remain fixed in low paid and undervalued jobs (Johnstone (2002) p.4). 2.6.3: HARRASSMENT An explanatory definition of harassment is; any offensive conduct or remarks made to an individual as a result of their ethnicity, race, sexual orientation, age, capability or gender (Poole, 1997). The Blacks Law Dictionary (Black, 1990 p, 1375) defines sexual harassment as a type of employment discrimination, includes sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nat

Gender Communication in a Relationship Essay -- essays research papers

In A Relationship you need: Gendered Communication One of the most important topics in communications is gender communications and that is why I decided to write about it. Gender communication is communication about and between women and men. It is the most important thing to almost everyone in the world. I learned about gender communication in a class last year with Naaeke and I think it is really important to have if any ones wants to have a good relationship with someone and everyone usually wants to build there life through a relationship between a man and a women. To start off a relationship the two in the relationship have to have good communication with each other. The different kinds of communication are linear, interactive, and transactional. Linear communication is a one way conversation. One person takes it over and talks the whole time and the other sits a listens. This could be both a good and bad thing. If the two are both talkers and like to take over the conversation they won’t be good because both are going to want to talk and not listen. Another way to make it bad is if a person doesn’t like a talker then they won’t like someone talking the whole time. The way it is good is when one don’t like to talk and the other does. Interactive is what you can call the nice or polite way of talking to each other. This is the way most conversations between two people on a first date. One listens to the other talk, then they talk and the other listens to them. This way is good because it could make you look polite an d it could make you look like that you are really interested in what the other person is saying. You can really get to know a lot about each other this way as well. The way it is bad is if the person that yo... ...nship and the time our relationship was great was when we had good communication. And because of our good relationship I know that she wants to marry me and I want to marry her and we know it will happen one of these days. We will get married and start a family but with out great communication we probably wouldn’t know or be with each other today. The point that I am trying to make is that if two people don’t have communication in their relationship it isn’t going to work or if it does work the relationship is going to suck. To be able to have a good relationship with some one you have to know what they like and what they don’t like. If you don’t know that you really don’t know them for who they are and nine times out of ten it’s going to fail. So good communication equals a good strong relationship and bad communication would equal a bad or boring relationship.

Result of learning behavior test

This class has taught me a lot about myself as a learner and what works best for me when it comes to how I study. EXP 105 has given me the ability to know how I learn and what my strengths are in my learning process. It has shown me that not everyone learns the same way by just reading and responding. That everyone is learning behavior is as unique as one’s fingerprint. My learning behavior is Sequence – 27, Precision – 26, Technical Reasoning 26 Confluence -23, and I am ranked as a Dynamic Learner. My strengths are in my organization skills as well as my ability to be able to plan.In everything I do I lead by planning things out as well as being very organized with list and time schedules. These techniques work very well for me and the more I have learned about them the better I have become in strengthening my learning behavior. I have learned that my LCI not only tells me how I learn but also how I do my discussions and my assignments. I FIT all of my learning behaviors in to everything I do in studying, learning, writing, note taking, and even in tests. I follow a format every time and have become more aware of this the further along I have come in this class and in the assignments.It is almost as if I follow the same exact pattern every time I begin to read or write. I am continuously learning more and more about myself as an intentional learner and will continue to do so thru out my collage experience. In all my assignments, I always begin with making an outline of what I want to cover in my discussions. I make a list of all points that I want to cover and bring up in my papers. I also like to take extensive notes when I read each chapter so that I can always look back and refresh my memory on what I have read.It also makes for an excellent study guide. By learning how I learn it has made it easier to understand the best way for me to write my papers or study in general. As I just get started in my online education, this class has help ed me in how I approach each assignment. I started this journey because I am a single mother of two and want to better our lives. Going to school online gives me the ability to do my class work and studies around my children’s schedules. It enables me to be there to take care of my children, be there for their school and for them in general.It was very important to me that I wanted to go back to school and better myself and my family, but I did not want my children to be neglected or feel pushed aside, and also for me to be able to study and work at my pace. Ashford University has allowed me to do all of this. The faculty has been so wonderful and beyond helpful that I have not felt alone or lost during this new start in my life. I am grateful for this new chapter in my life and all the help from advisors and teachers that I have received and am looking forward to continuing my education with this university.

Free Essays on DARE Program

Using Force Against Iraq President George Bush has requested authority to use force against Iraq, and is currently waiting for Congress to give the â€Å"thumb’s up.† Other countries such as Russia and France have voiced strong reservations to a new resolution authorizing the use of force against Iraq. I feel we should have the support of the United Nations before taking any military action against a country that may possess biological, chemical or nuclear weapons. According to the publication titled Non-conventional-weapons Proliferation in the Middle East written in 1993 by Efraim Karsh, the term â€Å"biological weapons† is little understood and little appreciated by the public at large. All too often, biological warfare conjures up images of uncontrollable epidemics. This by far is not the case. The aggressor uses this form of violence to attack a targeted population and makes sure that the one who delivers this weapon is well protected either by immunization or respirator. The outcome for the attacked population will be incapacitation or even death. I think that if we go after a country that may possess these types of weapons, we will be putting American lives at risk. We can’t control what one has in their own backyard. How do we know what type of retaliation may or may not occur if we attack such an unstable country? The answer is, â€Å"we don’t!† Iraq as we all know possesses chemical weapons. As stated on the Chemical and Biological weapons resource page, http://cns.miis.edu/researchcbw/possess.htm, in 1972 they were running a previously active production program of anthrax, botulinum toxin and ricin. All of these agents can be deadly. Now, in the absence of the United Nations weapons inspectors, who know’s what they are creating now. This frightens me. We have seen over the past year what anthrax can do, and we also know that the government doesn’t have enough vaccine for everyo... Free Essays on DARE Program Free Essays on DARE Program Using Force Against Iraq President George Bush has requested authority to use force against Iraq, and is currently waiting for Congress to give the â€Å"thumb’s up.† Other countries such as Russia and France have voiced strong reservations to a new resolution authorizing the use of force against Iraq. I feel we should have the support of the United Nations before taking any military action against a country that may possess biological, chemical or nuclear weapons. According to the publication titled Non-conventional-weapons Proliferation in the Middle East written in 1993 by Efraim Karsh, the term â€Å"biological weapons† is little understood and little appreciated by the public at large. All too often, biological warfare conjures up images of uncontrollable epidemics. This by far is not the case. The aggressor uses this form of violence to attack a targeted population and makes sure that the one who delivers this weapon is well protected either by immunization or respirator. The outcome for the attacked population will be incapacitation or even death. I think that if we go after a country that may possess these types of weapons, we will be putting American lives at risk. We can’t control what one has in their own backyard. How do we know what type of retaliation may or may not occur if we attack such an unstable country? The answer is, â€Å"we don’t!† Iraq as we all know possesses chemical weapons. As stated on the Chemical and Biological weapons resource page, http://cns.miis.edu/researchcbw/possess.htm, in 1972 they were running a previously active production program of anthrax, botulinum toxin and ricin. All of these agents can be deadly. Now, in the absence of the United Nations weapons inspectors, who know’s what they are creating now. This frightens me. We have seen over the past year what anthrax can do, and we also know that the government doesn’t have enough vaccine for everyo...

Reading Chapter Books for Children

Reading Chapter Books for Children As your children grow in their reading ability, transitioning from sounding out each word and following the sentences with their fingers to reading more quickly on their own, they will need to graduate to more complicated reading material. As they become stronger readers, children develop appetites for richer and more complex stories and can handle multiple characters. Chapter books are an important tool in their development and intellectual abilities. What Are Chapter Books? For young and new readers, books tend to be very short. They are made up of just words or a few short sentences. They are primarily very picture heavy and have a simple, linear story. Chapter books are the next stage for readers. Chapter books are stories that are long enough and complex enough to require chapters to break them up. At a young age, they are not too long; they are shorter than novels but longer than typical picture books. Chapter books often have illustrations, too, but they are not as large or as prevalent as early reading material. In general, children are ready to progress to chapter books around the age of seven or eight. Encouraging Active Readers For children who love to read, they will likely dive into chapter books without much hesitation. Providing them with an assortment of stories and types of books can increase their interest and keep them learning. Taking your child to the library and having him or her pick her own chapter books can be a great way to engage them in reading. As your children read chapter books, resist helping too much. If your child is an independent reader, he or she will likely want to learn on their own. But make sure they know they’re available if they have any questions. Helping Struggling Readers On the other hand, if your children are struggling with reading and resist transitioning to chapter books, you may have to have more of a presence. As reading becomes more difficult, children can become more resistant to it and it can become a chore. You can help by having your children pick books they’re interested in. Actively participate in reading with your child. You can take turns reading chapters to one another; that way, your children get to practice but also get a break while you read aloud. Hearing you and listening to the story can engage them and encourage them to read on their own to get to the next part. Popular Chapter Books To help your child make the transition to chapter books, compelling stories can help pique his or her interest. Popular chapter books include The Boxcar Children, Freckle Juice, Diary of a Wimpy Kid and the Amelia Bedelia series. You can also try different genres, such as adventure stories, animal-centric tales, and fantasy books. Transitioning to Chapter Books Making the switch to chapter books is a big step in your child’s education. With your support and engagement, you can help a lifelong love of reading that can help your child throughout his or her lifetime.

The Life of John Adams Research Paper Example | Topics and Well Written Essays - 750 words

The Life of John Adams - Research Paper Example His father was a man of simple origins, but his mother Susanna Boylston Adams hailed from a very prestigious and elite family. As a bright and hardworking boy, he managed to enter Harvard in 1755. He started his career as school teacher and switched to study law under James Putnam. He served as successful lawyer in Boston for a decade. John Adams married Abigail Smith (1744-1818) and fathered four, the eldest of whom is John Quincy Adams, the sixth President of the United States of America. The couple shared a unique intellectual companionship and the letters exchanged between them are preserved till date as a strong proof for lovable camaraderie. Contribution to the American Revolution John Adam plunged into politics angered by the oppressive acts of the British government like many other young men of his time. The Stamp Act of 1765, which ordered every legal document used in America should use only a stamped paper, produced in London, triggered wide spread agitations. A three membe r team including John Adams petitioned against the act and made it repealed in 1766. Adams rose in popularity when he defended Captain Thomas Preston in the Boston Massacre case. Adams influence grew with time and he became an important delegate of Continental Congress. At 1776, he became the chairman of the Continental Board of War and Ordnance. He travelled to Paris in 1778 where he aided Benjamin Franklin in pursuing France to help America fighting against Britain. He came back in 1779 and started writing the Boston state constitution very famous for its Bill of Rights. Adam travelled to Netherland and stayed there for nearly two years. He managed to raise a loan of one millions four hundred thousand dollars to support the revolution back home. This funding played a prominent role in the success of the revolution. He acted as the main instrumental diplomat in faming the Treaty of Paris (1783) which officially ended the American Revolution. Adams made sure the United States held t he rights for North Atlantic fishing during the treaty negotiations. He was influential in raising a huge amount of Dutch loan which helped the country face its first elections. He also framed various trade treaties with European countries other than British to maintain steady economy in the new nation. John Adams Presidency John Adams returned back to the new nation of his dreams the Independent United States of America nearly after ten years of staying abroad. He was made the Vice President of the country in honour of his service. He published several works during this period including Thoughts on Government, Discourses on Davila and many other newspaper articles2. After George Washington served two terms as President John Adams succeeded him as the second President of America. The White House was in its initial stage of construction then. John Adams became the first President to reside there with his family. John Adams term of Presidency posed enormous challenges. The French Revo lution was viewed upon as a great progressive step in the history of mankind by the Republicans and Thomas Jefferson. But, John Adams just viewed it as "a mob rule, violence and terror and eventually the establishment of a despotic government ruled by a single person".3 As a result John Adams sent two commissions to France to work out a treaty with the French known as the XYZ affair, causing great displease among his colleagues. The Alien and Sedition

Time to Begin and Sustain Progress Coursework Example | Topics and Well Written Essays - 1500 words

Time to Begin and Sustain Progress - Coursework Example The teachers currently handle many English as second Language (ESL) students; in both the urban and the rural areas. Multicultural education enhances critical thinking and decision making; and also encourages the movement towards the cultural pluralism of the USA society (Banks, 1997). I would like to concur with Richard Rothstein for claiming that the children for the European immigrants performed better than those of the Africans. This was caused by lots of factors which essentially favored them as compared to their black counterparts. However, it does not mean that they were lesser brilliant. There were certain education factors in the USA that prevented or minimized the good academic performance of the immigrant children. Many immigrant children, both from Pulaski County Special School District, Arkansas and the whole country, experienced language barriers in school. These children faced problems when communicating with their teachers or fellow students. They also majorly live in neighborhoods which were isolated linguistically; hence they developed weak command of the English language. The other reason for the disparity in the performance of the children of the European and African children is that they were taken to different schools. As this scholar exclaims, these children were taken to different schools. There was a high level of racial segregation which was manifested in nearly all sectors of life. In such a society, children would be segregated depending on their social status. Whereas the black children were taken to poor schools, their counterparts from the prestigious and ‘superior’ white families were taken to high cost schools in which they would receive high quality education. I would like to point out that this myth might still persist in the contemporary society. Although the government has introduced