Racial Discrimination In Society - Free Essay Example

Sample details Pages: 2 Words: 581 Downloads: 8 Date added: 2019/04/01 Category Society Essay Level High school Tags: Discrimination Essay Did you like this example? Can anyone imagine what it feels like when we are constantly watched or being judged simply by the way you look? Racial discrimination has taken many different forms whether being verbal or nonverbal. As the outcome for this, it can cause a negative impact that apply both physical and psychological. Im sure that many of us would perceive racial discrimination to be very disturbing, annoying, and overall utter nonsense. However, there are some issues that I would address about this insidious practice: 1) It has occurred throughout history; 2) Happens everywhere, and 3) currently still being used, as we speak. Don’t waste time! Our writers will create an original "Racial Discrimination In Society" essay for you Create order For this topic, I will not only explain the issue but also gathering up solution to benefit you from taking a huge damage. Finally, I will like to address on how we as West Valley College student, express our point of view towards this act. I. We need to know how and where racial discrimination comes from? A. I am sure we all know that but to revised this: It starts out as stereotype or bias but once it reaches to the assumption stage, it becomes an out of the line boundary. B. Most offenders usually used the complex of superiority and inferiority, which they believe to be better than another group. To connect the dots, once this complex belief is used, it can go through other negative sensations such as jealously, hatred, and/or even violence. C. Other cases could be noticed that there are some offenders are afraid of different which can cause a huge discomfort. It is pretty much the same principle as getting out of your comfort zone. This fear is known as xenophobia which means the fear of foreign or strange things. Transition I: Now that understanding where the problem came from has been addressed, let us know dive deep into understanding the solutions. II. There are few different kinds of solution that does benefit you, some can even make you better person. A. According to Elizabeth Brondolo from the American Psychological Association Article, joining an anti-racial organization such as International Movement Against All Forms of Discrimination and Racism (IMADR) or The United Nations Educational, Scientific and Cultural Organization (UNESCO) B. Many have perceived and applied to report offenders as the best solution which I can easily concur about, but what if these offenders arent intimidated or does learn from their lesson. C. Ignoring offenders is another great choice since we all know that main objectives is to provoke and allow us to break mentally and emotionally. If we let them have their ways, we would only give them what they want. Sometimes, ignoring offenders can show anyone who the better person in this story, really is. Transition II: I hope that this solution enhances your options, now I would like to address and included the most vital part of this speech: you, the audiences perspective. A. According to my questionnaire survey that I presented to my fellow peers, I find that many are opposed to racial discrimination. B. Some had been labeled isolated or even disregarded through either community or society, despite this, many did received assistance which in the end, they were able to overcome the issues. Conclusion: There will always be someone display cruelty just because you are different, and we cannot change their minds. However, there are also other people who do not judge others based on what they are or who they are. Those are the type of people should truly matter to us.

Role of the City in Poe’s Murders in the Rue Morgue and...

Role of the City in Poe’s Murders in the Rue Morgue and Hoffmann’s Mademoiselle de Scudery Professor’s comment: This student perceptively examines the role of the city as a setting and frame for detective fiction. Focusing on two early examples, Poe’s â€Å"Murders in the Rue Morgue† and Hoffmann’s â€Å"Mademoiselle de Scudery,† both set in Paris, his sophisticated essay illuminates the â€Å"cityness† or framed constraint that renders the city a backdrop conducive to murder—such as the city’s crowded, constricted nature, promoting vertical rather than outward movement and increasing hostility and the fact that so much urban life occurs at night, a reversal of the natural order and facilitating illicit activity. He compels us to look in new ways†¦show more content†¦Yet the thrust of Augustine’s attempt to discern the city, to arrive at a fundamental notion of the city and how the city functions, is perpetuated in the way authors deal with the city and the role of the city in works of literature. The purpose of this essay will be to examine how the city functions in two works of detective fiction: Poe’s Murders in the Rue Morgue and Hoffman’s Mademoiselle de Scudery. It is, I believe, important not to regard the city as a backdrop or a stage but, rather, as a frame which structures the action within (and narrative of) the texts themselves. The aim of this analysis, then, is twofold: on the one hand, to reflect on the specific framing quality of the city—the textual condition of â€Å"cityness†Ã¢â‚¬â€itself; and on the other hand, to analyze how this quality comes to manifest itself in each of the two works under discussion. It is, above all, the unique manner in which Paris is elucidated throughout the texts, which underscores the essential role the city occupies in structuring the very genre of detective fiction itself. St. Augustine’s vision of the city as a place in which people come together to work toward a common goal is the most fundamental and useful starting point for our examination of Paris in the two works under examination. The narrator of â€Å"Murders in the Rue Morgue†

Communication Strategies Team Assignment Free Essays

The team at Health and Wellness America will develop a 4-point communication model to reach and effectively convey information to the four major generations. Our company will use four primary tools: coherence, consistency, continuity, and complimentary, along with the understanding the importance of connecting with the target audience. We will also provide Phoenix Health Systems with multiple examples of successful industries that have been able to leverage transparency, along with a plan to apply those transparencies to your strategy. We will write a custom essay sample on Communication Strategies Team Assignment or any similar topic only for you Order Now Communication Strategies for Different Generations Determining the target audience and what information we are trying to convey IS essential to communicating effectively. Once the target audience is identified, the method of communication can be established. The target audience for new diabetes clinic within a hospital will be anyone who suffers from diabetes or has family and friends with diabetes. Different methods of communication will be imperative because of the wide range of people diabetes affects. Diabetes can strike anyone from any background, ethnicity, age, gender, and socioeconomic status. Health education and social arresting are the two major types of communication that will have the largest impact on such a large and unspecified audience. Education is an essential component of action to promote health and prevent disease. Campaigns, to promote healthy lifestyles and preventative health services, have been a fundamental tool since the sass’s (Nutmeat, 2000). Promotions are appealing to the older generations, such as the baby boomers, who still investigate reading materials such as pamphlets and medical literature in the waiting areas of their primary care providers. Understanding differences teen the generations is fundamental in building a communication model that is not only effective, but efficient (United Nations Joint Staff Pension Fund, 2014). For each generation, there are particular experiences that mold specific preferences, expectations, and beliefs (Sloshes, 2012). Traditionalists: are indirect communicators, and respect a more traditional approach and often do not respond well to the jargon used to attract other generations. Communicating with this generation may require some probing and will need some written communication to aid them. This generation will also require some face-to-face approaches to help gain their trust, loyalty, and understanding. It is important to make traditionalist feel comfortable by communicating in a formal manner that is respectful and serious (Sloshes, 2012). They do not respond well to sales pitches. The use of newspapers, television, radio, community mailers and other written communication will be a beneficial when communicating a message to large groups of traditionalist. Baby Boomers: This generation has some characteristics of the traditionalist generation; however, they possess ample knowledge Of tech oenology but would refer a more personal style of communication over an impersonal approach. Baby boomers do not like feeling like they are being told what to do; they would rather have detailed information to help them make the decision on their own (Sloshes, 2012). Baby boomers tend to need both traditional and non-traditional forms of communication to communicate information effectively. Generation X: This generation prefers online forms of communication and interaction. E-mail is the preferred medium. Generation X will also want to ask questions so using electronic forums, blobs, tutorials, ND other online tools, this will be an excellent strategy for communicating (Sloshes, 2012). Generation Y: This generation is very high tech and responds well to social media (Sloshes, 2012). Illusionist about every form of electronic communication tool will be a useful asset when addressing Generation Y. This generation does not accept just one main source of information, they prefer to do research and establish facts through other outlets. We can also expand our education via social media and networking sites such as WebMD and other online medical journals. Interactive communication such as lately eating demonstrations and health and fitness expos in the community will appeal to the younger generation while also allowing the target audience to be more proactive about the treatment and maintenance of diabetes. Reaching Targeted Audiences Our company will use four primary tools: coherence, consistency, continuity, and complimentary, along with understanding the importance of connecting with the target audience. Coherence: Media is the logical thought when trying to spread the word about the clinic opening and why patient should seek treatment for diabetes. When targeting the traditionalist and baby boomer enervation’ social media will not be the main form of communication. While their loved ones from the X and Y Generation rely heavily on the use social media as their primary form of communication. Older generations tend to respond positively to television advertisements, pamphlets, and print ads. When using those forms of communication it will be important to show risks, concerns, complications, statistics, and what sets the new facility apart from other diabetes clinics. Younger audiences will respond more positively to information displayed on social media. The message to younger generations ill need to place an emphasis on cost, signs and symptoms, and treatment increasing quality of life. It will also be important that other relatable electronic resources are provided, so the more tech savvy audiences can conduct research and ask relevant questions. Consistency: It is crucial to be consistent when delivering the hospital’s mission and vision through multiple communication channels. Continuity: Conveying a message of continuity will give the targeted audience reassurance and confidence in the services being provided. Complimentary: using the different avenues across multiple littorals of social media, print, and television advertisements will help grow a wider audience. Hosting community events and wellness checks will also promote brand recognition and trust among the community. Leveraging Transparency Today’s healthcare is complex; it involves leveraging population health programs to make a greater impact on the community health issues (EACH, 2013). Some healthcare industries have launched diabetes program successfully with a push towards transparency. Examples of such industries or organizations include: Gosling Diabetes Center, Inc. , Good Samaritan Hospital, Northwestern Memorial Hospital, the American Association of Diabetes Educators, Leapfrog Group, Health Consumer Powerhouse, the University of Miami and Vanderbilt University. Northwest Memorial Hospital: Northwest Memorial is committed to meeting the health needs of Chicago, as well as the community surrounding it for 150 years. Northwest Memorial Hospital has also partnered with community healthcare organization for the last 40 years. Teamwork has aided the successful tackling of the health needs of the community including chronic diseases such as diabetes, helping to munch the Diabetes Collaborative Program. This comprehensive program initially started with 200 patients in 2006, through a collaborative effort of Northwestern Memorial, the School of Medicine at Northwestern University Fingers, as well as the Near North Health Services Corp. (NM, 2012). The goal of the program is to identify and educate adult type two diabetic patients about disease management. The program currently tracks over 4,000 diabetics currently engaged in routine examinations and care. It provided materials for health education in English as well as Spanish. The materials re designed to increase patients’ understanding regarding the disease, proper eating habits, diet, as well as the significance of routine checkups (NM, 2012). Vanderbilt University: Vanderbilt program aims to improve chronic disease management, high-risk transition, care coordination as well as high- cost patients, who have diabetes, hypertension, and congestive heart failure. Most of the patients are Medicaid and Medicare beneficiaries who live in 18 urban and rural counties in Kentucky and Tennessee. It is funded with $1 8,846,090 and the estimated savings within three years is $27,269,705. To improve the management of disease, Vanderbilt has built inter-professional health teams as well as improved health information technology (HIT) which includes disease registries and clinical workflow involving an evidence-based decision support. This has increased communication and care planning. The resulting outcome has been; improved coordination of care, reduced hospital admissions, as well as readmission and emergency room calls and visits (SMS, n. Applying Transparency There are five simple steps to apply transparency successfully in the new diabetes program much like other organizations have. The first step is to increase staff knowledge and confidence. The second step is to provide physicians and nurses with guidelines for diabetes management. The third step is to improve education and clinical management for inpatient and outpatient clients. The fourth step is to establish interdisciplinary teams. The team’s specific activities include the establishment of diabetes care goals, clinical staff education, and quality improvement activities designed to evaluate diabetes management. The final step is to develop a marketing team to communicate the clinics services and healthcare opportunities. Conclusion The process of successfully launching a new diabetes clinic will continue long after the clinic open and fully functional. Communication strategies will need to be in place for many different circumstances. Over the course of roughly 12-18 months, Phoenix Health Systems will be aided by Health and Wellness of America to institute the 4-point communication model to reach and effectively convey information to the four major generations. The use of coherence, consistency, continuity, and complimentary communication strategies will help deliver information to the masses in the most efficient and reentrant way possible. 2 nt Needs. NTfneeds How to cite Communication Strategies Team Assignment, Papers

Human Resource Management for Culture - MyAssignmenthelp.com

Question: Discuss about theHuman Resource Management for American Culture. Answer: Introduction The Royal Thai Hotel is a 5-star hotel in Bangkok, Thailand, which was started by a local consortium of investors almost 15 years ago. The hotel was being managed by a Thai General Manager and was one of the prestigious hotels in Bangkok. The hotel had a workforce of almost 700 employees who were happy in being associated with such a reputed organisation. The employees received a number of welfare benefits, above market rate salary, job security, etc. along with a bonus that was equivalent to their four months salary at the end of every year, irrespective of the performance during the year. Thing at The Royal Thai Hotel started experiencing a great deal of changes once it was bought by a large American hotel chain that wanted to expand its operations in Thailand. After the acquisition, the Thai Manager took an early retirement and an American manager was employed by the new owners to look after the management of the hotel. The new manager bought some major changes in the organisation that did not go well and resulted in a decline in the market reputation of the company. Therefore, this report has been aimed at discussing the symptoms which indicated that some significant problems were prevailing in the company and diagnosing the problems from a human resource management perspective to recommend solutions that would help in dealing with the problem. Symptoms Indicating Workplace Problems Symptoms, in simple words, can be defined as the signals or symbols that indicate the existence of a problem in an individual, department or an entire organisation. The Royal Thai Hotel has been facing a number of issues, which can be clearly identified from the symptoms that are prevailing in the hotel. Some symptoms indicating workplace problems are discussed below: First of all, the stress levels amongst the employees were constantly on the rise. Ever since the new owners from America took over the Royal Thai Hotel and a change in the managerial position was bought, the employees started feeling uncomfortable and couldnt accept the workplace change in a positive way. Their inability to deal with the changes was bringing about a rapid increase in the employee stress levels. Due to an increase in employee stress levels and decreasing employee morale, the employees started losing their confidence and started blaming each other in order to avoid taking responsibilities for any problems or issues. Secondly, the labour turnover rates in the hotel have also started to mount. The strong relationships that the previous management had been able to establish with the workers of the hotel were strained and the employees started to leave the hotel as the management and the employees were no longer supportive of each other. Due to absence of positive working conditions, the employees started feeling dissatisfied with their jobs and the absenteeism rates due to sickness were also increasing in the organisation. Thirdly, the number of guest complaints were also reached an all-time high. In the past, the number of guest complaints had been minimum but after the new manager took over the management of the Royal Thai Hotel, the customer started feeling issues with the hotel services and started raising complaints while some guests also pointed at some employees for not being able to provide them satisfactory services. Further, even the employees had started to make greater number of mistakes as compared to the past. Lastly, another important symptom that pointed at some problems in the organisation was that the senior level managers were experiencing more calls from their juniors for consultation. Some employees started approaching their seniors even for petty issues. As a result, the seniors had to spend most of their time in solving the issues that their juniors had been experiencing. Problems Leading to the Observed Symptoms The problems leading to the observed symptoms are discussed below: Workplace Changes Workplace changes are a major source of organisational conflicts and issues. Improperly managed workplace changes have already resulted in heavy losses for some famous companies in the past and will continue to do so. Workplace changes are bound to take place whenever there are changes in the leadership positions, which also happened in the case of the Royal Thai Hotel (change-management-coach.com, n.d.). After being acquired by an American company, the manager of the Royal Thai Hotel took an early retirement and a new American manager was bought in by the new owner to look after the management of the company. The previous manager had been working with the workforce since the very beginning of the hotel and had a clear understanding about the culture of the organisation. After his retirement Brett Williamsons, the new manager, started looking after the management of the hotel and had a strong believe in empowerment. The new manager started providing empowerment to the hotel staff as soon as he took over. The concept of empowerment did not sit well with them. The employees were informed that the new management had empowered them to deal with minor issues themselves so that they could offer better services to the customers. It was also decided that for minor issues, it was no more required for the front line employees to consult their seniors while for major issues, they had to seek for their seniors advices. The new manager did not follow a planned approach to implement the change in the hotel and the hotel staff was least prepared in accepting the change, even if they did not resist it (Gleeson, 2016). The new manager never clearly differentiated between minor issues and major issues, which lead the employees into a confusion. The employees were never able to make a clear decision in certain cases as they couldnt decide whether the issue in front of them was major or minor (KUIPERS, et al., 2014 ). Cultural Misfit Culture differences are defined as the difference in individual thought processes, values, ethics, religion, cuisines, etc. that govern their social behaviour and conduct. Cultural differences play an important role in the business world, especially when business organisation from one part of the world tries to expand its business operations in a different part of the world. For business organisations that are trying to enter into the global market, it is important to take note of these cultural differences and planning their strategies accordingly so that they can increase their chances of success (Knutson, et al., 2003). The American company that acquired the Royal Thai Hotel failed to realise the importance of cultural differences between Thailand and America and appointed an American manager to look after the operations of the hotel (Bhatt, 2014). A major cultural difference between America and Thailand is that the Thai teachers and managers have a habit of emphasising rule abidance. Thai managers effectively monitor the behaviour of their juniors and the juniors abide by the rules set up by their managers. On the other hand, America is more of a loose society i.e. the American managers tend to motivate their juniors or followers to explore new possibilities by empowering them (Anon., 2013). The new manager of The Royal Thai Hotel failed to understand that there are certain cultural differences between America and Thailand and the concept of empowerment might not sit well amongst the Thai employees as compared to the American employees. Thus, the failure of the new manager and of the new owners in understanding the culture of Thailand also resulted in the above symptoms. Bureaucracy Bureaucracy is an organisational system where most of the important decisions related to the work are taken by the seniors or people at the managerial level positions (businessdictionary, n.d.). In a bureaucratic environment, there is clear hierarchy of authority and the rules are completely inflexible. In the case of The Royal Thai Hotel, the existence of bureaucracy in the workplace was another reasons that was giving rise to the discussed symptoms (Woods, 2012). When the new manager at The Royal Thai Hotel started implementing the concept of empowerment in the workplace, some managers were in support of the decision while some others wanted to resist the decision because they thought that empowering their juniors to take some important decisions will reduce their power or say in the organisation. The fear of their authority being undermined fostered a negative behaviour in the mind of certain employees who did not support the decision and did nothing to make the concept successful. Solutions to Overcome Problems It is important for the hotel owners to realize the problems that the hotel is facing and the consequences that such problems can have on the business. The management can use the following recommendations to improve the workplace condition and in dealing with the problems: First of all, the management needs to understand the important of managing change programs effectively using change management theories, such as Kotters change management theory or Kurt Lewins change management theory. The new management should adopt a planned approach towards change management and should deal with the root causes of resistance to organisational change rather than blaming everything on the workforce (Robert Half Management, 2014). The management can adopt the change management theory proposed by Kurt Lewin and can follow a 3 step change model i.e. unfreeze, change and freeze. Such a strategy will help in minimising the possibilities of organisational resistance to change and ensuring higher employee involvement in the change program (Hayes, 2014). Secondly, the management should understand the importance of aligning the American and Thai culture. There are a significant number of cultural differences between the Thai and the American culture and an American manager with no prior experience with a Thai workforce can prove to be a disaster at managing the human resources, which has already happened in the case of the Royal Thai Hotel. The new hotel management should replace the new manager with a manager who has an understanding of the Thai culture and also has knowledge about the cultural values of Thai workforce (Dholakiya, n.d.). Only a manager with sufficient knowledge about the Thai culture will be able to help the company in rising out of the problems that it is currently facing (Thomas Peterson, 2014). Thirdly, the new owners of the hotel should also arrange for training and development programs that will be aimed at increasing the overall competencies of the employees. If the new manager wants to bring about some changes in the workplace, it is important that the employees are sufficiently trained and developed to cope up with the changing environment. The new manager should have designed and implemented a training program that would have helped the employees in gaining more knowledge about the different kind of issues in hospitality industry and how to classify them as a major and a minor issue (Biech, 2016). If they had been competent enough to distinguish between major and minor issues, it would have been easier for the employees to take decisions themselves rather than consulting their seniors even for minor issues. Further, training and development programs would also have been helpful in building employee confidence and they would have accepted empowerment in a better way (A guinis Kraiger, 2009). Fourthly, the new management also needs to foster a positive work environment in the workplace that is free of bureaucracy and pressure. It is important for the senior level employees to understand the role that concepts like empowerment can play in keeping the employees motivated and optimising their performance levels. The senior level managers should always empower their employees and should motivate them to take their own decisions so that they can feel responsible and can perform better. The new management should also increase socialisation in the workplace because the employees are not demonstrating a team oriented approach towards work. The employees are mostly stressed and due to their failure in performing up to the expectations of the management, they are always blaming each other for the lacking performance. The management needs to foster a team oriented environment in the workplace so that the workforce can collectively contribute towards the achievement of organisational goals and objectives. Providing better work conditions to the employees will ensure that they employees show less absenteeism and will also help the management in strengthening the employee-employer relations (Brunot, n.d.). A positive work environment will also ensure high engagement levels amongst the employees and will also help the company in bringing down the high employee turnover ratios that are prevailing in the hotel staff. Conclusion The Royal Thai Hotel has been one of the top hotels in Thailand since the past 15 years and has been considered as one of the most prestigious hotels. The hotel has been performing quite well in the past but started experiencing a decline in employee performance levels once the hotel was acquired by an American company. The new management of the hotel was unable to manage the human resources of the hotel in an efficient manner due to a number of reasons and the inability of the management to provide a positive work environment to the hotel staff lead to higher customer complaints, higher employee turnover ratios and a fall in the hotel performance levels. To ensure high performance levels and to revive its market reputation, the new hotel management needs to look into the problems prevailing in the hotel and implement some of the above stated recommendations as soon as possible. References Anon., 2013. Thai Culture vs American Culture!. [Online] Available at: https://culturalconflict.wordpress.com/2013/11/11/thai-culture-vs-american-culture/ [Accessed 13 May 2017]. Knutson, T. J., Komolsevin, R., Chatiketu, P. Smith, V. R., 2003. A cross-cultural comparison of Thai and US American rhetorical sensitivity: implications for intercultural communication effectiveness. International Journal of Intercultural Relations, February.27(1). change-management-coach.com, n.d. Definition Of Change Management. [Online] Available at: https://www.change-management-coach.com/definition-of-change-management.html [Accessed 13 May 2017]. KUIPERS, B. S. et al., 2014. THE MANAGEMENT OF CHANGE IN PUBLIC ORGANIZATIONS: A LITERATURE REVIEW. Public Administration, March.92(1). businessdictionary, n.d. bureaucracy. [Online] Available at: https://www.businessdictionary.com/definition/bureaucracy.html[Accessed 13 May 2017]. Hayes, J., 2014. The Theory and Practice of Change Management. s.l.:Palgrave Macmillan. Thomas, D. C. Peterson, M. F., 2014. Cross-Cultural Management: Essential Concepts. s.l.:Sage Publications. Gleeson, B., 2016. Leading Change: 6 Reasons Change Management Strategies Fail. [Online] Available at: https://www.forbes.com/sites/brentgleeson/2016/12/07/leading-change-6-reasons-change-management-strategies-fail/#56ec4e525d9e[Accessed May 2017]. Bhatt, K. T., 2014. Cross-Cultural Challenges In the International Business Management. [Online] Available at: https://www.linkedin.com/pulse/cross-cultural-challenges-international-business-management-bhatt[Accessed May 2017]. Woods, L., 2012. Workplace Bureaucracy Learn to Break Through the Red Tape!. [Online] Available at: https://www.managingamericans.com/BlogFeed/Operations/Workplace-Bureaucracy-Learn-to-Break-Through-the-Red-Tape.htm[Accessed May 2017]. Robert Half Management, 2014. Change Management: Tips for Success. [Online] Available at: https://www.roberthalf.com/management-resources/blog/change-management-tips-for-success[Accessed May 2017]. Dholakiya, P., n.d. 3 Tips for Managing a Cross-Cultural Workforce. [Online] Available at: https://www.entrepreneur.com/article/288796[Accessed May 2017]. Aguinis, H. Kraiger, K., 2009. Benefits of Training and Development for Individuals and Teams, Organizations, and Society. Annual Review of Psychology, Volume 60. Biech, E., 2016. Why Is Change Management Training Important?. [Online] Available at: https://www.td.org/Publications/Newsletters/Links/2016/07/Why-Is-Change-Management-Training-Important[Accessed May 2017]. Brunot, T., n.d. The Importance of a Positive Environment in the Workplace. [Online] Available at: https://work.chron.com/importance-positive-environment-workplace-3008.html[Accessed May 2017].