Advertising Advertisements For An Ad Catches Our Eyes

Since we were children, we have always been told the difference between right and wrong. For the entirety of our lives people have been telling us what to do through advertisement. When an ad catches our eyes, we tend to read it and sometimes listen to what it has to say. Companies throw advertisements at us in an attempt to capture our attention. Advertisers want to bring their product to our attention in a way different from every other advertisement. They want their ad to stand out. It is important for advertisers to get their ads to stand out. To make them remembered. Advertisements can stand out by color, design, or even capture the viewers attention in a comical way. A hand (barren of any bracelets, tattoos, or sleeves) holds up a simple three fourths light brown and one fourth white box. An attention grabbing green label reads â€Å"Natural Choice† with the red Hormel insignia, containing a petite green tree, above it. On the top left of the box, the words â€Å"Honey Deli Ham† are typed in a royal blue color. To the right of them, standing out against the white, are the words â€Å"No Preservatives 100% Natural**.† To the left of the green label, in dark brown, is the outlining of what appears to be vegetables. To the right of the green label, a yellow color outlines stems and leaves. Above the box are the words â€Å"PRESERVE YOUR RIGHT† typed in a hand-written font in a jade green color to match the â€Å"Natural Choice† label on the ham containing package. To the right of the box, isShow MoreRelatedDo You Ever Watch The Super Bowl For Its Commercials?783 Words   |  4 PagesSuper Bowl for its commercials? Have you ever bought a more expensive product because you had seen its advertisement? If the answer is yes, then you might have been a victim of today’s marketers. 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DAmores Fragrances Inc. Essay - 1313 Words

Case Study #4 Rich Rogers, Les Ford, and Jasmine Young all worked for Darius D’Amore’s Fragrances, Inc. During the employment there, they believed they were discriminated against and filed a $70 million lawsuit. The antidiscrimination laws concerning the workplace that fit this case are Americans with Disabilities Act of 1990, Civil Rights Act of 1991, and Pregnancy Discrimination Act of 1978. The ADA of 1990 prohibits discrimination based on disability. In this case, the firm violated this act by not promoting Rogers because he had stage four lung cancer. The Civil Rights Act of 1991 awards punitive damages when the injuring party intentionally harms the other. In my opinion, the plaintiffs do have a prima facie case for†¦show more content†¦The first action the firm can take to prevent further discriminatory actions from occurring again is to let go of the supervisors who were discriminating against other employees and to bring in new management. It is also up to Jeff Juda to enforce the rules of the company. The Code of Conduct clearly states issues regarding a safe and fair workplace, equal employment opportunity, prohibition against harassment, and how to raise concerns. So therefore, it is the responsibility of all the employees to follow the rules as such. There are different actions Rogers, Young and Ford should have taken since the firm failed to respond to their discrimination complaints. The first step was to start getting tangible proof. One thing they could have done was getting the remarks on tape. Also, when the black pregnant female was reportedly tripped and called a derogatory name by one of the supervisors, they could have possibly taken that further by reviewing cameras for proof. They also could have filed a case with the EEOC. Since there was a violation of three major employment laws, they probably would have gotten a case quicker and more efficiently. Instead of going to court over their dispute with Darius D’Amore, they could have taken a different approach of mediation and arbitration. These methods involve a third, neutral party that either helps (mediation) or makes (arbitration) the final decision. Rogers, Young, and Ford could have benefited from

Peter Senges Learning Disciplines and the Organizations Climate

Question: Describe about the Peter Senges Learning Disciplines and the Organizations Climate. Answer: Introduction. Description of Peters disciplines Peter Senge envisioned institutions to be places where individuals continuously develop their ability to produce the outcomes that they aspire, a place where they nurture fresh and vast forms of thought, where common desire is unrestricted and a place where persons repeatedly learn to see the whole collectively. The fundamental justification for such institutions is that in circumstances of swift revolution, those who are not opposing, who are productive and adaptive shine. For this to ensue, it is reasoned; organizations must learn how to tap into peoples assurance and ability to learn at all echelons (Chang Sun, 2007). According to Peter Senge, real education gets to the human heart. The human become able to recreate him/herself, this applying to organizations too. The dimensions characterizing learning from native institutions is the ability to master basic five disciplines as suggested by Peter; these include, mental models, own mastery, systems rational, building a shared vision and team learning. He further reiterates that people are agents who act upon these systems and configurations (Senge, 1990). These systems are as follows; Systems rational Systematic thinking is the theoretical foundation of methodology for Peter Senge; it incorporates the others combining them into a cohesive body of philosophy and practice. This method can realize and bring out the whole, and scrutinize the interrelationships amongst the fragments, hence offers, for Peter, equally the motivation and process to incorporate the disciplines. He argues that humans tend to concentrate on the portions rather than being keen on the entire and we dont see an institution as a vibrant development. Thus an enhanced thankfulness of the structures will come after we have learned from our experiences. Individual mastery Own knowledge is the practice of constant clarification and developing of personal vision, strengths, and patience while we see reality by being objective. It argues that organizations only learn through individuals learning. Mastery is perceived to be a sort of expertise; it is not about supremacy but a vocation. Mental models These are assumptions or generalizations that influence our understanding of the universe and how we act. We are regularly not conscious of their influence on our behavior hence we have a task of developing the capability to reflect in and on actions. It begins with spinning the mirror inwards, learning to extract our mental images of the biosphere conveying them to the exterior and scrutinizing thoroughly. Building shared vision Peter Senge argues that if a clue about leadership stimulates establishments for many years, it is the structure that is to grasp the scenario of the prospect we strive to create. Such a picture stimulates and encourages innovation. A positive vision helps people to learn because they want to learn. Team learning Team learning starts with a discussion, the team members do away with assumptions and enter into an unpretentious rational together. It also encompasses knowing how to identify the outlines of relations in groups destabilizing learning. Team learning aligns and develops the capacities of a team to achieve desired results (Taggart, 2008). Organizational characteristics supporting learning Effective leadership creates a learning organization, not centered on an old ladder but a combination of differing personalities from all echelons of the arrangement leading in diverse ways. Such organizations have realized that every individual in the institution possesses the capability of finding answers to the glitches faced, and everyone can visualize a coming and go ahead in creating it (Williams, 2001). As argued by Gephart in Learning Organizations Come Alive, the organization's philosophy is the glue holding the institution together, systems supporting learning are open and trust employees including rewarding them for learning and being innovative, promoting experimentations and value the well -being of its workforce. These institutions have been able to shift minds by connecting to the world as opposed to separating from it, enabling them to create such a culture. Communication systems are also at advanced stages enhancing the exchange of information among individuals. One challenge that an organization must overcome is to isolate and break the protective nature of people in the workplace, make everyone learn the steps of defining and solving problems (Cropper, 2004). The relationship between organizational climate and Peter Senges disciplines Organizations able to learn from the surrounding can adapt to any change that may occur .and be able to maintain competitiveness in the market. Many organizations have introduced workplace learning, both in the past and present, into their daily activities aiming at supporting and accommodating the changes they face during political, economic and social changes. Organizational climate and Peter Senges disciplines have molded direction that relates the organization's learning with the institution, enabling the development of ideas through participation in events and training as opposed to the traditional ways (Sun, 2003). References Chang, D.-S., Sun, K.-L. (2007). Total Quality Management and Business Excellent. Senges five disciplines 3 organizational climate, 802-815. Cropper, B. (2004). Applying the Tools of the. Learning-Centred Leadership, 1-5. Senge, P. (1990, Sloan School of Management). The Leaders New York;Building Learning Organizations. Sloan Management Review, 32(1), 1-10. Retrieved September 30, 2016, from https://www.simpsonexecutivecoaching.com/pdf/orglearning/leaders-new-work-building-learning-organizations-peter-senge.pdf Sun, P. (2003). Exploring the divide organizational learning and learning organization (Vol. 10). MCB UP LTD. Taggart, J. (2008). The Five Learning Disciplines. From Individual to Organizational Learning, 4-8. Williams, G. (2001). Peter Senge and the learning organization. Retrieved from infed: https://infed.org/mobi/peter-senge-and-the-learning-organization/#_The_learning_organization

Modern Psychology Essays - Emotions, Anger, The Jerry Springer Show

Modern Psychology Everyday, this chant is heard by millions of people watching the now infamous "talk show", Jerry Springer. Even though just a few years ago, most people regarded these shows as ridiculous, now this chant is recognized and adored by many people in society. The most parsimonious explanation for this is that the shows now have more interesting and captivating topics. The premise of most episodes of these shows has changed greatly over the past few years; The topics have moved away from large scale social issues, like homosexuality and cancer, to relationship and familial issues, like adultery and mothers who are too flirtatious with their daughter's boyfriends. Many people would argue that the issues being presented now are not as interesting or captivating as the older issues. However, after watching an old episode and a new episode, most people agree that the emotions displayed by the guests in the newer shows are more visible, with actions such as onstage yelling and fighting. The general emotional content of the episodes has changed from sadness to anger. From a psychological standpoint, there are many influences that cause extreme anger to be displayed by the guests on "talk shows". Imagine being a guest on the Jerry Springer show, as you walk onto the stage you see the large audience chanting those infamous words. You sit down next to your fiance not knowing what to expect, you are nervous and anxious. Finally, Jerry says those terrible words, "So, don't you have something to tell your fiance?" She turns to you, looks into your eyes and says, "Remember about a month ago when I disappeared at that party at your house? Well, that night your brother and me left the party early. I'm sorry, I have been sleeping with your brother for the past month." Suddenly, the anxiousness that you experienced is gone and replaced by anger, intense anger. You turn to Jerry as he asks you, "Wow, she has been cheating with your brother, how does this make you feel?" Your anger only gets more intense, you ramble to your ex-fiance and ask her how she could do such a thing. Again, Jerry interrupts the moment and yells into the microphone, "Alright lets get the brother out here!" As you see your brother walk through the door, you again hear that irritating chant echoing through the crowd. You jump to your feet and go after your brother, within seconds you are pulled away by security guards and forced to return to this humiliating situation. Soon enough, you are too angry to talk, you simply scream obscenities at your brother and ex-fiance. It seems like every word Jerry says makes you angrier and angrier, and all the while Jerry Springer's ratings are soaring through the roof. There are many psychological explanations for this increasing anger experienced by the guests on a talk show. It is a well-known psychological observation that questions can be phrased in different ways eliciting different responses. A study conducted by Amos Tversky and Daniel Kahneman displayed that the same question phrased in two different ways to the same person can receive two different results. Interviews or surveys often use this framing effect to try to get the response that is more favorable for the interviewer or surveyor. Based on this discovery, it is reasonable to assume that the framing of a question can also affect the emotional response that is elicited by the subject. Knowing that there is a strong correlation between the anger of his guests and the ratings he receives, Jerry Springer can use this framing effect to his advantage. By framing questions in a certain way, Jerry can intensify the anger of his guests. Often, when Jerry asks a question to his guests, he tends to include words with strong negative connotations. For instance, in a topic like the one presented above, Jerry tries to use words like "cheating", "sneaking" and "lying". Jerry also phrases the question in such a way to evoke anger in his guests. He typically asks questions like, "Can you believe that your fiance and your brother would go behind your back like that?" The question is framed in such a way that any answer given to it would evoke or intensify anger. A "no" answer increases the feeling of surprise and causes the guest to think to himself, "How could they do such a thing?" A "yes" answer could mean that the guest may have noticed something going on between his fiance and brother before the show. Yet, it is more

What Is A essays

What Is A essays A fleet transportation company that is involved in the transportation of hazardous materials, such as LPGs (liquid petroleum gases), needs to have the knowledge and training provided for their drivers in the Companys safety program for emergency response and driver awareness, when involved in the transportation of this type of products over the highways. Due to the violent reactions and circumstances if there is an accident involving a tanker truck transporting LPGs, and a fire is involved, every second will count to avoid a potentially fatal situation. The driver if not seriously injured and properly trained can help avoid the loss of life and property when becoming a first responder during an accident involving tankers transporting LPG s. Boiling-Liquid-Expanding-Vapor Explosion (BLEVE): A type of rapid phase transition in which a liquid contained above its atmospheric boiling point is rapidly depressurized, causing a nearly instantaneous transition from liquid to vapor with a corresponding energy release. A BLEVE is often accompanied by a large fireball if a flammable liquid is involved, since an external fire impinging on the vapor space of a pressure vessel is a common BLEVE scenario. However, it is not necessary for the liquid to be flammable to have a BLEVE occur. Liquefied petroleum gas (LPG) is particularly exposed to the risk of serious accidents such as BLEVE (Boiling Liquid Expanding Vapor Explosion), i.e. explosion of a tank due to rapid evaporation of the liquid contained caused either by a depressurization wave generated by a hole accidentally formed in the tank shell or by an intense heat radiation load due to an external fire. As a consequence of the tank failure, the tank is flattened to the ground, giving rise to a strong blast wave, a destructive fireball, and in some cases the formation of numerous fragments that can be propelled significant distances. The characteristic time duration...

Matthias essays

Matthias essays The colonization of New England by English colonists sparked many changes throughout an environment that was already inhabited by the local Native Americans. This change occurred at many different, correlated levels. Both the economical and environmental states of this area, as well as all of North America would change forever. The most dramatic change occurred on an ecological level that can still be observed today. Ecologically, the coming together of both the Native Americans and the English colonists within such a rich and naturally abundant environment sparked an enormous decimation. The result is the exploitation and overall destruction of an ecosystem that existed untainted for thousands of years. As stated by Cronon, Whereas the natural ecosystem tended toward a patchwork of diverse communities arranged almost randomly on the landscape-its very continuity depending on that disorder-the human tendency was to systematize the patchwork and impose a more regular pattern on it (Cronon 33). By analyzing the two contrasting views of nature, by both the Native Americans and the colonists, it is possible to claim that the cause of this demise in the New England ecology was a direct effect of the labeling of the ecosystem as a commodity by the European colonists. In order to completely understand the cause of the destruction of the New England wilderness, a person must look at the manner in which both the Native Americans and colonists viewed nature as a whole. These two conflicting views allow for the ecological changes that occur after the colonization of New England in the 1600s. The Native Americans treated nature as a source of life and were solely dependent on it for survival. This dependence sparked a great respect that the colonists lacked. With this respect came a greater understanding and usage of the abundant ecosystem they strived on. The natives viewed nature as a...

Loke (second treatiseof government, and machiavelli Essay

Loke (second treatiseof government, and machiavelli - Essay Example In a nutshell, emergency involves making preparations before an event. Emergency planning also aims at creating preparedness (Perry 7). It has an influence on response and recovery. Emergency plans guide operational decisions during the management of agent-generated and response-generated demands (Phelan, 2008). On the other hand, emergency operations majorly focus on performance (Phelan 16). Such operations require the use of a set of guidelines presented in terms of a plan. Every decision made during an emergency operation should be based on the guidelines outlined in the plan guide. The success of emergency operations depends on the availability of resources for use and frequent assessment of demands by responders as needs arise. Responders must be alert in order to identify any arising demands and should be creative when addressing such demands. The success of emergency operations also relies on the use of pre-event lists checklists. However, such checklists do not guarantee maxi mum success. Personnel must improvise them in order to achieve higher accomplishments. Actions taken by response personnel and emergency managers are what constitute an emergency operation. 2. Planning Process It is noted with concern that the emergency planning process is more important than the emergency plan itself. Emergency planning ensures that communities achieve disaster preparedness. As a process planning involves consultation, training, equipping, and critiques (Perry 28). The end result of such a process is an improvement in the ability of a community to handle risks. A significant number of individuals think that written plans are used in defining preparedness. I agree with such a line of thinking but the same people should be careful not to equate a plan with preparedness. The process is more important than the plan because it is practical. The plan is only but a picture presentation of the planning process at a specific time and does not guarantee the presence of a haz ard. On the other hand, the process of emergency planning involves practical steps such as ongoing monitoring, personnel training, and system exercising hence providing a definition for preparedness. It is important that organizations and jurisdictions adopt a continuous planning process because preparedness is dynamic in nature. Such a process should include continual monitoring of the environment so as to identify threats and discover new technology that can be used in handling such threats. Resources, threats, and even organizational structure may change over time. Moreover, lack of continuous training may result in the disappearing of performance skills. Such eventualities can only be addressed by ensuring that organization and jurisdictions establish a continuous emergency planning process. Despite the usefulness of the emergency planning process, the process may face some resistance. One main reason for such resistance is apathy. Apathy arises when individuals do not like to t hink about disasters (Phelan 22). Therefore, they develop the idea that emergency planning takes resources hence they end up not supporting the process of emergency planning. 3. Preparedness Exercises Organizations and j

Criminology - Criminal Courts And Prisons Essay

Criminology - Criminal Courts And Prisons - Essay Example It will be possible to determine whether indeterminate sentences can be defended; and whether life should mean life. According to Criminal Justice Alliance (2012), Wales and England register the highest prison population in Western Europe, hence prison overcrowding. Although the prison estate has attempted to address this situation, no major results have been achieved. Prison overcrowding occurs when prisons have to house a bigger number of inmates compared to the number they were designed for (Ashworth 2010). In addition, when there is no investment in prison building programmes, this leads to lack of capacity to accommodate inmates. Furthermore, inefficient bureaucracies in the management of prisons might be the cause of prison overcrowding. In England and Wales, indeterminate sentences have been considered to contribute to prison overcrowding (Ashworth 2010). Judges in Britain sent many people to prison between 1951 and 1980. This contributed to the high level of prison overcrowding experienced in the late 1970’s. However, this declined considerably starting 1981. This was because other alternatives such as fines, punishment, cautions, and community sentences as forms of punishment were adopted (Politics.co.uk 2012). In 1991, the Woolf report predicted that prison population would double from 44, 000 to 83,000 by 2008 (The Howard League of Penal Reform 2013). This led to the adoption of new measures in prisons in order to help prevent prison population from rising rapidly. The main measure adopted was early release. This measure was put into practice for less than one year and this registered a considerable reduction in the prison population. However, when the measures were dropped, the prison population began to surge again. Plans by the government to address this issue have continued to be thwarted. In January 2011, the prison p opulation was 82,991, compared to its holding capacity of 87,936 (Politics.co.uk 2012). The existence

Know how to identify development needs Essay Example for Free

Know how to identify development needs Essay Everyone has their own preferred way of learning new things. Knowing how you learn can Help you take control of situations and develop further in learning or employment situations. To help me identify my own learning style(s) and that of a member of my team, I used the VAX questionnaire below. Tick box A B or C for each question that most represents how you generally behave. ABC 1When I operate new equipment I generally:x A B CRead the instructions first Listen to an explanation from someone who has used it before Go ahead and have a go, I can figure it out as I use it 2When I need directions for travelling I usually:x A B CLook at a map Ask for spoken directions Follow my nose and maybe use a compass 3When I cook a new dish I like to:x A B CFollow a written recipe Call a friend for an explanation Follow my instincts, testing as I cook 4If I am teaching someone something new I tend to:x A B CWrite instructions down for them Give them a verbal explanation Demonstrate first and then let them have a go 5I tend to say:x A B CWatch how I do it Listen to me explain You have a go 6During my free time I most enjoy;x A B CGoing to museums and art galleries Listening to music and talking to my friends Playing sport or doing DIY 7When I go shopping for clothes I tend to:x A B CImagine what they would look like on Discuss them with the shop staff Try them on and test them out ABC 8When I am choosing a holiday I usually:x A B CRead lots of brochures Listen to recommendations from friends Imagine what it would be like to be there 9If I was buying a new car I would:x A B CRead reviews in newspapers and magazines Discuss what I need with my friends Test drive lots of different types 10When I am learning a new skill I am most comfortable:x A B CWatching what the teacher is doing Talking through with my teacher exactly what I am supposed to do Giving it a try myself and work it out as I go 11If I am choosing food from a menu I tend to:x A B CImagine what the food will look like Talk through the options in my head or with my partner Imagine what the food will taste like 12When I listen to a band I can’t help:x A B CWatching the band members and other people in the audience Listening to the lyrics and the beats Moving in time with the music 13When I concentrate I most often:x A B CFocus on the words or the pictures in front of me Discuss the problem and the possible solutions in my head Move around a lot, fiddle with pens and pencils and touch things 14I choose household furnishings because I like:x A B CTheir colours and how they look The descriptions the sales people give me Their textures and what it feels like to touch them 15My first memory is of:x A B CLooking at something Being spoken to Doing something 16When I am anxious I:x A B CVisualise the worst case scenarios Talk over in my head what worries me most Can’t sit still, fiddle and move around constantly ABC 17I feel especially connected to other people because of:x A B CHow they look What they say to me How they make me feel 18When I have to revise for an exam I generally:x A B CWrite lots of revision notes and diagrams Talk over my notes, alone or with other people Imaging make the movement or creating the formula 19If I am explaining to someone I tend to:x A B CShow them what I mean Explain to them in different ways until they understand Encourage them to try and talk them through my idea as they do it 20I really love:x A B CWatching films, photography, looking at art or people watching Listening to music, the radio or talking to friends Taking part in sporting activities, eating fine foods and wines or dancing. 21Most of my free time is spent:x A B CWatching television Talking to friends Doing physical activity or making things 22When I first contact a new person I usually:x A B CArrange a face to face meeting Talk to them on the telephone Try to get together whilst doing something else, such as an activity or meal 23I first notice how people:x A B CLook and dress Sound and speak Stand and move 24If I am angry I tend to:x A B CKeep replaying in my mind what has upset me Raise my voice and tell people how I feel Stamp about, slam doors, and physically demonstrate my anger 25I find it easiest to remember:x A B. CFaces Names Things I have done ABC 26I think you can tell if someone is lying if:x A B CThey avoid looking at you Their voice changes They give me funny vibes 27When I meet an old friend:x A B CI say ‘it’s great to see you’ I say ‘it’s great to hear from you’ I give them a hug or a handshake 28I remember things best by:x A B CWriting notes or keeping printed details Saying them aloud or repeating words and key points in my head Doing and practising the activity or imagining it being done 29If I have to complain about faulty goods I am most comfortable:x A B CWriting a letter Complaining over the phone Taking the item back to the store or posting it to head office 30I tend to say:x A B CI see what you mean I hear what you are saying I know how you feel Total number of ticks in each column:130512 If you chose mostly A’s you have a VISUAL learning style. If you chose mostly B’s you have an AUDITORY learning style. If you chose mostly C’s you have a KINAESTHETIC learning style. Learning Styles Self-Assessment Everyone has their own preferred way of learning new things. Knowing how you learn can help you take control of situations and develop further in learning or employment situations. Tick box A B or C for each question that most represents how you generally behave. ABC 1When I operate new equipment I generally:* A B CRead the instructions first Listen to an explanation from someone who has used it before Go ahead and have a go, I can figure it out as I use it 2When I need directions for travelling I usually:* A B CLook at a map Ask for spoken directions Follow my nose and maybe use a compass 3When I cook a new dish I like to:* A B CFollow a written recipe Call a friend for an explanation Follow my instincts, testing as I cook 4If I am teaching someone something new I tend to:* A B CWrite instructions down for them Give them a verbal explanation Demonstrate first and then let them have a go 5I tend to say:* A B CWatch how I do it Listen to me explain You have a go 6During my free time I most enjoy;* A B CGoing to museums and art galleries Listening to music and talking to my friends Playing sport or doing DIY 7When I go shopping for clothes I tend to:* A B CImagine what they would look like on Discuss them with the shop staff Try them on and test them out A B C 8When I am choosing a holiday I usually: Read lots of brochures Listen to recommendations from friends Imagine what it would be like to be there ABC * 9If I was buying a new car I would:* A B CRead reviews in newspapers and magazines Discuss what I need with my friends Test drive lots of different types 10When I am learning a new skill I am most comfortable:* A B CWatching what the teacher is doing Talking through with my teacher exactly what I am supposed to do Giving it a try myself and work it out as I go 11If I am choosing food from a menu I tend to:* A B CImagine what the food will look like Talk through the options in my head or with my partner Imagine what the food will taste like 12When I listen to a band I can’t help:* A B CWatching the band members and other people in the audience Listening to the lyrics and the beats Moving in time with the music 13When I concentrate I most often:* A B CFocus on the words or the pictures in front of me Discuss the problem and the possible solutions in my head Move around a lot, fiddle with pens and pencils and touch things 14I choose household furnishings because I like:* A B CTheir colours and how they look The descriptions the sales people give me Their textures and what it feels like to touch them 15My first memory is of:* A B CLooking at something Being spoken to Doing something 16When I am anxious I:* A B CVisualise the worst case scenarios Talk over in my head what worries me most Can’t sit still, fiddle and move around constantly A B C 17I feel especially connected to other people because of:* A B CHow they look What they say to me How they make me feel 18When I have to revise for an exam I generally:* A B CWrite lots of revision notes and diagrams Talk over my notes, alone or with other people Imaging make the movement or creating the formula 19If I am explaining to someone I tend to:* A B CShow them what I mean Explain to them in different ways until they understand Encourage them to try and talk them through my idea as they do it 20I really love:* A B CWatching films, photography, looking at art or people watching Listening to music, the radio or talking to friends Taking part in sporting activities, eating fine foods and wines or dancing 21Most of my free time is spent:* A B CWatching television Talking to friends Doing physical activity or making things 22When I first contact a new person I usually:* A B CArrange a face to face meeting Talk to them on the telephone Try to get together whilst doing something else, such as an activity or meal 23I first notice how people:* A B CLook and dress Sound and speak Stand and move 24If I am angry I tend to:* A B CKeep replaying in my mind what has upset me Raise my voice and tell people how I feel Stamp about, slam doors, and physically demonstrate my anger 25I find it easiest to remember:* A B CFaces Names Things I have done ABC 26I think you can tell if someone is lying if:* A B CThey avoid looking at you Their voice changes They give me funny vibes 27When I meet an old friend:* A B CI say ‘it’s great to see you’ I say ‘it’s great to hear from you’ I give them a hug or a handshake 28I remember things best by:* A B CWriting notes or keeping printed details Saying them aloud or repeating words and key points in my head Doing and practising the activity or imagining it being done 29If I have to complain about faulty goods I am most comfortable:* A B CWriting a letter Complaining over the phone Taking the item back to the store or posting it to head office 30I tend to say:* A B CI see what you mean I hear what you are saying I know how you feel Total number of ticks in each column:151203 If you chose mostly A’s you have a VISUAL learning style. If you chose mostly B’s you have an AUDITORY learning style. If you chose mostly C’s you have a KINAESTHETIC learning style. Learning Styles Now I have identified the learning style(s) for a member of my team and myself, and buy Reading the explanations below, we can consider how this will help us to choose the type of Learning that works best for us. People commonly have a main preferred learning style, but This may be part of a blend of all Three. Some people have a very strong preference; other People have a more even mixture of two or less commonly, three styles. Remember, there is no right or wrong learning style. The VAK learning styles model suggests that most people can be divided into one of the Three styles: Someone with a Visual learning style has a preference for seen or observed things, including pictures, diagrams, demonstrations, displays, handouts, films, flip-chart, etc. These people will use phrases such as ‘show me’, ‘let’s have a look at that’ and will be best able to perform a new task after reading the instructions or watching someone else do it first. ?These are the people who will work from lists and written directions and instructions. ?Someone with an Auditory learning style has a preference for the transfer of information through listening: to the spoken word, of self or others, of sounds and noises. These people will use phrases such as ‘tell me’, ‘let’s talk it over’ and will be best able to perform a new task after listening to instructions from an expert. ?These are the people who are happy being given spoken instructions over the telephone, and can remember all the words to songs that they hear! ?Someone with a Kinesthetic learning style has a preference for physical experience touching, feeling, holding, doing, practical hands-on experiences. These people will use phrases such as ‘let me try’, ‘how do you feel? ’ and will be best able to perform a new task by going ahead and trying it out, learning as they go. These are the people who like to experiment, hands-on, and never look at the instructions first! AC 1. 2 Use a simple technique for identifying own development needs and the development needs of another member of the team. It is very important for any organization to identify your own development needs and the Development needs of your team, and the development of all individuals at all levels. In The section below I have looked at a couple of ways you can identify the skills and Knowledge required for successfully delivering as well as providing the training and Development required for both me and that of another member of my team. Of course there are training and development texts that cover this subject in much more Detail, it is best to start with an analysis of the training and development that is required. The Starting point and the subsequent steps can be represented in ‘The Training Cycle’ or ‘The Systematic approach to Training and Development’. This is a widely recognised and used Model of the processes involved in professional development. When setting any objectives for training we should be using the standard management Practice of using SMART objectives. SYou will notice that the objectives are specific in that they explain a number of individual tasks. MThey are measurable in that you can determine if the tasks have been completed by checking against the targets, e. g. 2000 words, four bridges, grid reference, and so on. AThey are achievable in that resources are available to complete the task. For example, is there sufficient time for completion and does the candidate have access to a computer? RThey should be realistic. Clearly any task to be set at an appropriate level and be relevant to the development of the individual. We have to ask whether the person presently has the skills to carry out what we are expecting, does he/she need training or can they learn by on the job training. TFinally, the task should be time-bound in that you have to set time targets for completion, and possibly for reviewing progress. If you are able to set SMART objectives it makes the job of evaluation and review much easier. Identify the need The need for staff training can be identified in a number of ways, such as during interviews, Through feedback from colleagues, by competence or knowledge tests, by observing work Taking place, or from appraisal documents or CVs. Skills and knowledge audits and a SWOT analyses are well-known techniques that can be used for self-assessment as well as For identifying the needs of individuals and groups. Skills and knowledge audit A ‘brainstorming’ session will identify the skills, knowledge and understanding required to Carry out a particular task. To help me identify my own development needs I used the table On the next page, by comparing my existing skills and knowledge with the recommended Ones helped me to determine the training and development needs I could need. SKILLSLevel requiredCurrent levelDevelopment needs Project designDegree or HNC level management and review Supervisory management plus some specific project trainingILM Level 3 Certificate in Principles of Leadership and Management Planning and reviewingManagement Level 2 S/NVQManagement Level 2 S/NVQAs above Staff managementManagement Level 2 S/NVQManagement Level 2 S/NVQNone required Team briefingManagement Level 2 S/NVQManagement Level 2 S/NVQAs above Effective presentationAbility to present projects to community groupsNot confident in presenting to groupsILM Level 3 Certificate in Principles of Leadership and Management Report writingProfessional quality reportsAlready presents high quality reportsNone required Assessment skillsVocational Assessor AwardHolds Skills Assessor AwardTo work towards the D33 Team skillsManagement Level 2 S/NVQManagement Level 2 S/NVQNone required Training of trainers3- to 4-day courseAlready holds three relevant training unitsNone required KNOWLEDGELevel requiredCurrent levelDevelopment needs Managemen t of Health and SafetyIOSH levelAlready holds IOSH and has attended specific trainingNone required Safety in Housekeeping legislationIOSH levelAs aboveAs above Employment legislationManagement Level 2 S/NVQManagement Level 2 S/NVQUpdating courses when available Appraisal system and how it worksSpecific knowledge and use of the systemHas carried out appraisals in other organisationsSpecific coaching only required Environmental legislationFull knowledge of relevant environmental legislationHas full knowledge through personal researchNone required Do not be over specific about each and every aspect of the job, and do not use vague Expressions: communication skills, for example, may cover questioning, listening and talking To a group. You should attempt to be as clear and concise as possible about the skill or Knowledge required. To help me identify the development needs of a member of my team I used a SWOT Analysis, this is a simple self-assessment tool and is the SWOT analysis or analysis of STRENGTHS, WEAKNESSES, OPPORTUNITIES and THREATS. This can be used on its own or with the skills and knowledge analysis. It is good technique For helping staff identify their own training needs with or without support. My Team leader StrengthsWeaknesses Has a strong background in supervisory management techniques.? Has not worked to any degree with groups of manual workers. ? Has used a pc competently in previous jobs.? Is unfamiliar with project management software. ? Has an IOSH Certificate.? Health and safety training did not cover everything needed for this roll. OpportunitiesThreats ? There will be a number of candidates selected for a higher level qualification in supervision? Lack of supervision / management skills can hamper progress. ? Growth in the path industry may mean that there are more higher level jobs available.? Other candidates may have worked with manual workers – I need to improve my leadership skills. Using the SWOT analysis has helped us to see some of the development areas my team Leader needs, and from this I can help by finding the right course to help in his development. AC 1. 3 Identify potential barriers to learning Workplace learning is the process of gaining relevant skills and knowledge at work, either Informally as you gain experience or formally through structured training. Barriers to Workplace learning are factors that slow down the process, misdirect it or prevent it from Happening. These factors differ from one type of job to another. Misdirection If your goal is to achieve long-term success in your field, you need to learn new skills and Abilities on an ongoing basis. A sales professional must improve his closing techniques and His understanding of customer psychology, while an information technology specialist needs To keep up with new technological developments. One potential barrier to effective Workplace learning is that you may learn something that provides a short-term advantage But actually works against your long-term professional development. For example, if you Learn how to close just enough sales to meet your quota consistently, this may discourage You from learning the sales techniques that would substantially improve your close rate. Stagnation Another barrier to workplace learning is getting caught in a rut. If the work you do is not Mentally stimulating or challenging, you may not continue to improve on the job. Company Culture also can have a big impact on whether employees keep growing and learning or Whether their skills and motivation stagnate. If you believe your supervisors arent interested In hearing what you have to say, wont listen to concerns you have and dont welcome your Questions, you wont keep learning and improving. Companies that foster an open culture Are less likely to have this problem. Obfuscation Effective learning often depends on effective teaching, but not all teachers are equally skilled Or willing. Many workplace skills are best learned from an expert, and experts are not Always readily available. Some co-workers who do have genuine expertise are not willing to Share it openly. For instance, the companys best programmer might be worried that if he Teaches new employees all the tricks of his trade, his own value to the organization will Decline and he could lose his position. Teaching materials such as training videos or Instructional manuals may be poorly explained, confusing or limited. Companies can Overcome these issues by rewarding employees who mentor others and ensuring that there Are adequate materials on hand to facilitate learning? Access Depending on the type of business, the employees may face problems outside of the Workplace that interfere with their ability to learn in the workplace. Low-skilled employees Often are eager to obtain training to improve their job skills, but they sometimes face Complex life situations that make this difficult. This can include obligations to family Members, lack of free time to engage in additional training, medical problems and lack of Funds to pay for any training the employer does not provide. Anything the company can do To make training more accessible and flexible can alleviate this problem. This is just a few of the potential barriers to learning and I have explained these in a bit more Detail, below is a small list of some others, this list is again only a short list there are possibly Many more. Employee learning not seen as critical to business success Identifying and analysing true learning needs is time consuming Employees reluctant to take the time out to learn and develop Available learning not seen as specific enough to job roles and company strategy Learning doesn’t deliver tangible benefit Learning solutions simply don’t deliver No observed behavioral change Learning solutions are costly and risky AC 1. 4 Explain how barriers to learning can be overcome Overcoming barriers to success involves assessing the situation, consulting experts, Considering alternatives and taking action. To manage your career effectively, you need to Take charge of your own development. By assessing your own skills, getting advice from Others, learning new skills and making informed decisions, you can achieve your goals. Overcoming challenges and setbacks usually requires a positive attitude, as well as Dedication and commitment. Feedback To communicate more effectively and overcome objections, start by collecting information About the problem at hand. Avoid misinterpretation, misunderstanding and mistakes by Assembling all the facts. Depending on the situation, you can conduct surveys, run focus Groups or simply start a conversation with a colleague. Listen carefully and pay attention to The subtle nuances of what people say. Then take action to use the feedback and address The problem, tell people what you did, evaluate the outcome and refine your approach if Necessary. For example, to improve your chances of getting a new position, ask a friend or Colleague to review your resume and cover letter. Does it reflect your skills and knowledge In the best manner? Make modifications based on their feedback and submit your Application. Join a professional organization in your industry to network with other business Professionals. By making new contacts, you can learn about new opportunities to use your Unique skills and experience. Change Barriers to change include reluctance to part with old ways, sadness and regret associated With loss, and fear of the unknown. Managing change effectively and overcoming these Obstacles involve setting a clear course for the future and establishing realistic goals. Recognize that change can be disruptive. Then commit to the transition and form new Strategies. For example, once you decide that you want to pursue a new a career in a Higher-paying field, get the training and experience you need to succeed, according to your Budget and time availability. Define goals that are specific, measurable, attainable, realistic And time constrained. For example, if you want to pursue a career in health services, you Might aim to complete your bachelor’s degree and earn a nursing degree in the next six Years by participating in an online university program. Decision Making Barriers to success often involve an inability to make good choices. Learning how to Evaluate options efficiently can help you ensure career success. Sometimes you need to Make a quick decision without consulting others to ensure your safety and well being. Other Times, get input from other people you trust to help you make an informed decision about The next step to take in your development. When you work on a team, there may be times When the group needs to collaborate to make a choice that impacts everyone. This can take Time but the results are typically beneficial in the long run. When you don’t have time or the Outcome doesn’t really matter to you, delegate decision making to a subordinate to keep Processes flowing smoothly. This might include tasks such as approving travel expenses That are under a certain amount. Productivity When your goals don’t align with those of your company, your motivation and desire to Perform decrease. Ensure that you fully understand your companys strategic objective, Mission and values so that you can position yourself appropriately. Examine your work Habits. Manage your work day effectively to achieve your short and long-term goals. For use Online time management tools to focus your attention on the task at hand and complete Work in short segments. Managing your own productivity tends to improve your long-term Success. Section 2: Know how to develop self and others to achieve organisational objectives AC 2. 1 Briefly analyse learning/development options to meet need(s) of Self and another member of the team.

Brave New World Essay -- essays research papers fc

Brave New World "A well regulated Militia, being necessary to the security of a free State, the right of the people to keep and bear Arms, shall not be infringed." second amendment to the United States Constitution, 1791. Within this famous paragraph lies the right that Americans both cherish and fear, the right to have a gun. Of all the civil rights endowed by Bill of Rights and it’s amendments, none has been as been opposed so hostile and defended so staunchly as the Second Amendment. Besieged in courts, bogged down in legislation, the Second Amendment as our forefathers intended it is constantly in limbo. "To preserve liberty, it is essential that the whole body of the people always possess arms, and be taught alike, especially when young, how to use them." (Richard Henry Lee, Virginia delegate to the Continental Congress, initiator of the Declaration of Independence, and member of the first Senate, which passed the Bill of Rights.) "The great object is that every man be armed ... Everyone who is able may have a gun." (Patrick Henry, in the Virginia Convention on ratification of the Constitution.) "The advantage of being armed ... the Americans possess over the people of all other nations ... Notwithstanding the military establishments in the several Kingdoms of Europe, which are carried as far as the public resources will bear, the governments are afraid to trust the people with arms." (James Madison, author of the Bill of Righ ts, in his Federalist Paper No. 26.) The Second Amendment was not the first of it’s kind. Under the laws of Alfred the Great, whose reign began in 872 A.D., all English citizens from the nobility to the peasants were obligated to privately purchase weapons and be available for military duty. Under the Assize of Arms of 1181, freemen between the ages of 15 and 40 were required by law to possess certain arms. They were required twice a year to demonstrate to Royal Officials that they were appropriately armed. In 1662, Gunsmiths in England were ordered to deliver to the government lists of all purchasers, as has been the case in recent years. In 1623, Virginia outlawed its colonists to travel unless they were "well armed"; in 1631 it required colonists to engage in target practice on Sunday and ... ...Kennedy were also members. Aren't drugs banned? Your normal citizen doesn’t have drugs, but criminals do. If guns are taken away, only the good people won’t have them. With some 20,000 firearms regulations now on the books, we do not need still more gun-control laws. Ultimately, it is people choices to use firearms to commit violent crimes. So criminals should be controlled, not the guns which they share with millions of law-abiding citizens. Owning a gun is a right, not a privilege. WORKS CITED Lee, Patricia. "Fighting for Freedom." Guns & Ammo Sept. 1992: 26. Schmidt, Shelly, and Bardes "AMERICAN GOVERNMENT AND POLITICS TODAY" West Publishing Company, 1991-92. Adams, Les "The Second Amendment Primer" Odysseus Editions, 1996. Report of the Subcommittee On The Constitution of the Committee On The Judiciary U.S. Senate Ninety Seventh Congress Second Session U.S. Department Of Justice From the Internet, The National Rifle Association, Handgun Control Inc., Violence Policy Center, The Department of Transportation, The Journal of Firearms and Public Policy, Gun Owners of America, USA Today, The 2nd Amendment Law Library,

Managing Change and Leading People Essay

â€Å"Impact of Organisational culture on role and responsibilities of the managers within the organisation† (Word count 2900 / Word limit 3000) Haque, A. U. 139________ According to Schein (2004) the core concept of organisational culture is developing an atmosphere and the procedures are created to ensure that employees are properly managed. Glendon and Stanton elaborate the that visible expression of an organisation is considered as a climate (2000, p. 198 ). By investigating in more depth, it is evident in the past literature, â€Å"Organisational culture is an outline of collective fundamental conjectures that the individuals together collectively discover a way that is valid to overcome problems of external adaption as well internal integration, and the validity is a reason that fresh employees are being told that this is the right way to feel, think, and perceive in association to those problems† (Schein 1992, p. 12). Lundberg (1990) explains the key attributes of the organisational culture: a framework that is designed on the common and shared beliefs, interests, perceptions, and values that individuals not only embrace and governs. It is set of rules and principles that not only make the organisation unique but define the organisational behavior or a common psychology driven from the set of rules (p. 19). Therefore, it can be said that organisational culture are the set of norms, beliefs, and patterns that serves the purpose of the organisation’s existence. The organisational culture is visible at all three levels of the organisation. The above mentioned figure explains that in the first level â€Å"artefacts† there are more visible values that are easily noticeable like dress code, workplace related patterns etc. In second layer there are espoused values that explains the norms and philosophy of organisational working pattern  where as the third level consist of strong beliefs that are generally accepted for granted without any objection or protest. These are underlying assumptions and workforce take it for granted. Denison (2010) strongly emphasis that over a time period, all types of organisations forms its own culture that serves as a special and unique identity and individuality differentiating it from the other organisations. This shows the significant of the organisational culture that why it is important for the present day leaders and managers to comprehensively understand it. The better a manager understands the organisational culture, more he or she can motivate and the workforce to achieve the organisational targets and objectives because the actual vision and purpose of existence of a company is in the heart of beliefs, norms, and culture of the organisation. The leaders and managers can only make themselves and their workforce to live up to the core values or corporate values when they ensure that from inspiring workforce to walk to talk and practically implement those values. The need to understand the organisational culture arise more for the leaders and managers to ensure the resources are allocated in effective and efficient ways. As per Schien (1985), in the manner things are being done is a significant notion that urges on the significance of understanding about the organisational culture in more depth (Deal and Kennedy, 1982, p. 04). The Above figure 2. reveals that the essentiality of understanding the organisational culture. The model shows that organisational culture is similar to an iceberg, as it appear to be small at upper surface but deep down is much larger than it appears. If leaders or managers do not properly understand organisational culture, they will not be able to perform their respective assigned tasks nor bring out the best from their respective workforce. Watson (2006) strongly highlights that in the present era, the shift in managerial thinking has been remarkable as now leaders and managers are more encouraged to make efforts in developing a strong organisational culture.  One of the example is Ford company where leaders play integral part in the formation of the organisational culture (Siriginia, 2012). On the other hand, Schein (2004) argue that leadership is bind with the culture in more than one way. TATA motors is an absolute example that organisational culture has from time to time played vital role in the responsibilities and roles of the leaders. The empirical research of O’Farrell (2006) at the Australian public service indicates that principles, code of conduct, statements of values has immense affect on the role and responsibilities of the managers. For instance, Ford motor company’s vision of aiming to become leading automotive consumer choice, this is a vision bounded in the culture of a company driving the managers towards more excellence in their respective performances as it has increased the role and responsibilities of the managers to accomplish and view the vision together with the workforce. â€Å"It is our responsibility as leaders, managers and administrators to transform the vision of the organisation into reality† (O’Farrell, 2006. p.8). This explains that the roles and responsibilities of the managers cannot be separated from the organisational According to Lester (2010) managers role turns at time into disciplinarian in small organisations as he or she attempts to ensure that the missions and targets are accomplished by the employees due to the organisational culture. However, it is not just limited to the small organisation as Ryanair is not a small business, but manager’s role is more disciplinarian due to organisational culture (Riley, 2013). Therefore, it can be said that no matter how simple or complex organisation may appear but managers have a definite role to play that is being architect by the organisational culture. Malinger et al., (2009) emphasized that the organisational culture is indeed a tone setter for the leaders and managers in not only accomplishing the organisational objectives, but the changes are also managed by the managers and leaders due to the existing organisational culture. The same study revealed that managers role may not emerge as clearly as it should have been due to the reason it is at time overshadowed by the organisational culture. To support the statement, a survey at a Goodwin company indicated that managers may not succeed in the bringing the changes in the organisation due  to the lack of employee’s personal motivation. This means that no matter how much strong influences of organisational culture may have on the responsibilities of the managers but there is no guarantee that employees will accept the changes if lacks motivation. Hence, we can say that the responsibilities of the manager further exceed as to motivate and convince the workers towards accepti ng and embracing the changes for the organisational interest. The role of a manager increase more when the organisational culture demands to bring the changes inside the organisation. The manager become more of mentor and a coach to ensure that employees are trained to accept and respond in right manner towards the required changes. In the example of Head Start, the managers and leaders role and responsibilities include empowering the workforce in order to bring the best out of them. The ‘Program Culture’ is the responsibility of the managers to make sure that every individual understand the culture of the organisation and positively contribute towards the organisational success (ECLKC, 2013). In other words, the manager’s prime role is to create an environment that promotes a healthy relationship among employee with employees, employees with the management, and employees with their respective jobs. Training and development is essential for the managers to ensure that employees are understanding the organisational culture an d contributing towards the organisational interest rather than personal goals and interests (Bennis, 1989). Lister (2010) propose that the role of managers shaped by the firms with organisational culture that promote the role of disseminated leadership culture where workers are integral part of the formation of the strategies related to business, will urge the managers to have more close coordination and interaction with the employees. From the above figure, it is clear that the corporate culture and strategy of the organisation must be align so that managers can accomplish their goals. Similarly, the research report of Head Start Program published by ECLKC (2013) revealed that the role of manager is to communicate with the workforce properly to make sure that the organisational operations are being carried out in a swift and smooth patterns. However, Riley (2013) strongly argue that leaders and managers’  personal style has more influence in shaping the organisational culture. Considering the case study of Ryanair, the â€Å"macho† management culture is dominated and result of the leadership style of Michael O’Leary. Despite, this notion, the management literature suggest that in majority of the cases, it is the organisational culture that has impact on the changing responsibilities and roles of the organisation, such as in the case study of TATA motors and Ford (Sriginia, 2012). Therefore, it can be said that manager’s may have more interaction with the subordinates to encourage their participation in the decisions. Furthermore, Reed Business Information, (2011) states that individuals inside the organisation forms the organisational culture. Individuals with more authority do lead the firms and have huge influence on the culture as a result of power linkage between subordinates and managers or leaders. For this reason, it is essential to develop a comprehensive understanding about the group’s distinct behaviors so that organisational culture and its influences on responsibilities and roles of the managers can be analyzed. Manager’s main task is to make certain that right things are done in right manner. This means that it is responsibility of the manager to establish the channels in which job is done in correct manner without enticing the workforce to react in a negative way. Mowbray (2010) consider trustworthiness, motivation, wisdom, intelligence, skills to foster others, and attentiveness are some of the key attributes required by the managers to accomplish the organisational objectives through workforce. Similarly, Kouzes and Posner (1993) also argue that the role of the manager is to built an effective team inside the organisation, that can only be possible when managers posses these types of attributes. The similar findings is evident in extract of Lister (2010) that manager’s role is to lead by examples. It is the responsibility of the manager to double check that employees are motivated and performing for increasing organisational outcomes. The core values of the organisation must be lived by the managers themselves. For this reason, it is important that manager should set examples. Ron Williams of Atena is example of how leading from the front is important as he is the first person who encourages his workforce to be the first person  to be informed about the bad news. The organisational culture of Atena has four phases that are (i) Integrity, (ii) Excellence, (iii) Inspiration, and (iv) Caring respectively. These four components are the core competencies of the organisation. The manager is responsible to make certain that quality services are being delivered in an effective and efficient way. The others are being respected and inspired to perform better. These core concepts are the actual components that encourages and develops the role of leader to be more result oriented within this framework. One of the element of Atena is discussed here to explain the impact of culture and that is inspiring each other to find new ways to make a world better place. RIB – Reed Business Information (2011) also states that managers must have adaption in his approach to develop a culture of positivity at workplace that a firm requires and inspire and empower other employees to do the tasks with positive attitude and intent. However, workwell model (2010) for health management, that is being issued by the Business In The Community – BITC does not consider the management behavior as the hub and therefore does not take in account the managers and employee’s behavior can have influence on the environment but it considers environment as a key consideration that will have a strong influence on the choices and feelings. Since the role of manager as being identified by various researchers as â€Å"inspiring and motivating employees† (Bennis 1989; Lister 2010; and Sirginia, 2012). Therefore, it can be state that full understanding of the organisational culture is essential to increase employee engagement, which is the responsibility of the managers within the organisation. Mowbray (2010) consider that code of conduct is one of the important responsibility of the manager to ensure that all the employees are following the code of conduct regularly. These code of conducts are in reality part of the organisational culture’s artefacts. This means that it is the duty of the managers to make sure that the employees are following the code of conduct inside the organisation. This way, it can be said that the management behavior is reflected as well developed through the organisational culture. Furthermore, Mowbray (2010) stressed on the role of  the manager to maintain a steady focus on the organisational management, people and talent management, and service management. We notice that the values must be promoted and lived by the managers themselves in a practical manner as Blue Skies case study, it was clear that the core values of the firm were not personally lived by the managers and owner which lead to the turmoil and severe consequences. On the other hand, it is viewed that IKEA Group corporate is preferred by the employees as they feel proud to be part of it. The reason behind it is the values are centre of the culture (IKEA, 2013). The principles, values, and missions are being reflected by the code of conduct as a guiding source for the managers to carry out their responsibilities. These codes enable the managers to manage conflicts and resolve disputes at the workplace. For this purpose, effective communication is very important. It is one of the key responsibility of the managers to monitor and evaluate that the smooth communication is flowing in horizontal as well vertical direction. In case of Head Start values and beliefs are most crucial for the managers and leaders to understand and deliver the best to ensure that the conflicts are resolved. Any conflict or issue is an obstacle that will hinder the organisation from performing properly. Therefore, manager’s responsibility is to make certain that the conflicts are being resolved in a way that will contributed to the success of the organisation. As the communication channels improve, there is more and more effectiveness and efficiency in the workin g of the organisation. Everything that a manager manages is with the ultimate goal of reaching and accomplishing the organisational objectives. Planning, organizing, controlling, monitoring, directing, staffing, and coordinating are all the primary roles of the managers in the organisation. All these roles are linked with the one ultimate objective that is to make the most of the available resources to achieve goals and targets of the organisation. It is evident clearly that vision and mission are part of the organisational culture that are translated by the managers through above mentioned roles of the managers. For instance, the manager’s behavior play vital role in the influencing the behavior of the others was identified in the process of NHS  managers’ quality assurance done by the management consultancy PwC – PricewaterhouseCoopers (PwC, 2009). This means that positive behavior of a manager is important to develop a positive culture so it can be said that it is the responsibility of the managers to ensure that positive workplace environment is established within the organisation. However, the roles and responsibility varies from managers to managers and organisation to organisation because of its own unique culture. It is not that only manager’s role and responsibilities are being influenced by the organisational culture. There are other things like the behavior, attitude towards work, and commitment and engagement of both employees as well managers are also influenced by the culture of the organisation. On the basis of above analysis it can be said that the organisational culture is like an umbrella under which all the values, beliefs, codes, principles, norms, and procedures groom to give rise to the unique identity of the organisation. The organisational culture is not limited to only written principles, it is something that from walk to talk must be embraced by each and every individual, transformed through the managers and lived by each and every individual. Organisational culture has three significant level that are similar to the iceberg, where underlying assumptions are covered inside rituals and generally taken for granted beliefs. Furthermore, it is also clear that role of manager is to make certain that employees are led by setting examples, building effective teams, promoting smooth channels of communications, conflict management, planning, organizing, coordinating, directing, monitoring, etc are all key roles of the managers. Moreover, it is the responsibility of the manager to make sure that employees are properly trained and embrace the organisational culture properly. The more employees are familiar with the organisational culture, more are the chances of smooth operations and long time sustainability. The organisational culture not only differentiate the organisation from the other in line competitors but helps in the business succession planning and developing the environment to retain the best talents inside the organisation. Employees who have better understanding of the organisational culture, works to promote the organisational goal with more devotion and  motivation. This means that talents are retained by the organisations. However, sometime the norms and beliefs may hinder in the way of progress and change as managers and leader unconsciously follow the same routes that they have been following from long time. It is essential to develop a system through which top management review that the organisational culture is positive and progressive, proving the opportunities for the workforce to be more professional and participative. References: Bennis, W. (1989). â€Å"Why Leaders Can’t Lead†. Training and Development Journal. 43 (4), 38. Deal, T.E. and Kennedy, A.A. (1982). Corporate Cultures: The Rites and Rituals of Corporate Life. Reading, MA: Peruses Books. Denison, D. (2010). What is an Organisational culture? why culture matters to your organisation . Available: http://www.youtube.com/watch?v=Rd0kf3wd120. Last accessed 16th Dec 2013. ECDK, (1997). â€Å"Influencing Organizational Culture.† Leading Head Start into the Future. Training Guides for the Head Start Learning Community Glendon, A.I. & Stanton, N.A. (2000). Perspectives on Safety Culture. Safety Science 34, 193-214. IKEA, (2013). Why work at IKEA? available at: https://www.ikea.com. Last accessed 16th Dec 2013. Kouzes, J., and Posner, B., (1993), Credibility: How Leaders Gain and Lose It. San Francisco: Jossey-Bass. Lister, J. (2010). Organisational Culture’s Effect on Manager’s Role. Available: http://smallbusiness.chron.co m/organizational-cultures-effects-managers-role-18426.html. Last accessed 16th Dec 2013. Lundberg, C. C. (1990). Surfacing organisational culture. Journal of Managerial Psychology, 5(4), 19-26. Mallinger, M., Goodwin, D., And O’Hara, T.,. (2009). Reorganizing the organisational culture in Managing Change. Graziado Business Review. 12 (1), 1-30. Mowbray D. (2010). â€Å"Changing management behavior†. occasional paper, vol.3 no.7 O’Farrell, G. (2006) Cultures and Values in the Queensland Public Service, Speech presented at the Queensland Regional Heads Forum Annual Business Conference, Conrad Hotel, Broad beach, 25 May 2006. Available at: http://www.qrhf.gov.au/04_conferences/georgeofarrell.presentation.pdf.pdf. Last accessed 16th Dec 2013. PwC. (2009). â€Å"Assuring the quality of senior

Brand Consciousness Among Teenagers Essay

Mass media is media which is intended for a large audience. It may take the form of broadcast media, as in the case of television and radio, or print media, like newspapers and magazines. Internet media can also attain mass media status, and many mass media outlets maintain a web presence to take advantage of the ready availability of Internet in many regions of the world. Some people also refer to the mass media as the â€Å"mainstream media,† referencing the fact that it tends to stick to prominent stories which will be of interest to a general audience, sometimes ignoring controversial breaking news. Many people around the world rely on the mass media for news and entertainment, and globally, mass media is a huge industry. Usually, mass media aims to reach a very large market, such as the entire population of a country. By contrast, local media covers a much smaller population and area, focusing on regional news of interest, while specialty media is provided for particular demographic groups. The advantage of running operation in mass media is that one can set up a platform of medium to disseminate favorable message. The advantage of attacking mass media is that one can build up his/her reputation for being less biased and more objective. The advantage of co-operating with mass media is that one can ease the worries of being â€Å"black mouthed† by media organizations. The advantage of buying corporate engaged in mass media is that one can get a big asset for negotiation with political parties and the government. Disadvantages of mass media Well I believe it comes down to the parents or guardians to begin with. Of course younger generations shouldn’t be watching as much TV if at all. Most of the primetime shows and stations are becoming more and more passive on what not to show. Having younger children subjected to nudity, cursing, sexual immorality, drinking and other negative adult oriented material is of course unsuitable, heck even unsuitable for adults at times. If the parents let their children watch inappropriate shows on TV I’m sure studies have shown the likelihood of these children being involved in such problems later on in life.

Free Essays on Targeting Children

Innocent Victims America is being brainwashed. Corporate America is pulling the wool over America’s eyes and its children’s eyes with their clever propaganda tactics. I believe that advertisers are taking it too far when they push their products on our helpless children. They are the most susceptible because their minds are immature and are unable to distinguish good advertising versus bad advertising. Television commercials and the internet have a huge impact on children. The internet can brainwash a child with its tactics for advertising. This is legal, but they cannot solicit personal information from them until they turn thirteen years old. The advertisers are telling children what they want and what they need. They are filling the children’s heads with a false sense of reality. For that reason, there are laws and established organizations to protect children from advertising. These children are targeted by advertisers because they are too young to understand the advertiser’s deceptive propaganda. Advertisers spend millions each year on researching what children’s needs and wants are. The advertisers attack children with false statements and many propaganda tactics. Some of these tactics the advertisers use are severe, and could be compared to what Adolf Hitler did in Germany. Hitler was able to manipulate a whole nation to accept his beliefs and ideas using propaganda. Hitler used propaganda to convince his country that they were superior to all others. Some of Hitler’s tactics he used to control an entire nation are still being used today such as bandwagon, transfer, and testimonials. Advertisers use some of the same techniques that Hitler used to target children. Here are some examples of bandwagon techniques that advertisers use to grab the attention of children, â€Å"Everyone is drinking Coke, why aren’t you? Or for us older kids we remember this one, â€Å"What walks down stairs, alone or in pairs,... Free Essays on Targeting Children Free Essays on Targeting Children Innocent Victims America is being brainwashed. Corporate America is pulling the wool over America’s eyes and its children’s eyes with their clever propaganda tactics. I believe that advertisers are taking it too far when they push their products on our helpless children. They are the most susceptible because their minds are immature and are unable to distinguish good advertising versus bad advertising. Television commercials and the internet have a huge impact on children. The internet can brainwash a child with its tactics for advertising. This is legal, but they cannot solicit personal information from them until they turn thirteen years old. The advertisers are telling children what they want and what they need. They are filling the children’s heads with a false sense of reality. For that reason, there are laws and established organizations to protect children from advertising. These children are targeted by advertisers because they are too young to understand the advertiser’s deceptive propaganda. Advertisers spend millions each year on researching what children’s needs and wants are. The advertisers attack children with false statements and many propaganda tactics. Some of these tactics the advertisers use are severe, and could be compared to what Adolf Hitler did in Germany. Hitler was able to manipulate a whole nation to accept his beliefs and ideas using propaganda. Hitler used propaganda to convince his country that they were superior to all others. Some of Hitler’s tactics he used to control an entire nation are still being used today such as bandwagon, transfer, and testimonials. Advertisers use some of the same techniques that Hitler used to target children. Here are some examples of bandwagon techniques that advertisers use to grab the attention of children, â€Å"Everyone is drinking Coke, why aren’t you? Or for us older kids we remember this one, â€Å"What walks down stairs, alone or in pairs,...

Meaning of Auto Prefix Used in Biology

Meaning of Auto Prefix Used in Biology The English prefix auto- means self, same, occurring from within, or spontaneous. To remember this prefix, which was originally derived from the Greek word auto meaning self, easily think of common words that you know that share the auto- prefix like automobile  (a car you drive for yourself) or automatic (description for something spontaneous or that works on its own). Take a look at other words used for biological terms that begin with the prefix auto-. Autoantibodies Autoantibodies are  antibodies  that are produced by an organism that attacks the organisms own cells and tissues. Many autoimmune diseases like lupus are caused by autoantibodies. Autocatalysis Autocatalysis is catalysis or the acceleration of a chemical reaction that is caused by one of the products of the reaction acting as a catalyst. In glycolysis, which is the breakdown of glucose to form energy, one part of the process is powered by autocatalysis. Autochthon   Autochthon refers to the indigenous  animals or plants of a region or the earliest known, native inhabitants of a country. The Aboriginal people of  Australia are considered autochthons. Autocoid   Autocoid means the natural internal secretion, such as a hormone, that is produced in one part of the body and affects another part of the organism. The suffix is derived from the Greek acos meaning relief, for example, from a drug. Autogamy Autogamy is the term for self-fertilization as in the pollination of a flower by its own pollen  or the fusion of gametes resulting from the division of a single parent cell that occurs in some fungi and protozoans. Autogenic The word autogenic literally translates from Greek to mean self-generating or it is produced from within. For example, you can use autogenic training or self-hypnosis or mediation in an attempt to control your own body temperature or blood pressure. Autoimmunity   In biology, autoimmunity means that an organism cannot recognize its own  cells  and  tissues, which may trigger an immune response  or attack of those parts. Autolysis Autolysis is the destruction of a cell by its own enzymes; self-digestion. The suffix  lysis  (also derived from Greek) means loosening. In English, the suffix lysis can mean  decomposition, dissolution, destruction, loosening, breaking down, separation, or disintegration. Autonomic Autonomic refers to an internal process that occurs involuntarily or spontaneously. It is used in human biology prominently when describing the part of the nervous system which controls the bodys involuntary functions, the  autonomic nervous system. Autoploid Autoploid relates to a cell that has two or more copies of a single haploid set of chromosomes. Depending on the number of copies, the autoploid can be categorized as  autodiploids  (two sets), autotriploids  (three sets), autotetraploids  (four sets), autopentaploids  (five sets), or  autohexaploids (six sets), and so on. Autosome An autosome is a chromosome that is not a sex chromosome and appears in pairs in somatic cells. Sex chromosomes are known as allosomes. Autotroph An autotroph is an organism that is self-nourishing or capable of generating its own food. The suffix -troph which derives from Greek, means nourishing. Algae is an example of an autotroph.

Learning For Students in Clinical Practice Essay

Learning For Students in Clinical Practice - Essay Example The NMC contends that the stage 2 mentor can only achieve maximum individual potential amongst his or her students by facilitating the selection of appropriate learning strategies to integrate learning from practice and academic experience and supporting student in critically reflecting upon their experiences in future learning (Clay and Wade, 2001, p. 213). The following essay breaks down and discusses these two responsibilities critically in a clinical practice context. How Mentors Can Effectively Facilitate Learning For Students In Clinical Practice First, a stage 2 mentor should facilitate a relationship that is conducive to nursing with his or her students (Clauson, Wejr, Frost, Mcrae, and Straight, 2011, p. 315). Research findings on the impacts of the clinical setting for education have concentrated on human interactions instead of physical situations. The same findings indicate that clinical surroundings influence learning. For instance, students of clinical practice who had a place for carrying out their meetings and storing their possessions felt like the learning setting was welcoming and respectful. This frame of mind extended to the clinical personnel at the clinical practice setting. Consequently, a student who feels welcomed and respected by clinical personnel will reflect the same attitudes towards his or her classmates and patients. In addition, the feeling of being a crucial participant of a group raises inspiration to learn. These feelings and attitudes are achievable through the effective facilitation of student learning by mentors.

Relevant Theories of Management and Application Essay

Relevant Theories of Management and Application - Essay Example Each theory offers managers a unique approach for attaining organisational success. This paper attempts to illustrate the characteristics of different organisational theories and how they were successfully applied by various types of organisation. Nature of Scientific Management Increased efficiency of job performance is the goal of scientific management, which is the pioneering organisational theory. This was introduced by Frederick Taylor in 1909 during the beginning of industrial revolution. Taylor recognised that critical to the success of industrial firms is maximising worker productivity while minimising waste. In effect, Taylor promoted the method of standardising the job of each worker. This is done by having the managers analyse the tasks that are essential for increased efficiency and allowing them to create job designs that will maximise the division of labor. Then, the workers are given full layout of the specific tasks that needs to be accomplished (cited in Watson 1995) . Furthermore, scientific management practices also involve strict levels of control. ... In this context, scientific management theory proved significant for effective mass production. However, the scientific management practices of the 19th century in US and UK factories have compromised the morale of many workers. This then resulted to the formation and strengthening of unions in countries. They asserted that such practices, especially in car factories, have reduced their bodies into human machines by utilising them to the full extent and taking away their right to movement (Hollway 1991). Despite the drawbacks of scientific management theory on employee health and morale, one UK firm has successfully adopted scientific management practices. Hans Chains was one of the world’s famous makers of drive chain. While the organisation applied the systematic division of labor to minimise production cost and improve efficiency, it refused to adopt strict scientific management practices which are detrimental to the health of employees. Rather than giving them differential bonuses, the company implemented a policy in 1896 which allowed workers to work with only 48 hours a week. This is based on the premise that worker productivity is maximised if working hours is reduced (Witzel 2009). Moreover, in 1906, Hans Chains established the first personnel department while in 1917; it was the first firm to develop a committee for managing the shop workers. The company experienced massive success in the field by adopting the effective practices of scientific management and avoiding its drawbacks, such as exploiting the strength of workers to maximise profit (Witzel 2009). Moreover, recent research on large US manufacturing firms showed the application of scientific management practices through the extensive effort to minimise production

For this Assignment, you will need to produce a report based on Case Study

For this Assignment, you will need to produce a report based on Concept Design Services - Case Study Example 4 1.3.1 Analysis of the Industrial Market†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 1.3.2 Analysis of the Marketing Position†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 1.4 Implementation of Analyzed Situations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 1.4.1 Implementation of Marketing Position†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6 1.4.2 Implementation of Manufacturing Operations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 1.4.3 Implementation of Supply Services†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7 1.4.4 Determining Options†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â ‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 7 1.5 Determining Marketing and Operations Options†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 1.6.2 Evaluation and Choice†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 1.6.1 Evaluating Strengths and Weaknesses in Making Choices†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9 1.6.2 Making Latest Development Choices on Evaluation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 1.7 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. ... This report outlines the viewpoint of a newly appointed consultant to operations at Concept Design Services (CDS) in manufacturing the operations of the company in ensuring its growth and continuity. The report is based on the findings from analysis of the organization. 1.2 Understanding Objectives and Context 1.2.1 Strategic Planning, Marketing and Competitive Advantage CDS would analyze its macro and microenvironments and develop a strategy to make the fit based on its capabilities and objectives. However, this viewpoint on strategic planning would not work for CDS given the erosion nature of competitive advantage. A strategic plan that may serve the business well at one time may be obsolete in a short while. The following scheme shows an intricate relation in CDS. 1.3 Analysis of the Situation James Thompson, the CEO of Concept Design Services (CDS), knew his colleagues shared his confidence. After all, it was a common belief of CDS to be one of Europe’s most profitable pla stic household products (home-ware) businesses. Originally founded in the 1960s as Focus Plastics, the company’s growth had come initially from the manufacture of complex injection-molded plastic components for large industrial customers. Following the acquisition of the company by a large consumer products group, it had rapidly extended its range to include popular household items such as washing up bowls, pedal bins, baby baths, buckets and dustpans. These sales took place under the Focus brand name, initially through wholesale distributors and then increasingly to large national do-it-yourself (DIY) stores, often referred to as â€Å"sheds† (Bownass 2013, p.64). 1.3.0 Analysis of

African American Injustice Essay Example for Free

African American Injustice Essay â€Å"In the eyes of white Americans, being black encapsulates your identity. † In reading and researching the African American cultural group, this quote seemed to identify exactly the way the race continues to still be treated today after many injustices in the past. It is astonishing to me that African Americans can still stand to be treated differently in today’s society. In reading â€Å"Blacks in America†, Andrew Hacker states that â€Å"being black in America has consequences in areas of: wealth, identity, raising children, occupational opportunities, place of residence, and treatment in the criminal justice system. † To be honest, and I feel bad saying that I already knew this was happening to African Americans. I have heard stories of blacks not getting jobs; regardless of how qualified they are for the position, because of the color of their skin. I have heard stories, and even witness black children getting picked on in school because of the simple fact that they are black. I watched a video in school where a black family moved into a white neighborhood, and before long all the white families had moved out because they didn’t want a black family in their neighborhood. This was confirmed by Hacker in my research in the quote, â€Å"Almost all residential areas are entirely black or white. † I have also seen videos of African American men getting beaten by white arresting officers, and have heard stories of many black men being stereotyped by policemen. This must be why Hacker states â€Å"When white people hear the cry, â€Å"the police are coming! † it almost always means, â€Å"Help is on the way. † However blacks cannot make the same assumption. † These are all reports and events that I think the average American has seen before, but yet most people, including myself, continue to just shrug of and ignore. I guess it’s something that I might have subconsciously accepted, or maybe refused to think more deeply about. In reading and researching, I reaffirmed knowledge that I refused to take a greater note of. I wouldn’t say I learned anything new, because I knew what I wanted to focus on. A quote from Andrew Hacker’s article summarizes the above best, â€Å"In the eyes of white Americans, being black encapsulates your identity. † It may be easy to tell how I am going to focus this anthology. I am going to focus it on the injustices that African Americans continue to face in the United States today. That being, I know exactly what I need to get out of my interviewees, but it is probably a sensitive subject for some of the people I need to interview. I am not black, and I don’t know what it feels like to face this discrimination in everyday life. I can understand the tenderness that African Americans must feel then, when revealing and talking about their experiences with discrimination. I would think then, that it must be especially sensitive to talk about with a person from the race that they receive this everyday discrimination. It will be interesting to hear all the different types of prejudice that my interviewees have received throughout their lives. I would imagine that it ranges from just a look, or the way white Americans act around them, to voiced and physical altercations between themselves and white Americans. Hacker at times seems to be speaking directly to African Americans as he describes these altercations, â€Å"So many of the contacts you have with them (white Americans) are stiff and uneasy, hardly worth the effort. † But to me, that is exactly what the problem is. Why would it not be worth the effort? The first step to take for the uneasiness between the two races to cease to exist is for us (all people) to stop seeing color because once we act differently around the other is where all the problems seem to start. The second step is to make these contacts worth the effort. If we choose to continue to stay in our own comfortable circle of race, when is the problem ever going to end? The answer is never. My opinion as a white 18 year old is that most of the blame lies on the white race. Imagine being eyed every time you go into a store, having your car searched for no reason, or greeted warily at restaurants all because the color of your skin is different. We ignore this daily discrimination because no cares enough anymore to take notice that it happens every hour, every day somewhere in the United States. Will it ever stop? Not until we each take the steps to make it. A recent census commercial I’ve seen said â€Å"We (United States) can’t move forward until you mail it back. † I believe that our country can’t move forward and truly be great until we make sure these daily discriminations are eliminated from our society. In this project, I will interview African Americans on their personal experiences with discrimination, how they handle it, and if they think anything can be done about this problem. Sources: Andrew. 1999. Blacks in America. Pp. 160-168 in The Meaning of Sociology, 6th ed. , edited by Joel Charon. Upper Saddle River, NJ: Prentice Hall. A Time to Kill. Dir. Joel Schumacher. 1996. African American History. University of Washington Libraries. Web. 02 Apr. 2010. .