Essay about Gay donor or gay dad - 3350 Words

Do we have free will or our live determined? too many people It’s obvious that we are free. many people are convinced their actions are their own good or bad and even if we feel pressured into a decision we still feel we could have chosen a different path. we can choose coffee over tea ,accept a marriage proposal take a job across country ,how important is this feeling of freedom do we have alternatives libertarianism asserts we are free to act in other ways than we do work borges the Argentine on fabulist com and rider arms the future is a garden of forking paths we have alternative possibilities that we sometimes with happiness very hard†¦show more content†¦ity about to be no room for freedom of action could her actions really be just map in motion what is an honor student concerns the to 10 gotta do with me by the laws mention the governments go with me well your mana homes him tomorrow anything youre not wearing your body as minimums so if theres only one possible sequence of movements chromosomes that make you up in the future then theres no is only one possible sequences moments for you however the middle class is the place and the desires and the members were gonna be here and I have to be strictly consistent with this one possible sequence movement some things out arms are gonna go through it happens to me how backpack a backpack were busy magical creatures in atlanta pure physical level description at one explain are behind him how to connect in a question minor rainwater you reasonable hour out what we wanna do with our lives and governor actions according to our values I think for first good idea hands cost for perhaps arm once when I looked at use traditionally supposed conflict between you call me im causation and being moved by recent and some other didnt have to be a conflict involving comes tour different perspectives from which you could see something as being and one perspective comment on the mechanism being my consul mechanism Parliament farm income Michael just world and another level could be seen my Nikon intentional system to be moved by reasons BC agents acting fromShow MoreRelatedThe Debate on Homosexuals Adopting Children Essay1086 Words   |  5 Pagesmarriage? 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Most people have a hard time with this subject because of long term moral debates they have withRead MoreWhat are Traditions?821 Words   |  3 PagesA tradition family consists of a mom, a dad and a few kids. This is societies version of a â€Å"normal fa mily†, which is accepted by all states in the US, legally and socially. However, people who identify themselves in the Lesbian, Gay Bisexual, and Trans-gender community want to be parents as well. This is not what the majority of Americans see as normal, and there are stigmas and myths that take a hold of these parents and they are discriminated against because of the stigmas and the stereotypesRead MoreThe Transition Of Becoming A Parent1682 Words   |  7 PagesThe transition to becoming a parent is an extremely difficult and overwhelming time for each and every family, regardless of gender or sexual orientation. 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During the same era, women needRead MoreRights of Same-Sex Couples as Parents Essay1432 Words   |  6 Pagesnearly as many who are against it. According to Cooper and Cates, the seven main anti-gay parenting arguments are: 1. Kids need a mom and dad; 2. Gay people cannot provide stable homes; 3. Gay people pose a risk of child sex abuse; 4. Being raised by gay parents will cause kids to be gay; 5. Kids of gay parents will get picked on; 6. Studies on children of gay parents are flawed; and 7. Parenting by lesbians and gay men is a social experiment. (85-91) The voices behind these arguments all haveRead MoreShould Same Sex Couples Be Legal?906 Words   |  4 Pagestransferred to the other partner. The sperm used could be donated from someone they know or from an anonymous donor. Now for gay couples they could only choose to use In Vitro Fertilization. The process includes the intended parents’ sperm, a surrogate and donated eggs. The donated eggs are typically from the surrogate. The eggs are harvested and then transferred back to the surrogate. Some gay couples choose for only one of the partners to donate their sperm and others choose to have their sperm mixedRead MoreParents : The Single Biggest Impact On A Child s Development1736 Words   |  7 Pagesinfluence parents have on their children is tremendous. They can quite easily help or hinder their child’s development by their parenting style and opportunities they afford for their children. The nuclear family has a mom and a dad, which is the societal norm. With the passing of gay marriage this year, the questions and prejudice of same-sex parents have been brought to light and revived. Concerns about whether or not same-sex couples are fit to be parents are ramped. Are same-sex couples more likelyRead MoreThe Impact Of The On A Child s Development1737 Words   |  7 Pagesparents have on their children is tremendous. They can quite easily help or hinder their child’s development by their parenting style and the opportunities they afford for their children. The nuclear family has a mom and a dad, which is the societal norm. With the passing of gay marriage this year, the questions and prejudice of same-sex parents have been brought to light and revived. Concerns about whether or not same-sex couples are fit to be parents are ramped. Are same-sex couples more likelyRead MoreA Research Paper on Gay Adoption1938 Words   |  8 Pagesthesame sex really more harmful to a child ¶s development than no parental guidance at all? In someminds the answer  ³NO ´ flashes in bright, blinking lights however, there are many, including themajority of Americans, who disagree. Laws banning adoption by gay and lesbian couples exist inmultiple states across the country. These bans do more than prohibit same-sex couples fromstarting families; they sentence children to a lifetime alone in world where plenty of eligibleadoptive parents exist.    II

Top Reflection on Essay Samples Tips!

Top Reflection on Essay Samples Tips! My primary motivation is my family members. Don't forget that the essay should give readers a glimpse into your nature and capacity to manage and adapt to unique conditions. The role of writing this kind of essay is to provide yourself be a platform to talk about your most meaningful life experiences with different individuals. Tell our experts what sort of homework help on the internet you will need to get. It's possible to present reflective writing in various formats. Be aware that samples may be used for your reference needs only. Now of course, when you're writing articles for publication on the internet you don't have quite such a challenging job condensing a couple of hundred words into a few sentences. It is possible to discover a range of samples that are suitable for whatever sort of essay you will need to write online. In the very first segment, state the essential points in a row or column based on what you prefer. Writing a couple of articles each week is an excellent start. Use a first-person narrative as it is more suitable to accomplish a personal, reflective tone. Your points can be written in the shape of topic sentences so they can be concise and right to the point. State in a manner that individuals can actually relate and understand where you're coming from and how you came up with the particular reflection you've written. In the same style, when one reflects on their very own life it will be less difficult for them to realise when they're going off-track, or to see whether they are behaving as they'd love to. If it's the first time you're likely to use our article writing service, you most likely have a great deal of questions. There's essentially no right or wrong point to write about. The Debate Over Reflection on Essay Samples There isn't any reason you quit doing what givin g you good outcomes. Such impacts of the use of transformational approach may create a negative effect on the functioning of the full organization. In relate to the reading on faith after the holocaust, it is quite clear that the most important point of contention is the origin of evil. You don't ever want to eliminate the principal point of your essay or any body of work for this matter. The Do's and Don'ts of Reflection on Essay Samples Writing is among the things that I used to hate the most. Academic papers cannot contain any signals of plagiarism. Students lead busy lives and frequently forget about a coming deadline. Every student demands help with homework from time to time. New Ideas Into Reflection on Essay Samples Never Before Revealed In your outline, make sure to set up each of the fundamental details you desire to have in your essay. With an outline to direct your writing procedure, you can find with an essay that's more coherent and which has a crystal clea r structure. While it's not required to construct a reflective essay outline, we can guarantee it will benefit the end consequence of your reflective essay. The very first step to writing a reflective essay is to produce a plan so you can wind up with a well-organized essay. If you chance to be in college, the range of essays you're expected to produce is increased. A sample will direct you with the right composition and citing style. Don't forget you should never plagiarize any reflective essay sample that you encounter! Obviously, the distinction is that other folks will read your essay. It may be difficult to write a kind of essay for the very first time. For the experiential, however, you likely have to locate a topic all on your own.

Romeo and Juliet Coursework Essay Example For Students

Romeo and Juliet Coursework Essay In Shakespeares plays he very rarely used original ideas. Most of the plays he wrote, such as Romeo and Juliet, were adapted from other peoples stories. Shakespeare used these ideas as basic outlines for his plays. The story of Romeo and Juliet had been around for hundreds of years before Shakespeare created his own version. The most recent was a poem by Arthur Brooke. His version was called Romeo and Julietta; this play was over 3000 lines long and written in rhyming couplets. There are lots of parts of Brookes poem that Shakespeare has used in his play such as the characters Mercutio, Tybalt and Paris. Although Shakespeares play has a lot of similarities to Arthur Brookes poem, Shakespeares version also has a lot of differences. Tybalt, who is only mentioned once in Arthur Brookes poem, plays a very important part in Shakespeares where he helps keep the feud going between the two households. Also Brookes version takes place over months whereas Shakespeares only takes place over a few days, this adds greater interest to the play because so much happens so fast. Arthur Brookes poem is also less interesting compared to Shakespeares because Shakespeare exploits the use of unusual contrasts such as action and comedy, intimate romance and public spectacle. In addition, Shakespeare adds a large number of new features to the story of Romeo and Juliet. In Brookes poem he doesnt use must detail or emotion in his characters whereas Shakespeare makes his characters a good deal more entertaining, giving them interesting and intriguing personalities. Shakespeare also adds the fight scene in Romeo and Juliet, which is a very important scene in the play because Romeo loses his best friend, Mercutio, and also kills Tybalt, his wifes cousin. This scene is entertaining to the audience due to the large amount of action, and the fact that it draws upon the audiences empathy towards the characters, particularly Romeo. Shakespeares version uses a lot more complex ideas, such as Brookes poem places a lot of the blame on fate and bad luck, but Shakespeare makes it so all the characters are share the blame in some way. When Romeo and Juliet first see each other they fall in love at first sight. The love that Romeo and Juliet experience, which is a romantic and passionate love, is a different type of love to the others that Shakespeare uses in the play, like the way Paris loves Juliet which is more physical and he thinks of her more like property. Romeo and Juliets love is very intense, when Romeo describes it he uses words like sun, moon, stars, and heaven, which makes their love seem particularly spiritual. Romeo tends to use complex language, to represent Romeo and Juliets intense love. When Romeo describes Juliets hand as a holy shrine, he uses a metaphor; this makes Juliets hand seem especially important to Romeo, like something that is worthy of worship. Shortly after Romeo uses this he uses an oxymoron, gentle sin, which are words that dont go together normally. This is similar to Romeo and Juliet themselves since they are in love but, enemies at the same time, my only love sprang from my only hate. Another type of language often used by Romeo and Juliet is hyperbole, such as, I am no pilot, yet wert thou as far as the farthest sea, I would venture for such merchandise. The hyperbole language shows to the audience how deeply in love they are. There were a lot of things that prevented Romeo and Juliet being together. The biggest problem was that they were from opposing households. Juliet doesnt seem close to anyone in her family, her father is abusive towards her when she doesnt want to marry Paris and her mother wont defend her, this would have made it a lot ea sier for Juliet to marry Romeo behind her parents back, whereas Romeo though seems a lot closer to his family because they are very upset over his banishment and his mother dies of grief for him. How does Shakespeare create tension in the trial scene of the Merchant of Venice EssayThis slowly changes to a mood of disbelief and later anger. He uses repetition and asks questions as you do when you are in that state How, how, how, how? Chop logic?. The threat of violence is brought to the front now as Juliet still defies him. This is used to finally regain control and make her do as he wishes. My fingers itch The Nurse and Friar Lawrence show qualities that could be recognised as more modern parenting techniques, when speaking to Romeo and Juliet. The friar calls Romeo his good son. The Friar attempts to prove to Romeo the potential error in his actions through democratic persuasive words of advice. Young mens love then lies not truly in their hearts but in their eyes, How much salt water thrown away in waste The nurse in defence of Juliet is extremely brave and stands up to Capulet. You are to blame, my lord, to rate her so. She does also however display perverse intentions when she makes unsuitably suggestive remarks about Paris and Romeo earlier in the play. Romeo? No, not he, though his face be better than any mans and An eagle madam, hath not so green, so quick, so fair an eye as Paris hath. Beshrew my very heart. When she finds Juliet in her false state of death she finds place for the phrase God forgive me within her speech. She is evidently aware of her part in what she believes to be the suicide of Juliet. She feels she has allowed her personal intrigue to interfere with Juliets best interests at best, at worst, she has been a contributory factor in her death. The end of the play shows us lessons learnt the hard way. Two families, feeling the same senses of grief, understanding each others plight, make their peace. A statue is erected, perhaps an attempt to prevent any reoccurrence. The Prince sums up a glooming peace this morning with it brings; the sun for sorrow will not show his head. Go hence, to talk more of these sad things. Some shall be pardoned and some punished; for never was a story of more woe than this of Juliet and her Romeo. Age is not a factor in learning and the actions of children in this case, teach the older generation profoundly.

Corporate Culture, Employee Motivation and Workforce Diversity

Introduction Researchers agree that successful businesses depend on the effective management of corporate culture, employee motivation, and workforce diversities (Dipboye Halverson 2004; Ackroyd Crowdy 1990). This agreement stems from successive years of research, which have studied employee-company relations.Advertising We will write a custom essay sample on Corporate Culture, Employee Motivation and Workforce Diversity specifically for you for only $16.05 $11/page Learn More For example, successive neo-liberal governments in the United States (US) and the United Kingdom (UK) have given a lot of freedom to companies and managers to redefine the working conditions and practices that affect employee-company relations (Ogbonna Wilkinson 2003). Practically, governments have influenced employee-company relations by loosening the restrictions on labour union powers and limiting the extent that company employees could oppose managerial strategies. The same governments have achieved this objective by reducing competitive pressures on companies and eliminating widespread redundancies in the corporate space (Ogbonna Wilkinson 2003). Through these legislative interventions, since the early eighties, many companies have enjoyed the freedom of adopting different managerial theories for improving employee-company relations. The adoption of the above governance frameworks requires the careful implementation of managerial strategies to meet company goals because the process of managing corporate culture, employee motivation, and workforce diversity is complex. Based on this analysis, this paper investigates different considerations that company managers need to be aware of when they manage corporate culture, employee motivation, and workforce diversity programs. To explore these issues, this paper divides into three sections that investigate corporate culture issues, employee motivation issues, and diversity issues. They outline below Managin g Corporate Culture Influence of External Factors on Organisational Culture As organisational heads create distinct cultures that differentiate their organisations from others, they need to be aware of the influence of the societal culture in their organisations. Indeed, organisations cannot operate in isolation. They are, therefore, subject to external organisational factors that often influence employee perceptions and attitudes in the organisation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An experiment by Ackroyd Crowdy (1990) to investigate the behaviours of employees of a Cincinnati slaughterhouse showed that most of the employees experienced social stigma because of the nature of their work (people thought their jobs were dirty and involved killing living animals). The experiment revealed that the employees did not allow these negative societal perceptions to affect them (Ackr oyd Crowdy 1990). Instead, the negative societal perceptions of their work helped them to develop an interesting sub-culture that made them exceptionally proud of their work (realism and aggressive masculinity characterised this subculture). Referring to this outcome, Ackroyd Crowdy (1990) said, â€Å"This subculture helped the employees to work hard and fast, to ignore the very considerable demands and dangers of doing the job, to be indifferent to the harassments and blandishments of co-workers and the public alike† (p. 10). The development of such a subculture appeals more to the influence of external forces than internal management interventions (in influencing employee behaviour) (Jackson Carter 2007). Its significance to the employees was the creation of an insulating buffer that would protect them from external prejudice (from the society). This experiment also showed that all employees in the organisation shared the same job security concerns because they did not e xperience primary dissent from other employees and the society. Through the realisation that they need to be tough, to conduct their activities (efficiently), the researchers considered their bravery and creation of a new sub-culture as an attempt by the employees to import a â€Å"latent culture† into a â€Å"manifest culture† (Ackroyd Crowdy 1990). However, it is essential to understand that the creation of the resilient subculture does not stem from the vitality of the latent subculture, but from the working practices of the employees, based on societal evaluations of their work.Advertising We will write a custom essay sample on Corporate Culture, Employee Motivation and Workforce Diversity specifically for you for only $16.05 $11/page Learn More The above analysis shows the significance of understanding the effect of latent cultures on corporate cultures. Managers, therefore, need to consider how an organisation’s culture align s (or clashes) with the societal culture. An analysis of the effects of external forces in the development of the US corporate culture also explains this fact. Indeed, based on the diagram below, it is easy to point out that the development of the American corporate culture, in the 1980s, depended on several external factors, including the nature of the work, competition from other countries, labour market conditions, societal culture, technological development, global business dynamics, legal and political environment, and economic conditions. Figure One: External factors that affected the development of the US corporate Culture (Source: Peters Waterman 1982) To further elaborate the influence of some of the above factors in the American corporate culture, it is critical to highlight that business developments in Japan greatly influenced America’s corporate culture development. For example, the fierce competition from Japanese products made American companies struggle to m aintain their market (Peters Waterman 1982). Furthermore, increased competition from Japan made it difficult for American companies to shift their production processes overseas. A legal and political analysis of the above diagram also shows that although the neo-liberal government, of the time, created increased freedoms for managers to redefine employee-organisational relationships, mistrust, and the opposition to governance systems (that started in the 1970s) hindered these reforms (Peters Waterman 1982).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Lastly, from a cultural perspective, the role of Japan’s culture in informing the country’s success created renewed hope among American businesses that their national culture would equally yield the same results. Comprehensively, most studies have compared East and West managerial practices to understand how corporate cultures affect employee success (Ogbonna Wilkinson 2003). Peters Waterman (1982) add that Japan’s influence on America’s corporate culture has increased pressure for American companies to link company productivity to American culture (to achieve the same efficiencies that Japanese companies enjoy). However, unique cultural practices in America suggest that America’s culture of individualism has introduced unique dynamics to employee behaviour in the workplace (Peters Waterman 1982). For example, the highly individualistic culture in the US has created a sense of accountability in the country (aimed at increasing employee productiv ity). This way, employees perceive their success and failures as their personal responsibility. This culture has also introduced new benchmarks for defining corporate success – personal, economic, and consumer success. The American cultural direction shows a close connection with neo-human relations that focus on employee self-actualisation goals (Rose 1990). This paradigm supports employee productivity by linking their performance to the actualisation of personal goals (Rose 1990). The above analogy shows that external factors could heavily influence corporate cultures. Therefore, while managers strive to implement and teach the dominant organisational culture on employees, they should do so after considering how this culture integrates with other cultures. Conceiving the implementation of the manifest culture without considering the influence of the latent culture may, therefore, lead to unforeseen outcomes, as observed from the slaughterhouse case study and the development of the American culture (discussed above). Although the outcome of the case study is positive, it is crucial to say that this may not always be the case. Public Assertions of Vision and Corporate Values In line with the goal of developing corporate cultures, organisations often profess unique visions and corporate values that differentiate them from other organisations. Modern managers are, therefore, quick to assert organisational values that inform their corporate cultures. However, as Dipboye Halverson (2004) observes, this trend may create the opportunity for inaction among employees. This possibility mainly exists for organisations that charismatic leaders head. Dipboye Halverson (2004) also warn that charismatic leaders may be the drivers for organisational inaction because they take pride in making lofty expressions of what they believe in, without following them with action. To support this view, Dipboye Halverson (2004) say, â€Å"weighty pronouncements on how discrimi nation will not be tolerated, or how diversity is a key-value, can introduce inaction† (p. 151). Inaction creeps into such organisations because many leaders make these lofty statements as a cover-up for organisational and personal flaws. Although most of such leaders may make outright lies about their commitment to uphold the spirit of the organisational culture, Dipboye Halverson (2004) believe they adopt very subtle approaches when doing so. An interesting dynamic to this analysis is the fact that when most organisational leaders make egalitarian pronouncements about organisational vision and values, they provide a moral licence for employees to practice discriminatory activities in the organisation, so long as these activities support their goals and vision. An experiment by Dipboye Halverson (2004) affirmed the above fact. The researchers sampled a group of female respondents and asked them common social questions, such as, if most women required a man to protect them, if men were more emotionally suited to participate in politics, and if most women were better off conducting home duties. The use of the word â€Å"most† was strategic to the formulation of these questions because it informed the findings of the researchers. Dipboye Halverson (2004) found out that equal assertions encouraged the respondents to discriminate other people. A deeper analysis of this fact reveals that egalitarian assertions provide employees with a licence to discriminate other employees. Dipboye Halverson (2004) also revealed that egalitarian assertions have a negative/opposite effect on employees because managers perceive such assertions as codes for defining employee conduct, to no avail. Therefore, by stating an organisation’s culture/position, they do not see the need for following up on employee performance. This reason explains why most companies that do not support discrimination, or prejudice, still report cases of the same. Similarly, organisati ons that claim to uphold employee diversity still tolerate prejudicial practices. It is therefore interesting to see that vision and mission statements, that are supposed to guide organisational actions and employee behaviours, have a counterproductive effect of failing to make employees act or live up to their spirit. From this analysis, clearly, public assertions of visions and corporate values lead to the development of subtle forms of inaction in the workplace, where few organisations admit any prejudice regarding their employee appraisal procedures, or corporate diversity policies. Organisational heads should be careful not to fall into this management trap. Managing Employee Motivation Competition in Incentive Appraisal Systems Modern management and corporate practices require managers to reward their employees for positive job performance. Within the same paradigm, modern corporate practices require managers to identify talent and promote accountability among employees (based on their organisational performance). However, the need to respect the above philosophy mirrors the principles of shrewd researchers, such as Allport (1954), who says the most effective way of eliminating stereotypes and discrimination is encouraging employee cooperation. However, the adherence to this principle undermines the concept of diversity. For example, managers who prefer to improve organisational performance by encouraging competition among employees undermine the spirit of employee diversity. To support this view, Dipboye Halverson (2004) argue, â€Å"Diversity and EEOC policies, that mandate tolerance, are undercut by programs such as rank and yank systems of performance appraisals that have the effect of pitting one employee against another† (p. 150). Attaching rewards and pay increments to individual employee performance also creates the same effect. In fact, many researchers argue that organisational reward and appraisal systems play the most significant role in worsening employee discrimination (Dipboye Halverson 2004). Managers, therefore, need to be aware of the effects of adopting modern employee appraisal systems that promote individual employee performance because they may undermine the role of synergy in improving organisational productivity. Relationship between Personal Self-fulfilment and Organisational Performance The psychology of employee behaviour and organisational performance plays a significant role in understanding how to manage employee motivation. At the centre of this discussion is the ability of managers to understand how to use expert psychological knowledge to increase employee motivation levels. This process starts by understanding employee desires and shaping them to create the perception that employee contribution, in organisational performance, is a step towards personal fulfilment. This strategy highlights the rise and the use of psychological knowledge (especially in the 20th century) by managers to manage employees (Rose 1990). In detail, the use of psychological knowledge to influence employee behaviour stems from attempts by managers to manipulate employee thinking, and feelings, to align with organisational goals. As outlined in the human relations theory and neo-human relations theory, managers make employees to believe their personal accomplishments peg to organisational success (Jackson Carter 2007). With the realisation that coercive authority would not align with this strategy, managers adopt more subtle approaches of manipulating employee behaviours by inviting employees to connect their individual projects with organisational and institutional projects (Dipboye Halverson 2004). Indeed, managers are often under a lot of pressure to improve organisational performance by ensuring there is a perfect person-organisational fit (Willmott 1993). This pressure mainly exists in many industrial and organisational psychology studies (Dipboye Halverson 2004). Similarly, many organis ational managers are under a lot of pressure to recruit, train, and retain employees that demonstrate adequate knowledge and skill in their jobs. Increased competition and the adoption of advanced technologies have further increased the pressure for managers to recruit the â€Å"right kind of workers† to propel organisation success. This pressure limits their freedom to motivate, or employ, whomever they wish. This limitation often creates room for the introduction of discriminatory activities in an organisation. Dipboye Halverson (2004) firmly believe that such opportunities for discrimination usually exist when organisations do not have a clear framework for employee appraisals. This weakness also creates a lot of room for individual prejudice to dominate the process. Overall, managers make employees believe that their private accomplishments are unique to their self-fulfilment goals, but they are not. Although this is a managerial secret, organisational heads need to be a ware of how to use it to harness employee potential and improve organisational productivity. Managing Diversity The main concept surrounding diversity management is the acknowledgement that today’s workforce comprises of different kinds of people. Although physical factors, such as age and sex, outline employee diversity models, unseen factors still define the success of employee diversity programs (Strachen French 2010). The common philosophy in diversity management is the understanding that harnessing employee differences may lead to improved organisational productivity. Here, increased productivity exists through a complete utilisation of talents and increased employee valuation. Key issues that most managers need to understand when managing employee diversities are the influence of profit motives in the implementation of diversity programs, the failure to adopt a broader focus on diversity programs, and the existence of prejudice among employees. Profitability over Ethic s Based on the doubts and cynicisms surrounding managerial efforts to uphold company visions and objectives, Jaffee (2001) says many people have expressed their doubts regarding managerial commitment to uphold employee diversity in the workplace. For example, an analysis of the Australian workforce shows that although many Australian companies have applied diversity management programs, for more than three decades, widespread inequality exists (Habibis Walter 2009). A deeper analysis of this situation shows that workplace practices have continued to reinforce traditional social inequalities that exist in the society (Habibis Walter 2009). Indeed, although managers reward exceptional employee performance, most employees still experience the same disadvantages that have characterised the Australian labour market for decades. For example, it is possible to predict a person’s labour market status by knowing his gender, racial identity, or even socioeconomic background. The fail ure of company managers to uphold the principles of diversity management emerges from institutional failures that respect profitability, as opposed to ethics. Certainly, instead of managers embracing diversity management, with the aim of reducing inequality, they use the concept to improve organisational profitability (as their main motivation) (Konrad 2003). Managers, therefore, use diversity management as a â€Å"business case† concept and fail to reduce inequality in this regard (Konrad 2003). Narrow Focus on Diversity Management Managers may fall into the pitfall of misunderstanding diversity management by adopting a narrow focus of the same. For example, instead of understanding group dynamics, a manager may be fixated on individual dynamics, thereby missing the point of diversity management (which aims to promote group cohesion/coordination) (Konrad 2003). The role of discrimination in undermining diversity management is at the centre of these discussions. In the past, discrimination was prevalent in most organisations around the world. However, with the adoption of affirmative action, discrimination has significantly reduced. Moreover, with increased globalisation, many organisations have experienced working with people from different cultures. Therefore, although discrimination may exist in some organisations, affirmative action has pushed it to the background of organisational practices. Nonetheless, its existence and dynamics create the need for organisational managers to understand its effects, especially in supporting workforce diversity. Dipboye Halverson (2004) say there is a thin line between improving organisational performance and embracing discrimination. The main enabling factor for this flaw is the similarly narrow focus of business practices that construct diversity through a narrow focus of selfish interests. In other words, instead of adopting diversity management strategies, to increase employee comfort and profitability, some m anagers may adopt the same strategies, only if they believe they make business sense. If they do not, they would not pursue these strategies. This narrow focus on diversity dilutes the impetus for adopting diversity management in conventional business practice. To navigate the challenges of working with a highly diversified workforce, Waddell Jones (2011) suggest that company managers should observe some fundamental principles of diversity management, such as securing managerial support and increasing diversity awareness. Similarly, managers are encouraged to pay close attention to employee evaluation frameworks, encourage their employees to question discriminatory practices, and reward employees for supporting diversity objectives (among other factors) (Waddell Jones 2011). Managers should also understand that questioning the status-quo would destabilise existing power structures in the organisation. Therefore, they should be flexible and refrain from keeping some employees in sp ecific positions (unnecessarily) because certain positions represent specific social cadres. Conclusion After weighing the findings of this paper, it is crucial to point out that the process of managing corporate culture, employee motivation, and workforce diversity is difficult and dynamic. Managers need to be aware of the several issues that affect employee behaviour and company performance (to strike a perfect balance between organisational productivity and employee satisfaction). Notably, this paper emphasises the need to understand crucial issues that affect all aspects of governance, such as, how a narrow focus on diversity, public assertions of vision and corporate values, and the negligence of employee interests in profitability affect diversity management. Similarly, this paper draws our attention to how the relationship between personal commitment, organisational performance, and competition in incentive appraisal systems affect employee motivation. Lastly, this paper arti culates the need for managers to consider the effects of societal cultures when managing corporate culture. Overall, these factors outline the primary considerations for managers as they steer corporate culture, workforce diversity, and employee motivation to support organisational productivity. References Ackroyd, S. Crowdy, P. 1990, ‘Can Culture be Managed? Working with Raw materials: The Case of the English Slaughtermen’, Personnel Review, vol. 19. no. 5, pp. 3-12. Allport, G. 1954, The Nature of Prejudice, Addison-Wesley, Massachusetts. Dipboye, R. Halverson, S. 2004, ‘Subtle (and Not So Subtle) Discrimination in Organizations’, in R Griffin A O’Leary-Kelly (eds), The Dark Side of Organizational Behavior, Wiley, San Francisco, pp. 131-153. Habibis, D. Walter, M. 2009, Social Inequality in Australia, Oxford University Press, Melbourne. Jackson, N. Carter, P. 2007, Rethinking Organisational Behaviour (2nd Edition), Prentice Hall, London. Jaffe e, D. 2001, Organization Theory: Tension and Change, McGraw Hill, Boston. Konrad, A. 2003, ‘Special Issue Introduction: Defining The Domain Of Workplace Diversity Scholarship’, Group Organization Management, vol. 28. no. 4, pp. 4-17. Ogbonna, E. Wilkinson, B. 2003, ‘The false promise of organizational culture change: a case study of middle managers in grocery retailing’, Journal of Management Studies, vol. 40. no. 5, pp. 1151-1178. Peters, T. Waterman, R. 1982, In search of excellence: lessons from america’s best-run companies, Harper and Row, New York. Rose, N. 1990, Governing the Soul: The shaping of the private self, Routledge, London. Strachen, G. French, E. 2010, Managing Diversity in Australia, McGraw Hill, Sydney. Waddell, D. Jones, G. 2011, Contemporary Management, McGraw Hill, Sydney. Willmott, H. 1993, ‘Strength is ignorance, slavery is freedom: managing culture in modern organizations’, Journal of Management Studies, vol. 30. no. 4, pp. 515-552. This essay on Corporate Culture, Employee Motivation and Workforce Diversity was written and submitted by user Vargas to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Policing in Angola The WritePass Journal

Policing in Angola Abstract Policing in Angola Abstract 1 Introduction2 Non state policing in Angola2.1 Pro non state policing2.2 Against Non-state policing3 ConclusionReferencesRelated Abstract With a need to maintain order and protect the citizens, nations such as Angola are grappling with how to create and maintain a police force. This study assesses the strengths and weaknesses of using non-state police forces in a law keeping and enforcement capacity. The results of this study illustrate that there is a high potential for corruption, yet, the need for protection is greater than the possibility of abuse. This study will be of interest to any person delving into the strengths and weaknesses of a non-state policing solution. 1 Introduction The need to ensure the security of the ordinary citizens in the nation of Angola on a day to day basis has prompted the consideration of creating and applying non-state policing actors (Hallsworth et al., 2011; Baker, 2006). With too little money from the regional government given for a police force, outside actors including businesses, private citizens and foreign nations can be utilized as investors in order to provide the service of policing the community.   Non-state police forces are often unregulated and have the potential to take on a wide variety of forms that will speak to the characteristics of the surrounding population (Wood et al., 2007; Gill, 1994). Yet, it is necessary to avoid varied forces including vigilante groups that seek their own goals to neighbourhood watches and instead seek to stabilize a community made up of equally varied members giving the population to find them working against the same mutual enemy. Violent crime as well as rampant civil rights abuses has continuously promoted the need for a policing force throughout Angola and the entire African continent (Johnston et al., 2003; Wood et al., 2007).   Alongside the need to keep the peace is the inherent need of the underlying community to support the force and the policies resting behind the enforcement of the tenants of the region. What cannot be denied is that despite the potential for abuse, there is a need for a centred and recognizable police force, whether a state or non-state actor, in order to ensure that day to day activities that contribute to the long term health of the nation are attended to.   This brief illustrates the pro and con arguments surrounding the non-state police agenda and highlights the strengths and weaknesses of the system. 2 Non state policing in Angola 2.1 Pro non state policing There is several sound reasons that a government such as Angola’s would choose to create and implement a non-state policing force (Wood et al., 2007; Hallsworth et al., 2011). Ranking as the primary motivation is the need for community security that allows for day to day activities to progress without hindrance. Furthermore, this perception of cultural stability aids in the operation of the underlying and associated financial and consumer markets that are themselves integral to the stability of the state (Crank et al., 2007; Baker, 2010).   With a law abiding citizenry comes the opportunity to build a sound financial base that allows the operation of external and internal projects.   With high crime rates to blame for abuses against the most vulnerable of Angola, the absence of a police force allows the criminal element to come to the fore, which in turn is directly against the needs of the regional population to grow and prosper (Hallsworth et al., 2011; Baker, 2006). Enforcement of the law is only one facet of any regions police force, making the need for a working unit critical to Angola (Johnston et al., 2003). Absent the taxpayer funds to establish and operate a working force, the non-state police option provides a method that can accomplish the goals of both the government and the consumer community. With a private force the tax payer does not typically feel the sting of payment that these forces need to remain relevant in the states interest (Gill, 1994; Baker, 2006).   This element provides many opportunities for private investors to step forth and equip the non-state police force in a manner that some of the poorer nations, such as Angola, can only hope to afford. Furthermore, a key advantage of many outside or private police entities are the established outside contacts and expertise that is brought into the region as a result of the engagement (Crank et al., 2007; Baker, 2006). In many cases the skilled labour may not be present in the immediate area, requiring the need to look to the outside community for better talent and resources. Another opportunity provided by the consideration of a non-state police force in Angola is the potential to transform relations with neighbour nations or allies by incorporating elements of their working infrastructure (Gill, 1994; Johnston et al., 2003). It is become more common of multinational police forces to work together towards a goal that serves to benefit the entire international outlook by ensuring the stability of the region. Furthermore, this form of non-state or shared policing builds bridges and understanding between enforcement departments that often have work across national and international borders in order to address the issue at hand (Hallsworth et al., 2011). In summary, the primary positives resting behind the non-state police force in Angola is the increase in talent, decrease in state funds spent and the opportunity to find international partners that will assist to maintain order in the long run. 2.2 Against Non-state policing As with any employee or outside agency, bringing in an outside police force to Angola, holds the potential to be abused and subverted to the interests of others (Hallsworth et al., 2011; Baker, 2010).   Private interests often play a pivotal role in choosing, maintaining and implementing any form of non-state policing, making the persons behind the effort at once suspect and complicit in the case of corruption. Lending itself well to the spectre of corruption, non-state policing can have chilling impact on the target community by stifling business and community activities to the point that there is a visible loss of enthusiasm and production (Johnston et al., 2003; Wood et al., 2007). Furthermore, this perception of public abuse on the part of the policing efforts contributes to criminal activity and unproductive behaviour on the part of the local population. A secondary concern when dealing with a non-state police force in Angola is the need for the organisation to properly understand the community that they are assigned to protect (Wood et al., 2007; Crank et al., 2007). Many times an outside operator will mistake a cultural element as a risk, which in turn may lead to an issue that should never have been created in the first place. Furthermore, the local populace may not hold a great deal of confidence in the outside force, which can become a substantial hindrance in the operation of day to day policing activities (Baker, 2002; Wood et al., 2007).   If the community is not helpful many opportunities will be lost to the non-state police effort.   Yet, this can many times turn into a private citizenry that expects special favours of the police force, leading to another issue that has the potential to lead to widespread abuse and corruption. The level of training and professionalism among these private forces can quickly become a liability in the effort to sustain a working police force (Johnston et al., 2003; Baker, 2002).   With many forces seeking to cut corners and save money whenever possible, there is a real potential to provide a undertrained and ill equipped force that could possible cause more harm than good in the region.   Furthermore, the less training provided to the force enhances the opportunity for corruption and the skewing of the original effort to protect the citizenry (Baker, 2010; Crank et al., 2007).   Finally, with a force that relies on funding there is the real possibility for a rich person or outside organisation to negatively influence the operation of the police force, making the need for oversight both critical and expensive (Wood et al., 2007; Gill, 1994). In summary, the negative aspects of using a non-state police force include possible corruption, lack of training and the absence of cultural sensitivity that aids in conducting many day to day police centred operations.   Furthermore, there is the very real opportunity for a well-funded outside entity to have a substantial impact on the operation of the police force, which in turn can produce a range of further negativity. 3 Conclusion The need to ensure the security of the ordinary citizen on a day to day basis throughout Angola has prompted the consideration of a non-state policing system. As this brief indicates, there is a need for a police force in order to create a sustainable and liveable condition in the nation of Angola. Yet, as the evidence insists, the presence of corruption and abuse is likely.   However, the need for citizenry protection and stability outweighs the possibility of negative policy.   It would seem possible for an Angolan effort to keep the policing force transparent would lead to a working force that benefits the population more than the special interests. Coupled with the reduction in overall state costs, the prospect of a working police force provides outside investors with a reason to hope for stability, thereby increasing the likelihood of investment which aids in the building Angolan infrastructure. In the end, no matter the negative potential, the evidence suggests that a non-state policing force offers more benefit than detriment, leading to the recommendation of creating and implementing a non-state policing force in the African nation of Angola.   References Baker, B. (2002). Living with non-state policing in South Africa: the issues and dilemmas.  The Journal of Modern African Studies, 40(01). Baker, B. (2006). The African post-conflict policing agenda in Sierra Leone.  Conflict, Security Development, 6(1), pp.25-49. Baker, B. (2010). Grasping the Nettle of Nonstate Policing.  Journal of International Peacekeeping, 14(3-4), pp.276-300. Crank, J. and Giacomazzi, A. (2007). Areal policing and public perceptions in a non†urban setting: one size fits one.  Policing: An International Journal of Police Strategies Management, 30(1), pp.108-131. Gill, P. (1994).  Policing politics. London: F. Cass. Hallsworth, S. and Lea, J. (2011). Reconstructing Leviathan: Emerging contours of the security state.Theoretical Criminology, 15(2), pp.141-157. Johnston, L. and Shearing, C. (2003).  Governing security. London: Routledge. Wood, J. and Shearing, C. (2007).  Imagining security. Cullompton: Willan. ZIMBABWE: Security Sector Reform Deadlock. (2011).  Africa Research Bulletin: Political, Social and Cultural Series, 48(7), pp.18921C-18923C.

Various factors that have influence in their business process Essay

Various factors that have influence in their business process - Essay Example This research will begin with the statement that the world of the 21st century exists in a highly competitive global environment, which is powered by tremendous growth and fast development. The emergence of the internet in the last couple of years along with the fact of the rapid development of various kinds of technological gadgets has resulted in the process of faster and better connectivity in the markets around the world. The author has rightly presented that the global connectivity has increasingly helped in connecting the markets around the world, and has successfully converted the globe into a single and well-connected entity. The present research has identified that it is of high importance to mention that the better levels of technology-powered connectivity are resulting in the successful diffusion of various global trends, which emerges from various markets around the world. Because of faster dispersion of the globalized trends, it can be said that the consumers are getting more and more aware of their needs and wants. The paper tells that it also has to be said that the better connectivity is helping the rapid dispersion of global trends from the well-established markets to the emerging markets, thereby creating the opportunity for development of consumer demands. This entire cycle of having an increase in consumer demand is having a direct impact on the part of the consumers in a circular manner.... The evolution and advancements in the field of communication technology has already played a major role in regards to the diffusion of various kinds of global trends to various developing and newly emerging markets. Because of this spill over effect of the trends of globalization, it can be said that the consumers of both the developed and developing regions and markets have started to become more and more demanding in nature. The emergence of new consumer demands is resulting in the process of evolution of new kinds of business opportunities. Discussing in connection to this, it can be said that various business organizations and entities are evolving from various corners of the world for the purpose of emergence of new market based opportunities. This is paving the way for the thriving and survival of a widely diversified nature of business organizations. Talking on these lines, it can be said that various kinds of business organizations exists in today’s business environmen t of highly competitive and dynamic nature. The organizations may be multinational, international, transnational or global in nature. Talking in more elaborate manner, about the various kinds of organizations, it can be said that multinational business organizations are organizations, whose various divisions and business processes are spread across multiple countries around the world. Experts of the business domain reveal that a key factor of conducting a multinational business is the fact that organization works along with its various subsidiaries on the basis of certain degrees of decentralization. Talking in specific terms, it can be said that the decision making power of the subsidiaries located in various nations and countries around the world are comparatively high. In

Marble Cinery Urn Term Paper Example | Topics and Well Written Essays - 1500 words

Marble Cinery Urn - Term Paper Example The major theme of the art on the cinery urn is spoils of a war. It is a striking rectilinear box covered with aspects of war like weapon armor, piles of trophies, carriages, and clubs. The fragmentary nature of the marble cinery urn makes it more captivating. The panels making the piece are of high quality, identifying the urn as a unique commission. Other available urns are baskets and vases which make this type of earn unique. The name of the deceased was inscribed on the front but the writing is missing. The marble cinery urn was excavated in south East Rome in a tomb in Anagni in the year 1899. The craftsmanship and the iconography of the art identify it as sarcophagi of the mid imperial period. (metmuseum.org, n.p) A commemorative urn shows the existence of loyalty, love and the beauty of ancient culture. Social messages to the deceased were easily put across using the urns and other portraits. There are other types of urns each with different purposes and cultural meaning. Ancient Romans could choose between burying their dead or cremating them, the choice was left for the family to decide. Cremation was more prevalent in this time since the burying was more foreign before the second century AD. This practice of cremation is evident in their art. Images and the themes of the dead and those mourning were common in the poetry. The urns were used to store the ashes of the dead after cremation. The marble cinery urn described above was probably used to store a victim of war that is why the urn has the weaponry engraved on the outer surface of the urn. The urns containing the ashes were placed in underground chambers or tombs with each individual urn having its own space. The chambers were personal properties or collective burial grounds. There was mass production of the urns but each urn was personalized that is why each urn is different from the other. Traditionally a final sigh signaled the death of a person. The relatives of the deceased would surround the death bed chanting his or her name. Calling of the name would be done continuously to ensure that the deceased had really died and for the burial process to officially start. People believed that this practice was equating breathe and the soul. A close relative would give a deceased a last kiss to catch the soul. The deceased eyes were also closed. Much weight was given to last words of a dying person (Hope, 168). Bodies were removed from the death beds placed on their knees for some time and then placed on the ground for the female relatives to clean it. Wrapping corpses with a black cloth or a white toga signaled the start of the wake. All honors the deceased had achieved in life were placed on the deceased and two cy press branches were planted on the entrance of the home. This was to show that there was a corpse in that specific house. Bodies were placed on a funeral beds in the residence, where people gave their last respects. To indicate a peaceful death the deceased feet were placed facing the door (Hope and Marshall ,34) . Funerary practices had long standing traditions referred to as mos maiorum drawn from Roman traditions and religion. It was one of the means through which cultural and family heritage was preserved and celebrated. Funeral processions (pompa) were made public with professional mourners being part of it. Wealthy families acquired actors who would dance in a satirical way to scare away evil spirits. Mimicking the lifestyle and speech of the deceased was done by the actors. Wax masks were worn by those representing the family’s ancestors who were prominent. Songs, hymns and other chants