Definition of Sharecropping

Meaning of Sharecropping Sharecropping was an arrangement of agribusiness established in the American South during the time of Reconstruction after the Civil War. It basically supplanted the manor framework which had depended on slave work and successfully made another arrangement of servitude. Under the arrangement of sharecropping, a poor rancher who didn't possess land would work a plot having a place with a landowner. The rancher would get a portion of the gather as installment. So while the previous slave was in fact free, he would at present end up bound to the land, which was frequently exactly the same land he had cultivated while oppressed. What's more, practically speaking, the recently liberated slave confronted an existence of amazingly constrained monetary chance. As a rule, sharecropping bound liberated captives to an existence of destitution. What's more, the arrangement of sharecropping, in genuine practice, bound ages of American in the South to a devastated presence in a financially hindered district. Start of the Sharecropping System Following the disposal of subjection, the manor framework in the South could not exist anymore. Landowners, for example, cotton grower who had claimed huge estates, needed to confront another financial reality. They may have claimed huge measures of land, yet they didn't have the work to work it, and they didn't have the cash to employ ranch laborers. The a large number of liberated slaves likewise needed to confront another lifestyle. Despite the fact that liberated from subjugation, they needed to adapt to various issues in the post-bondage economy. Many liberated slaves were ignorant, and all they knew was ranch work. What's more, they were new to the idea of working for compensation. For sure, with opportunity, numerous previous slaves sought to become free ranchers possessing land. Furthermore, such yearnings were energized by gossipy tidbits that the U.S. government would assist them with getting a beginning as ranchers with a guarantee of forty sections of land and a donkey. As a general rule, previous slaves were only here and there ready to build up themselves as autonomous ranchers. What's more, as manor proprietors separated their homes into littler homesteads, numerous previous slaves became tenant farmers on the place that is known for their previous bosses. How Sharecropping Worked In a run of the mill circumstance, a landowner would gracefully a rancher and his family with a house, which may have been a shack recently utilized as a slave lodge. The landowner would likewise gracefully seeds, cultivating apparatuses, and other important materials. The expense of such things would later be deducted from anything the rancher earned. A significant part of the cultivating done as sharecropping was basically a similar kind of work escalated cotton cultivating which had been done under servitude. At gather time, the yield was taken by the landowner to advertise and sold. From the cash got, the landowner would initially deduct the expense of seeds and some other supplies. The returns of what was left would be part between the landowner and the rancher. In a normal situation, the rancher would get half, however in some cases the offer given to the rancher would be less. In such a circumstance, the rancher, or tenant farmer, was basically weak. Also, if the gather was terrible, the tenant farmer could really end up paying off debtors to the landowner. Such obligations were basically difficult to survive, so sharecropping frequently made circumstances where ranchers were secured in an existence of destitution. Sharecropping is in this manner frequently known as servitude by another name, or obligation subjugation. A few tenant farmers, on the off chance that they had fruitful gathers and figured out how to amass enough money, could become sharecroppers, which was viewed as a higher status. A sharecropper leased land from a landowner and had more power over how the administration of his cultivating. Nonetheless, sharecroppers additionally would in general be buried in destitution. Financial Effects of Sharecropping While the sharecropping framework emerged from the annihilation following the Civil War and was a reaction to a pressing circumstance, it turned into a lasting circumstance in the South. What's more, over the range of decades, it was not helpful for southern horticulture. One negative impact of sharecropping was that it would in general make a one-crop economy. Landowners would in general need tenant farmers to plant and collect cotton, as that was the yield with the most worth, and the absence of harvest turn would in general fumes the dirt. There were likewise extreme monetary issues as the cost of cotton vacillated. Awesome benefits could be made in cotton if the conditions and climate were good. Be that as it may, it would in general be theoretical. Before the finish of the nineteenth century, the cost of cotton had dropped significantly. In 1866 cotton costs were in the scope of 43 pennies a pound, and by the 1880s and 1890s, it never went over 10 pennies a pound. While the cost of cotton was dropping, cultivates in the South were being cut up into littler and littler plots. Every one of these conditions added to far reaching neediness. What's more, for most liberated slaves, the arrangement of sharecropping and the subsequent destitution implied their fantasy about working their own homestead would never be accomplished. The arrangement of sharecropping suffered past the late 1800s. For the early many years of the twentieth century it was still as a result in parts of the American South. The pattern of financial wretchedness made by sharecropping didn't completely blur away the time of the Great Depression. Sources: Sharecropping. Gale Encyclopedia of U.S. Monetary History, altered by Thomas Carson and Mary Bonk, vol. 2, Gale, 2000, pp. 912-913. Gale Virtual Reference Library. Hyde, Samuel C., Jr. Sharecropping and Tenant Farming. Americans at War, altered by John P. Resch, vol. 2: 1816-1900, Macmillan Reference USA, 2005, pp. 156-157. Gale Virtual Reference Library.

Strategic Marketing Management for Radical - myassignmenthelp

Question: Talk about theStrategic Marketing Management for Radical Innovation. Answer: Suggested Strategies Radical Innovation Strategies What's going on here? The Radical Innovation procedures embraced by the organization are the technique that the organization is receiving for accomplishing something other than what's expected. The new thing should be possible in growing new item, new procedure, new plan of action and others. It is altogether different from other market technique as it requires t grow new item or procedure line. This sort of development has the ability to change the structure of the business that causes them to enter the market in a superior manner (Cabanes et al. 2016). For what reason do it? Radical development benefits the business sin different ways. It is valuable for the organization that needs to enter the market with new item or procedure for their business. it causes the business to take up new innovations and hierarchical change in their business condition. It includes creating items that are extremely new to the clients and the market. Radical development additionally helps the organization in taking up Big I advancement that is taking up enormous and new imaginative systems for the business. it can possibly offer the business with another market and item to enter the business again and assist them with increasing extra rewards (Norman and Verganti 2014). How would we do it? Radical development steps and procedure varies from industry to industry as a result of their job and capacities. it very well may be executed in their procedures or in their item with the goal that they can stand apart of others. Airflight too needs an extreme advancement to infiltrate into the market with better procedures and procedure in their extra part business procedure to their local customers. The principle developments required are the providing and stock business of the organization in their extra part division. There are different issues that the organization is confronting while at the same time providing save part to the customers. The primary region wherein radical advancement procedure is to be done is to create application that can without much of a stretch screen the customers and provider side stock. For the reason, the organization ought to create site for the customer in which they can sign in and request save parts for their airplane. This procedure will assist the organization with connecting to the clients, providers and different colleagues legitimately and keep up their information adequately. What not to do? Different advances and issues may happen while executing the methodology in the extra part branch of Airflight business. In this way, the organization ought not simply begin executing the errand with no earlier arrangement for the advancement. The organization needs to follow an arrangement for the advancement expressing the destinations and the cost required for the development. Besides, the organization ought not stop its past flexibly chain channels it utilized for its business in conveying save parts to its customers. This is on the grounds that the customers are utilized to its past strategies and it will be hard for them to take up new technique unexpectedly. Thirdly, the extreme system arranged by the organization ought not be unreasonable as that would end up being a disappointment for the business. References Cabanes, Benjamin, Philippe Galy, Pascal Le Masson, and Benoit Weil. Specialized staff the executives for radical advancement in science-based associations: another structure dependent on plan hypothesis. InRD Management Conference. 2016. Norman, Donald An., and Roberto Verganti. Gradual and radical development: Design look into versus innovation and significance change.Design issues30, no. 1 (2014): 78-96.

Some Tips for International Students COLUMBIA UNIVERSITY - SIPA Admissions Blog

Some Tips for International Students COLUMBIA UNIVERSITY - SIPA Admissions Blog Erisha Suwal will be graduating from SIPA soon and she composed this entry to provide insight to international applicants and students.   On a side note, culture shock is not limited to international students, even for someone that grew up in the United States moving to NYC can be a shock.   Do not worry though, as the famous quote goes, This is New York, if you can make it here, you can make it anywhere. ___________________________ SIPA is a very international school, academically and in terms of its student body. About 60% of the students in the MPA and about 40% of students in the MIA program come from outside of the US. Being an international student is exciting. Living in a new country, in one of the biggest cities in the world can be quite an adventure. As an international student about to complete my SIPA education, I want to share a few experiences and give a few tips, especially to those international students who will be leaving home for the first time. Applying to SIPA For those reading this blog that will apply in the future, language can be a major hurdle for non-native English speakers. If you did not complete your undergraduate in an English-medium institution, you have to take TOEFL or IELTS. If you have ample time before the test, read anything you can find in English. Watch as many English movies as possible to improve your listening skills. Then you have the GREs. The verbal for non-native English speakers is usually challenging. So work extra hard. On the other hand, your mother tongue or national language can also exempt you from taking language classes. All students enrolled in the MIA program must be fluent in a second language in addition to English.  The language requirement also applies to MPA students concentrating in Economic and Political Development. However, you can get language exemption by proving proficiency either by taking a test offered at SIPA or elsewhere. In my case, I am a native Nepali speaker and I had taken a language exemption test during my undergraduate studies at Wellesley College. I had my dean from Wellesley write to the deans at SIPA and was exempted. Not having to take a second language frees up a lot of time to take other classes. At the same time, it could be fun and beneficial to take a second language, especially languages needed for UN and World Bank jobs. Once Accepted If you need to take a loan, you need to apply to a private lender, usually CitiBank or Sallie Mae. Loans from private lenders have higher interest rates and they require an American co-signer to act as a guarantor. Finding a co-signer maybe difficult for many international students. Even if you do have an American co-signer, whether or not the loan will be approved is up to the lender. Dealing with these issues from outside of the US can cause much anxiety. Make sure you go through the information provided by the private lenders thoroughly to understand the system. Read the fine prints. Talk to anybody you know who has gone through this before. Another option to secure financial support, at least partially, is to explore other funding sources such as your undergraduate institution, foundations, and fellowships.  You never know when an opportunity will appear. I contacted undergraduate alums to find out if the organizations they work for such as the Ford Foundation or even Pepsi Co. would fund students pursuing a master’s degree. Funds from outside are competitive to receive, but it is worth exploring all options. On a side note: having been in the US for almost eight years now, I have learned that it is always important to ask unequivocally for something if you need it; without being an annoyance of course. Sometimes, international students come from cultures where asking directly for something is considered rude, selfish, inconsiderate or against the cultural norm. However, unless you ask, no one knows your needs. The worst that can happen is that you will get no for an answer.   Visa After you have your finances taken care of, its time to get a visa. The visa process varies depending on your country of origin. It is smooth for some and rocky for others. Give yourself ample time.   If you encounter any problems, reach out to the International Students and Scholars Office (ISSO). They are very helpful with the immigration process and have tips on how to prepare for the visa interview as well. For those applying for visa for the first time, remember that how you finance your education and whether or not you plan to come back to the country in the future matters to embassy staff. For those traveling for the first time, keep in mind that the US immigration laws have changed since 9/11. Do not be surprised at random checks and it can be a lengthy process. Experience at SIPA and New York Culture shock is inevitable for first timers. I remember my first days in the US. People spoke English too fast and with an accent I wasn’t familiar with. Public display of affection was acceptable. Dance floors were a whole different world. I constantly converted dollars to Nepali rupees. Early experiences in New York can be even more intense with its fast-paced life, crowded subways, and people dressed up in crazy attire. I asked a few other international friends to share their experiences. A friend from Japan said, “I did not have culture shock since the way of modern life does not change regardless of where we areoh, the staffs in restaurants are friendlier than in Japan and attendants in supermarkets are much more impolite.” Another friend from China mentioned that it took her time to adjust to the social scene in New York. She said that she was not used to the idea of going to bars to drink a lot.   A few other friends mentioned that coming a few days prior to orientation is good idea. It gives time to explore the city on your own and to get used to the place before your schedule fills up with orientation events and then classes. Coming earlier is also a good way to make some friends before classes start. After the first two months or so, you will adapt to the place and its pace. Some international students have mentioned that they continue to struggle with English, and at times it can get frustrating not to be able to express yourself.  However, they say that perseverance is the key. SIPA has numerous events throughout the years to help students socialize and have a good time. There are also many student organizations based on regions, cultures and interest. ISSO also organizes many events for international students. For those who only have their passports as the official identification card, get a New York state ID or maybe even a driver’s license. If you are going to bars or buying alcohol, it is easier and less risky to have an ID than carry your passport around. Other Tips If you need to find an on-campus job, reach out to people. Check libraries and IT centers for vacancies. Email professors you find interesting not just in SIPA but in the whole University, and ask them if they need a research assistant. I found a research assistant position in my first semester by emailing a professor. Advertise to teach your national language or any other skills you might have. Some students babysit to make some cash. Be prepared for cold weather. This winter New York had 20 inches of snow! Finding an apartment in New York can be stressful, but there are ways to get cheaper housing besides campus housing. The loan serves as an income guarantee. Check out http://newyork.craigslist.org/ but be careful of scams. Explore not just New York, but most of the US, if you have the chance.

My Personal Attitude To Nuclear Energy - Free Essay Example

Sample details Pages: 3 Words: 1023 Downloads: 9 Date added: 2019/08/08 Category Energy Industry Essay Level High school Tags: Nuclear Energy Essay Did you like this example? I dont know why nuclear energy has a bad rap, mainly it is because there are misconceptions about the safety of it and when people are uneducated they tend to fight against what is actually very beneficial. Nuclear energy is energy that is released either by splitting atomic nuclei or by forcing the nuclei of atoms together. Nuclear energy comes from mass-to-energy transitions that occur during atom splitting. This explains the well-known mathematical formula of Albert Einstein E = mc2. The equation says: E [energy] is equal to m [mass] times c2 [c denotes the speed of light]. This means that the mass is multiplied by the square of the speed of light. Don’t waste time! Our writers will create an original "My Personal Attitude To Nuclear Energy" essay for you Create order Nuclear energy is produced by a controlled nuclear chain reaction and creates heat†which is used to boil water, produce steam, and drive a steam turbine. power plants actually produce less green-house gasses than other energy sources.   Nuclear energy has led us, and the United States   to have become a major superpower in the world. The average global efficiency of nuclear power is 92%. Throughout the history of nuclear power, there were only three major natural disasters Three Mile Island, Chernobyl and Fukushima. Over the past 25 years there have been more than 10 large disasters with fossil fuel energy the largest of them reset the BP oil. Nuclear power can come from the fission of uranium, plutonium or thorium or the fusion of hydrogen into helium. Today it is almost all uranium. The basic energy fact is that the fission of an atom of uranium produces 10 million times the energy produced by the combustion of an atom of carbon from coal. So, the real question is why arent we using it more? Its because there are misconceptions about the safety of it and when people are uneducated they tend to fight against what is actually very beneficial. Nuclear energy is energy that is released either by splitting atomic nuclei or by forcing the nuclei of atoms together. Nuclear energy is produced by a controlled nuclear chain reaction and creates heat†which is used to boil water, produce steam, and drive a steam turbine. Nuclear power can come from the fission of uranium, plutonium or thorium or the fusion of hydrogen into helium. Today it is almost all uranium. The basic energy fact is that the fission of an atom of uranium produces 10 million times the energy produced by the combustion of an atom of carbon from coal. Nuclear power plants need less fuel than ones which burn fossil fuels. One ton of uranium produces more energy than is produced by several million tons of coal or several million barrels   So all that we have to decide is what do we want more energy efficiency with minimal risks   or use of   other energy sources that are less efficient like coal or solar.Nuclear power plants can generate up to a million times more energy than coal, of oil. In France, nuclear power is the most widespread, supplying 80 percent of the countrys electricity.   By this we can see that nuclear power is beneficial. A protest movement exists, called Sortir du Nucleaire, or Get Out of Nuclear, but it appears to have made little headway. Nuclear energy was first discovered accidentally by French physicist Henri Becquerel in 1896, when he found that photographic plates stored in the dark near uranium were blackened like X-ray plates, which had been just recently discovered at the time. As of 2004, nuclear power provided 6.5% of the worlds energy and 15.7% of the worlds electricity, with the U.S., France, and Japan together accounting for 57% of nuclear generated electricity. Nuclear energy (nuclear power) accounts for about 19 percent of the total electricity generated in the United States, an amount comparable to all the electricity used in California, Texas and New York, three most populous states. There are 104 commercial nuclear generating units that are fully licensed by the U.S. Nuclear Regulatory Commission (NRC) to operate in the United States. Of these 104 reactors, 69 are categorized a pressurized water reactors (PWRs) totaling 65,100 net megawatts (electric) and 35 units are boiling water reactors (BWR) totaling 32,300 net megawatts (electric). On June 27, 1954, the USSRs Obninsk Nuclear Power Plant became the worlds first nuclear power plant to generate electricity for a power grid, and produced around 5 megawatts electric power. Russia has begun building floating nuclear power plants. The 100 million ($204.9 million, 2 billion  ±) vessel, the Lomonosov, to be completed in 2010, is the first of seven plants that Moscow says will bring vital energy resources to remote Russian regions. The International Nuclear Event Scale (INES), developed by the International Atomic Energy Agency (IAEA), is used to communicate the severity of nuclear accidents on a scale of 0 to 7. The Chernobyl disaster in 1986 at the Chernobyl Nuclear Power Plant in the Ukrainian Soviet Socialist Republic (now Ukraine) was the worst nuclear accident in history and is the only event to receive an INES score of 7. Nuclear energy is released by three exothermic processes:   Radioactive decay, where a proton or neutron in the radioactive nucleus decays spontaneously by emitting a particle Fusion, two atomic nuclei fuse together to form a heavier nucleus Fission, the breaking of heavy nucleus into two nuclei. The sun uses nuclear fusion of hydrogen atoms into helium atoms. This gives off heat and light and other radiation. Nuclear energy is really making a comeback because nuclear energy has virtually none greenhouse gases emission and therefore isnt warming the planet and causing global warming like some other energy sources. Although, i do see the point of the other side when they say that it is hard to dispose of the waste is a problem because you have to deal with the problem of the waste, but with proper regulation of it the benefits out way any negative effects. Nuclear   energy has lead us, the usa   to become the top super power in the world. The global average efficiency of nuclear energy is 92%.In the entire history of nuclear energy production, there have only been 3 major disastersThree Mile Island, Fukushima, and Chernobyl. In the past 25 years, there have been over 10 major disasters with fossil fuel energythe largest of which was the BP oil spill.

Social Media Use in Small Business - 2558 Words

Social Media Use 1 Social Media Use in a Small Business Social Media Use Introduction Medical Claims Consulting is an independently owned consulting business located in Austin, TX. The focus of the company is to help individuals understand and resolve their medical claims and insurance billing issues. It is a single person business that was established in November of 2009. The services offered can be handled virtually, eliminating the need for face to face, in person consultations, therefore clients can be physically located anywhere, however thus far the majority reside in Texas. Currently, little marketing is done to obtain new clients. Networking, word of mouth referrals and an affiliation with a national association, Medical†¦show more content†¦This means customers can now broadcast their feelings about a business to thousands of people instantly. This has led marketers and small business owners to turn to the Internet as an avenue for cost effective marketing (Phillips et all, 2010). Small business owners can use email cam paigns, advertise on websites and word-ofmouth viral marketing at a fraction of the price of traditional advertising. For instance a magazine ad can cost thousands of dollars, yet an ad on Facebook may only cost a few cents each time a person clicks on it (Barnes Mattson, 2009). In 2010, there were 221 million internet users and 9 of 10 internet users visited a social network at least once a month (Sass, 2011). This provides small business the opportunity today to access millions of people at no monetary cost, something which was only a dream a few years ago (Lacho et al, 2010). Businesses are turning to Twitter for instance, as they look for simple, inexpensive ways to promote their business and disseminate the latest industry information about their company. Twitter is also a tool small business can use to manage their online identity and find out what their clients are saying about their company or competition (Geho et al, 2010). Social media sites can â€Å"propagate positive messages about products, raise awareness and organically recruit additional members, all which can provide powerful competitiveShow MoreRelatedHow to Use Social Media for Small Business Essay1229 Words   |  5 Pages Using social web is probably the most cost effective marketing tool available that allowed businesses to manage brand reputation, advertise, served customer, broadcast, and network (Fine, 2010). The social media has become a widespread phenomenon and global trend because of the popularity of Twitter, Instagram, Pinterest and Facebook (Hinchcliffe Kim, 2012). 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Factor Affecting Organizational Behavior Free Essays

string(46) " watches an assigned video and write a paper\." Facilitator: Harry J. Bury, Ph. D. We will write a custom essay sample on Factor Affecting Organizational Behavior or any similar topic only for you Order Now Office: (216) 826-2395 Home: (216) 891-9517 E MAIL: hbury@bw. edu Website: http://homepages. bw. edu/~hbury The macro-perspective provides a broader view of organizational effectiveness by dealing with the major sub-units of the organization rather than individuals and small groups. This perspective deals with employee behavior as well as with overall design of the organization, efficiency, and adaptation to the environment.The macro-route to organizational change includes design of individual roles and organizational structures, relationships among roles, control systems, and information technology. A field activity in organizational development is a major focus of the course. To be an effective systems manager one needs to be adept at working in teams, achieving goals and objectives with and through other people. In addition, people tend to learn more when they are involved in the learning process and when they are called upon to facilitate the learning of others. We have nineteen meetings together during this session.Hardly enough time to understand the Theories of Organizational Behavior. Hence, we will only scratch the surface. The objective is to spark our interest so that we all are motivated to delve deeper into this marvelous and exciting subject matter the rest of our lives. Each time I have the privilege to facilitate the learning of this material I change the process in order to both find a more effective way to achieve the goals of learning and to not become boring through repetition. The process will include a feedback sheet which each participant is asked to submit each meeting.It is designed to enable me to understand what is happening with you as we proceed through this learning experience together. On the sheet will be a place for you to ask questions. I do not claim to have answers but your questions may well cause valuable discussion in Organizational Behavior areas of class interest and enable the experience to be a practical one. I will share my opinion and ask course participants to do the same. I ask that you fill out the feedback sheet the weekend of the class itself and please give it to me at 7:00 p. m. he following Friday evening class. Each team will usually meet together on Friday evening from 7:00 p. m. to 7:15 p. m. The purpose of the meeting is to reflect together about the learnings of the previous class in order to get our minds focused on the subject matter. We suggest that individuals who arrive early begin the team meeting at once in an effort to be efficient and perhaps eliminate or shorten team meetings on non-class days. First Organizational Development Learning Opportunity This year a major focus is to better understand organizations by changing them.Consequently, learning teams of two persons will select an organization (such as a branch bank, a police or fire department, a small business, an accounting department, a dental practice, a library, the Board of Directors of the Jaycees, etc. ) and do an organizational change effort aimed at transforming the culture or total system of an organization or organizational subunit. A team building process would be excellent. Remember, these are not simply training activities. Facilitators need to focus on the process of the client system.Interventions need to relate to how the client system does its work in terms of facilitating improvement. The course facilitator’s assumption is that this is a year long change project. It would be helpful to find the client system during the summer. The facilitators will report their results to the class and submit a written report to each colleague and two reports to the course facilitator. In the past, facilitators have invited persons from the client system to participate in the presentation to the class and it has proved very effective.The written report may be of any length necessary to cover the essentials with a major focus on the results of your various interventions. Capture and present to the class the spirit of the change process as well as the organizational and personal goal accomplishments. Two facilitator teams will report their progress to the class each session and invite the class to participate in their questions and dilemmas. Each team will meet with the course facilitator beforehand to design the class facilitation at the completion of their intervention. Second Learning OpportunityIn addition, teams of five will research a leading-edge company in Organizational Development and present their findings to the class in the form of a written report the session prior and lead a discussion of their findings the next session. Use the text Maverick as an example of a leading edge company. Please divide the report into three parts: 1. Description of the company’s cutting edge behaviors. Note, the emphasis on actual behavior, not theory. 2. What the Learning Team thinks about the cutting edge behaviors, what further advances the company will make, etc. 3.Indicate how each of the learning team members plan to implement their learnings from this experience in their own work place. Remember to distribute the written report for both assignments two weeks before facilitating the discussion of the team’s organization’s behavior. If possible, invite the CEO, plant manager and hourly personnel to participate in the discussion. Third Learning Opportunity Your team is to find a work group/organization that will allow you to observe people at work. Using information from Chapter 21, redesign their workgroups jobs for the purpose of increasing performance and intrinsic motivation. Return to the workgroup and share your new design with both the workers and the supervisor separately and be attentive to their feedback. Capture the learning from this entire experience in a paper of about 3 to 4 pages and be prepared to present your findings to the class. Everyone attending every class meeting will have two points added to the final grade. If one misses a class, two points will be deducted from the final grade unless one watches an assigned video and write a paper. You read "Factor Affecting Organizational Behavior" in category "Papers" This is not punishment. It is an opportunity to get one’s money’s worth by added learning.All team members will receive the same grade for the company research project. The same for the two person facilitation project. In addition, both the quality of the content as well as the spirit of the contributions are significant variables in grading. A+ = 99 to 100% Facilitator Project First Learning Opportunity, 50% A = 94 to 98% Company Research Second Learning Opportunity, 30% A- = 90 to 93% Third Learning Opportunity and Participation each 10% B+ = 87 to 89%B = 83 to 86% B- = 80 to 82% C+ = 76 to 79% C = 73 to 75% C- = 70 to 72% A-, A and A+ means going beyond standard-doing more than what would be normally expected of an EMBA participant. SCHEDULE Introduction: Discussion of OD Consulting Intervention, Appreciative Inquiry Deanna Anthony, Ch. 21 A New Strategy For Job Involvement (p. 636) Third Learning Opportunity Report from all five teams David Blain, Ch. 7 Active Listening (p. 208) Active Listening Exercise Visualization Revisited. An Exercise in Team Visualization Richard Clark, Ch. The Thinking Organization: How Patterns of Thought Determine Organizational Culture (p. 244) Paul Colella, Ch. 14 Coming to New Awareness of Organizational Culture (p. 427) An Exercise in Force Field Analysis Other Cultural Issues Trina Rauscher-Cooper, Ch. 22 Why Change Programs Don’t Produce Change (p. 665) Brian Dean, Ch. 22 Managing the Human Side of Change (p. 676) Darlene Grant, Ch. 22 Rules of Thumb for Change Agents (p. 683) Regina Johnson, Ch. 9 Work Teams: Applications and Effectiveness (p. 68) Salvatore Lazar, Ch. 9 Group Think Reconsidered (p. 251) Film Matthew Lopiccolo, Ch. 13 Firms With a Superior Leadership Capacity: Practices that Creat Better-Than-Everage. Management Teams (p. 416) Team I Second Learning Opportunity Report. Discussion, application Gordon McCance, Ch. 14 Evolution and Revolution as Organizations Grow Team II Second Learning Opportunity Report. Discussion and application David Miskel, Ch. 13 – Four Competencies of Leadership (p. 395) Team III Second Learning Opportunity Report.Discussion and application Craig Niedermien, Ch. 13 Super Leadership: Beyond the Myth of Heroic Leadership (p. 401) Team IV Second Leadership Opportunity Report. Discussion, application Sherry Ochmann, Ch. 16 The Leadership Challenge – A Call for Transformational Leader (p. 476) Team V Second Leadership Opportunity Report. Discussion, application Patrick O’Connor, Ch. 12 Vive La Difference? Gender and Management in the New Work Place (p. 366) Rich Rawlinson, Ch. 12 The Multicultural Organization (p. 53) First Learning Opportunity Reports Ken Ressler, Ch. 11 Managing Conflict Among Groups (p. 317) Intergroup Exercise First Learning Opportunity Reports First Learning Opportunity Reports TEXTS: No one book is adequate for the course. The expectation is that graduate students will consult many sources. Hence many books and videos are on reserve for you in the library. Please avail yourself of these marvelous resources. In addition, two texts are necessary for this course. Organizational Behavior Reader, by Kolb, D. , Osland, J. , and Rubin, ISixth Edition, Prentice Hall, 1995 Maverick, Recardo Semler, Warner Books, 1993; Expectations Criteria for achieving high marks for participation I expect each of you to: – Change seats each class meeting. Make a point to sit next to all other 24 members of this class organization. – Be open and honest with me, your peers, and associates. Let me know what is going well for you and what is not. – Go out of your way to avoid obstacles with communications. If I am presenting an obstacle to you or become a roadblock, let me know. Manage your area of responsibility in such a way as to positively contribute to the overall class results as well as your personal goals and objectives. A gain for you at the expense of someone else is a loss for the whole class. Teamwork is essential — here is no room for â€Å"gamesmanship† or â€Å"one up† stuff. – Know what is going on in other EMBA classes as well as companies and organizations off campus. Visit them and have them visit us-find out how they manage things-steal all the ideas you can-network whenever possible.The greatest compliment you can give me as a class facilitator is to bring friends to class. – Keep me informed-verbally and with written material-Use your judgment about frequency, methods, etc. I’ll let you know if it is meeting my needs. – Provide me with feedback (included page 10) that indicates your ideas, feelings, progress. – Do your best to solve problems. Do not present me with problems to solve; instead, develop alternatives and act if possible. If you need my input, I am available to provide it. Use me as a â€Å"sounding board†/coach. Involve your work team and associates, even family in planning, meeting challenges, improvement, etc. They might know more about something than you do. Mix with first year participants and Health Care EMBAs at lunch and dinner. Serve as mentors, show your knowledge and experience. – Assess how you are impacting this class-adding to it, treading water, or pulling us under. – Help me and your class colleagues-volunteer and respond to requests.Plan to get together for drinks and conversation after class each Friday evening. Do not rush to leave the company of your colleagues in this program. Also, helping others, whether manager, facilitator or colleague, is not â€Å"sucking up†, but networking and cooperative behavior designed to benefit the whole system. – Continually strive to improve the quality and efficiency of the educational process. Constantly ask yourself, â€Å"How can I learn more, better apply what I am learning, help others in the class learn? – Know all your class colleagues; find out what they need and expect from you; ask them to evaluate you. – Complete requests from me by the due date or negotiate other arrangements in advance of the due date. Lead. If you see a lack of leadership by me or others, take the lead. It is not vested in me. Be proactive rather than reactive. – Expect a lot from your team, your class colleagues and yourself. – Behave in ways that positively contribute to us being more human with each other; respect the dignity of each individual. – Grow and help others grow. I am bored around people who are treading water. How are you a more valuable person this month than last – what have you learned, what skills have you improved, how are you better? – Challenge me, I need to grow too! – Have a lot of fun doing this work! How to cite Factor Affecting Organizational Behavior, Papers

The Policy of Assimilation Samples for Students †MyAssignmenthelp.com

Question: How The Assimilation Policy Has Affected The Overall Health Status Of The Australian Women? Answer: Introduction The policy of assimilation was expected to make the Australian women enjoy some given privileges in their country. The women were expected to attain the same manner of living as the other aliens of the country. Women in the health sector fail to enjoy some given privileges that they should. Women seem to be the most marginalized people in every society. However, the policy of assimilation has improved he overall status of the women of Australia. It required equality for all the people of Australia even for the indigenous individuals. The women of Australia have benefited as citizens of the country virtue of their nationality and citizenship Act of 1960. As women in the health sector they have enjoyed some given privileges have come with assimilation (Linnekin, 2006). In the sense of their status as citizens they enjoy some given special rights and privileges from the government. They had to have the same responsibilities and share the same beliefs as their fellow Australians in the c ountry. The indigenous people of Australia have their own representation of health .For instance, they have the have their own way of treating various illnesses using the traditional herbs which are no used in the western culture. They also believe in given herbal drugs that are supposed to give them the healing that the require. The also believed in midwives as compared to the modern women who use doctors. Effects of the policy The policy has improved the overall status of the Australian women in various ways.For instance, the policy has enabled both the nomadic and the semi-nomadic Australian women to live a more settled life and enjoy beer health services in the country. The policy has enabled the women to become better members of the society. Women of Australia have been in a position o have a better life due to the policy of assimilation. He womens children have benefitted from the services that have been provided by the policy. The reason is the policy has established the children welfare services. The condition of health of the Australian women has become better because the policy has improved the hygiene among the women. The Australian women have also become more educated because he policy has established training programs that have benefitted the women as they work in various health departments The provision of training has enabled the Australian women o become more knowledgeable in working at the h ealth sector The action has enabled them to provide services of high standards o the citizens of Australia. The Australian women have become more learned individuals which has made hem become more competent in the provision of health services (Behrendt, 2013). Welfare services have been made available to the indigenous women who have managed to live a healthy life together with the other members of the community. The assimilation policy has encouraged the indigenous Australian women to participate in sporting activities which has enabled them to keep fit. The action has led to improved heath among the women of Australia because they have observed the standards of maintaining the physical fitness of the body. As women participate in various sporting activities they become more physically fit that enables them to lead a health life (Mary, 2015). More Australian women today are participating in sporting activities as compared to the past. The more the women participate in sporting acti vities the healthier they become. The policy has led to the extension of social services among the Australian women. The social services have helped improve the condition of health among them. The indigenous Australian women had their way of giving birth where they would use he midwives to help them give birth even at home. He action would not be compared with modern woman who goes to hospital to give birth The women would give birth even at home. By accessing the social services, the Australian women have managed to live a more fulfilled life. They have been in a position to get a better way of life by accessing the social services as provided by the assimilation policy. The policy has enabled the Indigenous Australian women to become positive in their approach of life. The action has made them become healthier since they have formed a positive approach towards life and their general wellbeing. The assimilation policy has helped bring he indigenous women together as a community. The working together as a community has helped the indigenous Australian women to improve their way of life as well as their health he have managed to come together and solve common problems together. In such a case the indigenous women have managed to maintain a healthy way of life amongst them. Working together in a community makes a lot of things become simple. The assimilation policy has benefited the indigenous women by making them work together as a community. The assimilation policy has also provided better primary health care services among the indigenous women The policy has paid special attention to women who are the minority. It gives them the primary health is services where the need it (Ellinghaus, 2006).The action enables the indigenous women to access health care services with ease. This improves the health the indigenous women of Australia. The assimilation policy ensures that the Australian women can access the healthcare available without going through any difficulties. The policy has been of great benefit to the women of Australia. The assimilation policy has also improved the health status of the women in Australia since it enables them to access healthcare with ease. The indigenous women in Australia have been in a position to acquire health care without a lot of difficulties (Monie, 2013). The policy has put in place standards that ensure that the women access healthcare without going through a lot of difficulties. Due to the assimilation policy, life expectancy among the indigenous women in Australia is greater than that of the developing countries. In earlier times, women used to die earlier before their time. The policy has also enhanced education among the women of Australia. Education has been made available to them. The action has also increased the employment opportunities among them. Most indigenous women have managed to acquire employment that has enabled them to progress. Assimilation policy has come to increase the chances of survival among the indigenous women of Australia. A lot of concern is given to women to ensure that the live a fulfilled life (Anzaas, 2008). This has enabled the women to live a fulfilled and healthy life. The assimilation policy caters for the needs of the women in Australia. The assimilation policy has also helped in changing the eating habit among the indigenous women Most of the women have become healthy by consuming the right diet. The policy also teaches the women on the proper diet. Women have become healthy by having the right teaching on the right types of food that they should consume. The policy of assimilation was of great benefit to the indigeno us women who observed the teachings that it provided. The policy has enabled even the sick women to know how to manage their health status. Those that suffer from life threatening diseases can manage to obtain treatment from the healthcare institutions at affordable prices (Peterson, 2008). Women have managed to stay healthy by obtaining healthcare at available prices The policy has cared for the wellbeing of the women by ensuring that they can access healthcare both for themselves and their children. Through education indigenous Australian women were in position to learn modern was of treatment that helped them do away with the traditional methods that were not as effective as the modern ones. The policy of assimilation enabled the women to shun the traditional kinds of treatment and o embrace the new kind of healthcare that provided lasting results. The use of the modern medication has enabled the women to stay healthy. It has also reduced the number of cases reported on the women who die while giving birth (Joel, 2007). The policy of assimilation has led to the reduction of the number of women who die while giving birth. Before assimilation, some women would die while giving birth since they were using the traditional midwives who were also untrained. The policy of assimilation brought about a new way of doing things other the traditional methods that were sometimes not effective. Domestic violence was also common among the indigenous women. Men used to fight their women and treat them as inferior. The assimilation policy has reduced the act of domestic violence among women of Australia. The men could also kill their women through fights at home today instances have reduced. The child mortality rate also reduced. The number of children who died while being born reduced significantly. Most indigenous women from Australia could give birth to healthy children who could survive after birth (Naima, 2002). The women were in a position to bring up healthy children since they were taught on the best ways in which they could raise their children. The number of hospitals where the women could give birth also increased. The assimilation policy enhanced the increment of the number of hospitals where the indigenous Australian women could deliver. The amount that they could pay for delivery also reduced. Due to the increased number of hospitals where women could give birth, the amount that the women paid was affordable unlike in the pas where they could pay huge sums of money in few hospitals. Due to the policy of assimilation the women were in a position to receive high quality are from trained professionals (Madison, 2016). Unlike in the past where there were untrained nurses, the assimilation policy enabled the employment of trained nurses and doctors who ensured that the women acquired the right treatment where there was the need. The women could therefore acquire all kinds of treatment from qualified health professionals at affordable prices. The registered nurse can ensure that they are working with the women by ensuring that they work close to them. The nurses can offer treatment to them in order to bridge the gap It was possible for the indigenous women from Australia to acquire treatment for the ailments that were hard to treat in the past. Some diseases seemed difficult to treat using the traditional methods. The assimilation policy brought with it new methods of treatment from trained professionalsThe rained nurses give treatment to the patients in order to bridge the gap In addition to these, the policy brought about new machines and drugs. The new machines could be used to check the diseases from the indigenous women that were difficult to treat in the past. Most women were tested with the machines to ensure that the lived a healthy life. It was also possible to diagnose any kind of disease and assign the right medicines to the women. As a result, many indigenous women were able to live a healthy life. The nurses work hard to ensure that everything works as required The assimilation policy has also made it possible for the women to access healthcare with ease (Gale, 2004) For instance; it has provided transport using the ambulances which make it easier to transport women who may be very sick. The use of transport has made it possible to transport women patients especially those who are on labor. The action reduces the number of deaths that might occur to the indigenous women. Through the provision of transport, it is possible for the doctors to get the necessary attention. The action has reduced the instances of death among the women. Conclusion The assimilation policy has benefited the indigenous women in various ways. The assimilation policy has brought about a new lifestyle among the indigenous women. The way of life among the women has improved due to better health services. They can now lead a better life due to the improved services. The policy has enabled the women to adapt a new way of life as opposed to the old ways. For instance, the women have changed their eating habits to include more healthy diets. They have embraced a healthier lifestyle as compared to the past. The women have become healthier now than in the past because they have known the secret of a healthy living (Chesterman, 2005). The assimilation policy is of benefit o he women because it has it has introduced them to a healthy lifestyle. The number of women who suffer from problems associated with diet has greatly reduced. The assimilation policy has made man indigenous women live a life which is free from diseases because they have been taught the he althy way of living. For instance, they avoid eating some kinds of food that may not be of benefit to them. The assimilation policy has provided education to the women enabling them to lead a life that is more fulfilling as compared to the past. In the pas the women did not mind a lot about their health. They could not care much about what they ate. Things are very different today since the indigenous Australian women have become enlightened on the proper way of life and how to eat well to prevent avoidable diseases. Women have become people who know what is healthy for them and what is not. The action has enabled the Australians to have an educated lot of indigenous women. The society has developed an educated group of women who will raise their families in a healthy manner. The action will also influence the future generation of women. A more educated generation of women from Australia is likely to arise in the near future. The health of the indigenous women of Australia will be b ecoming better each day because of assimilation policy. A more healthy society of learned women will evolve in the near future. References Anzaas (Association), Australian National Research Council. 2008. The Australian journal of science. Sydney, Australian National Research Council. Bancy, C. 2014. Assimilation policy in Australia, Sydney University Press Behrendt, L., Fraser, M. 2013. Indigenous Australia for dummies. Hoboken, N.J., John Wiley Sons. https://public.eblib.com/choice/publicfullrecord.aspx?p=871510. Brown, M. E. 2007. Government policies and ethnic relations in Asia and the Pacific. Cambridge, Mass. [u.a.], MIT Press. Carey, J., Mclisky, C. 2009. Creating white Australia. Sydney, Sydney University Press. Chesterman, J. 2005. Civil rights: how indigenous Australians won formal equality. Queensland, Univ. of Queensland Press. Ellinghaus, K. 2006. Taking assimilation to heart: marriages of white women and indigenous men in the United States and Australia, 1887-1937. Lincoln, University of Nebraska Press. https://public.eblib.com/choice/publicfullrecord.aspx?p=335927. Gale, F. 2004. A study of assimilation: part-aborigines in South Australia. Adalaide Joel O 2007. The policy of assimilation, Cambridge University Press Linnekin, J., Poyer, L. 2006. Cultural identity and ethnicity in the Pacific. Honolulu, University of Hawaii Press. Maddison, Sarah, Clark, Tom, De costa, Ravindra. 2016. The Limits of Settler Colonial Reconciliation Non-indigenous People and the Responsibility to Engage. Springer Verlag Mary M 2015. Impact of western assimilation on the people of Australia. International Journal Of Regional History Monie, J., Wise, A. 2013. Social Policy and Its Administration: a Survey of the Australian Literature 1950-1975. Burlington, Elsevier Science NA'I?M, A. A. A. 2002. Human rights in cross-cultural perspectives: a quest for consensus. Pennsylvania studies in human rights. Philadelphia, University of Pennsylvania Press. Peterson, N., Sanders, W. 2008. Citizenship and indigenous Australians: changing conceptions and possibilities. Reshaping Australian institutions. Cambridge, UK, Cambridge University Press. Udis O 2007. Politic of language in Australia. Cambridge university press

Illegal Insider Trading Essays - Stock Market, Insider Trading

Illegal Insider Trading Consider this: "Imagine a boardroom of corporate executives, along with their lawyers, accountants, and investment bankers, plotting to take over a public company. The date is set; an announcement is due within weeks. Meeting adjourned, many of them phone their brokers and load up on the stock of the target company. When the takeover is announced, the share price zooms up and the lucky 'investors' dump their holdings for millions in profits." First things first - insider trading is perfectly legal. Officers and directors who owe a fiduciary duty to stockholders have just as much right to trade a security as the next investor. But the crucial distinction between legal and illegal insider trading lies in intent. What this paper plans to investigate is the illegal aspects of insider trading. What is insider trading? According to Section 10(b) of the Securities Exchange Act of 1934, it is "any manipulative or deceptive device in connection with the purchase or sale of any security." This ruling served as a deterrent for the early part of this century before the stock market became such a vital part of our lives. But as the 1960's arrived and illegal insider activity began to pick up, courts were handcuffed by this vague definition. So judicial members were forced to interpret "on the fly" since Congress never gave a concrete definition. As a result, two theories of insider trading liability have evolved over the past three decades through judicial and administrative interpretation: the classical theory and the misappropriation theory. The classical theory is the type of illegal activity one usually thinks of when the words "insider trading" are mentioned. The theory's framework emerged from the 1961 SEC administrative case of Cady Roberts. This was the SEC's first attempt to regulate securities trading by corporate insiders. The ruling paved the way for the traditional way we define insider trading - "trading of a firm's stock or derivatives assets by its officers, directors and other key employees on the basis of information not available to the public." The Supreme Court officially recognized the classical theory in the 1980 case U.S. v. Chiarella. U.S. v. Chiarella was the first criminal case of insider trading. Vincent Chiarella was a printer who put together the coded packets used by companies preparing to launch a tender offer for other firms. Chiarella broke the code and bought shares of the target companies based on his knowledge of the takeover bid. He was eventually caught, and his case clarified the terms of what has come to be known as the classical theory of insider trading. However, the Supreme Court reversed his conviction on the grounds that the existing insider trading law only applied to people who owed a fiduciary responsibility to those involved in the transaction. This sent the SEC scrambling to find a way to hold these "outsiders" equally accountable. As a result, the misappropriation theory evolved over the last two decades. It attempted to include these "outsiders" under the broad classifications of insider trading. An outsider is a "person not within or affiliated with the corporation whose stock is traded." Before this theory came into existence, only people who worked for or had a direct legal relationship with a company could be held liable. Now casual investors in possession of sensitive information who were not involved with the company could be held to the same standards as CEOs and directors. This theory stemmed from a 1983 case, Dirks v. SEC, but the existence of the misappropriation theory had not been truly recognized until U.S. v. O'Hagan in 1995. The case - U.S. v. O'Hagan - involved an attorney at a Minneapolis law firm. He learned that a client of his firm (Grand Met) was about to launch a takeover bid for Pillsbury, even though he wasn't directly involved in the deal. The lawyer then bought a very sizable amount of Pillsbury stock options at a price of $39. After Grand Met announced its tender offer, the price of Pillsbury stock rose to nearly $60 a share. When the smoke finally cleared, O'Hagan had made a profit of more than $4.3 million. He was initially convicted, but the verdict was overturned. The case bounced around in the Court of Appeals for several years before it made its way to the Supreme Court. It is there the Supreme Court held that O'Hagan could be prosecuted for using inside information, even if he did not work for Pillsbury or owe any legal duty to the company. In a 6-3 ruling, the court indicted O'Hagan

Free sample - Edith stein. translation missing

Edith stein. Edith stein1. What type of experience does Stein argue for the temptations of Jesus of Nazareth? Stein argues that the temptations of Jesus were right from the beginning meant to open the doors of life without end for human being. She continues to argue that, following the temptations that Jesus underwent, Christians can only pay back by being strong not to be tempted just like Jesus. Prayers are the only surest way to resist temptations. Was the experience a historical event, vision, or subjective experience? Her experience on this was like a subjective experience because she even wrote a book on the same. Although she did not finish writing it she concluded it basing it on truth of temptations she had experienced so many times. She strongly believed that, as the disciple of Christ, temptations were a daily thing. What arguments does she use to support her answer? The fact that she had suffered so much in the hands of the then government due to her denomination made her to argue that, temptations usually come but they are not meant to last.   She also argues that, just like Jesus underwent temptations and did not give up, she is also not ready to give up. 2. What are the three temptations faced by Jesus? The first temptation is when Jesus was required to manufacture bread form stones. The second requires him to let himself fall from a cliff and let the angels rescue him. Finally the devil requests him to worship him and by so doing he will give him authority over the world. How do the temptations differ in Mark, Matthew and Luke? To begin with, Luke and Mathew differ on how the second and third temptations are arranged. In the gospel of Mark Jesus’ temptations are not even clear unless one clearly reads with a lot of keenness. The two books which one can easily read the temptations of Jesus and understand are Mathew and Luke. 3. According to Stein how are we to understand the term, â€Å"wilderness†? Wilderness according to Stein can be likened to the hardships that Christians are experiencing while serving Christ. Just like Jesus experienced hardships in the wilderness Christians are no exception as Jesus serves as role model. 4. What is the meaning of each temptation according to Stein? The first temptation serves as a wake up call on Christians to resist the worldly things just like Jesus because they will soon come to an end just like bread. The second temptation according to Stein is that Jesus set a classic example by not testing his father. She calls upon Christians not to do things deliberately looking forward to Christ to save them. That to her, is a sin. In the third temptation, although she is not specific, she says that many people have been driven by promises from friends and people close to them and have abandoned the word of god and have followed them. Just like Christ, she calls upon those people to remember eternal life cannot be compared to any worldly thing. 5. How does Stein understand Jesus’ concept of the â€Å"Kingdom of God†? She categorically said this about Jesus’ concept of the kingdom of God, that the kingdom is God in us and us in Him. The kingdom is God manifesting himself in Christians and Christians in return manifest themselves in Christ. 6. What is the significance of calling God, â€Å"Abba†? The significance of Abba in her life was that even when she is experiencing embarrassment, suffering and loneliness of the cross, she experiences Christ love and being there for her which gave her a back up when he really needed it. Abba is the one that protects her therefore having a sense of security. She continues to say that, in the arms of Abba, she feels like a child being protected by strong hands of the father. This sense of security has enabled her to commit herself fully to the work of Christ. Works cited: E. Stein: St. Teresa Benedicta of the Cross. Rome 1998

How to do good in school Essay Example | Topics and Well Written Essays - 500 words

How to do good in school - Essay Example First and foremost, a student needs discipline. This may seem difficult but what is really needed is for a person to decide to take all possible actions to plan and stick to his plans of action. It is then important to list activities and arrange them according to how they impact school performances. Allotting desired period of time is another important matter to consider in scheduling activities and sticking to the schedule regardless if the task is completed or not. This allows the student to adjust his pace in performing an activity rather than sacrificing other important tasks, allowing him to complete all that has been set for a day’s work. This could sometimes be discouraging during the first days however, once one has gotten into the habit of working in a timed manner, the body adjusts to the demands of discipline. Lectures are very helpful in improving a person’s school performances so it is also important to listen well and take notes. When a student takes notes while lectures are going on, he is strengthening his understanding of the topic and his retention of the information being discussed. In addition, during reviews, a person can always verify discussions with other resources based from what has been noted during lectures. Therefore, one has to learn how to take notes, study shorthand writing or make personal codes for an understandable outline, which will then be re-written if needed. Before every lecture, it is also most helpful for students to read in advance to have some idea what is to be discussed in class. This will enable an individual to grasp more details as compared to having no foreknowledge of the topic. Taking notes about important information that could possibly be discussed in class is also helpful, making note-taking during lectures easier and more complete. In taking personal notes during advance readings, a student should make an outline with special marks like asterisks, boxes,

Memo 1-follow intructions below Case Study Example | Topics and Well Written Essays - 250 words

Memo 1-follow intructions below - Case Study Example According to an email sent, there were examples of adjustments made as a result of budget cut. It is better to understand these adjustments were not done intentionally but as a result of drastic change in Budget cost. Lake Clarke National Park offers services which everyone would look forward to enjoy. The mail was not written without the right consent. The relevant individuals had tried all they could squeeze the park’s budget in the new reduced budget. It is at times impossible to shift to a new budget line. Low service-adjustment caused by changes in reduced Budget cost can close down the company’s operations. Lake Clarke National Park was forced to lower some services it offered to its customers. Poor financial situation of the park led to changes in services it offered. My intention is to make the park’s customers understand the financial position of it. The mail used had good means to reach the

The Barriers for Women in Career Advancement

The Barriers for Women in Career Advancement Chapter 2 LITERATURE REVIEW This sections presents a review of literature pertinent to this study including a history of mentoring, the barriers for women in career advancement, the relationship between mentoring and career advancement, mentoring in healthcare administration, and the advantages and disadvantages of formal and informal mentoring. History of Mentoring Mentoring is rooted in Greek mythology and arose as a concept in a story where Athena, the goddess of wisdom, assumed a male form and called herself Mentor. Athena acted as a surrogate parent to Telemachus when the boys father, Odysseus, fought in the Trojan War. Athena provided guidance and instruction to the boy as the latter assumed the leadership of the household and groomed him to be Ithacas future ruler (Butler, 1944). Hence, the concept of mentoring has been shaped by the notion of a relationship where a more experienced adult guides a youthful individual (Kram, 1985). More specifically, Kram (1985) describes mentoring as â€Å"a relationship between a younger adult and an older, more experienced adult [who] helps the younger individual learn to navigate the adult world and the world of work† (p. 2). Lacey (2001) states that the term â€Å"mentor† has since evolved to represent either a counselor, teacher, or friend and the mentoring relationship now connotes a p artnership where the primary purpose is the exchange of information and knowledge distinct to a given industry or organization. Other authors refer to mentoring relationships as â€Å"sponsor, patron, and godfather† relationships (Rowe, 1978, as cited in Kram, 1985). A literature review on mentoring across various disciplines by Hayes (2001) produced the definition of mentoring â€Å"as a process of building trust between two people, one is experienced and the other is a newcomer† (p. 29). Carmin (1988) provides a comprehensive definition of mentoring: Mentoring is a complex, interactive process, occurring between individuals of differing levels of experience and expertise that incorporates interpersonal or psychosocial development, career, and/or educational development, and socialization functions into the relationship. This one-to-one relationship is itself developmental and proceeds through a series of stages which help to determine both the conditions affecting the outcomes of the process. (p. 10) Mentoring as a field of study started with the 1978 research of Levinson et al. on adult mens career development experiences (as cited in Kram, 1985). Levinson and his colleagues concluded that the mentoring relationship was a pivotal experience in a young adults life because aside from receiving knowledge from mentors, the experience also shapes a persons self-esteem and professional identity. Kram (1995) identifies two broad types of mentor functions: career-related support and psychosocial support. Career-related support refers to the support mechanisms provided by the mentor that boosts the mentees career advancement within the organization. Component functions associated with career-related mentoring include â€Å"sponsorship, exposure and visibility, coaching, protection, and challenging assignments† (p. 86). Due to the mentors influence and high status, experience, and leadership position in the organization, the mentee receives the best hands-on training and gets assistance on learning more about the organization itself and its inner workings, receives exposure to the mentors social networks, and acquires promotions. In this regard, the mentor sees him or herself in the mentees shoes and want to groom a future executive in his or her fashion. Allen Eby (2002) view that mentors and mentee alike benefit from the mentoring relationship and that mentors are fuel ed by the desire to ensure the success of the next generation of leaders. Kram (1985) theorized the mentors can provide five specific career development functions (as cited in Ragins Cotton, 1999): Sponsoring promotions and lateral moves (sponsorship); Coaching the protà ©gà © (coaching); Protecting the protà ©gà © from adverse forces (protection); Providing challenging assignments (challenging assignments); and Increasing the protà ©gà ©s exposure and visibility (exposure). (p. 530) The second mentoring function is psychosocial in nature. The psychosocial function of mentoring addresses â€Å"those aspects of a relationship that enhance an individuals sense of competence, identity, and effectiveness in a professional role† (Kram, 1985, p. 32). Krams mentor role theory (1985) suggests that there are four components of psychosocial support that mentors can provide to mentees (as cited in Ragins Cotton, 1999): Helping the protà ©gà © develop a sense of professional self (acceptance and confirmation); Providing problem-solving and a sounding board (counseling); Giving respect and support (friendship); and Providing identification and role modeling. (p. 530) Where career support is dependent upon the mentors power and influence within the organization, psychosocial support focus on the emotional bond and the interpersonal relationship underlying the mentoring relationship. Career support aims at advancing the protà ©gà ©s career while psychosocial support is geared at improving the protà ©gà ©s personal development. Barriers for Women in Career Advancement Compared to several decades past, women have made leaps in terms of advancing toward senior executive positions formerly monopolized by men. However, career advancement opportunities for women still lag considerably compared to the men. Tharenou (1999) estimates that although women in developing countries make up almost half of the entire workforce, only 5 percent of them are situated in top executive positions. A worrisome fact is that while there seems to be equal opportunities for men and women in entry-level positions, the road toward the more senior levels are unfortunately blocked for women. While is undeniable that the greater workforce composition of women is one of the most positive social changes in the twenty-first century, struggle for equal opportunity persist as women are still excluded from the top positions in the organizational hierarchy. This phenomenon has been referred to as the â€Å"glass ceiling,† a term originally used in 1986 by a Wall Street journalist to connote the status of women in the corporate world. The term was coined as a description of the complex barriers that block womens opportunities to break through the top levels in the organization. This â€Å"glass ceiling† is especially evident when one looks at rarity of female senior executives in organizations of virtually all disciplines. The concept of the glass ceiling was recognized and accepted as a public term when the 1992 Federal Glass Ceiling Commission concluded that there were indeed several barriers that hindered women and other minority groups to achieve their full potential within the career ladder. The same study confirmed that â€Å"gendered† structural and organizational barriers prevented women from attaining the most senior level positions in several companies. Moreover, it lamented on the so-called â€Å"hegemonic masculinity† that is pervasive in the organizational culture in corporate America (Woody Weiss, 1994). Many studies have reported on the various barriers that women encounter during professional advancement. A report by womens group Catalyst (1994) listed the most common barriers identified by mid-level managers that prevent them from advancing further into the top-level positions. These barriers include (as cited in Arnold Shinew, 1997): stereotyping and preconcepts about suitability for leadership positions; exclusion from informal networks of communication; absence of effective management training for female employees; failure to hold upper level managers accountable for developing and advancing women; inadequate appraisal and compensation systems, leading to inequities in salaries; inflexibility in defining work schedules; and absence of programs that enable employees to balance work/non-work responsibilities. (pp. 42-43) The work of researchers Henderson and Bialeschki (1995) has been influential in comprehensive studies that aim to identify the different barriers that women face in their pursuit of upward career mobility. They conducted a nationwide survey among women practitioners in the recreation and leisure industry. The researchers grouped the different barriers into three broad categories: individual, organizational, and home/family. By examining career patterns, family situations, career satisfaction, and equity in the workplace issues, they found that stereotyping and gender-based discrimination remains the greatest barrier for women that prevent them from advancing to the top tier of the corporate ladder. More than half of them also reported being sexually harassed. Other identified barriers include the lack of training, lack of mentors, and womens exclusion from â€Å"male-only† networks. Another study by Frisby and Brown (1991) surveyed 30 women mid-level managers belonging to leisure-oriented organizations in order to examine their career experiences as they struggled their way to the top. Consistent with previous findings, women in middle management reported that the most common barriers they encountered from advancing in their careers include career interruptions due to pregnancy or family issues, the lack of role models or mentors, the lack of support from senior executive to promote women, exclusion, gender stereotyping, personal factors, and exclusion from male-dominated social networks. Frisby (1992) did a follow-up study to examine in a more comprehensive manner the factors that hinder the career development of women in leisure organizations. Using a descriptive-quantitative design, Frisby grouped the various barriers reported by women managers that have influenced their career direction and mobility. There were legislative factors such as gender discrimination, pay equity, and laws on sexual harassment; organizational factors such as patriarchy, exclusion from networks, flexible work options, difficulty in dealing with male-dominated organizational culture, lack of training and mentoring opportunity; and individual factors such as gender, education, and geographical mobility; and lastly, family factors that include lack of support from spouse and difficulty balancing work-family responsibilities. Due to the complex and varied nature of identified barriers for women, studies by Henderson Bialeschki (1995) and by Woody Weiss (1994) have grouped these barriers into three categories: a) Individual factors; b) Organizational/Structural factors; and c) Family or Home-related factors. Individual factors as barriers Individual traits and skills are often attributed for laggard career advancement among females. Individual factors such as age, educational attainment, skills, experience, proficiency, or ability are related to advancement. There remains gender stereotypes on what men can do that women cannot that justifies greater upward mobility for males. Some express that women lack the necessary attributes such as assertiveness, motivation, or networking skills to advance in careers (Vecchio 2002). The simple fact of â€Å"being female† thus becomes a potent barrier for career advancement among women. For instance, there is a double standard when it comes to appreciating leadership in females. Morrison, Greene and Tischler (1985) opine that when women display competence in leadership, they are viewed negatively while men who visibly lead are appreciated. Similarly, succession in vacated executive positions is usually based on the gender of the previous occupant of the position or the job. Since most senior executive positions are dominated by males, women are immediately excluded from consideration. Moreover, females are placed in â€Å"traditionally-female† positions such as staffing and human resources and cannot be promoted to higher positions that are â€Å"traditionally-male† in nature. Age can also be a barrier as individuals who are deemed â€Å"too young† or â€Å"too old† may not be deemed suitable for senior executive positions. Organizational factors as barriers Most research studies conclude that the biggest barriers to career advancement among women are beyond their personal control. The Glass Ceiling Commission indicts organizational and structural barriers as the most predominant barrier toward womens upward climb in the career ladder (Woody Weiss, 1994). Bergmann (1986) opined that organizational structures specifically job assignments are designed to prevent women from ascending to the top. Job assignments are considered to be the primary route for career advancement. Organizational structures â€Å"steer away† womens potential for upward mobility by confining them to work roles that are considered to be â€Å"womens occupations.† Bergmann cites a study by Forbes that the quickest way to the top of corporations is placement in functional areas or crucial job assignments that lead to the accomplishment of critical organizational tasks (p. 88). Klenke (1996) suggests that women face an exclusion policy that prevents them from penetrating the â€Å"old boys† network. Access to such networks is considered a significant step to gaining upward mobility in organizations. One can access information and learn more about the organization not possible in regular communication channels. Another barrier cited by women is the lack of mentoring opportunities from male superiors. For instance, Dreher and Cox (1996) found that females find it difficult to gain informal mentors who are male. If they do find a male mentor, they also face challenges in the course of the mentoring relationships especially in relation to its nature and possibility of misinterpretation. Some female managers even report being subjected to sexual harassment. Cooper Jackson (2001) contends that the scarcity of women role models is another perceived barrier toward advancement. Organizational leadership is predominantly patterned after the male form of leadership. Since acquiring senior executive positions are blocked, developing women role models that would inspire and motivate women and neutralize male-dominate culture in the organization becomes challenging. Moreover, because women lack opportunities for role modeling or mentoring relationships, they often fail to plan their career and build effective networking strategies. The reality of stereotyping has been found to affect womens career advancement deeply. Because of gender stereotyping, women feel isolated and discouraged because they perceive themselves unable to blend well or fit in with the patriarchal culture of senior executive leadership. Sometimes, this perception leads them to believe that have to change considerably in order to suit the male-dominated culture of the top hierarchy. Davidson and Cooper (1986) report that gender stereotyping in the organization leads to higher stress levels among women than men. This is because gender stereotyping often pressures women to exert extra effort or to work harder and perform better than their male counterparts in order to prove themselves equal to them. Women tend to believe that in order to achieve their career goals, they have to over-perform to counter the effects of negative gender stereotyping. Even when women are promoted and do acquire senior executive status, there is a prevailing norm that they have to perform even better than their male colleagues to prove themselves worthy of the position. Powell and Butterfield (as cited in Collinson Hean, 2001) state that stereotyping also leads to social isolation among female managers and their heavy dependence on formalized relationships for career advancement. Female managers put a prime on their professional portfolio and credentials when they pursue promotional opportunities whereas men can depend on informal networks to advance in their careers. Collinson and Hearn (2001) believe that unless the patriarchal nature of institutions are broken down, women will find it difficult to advance their careers in what is considered male territory. They define patriarchy as a process and a context through which male supremacy is promoted by men and institutions. Patriarchy is a stumbling block for women because it â€Å"control[s] access to hierarchical power and characteristics of knowledge claims† (Collinson and Hearn, 2001, p. 23). In this environment, cultural practices and information flow signify male authority, hence, placing women as mere subordinates to men. However, the problem with patriarchy is that it is a â€Å"complementary process† that is legitimized by both women and men and forms part of the organizational culture. In this manner, male dominance becomes a self-perpetuating phenomenon in organizations. Moreover, Collison and Hearn (2001) opine that executive culture is a male realm. They believe that wome n are not accepted wholly into the workforce but are merely tolerated. Hence, the notion of â€Å"patriarchal elitism† especially in top executive culture is widespread (p. 8). Pringle (1999) contends that female managers lack access to networks, trainings, and mentoring programs because they are usually gender-based and male-gendered. The domination of men in organizations is sustained with constant identification with one another. Perpetuating a gendered organizational culture leaves women managers isolated and places them in a situation where executive leadership feels very much like engaging in constant â€Å"physical combat† (Sinclair, as cited in Pringle, 1999, p.8). Home-related factors as barriers The barriers that women encounter extend far beyond the confines of the workplace to the home. For many female managers, the home environment presents several obstacles that must be overcome in order to achieve upward mobility. One obstacle is that some women managers, especially, those with families, experience the so-called â€Å"second shift syndrome† where they must work on the first shift in the workplace and continue on the second shift in the home environment. The burden of juggling work-related goals with family responsibilities is a serious concern for some women. Women who find themselves in this circumstance are also called â€Å"dual career women† where performance at work and at home are necessary. To perform this balancing act between professional development and personal life may prove too difficult for some women in many ways. Some of them eventually may find inadequate support from their respective families to pursue career advancement goals. A 1995 survey by recruiting company Robert Haff and Associates (1995) found that more than 80 percent of women managers who were interviewed preferred a job that featured more flexible hours, provided more family time, and slow-paced advancement than grueling jobs that featured rapid career mobility. In a sense, because of additional responsibility at home and with their families, women do not perceive career mobility as â€Å"a methodical rise to power† (Aburdene Naisbitt, as cited in Pringle, 1999, p. 43). Unlike the men, women do not focus on the singular objective of professional advancement but struggle to â€Å"do it all† and come up with more creative ways to reap professional success. Research also reports that women managers continue to bear the brunt of carrying the â€Å"double burden† of family and work. They have to be successful equally in the home and at work. In the home environment, they need to assume the manifold tasks of wife and homemaker and struggle to become equals with men in the workplace at the same time. Sue Newell opines that so long as women continue to juggle these dual roles, they may never achieve the parity they need and deserve in relation to men in the work environment (Newell, 1992). However, studies have also found the home and family-related barriers do not necessarily interfere with motivation and career success among many women. The problem with having the additional burden of family responsibility for women is that it is viewed as a negative thing. Research has suggested that many companies look at women with home-related commitments with disfavor (Swiss Walker, as cited in Pringle, 1999). What is worse is that some women may even be penalized career-wise for having commitments outside of the professional realm. Having marital and family responsibilities may not interfere in terms of commitment among women but these factors might slow down the promotional opportunities of woman managers. Some women have reported that the workplace was inviting and conducive to success when they were single and changed considerably to a more unwelcome environment when they got married and had children. In an article, management expert Douglas T. Hall (1990) suggested that in order to provide more access for women in terms of career advancement, companies need to come up with strategies that promote balance between work and family responsibilities. Among the strategies he recommend were more flexible work schedules and expanded use of home-based work option.

An Exhibition of Portraits by Alice Neel Essay -- Art Appreciation

An Exhibition of Portraits by Alice Neel An exhibition of portraits of the family by Alice Neel, one of the finest painters of her generation, is at the Norton Museum of Art February 14 through March 29, 1998. Both critics and the subjects of her paintings have written of Neel's ability to portray the dynamics of relationships. Kinships focuses on particular family relationships: siblings, domestic pairs, parents and children, and members of her own family. The exhibition was organized by the Tacoma Art Museum, and is sponsored by The Elizabeth Norton Society. Born in 1900, Alice Neel worked as a figurative painter during the decades of WPA realism, postwar abstract expressionism, and 1970s minimalism. She persevered in her work despite a turbulent personal life that included a year of hospitalization after a nervous breakdown, the destruction in 1934 of over two hundred and fifty paintings and drawings, and little attention to her work until the 1960s. Her art demonstrates a vigorous working manner, an unsparing skill in observation and a generous tolerance for the unpredictability of human nature. Neel disliked being called a portraitist, but rather labeled herself as a "collector of souls." She believed that each person has an identity, an essential core of personality, and it was this that she sought to reveal in her paintings. She often captured aspects of relationships of which her subjects were not aware, and combined in her work her stringent analysis of their interactions with a broad acceptance of the depth of human emotions. She painted her subjects as distinct individuals, in the poses that were natural to them; poses that, in Neel's words, "involve ... all their character and social standing ... what the world has done to them, and their retaliation." The compositions, as well as the subjects' body language, of such works as The Black Spanish American Family or Annemarie and Georgia, allows the viewer to observe how family members draw together tenderly or reluctantly, look away, touch one another, draw back, or open up. The arms of the parents often encircle their children in Neel's paintings. The early Mother and Child, Havana, 1926, uses this pose to depict a simple, secure relationship. However, in later works, such as Mother and Child (Nancy and Olivia), 1967, the poses are more attuned to the ambivalent emotions present in... ...t on Neel's own art. No better evidence exists than her portraits of pregnant nudes. It was a subject she first approached in 1964, ultimately painting a total of seven such portraits, with Evans's being her last. The subject had a powerful resonance at a time when women were newly educating themselves about the form and function of their anatomies. The Boston Women's Health Book Collective published Our Bodies, Ourselves in 1973, while Adrienne Rich's classic Of Woman Born: Motherhood as Experience and Institution appeared in 1976. As opportunities for women widened dramatically, debate and discussion about their biological destinies and responsibilities intensified. Neel's paintings of pregnant women offered no clear opinions or solutions. But, in retrospect, as with all of Neel's best work, Margaret Evans Pregnant endures as both a portrait of a person and a picture of a time. Ann Temkin is the Muriel and Philip Berman curator of modern and contemporary art at the Philadelphia Museum of Art. She organized the Alice Neel exhibition that opens at the Whitney Museum of American Art next month and travels to the Philadelphia Museum of Art, February 18 through April 15, 2001.