Civil Disobedience: Henry David Thoreau and Rev. Dr. Martin Luther King Jr

â€Å"Disobedience to be considerate must be open and peaceful. † †Mahatma Gandhi Throughout history thinkers have assumed a key job in our general public. Both Henry David Thoreau and Dr. Martin Luther King Jr. delivered their own specific manners of common insubordination, in their conviction that it was basic to ignore uncalled for laws. Their contemplations showed from thoughts, to speculations, and in the long run lead to our general public today. Common insubordination in a practical manner is the demonstration of a peaceful development so as to authorize the difference in specific laws to guarantee fairness for all. Dr. Ruler clarified in his statement â€Å"One who violates a shameful law must do so transparently, affectionately, readily to acknowledge the punishment† (220). All things considered, on furthest edges of the range, Thoreau inferred a forceful position spurred by his very own despise for the legislature yet King utilized religion, upheld by his magnetic methods of being delicate and contrite. While King and Thoreau both trusted in the utilization of common insubordination to make change, they approached utilizing common defiance in amazingly extraordinary design. As expressed by Dr. Ruler in his letter from Birmingham Jail, â€Å"Injustice anyplace is a danger to equity everywhere† (214). As to issue, King accepted that every single American people group are associated and that treachery in one network will influence different networks. Maybe, one could consider foul play as an ailment, for example, malignancy that structures in a single zone at that point rapidly spr eading and in the long run jumbling the whole social foundation. Dr. Ruler reshaped America’s social issues through a peaceful methodology in differentiation to boycotting transports in Montgomery to walking through Selma, King reacted to out of line laws with common rebellion and direct activity. Dr. King’s position on bias laws originated from profound quality. Principally utilizing ethical quality as a spine in his contention, we would concur that it isn't right to cultivate laws that influence a specific race or gathering of individuals. In addition, our laws are an impression of our ethics and it presents what we know is correct and what we know isn't right. Early thinkers frequently battled and confronted resistance with either the legislature or social gatherings. Resistance confronted outcomes, for example, imprisonment, torment, or more awful, passing, though the possibility of ruthless discipline incurred dread on the following person. In his â€Å"Letter from Birmingham†, King contrasted his calling with Birmingham to the Apostle Paul in the Bible, â€Å"[and how he] conveyed the good news of the ruler to the furthest corners of the Greco-Roman world† (214). Ruler communicated a real worry over the uneasiness to overstep laws; expounding the way that there are two laws; just laws and shameful laws. Lord expressed, â€Å"In no sense do I advocate dodging or opposing the law† (220). Or maybe more, King concurred that just laws ought to be adhered to; anyway crooked laws are to be met with common defiance. What makes a law unjustifiable one may inquire? From the terms of St. Thomas Aquinas, King clarified that â€Å"any law that corrupts human character is unjust†. (219) Segregation gives the segregator a misguided feeling of predominance and contorts the spirit and harms the character. Back in Dr. King’s time, a progression of laws were passed that were the ethos of â€Å"separate yet equal†. Ruler energized in resistance of these laws as still partiality and vile, in actuality these laws were against ethics. Under this principle, administrations, offices and open housing were permitted to be isolated by race, relying on the prerequisite that the nature of each gathering's open offices was to stay equivalent. Signage utilizing the expressions â€Å"No Negros allowed† and â€Å"whites only† twisted our perspectives on race relations. Be that as it may, King accepted this in certainty isn't balance and it is against our ethics. Because of Henry David Thoreau utilizing common defiance and direct activity, Dr. Ruler was roused by his strategies which lead to a progression of occasions that would prompt the Civil Rights Movement. â€Å"All men perceive the privilege of upheaval; that is, the option to deny devotion to, and to oppose the administration when its oppression or its wastefulness are incredible and unendurable† (180). As Thoreau clarified in his passage from â€Å"Civil Disobedience†, Thoreau utilized the insurgency of ’75 for instance of awful government. Thoreau clarified how the administration burdened certain outside items that were brought to its ports. He at that point started to associate terrible government to a machine and expressed how all machines have their grating, in any case, when erosion assumes control over a machine, â€Å"and mistreatment and burglary are sorted out, I state let us not have such a machine any longer† (180). Thoreau explained on this thought the legislature is a machine and when underhandedness assumes control over, let us no longer have such an administration. He accepted not that an administration should exist â€Å"but without a moment's delay a superior government† (178), Thoreau contended that force ought not be left to the greater part, yet the â€Å"conscience†, in reality he scrutinized the peruser logically approaching â€Å"Must the resident ever for a second, or at all degree, leave his soul to the lawmaker? †(178) Thoreau feels that the â€Å"conscience† assumes an individual job. Thoreau addresses majority rule government, and immediately he encourages us to address why we ought to cede to the administration on the off chance that we don't concur with a law? For what reason would we have minds and have a still, small voice of our own on the off chance that we are not permitted to have an independent perspective and do what we need? Thoreau feels we should be genuine for ourselves, not the administration. Moreover, he verbalized that would it be a good idea for us to give up our musings, or inner voice to the legislature, or would it be a good idea for us to seek after a reasonable clarification of the difficulties that encompass us? What is directly rather than what's up is the thing that prompts common insubordination. Thoreau accepted that paying duties to help the Mexican-American was an unjustifiable reason, though; King unequivocally couldn't help contradicting laws that were partiality. In Thoreau’s perusing from his article â€Å"Civil Disobedience†, he contends â€Å"that government is best which oversees not at all† (177), which at last leads the individuals to train themselves. On the opposite side King clarified how â€Å"nonviolent direct activity looks to make such an emergency and cultivate such a strain, that a [community that has can't, is forced] to go up against the issue† (216). By reason for King being after Thoreau’s period, King utilized Thoreau’s â€Å"Civil Disobedience† and direct activity to start an adjustment in the public arena. While both Thoreau and King contended in light of profound quality, the two of them accepted bad form exist. Thoreau considers shamefulness grinding or pressure that can wear the machine out. Lord accepts that foul play just exists and strain must be made with direct activity to haggle with the machine. I certify Dr. Lord in introducing the best contention because of the crowd he connected with which obviously was the masses and his thought processes that charmed his bold and benevolent acts. Besides, Dr. Lord was worried about shamefulness towards individuals dependent on their race, religion, or sex; though Thoreau was inspired by his own contempt for the administration. Despite how either King or Thoreau utilized common rebellion, their commitments prompted a reverence for their works and illuminated unfair laws.

Women In Medieval Europe

Ladies In Medieval Europe I picked the subject of Women in Medieval Europe to compose my exposition about. I will endeavor to give some fundamental information about how the lives of ladies were troublesome during this time. A few things that will be talked about are the entries ladies needed to provide for men. To begin this article I pose various inquiries, the first is as per the following: What sort of work did ladies do during this period? Ladies that were from neediness blasted homes would need to go out and work with their spouses to get more pay since his alone was insufficient to help their family unit because of ladies having different youngsters. Ladies would enable their spouses to pull feed or furrow fields. Poor ladies didn't have shoes to wear so they strolled around barefooted and throughout the winter they would not have any winter garments to keep them warm so they would enclose themselves by sheets to shield them from the virus. They additionally took their youngsters to work with them since they couldn't manage the cost of caretakers like the affluent class could. How was life distinctive for affluent ladies during this time? Similarly as with any culture having cash consistently gives you more favorable circumstances. Albeit affluent ladies needed to comply with very similar things, for example, not talking except if you were addressed or just in the event that it was endorsed by a man first and comply with the men. Ladies of higher classes had employments to do too some would need to help maintain their organizations and in the event that their numerous organizations or properties that the family claimed, at that point she would need to assist her with husbanding over observe them as well. Obviously they could stand to enlist laborers yet there were somethings that must be dealt with by them by and by. On the off chance that the womens spouse died, at that point everything was surrendered totally over to her to deal with. Rich ladies had more preferences in any event, when it came to thinking about their kids. They had the advantage of recruiting caretakers for this activity. The caretakers would even b osom feed their children for them. For what reason would ladies in this time become a Nun? Ladies became nuns in this time since this was a way they could get training and increase a few rights. This was particularly well known for the lower class ladies since this was their lone any desire for getting appropriate training. Turning into a religious recluse implied that she would need to be chaste and the possibility of having kids would be lost. By turning into a sister ladies developed their own yields and had their own home. With the training that was given, they were likewise ready to seek after vocations. A large number of the poor families that had various little girls would cause their little girl to turn into a religious woman since they couldn't stand to raise them and to guarantee that they would get instruction. The terrible side of this was once you turned into a religious recluse it was prohibited for you to leave or have kids. Back in this time it was said that a lady that couldn't or would not shoulder a keeps an eye on youngster was of no utilization by any stretch of the imagination. What befell unwed ladies during this time? Unmarried ladies that possessed land or different properties were considered to have indistinguishable rights from men. In any case, in the event that or potentially when she got hitched, at that point she had to give her better half every last bit of her properties and she surrendered her privileges. Ladies that were not hitched could wear their hair out however the ladies that were hitched needed to wear their hair in a cloth wimple to cover her hair up in light of the fact that this gave indication of unobtrusiveness. Ladies couldn't pick their spouses. Men had the option to pick their spouses now and again. Relationships were deliberately orchestrated by relatives. Relationships did not depend on affection or feelings. Families would attempt to organize relationships between their little girls and children dependent on monetary elements. These components would be on the off chance that they had their own property, on the off chance that they possessed their business or in the event that they originate from an affluent family. So by and by cash had a lot to do with impacts with others. It was actually a marriage of property and cash that the congregation brought together and the families would have an extremely enormous horde of notable individuals to observe this event. This was usually between the rich individuals however shouldn't something be said about relationships between the poor ladies? The neediness stricken ladies and men typically wedded who they satisfied in light of the fact that the y don't had anything to pick up or lose. The lawful age to get hitched in the medieval days was 12 for young ladies and 14 for young men. This was a typical age to be hitched in those days as a result of the normal life expectancy. Because of absence of clinical consideration and medication, individuals passed on at an a lot more youthful age than they do today. There were not many reasons that the couple could get separated. A portion of the reasons they could get separated were on the off chance that they were not Christians, they were not of lawful age, in the event that they had past vows to someone else or the lady couldn't perform sexual relations. Ladies needed to submit to their spouses at whatever point he wanted for her to. Were there any influential ladies during this time? One individual could summarize this inquiry and that is Joan of Arc. Joan of Arc was viewed as a brave figure in France. She masked herself as a kid to join the military and got one of the most well known pioneers. Ladies were not permitted to join the military and that is simply the explanation she masked as a kid. Joan had said that she had dreams from God and he was calling her to be a warrior. There were different acclaimed ladies, for example, Hildegard of Bingen who was viewed as a renowned essayist of consecrated music in the medieval times, Christine de Pizan was a well known author and women's activist one of her progressively mainstream books were The Book of the City of Ladies and to wrap things up there was Lady Godiva, she was the lady popular for riding naked on a pony through the town of Coventry. She needed to demonstrate that the towns individuals were respectable and would not see her being bare. There were various much regarded Queens during this time, just as vari ous princesses. Last inquiry that goes through my head is was it actually that terrible for ladies? My answer would be yes it was amazingly terrible for ladies. Ladies had definitely no rights by any stretch of the imagination. Any man in the family could advise her to accomplish something and she needed to do it. In the event that she didn't do what she was approached to do, at that point she was severely beaten. It was said that a lady that didn't obey was defying God. A lady needed to surrender her property and rights to the man she wedded. Likewise ladies were not permitted to pick the individual they were to wed. Suppose it was a similar way today! Such huge numbers of ladies are so frank and exceptionally autonomous that we couldnt even consider a man running our whole lives. Not having the option to talk or would what we like to do however to be gravely beaten in light of the fact that we decide not to. Ladies were likewise all the time blamed for doing horrendous things. A portion of the allegations were rehearsing witchery; ladies would be consume at the stake for this. End: The end for my paper is that with the entirety of the exploration that I have done to perceive what the lives resembled for ladies during the Medieval Period, I have discovered that their lives seemed amazingly hard and unreasonable. To legitimize why this may have been, many would state Christianity. Eve was seen as the difficulty creator and afterward there was the debasement that numerous men thought ladies had due to menstrual cycles. While Christianity may have assumed a job with regards to why men figured they could treat ladies along these lines, it gave security to ladies too. It didn't permit separate for some random explanation (as it is today). It additionally didn't permit the men to slaughter their spouses. Sure they had the option to thrash them almost to death however in any event they got to keep their life. There were a few lords that treated ladies decently and had a lot of regard for them however there were not a ton of them. However, this was well over a thousand years prior and a ton of things have changed since that time. I am by and by, extremely appreciative that they have changed!

Genre Kryptonite Books About Libraries

Genre Kryptonite Books About Libraries This is a guest post from Jonathan Streeter. Jonathan  is a husband, the father of three young children, and an English teacher and tennis coach at his local Tampa high school. He blames his premature grey hair on all of the above and enjoys skiing, comic books and coffee. He has a B.A. in English from the University of South Florida, is pursuing a master’s degree in English Education and his work, a contemporary look at the fairy tale rendered in Crayola, adorns the walls of his daughter’s room. He spends his spare time split between lamenting his lack of free time and reading under the guise of grading papers. A trait I share in common with many an amateur bibliophile, literature aficionado and yes, I’ll say it, nerds, is my appreciation of books about books. I guess that after coming to terms with the crushing fact that I’ll never get a chance to read everything, I’ve subconsciously settled for the next best thing, and instead of reading all of the classics, I’ve settled for reading about them. So, after happily devouring the usual culprits from Nicholas Basbanes, Harold Bloom, and Thomas C. Foster, I realized that even this Cliffs Notes-inspired attempt was doomed to fail. Each great novel seemed to beget a dozen books of analysis, commentary, and criticism. My shortcut through the library had become a meandering and often circuitous quest as I often found myself reading the original classics anyway. It was Anne Fadiman who provided the stimulus for my escape, and after reading her essay in Ex Libris on the heartbreak she experienced at having to combine her library with that of her equally literate husband, I stumbled upon an answer.  Why read about the classics individually when instead I can read about them collectively? Why read books about books when I could read books about entire libraries? To set the record straight and hopefully prevent indictment from librarians and scholars of library science, I wasn’t after historically accurate, non-fictional fare. Instead, I looked for books that embodied the emotional resonance of the library, work that conjured the same aesthetic of literary appreciation and devotional reverence to the classics that I had always hoped to garnish by reading about them in the first place. With this in mind here are some of the standouts: The Library at Night by Alberto Manguel   From Alexandria to the internet, Alberto Manguel discusses libraries throughout the ages in a quest to distill the essence of the word down to its truest form.   The depth of investigation presented by Manguel is unbelievable and often transcends the physical confines of the library to explore the lives of the people who created, tended and died for the cause, to contemplate imaginary libraries or to comment on oral libraries now lost forever. The Name of the Rose by Umberto Eco and Shadow of the Wind by Carlos Ruiz Zafon These two historical murder mysteries are similar in their use of hidden, labyrinthine libraries at the center of their equally intricate plotlines. Both describe books worth killing for in imagery-rich prose, and the former boasts a movie starring Sean Connery. Snow Crash by Neal Stephenson Although this feels like cheating, the virtual librarian that aids Hiro Protagonist in this science fiction epic deserves a nod on a list of this nature. Having millions of books in his “its” memory banks, he is more than capable of helping our hiro in his quest to understand and combat a “linguistic virus” that stems from the creation of civilazation and reaches forward all the way to a dystopian future that eerily resembles our own. Sign up to Unusual Suspects to receive news and recommendations for mystery/thriller readers. Thank you for signing up! Keep an eye on your inbox.

The Methods Of The American Revolution - 3308 Words

The Methods Leading to the American Revolution The colonist’s rebellious reaction to the British King and Parliaments actions led to their American Revolution. Did the colonists rebel in a justice form or was Great Britain taking advantage of them? Did the methods they used like the Boston Tea Party and Boston Massacre proper? Was Great Britain right not to include colonists to represent in Parliament? Was it right for Great Britain to tax the colonists or were the colonists right to revolt? The leading events toward the American Revolution started when the colonist objected paying taxes to Great Britain. They felt it violated their rights as British people because the acts were passed in England without a colonial representative. Not only did the British taxation cause their revolution, but it was also a unifying force in the colonies. After gaining France’s North American territory in the Seven Years war, Britain faced huge debt and the responsibility of a massive l and. The purpose for this land was to gather the resources and make extra profit to benefit England. Before Great Britain started enforcing taxes and acts, the colonists lived a life of prosperity and governed themselves. Great Britain showed salutary neglect towards them, and due to this, the colonists were not willing to be â€Å"tied down† with their governing. They argued The French and Indian War wasn’t their responsibility and the British shouldn’t tax them without representation, while the BritishShow MoreRelatedThe Methods Of The American Revolution3308 Words   |  14 PagesThe Methods Leading to the American Revolution The colonist’s rebellious reaction to the British King and Parliaments actions led to their American Revolution. Did the colonists rebel in a justice form or was Great Britain taking advantage of them? Did the methods they used like the Boston Tea Party and Boston Massacre proper? Was Great Britain right not to include colonists to represent in Parliament? 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Machiavelli The Power of Fear Essay - 845 Words

Niccolo Machiavelli stressed that â€Å"one ought to be both feared and loved, but as it is difficult for the two to go together, it is much safer to be feared than loved†¦for love is held by a chain of obligation which, men being selfish, is broken whenever it serves their purpose; but fear is maintained by a dread of punishment which never fails.† He felt that a true leader must be cunning and deceptive, winning the hearts of his people through power and influence. If he could not be liked, he could at least get by knowing he has intimidated these below him into submission. However rash or cruel this may seem, Machiavelli’s argument is not one to be countered easily. Historically, many dictators and democratic leaders have almost always†¦show more content†¦People are unlikely to overthrow a ruler that they fear, for they dread the punishments of failure. If the ruler is not feared by the people, he will eventually upset enough of them that they will rise up against him. They will overthrow him because of his perceived weakness, and his name and image will be shamed in the eyes of both his government and his people. Machiavelli believes that the state is completely separate from the ruler’s private life. No matter how immoral or heartless the ruler may be in private, only his public image is important. A ruler can be a terrible, sleazy person on their own time, and when not involved with matters of the state, but at any time when the leader is involved in politics and the state, you cannot afford to injure the image of the ruler or else anarchy will develop. With this kind of rebellion can come revolution, war, and many other tragedies that could be otherwise avoided. While being feared may not solve long-term problems or may lead to rebellion, a strong, intimidating ruler will bring the best results within a limited time frame. To be loved requires one to gain the trust of the people and to prove one is worthy of it; a task usually fulfilled over a long spam on time, years or maybe even decades. In the 1930 and 1940s, a certain government party in Germany came to rule through harsh persuasion and intimidation. They had the love and approval ofShow MoreRelatedMachiavelli s The Power Of Fear Essay2150 Words   |  9 PagesMachiavelli’s: The power of fear All animals experience fear - an overwhelmingly disturbing force of the mind that has the power to sway, distort and rupture the conventions of the psyche. Any animal incapable of fear would have been hard pressed to survive, regardless of its size, speed, or other attributes. Fear alerts us to dangers that threaten our well-being and sometimes our very lives. Sensing fear, we respond by running away, by hiding, or by preparing to ward off the danger. 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By questioning the people of Athens through their period of turmoil following a shift in government, Socrates was able to formulate opinions re garding how a government should operate and how people should rule. Centuries later during the Renaissance era, Machiavelli’sRead MoreThe Prince1232 Words   |  5 Pageshis or her support your job is over before it even began. Niccolo Machiavelli, an Italian philosopher and politician during the 15th century shared similar political views that exemplified what is known to be a strong leader in modern day politics. A potential candidate for secretary of state without a doubt but also had several political point of views on certain topics that many today may not agree with. Nonetheless, Machiavelli served for the government of Florence, one of the most famous citiesRead MorePunishment In The Grand Inquisitor And The Prince By Niccolà ² Machiavelli1550 Words   |  7 PagesPrince by Niccolà ² Machiavelli. Both texts discuss a government or an empire’s attempt to maintain power over the people and punishment plays a key role in maintaining this power. According to both The Grand Inquisitor and The Prince punishment can counter instability and provide the illusion of strength to a ruler while weakening the people by portraying their selfishness and incapability. It is therefore evident that the purpos e of punishment in government is to advance power. According to the princeRead MoreSimilarities Between Machiavelli And Socrates1544 Words   |  7 PagesMachiavelli and Socrates agree on very little. While an initial reading of the two may elicit some comparisons, the goals of their respective philosophies rely on different foundations, and would therefore culminate in very different political results for society. Socrates would likely see in the Prince a selfish ruler, while Machiavelli would see in Socrates a dangerous idealist whose ideas would lead to instability and the death of the state in which these ideas were implemented. Machiavelli’s

Sociology and Family Members Free Essays

Family SOC 101 Introduction to Sociology Instructor: Sheila Farr November, 12th 2012 The sociological institutions I have chosen for this paper is family. â€Å"The family is the first group of people with whom the child has contact, and they are the most important, especially in the early years. They provide food, shelter, care, education, and support. We will write a custom essay sample on Sociology and Family Members or any similar topic only for you Order Now They describe and define the world to the developing child. They teach values, morals, and beliefs. † (Vissing, 2011) A person is defined by the family and they are taught how to live a certain way, but as they grow up society start to influence their decisions. In this paper I will evaluate the impact Sociological theories: Functionalism, Conflict, and Interactionism, will have on a family. How does each theory apply to the selected sociological institution? â€Å"The family is regarded as the most basic institution for all individuals because it is directly responsible for the care and protection of its members. The family consists of people who are biologically related but may also contain people with whom we live and people with whom we have close emotional bonds. (Vissing, 2011) The way Functionalism applies to a family is functionalist sociologists developed an analysis which showed that the family had evolved into a superior form. Studies by Murdock, Goode, and others were able to show that the family, in changing its form, had been left free to concentrate on the most important functions. Parsons (1956) saw the two most important functions to be the socialization of the young and the stabilization of the adult personality. â€Å"Th e functionalist view of the family is the notion of ‘fit’. The isolated nuclear family was seen to be a good ‘fit’ for post-war American society. The family had been left free to make a good job of rearing the children, with more ‘professional’ parents working alongside teachers and childcare experts. The family was also able to concentrate on the demanding relationship between husband and wife. The family provided both the child and the adult with the physical and emotional support needed for their roles in society. It also provided the motivation to be successful in an industrial world which laid stress on achievement by individual effort. The functionalist account of the positive role of the family in society coincided with a period of strong public support for the American family. Berger and Berger (1983) argue that this was a period when the American family was seen as a success, particularly in the way it placed the needs of the individual at the heart of family life. † (Wilson, A, (1985) pg. 21) The way Conflict applies to a family is the conflict role can be intense and uncomfortable, as people feel forced to make choices between work and family. Relatives may be upset when major conflicts occurs such as â€Å"financial pressures and money management; trying to balance home, work, community, and personal responsibilities; infidelity; decision making and conflict resolution; dealing with health problems; addressing personal, educational, and occupational needs of family members; maintaining a home and household; dealing with substance abuse, crime, or domestic violence problems; co-parenting; divorce and stepfamilies; and dealing with aging parents. A family shoulders a tremendous responsibility and usually requires assistance from others as a result. For some people work may come first and may be seen as a violation of the role of being a dedicated family member. Individuals may feel a sense of being â€Å"damned if I do, damned if I don’t,† no matter what they end up doing. Often work comes first because responsible adults feel that they cannot care for their family if they lose their job. When people feel important at work and home, they have a greater sense of generatively; when they do not feel valued or do work that isn’t inherently meaningful, the feelings of stagnation and alienation occur. When people feel competent and happy, the systems perspective holds that they may transfer those feelings to other areas of life, whereas when people feel stagnant and hopeless, those feelings likewise impact other aspects of their personal world. The way Interactionism applies to a family, Symbolic interaction theory analyzes society by addressing the subjective meanings that people impose on behaviors. A close emotional bond exists with them, what they think of us really matters, especially in the early years when children are being socialized to understand both themselves and their place in the world. † (Vissing, 2011) What are the similarities? What are the differences? The similarities between the theories are how they affect a family as a whole. Functionalism impact the functionality of family when everyone doing their part and there are no problems and, Conflict affects the family relationship as a whole, and Interactionism affects how the family interact with one another and other people. The differences between the theories are, functionalism is about the morals and values that are taught to a family to help them thrive in society, Conflict is based on outside influence that impact the family, and interactionism focuses on the behaviors family members pick up from socializing with different groups of people. How does each theory affect the views of the individual who is part of a family? Functionalism affects the views of the as a whole family, each individual person plays a role in how the family functions in society. Conflict affects the views of the individual because that person will struggle for to be heard, they will disagree and their actions will cause stress in the family. Interactionism affects the views of individual because they are learning new things as they socialize with others. They may start to act and dress differently and do things they never done before. How does each theory affect the approach to social change within the selected institution? Functionalism, see social changes as undesirable because of the various parts of society will compensate naturally for any problems that may arise. The way they approach social change is by not taking an active role in changes in their social environment, if things are going good they like for it to stay that way. Even if the family can benefit from the changes, they don’t won’t to run the risk of causing problems for themselves or their family. The family prefers to let the changes happen naturally without interfering. Conflict, approach to social change is by putting the changes into perspective. The social conflict can have a positive impact, when properly understood, in promoting groups to find common ground, form alliances, define core values, and identify the differences. Interactionism, approach to social change in family is people can chose to embrace the morals and values they were taught or reject them. Every individual has their own set of beliefs in a family and these beliefs are exercised depending on the individual. Family unit does not operate as a collective, even though it is believed to do so. Each individual in the family has different values that are attributed to age, associations, values, etc. A child could have complete different view on a particular subject than their parents. Within the Sociological institution selected, how does each theory affect the views of society? Functionalism, view society as functioning best when there is agreement about the social values and norms. â€Å"Conflict can have a positive impact on society views, when properly understood, in promoting groups to find common ground, form alliances, define core values, and identify the differences. † (Harper, N) Interactionism, society imposes a different set of values that can influence family member to do things different from the norm. To conclude, each theory has a different impact on a family. They each give insight into how society impacts a family and individual members. As person venture in the world they start to see things in different way. Functionalism is believed to focus on the family being close and being in agreement on thing. They appear to have no problem cause of the agreement to not interact with any changes and just to let them happen and go with the flow. â€Å"From a functionalist point of view, the family may change form and be quite diverse in its composition, but families have always existed and will continue to exist because what they do is so important. Children are born to people who will love and care for them, and are socialized about how to care for themselves and be a productive member of society. Families are the link to most of the other institutions. † Conflict, causes a family to weight the pros and cons of different situations because the child is now older and they are influenced by what they see from other social institutions. â€Å"From a conflict approach, families may not receive the support or assistance they need to adequately do all the things that are required of them. Some families function well, many need help, and other families are fragile or dysfunctional. The ability of the family to function depends on how the rest of the institutions interface with them. Conflict theorists acknowledge that the family cannot adequately do its job without contributions from the other social institutions. † Interactionism, is about the habits family members pick up from socializing and being apart and around different groups of people. â€Å"Symbolic interactionists focus on the messages that family members receive and impart to each other. Since the family is in the position of having the most intense interactions when children’s identities and bodies are being formed, what they say and do will have a significant impact on them (Cherlin, 2009; Benokratis, 2010; Lamanna Riedmann, 2011). † (Vissing, 2011) Reference: Harper, N. Journeys into Justice Retrieved from: http://www. journeysintojustice. com/author. htm Vissing, Y. (2011) Introduction to Sociology. Salem State University. Bridgepoint Education, Inc. Wilson, Adrian. Family. Routledge, 1985. p 21. Retrieved from: http://site. ebrary. com/lib/ashford/Doc? id=5003764ppg=31 How to cite Sociology and Family Members, Essay examples

Universal Exposition 1889 Essay Example

Universal Exposition 1889 Paper The Exposition Universelle of 1889 was a Worlds Fair held in Paris, France from 6 May to 31 October 1889. It was held during the year of the 100th anniversary of the storming of the Bastille, an event traditionally considered as the symbol for the beginning of the French Revolution. The fair included a reconstruction of the Bastille and its surrounding neighborhood, but with the interior courtyard covered with a blue ceiling decorated with fleur-de-lys and used as a ball room and gathering place. [1] The 1889 Exposition covered a total area of 0. 6 km? , including the Champ de Mars, the Trocadero, the quai dOrsay, a part of the Seine and the Invalides esplanade. Transport around the Exposition was partly provided by a 3 kilometre (1. 9 mi) 600 millimetre (2 ft 0 in) gauge railway by Decauville. It was claimed that the railway carried 6,342,446 visitors in just six months of operation. Some of the locomotives used on this line later saw service on the Chemins de Fer du Calvados. [2] C ontents [hide] †¢1 Structures †¢2 Attractions †¢3 Statistics †¢4 Gallery †¢5 See also †¢6 References 7 Resources †¢8 External links Structures[edit source | editbeta] The main symbol of the Fair was the Eiffel Tower, which was completed in 1889, and served as the entrance arch to the Fair. The tower was constructed of wrought iron and was designed by Gustave Eiffel. The 1889 fair was built on the Champ de Mars in Paris, which had been the site of the earlier Paris Universal Exhibition of 1867, and would be the site of the 1900 exposition as well. The fair marked the first time that visitors were allowed to go onto the yet unfinished Eiffel Tower.Though not yet completed, exhibition attendees were allowed to walk up to the second floor platform. [3] Workers had worked through the night the day before the exhibition opened to complete the necessary construction needed to safely allow patrons to set foot upon the structure. When speaking of the dedica ted workers, M. Salles, the son-in-law of Mr. Eiffel made the statement that no soldier on the battle field deserved better mention than these humble toilers, who, will never go down in history. No one other than construction personnel were allowed higher than the second floor platform. [3] An equally significant building constructed for the fair was theGalerie des machines, designed by architect Ferdinand Dutert and engineer Victor Contamin. It was reused at the exposition of 1900 and then destroyed in 1910. At 111 meters, the Galerie (or Machinery Hall) spanned the longest interior space in the world at the time, using a system of hinged arches (like a series of bridge spans placed not end-to-end but parallel) made of steel or iron.The choice of construction material is controversial; the building was designed to be built with steel but was actually constructed in iron. Aerial photo of the Exposition Universelle in 1889, central in the picture is the entrance arch known as the Eif fel Tower Volume 10 of Studies in the History of Civil Engineering: Structural Iron and Steel 1850-1900 (published by Ashgate Publishing Limited and edited by Robert Thorne in 2000), includes an article by John W. Stamper, The Galerie des Machines of the 1889 Paris world’s fair.In it, Stamper claims that The principal material of the building’s structure was to have been steel, but the decision was made at the last minute to use iron instead. There is considerable confusion about this on the part of architectural historians, most of whom assume it was built of steel since that is what is mentioned by contemporary journalists before the opening of the fair. William Watson, an American engineer who wrote a thorough report on the fair after it closed states that the idea of using steel was abandoned â€Å"on the two-fold ground of expense and the necessity of hastening the execution of work. The price of iron was about two-thirds that of steel in 1889†¦. There is an extensive and elaborate description of the Expositions two famous buildings in the British journal Engineering (3 May 1889 issue) with illustrations. A follow-up report appears in the 14 June issue of Engineering with this summation: the exhibition will be famous for four distinctive features. In the first place, for its buildings, especially the Eiffel tower and the Machinery Hall; in he second place, for its Colonial Exhibition, which for the first time brings vividly to the appreciation of the Frenchmen that they are masters of lands beyond the sea; thirdly, it will be remembered for its great collection of war material, the most absorbing subject now-a-days, unfortunately, to governments if not to individuals; and fourthly, it will be remembered, and with good cause by many, for the extraordinary manner in which South American countries are represented. (p. 677) The 28 June issue of Engineering also mentions a remarkable Great Model of the Earth created by Theodore Villard and Charles Cotard.There were unseasonal thunderstorms in Paris during that summer of 1889, causing some distress to the canopies and decoration of the exposition, as reported by the Engineering issues at that time. The Exhibition included a building by the Paris architect Pierre-Henri Picq. This was an elaborate iron and glass structure decorated with ceramic tiles in a Byzantine-Egyptian-Romanesque style. After the Exposition the building was shipped to Fort de France and reassembled there, the work being completed by 1893. Known as the Schoelcher Library, initially it contained the 10,000 books thatVictor Schoelcher had donated to the island.Today it houses over 250,000 books and an ethnographic museum, and stands as a tribute to the man it is named after who led the movement to abolish slavery in Martinique. Attractions[edit source | editbeta] Plan of the fair A Negro village (village negre) where 400 people were displayed constituted the major attraction. [4] Matching closely the opening day of the Exposition, the Opera Comique premiered on 14 May 1889 with a work specially composed for that event: Jules Massenets Esclarmonde (debuting American soprano Sybil Sanderson), attracting and entertaining crowds of visitors for the more than 50 evenings the Exposition lasted.At the Exposition, the French composer Claude Debussy first heard Javanese gamelan music, performed by an ensemble from Java. This influenced some of his later compositions. William Stroudley, locomotive superintendent of the London, Brighton and South Coast Railwaydied whilst at the exhibition, where he was exhibiting one of his locomotives. Heineken received the Grand Prix (English: Grand Prize) at the exposition. Buffalo Bill recruited American sharpshooter Annie Oakley to rejoin his Wild West Show which performed for packed audiences throughout the Exposition.Other prominent visitors included the Prince of Wales (the future King Edward VII) and his wife, Princess Alexandra; artistsJames McNe ill Whistler, Edvard Munch, Rosa Bonheur, Paul Gauguin and Vincent van Gogh; U. S. journalist and diplomat Whitelaw Reid; author Henry James; Filipino patriot Jose Rizal; and inventor Thomas Edison A central attraction in the French section was the Imperial Diamond, at the time the largest brilliant in the world. [5] Statistics[edit source | editbeta] †¢Expenses: 41,500,000 Francs †¢Receipts: 49,500,000 Francs †¢Visitors: 32,250,297 †¢Exhibitors: over 61,722, of which 55% were French Gallery

Modern Working Life

Modern Working Life People as well as organizations are motivated to move from one status to another. This urge for advancement is the internal constrain that catalyzes human behaviours and growth. Trigger on human behaviours depends on the workplace inspirations. There is various motivation theories concern with interpreting how human beings behave at the workplace. Arguably there is need to understand the constraints affecting modern work-life and stress at the workplace.Advertising We will write a custom essay sample on Modern Working Life specifically for you for only $16.05 $11/page Learn More The motivational theories may not be universally acceptable but they are important in studies concerning individual and organizational behaviour in modern workplaces. This paper addresses the effects of modernization at the workplace and its outcomes on individuals and organizations. How can the motivation be important on implementation of organization’s goals and addressing i ndividuals’ needs especially in the twenty first century? Introduction Today’s business world requires employees who are ready to share knowledge. This has emerged as an urgent business need and a measure of maintaining high-level role of intelligence. The biggest challenge to the individual is the need brings about the individual obligation to be equipped with the latest technological sophistication. Most work environments today are technologically oriented. There is however very little indication that majority of the companies or organizations are working to meet employee’s needs to motive them to achieve the organizations’ goals through assessing their behaviours. The firms expect employees to workout any newly implemented systems at their own peril and struggle. Most managers are result oriented who lack consideration for their achievement. This leaves the employees with the task of figuring out how the new technology should workout. Effects of Motiva tion Theories at the work place The personal view of the workplace determines individuals’ behaviours during the process of undertaking a task. According to McGregor, the human elevation of entrepreneurship indicates that, some people have an inherent dislike of specific jobs or tasks and they literally try to avoid various chores, which seem stressful to them. As a result, this is a major impact on the organization’s social, cultural and economical growth. Another major impact of this notion is the effect of the individuals’ need to overcome or control the situation at hand. An average human being would prefer guidance to making individual decisions rather that being responsible over bad decisions at the work place. Responsibility comes with the need to be ambitious other than rely on job security. This is not only an effect on the individual who lacks career and economical growth but also the organization. The organization run by low-minded individuals lack ch ances for economical growth.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The assumptions or arguments based upon this theory indicate the need for a managerial choice between tough administration and control or softness in governance to enhance harmony at the work place. Today the latter situation merely exists, In line with McGregor (1984); this presumption does not bestow employees with the required high working motivation in the aim of fulfilling goals more than the need to ensure they receive financial remunerations. The employees behave in an unanticipated manner thus depriving the organization its goals. The organization is capable of maximizing the potential of the employees by first addressing certain workplace conditions especially during the complex modern business world. Today people are not in a position to seek and accept responsibility as a way of achieving job o r career satisfaction. This is due to the huge work requirements and in-turn low returns. The organization can only receive commitment and good results if the employees involved feel satisfied and motivated. These problems at the work place are solvable through creativity, imagination and ingenuity, which in consideration are the drives towards accepting liability for development. Proper treatment of the employees makes them to act by directing themselves towards commitments of the organizational goals, vision and mission. According to MaGrgor (1984), views over employees’ management, any member of staff is not ready to accept punishment in terms of poor working conditions or forceful control over performance. The humble treatment by the employer towards the employees would sound ambiguous and unachievable particularly in large organizations. As much as it is effective in administrating managers or professionals due to its nature of conductively supporting participative probl em solving procedures, it can work for junior employees as well. Modern work places are full of commanding managers who want to exercise their authoritative rights thus offending and depressing the junior workers most of whom would be humble in fear of accusations over insubordination. This major effect comes about because today’s employees lack of security in the work force. The job that one does is the only security thus the fear for losing it. The blame would be the low rates of returns. The income has various deductions to a point of denying the earner a chance for personal investment.Advertising We will write a custom essay sample on Modern Working Life specifically for you for only $16.05 $11/page Learn More People have endless need or urge to control others and this can lead to misery or failure in the workplace. It is very crucial to assign responsibilities in order to control tasks. One person is not supposed to control everything in the org anization. The power distribution strategy promotes growth due to proper decision-making procedures. In most work places today, the consultation of general employees over problem solving occur only when it is the last and only option especially when the required information is technical in nature. Employees feel emotionally important and positively motivated towards their jobs if consulted over issues affecting the organization especially when it concerns their lines of duty. In the modern life, technology advancement, require quick upgrading of personal skills. This issue make most managers to feel threatened by other junior staff over their job titles. ( Reitman and Schneer, 2008) Research has indicated this as a major source of conflicts and disagreements over desirable results of a task. This situation mostly affects the organization’s growth because of managers abandoning the most desirable results as irrelevant since they pose as challenges over their careers. According to McGregor (1984), proper management calls for requesting explanations over complex matters or issues at hand for full understanding of purpose of action. This procedure put forth the character-trends and empowerment for improved working methods. (McGregor, 1984) Improved results in the workforce are achievable if employees are elevated to a view of being in charge and having a respectable and important position along the management hierarchy. His is termed as â€Å"participative management of problems solving† which is evidently better compared to the authoritarian system of leadership. According to McGregor (1984), Staff members only contribute towards the organization’s growth if the managerial treatment indicates responsibility and value of the employees. Effects and outcomes of stress in the workplace on individuals Today, people are fighting to achieve or seek excellence and appreciation over their offers to the organization. The overtime experiences are the de terminant forces over human needs. By nature, majority of people are high achievers seeking excellence, frequent recognition and appreciation. Unlike the olden days, today’s employees are not ready to take the significant risks, which have high chances of career gain.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Secondly, human needs require them to search for affiliation to harmonize relationships with others and create compliance with instances that assist them to stand out from the crowd. Some people will shy away from seeking approval and recognition form fellow workmates but will rather try to find relationship that harmonize their association with others. Today’s work setting has created power seekers who aim at controlling others and seeking higher achievement in the administration ladder without considering professional achievements. The need to achieve higher power control or higher career goals calls for one to hunt for agreement and compliance among fellow employees or management. If people try to understand the need for professional experience, then they appreciate their social, educational and the category, which they belong to and this would enable them curb the excessive personal predispositions at the workplace. (Maslow, 1987) Than logical facts, personal feeling affe cts thoughts of people at the work place. If initiated, the personal feelings tend to stick because they are independent of facts and evidences. They are emotional preferences, which tend to stay put even when the original thoughts are invalid of the situation at hand. The managers ought to initiate some rational or logical sense into the employee to get them emotionally involved or engaged in a task. The establishment of emotions leads to removal or ignorance of the rational thoughts yet the rationality behind one’s feelings plays an important role in reasoning. Research indicates that personal attitudes and behaviours at work are the root cause of uncharacteristic behaviours at the work place. It is rare to find someone who has positive attitude towards work. The attitude mainly lowers self-motivation and disfigures key organizational goals or mission. If constrained to specific circumstances, attitudes deteriorate consistency, social desirability and personal experiences. It is important for managers to monitor such reactions or behaviours other than assuming that the attitude would workout to the desired performance. According to Maslow, (1987), the undesired attitude often causes confusion at the work place. People at the work place will behave as though the challenges involved do not belong to them. Attributing the cause of events in the workplace creates a big sense of control. Today the workplace is full of the blame game because of the habit of attributing the problems to internal and external factors. A person will blame the internal personality factors or the external factors when the errors seem to incline to their side. This is a personal trait, which if not curbed, can cause the organization to suffer from economically stunted growth. For instance if a team wins in a competition, the supporters will state, â€Å"we won† while when the team loose they say â€Å"they lost† and not â€Å"we lost† or they say â€Å"the ot her team won†. Naturally, no one wants to say we lost. Emotional and motivational factors drive the personal attributions. People often face with the challenge of having internal over external attributes. Making internal attributions about others within the organization damages the trust among employees. The repetitive problem leads to cognitive dissonance of an organization sticks when the blame persists. People can only take care of these vice if they are in position to eliminate the incorrect attributions. (Maslow, 1987) In the world of technology, the difference of opinion usually referred to as dissonance, is a powerful motivator which enables us to change conflicting believes or actions. Dissonance creates a feeling of painful tension due to conflicting thoughts. It solely depends on the importance of the subject matter, amount of tension on the dissonant mind and the inability to rationally control and resolve the conflict. People will have a strong dissonance when the personal believe is strong and they act centrally to that believe. Cognitive dissonance is a strong central mechanism appearing in most situations and it increases with importance or impact of the decision, which in most cases is difficult to reverse. The feeling of uneasiness in the workplace ought to send aside so that the affected can find persuasive ways to change believes personal values, attitudes and behaviours. (Maslow, 1987) When personal inner feelings are in alignment, then it is easy for one to achieve a comfortable condition. In order to control conflicts in an organization, one would deny, ignore and rationalize excuses over performance. Other ways of controlling the conflicting situations may include separating entities, transcendence, changing the entities or persuading. There is need for managers to show how the conflict may affect other important social norms of the organization. The commonness of inconsistency today calls for deeper thoughts regarding other people ’s potential ability in the workplace with relation to the undertaken task. (Romando, 2007) The other burning issue in the work place involves setting goals. The employees find set goals they might not be able to achieve. They need to be involved so that they participate in laying down understandable, unambiguous but challenging, and achievable goals. In relation to Romando (2007), organizational goals include directional objectives in which case motivation aims at arriving to particular conclusions. Organizational goals enable employees and employers to narrow down their differences to think over and support a conclusion. People become optimistic on the subject of achieving goals when deliberation is non-existent. Such a setting creates motivation due to the anticipated ability to arrive to a possible conclusion that supports advancement especially when the cost of being inaccurate seems to be very high. Unpredictably, investors are willing to invest more if the efforts are inclining to high and accurate goals. The organization’s chances of advancement depend upon influences over choices concerning beliefs and decision-making regulations. Accurateness of goals causes complex responses thus making people to think purposefully about their actions. According to Romando in 2007, personal preference entails the ultimate choice. While probing Maslow’s work Romando (2007) explained that, Maslow’s research over human behaviours in the workplace explains the ERG management theory. It is a satisfactory theory that examines organizational leadership style from a humanistic philosophical perspective. â€Å"Abraham Maslow, author of Motivation and Personality, views people from a holistic perspective and delineates a hierarchy of human needs as physiological, safety, esteem, self-actualization, belongingness and love. This he simplified into three sets of needs: Existence, Relatedness and Growth (hence ERG).† People need to seek social g rowth at their work places because this is the basis for creativity and hence the organization is physical, social, cultural and economical growth. Social growth also enhances the sense of completeness and fulfilments. (Romando, 2007) Conclusion over Job Satisfaction Current stress or stains at the workplace build up due to inefficient job satisfaction. The situation may be caused by the overall degradation of the economy thus the financial strains among organizations, low income, low resources, high rates of conflicts among workers, poor decision making procedures, fear for break-down and job dissatisfaction. Reduction of stain entails achieving satisfaction or changing the approaches used towards work. â€Å"People either take work as a job mainly for financial rewards but not interest, as a career where interest is advancement on the career ladder or as a calling where the focus is on the work itself other than advancement or financial fulfilment.† People should gather som e good behavioural patters such as having mechanisms for improving personal skills, coming up with personal projects and enhancing good rapport with co-workers to gain knowledge and encounter new challenges. There is urgent need for people to learn the concepts of braking job monotony such as engaging in volunteer work to meet new challenges and make best out of the difficulties encountered as a way of managing stress. (MFMER, 2006) Today’s challenges involve the turbulence on careers which often involve changes of employers, location, and occupation. In line with Reitman and Schneer (2008), emphasis for better stress free work environments depends on organizational governance or accountability. The global economy remains competitive, the technology pervasively require advancement; knowledge-based firms continue to mutate thus the needs for dynamism in the workforce. â€Å"In order to support individual behaviours organizations should embrace the realities of 21st century ca reers and recognize the importance of programs and policies that enable the careers of their employees such as part-time options, job sharing, free-time, and telecommuting.† (Summers and Hyman, 2005) References Mayo foundation for Medical Education and Research (MFMER). (2006). Web. McGregor, D. (1984) the Human Side of Enterprise. McGraw-Hill/Irwin. Web. Maslow, A. (1987). Motivation and Personality (third edition). HarperCollins College Div. Reitman, F. and Schneer, J. (2008). Enabling the new careers of the 21st century. Organization Management Journal. Web. Romando, R. (2007). Motivation Theory. Web. Summers, J and Hyman, J. (2005). Employee participation and company  Performance: Joseph rowntree foundation. Web.

A Definition and Overview of Systemic Racism

A Definition and Overview of Systemic Racism Systemic racism is both a theoretical concept and a reality. As a theory, it is premised on the research-supported claim that the United States was founded as a racist society, that racism is thus embedded in all social institutions, structures, and social relations within our society.  Rooted in a racist foundation, systemic racism today is composed of intersecting, overlapping, and codependent racist institutions, policies, practices, ideas, and behaviors that give an unjust amount of resources, rights, and power to white people while denying them to people of color. Definition of  Systemic Racism Developed by sociologist Joe Feagin, systemic racism is a popular way of explaining, within the social sciences and humanities, the significance of race and racism  both historically and in todays world.  Feagin describes the concept and the realities attached to it in his well-researched and readable book,  Racist America: Roots, Current Realities, Future Reparations. In it, Feagin uses historical evidence and demographic statistics to create a theory that asserts that the United States was founded in racism since  the Constitution classified black people as the property of whites. Feagin illustrates that the legal recognition of racialized slavery is a cornerstone of a racist social system in which resources and rights were and are unjustly given to white people and unjustly denied to people of color. The theory of systemic racism accounts for individual, institutional, and structural forms of racism. The development of this theory was influenced by other scholars of race, including Frederick Douglass, W.E.B. Du Bois, Oliver Cox, Anna Julia Cooper, Kwame Ture, Frantz Fanon, and Patricia Hill Collins, among others. Feagin defines systemic racism in the introduction to the book: Systemic racism includes the complex array of antiblack practices, the unjustly gained political-economic power of whites, the continuing economic and other resource inequalities along racial lines, and the white racist ideologies and attitudes created to maintain and rationalize white privilege and power. Systemic here means that the core racist realities are manifested in each of society’s major parts [...] each major part of U.S. societythe economy, politics, education, religion, the familyreflects the fundamental reality of systemic racism. While Feagin developed the theory based on the history and reality of anti-black racism in the U.S., it is usefully applied to understanding how racism functions generally, both within the U.S. and around the world. Elaborating on the definition quoted above, Feagin uses historical data in his book to illustrate that systemic racism is primarily composed of seven major elements, which we will review here. The Impoverishment of People of Color and Enrichment of White People Feagin explains that the undeserved impoverishment of people of color (POC), which is the basis of the undeserved enrichment of white people, is one of the core aspects of systemic racism. In the U.S. this includes the role that Black slavery played in creating an unjust wealth for white people, their businesses, and their families. It also includes the way white people exploited labor throughout the European colonies prior to the founding of the United States. These historical practices created a social system that had racist economic inequality built into its foundation and was followed through the years in numerous ways, like the practice of redlining that prevented POC from buying homes that would allow their family wealth to grow while protecting and stewarding the family wealth of white people. Undeserved impoverishment also results from POC being forced into  unfavorable mortgage rates,  being channeled by unequal opportunities for education into low-wage jobs, and being p aid less than white people for doing the same jobs. There is no more telling proof of the undeserved impoverishment of POC and the undeserved enrichment of white people than the massive difference in average wealth of white versus Black and Latino families. Vested Group Interests Among White People Within a racist society, white people enjoy many privileges denied to POC. Among these is the way that vested group interests among powerful whites and â€Å"ordinary whites† allow white people to benefit from a white racial identity  without even identifying it as such. This manifests in support among white people for political candidates who are white, and for laws and political and economic policies that work to reproduce a social system that is racist and has racist outcomes. For example, white people as a majority have historically opposed or eliminated diversity-increasing  programs within education and jobs, and ethnic studies courses that better represent the racial history and reality of the U.S. In cases like these, white people in power and ordinary white people have suggested that programs like these are hostile or examples of reverse racism. In fact, the way white people wield political power in the protection of their interests and at the expense of others, w ithout ever claiming to do so, maintains and reproduces a racist society. Alienating Racist Relations Between White People and POC In the U.S., white people hold most positions of power. A look at the membership of Congress, the leadership of colleges and universities, and the top management of corporations makes this clear. In this context, in which white people hold political, economic, cultural, and social power, the racist views and assumptions that course through U.S. society shape the way those in power interact with POC. This leads to a serious and wells include discrimination against POC and preferential treatment of white students among university professors, more frequent and severe punishment of Black students in K-12 schools, and  racist police practices, among many others. Ultimately,  alienating racist relations make it difficult for people of different races to recognize their commonalities, and to achieve solidarity in fighting broader patterns of inequality that affect the vast majority of people in society, regardless of their race. The Costs and Burdens of Racism are Borne by POC In his book, Feagin points out with historical documentation that the costs and burdens of racism are disproportionately borne by people of color and by black people especially. Having to bear these unjust costs and burdens is a core aspect of systemic racism. These include shorter life spans, limited income and wealth potential, impacted family structure as a result of mass incarceration of Blacks and Latinos, limited access to educational resources and political participation, state-sanctioned killing by police, and the psychological, emotional, and community tolls of living with less, and being seen as â€Å"less than.  POC are also expected by white people to bear the burden of explaining, proving, and fixing racism, though it is, in fact, white people who are primarily responsible for perpetrating and perpetuating it. The Racial Power of White Elites While all white people and even many POC play a part in perpetuating systemic racism, it is important to recognize the powerful role played by white elites in maintaining this system. White elites, often unconsciously, work to perpetuate systemic racism via politics, law, educational institutions, the economy, and via racist representations and underrepresentation of people of color in mass media. This is also known as white supremacy. For this reason, it is important that the public hold white elites accountable for combatting racism and fostering equality. It is equally important that those who hold positions of power within society reflect the racial diversity of the U.S. The Power of Racist Ideas, Assumptions, and World Views Racist ideology- the collection of ideas, assumptions, and worldviews- is a key component of systemic racism and plays a key role in its reproduction. Racist ideology often asserts that whites are superior to people of color for biological or cultural reasons, and manifests in stereotypes, prejudices, and popular myths and beliefs. These typically include positive images of whiteness in contrast to negative images associated with people of color, such as civility versus brutishness, chaste and pure versus hyper-sexualized, and intelligent and driven versus stupid and lazy. Sociologists recognize that ideology informs our actions and interactions with others, so it follows that racist ideology fosters racism throughout all aspects of society. This happens regardless of whether the person acting in racist ways is aware of doing so. Resistance to Racism Finally, Feagin recognizes that resistance to racism is an important feature of systemic racism. Racism has never been passively accepted by those who suffer it, and so systemic racism is always accompanied by acts of resistance that might manifest as protest, political campaigns, legal battles, resisting white authority figures, and speaking back against racist stereotypes, beliefs, and language. The white backlash that typically follows resistance, like countering Black Lives Matter with all lives matter or blue lives matter, does the work of limiting the effects of resistance and maintaining a racist system. Systemic Racism Is All Around Us and Within Us Feagins theory and all of the research he and many other social scientists have conducted over 100 years illustrates that racism is in fact built into the foundation of U.S. society and that it has over time come to infuse all aspects of it. It is present in our laws, our politics, our economy; in our social institutions; and in how we think and act, whether consciously or subconsciously. Its all around us and inside of us, and for this reason, resistance to racism must also be everywhere if we are to combat it.

Influence of Hollywood Research Paper Example | Topics and Well Written Essays - 750 words

Influence of Hollywood - Research Paper Example as the Justice Department and the Federal Trade Commission got together to conduct a thorough study of how â€Å"entertainment firms market violence to children† (Cain, p1, 1999). But more importantly, it is an unequivocal acknowledgement of the negative influence of Hollywood on society in general and teenage boys in particular. Violence and anti-social behavior shown in Hollywood movies had even united the usually bipolar American polity, as both Republicans and Democrats hoped to â€Å"hold Hollywood accountable for its gratuitous violence in movies, television shows, video games and recordings†. (Cain, p1, 1999) Douglas Lowenstein, former head of the Interactive Digital Software Association put the core issue succinctly, when he said â€Å"What kind of values are we promoting when a child can walk into a store and find video games where you win based on how many people you can kill or how many places you can blow up? The nation should not lose sight of the fact that parents, not kids, buy most games. And therefore, keeping games not appropriate for children out of their hands starts and ends at home". (Cain, p1, 1999) Hence, while Hollywood is the instigator of this unsavory tendency among teenage boys, skillful parenting can keep a check on their children. The concerns raised by the country’s leaders are not without merit. For example, several studies have shown a positive correlation between violent programs (including movies, television and digital media) and violent behavior among children. Furthermore, â€Å"children under the age of 18 were the victims in nearly 20 percent of the violent crimes committed by criminals now in state prison, and that more than half of the juvenile victims were 12 or younger† (Smith,, 2001, p.321). Children who come from a dysfunctional family environment or have been abused physically or sexually are particularly prone to be affected. The gravity of the situation can be learnt from the fact that the Office of Juvenile

Main Reasons why Humans Remain Earthbound Essay

Main Reasons why Humans Remain Earthbound - Essay Example As such, as science has grown and developed throughout the years, one of the primal questions that have been born from this original question of the solitary nature of life within the universe is a better understanding and more complete explanation of the universe in which we dwell. For this reason as well as for many others, scientists have long sought to find ways in which to explore the bounds of the neighborhood in which the Earth and the Milky Way galaxy ultimately reside. The extant problem that is illustrated though is the fact that there are a number of constraints that provide an ultimate barrier to humans traveling to other solar systems throughout our galaxy. As such, this brief analysis will consider the key issues that constrain mankind to inter solar system travel (and a limited amount of that). Furthermore, by analyzing each of several different viewpoints for how exploration within and without of our own galaxy might seek to take place, as well as analyzing the key we aknesses inherent in each, it is the hope of this author that the reader might be able to come to a better understanding of just what is preventing us from further exploring and/or colonizing other regions of the universe. The first of these is the fact that the distances that must be traveled are so vast as to be nearly incomprehensible. As a function of this understanding, the reader should come to an appreciation of the fact that distance within the universe is calculated not in miles or kilometers but rather in light years; i.e. the distance covered by a beam of light during the period of a year’s time. To understand just how vast such a distance is, one must understand that the actual speed of light is something approaching 300,000,000 meters per second. As such, the reader can begin to comprehend the actual distance that a single light year actually represents. Furthermore, due to the fact that the nearest star to our own Sun is that of Alpha Centuri, one might assume t hat it would be most reasonable to visit this one as a means of further exploring our universe and understanding the many nuances that exist within it. However, the fact of the matter is that although Alpha Centuri is the closest star, besides our own Sun, it is nonetheless 4.2 light years away (Corley, 2012). This distance provides a seemingly insurmountable obstacle to the current technology that exists. For instance, scientists and researchers in the Russian Federation have been performing extensive rounds of testing on how a manned mission to Mars would affect the health of the crew members. This has been done by isolating a crew of several individuals and putting them in a replicative environment that would simulate the same stresses, both physical and psychological, that such a mission would necessarily engender. Although the trip to and from Mars would take a little under a year’s time, the strain and pressures of sustaining life aboard an unnatural environment for suc h an extended period of time present a whole array of challenges which are but a brief understanding of the means that such pressures would be realized should a longer voyage be undertaken (Landau & Strange, 2011). Although an understanding of the means by which our universe has come into existence, continues to expand, and will ultimately experience a heat death, the science and technology governing astrophysics and space exploration has advanced greatly since the first manned trip into space. However, surprisingly, one aspect of technology that has not developed at all is with

Diversity Management In The Workplace Commerce Essay

Diversity Management In The Workplace Commerce Essay Diversity management in the workplace has been one of many organisational issues due to factors such as globalisation and the emerging age, cultural and individual differences that emerge as a result of this new challenging world. The purpose of this essay is to explore the topic of diversity as it relates to the workplace by discussing perspectives from human resource management (HRM) perspectives and to investigate the barriers to workplace diversity. Through the discussion, the advantages of diversity will be discussed with an importance on the implications for the HR function of the organization. There is an intense need to identify the external and internal factors that influence the HRM functions and practices. The essay also identifies how successful companies like Telstra, ANZ bank and many others have managed the impact of various internal and external factors to become one of the leaders in their industry. Human resource management has achieved significant importance in rec ent years both in terms of theory and practice in corporations today that cannot be ignore as the importance of managing human capital in order to achieve their goals and objectives. Workplace diversity relates to the presence of differences among members of the workforce (DNetto Sohal, 1999). By creating diverse workforce organizations, they are able to make the ideas, creativity, and potential contributions inherent in a diverse workforce (Aghazadeh, 2004). Diversity in the workplace includes culture, gender, nationality, sexual orientation, physical abilities, social class, age, socio-economic status, and religion (Sadri Tran, 2002). These individual characteristics shape an individuals perception about their environment and how they communicate (Kramar, 1998). The action attempts to monitor and control diversity in an organisation and in doing so, senior management can affect the hiring and promotion of individuals (Sadri Tran, 2002). An organisation assumes new individuals or groups will adapt to the standard of the organisation, and will not resist due to fears of reverse discrimination (Sadri Tran, 2002). Valuing diversity can allow an organisation to focus the benefits of the differences, therefore developing an environment where all individuals are valued and accepted (Sadri Tran, 2002). Those members who feel valued to their organisation tend to be harder working, more involved and innovative (Agahazadeh, 2004). Valuing Diversity can affect employees attitudes positively, however resistance can be experienced due to a fear of change and individuals discomfort with differences (Sadri Tran, 2002.) Finally, managing diversity is when organisations build specific skills and create policies which obtain the best values of each employe e, which will create new ways of working together (Sadri Tran, 2002). It will provide an opportunity for organisations to manage a workforce which highlight both organisational and individual performance, whilst still acknowledging individual needs (Kramar, 1998). Although diversity has always existed in organisations, individuals tend to limit their diversity in order to conform to the rule of the organisation and fit into the stereotype of the typical employee (Kramar, 1998). Mismanagement of diversity as a result of unfavorable treatment can inhibit employees working abilities and motivation, which can lead to a lowered job performance (Aghazadeh, 2004). If an environment works well for employees, diversity will work against the organisation, hence the lack of an enabling environment (Kramar, 1998). These fundamental components of workplace diversity can be further viewed through the varying perspectives of union groups, HRM professionals and organisations. Management aims to maximise the contribution of all staff to work towards organisational objectives through forming guiding teams for diversity, training to improve languages and celebrating success. Unions however, implement diversity differently (Barrile Cameron, 2004). There are many HRM perspectives that relate to diversity management in organisations. Most of these HRM perspectives lead towards the contention that a successful diversity management policy can lead to a more competitive, functional organisation. In light of the perspectives and rationales discussed in the HRM literature, there a range of implications for HR managers concerning diversity in the workplace. Management of diversity relates to equal employment opportunity, but effective diversity management goes beyond the basic requirements of an equal opportunity workplace (Barrile Cameron, 2004). It is important for HR to determine an effective diversity management policy to be able to encourage a more diverse workplace. The most important job for senior HR managers is to consider how diversity will benefit the organisation and how to define its role in the context of the organisation (Kreitz, 2008). An organisations diversity policy should aim to establish an heterogeneous workforc e that is able to work to its full capacity in an environment where no member, or for that matter group of members, have an advantage or disadvantage based on their individual differences (Torres Bruxelles, 1992, as cited in DNetto Sohal, 1999). In exercising their role, HR managers must constantly apply the principles of diversity in order to maximise and sustain the benefits of a diverse workforce. This means HR managers need to be able to link recruitment, selection, development and retention policies to the overall diversity policy of the organisation (Yakura, 1996). Furthermore, the they should be carried out with a direct link to the overall business goals, the various shifts in the labour market as well as the more contemporary effects of globalisation (Cunningham Green, 2007). There are three initiatives that an organisation should utilise to increase the efficiency of its diversity policy. Firstly, there is a need for HR, when recruiting, to increase the representation in the workplace of historically excluded groups (Conrad Linnehan, 1995). Secondly, the diverse workforce needs to have the necessary empowerment to influence, or at least have input to organisational decision making (Cunningham Green, 2007). More strategic implications for diversity management exist that recognise the emergence of Strategic Human Resource Management (SHRM). Such implications include building diversity strategies into an overall future success plan, integrating diversity practices with senior management practices and encouraging career development opportunities for all employees (Cunningham Green, 2007). Ultimately, managing diversity should promote competitive edge in the organisation by recruiting the most appropriate people for the job regardless of their perceived differences (DNetto Sohal, 1999). ANZ ORG check anz, 2008 ANZ Bank has responded to the common trends of the Australian workforce with programs to attract and retain a diverse environment that reflects their customer base (ANZ, 2010). An organisation is focused on creating an inclusive culture where all employees are able to contribute, as they believe that diversity and inclusion are essential for high business performance (ANZ, 2010). By managing diversity within the organisation, ANZ is provided with the best talent and a wide variety of experience to achieve success within a global workforce. These organisations have made efforts to create a diverse working environment through varying HRM practices. For example, HRM within ANZ created the My Difference survey which surveyed more than 13, 500 employees (ANZ, 2010). Within this survey, HR is able to develop a demographic picture of the workforce and gather feedback on how their employees perceive diversity and inclusion within the organisation. ANZ also founded the Diversity Council, which introduces policies and sponsors events to create a more inclusive culture (ANZ, 2010). The council attempts to increase awareness by supporting events like the Australian Open where it is considered one of the worlds premier sporting events (ANZ, 2010). Its known as the Grand Slam of the Asia Pacific where the Australian Open has a strong Australian heritage, as well as having widely recognised appeal as a regional event in New Zealand, the Pacific and Asia.  ANZ will sponsor the Australian Open for 3 years from 2010 (ANZ, 2010). HR in ANZ has implemented a range of human resource strategies. Disability awareness, plans in the companies outline strategies to increase support and inclusion for customers and staff of the organisation, which include premises being wheelchair accessible (ANZ, 2010). Besides that, in order to promote age balance, mature age employees are offered flexible working conditions to suit their changing lifestyle (ANZ, 2010). Culturally the banks have planned to help indigenous Australians improve their wellbeing and money management skills. ANZ celebrates cultural diversity by holding Annual Cultural Week (ANZ, 2010). Diversity within an organisation can be difficult and expensive to accomplish. Substantial barriers exist in both overcoming laws related to workplace diversity, the actual process of implementing it within an organisation and also the internal characteristics of the individual. The current legislation related to workplace diversity essentially creates an environment in which employers cannot recruit purely on the basis of a desired attribute. The main acts concerned are the Racial Discrimination Act (1975), the Sex Discrimination Act (1984), the Human Rights and Equal Opportunity Commission Act (1984), the Occupational Health and Safety (Commonwealth Employment) Act (1991), the Disability Discrimination Act (1991) and the Workplace Relations Act (1996) (Williams, 2001.) These laws essentially shape a scenario for employees where if a desired attribute is sought after, the job must be made appealing to that particular group of people without impairing the opportunity for any other group to obtain the position under the requirements of the legislation. If a diversity program is unlikely to be profitable it will not be implemented (Bilimoria, Joy, Liang, 2008). The monetary benefits such as new customers, better culture and strategic advantage involved in implementing such diversity need to outweigh the costs by gaining diversity at the expense of skill involved in pursuing it. The HR department within the organisation has a difficult task in convincing senior management that a diversity program can be beneficial to the organisation (DNetto Sohal, 1999).The argument often provided by senior management against workplace diversity is that it is disruptive to productivity and causes imbalance in the workplace (DNetto Sohal, 1999). As a result, the HR function need to be able to present the many advantages of diversity, and provide strong strategic reasoning to ensure that an effective diversity management is implemented. An organisation may also have barriers in their practices, culture and policies (Bilimoria, Joy, Liang, 2008). Resolving these issues has benefits for both the legality of the operating of the organisation and the multiplicity of their workforce. If senior management participated in only male orientated social events, such as attending football match, it may alienate women who generally may not participate in such events. Policy can also break both legality and potential for diversity by enforcing requirements such as 10 years continual service to an organisation in order to receive promotion into senior management. This continual service factor discriminates against women who are likely to have children, as it will exclude many from the opportunity to obtain the job. However, it is the individual differences within each person that provide the biggest challenge to achieving diversity. Individual differences amongst people are a major hurdle to workplace diversity, as most people feel comfortable when working in homogeneous groups (Kreitz, 2008). The presence of diverse others places employees outside of their comfort zone and makes people resist embracing the presence of others. Furthermore, research by Kreitz (2008) shows that humans, and organisations as well, are in nature highly resistant to change, further complicating the successful implementation of diversity. Another individual, and highly problematic, barrier to diversity is the language barrier that exists to culturally diverse others. This prevents, and in some cases discourages, the full integration of cultural differences within organisations (Kreitz, 2008). Diversity is clearly beneficial to the organisation. Managing diversity should involve utilising the cultural differences in peoples skills and embracing the diverse range of ideas and skills that exist in a diverse workplace in order to ultimately give the organisation a competitive edge. Benefits to diversity clearly outweigh the costs and evident advantages to workplace diversity are supported by various union groups and HRM practitioners. In order to be successful, diversity must be implemented within a strict legal framework and overcome hurdles relating to the practices and policies of organisations, as well as internal, individual barriers.