Biography of Michelle Obama, U.S. First Lady

Biography of Michelle Obama, U.S. First Lady Michelle Obama  (born January 17, 1964) was the first African-American first lady and the wife of Barack Obama, the 44th president of the United States and the first African-American to serve as president. She is also a lawyer, the former vice president of community and external affairs at the University of Chicago Medical Center, and a philanthropist. Fast Facts: Michelle Obama Known For: First Lady of the United States, wife to 44th President Barack ObamaBorn: January 17, 1964 in Chicago, IllinoisParents:  Marian Shields and Fraser C. Robinson IIIEducation: Princeton University (BA in sociology), Harvard Law School (JD)Published Works: BecomingSpouse: Barack Obama (m. October 3, 1992)Children: Malia (born in 1998) and Natasha (known as Sasha, born in 2001) Early Life Michelle Obama (nee Michelle LaVaughn Robinson) was born on January 17, 1964, in Chicago, Illinois, the second of two children of Chicagoans Marian Shields and Fraser C. Robinson III. She describes her parents as important early role models in her life, whom she proudly identifies as working class. Her father, a city pump operator and Democratic precinct captain, worked and lived with multiple sclerosis; his limp and crutches did not affect his abilities as the family breadwinner. Michelles mother stayed home with her children until they reached high school. The family lived in a one-bedroom apartment on the top floor of a brick bungalow on Chicagos south side. The living room- converted with a divider down the middle- served as Michelles bedroom. Michelle and her older brother Craig, now an Ivy League basketball coach at Brown University, grew up hearing the story of their maternal grandfather. A carpenter who was denied union membership due to race, Craig was shut out of the citys top construction jobs. Yet the children were taught they could succeed despite any prejudices they might encounter over race and color. Both children were bright and skipped second grade. Michelle entered a gifted program in sixth grade. From their parents, who had never attended college, Michelle and her brother learned that achievement and hard work were key. Education Michelle attended Whitney M. Young Magnet High School in Chicagos West Loop, graduating in 1981. Although she was discouraged from applying to Princeton by high school advisors who felt her scores werent adequate, she was accepted and graduated from the college with honors and a bachelors degree in sociology and a minor in African-American studies. She was one of very few black students attending Princeton at the time, and the experience made her acutely aware of the issues of race. After graduation, she applied to Harvard Law School and once again faced bias as college counselors tried to talk her out of her decision. Despite their doubts, she matriculated and excelled, obtaining her J.D. in 1985. Professor David B. Wilkins remembers Michelle as forthright: She always stated her position clearly and decisively. Career in Corporate Law After graduating from Harvard Law School, Michelle joined the law firm of Sidley Austin as an associate specializing in marketing and intellectual property. In 1988, a summer intern who was two years older than she by the name of Barack Obama came to work at the firm, and Michelle was assigned as his mentor. They married in 1992 and later had two daughters, Malia (born in 1998) and Natasha, known as Sasha (born in 2001). In 1991, the death of her father from complications related to MS caused Michelle to re-evaluate her life; she subsequently decided to leave corporate law to work in the public sector. Career in Public Sector Michelle first served as assistant to Chicago Mayor Richard M. Daly; later she became assistant commissioner of planning and development. In 1993 she founded Public Allies Chicago, which provided young adults with leadership training for public service careers. As executive director, she headed up a nonprofit named by President Bill Clinton as a model AmeriCorps program. In 1996, she joined the University of Chicago as Associate Dean of Student Services and established its first community service program. In 2002, she was named the University of Chicago Hospitals executive director of community and external affairs. Balancing Career, Family, and Politics Following her husbands election to the U.S. Senate in November 2004, Michelle was appointed Vice President of Community and External Affairs at the University of Chicago Medical Center in May 2005. Despite Baracks dual roles in Washington, D.C., and Chicago, Michelle did not consider resigning from her position and moving to the nations capital. Only after Barack announced his presidential campaign did she adjust her work schedule; in May 2007 she cut her hours by 80 percent to accommodate the needs of the family during his candidacy. Although she resists the labels feminist and liberal, Michelle Obama is widely recognized as outspoken and strong-willed. She has juggled career and family as a working mother, and her positions indicate progressive ideas on the roles of women and men in society. First Lady Michelles husband Barack was elected U.S. president in November 2007. During her first term as first lady, Michelle spearheaded the Lets Move! program, a concerted effort intended to reduce childhood obesity. Although it has been difficult to gauge the success of the program overall, her efforts led to the passage of the Healthy, Hunger-Free Kids Act in 2010, which allowed the U.S. Department of Agriculture to set new nutritional standards for all food sold in schools for the first time in more than 30 years. During Barack Obamas second term, Michelle focused on the Reach Higher Initiative, which aimed to help students identify future careers and enable them to complete coursework past high school- whether its at a professional training program, a community college, or a four-year college or university.  That initiative continues, with a focus on school counselor training, raising awareness about college access tools, and social media outreach and flagship events such as College Signing Day. Post-White House Since the Obamas left the White House in January 2016, Michelle worked on and published her memoir Becoming, published in November 2018. She has also worked on the Global Girls Alliance, an education project intended to help provide tens of millions of adolescent girls worldwide who were not given a chance to finish high school; Global Girls is an outgrowth of Let Girls Learn, which she started in 2015 and left with the White House. She has actively supported the Chicago-based Obama Foundation charity, and been a spokesperson for When We All Vote, to increase voter registration. Sources: Obama, Michelle. 2018. Becoming. New York: Crown, 2018.Saulny, Susan. Michelle Obama Thrives in Campaign Trenches. New York Times, 14 February 2008.Bennetts, Leslie. First Lady in Waiting. VanityFair.com, 27 December 2007.Gewertz, Catherine. Michelle Obamas Reach Higher Initiative Merges With the Common Application. Education Week Blog High School Beyond, 27 September 2018.  Ross Johnson, Steven. Gauging the public health value of Michelle Obamas Lets Move campaign. Modern Healthcare, 23 August 2016.Rossi, Rosalind. The woman behind Obama. Chicago Sun-Times, 22 January 2008.Slevin, Peter. Michelle Obama: A Life. New York: Vintage Books, 2015.Michelle Obama’s vacation is over. Now she’s claiming her own spotlight. The Washington Post, 11 October 2018.

Add These Trucker Blogs to Your Reading List

Add These Trucker Blogs to Your Reading List This is a bit of a meta-concept- The RJ Trucker Blog has a great bunch of recommendations for blogs by and for truckers you should be reading! Trucking Truth by driver Brett Aquila is a resource for aspiring and rookie drivers with an honest and informative take on how to become and succeed as a driver.Trucker Dump, authored by Todd McCann, is an insider’s look at the issues and opportunities for solo and team truckers alike.Real Truck Driver Blog, run by Robert Allen (one of the hosts of The RJ blog), has a specialized approach to blogging about trucking, sorting his posts by category and recommending headsets and software as well as advice and guidance for new and old drivers.AutoFleet Market Trends Blog, from writer and trucker Mike Antich, reflects the author’s 20 years of management and driving experience. If you’re interested in moving up the ladder into management, definitely check out his blog.One Girl Trucking is written by the semi-anonymous Bethany, an d I’m not even a little sheepish about declaring it my favorite- Bethany’s focus in empowering women behind the wheel (and raising awareness of her extremely cute dog, Poppy Rose).The Daily Rant  by driver Salena is an ongoing series of snapshots of life on the road as she drives all over the U.S. and Canada, documenting her experiences with great photos and entertaining posts.Ask the Trucker, written by Truck Driver Advocate Allen Smith (of TruthAboutTrucking.com), offers  information for drivers and students to raise the standards of the industry and help drivers connect with one another.Daniel S Bridger’s Trucking Blog  is run by a driver and trainer with more than 30 years of experience- he accepts guests posts and contributors, if you’re interested in joining the ranks of trucker-writers!Wheel Beauties is run by Laila, who channels her passion for trucking and big rigs (and toys, racing, photos and specialty vehicles) into this blog and welcome s all enthusiasts to share her excitement for these massive trucks, and support for those who drive them.I feel more informed already!

Intercultural communication( this is the course I am studying, not the Assignment - 2

Intercultural communication( this is the course I am studying, not the topic) - Assignment Example One way to do it is to subsidize the foods in the canteen by giving employees food stamps and giving them free staple foods as part of their benefit like giving them a sack of rice or whatever their basic foods are. Response to classmate 1: This is a very sensible and heroic thing to do to instead spare the child from the danger of working in the street and instead take the danger to yourself. Then let the child work in the safe environment of the factory. But it would have been better if the two of you could work there because exposing yourself in an unsafe environment is very dangerous especially if the health center is far. Response to classmate 2: I agree with you to have a clinic rather than chose a street with potential violence but what if you have to make a choice and your choice is limited. Would you have your child work in the street

Corporate social responsibility - who engages in it and what do they Research Paper

Corporate social responsibility - who engages in it and what do they expect to achieve - Research Paper Example It is imperative to understand that companies have a lot of power in the community as well as the national economy (Anderson, 2008). They often control assets and in many cases they have billions in cash at their disposal of socially conscious investment programs. This paper is going to describe who engages in corporate social responsibility and what they often expect to achieve through the program. Companies are often the ones that involve themselves in corporate social responsibility. In fact, in the 21st century, more companies are being called upon by their share holders as well as other important stakeholders, not only to boost the bottom line but to address some of the country’s most challenging problems. This includes those that are concerned with economic developments as well as environment. It is imperative to understand that although opinions in many cases might differ on the how the responsibility should be allocated across the private and public sectors, the corporate stakeholders and other persons in the society (Coelho, 2003). For this reason, in recent years, companies have been increasingly working with stakeholders in order to understand the concerns as well as views of certain people when it comes to environmental, corporate, and social governance as well as economic issues and issues that are needed to be incorporated in order to address the views and the concerns that exist the company strategic decision making processes. Many companies often care about how effective their branding is and how they are perceived by their customers as well as the general public. It is of importance to note that with everything else in the market being equal, companies that often take an active role in the promotion of their corporate social responsibility programs are in many cases often viewed more favorably than those that do not possess highly visible programs. Therefore, companies often understand that having a

End of Life Care Essay Example for Free

End of Life Care Essay When a loved one is dying, conversations about the end of life can be uncomfortable and difficult. Still, discussing end-of-life care is important. Depending on the circumstances, you might be able to help your loved one make important end-of-life decisions — such as whether to remain at home, move to a nursing home or other facility, or seek hospice care. Also, you can work with your loved ones health care team to make sure your loved one remains comfortable at the end of life. Pain, anxiety and other end-of-life symptoms can often be treated. Even at the end of life, you can continue to support and nurture your relationship with your loved one. Simply being there can be an important source of strength and comfort for everyone. Grief When a loved one dies, grief can feel like a dagger in your heart. Often, grief triggers raw, intense emotions. You might wonder how youll ever pick up the pieces and heal your wounds — yet not feel as if youre betraying your loved ones memory. There are no quick fixes for the grief and anguish that follow a loved ones death. As you face your grief, acknowledge the pain and know that its part of the healing process. Take good care of yourself, and seek support from friends and loved ones. Although your life will never be quite the same, the searing pain of grief will eventually become less intense. Accepting your new normal can help you reconcile your losses and move on with your life. Hospice Care Also called: End-of-life care Hospice care is end-of-life care provided by health professionals and volunteers. They give medical, psychological and spiritual support. The goal of the care is to help people who are dying have peace, comfort and dignity. The caregivers try to control pain and other symptoms so a person can remain as alert and comfortable as possible. Hospice programs also provide services to support a patients family. Usually, a hospice patient is expected to live 6 months or less. Hospice care can take place * At home * At a hospice center * In a hospital * In a skilled nursing facility - What is the role of the family? Family members often make sacrifices to care for relatives. Families provide care, pain management, and protect the patient. Although they may lack knowledge, caregivers gain satisfaction and pride from providing care, but are also at risk for depression and health problems related to caregiver stress (Haley Bailey, 1999: Haley et al., 2001; Weitzner, Haley, Chen, 2000). Some cultures may believe caring is the community’s duty and obligation. Caregivers benefit from social support, maintaining social activities and roles, and psychological interventions that teach coping skills. Most people want their family to be given choices about treatment and few wanted the physician to decide alone (Bradley, 1998). End of life: Caring for a dying loved one Whether you bring a dying loved one home or keep vigil at the hospital, you can take measures to provide comfort and relief at the end of life. Caring for a dying loved one isnt easy. Even when you know the end of life is approaching, you might not feel prepared. Understanding what to expect — and what you can do to increase your loved ones comfort — can help. * Choosing where to die Your loved one may have various choices for end-of-life care. Options may include: * Home care. Many people choose to die at home or in the home of a family member. You can assume the role of caregiver or hire home care services for support. Hospice care — services that help ensure the highest quality of life for whatever time remains — can be provided at home as well. * Inpatient care. Some people may prefer round-the-clock care at a nursing home, hospital or dedicated inpatient hospice facility. Hospice and palliative care — a holistic treatment approach intended to ease symptoms, relieve pain, and address spiritual and psychological concerns — can be provided in any of these environments. When you discuss the options with your loved one, consider his or her preferences as well as special physical, emotional and psychosocial needs. Evaluate how much support can be provided by family members and friends. For help determining the best option, talk with your loved ones health care team or a social worker. You might ask for a referral to palliative or hospice care specialists — health care providers trained in specific care for people nearing the end of life. * Spirituality at the end of life As your loved one approaches the end of life, he or she may talk about spirituality or the meaning of life. Dont force the subject — but if it comes up, encourage your loved one to explore and address his or her feelings. You might ask your loved one open-ended questions about his or her beliefs and experiences or most meaningful moments. You may want to invite a spiritual leader to visit your loved one as well. * Saying goodbye You can help your loved one communicate his or her final wishes for family and friends. Encourage your loved one to share his or her feelings, including thanks or forgiveness, and give others a chance to say goodbye. This may stimulate discussion about important, unsaid thoughts, which can be meaningful for everyone. Your loved one might also find it comforting to leave a legacy — such as creating a recording about his or her life or writing letters to loved ones, especially concerning important future events. * Recognizing when death is near Its difficult to predict exactly when someone will die. As death approaches, however, your loved one may show various signs and symptoms indicating that the end of life is near. Look for: * Restlessness and agitation. Your loved one may frequently change positions. * Withdrawal. Your loved one may no longer want to participate in social events or other favorite activities. * Drowsiness. Your loved one may spend most of his or her time asleep. * Loss of appetite. Your loved one may eat and drink less than usual. * Pauses or other changes in breathing. This may happen when your loved one is asleep or awake. Providing comfort The active phase of dying usually begins several days before death. Although you cant change whats happening to your loved one, you can help him or her feel as comfortable as possible — ideally with the support of palliative or hospice care specialists. Your loved one also may experience a brief, final surge of energy. Though it can be confusing to see your loved one with renewed vitality, remember that this is a normal part of dying. If it happens, take advantage of the opportunity to enjoy your loved one and say your final goodbyes. * Keeping vigil For many families, keeping vigil near a dying loved ones bed is a way to show support and love. If you decide to keep vigil, continue talking to your loved one. If you think your loved one would want to share this time with others, invite family members or close friends to show their support as well. Express your love, but also let your loved one know that its all right to let go. What is working? Mental health providers with palliative expertise can improve communication and resources. Mental health experts help providers understand the patient’s concerns and culture. They explain confusing medical terms and clarify CPR, pain management, and other treatments and encourage collaboration. Mental health providers also help relieve the common emotional distress and grief resulting from a terminal illness or care giving. COPING WITH BEREAVEMENT â€Å"IN OUR HEARTS, WE ALL KNOW THAT DEATH IS A PART OF LIFE. IN FACT, DEATH GIVES MEANING TO OUR EXISTENCE BECAUSE IT REMINDS US HOW PRECIOUS LIFE IS.† * Coping With Loss The loss of a loved one is life’s most stressful event and can cause a major emotional crisis. After the death of someone you love, you experience bereavement, which literally means â€Å"to be deprived by death.† Remember — It takes time to fully absorb the impact of a major loss. You never stop missing your loved one, but the pain eases after time and allows you to go on with your life. * Knowing What to Expect When a death takes place, you may experience a wide range of emotions, even when the death is expected. Many people report feeling an initial stage of numbness after first learning of a death, but there is no real order to the grieving process. Some emotions you may experience include: * Denial * Disbelief * Confusion * Shock * Sadness * Yearning * Anger * Humiliation * Despair * Guilt These feelings are normal and common reactions to loss. You may not be prepared for the intensity and duration of your emotions or how swiftly your moods may change. You may even begin to doubt the stability of your mental health. But be assured that these feelings are healthy and appropriate and will help you come to terms with your loss. * Mourning A Loved One It is not easy to cope after a loved one dies. You will mourn and grieve. Mourning is the natural process you go through to accept a major loss. Mourning may include religious traditions honoring the dead or gathering with friends and family to share your loss. Mourning is personal and may last months or years. Grieving is the outward expression of your loss. Your grief is likely to be expressed physically, emotionally, and psychologically. For instance, crying is a physical expression, while depression is a psychological expression. It is very important to allow yourself to express these feelings. Often, death is a subject that is avoided, ignored or denied. At first it may seem helpful to separate yourself from the pain, but you cannot avoid grieving forever. Someday those feelings will need to be resolved or they may cause physical or emotional illness. Many people report physical symptoms that accompany grief. Stomach pain, loss of appetite, intestinal upsets, sleep disturbances and loss of energy are all common symptoms of acute grief. Of all life’s stresses, mourning can seriously test your natural defense systems. Existing illnesses may worsen or new conditions may develop. Profound emotional reactions may occur. These reactions include anxiety attacks, chronic fatigue, depression and thoughts of suicide. An obsession with the deceased is also a common reaction to death. * Dealing with a Major Loss The death of a loved one is always difficult. Your reactions are influenced by the circumstances of a death, particularly when it is sudden or accidental. Your reactions are also influenced by your relationship with the person who died. A child’s death arouses an overwhelming sense of injustice — for lost potential, unfulfilled dreams and senseless suffering. Parents may feel responsible for the child’s death, no matter how irrational that may seem. Parents may also feel that they have lost a vital part of their own identity. A spouse’s death is very traumatic. In addition to the severe emotional shock, the death may cause a potential financial crisis if the spouse was the family’s main income source. The death may necessitate major social adjustments requiring the surviving spouse to parent alone, adjust to single life and maybe even return to work. Elderly people may be especially vulnerable when they lose a spouse because it means losing a lifetime of shared experiences. At this time, feelings of loneliness may be compounded by the death of close friends. A loss due to suicide can be among the most difficult losses to bear. They may leave the survivors with a tremendous burden of guilt, anger and shame. Survivors may even feel responsible for the death. Seeking counseling during the first weeks after the suicide is particularly beneficial and advisable. Living with Grief Coping with death is vital to your mental health. It is only natural to experience grief when a loved one dies. The best thing you can do is allow yourself to grieve. There are many ways to cope effectively with your pain. * Seek out caring people. Find relatives and friends who can understand your feelings of loss. Join support groups with others who are experiencing similar losses. * Express your feelings. Tell others how you are feeling; it will help you to work through the grieving process. * Take care of your health. Maintain regular contact with your family physician and be sure to eat well and get plenty of rest. Be aware of the danger of developing a dependence on medication or alcohol to deal with your grief. * Accept that life is for the living. It takes effort to begin to live again in the present and not dwell on the past. * Postpone major life changes. Try to hold off on making any major changes, such as moving, remarrying, changing jobs or having another child. You should give yourself time to adjust to your loss. * Be patient. It can take months or even years to absorb a major loss and accept your changed life. * Seek outside help when necessary. If your grief seems like it is too much to bear, seek professional assistance to help work through your grief. It’s a sign of strength, not weakness, to seek help.

call centers :: essays research papers

Call Centers -- RP's Emerging Sunshine Industry The call center service has been dubbed the country's latest sunshine industry, expected to generate around 24,000 jobs in the next two years. When a door closes, a window opens. Even as the Philippines feels the fallout from the global IT crunch, it has benefited from the prevailing cost-cutting trend in an unexpected way -- an unprecedented boom in the call center business. Indeed, the call center service has been dubbed the country's latest sunshine industry, with the sector expected to generate around 24,000 jobs in the next two years, according to Toby Monsod, former assistant secretary of the Department of Trade and Industry (DTI). "It's a very promising industry. Everybody's growing and hiring," Benedict Hernandez, Contact Center Association of the Philippines (CCAP) chair, said in a recent interview. From 2000 to 2001, the segment reportedly grew by more than 200 percent, and local call center revenues are projected to increase from $173 million in 2002 to $864 million in 2004. Optimism runs high as an international research group forecasts the growth of ICT-enabled services to a $200-billion industry by the year 2010, with the call center segment's share at $42 billion. Reports say that in the United States alone, there are 1.5 million call center seats that could be outsourced, and so far the Philippines has less than 10,000 seats filled, indicating the domestic industry's huge potential. What are call centers? A call center is a central customer service operation where agents (often called customer care specialists or customer service representatives) handle telephone calls on behalf of a client. Clients include mail-order catalog houses, telemarketing companies, computer product help desks, banks, financial service and insurance groups, transportation and freight handling firms, hotels and IT companies. The size of an operation is described in terms of the number of "seats." A seat consists of a station with two or three people alternating in several shifts to provide 24-hour call center service. The industry's main target markets include the United States, Australia and the United Kingdom. Many factors contribute to the local industry's sizzling development pace. One is the rising cost of doing business in industrialized countries like the United States, forcing foreign companies to downsize and outsource peripheral e-services to developing countries like the Philippines to cut overheads. CCAP president Jose Ferreros also cites the better power and telecommunications infrastructure, competitive labor cost in terms of quality and value for money, and strong government support for ICT-related industries.

Equal Opportunities Approaches & Managing Diversity

Abstract The aim of this paper is to analyze the similarities and the differences between two popular approaches in today’s human resource management: equal opportunities approach and managing diversity approach. While the managing diversity approach focuses more on business efficiency, the equal opportunities approach concentrates on equal treatment of employees in a bureaucratic sense. The paper begins with definitions of both approaches; continues with explaining differences and similarities of both approaches comparatively.The relative superiority of the managing diversity approach for business organisations with respect to equal opportunities approach is gone through followed by a conclusive part. There have been considerable positive developments against discrimination of employees recently through legislation, while initiatives for equality and affirmative action programs were developed as well (Zafree, 2010). These steps have served to take unemployment levels and work place discrimination of the disadvantaged groups that are discriminated due to their races, ages, religions, gender, down.The equal opportunities approach, concentrates on equality and justice at workplaces (Zafree, 2010). The equal opportunities approach can be said to be a liberal school of thought usually supported by legally binding regulations, which influences actions and behaviours at workplace through legislation with formalised procedures and policies. Through policies applied through equal opportunities approach, employees and potential employees are able to exist and compete on equal terms with respect to race, gender, disability, religion etc.In other words, equal opportunities approach assumes that discrimination stems from unequal treatment of individuals. It can therefore be said that, the equal opportunities approach analyses employee and employer relationships directly from viewpoint of public, state and employees; while the focus is less for employers' situation. T he main idea behind equal opportunities approach is promoting rights of all members in the society (Torrington, Hall and Taylor, 2008, p. 576) regardless of their social, cultural, religious or ethnical backgrounds.As a result, this approach is less about the outcomes or results of working in a socially and culturally diverse environment, but on the opportunities that can prepare or lead to such an environment. From this point of view, equal opportunities approach is not directly interested in affecting employee satisfaction or product efficiency of an organisation. However, it concentrates on the equalising opportunities pertaining to positing within an organisation. There are several stereotypical characteristics in organizations that can lead to discrimination (Bekyan, 2010).With equal opportunities strategy, human resource managers are driven with an emphasis on positive action, or creating a more balanced mix of staff, permitted under all strands of the discrimination such as à ¢â‚¬Ëœstaff training', ‘flexibility of dress', ‘providing assistance with child care' and so forth. According to Equality Act (2010), age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex and sexual orientation are the factors that are to be protected during employment process; which are directly aimed at through equal opportunities approach.On the other hand, managing diversity approach is a concept that was first applied in the United States in 1980s as a reply to the demographic modifications within the labour force, global competition, while it was also a reaction to the introduction of equality legislation and practices (Strachan, French & Burgess, 2009, p. 1). The managing diversity approach accepts that the workforce is composed of a diverse population, including diversity factors such as age, background, sex, disability, personality and work style (Kandola and Fullerton, 1998, p. ). Controlling and helping co-existenc e of these differences help creating a more productive workplace environment, where everybody would feel valued and their skills fully utilised, finally leading to achievement of organisational goals (Kandola and Fullerton, 1998, p. 8). The managing diversity approach concentrates on the positive action as the equal opportunities. This strategy goes beyond the law, focusing on the differences between people, who are considered as added value in an organization. Bartz et al. 1990) have found that the main issue of the managing diversity strategy is to understand that there could be diversities within the workforce; as well as these diversities, if correctly managed, lead to higher efficiency and effectiveness at workplace. There are examples of diversity factors such as race, culture, disability, gender, and so forth. Kandola and Fullerton (1998) have shown that within workforce there are different types of individuals with different characteristics through managing diversity approac h.The diversity consists of ‘visible' and ‘non-visible' differences such as gender, race, disability, etc. For every individual to feel valued, managers have to harness these diversities (Kandola and Fullerton, 1998, p. 19). However, in this way there will be dynamic and working environment, where all the different talents will be used and the goals of the company will be met. The ability to show empathy for the employers will in turn affect the workforce positively, where people are going to feel that they are not alienated.Then, it will be much easier to increase workforce efficiency for the managers using ‘managing diversity' approach. Managing diversity approach can be thought as a more sophisticated approach compared to the equal opportunities approach. On the other hand, it might not be right to think these approaches as completely different from each other, for managing diversity approach is probably a result of the development of equal opportunities thought of school. Nevertheless, there are some differences -rather than similarities- between the two schools of thought.Equity legislation – pertaining to the equal opportunities approach – concentrates on the crucial issues within disadvantaged groups of individuals in the labour market. However, managing diversity approach does not recognise groups overtly, but talks predominantly about individuals. From this point of view, equal opportunities approach is externally imposed, leaning mostly on legal, legitimate and legal concepts compared to the equal opportunities approach.As a result, application of equal opportunities approach is usually perceived as a cost for organisations (Foreman, n. d. ), which is not a directly profitable step for the organisation. On the other hand, managing diversity is usually an internally driven concept, aiming at helping the organisation realise its business goals (without legal coercion), as a result, this approach is a kind of investment t o the human resources of an organisation and therefore is not considered as a financial burden.So, given the two approaches, the managing diversity approach is more prone to be perceived as an efficient and effective methodology to enhance workforce satisfaction, which will affect productivity positively as a result. According to Strachan, French and Burgess (2009), managing diversity approach promotes individual differences, while they target practices in one company at particular groups of individuals, which is not directly the case for equal opportunities approach.This is due to the fact that equal opportunities approach is more legally binding, taking less notice of work environment efficiency comparatively. As a result, managing diversity approach enables strategic integration among employees, focusing on outcomes (of the working activities); while equal opportunities approach is operational and concerned with the process of the work, rather than its outcomes (Foreman, n. d. ). So, differences are problems to be solved in equal opportunities approach, where assimilation of these is promoted. However, differences are assets for organisations using managing diversity approach, for it helps boost organisation's production goals as a result of increased employee satisfaction. It can be said that, the equal opportunities approach does fail to recognise the real value that could be lying beneath differences (and diversities), while for managing diversity approach these are precious assets for the organisations.The main concept of managing diversity approach is the belief that organisations have to use benefits stemming from the multicultural environment. Therefore, it is in companies' interest to recognise and satisfy the needs of the workforce. On the contrary, the framework for equal opportunities within the working environment is built on a human rights point of view, which is obligatory rather than a desired process. However, when something is an obligation, it is not easy to assume or assimilate it as a useful feature for organisations.The main idea for equal opportunities regarding working environment is that individuals should not be discriminated, while the decisions in the institutions should not be founded upon individual characteristics. Even though issues related to human rights are universal, approaches for managing diversity differ among societies, sectors or countries depending on demographic, legal, social and economic parameters (Strachan, French and Burgess, 2009).On the other hand, for equal opportunities approach such relativity might not be possible, for the policies and tendencies for this approach are based more on bureaucratic and legal requirements rather than business and managerial needs. Focus of action for equal opportunities school of thought is on group activities aiming at development of groups – rather than individuals – within the workforce; which are usually legally required (Foreman, n. d. ). This can be a bit problematic, for ignoring individuality can lead some other problems within an organisation.On the other hand, managing diversity approach leans on universal initiatives focusing on the development of all individuals in theory. In addition, Strachan, French and Burgess (2009) have found that equal opportunities approach recognizes discrimination of people in a society, which happened in the past and is still continuing, implying a narrow view of positivist knowledge base. This could be discouraging to establish empathy among members of that society or the members of the workforce under focus.Equal opportunities approach looks for abolition of the discrimination as well as for protection for weak groups subject to discrimination. However, this can also lead to some subjective and biased policies for member of not weak groups as well. In contrast, managing diversity is not concentrated on historical and ongoing discrimination in the organisations or in the society , implying a wider and pluralist knowledge base comparatively (Foreman, n. d. ).Organisations that pursue managing diversity approach are able to synthesise equity principles with pragmatism, turning the requirements imposed by equal opportunities approach into an advantage – rather than a bureaucratic burden – for the organisation (Humphries and Grice, 1995). This is a positive feature, for both employees and employers will feel less burden stemming from bureaucracy, because with the managing diversity approach they will be making steps to improve the business and themselves, while this will not probably be the case for equal opportunities approach.While equal opportunities approach aims at forcing organisations to exert policies against discrimination, organisations that apply managing diversity approach are aware that they can get further benefits by extending the conditions required by equal opportunities approach, and increasing both employee satisfaction and prod uct efficiency of the organisation. So, forcing organisations will only result in more submission. However, this will not affect workforce peace and efficiency as desired.This is due to the fact that it will then be something that is imposed by legal institutions, rather than an outcome of a mutual demand of employees and employers. However, existing equal opportunities policies do not necessarily have to prevent managing diversity attempts. Organisations can make steps to transcend equal opportunities approach using developed and refined managing diversity policies. According to Thomas (1990), managing diversity approach and equal opportunities approach can co-exist within an organisation.Organisations that have adopted managing diversity approach do usually cover and adopt requirements of the equal opportunities approach. On the other hand, organisations that have adopted only equal opportunities approach might not be covering the requirements of the managing diversity approach. T his is a result of the fact that, equal opportunities approach is more focused on theoretical and formal necessities, while managing diversity is an outcome of real life business world needs and requirements.Organisations that apply equal opportunities approach and managing diversity approach are comparatively superior to organisations, which do not adopt these approaches (Kandola and Fullerton, 1998). It should also be added that organisations that adopt only equal opportunities approach are less superior to organisations that adopt managing diversity approach, for the latter approach is more related to and focused on contemporary problems of workforce.As a result of the points gone through in this research, it can be said that managing diversity approach is a more individual and business-oriented version of equal opportunities approach, for it is more strategic, internally driven and goal-oriented unlike the equal opportunities approach, which is externally driven and focuses on a narrower scope such as equality of opportunities, therefore functions on operational rather than strategic basis.Managing diversity approach can be developed and criticised by organisations, which is not the case for the equal opportunities approach imposed by governments and legislation. In addition, promotion of diversity by the managing diversity approach is another superior point, compared to the equal opportunities approach that aims at assimilation of diversities, which is not a promising concept for employees not belonging to mainstream social strata from ethnical, religious, social or cultural points of views.

Jack Daniel’s Social Responsibility Essay

This essay presents some of the very key issues expressed over the time factor and global changes with implications on how society accepts the attitude of the corporation in term of its social responsibility to the demands and expectations. Each era has set new challenges to the Jack Daniel so as to act in accordance with its policy of being socially responsible to sell its products with publicizing of regional marketing trends by also keeping in line with the production and running costs. In this essay, the points that have been discussed are that how consumers are stimulated in buying Jack Daniel products from the social and moral values exemplified by the marketing campaigns in pure responsible way of letting people know their concern to appropriate drinking age and self-accountability. The market trends are shown in this essay to reflect the growth and market strategy exercised by Jack Daniel, a company of Brown-Forman Conglomerate. The essay covers the following areas: Outline 1. Introduction to Social Responsibility 2. Social Responsibility in Entity Form 3. Getting to know Jack Daniel 4. Historical Perspective in Social Responsibility 5. Historical Perspective in Social Responsibility 6. Society Expectations 7. Corporate Social Strategy 8. Closer Look on Jack Daniels’ Social Responsibility 9. Success in the Responsible Attitude 10. Conclusion Introduction to Social Responsibility Social Responsibility appears in the society with two different perspectives as interpreted by the people setting up the norms of that society. Firstly, we act in a positive sense about which we perceive is our social responsibility to do so. Secondly, we renounce from the kind of act that seems to affect negatively to the society that again shows our social responsibility by behaving in such a manner. The evaluation of our act whether in positive or negative is determined by what kind of society we live in and how it is based on some pre-defined values and common understanding among the habitants. So every person, being part of the society, determines how he or she would react to the cultural values of society in form of positive or negative social responsibility, if truly accepting the responsibility. Human psychology has developed in such a pure form of ethical grounds that every consumer of alcohol drink believes to have right of buying a whiskey that is sold on moral standards of a society. Social responsibility speaks itself in both the cases of consumer and the producer that it starts from the producer’s end of responsibility to the consumer’s end to survive in the society with respect and on good grounds. Social Responsibility in Entity Form However in practical aspect, different entities (in form of people or organizations) tend to set their responsibility area as whether the entity is responsible to act for a specific purpose in the society. We can take example of an entity that is socially responsible for child labour rights; or for minority rights protection, justifies its position in society in the form positive responsibility. This also involves some entities that are of corporate nature including organizations, which are responsible to provide better growth prospective and benefits in terms of ethical obligations. Apart from self responsibility captivation, entities socially entitle in concerns of the society having an impact on the welfare and incumbent environment. Here I will discuss the case of Jack Daniel fulfilling the social responsibility by surviving in the global drinking society. Jack Daniel is basically a whiskey distiller based in US, whose founder is known as Jasper Newton â€Å"Jack† Daniel, is an entity of Brown – Forman corporation. Getting to know Jack Daniel Firstly, the company of Jack Daniel earns money by selling alcohol that is legally bought by people who are all willing to pay prices of such intake with their sole responsibility. For that reason, it is beyond the scope of responsibility of Jack Daniel to justify against each individual’s self responsibility to act humane in the society. Secondly, from the existing scenario, the conflict also arises that this all income is dependent entirely on the detriment of the whole lot that happens as a consequence to its sole business operations. So the company takes in no moral, if not social, responsibility for the people to invest or utilize its services/products. What Jack Daniel has adopted now as a promotion campaign in lieu of its social responsibility characteristic and being the sponsor Richard Childress in NASCAR racing; is their slogan of: â€Å"Pace Yourself. Drink Responsibly† Historical Perspective in Social Responsibility By moving through a timeline, we can very easily distinguish as how Jack Daniel has coped with the growing responsibility of surviving in the global industry, and in markets full of social and moral values. In the early stages of organizational restructuring, the company greatly emphasized on enhancing its public picture with acquaints and precautions of use of alcohol as commonly understood meaning of having its whiskey consumable after effects. We can with mutual understanding call it the awareness campaign that taking whiskey while driving or presenting in the society they should be in a judicious competence. The awareness has now spread comprises definitely of the marketing gizmos that more importantly accentuated on having their product (whisky) is solely considered for adults, thereby understanding the fact that they completely agree to the post conditions of drinking, when not being moderate. Drinking dilemmas were discussed during this time to publicly broadcast the facts and figures in this regard. By looking the historical defences, Jack Daniel, as speaking in terms of its parent company Brown-Forman, bears a history of highly approving social responsibility. Society Expectations Now that the consumers around the world are getting more sophisticated on the dynamics influencing their life, Jack Daniel is looking for such corporate strategies that not only comply with the positive attitude to the social norms in their market region, but are also effective in long term basis. No matter how the consumer behaviour changes in terms of the revolutionary or cultural tends, companies tend to mould their attitude, both positive and negative, with the regional social norms in perspective. People now seek out the brands, talking in standpoint of alcohols now, that more naturally agree with the society’s welfare. Specific consumers to a brand, like Jack Daniel, have built expectations vis-a-vis to the manner of addressing social concerns very firmly connected to its products and mode of business rules and policies. The protection of environmental laws and public health awareness campaigns have made Jack Daniel consider on lines of establishing links with the major social outcomes from different regions and cultural civilizations. Corporate Social Strategy However, considering the drivers’ class, Jack Daniel is spreading its straight and particular message around the world to all the civilizations and societies is to drink responsibly enough to drive carefully, as also explained above in Getting to Know Jack Daniel. Both in terms of selling and promotional stratagem, the company responsibly brought out its products bearing a positive gratitude towards its consumers with distilled spirits products. Jack Daniel’s marketing approach is primarily based on the target audience thereby addressing only the adults and consumers of proper legal age to drink. From the current promotional campaigns, it looks obvious that the company is seriously concerned about presenting their image as a corporate that stands on social values of its very varied consumers. Growing amongst global trends in specialized market and branding, Jack Daniel has emerged as a guide to the other entities by selling its products in a very responsible manner. Closer Look on Jack Daniels’ Social Responsibility Taking a look in to the recognition of the company, it is also a founding member of the Distilled Spirits Council of the United States (DISCUS). Clint Bowyer, a racing driver on its website, highlights the DISCUS convention in terms of its code of conduct that comprises of a very essential stipulation, which affirms its social responsible approach that â€Å"alcohol advertisements will only appear in media reaching an audience of at least 70 percent above the legal drinking age† (Clint Bowyer, 2006). Apart from the marketing strategies, another key point in brand recognition is to present a picture of the corporate with the most logical way of social awareness, that is to say, is by educating the public rather than only the consumers about the impacts of alcoholism. This approach can be seen in the market designed programs of its parent company Brown-Forman which emphasizes a lot on encouraging the adults and the youth to determine how to likely deal with the implications of drinking thereby surviving in the society with a respectful living. It has been observed that a large amount of investment in terms of funding programs to publicize the message of responsible drinking and consuming the products with their sole responsibility in selling and proper usage of products. Success in the Responsible Attitude As the latest financial statements by Howard Riell, Jack Daniel has clutched a top position as top whiskey brand in America with its national sales to almost another 6. 5% growth and precise selling of more than 45 million 9-liter cases (Howard). Consumers have shown very upbeat response to the brand in terms of speaking about its history of maintaining a tie with social values that are backed by the traditions followed in the forthcoming products and in retail market. Normally young age consumers are seen to be most happy about the distilled products from Jack Daniel, whose most prominent strategy is their employee age history as of ranging from 21-29 years. Also, the key success factor seems to be the relations the company keeps with its distributors and the concerned media in very rightful manner in promoting its products. There always seem to be something common about top most globally selling brands; also speaking of Jack Daniel, the regional popularity of the brand also shows the impinge on consumer buying behaviour. Socially acknowledged brand reveals a marketing niche on the consumers’ attitude to get a drink that is less hard than the competing brands and has successful reputation in the region where it may only be the single available brand. Also considering the media-speak-out to public, people feel that Jack Daniel products seem to be complying with the moral norms of broadcasting. Jack Daniel whiskey ads on the media network are seen as appropriate to be publicized based on the quality criteria of drinks and the company’s shift to liquor with quite handy to be sold on stores selling beer or wine. Conclusion From the evolution of human society in different parts of the world, people have tend to seek the quality in the products that have an impact as stimulating factors on their mind. Drinking of alcohol is prohibited in some cultures or religions in some parts of the world however where people have taken it as a vital element in their lives among earning, living, eating etc. So the competition of whisky (being an alcoholic drink) has emerged to classify whiskey manufacturers in order of their priorities for selling their products to the drinkers having a sense of affects of its usage. Jack Daniel has in these terms has quite successfully managed to enlighten its organizational strengths by recognizing the social responsibilities that entail around the corporate success factor. We can see this success originating from the main factors of social responsibility, as from the statement of â€Å"People recognize that global companies wield extraordinary influence, both positive and negative, on society’s well-being. † (Douglas, John, Earl 2004, p4). This social recognition in terms of its own corporate strategies of brand marketing and consumer attitude toward Jack Daniel products is a very high example of business taking care of human welfare with the condition of accepting the usage responsibility. Bibliography Douglas, John, & Earl, ‘How Global Brands Compete’, Harvard Business Review, p4, Harvard Business School Publishing (2004), Retrieved on November 22, 2006 Clint Bowyer. Official website (2001) Retrieved November 22, 2006, from http://www.clintbowyer.com/

Helpful Discussion Questions for The Necklace

Helpful Discussion Questions for 'The Necklace' ​The Necklace is a favorite French short story by  Guy de Maupassant. A tragic piece about vanity, materiality, and pride, its definitely a humbling story that will get rid of any little girl or boys princess complex. Although short, Maupassant packs many themes, symbols, and even a surprise ending into The Necklace. Here are some discussion questions helpful for teachers or anyone looking to talk about the story.   Lets start from the very beginning with the title. By titling his work, The Necklace, Maupassant is immediately notifying readers to pay special attention to this object. What does the necklace symbolize? What theme does the necklace convey?  What other themes exist in the story?   Turning towards the setting, this story takes place in Paris.  Why did Maupassant decide to set this story in Paris? What was the social context of life in Paris at the time, and does it relate to The Necklace? Although Mathilde is at the center of the story, lets consider the other characters as well: Monsier Loisel and Madame Forestier. How do they advance Maupassants ideas? What role do they play in this story? Speaking of characters, do you find the characters likable, or detestable? Does your opinion of the characters change throughout the story? Finally, lets talk about the end. Maupassant is known for springing twist-endings on his readers. Did you think the ending to The Necklace was unexpected? If so, why?   Lets take this discussion beyond just analyzing the story; did you like The Necklace? Would you recommend it to your friends?

Germans in the American Revolution

Germans in the American Revolution As Britain fought its rebel American colonists during the American Revolutionary War, it struggled to provide troops for all the theaters it was engaged in. Pressures from France and Spain stretched the small and understrength British army, and as recruits took time to try, this forced the government to explore different sources of men. It was common in the eighteenth century for ‘auxiliary’ forces from one state to fight for another in return for payment, and the British had made heavy use of such arrangements in the past. After trying, but failing, to secure 20,000 Russian troops, an alternative option was using Germans. German Auxiliaries Britain had experience in using troops from the many different German states, especially in creating the Anglo-Hanoverian army during the Seven Years War. Initially, troops from Hanover- connected to Britain by the bloodline of their king- were placed on duty in the Mediterranean islands so their garrisons of regular troops could go to America. By the end of 1776, Britain had agreements in place with six German states to provide auxiliaries, and as most came from Hesse-Cassel, they were often referred to en masse as Hessians, although they were recruited from all across Germany. Nearly 30,000 Germans served in this way during the span of the war, which included both normal line regiments and the elite, and often in demand, Jgers. Between 33–37% of the British manpower in the US during the war was German. In his analysis of the military side of the war, Middlekauff described the possibility of Britain fighting the war without Germans as â€Å"unthinkable†. The German troops ranged greatly in effectiveness and ability. One British commander said the troops from Hesse-Hanau were basically unprepared for the war, while the Jgers were feared by the rebels and praised by the British. However, the actions of some Germans in plundering- allowing the rebels, who also plundered, a major propaganda coup which caused exaggeration for centuries- further reinforced the considerable numbers of Britons and Americans angry that mercenaries were being used. American anger at the British for bringing in mercenaries was reflected in Jefferson’s first draft of the Declaration of Independence: â€Å"At this very time too they are permitting their chief magistrate to send over not only soldiers of our common blood but Scotch and foreign mercenaries to invade and destroy us.† Despite this, rebels tried frequently to persuade the Germans to defect, even offering them land. The Germans at War The campaign of 1776, the year the Germans arrived, encapsulates the German experience: successful in battles around New York but made infamous as failures for their loss at the Battle of Trenton, when Washington won a victory vital for rebel morale after the German commander had neglected to build defenses. Indeed, the Germans fought in many places across the US during the war, although there was a tendency, later on, to sideline them as garrisons or just raiding troops. They are chiefly remembered, unfairly, for both Trenton and the assault on the fort at Redbank in 1777, which failed due to a mixture of ambition and faulty intelligence. Indeed, Atwood has identified Redwood as the point at which German enthusiasm for the war began to fade. Germans were present in the early campaigns at New York, and they were also present at the end in Yorktown. Intriguingly, at one point, Lord Barrington advised the British king to offer Prince Ferdinand of Brunswick, the commander of the Anglo-Hanoverian army of the Seven Years War, the post of commander in chief. This was tactfully rejected. Germans Among the Rebels There were Germans on the rebels side among many other nationalities. Some of these were foreign nationals who had volunteered as individuals or small groups. One notable figure was a buccaneering mercenary and Prussian drill master- Prussia was regarded as having one of the premier European armies- who worked with the continental forces. He was (American) Major-General von Steuben. In addition, the French army which landed under Rochambeau included a unit of Germans, the Royal Deux-Ponts Regiment, sent to try and attract deserters from the British mercenaries.   The American colonists included large numbers of Germans, many of whom had initially been encouraged by William Penn to settle Pennsylvania, as he deliberately tried to attract Europeans who felt persecuted. By 1775, at least 100,000 Germans had entered the colonies, making up a third of Pennsylvania. This stat is cited from Middlekauff, who believed in their abilities so much he called them â€Å"the best farmers in the colonies† However, many of the Germans tried to avoid service in the war - some even supported the loyalist caused – but Hibbert is able to refer to a unit of German immigrants who fought for the US forces at Trenton – while Atwood records that â€Å"the troops of Steuben and Muhlenberg in the American army† at Yorktown were German.Sources:  Kennett,  The French Forces in America, 1780–1783, p. 22-23Hibbert, Redcoats and Rebels, p. 148Atwood, the Hessians, p. 142Marston,  The American Revolution, p. 20Atwood,  The Hessians, p. 257Middlekauff,  The Glorious Cause, p. 62Middlekauff,  The Glorious Cause, p. 335Middlekauff, The Glorious Cause, p. 34-5

Short Paper on Descartes Essay Example | Topics and Well Written Essays - 500 words

Short Paper on Descartes - Essay Example For instance, it is apparent that some people have had a dream associated with instillation of pain such as the stubbing of the stomach. In relation to this assertion, Descartes believes that the pain felt by some people when dreaming is likely the same pain they will feel when awake. It is as a result of this that people fail to distinguish between the dream world and the actual world (UA 1, 2011). This broad explanation proves the reason as to why Descartes will make his conclusion about the pinch test as the unreliable test for the awake of a person. Although Descartes explanation manages to relate the happenings in the dream land with those in the actual world, it is apparent his argument against the pinch test does not rule out the pinch test as the best test for the awake of a person. This is in connection with the processes associated with pinching oneself. It is evident that the mind takes part in the pinching act. In relation to this claim, it is impossible for a person who is asleep to pinch himself or herself in order to determine if they are awake. When one is asleep, he or she thinks of either the daily happening or fantasize on other things in life. Such thoughts will not give one room to ascertain if they are awake through use of the pinch test. The thinking processes associated with pinching oneself is by itself one of the reliable tests for one’s awake. In tandem with this assertion, one can affirm that the pain instilled through pinching makes one to realize that he or she is awake. This because the pain in sulted by the pinch is communicated by the nervous system to the brain which as a result ascertain that a person is awake. In conclusion, Descartes double standard argument for the pinch test is in relation to his association of the dream land incidents with the real incidents. It is because of the similarity in occurrence of things that Descartes claims that pinch test is

Google glasses Essay Example | Topics and Well Written Essays - 250 words

Google glasses - Essay Example This version is effective since it has a user practice that works easily under voice commands and touch. Based on the demand-pull inflation, Google glass has received a strong consumer demand due to its efficiency. The users are highly purchasing the Google glasses, and its sales have increased inevitably. This has improved the economy of Google glasses making it to have the attention of many users al over the world. In conclusion, according to the Ansoff strategy, the company has to undertake various steps to make sure that the consumers are aware of the product in the mark. When the Google glass products are introduced the market penetration is important since it captures the attention of customers from other products. This results to market development where different consumers are targeted for the Google glass products. When the products develop, the manufactures of Google glass have the advantage of producing new products since the consumers are aware. Through these strategies, the product will become diversified and the manufacturing firm is at a lower risk of losing market to its