Mexican Immigrants in the United States Essay

Abstract Choosing to focus on the Mexican Immigrant in the United States workplace will help to develop an understanding of how organizational decisions insure the acceptance and inclusion of the group with those of the organization’s in-group creating a unified work environment. Chao and Willaby (2007) theorized that everyone had their own vision of how the world works and acting upon it based on what they have perceived as being true; sometimes the visions of others are difficult to understand or accept, which can cause strife and alienation in the workplace. According to Adu-Febiri (2006) the responsibility of transformational leadership is to raise employee awareness; thus, beginning the journey for an all-inclusive and unified work environment. Mei and Russ (2007) identified that management’s objective should be to help organizational employees to establish a foundation of developing the core and cultural competencies that are critical to developing effective methods for advocating change and cultural blending. The results of this essay and the completion of employee interviews will help to heighten areas of self-actualization and ethnic and linguistic competencies of the author and all cultural groups she will be accountable. Mexican Immigrants in the United States Workplace Introduction Chao and Willaby (2007) advised that everyone had their own vision of how the world works and that everyone performs according to their perception of the right way to live as a part of that world. Greenwood (2007) contends there are differing perceptions of how the world operates creates complex challenges when working to blend differing beliefs toward a unified environment. The following literature review focuses on raising the level of diversity consciousness as it relates to Mexican immigrants in the workplace. Deaux, Reid, Martin, and Bikmen (2006) identified that the Hispanic sociohistorical perspective provided significant information reflecting an independent group that is dedicated to their families and struggling to survive in an environment that often resents them being in the workplace. Parrado and Kandel (2010) contend the Hispanic group is one of the fastest growing minority groups that has magnified the supply of low-skilled workers. The author also identified the group’s struggle with linguistic challenges as being what prevented many from achieving educational needs, which exacerbates the group’s equality in the workplace. Trends in Workplace Diversity Globalization, technology, and increased mobile ability have created diverse ethnic and linguistic challenges felt around the globe. Greenwood (2008) contended that some of the Hispanic group chose to move to the United States in pursuit of a higher quality of life; others made their decisions based on a lower cost of living and others came only to make an income that could be sent back to their homeland to take care of family left behind. Whatever the reason for the influx challenges to achieving unity in the workplace begin at the onset and will become more complex in nature as the number of ethnic and linguistic minorities continue to grow. The qualitative study performed by deCastro, Fujishiro, Sweitzer, and Oliva, (2006) theorized the negative workplace experiences of minority groups were inclusive of linguistic barriers, poor and unsafe working conditions, illegal methods of pay, work related injuries, and, finally, a consistent loss of jobs. Adu-Febiri (2006) theorized that workplace environments require the creation of opportunities for inclusion of all associated with the organization that matriculates all toward a true multicultural identity. Impact of Global Economy deCastro, et al (2006) provided that the impacts of a global economy are far reaching and have served to change the very fabric of cultural beliefs and community structures. The authors explain that many of the in-migrants see the expanding economies as a new and promising dimension of prosperity; while many of the native group believes it to be the portent of doom. For better and worse, everyone will have to learn about and from one another. Rizvi (2009) theorized the impact of a global economy as being realized in everyday activities such as processes at work, cultural interrelationships, capital, information exchanges, food and goods, and ideas. The global economy changed the dynamics of doing business with the enhancement of technology, communication, politics, and immigration. Adu-Febiri’s (2006) contentions of the global environment included the potential for cultural erosion due to a lack of human factor competency. As employment globalization grows so do the challenges for maintaining ethnic cultural norms in a manner that creates workplace inclusion. Chao and Willaby (2007) echoed Adu-Febiri’s thoughts when they asserted the globalization has created the challenge of the hiring of immigrants around the world; the authors maintain, â€Å"†¦has no geographic, political, or cultural bounds† (Chao and Willaby, p. 32, 2007). The authors further identified challenges of minority ethnic and linguistic groups have been to hold onto their cultural and linguistic makeup: Globalization has encouraged many to dress the way the other dresses and eat what the other eats, the result being a cultural homogenization process and the subtle emotions of ethnic cultural shame within groups. Chao and Willaby (2007) explained that reducing and ultimately eliminating the impact of cultural homogenization, the overt and more subtle forms of discrimination, ethnic and linguistic bias requires the expansion of diversity consciousness in the form of implicit cognitive awareness of management and employees. Discrimination Practices Carr-Ruffino (2005) explained that challenges to ensuring discrimination does not exist in the workplace requires a thorough understanding of the context it occurs, which requires high levels of self-awareness and a significant understanding of all ethnic groups in the workplace. Findler, Wind, and Mor Barak (2007) asserted that the ever growing challenge of diversity has worked to create demands that organizations determine and implement methods for effectively coping with workforce diversity. A number of theoretical viewpoints and studies identify common threads that include perceptions of inclusion or exclusion, fairness, social and organizational commitment, job satisfaction, and the overall sense of well-being. Another study performed by Krings and Olivares (2007) questioned the impact of ethnicity, job type, bias, and the commitment to interview discrimination practices from the employer perspective. The study resolved there was a higher potential for bias and discriminatory practices when there was a lack of diversity consciousness. Echautegui-de- Jesus, et al (2006) explained that working alongside an ethnic and gender group the native group perceives as being different from themselves creates challenges arising from imbalanced group powers. The Rubini, Moscatelli, Albarello, and Palmonari (2006) study compared the discriminatory effects of group power and social identification as it relates to linguistic discrimination. The study found higher levels of discriminatory practices were present when in-group participants responded in more positive way to other in-group members than they did with those considered the outside group. Another study completed by Echautegui-de-Jesus, Hughes, Johnston, and Hyun (2006) examined the effects of the employee’s psychological sense of well-being and job satisfaction as it relates to employee performance. Echautegui-de- Jesus, et al (2006) identified that minority groups often perceive themselves as being threatened with the loss of their interpretation of the world; the result being the loss of ability to achieve a sense of belonging, which brings into focus Robinson’s (2008) contention that identifying discriminatory practices often relies on perceptions of contentions of discrimination of the receiver. The need for higher levels of understanding diversity and the relationship between achieving a sense of well-being will be critical to the Hispanic group’s continued growth as a part of a global world. The studies and theoretical viewpoints reviewed provided a deeper insight to potential discriminatory practices arising from the diversification of the workplace. Ruane (2010) elucidated that as globalized employment continues to evolve and grow, talent pools will increase in a way that greatly enhances an organization’s ability to do business anywhere in the world. Taking advantage of the globalized potential requires management and employees raise the bar on diversity consciousness to create a sense of well-being for everyone in the workplace environment. Accommodating Diversity Ruane (2010) identified the need for accommodating diversity in the workplace and that it required training, strategies, and methods for managing diversity that created equality and a sense of well-being for everyone involved with working environment. A critical step toward identifying the level and expanding needs of diversity consciousness requires the identification of attitudes and implemented plans that will maintain and increase the common ground between all related to the workplace. The study performed by Greenwood (2008) stipulated the more a workplace environment diversifies the more difficult it would become for employees to maintain the sense of being a part of a unified work environment, which necessitates high levels of commitment to diversity practices on a consistent basis. Ruane (2010) theorized the importance of willingly and openly creating opportunities of inclusion begins with creating opportunity for shared diversity experiences that will increase diversity consciousness over time. The Nielsen and Fehmidah study (2009) identified the relationship between transformational leadership and the employees’ sense of well-being. Understanding that creating an effective diversity oriented work environment will help to ensure workers’ job satisfaction, inclusiveness, and sense of well-being continues to grow is not difficult; however, establishing strong leadership that is committed to ensuring prior underrepresented groups, such as the Mexican group requires strong diversity skill sets. Nielson and Munir’s (2009) article argued that the multifaceted workforce environment of the United States requires transformational management, laws ensuring equitable equality, and strong diversity training practices: Practices that encompass the perceived challenges of a Hispanic workforce. Most can agree the only way to manage diversity is to plan for it. Effects of Cultures in the Workplace Greenwood (2008) rationalized the world’s workplace environment is consistently changing and with each change comes different cultures, religions, sexual orientations, and ethnic groups; the objective is to welcome and support each group equally so as to create a new unified environment. Robinson (2008) provided that efforts to blend diverse cultures can have both negative and positive effects on operations, interrelationships, productivity, and the future growth of the company. Understanding differences between groups is a critical first step toward understanding how to make diverse cultures work together. The interviewing of three separate organizations helped to provide a better understanding of how both negative and positive effects of differing cultures can affect organizational outcomes. Greenwood (2008) explicated that cultural diversity affected each member of a work group; he also identified that challenges arising from linguistic barriers, differing work ethics, communication misunderstandings, and group power imbalances represented major trials to diversity. de Castro, Fujishiro, Sweitzer, and Oliva (2006) explained that diversity challenges require the commitment of management to ensure the positive effects outweigh the potential negative effects. Each of the three organizations interviewed believed strongly that it is only by creating flexible and inclusive work environments that organizations can reap the benefits of diversity in the workplace. Organizations that have planned for diversity understand that the right employee and management diversity planning and training will open the tap for contributions resulting from the perceptions of a multicultural workforce that is focused on one objective; the health and growth of the organization and the communities being served (Gabe Hooper, Personal Communication, January 20, 2011). Employer Attitudes The three organizations interviewed for the review work in the service delivery areas of healthcare. Each organization is focused on providing care and services to the communities under their care. The three interviewees chosen for the project presented diversity attitudes that were similar in their perceptions of cultural diversity. Each offered a definition of diversity that relates to being anything and everything associated with human life inclusive of the way an individual thinks, feels, dresses, communicates, and behaves. Each considered the value of diversity consciousness as being a critical component to the continued success of the organizations. However, each of the interviewees offered differing perspectives for overcoming culture challenges and the elimination of bias and discriminatory perceptions of all concerned. Some of the differences in perspectives are due to a noted lack of diversity within the organization; some of the differences are due to a lack of prior experience dealing with multicultural groups within the workplace. Appalachian Community Services (ACS) of western North Carolina offers strict protocols for agency professionals and support staff to ensure agency service delivery eliminates the potential for bias, prejudicial and any other discriminatory practices. Gabe Hooper the Program Manager for ACS was open to allowing a review and discussion of agency published agency policies as it relates to diversity initiatives of the organization. The agency policy offers stipulations inclusive of 1) a working environment that promotes dignity and respect, 2) the commitment to diversity and equality, good management practices that make sense, 3) the commitment to monitor and review on an annual basis, and 4) promises to address all forms of misconduct as defined in the organization’s code of ethics manual. After reviewing the agency standards for diversity management Mr. Hooper was asked why the agency did not seem to have a diverse base of employees within the agency. Mr. Hooper explained that ACS was largely a non-profit organization requiring high levels of professional credentialing to even be employed with the agency and that eliminated a number of the minority populace. Another reason provided was the fact the organization was based in rural environment, which does not lend well to the procuring and retaining of high quality and diverse professionals. Mr. Hooper stated, â€Å"The organization holds what comes their way and whether or not it balances diversity initiatives is secondary† (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). ACS professionals participate with one another and with their communities to create a strong sense of inclusion and well-being; the agency participates and supports community group histories and cultural celebrations. Hooper identified that everything experienced represents a new knowledge and it is brought into the work environment. ACS requires ongoing and consistent training for diversity related challenges that are becoming a part of the changing landscape; however, the organization has been unsuccessful with attracting minority groups to the organization. ACS has and enforces strong diversity protocols that are designed to ensure clients of the agency are not subjected to any forms of bias, prejudicial, or any other discriminatory practices and these same protocols are intended to serve the organization as the workplace culture evolves (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). Harris Regional Hospital offered by far the most culturally diverse workforce reviewed and diversity was represented at all levels of the organization. Janet Millsaps, Vice President of Human Resources explained the hospital’s objective for being ‘the place to work’ in western North Carolina. To fulfill the hospital’s objective requires the valuing, utilizing, and recognizing the unique potential of everyone working for the hospital. Millsaps explained that every new employee, no matter the position or department, is required to attend diversity-training sessions prior to stepping into their assigned positions and to attend annual seminars as they are presented. Finally, all employees must read and sign an agreement to uphold the organization’s code of ethics, which includes a number of diversity professional conduct requirements. The objective of the hospital is to achieve a 90 percent consumer success rating from each employee that serves that consumer. Diversity consciousness represents the biggest challenge to the hospital and it is taken very seriously. All employees are encouraged to share in community celebrations whether from the perspective of the resident Cherokee, Mexican immigrants, or any other group; employees are expected to share and respect each other’s cultural beliefs as well. Harris Regional takes a great deal of pride in their commitment to all staff members and encourages each one to share and promote ideas and concepts that will serve to unite the hospital with the communities it serves (Janet Millsaps, VP, Personal Communication, February 01, 2011). The third and final interview performed was conducted with the Hospice House Foundation of WNC, Inc. Michele Alderson, President defines the objective of the Hospice House as being to provide the right care, at the right time, in the right place, for the right patient, and on their terms. Alderson explains the development of a diversity-sensitive organization as being a part of the groundwork that is critical to being an accepted help facility in any community. Mrs. Alderson believes overcoming diversity challenges in western North Carolina represents a tougher obstacle than in other areas of the country. The diversity of her workforce is currently limited to three or four multicultural subgroups inclusive of Cherokee, Mexican, African American, and Caucasian groups that outnumber the other organizational groups. Hospice House encourages all of their employees to learn from one another and the clients they serve. Alderson also explained there is no official diversity training program in place to raise the organization’s diversity consciousness; however, the organization does have formal written codes of ethics that include organizational directives for ensuring equal treatment and respect for all employees of Hospice. Contribution of Policies and Procedures Each of the three organizations interviewed offered formal written policies and procedures’ for guiding their respective organizations toward a balanced multicultural environment. ACS enforces their guidelines, encourages their employees to collaborate with the communities being served, and provides continuing diversity education; however, the organization’s management has been unsuccessful with creating opportunities for hiring multicultural staff and professionals due to the rural environment being served. The Hospice House Foundation of WNC has formal policies put into place but those policies do not seem to function as a part of the organization’s processes, nor was there a lot of organizational diversity noted at the time of the interview. The organization does not offer ongoing diversity training to their employees or professional staff members; however, the organization is supportive of community event attendance. Finally, Hospice House does not have any initiatives for creating a balanced multicultural workforce, which would make the environment more difficult for the smaller subgroups as the environment changes. Again, Harris Regional Hospital was the most thorough and impressive organization interviewed as it relates to diversity sensitivity. The hospital’s commitment to diversity and individual needs is readily evident. The hospital’s staff is encouraged to not only acknowledge and respect the needs of one another they are provided critical training to accomplish organizational objectives. All staff is encouraged to share knowledge and to create opportunities for inclusion that brings with it a strong sense of well-being; the employees spoken with confirmed they liked working with the hospital. Real-Life Practices and Recommended Practices Each of the organizations interviewed reflected a level of understanding for the needs of diverse employee populations and the needs of multicultural communities. Each of the professionals interviewed understood the relationship between work place environments and employee satisfaction. Each of the interviewees expressed their organizations had the commitment levels necessary to ensuring employee inclusion and the elimination of power group struggles. Adu-Febiri (2006) revealed that creating shared experiences and maintaining the balance of unity in the workplace as being a significant component to achieving a well-blended work environment. Not one of the organizations has a plan that will help workers overcome linguistic barriers. Rizvi (2009) identified one of the more critical needs of minority groups were programs and training modules designed to help with eliminating linguistic barriers in the work environment. Harris Regional was the only organization that believes they were up to the challenge of globalization and the evolving impacts of ethnicity. ACS and Hospice House of WNC have put the right policies and procedures in place but have not created the initiatives to attract minority groups to the workplace, which also infers the organizational leadership is not in a position to offer transformational skills that would unify all employees (Ruane, 2010). Harris Regional has already experienced challenges arising from perceptions of discrimination and worked to resolve struggles relating to power groups. ACS and Hospice House are relying on the formal policies that were put in place at the time they opened operations, which means the leadership has not had the opportunity to see if what was established works in real-life practice. Robinson (2008) contended that without having experienced diversity the potential for implied segregation will be high as the organizations expand and new groups come seeking employment; both organizations agreed this would be a potential event with their organizations. Harris Regional has been afforded the opportunity to actively recruit multicultural groups; the other two organizations claim they have not had applicants apply for available positions and both agreed they had not pursued any recruiting initiatives. Harris Regional Hospital reflects transformational leadership and they are committed to high levels of minority representation, subgroup retention, staff skill development, and the inclusion of everyone as a unified group, which is in line with the thoughts presented in an article published by Dreachslin (2007). ACS and Hospice Home of WNC have only begun the journey toward achieving objectives of diversity consciousness but both organizations are committed to learning and welcoming the new workplace trends. Myths and Stereotypes of the Mexican Group. Nielson and Munir (2009) recognized that the opening of dialogue in the workplace that addresses cultural myths and stereotyping challenges can be difficult and complex as many do not even realize their part in promulgating myths and stereotyping. Much research inclusive of Nielson and Munir (2009) identify that cultural myths and stereotyping have been a part of the world likely since the beginnings of the human race and that myth and stereotyping is alive and well in the United States. People believe and then attribute that belief by applying it generally. An individual that bites into a bad apple offers the potential for creating myths that all apples are bad rather than taking the time to sort through each one. The Mexican group has not been an exception to stereotyping and myths. Aaracho and Spodek (2007) identified that many have perceived the Mexican American father as being cold, distant and the authoritarian, which often translates into an unwillingness to be an active participant with a community or even with their own children. The stereotype of being a cold, distant, and unforgiving individual can give way to stereotyping that all the male portion of the group is interested in what they might gain in the workplace environment rather than what they can give. The authors, Aaracho and Spodek (2007) also identified that women of the Mexican group are portrayed as being quiet, submissive, and dedicated to their husbands, which creates even further myths and stereotyping as it relates to the potential of the Mexican women’s abilities in the workplace environment. Mulholland (2007) identified challenges arising from the myth that the entire Mexican group was uneducated and thereby, qualified for only the most rudimentary jobs, which represented the jobs no one else wanted. Krings and Olivares (2007) noted there were higher levels of stereotyping when Mexican applicants applied for positions that required linguistic skills. Language, accents, and body language represents the foundation of all cultures and it represents self-identification. Bernstein’s (2007) thoughts provided that Mexican Americans have been made to feel their communication style is incorrect and somehow lacking; the group has been stereotyped by others believing the differences in language integrity means the group is less intelligent. Schwartz, Domenech, Field, Santiago-Rivera, and Arredondo (2010) identified the challenges of minority professionals entering the workforce without sufficient linguistic competency as having attributed to stereotyping and myths of cultural groups. Bernstein (2007) revealed that many of the in-groups were quick to point out the Mexican groups were in the United States to earn monies, send them home to be put toward economic security needs in Mexico, and returning themselves when enough had been earned. Introducing these types of myths and stereotypes creates challenges to the group in the workplace because it gives momentum to even more harmful forms of stereotyping; a minority group entering the workplace environment where myth and stereotyping is present and unchecked will be all but forced to suffer the consequences of belief systems they had nothing to do with creating. Effects of Stereotyping and Cultural Myths The effects of stereotyping and cultural myths can cripple the working environment. McDonald (2010) described the stereotyping and cultural myth challenges to minority groups as being representative of a cycle. First, the stereotypes and myths begin with the unknown and this is often followed by competition between groups; most often, the competition is in the perspective of an in-group rather than the minority group. The next step occurs as conflicts between groups arise and this is followed even deeper rooted and malignant stereotyping and myths. McDonald (2010) contended people learn and apply attributes to what they perceive and this represents only one of less dangerous effects of stereotyping and myth. The Mexican American populace struggles with becoming a part of the mainstream environment, whether in the workplace or at home. Aberson and Gaffney (2009) revealed that the struggles of minority groups can find its root in the forced isolation caused by stereotyping and cultural myths they feel has been made their self-image. The articles presented by Mulholland (2007) and Wolfe, Cohen, Kirchner, Montoya, and Insko (2009) agree that the effects of stereotyping do not stop with the Mexican American adults it is funneled down through children via their parents, which infers the damaging effects continue through the generations of Mexican American group. Bernstein (2007) pronounced that failing to address and education all cultural groups within the workplace will result in deeply seeded divisions between the workforce; between group competition that will cause anger and frustration for all involved, and it will continue growing and expanding until the minority group has been squeezed out of the environment entirely. Exposing and Discrediting Myths and Stereotypes. Carr-Ruffino (2005) provided that exposing and discrediting cultural myths and stereotyping require that everyone be listening and hearing one another. MacDonald (2010) identified that people achieved their understanding by believing their perceptions and that it influenced the way they think and behave thereafter. Individuals helped to realize how important it is to recognize the beginnings and nuances of cultural myths and stereotyping are more likely to change attitudes and behaviors in a way that compliments the whole rather than individual groups. Wolf, et al (2009) provided that a critical step to creating a unified workplace environment required tools and methods that will help everyone to learn to critically interpret different cultures, uncover embedded ideologies, and learn to become socially responsible employees and citizens. Schwartz, et al (2010) articulated the critical need for getting everyone to question the deeper meanings of all cultural groups within the workplace will enhance knowledge that will provide the potential for critical thought; thus, bringing awareness of individual beliefs and value systems that can be blended with others. Sarach and Spodek (2007) revealed the need for organizations to create shared experiences between groups supports acculturation and assimilation processes that are critical to creating a unified environment dedicated not only to the good of the organization but to the good of one another. Transformational leadership is also critical to safeguarding initiatives to expose and discrediting myths and stereotyping. Schwartz, et al (2010) identified that leadership that is positioned to help overcome cultural linguistic challenges such as the Mexican American that can speak English but cannot write it is able to overcome it without being subjected to the stereotyping that hinders self-esteem will help level the playing field between groups. Creating multicultural teams in a workshop that is designated as support groups is another method of bringing differing groups together to achieve a truer and more just understanding of one another. The objective of bringing everyone together in a workshop should be to make certain no one is alienated; it is also not about identifying the one committing a wrong he or she does not even realize as being done or said. The workshop is a great environment for working together to grow cultural awareness, agree on methods and strategies for overcoming the challenges, and unify to eliminate the harmful effects of cultural myths and stereotyping. A workshop is for getting to know one another, learning about differences, and asking questions about perceptions received. Debunking cultural myths and stereotyping requires a long-term commitment from the leadership and all employees of the organization to one another and it begins with implemented learning strategies. Conclusion As previously identified globalization and new technologies have created opportunities for connecting differing cultural groups from all over the world; the Mexican immigrant is no exception. Aberson and Gaffney (2009) identified the Mexican cultural group as being one of the fastest growing cultural groups in the United States. The authors also identified the group is being consistently challenged by some that wish the group to maintain a social stratification level that is far below that of an in-group in the workplace. Chao and Willaby (2007) provided that bringing unknown cultural groups into the work environment can serve to alienate those of the minority groups from those of the in-group; some of the exhibited behaviors have included everything from forced segregation to critically malignant forms of discrimination that can contribute to group elimination. Mei and Russ (2007) identified that the establishment and upholding of organizational policies that have been designed to protect immigran

Economic reform in the Soviet Union and Russia Essay

Economic reforms in Russia and the Soviet Union have really never come to be, even after the constant assurances that the government gives its citizens that it is doing everything in its power to bring this to pass. One of the reasons this has been so difficult to achieve is the ‘man exploitation of man’ notion. Having some people live with hardly an income of between $40-$60 a month while others take huge amounts of profits made by years of an average man’s effort and labor not to mention the illegal owning of the country’s natural resources. Russia’s enormous size has also contributed to the delayed reforms. Russia is a large country which stretches across eleven time zones and eighty nine different regional governments. This has made the long distance between the locations promote the difficulty in communication and transportation. The presence of a weak central government in Moscow sometimes makes the officials far away from the capital refuse to carry out the reform programmes. There has been a lot of organized crime which especially grew in the 1990s. The ‘Russian Mafia’ had at one point in 1998 been estimated to control 40 percent of the private companies and 60 percent of state owned enterprises. It was like they had their own economy. This mafia even expanded outside Russia. This affected the economic growth for it rewarded illegal activity over honest business. Mikhail Gorbachev had brought about some economic reforms which unfortunately, yielded little results. There was the alcohol reform which involved the increment of alcohol prices such vodka and beer. Wineries were also destroyed and drinking in public prohibited. This failed due to the blockage of information by the conservatives making the pace of the reforms too slow. It brought about a huge blow to states budget making a huge loss. The glasnost reform which meant greater freedom of speech was introduced. Gorbachev intended to let the media and the public openly criticizes the government decisions. This turned out to be a mistake as the media used it to reveal some of the mistakes the government had done in the past like to severely punish its citizens. The freedom got way out of hand more than Gorbachev had intended which made the citizens change their views towards the government (Katz, 2008). Gorbachev political initiatives were positive for freedom and democracy, but his economic policies brought the country close to a disaster. There were severe shortages of basic food supplies that led to the supply of limited food substances to the citizens. Yeltsin did not do much to help in implementing the reforms. Although he advertised self sacrifice by riding in city buses, visiting factories and stores, talked with commuters, gathered hundreds of officials who were corrupt and gathered information on deficiencies, he resigned in October 21, 1987 claiming that the economic reform was proceeding too slowly. He blamed this on Gorbachev associate claiming that he had been blocking his attempts to improve the lives of Moscow’s common folk. References Katz, A. (2008). The politics of economic reform in the Soviet Union. New York: Praeger

Cause of an individual social emotional and behaviour education essay

2. Please use the headers in the box to depict the impact this course/module has had in your professional scene. i. on you This faculty has affected the manner I view and manage pupils in a mainstream scene who exhibit facets of SEBD ; it has given me new ideas and thoughts to research. It has led me to oppugn current behavioral policies and see what instructors can set in topographic point in the schoolroom to supply more effectual schemes. two. on your students For the students I teach with SEBD it has made me more cognizant of possible issues and intercessions and enabled me to prosecute support for them in a more professional mode. three. on your co-workers Colleagues in my module have been interested in cognizing what I am analyzing ; we have had some interesting treatments associating to facets of SEBD. I feel that I have been able to offer some counsel in specific state of affairss with students or at least to promote co-workers to see alternate positions and schemes. four. on the establishment Whilst my school are non funding me for this class of survey and I do non work straight in the SEN section I have been able to lend more to whole school issues associating to kids with SEBD through a working party and within my module. This is an country I hope to develop over the following 2 old ages. 3. Is at that place any other impact this faculty has had? ( eg. on your publicity chances, on your programs for the hereafter ) I have been diffident as to whether I want to travel into specialist instruction in the Fieldss of SEBD or autism ( I am analyzing autism in twelvemonth 2 ) . At the minute, I am go forthing this determination unfastened. As a female parent of a kid with aspergers who is in an EBD secondary school ( as this is seemingly the most appropriate proviso ) this faculty has fuelled my involvement in working with high working ASD kids who exhibit riotous behavior and emotional troubles as this does non look to be to the full addressed in ASD support and education.. 4. What suggestions do you hold about betterments that might be made to the faculty? Some of the log activities have been hard to finish to the full due to the nature of my professional function ( a concern instructor in a big mainstream school ) . It may be interesting to see ways of opening some activities to pupils in similar state of affairss. Although I was pleased by and large with my feedback for the practise assignment, I disagreed a small with the rubric diction as it stated â€Å" A instructor attack you†¦ † and â€Å" the instructor would wish advice.. † and â€Å" depict your attack†¦ † yet we were non expected to give advice straight to the instructor and besides non to be descriptive. I felt the rubric should be clearer particularly in the bid footings and besides outlooks made more expressed as many of us have non written academically for a really long clip†¦ I think some pupils were unsure of what was expected. Please tick the box in each statement that best depict your positions on the acquisition procedure experienced This faculty hasaˆÂ ¦ Strongly hold Agree Disagree Strongly differ Had a positive impact on my acquisition Yttrium Had a positive impact on my professional pattern Yttrium Engaged positively with the content Yttrium Provided me with appropriate counsel on wider reading. Yttrium Given me entree to good coach counsel Yttrium Provided me with an appropriate assignment Yttrium If you have a specific issue that you would wish to discourse separately so delight include your name and contact inside informations or e-mail Dr Visser straight at j.g.visser @ bham.ac.uk: Name: Contact inside informations Understanding the cause of an person ‘s societal, emotional and behavioral troubles is indispensable before you can do a successful intercession. Critically assess this averment in the visible radiation of an activity you have undertaken as portion of this faculty. Introduction Delinquents, moral idiots and maladjusted kids are merely some of the labels historically attributed to persons showing the troubles subsequently termed as emotional and behavioral troubles ( Ministry of Education 1995 ) . In this essay the importance of understanding the causes of an person ‘s societal, emotional and behavioral troubles ( SEBD ) is explored in relation to whether this apprehension is critical for the execution of successful intercessions. This essay chiefly considers persons within the UK educational system which covers children/young people between the ages of 4 and 16. In the survey and instruction of persons with SEBD at that place seems to be a deficiency of uniformity in how the label is interpreted and applied ; the forms and definitions of SEBD will hence be considered along with current tendencies in the figure of school age persons diagnosed as SEBD in order to give context to this country of treatment. Another cardinal country of disparity is the theoretical position adopted when measuring and handling an person with SEBD. The theoretical positions each present a different attack to aetiology and intercessions, these will be considered in relation to importance of caus e in the footing of each and how they lead to intercessions. The cardinal statement will so concentrate on the importance of understanding cause and examine grounds from published literature, research and policies to back up this followed by treatment of why understanding cause may non be indispensable in order to implement successful intercessions. The overall purpose is to determine whether intercessions are chiefly based on consideration of the aetiology of behavior and whether there is grounds to bespeak their success. Indeed Harden ( 2003 ) concluded that there was deficient grounds for scheme effectivity in behavioral troubles. The topic of cause and intercessions was discussed with fellow professionals in a web based treatment ( Vygotsky, Skinner and Montessori treatment group October 2010 & A ; November 2010 ) and mention will be made to the two fictional instance surveies which formed the footing of these practical treatments. In the first a male child, Ronnie, no information was given on his background so the focal point was on the ascertained riotous behavior in school and the instructor believing he has SEBD. In the 2nd an 11 twelvemonth old miss, Vicki, far more item was given including her recent transportation to secondary school ; above norm reading accomplishments, parents separated and with new spouses, the possibility of epilepsy, refusal to make prep and acquiring into problem at school. These treatments elicited a scope of positions on aetiology, the demand for information perchance associating to do and the nature of appraisal and intercessions. In general the contributing professionals show ed a desire to hold more information about each kid and to construe the impact of background factors on the troubles being observed although there was small recognition of why this information was needed ( Farrugia, 2010 ) . What is understood by societal, emotional and behaviour troubles ( SEBD ) ? One of the overruling issues in the field of SEBD is the ambiguity in apprehension and designation of persons who may hold societal, emotional and behavioral troubles with those who have less terrible subject jobs ( Evan, Harden, Thomas 2004 ) . This introduces the first trouble as the determination to sort an person as holding SEBD is with the individual who identifies some facet of behavior as debatable and is reliant on that individual ‘s concepts. Government publications have provided several descriptions of which two are considered in this essay. In Round 9/94 ( DfE 1994 ) Emotional and Behavioural Difficulty ( EBD ) is described as being between: â€Å" behavior which challenges the instructor but is within normal, albeit unacceptable, bounds and that which is declarative of serious mental unwellness. The differentiation between normal but stressed behaviors, emotional and behavioral troubles originating from mental unwellness is of import because each demands to be treated otherwise. † ( p.4 ) The definition focuses on the behavioral facet instead than emotional and indicates it is a job for the instructors thereby curtailing the troubles to educational scenes. Interpretation of what may be considered unacceptable is hence likely to ensue in inconsistent designation of the types of kids instructors identify as holding EBD ( Soles, Bloom, Heath, Karagiannakis 2008 ) . In The Particular Educational Needs ( SEN ) Code of Practice ( 2001 ) , the definition was amended to integrate societal troubles and so expanded to societal, emotional and behavioral troubles ( SEBD ) , the codification defines those with societal, emotional and behavioral troubles ( SEBD ) as: Children and immature people who demonstrate characteristics of emotional and behavioral troubles, who are withdrawn or isolated, riotous and distressing, overactive and lack concentration ; those with immature societal accomplishments ; and those showing ambitious behaviors originating from other complex particular demands ( Paragraph 7:60 ) This description describes a scope of features associated with this upset and recognises that such behaviors can germinate from other particular educational demands. This presents a broader spectrum of behaviors linked with emotional and societal troubles and remains unfastened to the personal reading of those interacting with such kids. The deficiency of lucidity of the forms could be linked to the increasing figure of kids diagnosed as holding SEBD being recorded in English schools. In 2008 149,040 kids had a demand of EBD on school action plus or statemented at primary, secondary and particular province funded schools, this was an addition of 6.98 % twelvemonth on twelvemonth ( DCSF 2008 ) , EBD represented the 2nd highest demand after moderate acquisition troubles. This could be due to an existent addition in the figure of kids sing troubles or to the wider reading of the definition taking to more kids being recorded with this trouble who might otherwise hold remained at a school action phase. Whichever the ground, it is evident that increasing figure of kids within the UK instruction system are being identified as holding a demand of SEBD and this in bend has led to increasing focal point on intercessions in peculiar for behavioral troubles as seen in the recent white paper ( DfE 2010 ) . The descriptions given in Round 9/94 ( DfE 1994 ) and the SEN Code of Practice ( 2001 ) make no direct mention to aetiology or the necessity to admit this although The SEN Code of Practise ( 2001 ) recognises that SEBD may hold co-morbidity with other biological or medical conditions ( 7.52, 7.53, 7.58 ) and links with mental wellness ( 10.27 ) yet counsel for specific appraisal and intercessions is non detailed. This could be seen as declarative mood of the deficiency of integrity on the apprehension of causes and intercessions for those with SEBD. Which theoretical position of cause of SEBD? In 1829 a 20 twelvemonth poet wrote these lines: From childhood ‘s hr I have non been As others were-I have non seen As others saw-I could non convey My passions from a common spring- From the same beginning I have non taken My sorrow-I could non rouse My bosom to rejoice at the same tone- And all I lov'd-I lov ‘d entirely ( from Entirely by Edgar Allen Poe – 1829 ) The poet was Edgar Allen Poe. Poe was taken into surrogate attention at the age of 3 following the decease of his parents and at the age of 6 his surrogate household moved to London. Poe was said to be talented academically yet a hard character ( Poe Museum n.d. ) ; the verse form â€Å" Alone † suggests a troubled kid who considers himself to be different. In today ‘s educational clime he may good hold been identified as a kid with SEBD. Would an apprehension of his early life have been of import in development of successful intercessions? From a behavioral position it could be suggested that merely his discernible hard behavior was of importance and therefore treatable. The causes could non be speculated upon as they could non be scientifically measured. Bowlby, from a psychodynamic attack might hold disagreed ; Poe ‘s early childhood experiences, most notably the decease of his parents and being taken into surrogate attention, may hold suppressed his inner desir es and thrusts taking to internal struggles. Bowlby might hold been interested in the repression of Poe ‘s feelings following the decease of his parents ( Bowlby 1988 ) . An ecosystemic position may hold considered the effects of the alterations of the household systems and the move to a different society in England as impacting on his interactions with the systems around him. In a same vena, the web based treatments of Ronnie and Vicki ( Vygotsky, Skinner and Montessori treatment group October 2010 & A ; November 2010 ) led to similar inquiries. In the instance of Vicki, fellow professionals largely concurred on the acceptance of an ecosystemic position for appraisal based on the information given refering the dislocation of the systems in her life ; some believed that a psychodynamic attack to set up her unconscious procedures and a biological position to analyze the possible epilepsy should besides be considered. However, the intercession schemes proposed were based on a humanistic attack instead than linked to the diagnostic positions. As celebrated earlier for the Ronnie treatment there appears small recognition of why the information was needed and how information may associate to intercessions. In the instance of Ronnie, treatments indicated that more information on countries such as his household background, his larning troubles, incidences of asce rtained behavior at school and the relationships within his household would be valuable in order to do a more informed recommendation for intercession schemes. This desire for more information showed an merger of positions including societal acquisition, psychodynamic and behavioral. Most interesting is that fellow professionals adopted a behavioral attack to intercessions in the absence of farther information about Ronnie. It could be that this was within the kingdoms of their experience of available schemes in instruction. The inquiry of which theoretical apprehension of cause is the right one can non be to the full answered. Professionals in the field of educational research tend to back up a peculiar position ; there are differences of sentiment between psychological, medical and sociological positions, this is further compounded by newer positions such as eco-systemic and humanist which have evolved from earlier theories. As Visser ( 2000 ) notes most make admit that â€Å" it is a mixture of positions which can supply penetrations into understanding and explicating that behavior. † ( p.33 ) . The tendency for which cause can be seen in the changing forms given for SEBD as noted antecedently ( DfE 1994 & A ; SEN Code of Practice 2001 ) and besides in attacks to behavioral troubles adopted by schools. The tendency towards a behavioral psychological science attack of operant conditioning and behaviour alteration as a scheme for handling kids with SEBD has been seen since 1975 ( Cooper 1999 ) . Children are seen as doing a pick non to act and through usage of behavioral attacks such as effect and wages they can be taught to desire to act so a new behavior is learnt ( Greene 2008 ) . From this position, aetiology is non a considered factor and accent is on implementing a system of wagess and effects which aim to cut down unacceptable behavior and promote a re-learning of acceptable behavior. The cover attack of many behavioral policies, in portion dictated to schools through authorities directives, suggest that policy shapers and educationists do non see there is a demand to understand causes of SEBD. Behaviour is assumed to be within the control of the kid and the school is assumed to be able to act upon and alter the behavior. Recent old ages have seen a alteration in attack with prominence given to systemic attacks taking into history the interaction of systems and environments environing the kid as cardinal factors impacting on their societal, emotional and behavioral troubles ( Evans, Harden and Thomas 2004 ) . From this position there is a demand to understand cause in footings of the environments of the person. This was apparent in the web based treatment on Vicki ( Vygotsky, Skinner and Montessori November 2010 ) where subscribers were largely united in acceptance of an ecosystemic attack and attributed the cause of the troubles to break in Vicki ‘s place a nd school life. Understanding the cause of the SEBD is indispensable before doing a successful intercession. In the old subdivision a figure of theoretical attacks to placing cause were examined and it is concluded that there are troubles in happening consensus on one attack and one apprehension of cause. Despite the difference of sentiments of the likely beginnings of the SEBD, there is widespread support of the demand for understanding the cause. Visser ( 2005 ) is opposed to a normative attack to covering with behavioral troubles and therefore supports the instance for recognizing that each kid with SEBD may hold a different cause of SEBD although he antecedently acknowledged that there are still spreads in apprehension of both causes and of attacks used in kids with EBD ( Visser 2002 ) . Others in this field besides advocate the benefits to instructors holding apprehension of students with SEBD ; Cole, Visser and Daniels ( 1999 ) in a paper analyzing effectual EBD patterns in mainstream schools promote the demand for school staff to understand the complex causing and the varied aetiolog y of EBD in order to be able to fit apt intercessions. Another manner of sing cause is to analyze underlying troubles which may be doing SEBD, non from a theoretical position but from a possible medical or other trouble so the behavior is non straight linked to a psychological or systemic root but instead from some other trouble which leads to the behavior emerging as a symptom. Cross ( 2004 ) believes that a relationship exists between communicating troubles and emotional and behavioral troubles. Communication troubles may originate from biological causes such as Pervasive Development Disorder, Attention Deficit Hyperactivity Disorder or from environmental factors such as kid maltreatment and disregard, or from larning troubles. Cross maintains that whatever the beginning, it is the communicating trouble which must be addressed as a precedence as weak communicating accomplishments can hold a negative impact on a kid ‘s ability to interact and socialize, this can worsen emotional and behavioral troubles. In this sense the ascertain ed behavioral troubles could be dissembling implicit in communicating troubles which, if non treated, will non better the behavior. In the web treatment on Ronnie ( Vygotsky, Skinner and Montessori treatment group October 2010 ) chap professionals concurred that a nexus was likely between his possible acquisition troubles and his behavioral troubles and that this should organize a cardinal portion of any intercessions. In his book, Lost At School, Greene ( 2008 ) maintains that instructors can non cognize what to make with disputing behavior unless the grounds for it are understood, mentioning to these grounds as â€Å" dawdling accomplishments † ; those accomplishments which are missing irrespective of diagnosing. Staff need to place and understand the accomplishment missing as this is polar to implementing a successful intercession. Greene ( 2008 ) lists many dawdling accomplishments, including troubles with maintaining focal point, sing likely results, pull offing emotional responses, which professionals may impute to a scope of upsets such as larning troubles, autistic spectrum upset, cognitive troubles, or anxiousness. It is designation of the specific lagging accomplishments which are of more importance than the existent diagnosing as the diagnostic label does non in itself indicate which accomplishments are missing. Emphasis should hence be on placing the particular facets which are m issing ; the deficiency of a accomplishment alongside an environment which demands these accomplishments is the trigger to there being a job ( Greene 2008 ) . This is in line with an ecological position as the behavior is an result of the lagging accomplishment conflicting with the environment. Support for the importance of understanding aetiology is besides found in educational counsel ; the School Discipline and Pupil – Behaviour Policies ( DCSF 2010 ) advises that it is indispensable to guarantee right appraisal of possible grounds for kids non acting suitably and acknowledges that behavioral troubles may be caused by larning troubles, environmental factors or other cognitive, societal or emotional troubles ( paras 3.9.29 -3.9.33 ) ; yet a subsequent subheading is â€Å" Students who can act but take non to † ( p.58 ) . This takes the school back to the forms of SEBD and topographic points reading back in a subjective model where the school has to separate between the former and the latter. In much the same manner as seen in the SEN Code of Practice ( 2001 ) there is a deficiency of lucidity in how cause should be identified and how this cognition should steer intercessions. A recent study entitled Not Present and Not Correct ( Evans, 2010 ) examined the efficaciousness of fixed term exclusions in bring arounding behavioral jobs. The study concluded this was non an effectual scheme based on the figure of fixed term exclusions holding increased by 5.4 % since 2003-4. Persistent riotous behavior was the ground for the bulk of fixed term exclusions ( 23.3 % ) and lasting exclusions ( 29.6 % ) in 2008-9. These Numberss have non shown important alteration twelvemonth on twelvemonth indicating that current intercessions are non effectual. The study recommends that a trigger is needed to motivate a needs appraisal where fixed-term exclusions are used continually. Yet, in the SEN Code of Practice ( 2001 ) this trigger should be go oning for students who do non react to standard behaviour direction schemes or individualised behaviour direction programme traveling them to a School Action Plus phase. This could propose that either appropriate referrals are non taki ng topographic point or, if they are, the resulting intercessions are non successful. If the latter is the instance so it may bespeak that either causes are non being considered or, if considered, are non taking to successful intercessions. The American based Assertive Discipline attack to pull offing behavior in schools is rooted in a behavioral position. A survey by Jones and Smith ( 2004 ) concluded that the this attack was effectual in bettering minor mis-behaviour and led to overall benefits for learning and larning in the school at the Centre of the survey ; yet, a little but important group did non profit from the attack. This group may hence hold required farther individualized appraisal of the cause of their SEBD with single schemes being put in topographic point. This lends support to the necessity of understanding cause in those specific state of affairss where the criterion schemes employed in mainstream schools are non deciding societal, emotional or behavioral troubles. It besides suggests that the importance of cause is non indispensable at initial phases of designation of behavioral troubles, but may necessitate to be understood if current intercession schemes are non accomplishing the coveted result. A cardinal factor in placing the cause of the SEBD lies in the pick of the position adopted. As seen in the web based treatments for Vicki ( Vygotsky, Skinner and Montessori November 2010 ) causes could be attributed to several facets of the person ‘s life. Depending on the attack taken, the diagnosing and intercession will change which means that successful intercession can non be guaranteed. Overall, whilst there is much argument and research on causality and at the same clip turning accent on the rise in behavioral troubles in the schoolroom, schoolroom based research for kids with SEBD tends non to associate theory to designation, policy and effectual intercessions ( Maras and Kutnick 1999 ) . Understanding the cause of the SEBD is non indispensable before doing a successful intercession. All positions consider cause to some extent although a behavioral attack is founded chiefly on ascertained behavior. There is small research recommending that placing cause is non indispensable or of import in footings of implementing intercessions. The statement against the value of understanding cause is chiefly one of whether cognizing the cause can really take to a particular and effectual intercession. Whilst Visser ( 2002 ) advocates the importance of understanding cause, it has proved hard to happen grounds which gives clear counsel for a nexus between cause and effectual intercession schemes. In discoursing the Individual, Medical or Deficit Model ( IMD ) , Macleod and Munn ( 2004 ) suggest that the deduction of causing should be rejected which is the contrary of the consideration of disablements with a bio-medical root. This position is based on the belief that the biggest trouble in placing cause is the deficiency of understanding in what SEBD really is, as seen in the earl ier treatment on the readings of definitions. It could be argued that focal point should be on schemes and non on cause as readings of the cause are excessively subjective. The web based treatments on Ronnie and Vicki, despite dwelling of differing positions for diagnosing and cause, saw a commonalty in the recommendations for a multi bureau attack. This is besides seen in Diagram 8 theoretical account ( Cole, Visser and Daniels1999 ) in which audience with the Local Education Authority ( LEA ) and relevant bureaus, such as Child and Adolescent Mental Health Services ( CAMHS ) , is seen as an of import factor in schools which are successful in the inclusion of kids with SEBD. Whilst Visser ( 2005 ) has been cited earlier as an advocator of the demand to understand aetiology, in a talk based on a term he encountered in his professional work, â€Å" ageless truths † , he looked at factors which may be cosmopolitan in execution of successful intercessions for SEBD ( Visser, 2002 ) . Understanding cause of the SEBD was non a factor given which lends support to the position that, whilst understanding cause may be desirable and enlightening, there are more of import factors necessary for successful intercession. Merely a 3rd of secondary schools were deemed as effectual in run intoing the demands of students with SEBD ( Ofsted 2004 ) , which suggests that focal point should be on placing effectual schemes. Research carried out by Evans, Harden, Thomas ( 2004 ) concluded that there was a limited grounds base of recommended schemes which were effectual for kids with EBD and they recommended â€Å" a focal point for more strategic commissioning of future primary research†¦ † ( p.8 ) . In the instance of Ronnie ( Vygotsky, Skinner and Montessori treatment group October 2010 ) , there was a quest to cognize more from those measuring the state of affairs. Be it non plenty that his behavior was riotous and so category room based behavioral schemes should be put in topographic point to do Ronnie larn appropriate behaviors? The reply in this instance seems to lie in the apprehension of cause. If Ronnie had a acquisition trouble, there was support for this being addressed first/or in concurrence with the behavior intercessions. If it so emerged that Ronnie was holding jobs at place, such as parental struggle or disregard, this may hold required another signifier of intercession. In the instance of Vicki ( Vygotsky, Skinner and Montessori treatment group November 2010 ) there was more information on her background state of affairs ; this meant some likely causes could be explored which could so take to a scope of possible intercessions. Having more information still led t o a treatment on which position may be more applicable and in fact the intercessions proposed were largely similar to those for Ronnie. Although the participants suggestions for intercessions for Ronnie tended to be school based whereas those discussed for Vicki were both within school and outside with a wider multi bureau attack. Professionals such as instructors, educational psychologists, CAHMS practicians and behaviour support specializers will all convey their ain attacks to the SEBD tabular array. It could be that efforts to understand the cause through a multi-agency scheme may take to confused and confusing intercessions at worst and a drawn-out period of appraisals and interventions at best, neither of which presents an ideal state of affairs for a kid ( Rayner 1999 ) . The scope of readings, societal concepts and positions makes a instance for a scientific attack to developing intercessions for kids with SEBD. The aetiology is acknowledged but it is the present symptomatic forms which are the key to successful intercessions. Conclusion – is it indispensable to understand the cause of an person ‘s societal, emotional and behavioral troubles doing a successful intercession? In seeking an reply to this inquiry, much of the published research advocates the demand to set up the cause of SEBD before implementing intercession thereby presuming the intercession will be more successful. The trouble in this belief is twofold ; foremost the definition of what constitutes societal, emotional and behaviour troubles and in peculiar at what point the badness requires specific intercessions and secondly, which perspectives should be adopted to right place the cause ( s ) and therefore which intercessions are most suited. With the definition of SEBD including a broad scope of features, it seems most likely that there is besides a broad scope of causes and therefore a broad scope of intercessions. Most grounds supports the desire to look into and specify the cause ; this is besides reflected in authorities and SEN policy and guidelines. Yet grounds to back up the importance of this in procuring successful intercession is thin. Overall, whilst the demand to understand the cause seems to be supported in research and advocated in authorities guidelines, the intercessions put in topographic point within educational scenes are preponderantly based on a behavioral attack where it is the discernible behavior which is addressed, measured and evaluated ; this is where an anomaly exists. Over clip, more duty and answerability has been awarded to schools and local governments for kids with SEN including SEBD. This in itself appears to hold reduced the focal point on understanding cause as schools have to pull off this duty alongside authorities directives for bettering behavior in schools. With increasing accent on schools primary answerability being for pupil accomplishment in academic footings and the move to cut down the figure of statements, there is likely to be less accent on aetiology in favor of intercessions based on commanding kids with SEBD – surely in mainstream instruction. The current authorities ‘s support of academies may besides amplify this as the remotion of local authorization engagement means that schools can make up one's mind whether there is economic value in seeking input from bureaus that may hold more concern with aetiology. It may be that there are other factors necessary in implementing successful schemes aside from understanding cause such as the necessity for a positive ethos within the school itself ( Cole, Visser, Daniels 1999 ) . It is concluded that understanding the cause of an person ‘s SEBD is portion of the equation for successful intercession but unless the grownups responsible acknowledge the cause and seek to advance appropriate and differentiated solutions which can be proven to be successful, so understanding on its ain is non sufficient.

Catalan Literature Essay Example | Topics and Well Written Essays - 2000 words - 1

Catalan Literature - Essay Example Roig’s identification of the female as both carrier and purveyor of Catalonian language, traditions, myths, history and nationalism was circumstantially predetermined by the experiences of this quasi-national community during the Franco years. To understand Roig’s works as something other than a feminist treatise and to fully appreciate their complexity, an understanding of the politically history which informed and incited them, is necessary. In brief, throughout the four decades of General Franco’s dictatorship, the Catalan community, as were the Andalusia, Basque and Castilian, was oppressed through the government’s determined efforts to forcibly impose the Spanish culture and language upon all. The Catalan language and culture were outlawed, with the hope being that their de-legitimisation would, over the generations and years, lead to their obliteration. Both, however, were kept alive within the private and feminine space of the home and, both were ke pt alive through the efforts of Catalan’s women. It was, thus, that Catalonian women played a fundamental role, not only in the rescuing of the national culture and historical memory but, in the survival of Catalonia herself. Within the socio-political history which informs Montserrat Roig’s works lays the key to the understanding of her literary productions. Binary oppositions assume political significance, with the private representing the national space and the public symbolising the oppressive dominance of Franco’s Spain; with the private and the feminine representing oppressed and the public and the male symbolising the oppressor. Indeed, as one who lived during Catalonia’s traumatic linguistic and cultural experiences under Franco, Roig’s works can only be fully understood from this perspective and can only be fully appreciated as a product of a literary mind which, itself, had

Lean Manufacturing Research Paper Example | Topics and Well Written Essays - 3500 words

Lean Manufacturing - Research Paper Example In the past decade, rigorous approaches have been employed to eliminate insignificant expenditures in manufacturing. This trend has become global in scale evidenced by its adoption in British manufacturing from Japan’s car industry. The principles of lean focuses on minimizing costs induced from redundant tasks while directing the business to practices that adds value to the firm. However, it would not be good to expect maximum and lasting benefit from temporary implementation. These protocols are more on bringing about discipline, setting standards, improving cohesion across the business, providing everyone with a core ethos. It is of course significant that the system is well understood by the senior management who as expected must have a clear goal. Lean manufacturing practices are preferred in numerous manufacturing operations over traditional mass production techniques (Doolen and Hacker 2005). Contentions on lean practices arose as researchers argued that these practices are not as competitive and applicable to other operational environments, like those that prioritize considerations such as flexibility of volume, leadership in technology, speed in market and development of new products.. These researchers also identified alternative practices on operation (i.e. strategies that sustain supplemental capacity in the overall supply chain and has been observed to be advantageous). This, however, is in direct contradiction with the waste reduction philosophy of lean practices.

Compare Hatshepsut's obelisk(s) with the Harburg Monument in Germany Essay

Compare Hatshepsut's obelisk(s) with the Harburg Monument in Germany within the cultural context of each artifact - Essay Example The pharaohs erected the monuments to depict their reign showing a form of stability and continuity of the kingdom. The pyramid shaped top, pyramidion reflected the light to indicate the power of their ancient god, Ra to make a reflection to the land. Ancient Egyptians were intensely religious and believed in connection with the supernatural erecting symbols to honor the presence of the gods. In their efforts to create continuity of their rule, the pharaohs erected their personalized obelisk to glorify specific events. In the individual faces of the monolith, there were inscriptions that were made to glorify the pharaoh that erected the obelisk. In this monument, Hatshepsut features the story of her fathers that she honors Thutmose and Amun, dedicating the inscriptions to their memories (Seawright). This structure had been erected to indicate the strong belief in the traditions and honor outstanding societal members that acted as peace symbols. The monuments acted as unifying figures for the ancient Egyptian reminding them the value of upholding respect and discipline (Strouhal, 180). With the rule of the pharaohs, there was the order in the society as the people believed in serving their rulers and the gods would offer them blessings in turn. Today, fragments of the fallen obelisk are found at the MFA, Boston. The monument depicts a king carrying out a momentous event in the Egyptian culture that involved appeasing the gods through offering sacrifice. The female pharaoh of Egypt carried the routine of the society and the entire kingdom by honoring the religious entity of the tribe and ensured continuity of this meaning incised in the famous structure (Brand, 160). The piece, made out of graphite represent an inscription in the obelisk that relayed the god Amun and the figure of the head can be clearly seen. This had been one side of the fallen obelisk that Hatshepsut had erected in honor of their religion and to establish her rule as a dominant female pharaoh who managed to rule the Egyptians during her time. Today, the monument represents a rich tradition and symbol of the grand Egyptian kingdom that unified its individuals to uphold religion and authority. This particular monument is notable because it was erected by a famous personality of the ancient Egypt. The pharaoh ensured that the memory of the famed events in the Egyptian calendar are upheld and remembered through precise inscriptions to deliver the memories of her rule. Egyptian art was not only beautifully precise in nature, but the inscriptions had a meaning and purpose in this case religion and culture. Through visiting museums like MFA and the actual site to view the obelisk, an individual is able to revisit the ancient Egyptian history and be informed of the principal unifying figure. Image retrieved from: http://womenshistory.about.com/od/hatshepsut/ig/Hatshepsut-Female-Pharaoh/Obelisk-of-Hatshepsut.htm Hamburg Monument in Germany German artists Jochen Gerz and Esther Sh alev were accorded the responsibility to erect a monument that upheld the societal values of peace and anti-fascism to be introduced to the German society. The monument was initially intended to be placed in a fancy park to be viewed by the citizens, an attribute that the two refused erecting their piece in a

The Pros and Cons of In-House Versus Outsourced R&D Activity for Essay

The Pros and Cons of In-House Versus Outsourced R&D Activity for Technology Firms - Essay Example R & D is the basis behind the creation of new inventions in technology firms, and it is an ongoing process that does not stop as companies are always looking to better the products they have on the market so as to avoid being overtaken by the competition. When dealing with R & D, there are two ways that a company can go about matters; one is through doing these activities in-house while the other is outsourcing these activities to other companies. In-house refers to doing these R & D activities internally (that is, within the company) through company employees while outsourcing refers to contracting out the activities to another company who then sell back their progress and discoveries to the company in the form of services rendered. Though outsourcing has become quite popular among companies over the years there are still some organizations that prefer to keep all their activities in-house, and both (that is, outsourcing and in-house) have pros and cons that a company needs to look at before determining which is one would best suit their company (Krugman, 2006). In terms of outsourcing, there are a couple of Pros that should be taken into consideration, the first being the avoidance of various regulations that may prove to be burdens ome to the company and are present in the country but not in others. These can regulations can refer to issues involving the workers where having the R & D performed in-house would mean that the organization has to concede to extra costs that are demanded by the various labor unions, for example, which may prove to be costly on the overall expenditure or may working conditions that may take a while to set up thus eating into much valued time in the process (Gordon etal 2009)The process of outsourcing allows a company to circumvent all these issues as they are no longer responsible for the workers performing the R & D activities and therefore do not have to deal with such regulations. Another Pro is the cost saving implications that outsourcing provides as in most cases it is much cheaper to outsource activities to another firm than to perform these activities in-house (Koulopoulos, 2006) This can be due to a number of reasons including the tax differences between the countries where by the taxes in the countries where the outsourced companies are based are not as high as those found locally and therefore, they are able to charge less than it would cost to set up the activities here. These savings on money can be used in other sectors of the company that may need it meaning that the company does not have to struggle for means of acquiring this finances thus churning out a win-win situation for all. In terms of Cons with regard to outsourcing, the major one would be the weakened ability of the company to protect its information from its rivals as a result of outsourcing these activities to a foreign based firm. Ensuring that any essential discoveries made remains strictly within the company’s database and is not leaked out to any of its competitors may be difficult as the company will not have a choice but to trust the company that they have outsourced their R & D activities to and hope that they are not susceptible to leakage as the issue

Managing project Essay Example | Topics and Well Written Essays - 2750 words

Managing project - Essay Example Failure to complete a project within a scheduled time may imply project failure (Haynes, 2002). In above connection, project management involve five major phases namely; initiation phases, planning, execution, evaluation, control and project closure phase. Project initiation phase involves conceiving an idea about a project as well as assessing whether this idea will benefit the organization. For example, project manager in this case should take into consideration the pros and cons of IBEK Ltd undertaking possession built building. Additionally, project managers should evaluate possibility of making project to become a success (Heldman, 2009). Planning phase involves putting the whole idea into writing by having a blue print in place. Additionally, planning may involve preparing a schedule on how task shall be executed as well as having budget that may help to ensure proper utilization of financial resources. Execution phase may involve delegating duties and task as well communicatin g to the team members what they are expected to achieve by the end of a project (Heldman, 2009). This means that project execution focus at implementing plans designed at planning phase. Connectively, a project evaluation and control phase focus in making assessments to determine whether the desired outcomes were realized. In case desired outcomes realized, project manager may establish control mechanism to ensure project goals and objects are realized. Project closure phase focus at bringing project to an end whereby, project managers may make project assessments to determine whether the project was successful (Heldman, 2009). This study will focus on a case of IBEK Ltd. Additionally, the study will identifying the initial opening and operation requirements of the new facility by putting emphasis on how project management areas of knowledge may be communicated. Connectively, the study will put forth skills and competencies required by the project managers in project managing proces s as well as how project lifecycle may be utilize in managing major project. Initial opening and operational requirements of the new facility are identified The initial opening and operation of purpose building will involve identification of five key requirements. The first requirements will involve identifying the key stakeholder’s whereby, the needs of both internal and external stake holders will be identified and ways for addressing their problems (Richard and Fairley, 2011). For example; in this case, as a project manager of IBEK Ltd one should consider the needs of regional, national, and international companies. This means that the project manager should consider the quality, quantity and the types of Auto parts required by external stakeholders. Additionally, project manager should take into consideration the needs of internal stakeholders/employees among the requirements. Among the requirements that should be identified include; training requirements, tools to execut e task more efficiently, motivation to work tirelessly toward implementing the project to mention just but a few. The second requirement will involve asking all stake holders to give out their requirements (Richard and Fairley, 2011). For example, customers may be required to state the types and quality of auto parts that they want. This can be done via conducting research, interviewing customers well as direct contacts with the customers. This may help

Summarize 12 new york times articles and provide one paragraph summary Assignment

Summarize 12 new york times articles and provide one paragraph summary for each - Assignment Example Moreover, there are several people from Latino backgrounds who are Catholics as compared to other denominations. Some of the realistic successes that the Catholic Church has experienced through campaign and advocacy programs were outlined, including their influence on the abortion law. There are subsequently verbatim quotations from leaders of the church, expressing their readiness to be part of this all important campaign for the government. Carwash Managers Held in Immigration Raids BYLINE: By FERNANDA SANTOS; Rebekah Zemansky contributed reporting. SECTION: Section A; Column 0; National Desk; Pg. 10 The government’s determination to cramp down on some key practices it considers as criminal, specifically the use of illegal and falsified documentations is brought to bear as a raid leads to the arrest of 223 people. Initial reports from people nearby the 16 Danny's Family Car Wash reported the raid as an immigration enforcement operation. However, Barbara Gonzalez, a spokeswom an for Immigration and Customs Enforcement denied it, saying the raid was a typical criminal investigation. Out of the 223 people rounded up in the operation, 30 of them were charged with various forms of offenses, resulting in their deportation from the country. The report notes that this operation comes in a wake when the new immigration reforms still sits in Congress unfinished. This therefore raises questions of conflict of interest as some of the charged people refused to sign a voluntary deportation order. Big-Name G.O.P. Donors Urge Members of Congress to Back Immigration Overhaul BYLINE: By ASHLEY PARKER SECTION: Section ; Column 0; National Desk; Pg Yet another move made by the Obama government to win the hearts of as many Republicans in Congress as possible to back the new immigration law is presented as Big-Name G.O.P Donors are said to present a letter to Republican members of Congress to accept the reforms. The donors describe the presenting immigration system as broken and thus urge for it to be fixed. However, the stand of the Republic side is reechoed on the need for certain key policies to be fixed ahead of the said approval of the new immigration law. Particularly, they would want to see a secured US border with well defined rules on future immigration issues. In their letter, the G.O.P Donors identified some inputs that some immigrants play in the economy of the country and based on that for their plea to be accepted. White House Ties Immigration Overhaul to Farms BYLINE: MICHAEL D. SHEAR SECTION: US; politics A report from the White House on the benefits of the immigration overhaul on farms and the agricultural sector as a whole is presented and debated. Generally, the Obama administration continues to push for a new immigration law that would ensure that â€Å"everyone is playing by the same rules†, both illegal workers and those who hire them. According to the White House, the future of the country’s agricultural fortunes is in a rigorous labor force that can produce much enough to meet the demands of the populace and the country’s industries. Using the guest-worker program in the Senate legislation for instance would ensure that there is enough labor, be they skilled or unskilled to boost productivity in the agricultural sector. All of these notwithstanding, critics continue to

Business In Internet Essay Example for Free

Business In Internet Essay 1. Is Twitter just a bright idea or a real business opportunity? To what extent does Twitter’s situation reflect the past record of its founders? In my opinion, I think twitter is a good business opportunity. Like other internet service, twitter has a large number of users, which provide a potential revenue foundation. At present, twitter’s priority is to find a revenue model to transfer the abundant of users to money. If twitter finds thus a model, it will become another internet service giant in the world. At present, Twitter’s functional model is not original intention of the founder, William, which is an incident idea. After that, the founder notice that this model is suitable with people’s wants, allowing to disseminate information to others in real-time. The founder has a good idea for establishing company but not having a good idea to earn profit from the business. 2. A). what is Twitter’s Advantages and challenges given it chosen technology configuration? First, Twitter is easy to use. Twitter only focus on using text to communication. Users can easily to use twitter without learning or training. The challenge for the method is that text is dull. Some of users would feel twitter is not attractable. Second, web-based platform is another advantage for Twitter. Users can use Twitter service by accessing website from different systems. In my opinion, open source platform will bring twitter a great potential. Users can develop own application on Twitters according to their own interests. However, open source also has challenges that the malicious application can spread without proper supervision. B). what are the benefits and challenges for corporations looking to use Twitter internally and externally Benefit for internally using Twitter: the communication among employees or managers would be efficient because Twitter is just-in-time communication platform. Managers can use Twitter to transmit their order to the specific followers (employees); employees also can report work to managers by using the same method. Challenges for internally using Twitter: it is very different to organize the followers. And it is also danger to use Twitter to transmit business confidence. Using Twitter also can increase whisper or rumor spreading inside the corporates. Benefit for externally using Twitter: the customers can get new product information of the corporate on time, which is a good promotion and marketing method. The challenge for externally using Twitter is that marketing effect coverage significantly depends on the internet. 3. What has been Twitter’s marketing approach to date, and is it sustainable? Right now, in my opinion, Twitter has a very simple marketing approach to earn money, firstly, using abundant users to attract venture capital investors. Secondly, Twitter sells â€Å"@† (Twitter name) to big companies or big events. At present, none of twitter functions charge personal users. Most of its expenditure comes from the venture capital. For a long term, this approach cannot survive; however, the investors know the potential of Twitter. In the future, Twitter will provide difference revenue model to earn profit. 4. Can Twitter ever earn profits? If so, what are the best ways it can monetize? In my opinion, Twitter can earn profits in the future, if it does that: adopting advertising models would be a good method to earn money. Secondly, it is necessary to create paid content for users who want to have further service. Thirdly, Twitter can cooperate with publishers, job agencies, etc. collecting commission.

The Heros Journey Formula

The Heros Journey Formula The Heros Journey is a formula theorised by Joseph Campbell appears in several stories throughout the history of films. The twelve steps within the Heros Journey hasnt aged with time as it has continued to exist within genres of Hollywood films. The two movies whose concepts will be discussed are Star Trek (2009) directed J.J. Abrams and The Lord of the Rings: The Fellowship of the Ring (2001) directed by Peter Jackson. These two movies follow the twelve concepts closely therefore making them perfect subjects to talk about. Most films that follow the Heros Journey contains the concept of The Ordinary World. This is the first stage of the of the Heros Journey and is where the hero usually lives. The Ordinary World reflects the environment, background, and ordinary life of the hero. Without this convention the audience would not be able to relate to the character and therefore struggle to understand the importance of the challenge that the Hero faces throughout the story. In the Sci-fi Adventure film Star Trek our hero James T. Kirk lives a life of wasted potential in Iowa, consistently getting into trouble, shown through a scene at the beginning of the film. The scene shows the younger James who has stolen his step-fathers antique car racing down an empty road with barren landscapes on either side. The scenery reflects his inner boredom, which is then interrupted by a police chase. From this scene we can already see the thrill and adventure seeking side of James who seems to be stuck in the dull environment of Iowa. All though this Ordinary World is located in a time period 200 years from now the audience is able to understand James T. Kirks wish to escape this barren lifestyle. Another scene from the Star Trek movie that shows Jamess delinquent behaviour is in the bar near the beginning of the film. Jamess introduces himself to a future companion Uhura before being interupted by four Star Fleet officers who believe he is bothering her, trying to shr ug them of James ends up getting into a fist fight with all four of them. Similarly, to the first scene the audience can see the the adrenaline fueled side of the main character. With this the audience can once again see the boredom with Jamess life as he seems to be a regular at the bar and drinks his wasting potential away. J.J. Abrams shows us this world to show us that James T. Kirk is tired of this Ordinary World so we can tell that he is longing for adventure, in particular filling his fathers shoes who was captain of the U.S.S Kelvin for 12 minutes and saved 800 lives. Evidently, The Lord of the Rings: The Fellowship of the Ring directed by Peter Jackson also follows the Heros Journey formula. At the beginning of the film we are introduced to Frodo Baggins, a hobbit who lives in Hobbiton, a peaceful and pleasant settlement located in the Shire. The audience is introduced to the Ordinary World of Frodo to show how comfortable life is there and reinforce the idea of a warm, welcoming environment that doesnt wish to be disturbed. Both of Frodos parents drowned in a boat accident when he was 12 and therefore he grew up with his uncle Bilbo Baggins whose history is abundant with adventure. Film techniques are extremely essential in order for the audience to recognize this cheerful environment. The first shot of the Shire we see is Frodo reading under a tree, other film techniques include the bright lighting as well as the sound where we hear birds chirping, these techniques make the audience recognize the peacefulness and harmony of this region. General ly, whilst following the Heros Journey formula there is some sort of stress involved in the main characters Ordinary World to further push them to begin their journey but in Frodos case there seems to be none as he seems to be comfortable and happy with the life he lives. We arent fully aware of Frodos desires to leave but we can see he has a curiosity for the wider world as shown through the scene where he asks Gandalf, a wise wizard What news of the outside world? Tell me everything. However, Frodo Baggins burden lies with the ring his uncle found in the caves of the Misty Mountains which contains a very dangerous and powerful force. Joseph Campbells theory plays a huge part in this opening scene as we see the Ordinary World through Frodos eyes and we see how difficult it will be for him to leave when he crosses the threshold and agrees to take the ring to the Elvish city of Rivendell. We can relate both films, Star Trek and Lord of the Rings: The Fellowship of the Ring through several points which describe the Joseph Campbells Ordinary World. Although the era of the films is completely different with one being set in the near future in 2233 and the other acting more as a myth from a mystical world thousands of years ago. First of all, James T. Kirk, our hero in Star Trek has had a parent die through the death of his father George Kirk. Similarly, in The Lord of the Rings both of Frodos parents died due to a boating accident. Also, we see in both films that both our heroes are comfortable with the world the live in. Of course both characters have different reasons why with James enjoying the routine of an intelligent young adult whilst being drunk, minor repeat offender and Frodo cherishing the peacefulness and harmony of his Shire. Another key convention from Joseph Campbells Heros Journey which appears in Star Trek and The Lord of the Rings: The Fellowship of the Ring is Crossing the Threshold. This is where the hero commits to leaving the Ordinary World and entering a new region or condition with different rules that they must oblige to. This convention tests the hero as they are leaving behind their Ordinary World which which in Star Trek and The Lord of the Rings is the main characters homes. Without this convention, the audience cannot understand that the hero is leaving the comfortable surroundings and entering an unfamiliar environment. In Star Trek, this convention stands out. Not only is James T. Kirk leaving his Ordinary World in Iowa and cross the threshold by joining Starfleet. First of all, we see several different shots of him riding his motor bike across the barren Iowa landscape before a huge Starfleet station appears in the background of these shots. Not only does this show audience the transition of what James is comfortable around to something that he is unfamiliar shown by the low angle close up shot on his face showing the expression of awe as he admires the sheer size of the Starfleet station. We still see him wear his black leather jacket and jeans, an appearance for trouble makers, a trait which continues exists throughout the film with his cheekiness. This tells the audience he is not giving up Iowa lightly for the opportunity to join Starfleet because if he had he would have most likely already been wearing a Starfleet uniform. Another crucial moment which shows his uneasiness at Crossing the Thre shold is when he boards the pod and bangs his head on a low clearance bar giving him pain. This moment clearly shows his unfamiliarity with this new journey he had just agreed to partake on and clearly shows the audience he is already uncomfortable with this new surrounding. This change further impacts the rest of the film as it is the beginning of the adventure he undergoes. Without this convention the audience would not be able to understand the change that further develops our hero James T. Kirk to become a reasonably responsible captain from a farm boy drunkard growing up in Iowa. Evidently, In The Lord of the Rings: The Fellowship of the Ring this convention stands out as well as it shows the beginning of the adventure that Frodo and his companions undertake. At first Frodo and Gandalf discover the danger and darkness of the ring the Bilbo Baggins found long ago in a Misty Mountain cave. They both agree that it must bee taken to Bree, a rather large settlement located between the outskirts of the Shire and the Elvish capital, Rivendell. Samwise Gamgee, a close friend of Frodo overhears Gandalfs and Frodos discussion about the evil powers of the ring and as soon as he blows his cover he is reluctantly forced into coming with Frodo. Crossing the Threshold at first doesnt seem to affect Frodo but more Sam as they walk through the peaceful landscape of the Shire where he stops all of a sudden in a wheat field and says This is it, if I take one more stepà ¢Ã¢â€š ¬Ã‚ ¦ Itll be the farthest away from home Ive ever been. For Sam this is a very important scene as it indicates the change that he undertakes leaving his peaceful and happy Ordinary World that he instantly cherishes at the particular moment. Frodo on the other hand, growing up listening to Bilbos stories about adventure is completely comfortable with this transition from leaving the Shire. Peter Jackson shows the audience this key scene as it allows them to relate to the discomfort of Sam as most of the audience have been in similar circumstances and have to leave their comfort zone behind them. This trick instantly draws the audience to furthermore like the sweet and happy hobbits who play throughout the Lord of the Rings trilogy.

Effect Of Humor: Validating Racial Stereotypes

Effect Of Humor: Validating Racial Stereotypes The purpose of this research paper is to examine the effect of humor on validating racial stereotypes. Race-based comedy provides stereotypical misconceptions that influence the audience to accept these racial characteristics rather than denounce them. Racial stereotyping in comedy establishes the existence of racially defined differences, thus causing them to be regarded as natural while encouraging audiences to apply reality to myth. My primary sources are the first and second Rush Hour films, on which I will perform a close reading of how the two main characters, both of whom are minorities, interact with each other. The dialogue between these two characters incorporates many well-known racial stereotypes. My secondary sources include studies of Asians, blacks, and whites watching the films and their responses to the films jokes in the negative portrayals of their particular race. The movies fall into the buddy-cop action genre, which generally includes a white protagonist with a minority sidekick who frequently gets into trouble. However, Rush Hour is able to break from this convention and has the possibility to comment on the problematic aspects of stereotyping. With articles analyzing the dialogue between the characters as well as providing background history of blacks and Asians, comedy is able to disguise stereotypes and jokes that in other circumstances people would find offensive. Racial humor suggests that the Rush Hour series is able to gain acceptability from blacks, Asians, and whites because comedy is a form in which people will not take offense at racial exaggerations. Humor functions as rhetoric. It may not solve the problem of racial stereotyping but it provides the audience with the ability to look beyond the boundaries of race and come to understand how the triangulation of whites, blacks, and Asians allows for an infusion of identities. Annotated Bibliography Ma, Sheng-mei. Yellow King Fu and Black Jokes. Television New Media 1.2 (2000): 239-244. Sage Journals. Web. 17 January 2011. This scholarly article, written by Sheng-mei Ma professor at Michigan State University who specializes in Asian American studies and East-West comparative studies documents the start of the phenomenon of pairing an Asian martial artist with an African American comedian. Ma provides a historical context to movies such as the Rush Hour series, which combine yellow kung fu and black jokes (241). He begins by noting that the genre of kung fu was introduced to the West by Bruce Lee. Although there was no emphasis on black jokes in earlier kung fu films that starred Lee, The Last Dragon marks the development of racial depictions. In this film a young African American bows, meditates, and wears the stereotypical Chinese dress (240). The Asian Americans, on the other hand, take on black dialect and body rhythm (240). Ma considers the joining of yellow kung fu and black jokes as a marriage of convenience for box office profit in which the public supports this collaboration. Films such as Ru sh Hour contain jokes that include the common prevailing notions of Asians and blacks in American mass media, which would render yellow yellower and black blacker. However, this odd couple is able to blend with each other, creating a racial hybridity. Rush Hour focuses on the relationship between the Asian and African American stars; therefore, the film offers the likelihood of cross-racial identification. The article provides film theorists and scholars with new understandings of race-based comedy. Mas writings reinforce my thesis for the buddy-cop genre has a history of interracial partnerships where race is explicitly shown. Thus, besides validating racial differences, such films hybridize todays multicultural society. Nishime, LeiLani. Im Blackanese': Buddy-Cop Films, Rush Hour, and Asian American and African American Cross-racial Identification. Asian North American Identities: Beyond the Hyphen. Ed. Eleanor Ty and Donald C. Goellnicht. Indianapolis: Indiana University Press, 2004. 43-60. Print. This expository piece, written by LeiLani Nishime Assistant Professor in the Department of Communications at the University of Washington who specializes in multiracial and interracial studies, Asian American media representations, and Asian American sub cultural production analyzes the history of Asian American and African American relations. The chapter explains how Rush Hour breaks the general conventions of a buddy-cop film and defies the norms of Hollywood film and generic character stereotype. She utilizes the film Rush Hour as an example for its portrayal of race relations with its removal of the white male character. By including Chan as well as Tucker, the film appeals to a wider range of audiences. The purpose is primarily to inform, but it also encourages the reader to examine certain films for comedic relief as well as social and cultural commentary. Rush Hour is a comedy yet it helps the audience to notice the concept of racial power. In most buddy-cop films, there is always someone in control and someone who is simply the follower. The white male will never be the buddy but with Chan and Tucker, they are almost equals. Nishime is most likely targeting Asian Americans because for an Asian American, America is characterized by both African American and Euro-American society. Rush Hour offers a vision of cross-racial identification and the idea of hybrid identities for there is a convergence of culture in music and film (48). This builds upon my thesis in that besides an acceptance of racially defined differences, race-based humor can provide a possible changing of racial hierarchy and the questioning of racial tolerance. Such a composition is more geared towards academia instead of garnering attention from the general public because it provides background information about Asian/Black relations, applies elevated language, and creates a possibility of a future state of relations. Park, Ji Hoon. Naturalizing Racial Differences Through Comedy: Asian Black, and White Views on Racial Stereotypes in Rush Hour 2. Journal of Communication 56 (2006): 157-177. International Communication Association. Web. 17 January 2011. This research article, written by Ji Hoon Park Assistant Professor in Communication at Hope College who specializes in Asian stereotypes in the media- analyzes the ideological implications of racial stereotyping. The article, which is a result of sociology study, explains that though minorities are starring in more mainstream films, a racial hierarchy is still evident. The study included a focus group of whites, black, and Asians in order to analyze subtle reactions and responses to the films implicit stereotypes. Minorities continue to inhibit negative stereotypes but the contradiction that arises is that these stereotypical portrayals have commercial viability. Rush Hour 2 is an example of this incongruity between racism in comedy and widespread popularity. Park discusses how the genre of comedy allows for its audience to make an interpretation of racial jokes as harmless for stereotypes are an important element of comedy in that they help establish specific character classificati ons that are based on some truth that has been exaggerated. This supports my thesis because I contend that race-based humor influences the audience to not challenge the established assumptions of race. His study supports this belief since the focus group was able to laugh throughout the entire movie. Most participants did not find the humor personally offensive but they do acknowledge that the racial humor has the possibility of becoming prejudiced. In comedy, Park notes that a joke is conceived of as racist based on whether a minority is telling it or a white person. Another aspect that creates success for this film is that all races are objects of mockery and bias. Parks conclusion is that racial stereotypes are problematic because realism in the media encourages viewers to incorporate on-screen attitudes and beliefs into the real world (172). Racial ideology is also embedded in Jackie Chans performance of the racial myth of an Asian man who excels in kung fu but is culturally ign orant as well as Chris Tucker personifying a coon (159). Furthermore, with the study, it becomes clear that the comedic portrayals of racial traits encourage participants to see the small truths in racially defined charactertistics rather than dispute these distortions. It does prompt the audience to consider that when viewing a comedy, critical analysis is usually absent and this can lead to a belief that racial differences are natural and not culturally created. Park is targeting teenagers and adults because they are able to apply actuality to racial myths and hence find amusement in the satirical portrayals of race. The anticipated audience could also include scholars since this composition was published in the Journal of Communication and scholars will be more interested in learning about the responses of black, white, and Asian viewers and how they make sense of racial differences. Rush Hour. Screenplay by Jim Kouf and Ross LaManna. Dir. Brett Ratner. Perf. Jackie Chan and Chris Tucker. New Line Cinema, 1998. DVD. Rush Hour, directed by Brett Ratner one of Hollywoods most successful directors stars Jackie Chan and Chris Tucker. It achieved commercial success and became the 7th top grossing film of 1998. The plot of the film centers on the kidnapping of the daughter of the Chinese Consol. Inspector Lee, played by Jackie Chan, is called to assist in the investigation because it is believed that the mysterious Crime Lord Juntao is behind the kidnapping. Lee finds himself paired with Detective James Carter of the Los Angeles Police Department, played by Chris Tucker. They gradually learn to work together and are able to reunite the family as well as discover the identity of Juntao. Rush Hour disrupts Hollywoods racial hierarchy by removing white culture and focusing on Asian American and African American culture. The film is able to break down the boundaries between races and reconstruct hierarchies, but the enjoyment of numerous racial ideologies that are integrated within the dialogue and scen es, prove that the jokes influence the audience to reify their own racial beliefs. The film gained positive reviews about Tuckers comedic performance and how Chan and Tucker work very well together. This fact supports my thesis of how race-based humor naturalizes racial differences, so the audience is more likely to focus on the true aspects of a stereotype instead of challenging the distorted portrayal. The positive reception proves that there is a paradox between racist representations and widespread approval and acceptance. The movie targets teenagers and adults because they have preconceived notions about different racial groups. Without these conceptions, the film would not be able to garner laughter but rather offense. Rush Hour 2. Screenplay by Jeff Nathanson and Ross LaManna. Dir. Brett Ratner. Perf. Jackie Chan and Chris Tucker. New Line Cinema, 2001. DVD. Rush Hour 2, directed by Brett Ratner one of Hollywoods most successful directors stars Jackie Chan and Chris Tucker. It received high box-office revenues and is considered one of the highest grossing martial arts films of all time. This sequel to the 1998 film Rush Hour follows Inspector Lee, played by Chan, and Los Angeles Police Detective James Carter, played by Tucker, and the adventures that they have. Carter is on vacation visiting Lee in Hong Kong, but they soon find themselves implicated in a scandal that involves counterfeit money, which brings them from Hong Kong to Los Angeles and then finally to Las Vegas. Although this movie is a comedic action film, it challenges typical Hollywood films by starring two minorities. While minorities have traditionally been casted in the roles of a sidekick or villain, Chan and Tucker are the main protagonists. By challenging the popular notion that the leading role features an individual from the dominant white race, Rush Hour 2 propose s the possibility of a cross-racial bonding between an Asian and an African American. Chan and Tucker both embody the stereotype of their particular race: Chan is a serious Asian man yet extremely skilled in Kung Fu, while Tucker is a tall African American who acts childish and seems very impulsive. To the everyday viewer, this movie serves as an entertaining comedy, but for such representations of race to be humorous, the audience must unconsciously accept or believe the stereotypes to be somewhat true. Thus, supporting my thesis that besides entertainment, the movie proves that race in comedy generalizes and influences people to accept racially defined characteristics. The movie targets teenagers and adults because it implies that a previous understanding of stereotypes is needed for the jokes to make sense and have their intended response, which is laughter. Global Strategic Management: Advantages and Disadvantages Global Strategic Management: Advantages and Disadvantages Strategic management is the process by which strategies and policies are put into action through the development of programs, budgets and procedures can be further explained that an organizations objectives must be identified in order to develop such policies and plans. The Chief Executive Officer (CEO) and executive team should implement such plans. Strategic Management provides overall direction to the whole enterprise. The organizations strategy must be appropriate for its resources, circumstances, and objectives. (Wheelen and Hunger 2006 p. 16.) Strategy can also be defined as the procedures involving development, drafting, implementation and assessment of multi functional decisions that are employed in an organization or firm so as it attains its short term and long term objectives, its the criteria used in specifying the firms mission, vision and developing of policies and plans and how to implement them with the goal of achieving the stipulated objectives. It further assigns r esources for implementation of policies, plans, projects and programs. Traditionally strategic management has been employed on a local basis where the objectives and plans are not global oriented, but lately the traditional concepts have been embraced in a global manner i.e. extending the skills in a world scale perspective. Global strategic management offers a clear insight on the effect of globalization in business management and organizations and hence it demands that managers should respond in the same or higher intensity in order to reap in the high benefits that come with it, Managers and CEOS have to understand that the global phenomenon does not just come into play by making your firm global but they are required to develop models that embraces and resists strains from multinational networks of subsidiaries and ensure the models considers the required persistence of deep and momentous cross – national differences with these in play and appreciation of the diversity that exists across borders and continents politically, culturally and economically Global Strategic management can be achieved and dividends passed on to the investors. Global strategic management involves a set on conceptual tools that help in navigating through the often contradictory and ambiguous mass of information, market, working staff and to sum it all up this all done and appreciated on an international platform. There exists a series of considerations that have to always be kept on the check and always be incorporated in the complex decision making procedures that characterizes this level of business management. Managers and business executives at this level have to appreciate the differences between the multi-domestic and global nature of running business at this level, traditional strategic management concepts which have proved successful in local setting have faced challenges on a global arena and given back futile results this in a way have led to extensive losses by the affected firms. With this in mind firms that are already running on a global setting or have this as a future goal have not only have or plan to have a solid global st rategic plan thats strictly tailored for the specific firm but have to in depth have a set of monitoring and evaluation criteria of exactly what type of global strategy is theirs and and will it earn them long-term profitability and value. Due to the nature and extent of running global firms many management techniques are to be employed, this have to easily integrate all the different departments in a synchronized and harmonious manner, this in itself boosts the overall management and performance of the firm. Global management requires employee management from the department heads to the lowest staff on the command chains where each and every staff of each firm has to have a clear definition and understanding of the companys objectives, mission and vision. While this is being done employees have to understand that with more powers comes extra responsibilities and hence part of the strategic management plans should involve sufficient management accountability, communications and oversight from the top executives and for this to be easily achieved and in a successful manner their responsibilities have to be broken down in processes and tasks that can be easily reflected in productivity and profitability terms. And to eas ily attain these and continuously motivate the employees in achievement of the overall company global objective direct communication channels should be created and lower placed staff should be encouraged to use the open communication means for the attainment of the goal and their role in it should be well appreciated. In addition since on a global perspective the employees base is wide and shares extreme cultural and relational ways of lives the global firms should be able to compliment this in their employees and not fight it this is an important motivational practice especially for the workers. Global firms need to also employ a detailed study research and SWOT (Strength, weaknesses, opportunities and threats) analysis, and this should be done not on their already existing markets but on a wider and more challenging global perspective. The strength of the firms in a global arena need to be analyzed and in them more research should be done in order to maximize on their potential so as to enjoy the full benefits of being a global firm. The weaknesses on the other hand should not at any time be pushed aside since they define the loophole if hit well can drain the company back to the ground, hence all the weak links should be investigated and be well covered in a strong strategic defence mechanism. On the other hand the opportunities that openly lie and exist in the strategic plans of the firm need to be intelligently harnessed or tapped and full benefit accrued from them. Lastly like in the local business management global arenas also exposes the business to threats which are even more complicated than the local ones, hence when developing the strategic plan for the wider market a deeper scan is mandatory and once all are identified ways of curbing them in case anything crops up need to be developed, this had to be carefully done though since one might by fear scare away for rucuitive opportunities by not risking. Some few changes also need to be considered when developing the global plan, increase in the number of staff in order to match the extensive work load that comes up with the global market, other mechanisms employed by firms is the change of brand names and adopting of new and re-branded tags that sell the firm as a global entity and is more convincing to the market. The marketing of the firm as a global entity also need to be done but extremely vigorous so as to expose the firm clearly to the markets especially the global market. Political differences and interferences have also been some of the most important factors for consideration in the development of a firms global strategic plans. The management has to take into consideration that the firms doesnt perform under similar political backgrounds and in each country they are involved the case is extremely unique and its specific conditions need to be considered and thought of completely carefully since the differences experienced from one country to the other are important. Some of the most successful global firms even go to the extent of exchanging favours for business favours this has proved important and successful to those firms. In their planning the forms also employ social procedures which they serve the local communities with and this increases their popularity. Competitive Tactics are also very important in global strategic management, even though the market increases with size, the players in the market also increase a firm need to develop means of staying afloat in the market. The tactics have to be modern enough and able to make the customers chose it over other competitors in the market. They should be tailored to each specific consumer in each country in a language, tone and tongue they understood. Advantages of global strategic management Lower marketing costs Economies of scale in production and distribution Ability to leverage good ideas quickly and efficiently Helps to encourage ancillary industries to be set up to cater fo Uniformity of marketing practices Power and scope Consistency in brand image Helps to establish relationships outside of the political arena From the above its clear that this and more benefits are obtained from global strategic plans and this can be easily seen from first the scope of the work the firm does, this brings in more returns from the economies of scale that can be obtained from this. They also encouraged interaction among other firms global ones and this opens up chances and experiences for expansion one firm is able to learn from another an hence improve on areas the firm was weak before. The extended demographic coverage done by this firms also makes them gain firsthand experience on handling large number of clientele, data, resources and hence from their large portfolios they can easily develop even to larger firms by expanding their global strategic plans. The advantages gained from management of a firm on a international perspective range all over business management, and if the opportunities are carefully taken and the risks technically mitigated against the success of any company on a global perspective is very imminent and should be pursued though carefully by any developing firm from any location on the globe. Disadvantages of global strategic management Differences in consumer response to marketing mix elements. Differences in consumer needs, wants, and usage patterns for different products. Differences in product placement at the market. Differences in administrative procedures of the company between different employees and the employer. Differences in the legal environment, some of which may conflict with those of the home market especially when dealing with countries in the developing world. Differences in brand and product development and the competitive environment. Differences in the institutions available, some of which may call for the creation of entirely new ones (e.g. infrastructure). In a case where the global recession affect the developed worlds like our country,this may greatly affect the strategic management of the companies and this in turn affect different branches of the same company in different parts of the world, this is a great disadvantage. Different parts of the world have different laws governing investment and some of the laws and rules are hard on the foreign investors,therefore creating a big setback to strategic management of the different companies. REFERENCES http://www.palgrave.com/business/lasserre/ www.wikepedia.com http://mimm-ltd.com/Documents/WSGEC2009_UK_Program_Book_7-15-09-.pdf http://www-management.wharton.upenn.edu/mcdermott/files/MGMT655.pdf