Saturday, November 30, 2019

Untitled document Essays - Films, Creative Works, It,

Ask yourself what is the best invention ever? is it the internet like a lot of us have said or is it the smartphone that us teens can't seem to take our eyes off of (cough Diego) I say its neither of them i say that the best invention of all time is light. Now let me tell you why, I use a lot of technology myself, From texting on my phone to surfing on my computer to beating jordy on PlayStations and the one thing that these have in common is that without light they wouldn't exist because their would be no way for you to see what you were doing. Imagine having a phone that had no screen just numbers to call a speaker to hear and a mic to speak,their would be no such thing as texting. Imagine instead of a computer having a typewriter! or instead of Playing your Playstation or Xbox playing board games. Yeah they're not that bad but wouldn't you get bored, i know i would. Also all of our favorite tv shows from Teen Wolf to The walking dead to SpongeBob none of these would exist because their would be no tv! all we could do was watch plays but even those would have to be outside. Another reason light is the best invention ever is that without it nightlife would irrelevant what i mean by this is that their would be no night time moves no concerts no movies no parties no carnivals even soccer and football games would have to be played during the day and as a soccer star myself i know that playing at night with the lights on just feels better. The only move would be to sleep at 8 O"clock.. even on weekends , and here in december we would sleep at 5! and the average high school student wakes up at 6 if you do the math were asleep about the same amount of hrs that we are awake essentially half of our lives would be slept away, think of all the things we could be doing after 5 o'clock , We could finish that hw assignment from that one class or have a nice family dinner or even become a millionaire the possibilities are endless, Dreams could be made, love could be found ,children could be born All if we didn't Have to sleep at 5 O'clock. Speaking of sleep imagine little kids who are terrified of the dark having to sleep in pitch black just thinking of their cute little face almost scared to death makes me wanna cry, not only is it bad for the kids it would be bad for the parents as well because their little angels would be keeping them up all night long screaming and kicking! Then, to make matters worse these parents have nothing to do at night because again like i said there would be no nightlife. No clubs, No Bars no Parties or get togethers as adults say, so them too would be stuck at home. Imagine that mrs reiner, being stuck at home even on weekends when you don't have papers to grade, you would just sit there saying um Some might say we could use candles but in the kids sake, not only do candles run out their hot wax and flame are dangerous for the kids. Also candles can't light up our electronics, they can't be used for watching movies or tv show. they can't be used to project our phone computer or video game screens the list goes on and on! Also some might say we don't need all this technology that we could survive without it like in ancient times, but ask yourselves this, do you want to just survived or live life to its fullest So to conclude without light our lives would be very different from our schedules to our activities we do for fun. Everyday new cutting-edge technology is being discovered but it all started from light! everything and anything would be affected if we didn't have light!

Tuesday, November 26, 2019

A Critical review of Pedagogy of the Oppressed by Paulo Freire The WritePass Journal

A Critical review of Pedagogy of the Oppressed by Paulo Freire   Abstract A Critical review of Pedagogy of the Oppressed by Paulo Freire   Abstract  IntroductionConclusionBibliographyRelated   Abstract The paper provides a summary and a critique of Freire’s notions in regard to education, philosophy and politics. The review considers how exploitation and oppression affects humanization. It criticizes the â€Å"Banking model† of education, and recommends the dialogical approach which can transform individuals.   Introduction The pedagogy of the oppressed by Paulo Freire brings together the political, educational and philosophical theory. The author explores the aspect of oppression and the foundation of liberation. Paulo Freire holds the notion that in order for persons to experience liberation, there is a need for the development of critical consciousness and thinking process in the person. Freire asserts that this is only possible through a pedagogy that creates a bond between the teacher and the learner, encouraging the learner to participate in dialogue and the practice of humanization via thought and its corresponding action (Freire 2004). The intention of this document is to provide a critical review of Freire’s work by considering his assertions on humanization and dehumanization, and oppression in the context of education and sham generosity. Freire recognizes the importance of humanization to the human kind and believes that the concern for humanization culminates in acknowledgment of dehumanization as an â€Å"ontological possibility as well as a historical truth† (Freire 2004, p. 43). He asserts that if an individual perceives the degree of dehumanization, he may question the viability of humanization. Freire views humanization and dehumanization as potentials for an individual, as an uncompleted being with knowledge of their incompletion.   Freire believes that injustice, oppression, exploitation, as well as the violence of the oppressors have thwarted humanization (Freire 2004, p. 44). Humanization is exemplified by the craving of the oppressed for justice, independence and lost humanity. The author asserts that dehumanization is an indication of those deprived of their humanity and also those who have deprived of humanity from others. He asserts that dehumanization is responsible for the distortion of the vocation of humanization. He believes that distortion is a historical occurrence, but not a vocation. The author opposes the idea of admitting dehumanization as a historic vocation, since the idea would lead to cynicism. He further asserts that the struggles for humanization, for liberation of labor, for elimination of discrimination would make no sense. Freire asserts that distortion of humanization may cause the oppressed to retaliate to the oppressors in an effort to recover their humanity. He believes this action by the oppressed changes them into â€Å"oppressors of the oppressors† a situation that makes their effort worthless (Freire 2004, p. 45). The author states that the oppressed has a responsibility of ensuring the liberation of both themselves and the oppressors since the oppressors have no power to unshackle themselves and the individuals they oppress. He believes that the oppressed has sufficient power to transform the oppressors into beings that recognizes humanization. The author considers true generosity as that which employs the fight whose purpose is to distort the vices responsible for the nourishing of sham generosity. He believes that the realization of true generosity and humanity should commence from the oppressed because they understand the importance of a liberated society better than the oppressors (Jackson, 2007). In order to realize liberation, the oppressed must be dedicated to the task, demonstrating love, which is in opposition to the lack of love that exists in the hearts of the oppressors. Freire asserts that the â€Å"fear of freedom† experienced by the oppressed may lead them to adopt the behavior of the oppressor, or subject them to the position of the oppressed. He, therefore, advocates for the examination of the ‘fear of freedom† (Freire 2004, p. 46). The author believes that in order to attain freedom, one must be responsible and steadfast in pursuance of freedom.   He believes that people can overcome o ppression by being conscious of its origin, and developing situations that value humanity. When looking at the teacher and student relationship, Freire criticizes traditional pedagogy because he opposes the aspect of memorization, which he believes turns learners into â€Å"containers† to be filled by the teacher (Freire 2004, p. 72). He asserts that the practice converts education into a practice of deposition in which the teacher is the depositor, and the learner is the receptor. The author terms this concept as â€Å"banking† because it only allows the reception, filling and storage of deposits to â€Å"containers†. According to freire, the â€Å"concept of banking† assumes that learners are devoid of knowledge and, therefore, the teacher or educator should bestow this knowledge to them. The author believes that education should follow a better concept in which the teacher-student relationship transforms into a situation where all become students and teachers at the same time. The author indicates that oppressor’s aim is to change the perception of the oppressed and not the condition that leads to their oppression. He argues that the â€Å"Banking concept† of education perpetuates oppression through the application of patterns and instruments which converts the oppressed into â€Å"welfare recipients† (Freire 2004, p.74).   In order to overcome the handcuffs of this concept, the teacher and the learner should employ a partnership approach which promotes critical thinking for both the educator and the learner. Through this approach, students will change into persons able to perform different tasks instead of memorizing words that exist (Holst, 2006). He believes that this practice causes some persons to possess naà ¯ve consciousness, which despite their, knowledge of possession fails to change it; they perceive the situation as normal.   Critical thinking would help students subject themselves to reality and thus fight for their un restraint. Although Friere advocates for the awareness of reality, he argues that those who succeed in liberating themselves ends up becoming what they were against. Friere advocates for dialogical education, which he perceives as a practice of deliverance. This concept entails a mutual exchange capable of changing situations (Bowers, 2005). The dialogical concept encourages students to criticize various daily situations and find solutions for them. Through problematization of situations, it is possible to create knowledge in the reality that environs the individual (Schugurensky, 2011).   It is possible to overcome limiting situations passed on by the oppressors. Freire assertions imply that if; there is a need to perform a study of a generative topic, it is imperative to perform a study of the thoughts of the people in need of liberation. This is for the purpose of avoiding de-contextualization of their work. While liberating persons, the idea is to make the teaching an element of their reality. The author argues that in order to accomplish liberalization of man and defeat oppression, it is important to avoid the use of common ideas (Bowers, 2005). He proposes that one should create own ideas and convey them via praxis and communication. To perform a good study of a generative topic entails the person’s action of visiting the region where the action occurred. This is for the purpose of bringing into the light thinking of the oppressed. Also, the application of thinking to the learning procedure through concentration on group communication among contestants is vital. This is because; through communication or interaction the participants are able to attain consciousness of reality, in addition expressing this reality fully. Freire perceives formal schooling and also the educational system related to it as undesired. This is because he believes that it retards human growth as well as initiative. That is why Freire proposes opposing education methods, one being the practice of liberty, and the other domination. According to freire, education should raise political consciousness. The purpose of Freire’s educational methodology is to subvert the oppressive regimes. The methodology proposed by the author considers development as non material and, therefore, perceives an individual as the chief contributor of nation development. Freire’s notions of education appear rather selective. They do not attempt to articulate the vast richness of their opinions on issues regarding the collective personality of man’s humanity (Pitts 1972, p. 116). Freire’s work does not contain a succinct analysis of gender and a clear description of the role the teacher in the proposed models. The issue of the authority of the educator is partially discussed although he perceives the teacher as an element of oppression. He appears to present a pedagogy of the oppressed, whose main aim is to perform the criticism of colonialism while, on the other hand, viewing the world via the incomplete and meticulous lens of patriarchy. Freire’s work does not acknowledge the issue of gender, class and race of teachers and learners. He also fails to consider their structural locations (Sue, 2007). The author seems to have forgotten that structural inequalities are critical, especially when articulating the idea that transformation is possible via individual thought and action.   I believe the author should have reflected on the issue of structural inequality, race and class in order to present a clear description of the possible change via t he utopian concept of actions and dreams (Sue, 2007). Freire’s proposition that opposes the â€Å"banking concept† of education is imperative because it presents unique and different teaching and learning approaches.   The concept proposed by Freire employs the â€Å"problem posing† tactic useful in different settings (M. Guajardo F. Guajardo 2008).   The methodology can be useful to isolated communities for the purpose of initiating both personal and community transformation. This is because when faced with problems, they will respond to the challenges and transform themselves, based on the conception that through the individual though it is possible to realize change (M. Guajardo F. Guajardo 2008). The pedagogy of oppression presents the reader with facts that can become useful in shaping researchers into creators of knowledge. Freire’s work has become an inspiration to learners as well as teachers who have been able to realize the in justices perpetuated by the â€Å"banking approach† of forma l education.   In addition, different settings including sociological, institutional and economical have benefited from Freire’s notion of education (M. Guajardo F. Guajardo 2008). Conclusion Freire’s view of traditional pedagogy as oppressive and the proposition of the learning concept based on â€Å"problem posing† are useful in transforming communities. His work, however, fails to discuss the significance of a teacher in his proposed concept. In addition, the author’s work does not include the aspect gender, race and class and, therefore, open to criticism. The author discusses the issue of humanization and dehumanization; he asserts that oppressors thwart humanization through the injustice, violence and exploitation that they perpetuate.   Freire’s pedagogy is worth recognizing because of its ability transform individuals into thinkers able to fight for their liberation. Bibliography Guajardo, M., Guajardo, F. (2008). Transformative education: Chronicling a pedagogy for social change. Anthropology and Education Quarterly, 39(1), 3-22. Retrieved from http://search.proquest.com/docview/218105661?accountid=35812 Jackson, S. (2007). Freire re-viewed. Educational Theory, 57(2), 199-213. Retrieved from http://search.proquest.com/docview/214138316?accountid=35812 Holst, J. D. (2006). Paulo freire in chile, 1964-1969: Pedagogy of the oppressed in its sociopolitical economic context. Harvard Educational Review, 76(2), 243-270,285-286. Retrieved from http://search.proquest.com/docview/212261176?accountid=35812 Pitts, J.P. (Sep., 1972). Pedagogy of the Oppresse by Paulo Freire; Deschooling Society. by Ivan Illich, Journal of Black Studies, 3 (1), 111-116 Freire, P. (2004). Pedagogy of the oppressed. New York, Continuum. Bowers, R. (2005). Freire (with bakhtin) and the dialogic classroom seminar. Alberta Journal of Educational Research, 51(4), 368-378. Retrieved from http://search.proquest.com/docview/228636846?accountid=35812 Schugurensky, D. (2011). Paulo Freire. London: Continuum International Pub. Group.

Friday, November 22, 2019

Analysis of Information Technology in Dentistry †MyAssignmenthelp

In this essay we are going to discuss about the ICE policies. The ICT policies is been discussed with regard to a developing country in Latin America. The country chosen over here is Uruguay. The ICT policies are chosen because it is an important roadmap for implementing the strategies of ICT. It exhibits the action that is too pursued as well as adopted by government to solve problems in ICT regarding access as well as civil liberties. Therefore this topic is interesting as well as it can enhance the knowledge of the most important aspect of ICT which is the policies regarding it.   Ã‚  The Oriental Republic of Uruguay is a South American country, situated among Argentina and Brazil. Montevideo is its capital and the nation is formally confined into nineteen states. Uruguay is as yet exceptional for its high capability rate, unlimited urban common laborers, moved direction and institutionalized reserve funds systems and by and large even compensation flow, regardless of the debilitating of some social conditions all through the latest numerous times of the twentieth century (Kozma & Vota, 2014). Uruguay's economy is portrayed by a passage orchestrated provincial region, a particularly arranged workforce, and a lot of expenses socially. Since 2004, in the course of sensible macroeconomic organization and abetted by great conditions in abroad, its financial status has been creating at a typical of 8% consistently (CIA, 2009). This money related improvement and the social courses of action completed by the organization have reinforced a reducing in desperation (from 33% in 2002 to 21.7% in July 2008) and unemployment (from 20% in 2002 to 7.6% in 2008). Regarding structure of the ICT division, there is an alternate media correspondences controller, and the category of the standard settled telephone head is that it is openly asserted (Jimenez-Marroquin, Deber & Jadad, 2014). Contention among Uruguay's adaptable market providers is exceptionally remarkable: each one of the three chairmen have starting at now moved 3G organizations. In connection to the more extensive global setting, Uruguay in the year, 2007 positioned 63 among 181 nations in the Computerized Opportunity Management Record (DOI),37 scoring 0.48 contrasted with the world normal of 0.4, and positioned ninth among LAC nations. Likewise, in the last release of the Arranged Preparation List (NRI) 38 Report (2008–2009), Uruguay positioned 65th among 134 nations (scoring 3.85, while the most noteworthy were Denmark, scoring 5.85). 10 nations that belongs from the LAC district included in the high portion of global positioning, Uruguay stood eighth among all of them. At last, in the year 2008 version of the ICT Improvement List (IDI) 39 Uruguay positioned 49th among 154 nations, possessing the third position among LAC nations. Uruguay's Digital Agenda (UDA) of 2008-2010, created by AGESIC, is one of the nation's program for tending to the issues of ICT at a national level, that includes the improvement and enhancing the association with the broader worldwide setting, in 2007 Uruguay situated 63 among 181 countries in the Propelled Open entryway Record (DOI), 37 scoring 0.48 appeared differently in relation to the earth typical of 0.4, and situated ninth among nations of LAC. Moreover, in the most recent arrival of the Composed Status Record (NRI) 38 Report (2008–2009), Uruguay situated 65th among 134 countries (scoring 3.85, while the most raised were Denmark, scoring 5.85). Ten countries from the region of LAC highlighted in the top segment of the overall situating, and Uruguay scored eighth among all. Finally, in 2008 form of the ICT Progression Record (IDI) 39 Uruguay stood 49th among 154 countries, including the 3 rd place among LAC nations. Uruguay's Digital Agenda (UDA) of 2008-2010, made by AGESIC, is the nation’s program to check out for ICT related concerns at a national level. This includes the change and overhaul of ICT system, targets related to social value in the utilization of ICT and what's more the period of informative substance of ICT framework, objectives identified with social uniformity in the utilization of ICT and in addition the era of instructive substance (Hasan, 2014). It initiates the transparency, digital inclusion, strengthening of the democratic, and e-government out of different characteristic in order for improving the quality of life of the population’s. In specific, the structure change line's basic target is for making and updates the mechanical establishment Management at a national level, and also to fulfill the specific capacities needed for its practicality. Every lines had a couple targets and goals. In the first place, Ceibal has a fragment that is political since it is a bit of the monetary and social headway visualization of the country. It is predicted that the in all cases accessing to ICT in general society eye will pass on an incentive as for accessing to the realizing, which is one of the sections in which countries are building up their forcefulness and money related change that prompts impartial social progression. Moreover, Ceibal is considered as an instrument for recovering the important piece of government supported schools' ensuring approach open entryways for Uruguayan locals, which in by one means or another is for feeling to be gone astray (Hasan, 2014). In this logic, ICT are considered as informative body that will enable all institutions to finish relative stages of significant importance. This doesn't seem, by all accounts, to be a bit of the image of the educational to drastically change instructing and education structures that is frequently joined into th ese systems. Nor all combined into the more far-reaching suggestion of OLPC which claims those youths will make sense of how to learn by virtue of their individual and synergistic correspondence with or through ICT (Lee & Han, 2013). In the hidden portrayals of Ceibal, there are void references for changing of an educational substance industry, nor watching out for the possible results which as a result of this technique Uruguay transforming into a development progression state. In any case, conceivably due to organization of Uruguay's as the very first nation for realizing the structure of OLPC, they mainly focuses on various ways for managing endorse this know-in what way as to wind up pioneers in mechanized informative substance era and organizations movement for the planned model (Aranha, Cruz & Pinheiro, 2014). With a particular ultimate objective for doing this, Ceibal is working up with a specific plan known as the "Rayuela" development. This will advance the change of an ind ustry of electronic educational assets substance attempting for exchanging these substance to the other South American nations and develop a particular support industry prepared to provide the organizations required by the Uruguayan schools and, also aid other countries. Besides, LATU hopes to twist up obviously a fundamental consultancy firm to help diverse countries realizing ICT in guideline systems charged by the OLPC (Gallego & Gutirerrez, 2015). The Organization of the Republic, the most amazing political master in Uruguay, derived Ceibal. In spite of the way that this commitment outfitted Ceibal with the required pushed for combining and clearing the requirement political and social performing specialists, it could additionally   have been the circumstance that it could have transformed into the objective of political analysis that could be crippling, its headway. If this was the situation, these responses never contained sufficient echoes for jeopardizing the execution of the wander, which in actuality has had a creating positive social affair within 152. Furthermore, the presidential obligation moreover supported the openness of the obliged resources for realize the wander in a scale of the countrywide in for the most part short time (Clastornik, Dornel & Parra, 2016). The support for the informational zone was not rapid. The ANEP and the Basic Guideline Commission, in charge of directing fundamental instructive system, was truant when the wander was made, yet rather after a short time they had a dynamic influence in its synchronization, expecting obligation for the instructive sections of Ceibal. The Uruguayan Partnership of Educators moreover maintained the wander from the most punctual beginning stage, sharing in an uncommon commission with the Basic Preparing Commission, for working in the use of Ceibal. Despite these sponsorships, a couple of get-togethers of teachers demonstrated their doubts on the wander and a few of those even got discarded, by attesting there were distinctive needs in the learning system that required sincere thought (Gallego & Gutirerrez, 2015). This hidden strain with the structure of the educational field may be illuminated by the way that instructors were not gotten some data about the wander at its begin or on account of a bona fide instability about the advancement of the idea to enormously join tablets for the youths in the classrooms. Its primary objective is for developing the sensible progression of the country and its worldwide incorporation through advancement and trade of noteworthy courses of action concerning consistent, metrological, inventive, managerial and consistence assessment organizations, as shown by the fitting controls (LATU, 2009). LATU was accountable for driving the specific and operational execution of the wander. Ceibal, as a noteworthy part of LATU, could make the particular and vital organization required to secure, prepare, consign, proper and give specific support to the countless passed on. Moreover, it created the volunteers' frameworks, developing an educational passageway and working in a joint exertion with uncommon working social events of the workplaces in charge of managing the informational structure (Crespi & Dutrenit, 2014). Towards the finish of 2009 Ceibal ended its first execution arranges that had the objective of giving a tablet to every tyke and educator of open essential training. One of the greatest difficulties of the primary execution stage was one of the moderately restricted times accessible for actualizing the venture in the nation. This extension was arranged in four phases (Ceibal, 2009b): Stage 1 (first semester 2007): School N º24 of "Estate Cardal", office "Florida". "Manor Cardal" is a town with 1,290 occupants and just one school had 150 students. For this stage, OLPC gave the PCs; 154 | Changing Training: The Energy of ICT Strategies (Cassoni, 2015) Stage 2 (second semester 2007): Rest of the "Florida" office till it is secured completely. In the month of October of the same year the first 100 thousand portable workstations and 200 servers were permitted to purchase through an awaiting procedure. Youngsters and educators got these PCs soon thereafter (Tan et al., 2017) Stage 3 (year 2008): Over 175,000 PCs were conveyed, finishing all schools within the nation, except of part of the bureau of Canelones, Montevideo and its metropolitan zone (Barcellos, Leite & Monteiro, 2016) Stage 4 (year 2009): whatever remains of the branch of Canelones is finished together alongwith Montevideo and its metropolitan territory: With this, all kids and educators in essential state funded training got portable PCs, achieving 362,000 youngsters and 18,000 instructors. The following figure condenses the four phases of the usage of Ceibal in essential training (Hasan, 2016). All in all, Ceibal has all the earmarks of being an extensive activity that put stock in the administrations inside limit (LATU, ANEP, and so forth.) to give the arrangement of products and ventures considered in this approach. In any case, upon nearer assessment, it can be noticed that there are an assortment of methodologies and that most of them have advanced after some time. For the purpose of portrayal of these qualifications, it is significant for using the typology projected by Barber (2007) to depict the philosophies used by various governments for the game plan of open items and endeavors. Beautician perceives three sorts of procedures: Summon and control: When the assembly is the supplier of general society stock and ventures and using a top-down organization come closer from the center, for the decentralized citizen driven association's units (Gubrena et al., 2014) Devolution and straightforwardness: When the organization decreases obligation and autonomy for the game plan of open items and dares to the decentralized organization units (cutting edge) and makes structures to measure execution that are open, for pushing the upgrading; and Semi markets: When the delegates of the organization the course of action of open stock and undertakings to the private part, either totally privatizing the game plan and completing the systems that regulatory or granting its property and controlling for various authorities of the marketplace. Ceibal's procedures and strategies can be depicted as commonly "request and control," since the game plan of PCs were dealt with halfway by LATU or ANEP through their different inside frames, until going for the beneficiaries. A part of the clearest delineations is: (i) the course of action of exercises completed by LATU to circle, acquaint and give particular support with the aggregate ICT structure (PCs, servers, and fra meworks) and (ii) the plan of automated enlightening assets executed by ANEP and LATU (Cave et al., 2014). Disregarding the way that Ceibal is a methodology which has been executed transversally throughout the structure of Uruguayan of the state (administrations and diverse workplaces), its movement of the country over has in like manner included distinctive on-screen characters starting from various ranges that support and increment the state's attempts. Regardless of the way that few of these exercises begun from external source of the organization, they have been maintained and created through Ceibal, that enabled the readiness for performing specialists from the normal society, societal affiliations, universities and private division. A noteworthy number of these external exercises for sustaining were depicted in fragment 2.4.1. In a substitute locale, throughout the Rayuela Augment, Ceibal is also including the personal division accessories in the wander, particularly the item business (Proenza & Girard, 2015). Finally, it justifies determining that disregarding the way that Ceibal w as arranged towards state subsidized guideline just, in the midst of its fundamental use a segment was made remembering the ultimate objective to unite non-government-funded schools into the movement. As for the general enlightening methodologies, and approving with the UNESCO guidelines in general, the government of Uruguaya preferably imparted its engagement for improvement of the students’ presentations, for extending the open utilization on preparing and for developing a state-financed direction advantage in consonance with the work grandstand demands, however constantly putting the esteem manage at the point of convergence of the national system (Jordi et al., 2016). The execution of the checking and the model of appraisal were arranged proceed in three different stages: A pilot compose completed in December 2008 that measured the use of an outline which was included reviews for instructors, principals, children and gatherings of forty-four schools having short and lengthy moment of enthusiasm for Ceibal. Utilization of a review in June 2009 that included overviews for a comprehensively illustrative case of instructors, principals, youths and families supplemented by a subjective examination of 20 gatherings that included gatherings and workshops that is participatory in nature. Out and out, the data amassing is considered 5,682 adolescents from 3rd to 6th grades – 7,620 families, 1,050 teachers and 200 principals (Acharya, Rathod & Upadhyay, 2016). In addition, the model considering the data collection about circuitous consequences and the results, considering the diminishment of the propelled detachment and the headway of modernized cons olidation as multidimensional troubles which fuses the passageway to ICT (Aranha et al., 2016), its usage, the inclination which have a PC makers for children and the educators and its resultant at home. Expound standard utilizing pointers that can be utilized to quantify effects of Ceibal in social, social, monetary and vote based interest measurements. Recognize and portray the most significant performing artists and gatherings (stratifying by financial gatherings and ICT encounter). Break down the advancement after some level of time and nature of utilization of the apparatuses and social interest in the creation of substance (Truncano, 2016). Create intermittent data with respect to the three primary parts of Ceibal: preparing, dissemination and upkeep of portable PCs and its utilization. Recognize preparing and bolster activities actualized by Ceibal and common society and in addition between institutional coordination. In view of the investigation of the data, give proposals to basic leadership. Recognize the adjustments in the open doors, practices, learning, conceivable outcomes, discernments and prosperity of the families and group individuals taking an interest in Ceibal and what elements add to or ruin these progressions (Monge-Gonzà ¡lez & Hewitt 2015). Break down the adjustments in the connections and relations amongst schools and families and within the families; the adjustments in the practices that is social and in the utilization of extra time in the wake of presenting a tablet in the youngsters' social condition. Break down people's interest in systems; concentrate the effect because of the shared origination of Ceibal's portable PC. Study the effect in the kids' confidence, in their inspiration to learn and accessible open doors for them (Katz, Koutroumpis & Callorda, 2014). Notwithstanding the observing and assessment activities executed by the Ceibal assessment commission, there have been numerous different activities that examined, or are presently concentrate, distinctive parts of Ceibal. Huge numbers of these activities were a piece of the pilot phases of Ceibal, and were for the most part contextual investigations that taken a gander at specifi c parts of the venture and others didn't utilize thorough assessment strategies, in this manner announcing rather recounted data. One fascinating activity is the "Flor de Ceibo" extend in which, in 2008, understudies of the College of la Repà ºblica fielded work in 97 groups partaking in the venture, accumulated information on its usage, and supported the groups in different customs (DuToit, 2015). It was to be demonstrating that 85% of the surveyors concur that Ceibal "enhances the eventual fate of the youngsters" and 92% addressed which put the kids "in contact with the world." Moreover, 49% concurred that it "puts the kids in contact with destructive data." In regards to the review actualized by the Assessment Commission of Ceibal, the accompanying areas report a portion of the underlying discoveries that were discharged in end of the December, 2009. As to get to, utilizing optional information, the review reports that in the vicinity of 2006 and 2008, due the usage of Ceibal in the inside of the nation, admittance Web in schools that have change fundamentally: from 32% of the youngsters getting to Web in schools in 2006 to 67% in 2008. Regardless of numerous activities actualized since the 1990s, the republic of Uruguay had issues managing a nationalized arrangement to present ICT in schools, particularly in essential training. In any case, in 2006 Uruguay began the Arrangement Ceibal which accomplished the arrangement of portable PCs of all the essential students and educators in a time of three years and now it is beginning a comparable system for auxiliary training. In Uruguay today, every elementary school – and soon every optional school too – their educators, understudies, and families will have the chance for utilizing and learning with the help of ICT. Notwithstanding this achievement, Ceibal confronts extraordinary difficulties with respect to specialized and academic support, substance and Web arrangement, and maintainability, among others. In spite of the fact that Ceibal has an unequivocal instructive talk and has been executed over the instructive framework, its proposition goes a long ways past schools (White & Parker, 2016). To be sure, this arrangement is as a matter of first importance a social approach attempting to affect specifically kids, families and the general public and, also, an instructive strategy attempting to affect schools and on educators' academic practices. Moreover, as the worldwide experience has illustrated, Ceibal is additionally demonstrating that paying little heed to the innovation conveyance show, strategy creators need to incorporate integral procedures to guarantee instructors' expert advancement, the accessibility of sufficient computerized instructive assets and the arrangement of specialized and academic support. At long last, the model of Uruguay is envisioned by numerous nations with low rate of accessibility of ICT in the schools as well as homes as an approach for moving rapidly towards the twenty-first century Data Society. Acharya, G. D., Rathod, J., & Upadhyay, D. (2016). ICT as a change Agent for Technical Education–A Case Study of Atmiya Institute of Technology and Science. Aranha, M. I., Cruz, J. M., & Pinheiro, A. A. (2014). Latin American Federative Variables for ICT and Development Research: A Comparison between Argentina, Brazil, Chile, Colombia, Mexico, Peru, Uruguay, and Venezuela.  Redes. com: revista de estudios para el desarrollo social de la Comunicacià ³n, (9), 211-231. Aranha, M. I., Oliveira, F. M., Falcà £o, R. L., & Gazzaneo, N. (2016). ICT Institutional Framework in the Americas Region. Barcellos, R. E. M., Leite, C., & Monteiro, A. M. R. (2016). Integration of technologies policies and Basic Education Teacher Training in Uruguay.  education policy analysis archives,  24, 22. Cassoni, A. (2015). ICT sectors and clusters, local firms performance and employment generation: the case of Uruguay. Cave, J., Joyce, C., Shahin, J., Cave, B., & Schindler, R. (2014). Putting the IC into ‘Policy’: strategic analysis for optimising the role of ICT. Clastornik, J., Dornel, S., & Parra, D. (2016, March). Uruguay's Digital Policy. In  Proceedings of the 9th International Conference on Theory and Practice of Electronic Governance  (pp. 64-67). ACM. Crespi, G., & Dutrà ©nit, G. (Eds.). (2014).  Science, technology and innovation policies for development: the latin american experience. Springer Science & Business Media. Du Toit, J. (2015). Teacher training and usage of ICT in education. New directions for the UIS global data collection in the post-2015 context.  UNESCO Institute for Statistics, Retrieved,  16. Gallego, J. M., & Gutià ©rrez, L. H. (2015). ICTs in Latin America and the Caribbean: Stylized Facts, Programs and Policies. Gallego, J. M., & Gutià ©rrez, L. H. (2015).  ICTs in Latin American and the Caribbean Firms: Stylized Facts, Programs and Policies: Knowledge Sharing Forum on Development Experiences: Comparative Experiences of Korea and Latin America and the Caribbean. Inter-American Development Bank. Guberna, A. M. C., Lopes, C. R. S., Galeffi, D., & de Barros Pereira, H. B. (2014). Interactivity in education: social and complex network analysis.  An Overview of Digital Media in Latin America, 80. Hasan, M. Z. (2016). Evaluation of a Government ICT Policy Document from a Communicative Action Perspective: A Case of Bangladesh.  The Electronic Journal of Information Systems in Developing Countries,  73. Hasan, S. (2014). ICT policies and their role in governance: the case of Bangladesh.  Science, Technology and Society,  19(3), 363-381. Jimenez-Marroquin, M. C., Deber, R., & Jadad, A. R. (2014). Information and communication technology (ICT) and eHealth policy in Latin America and the Caribbean: a review of national policies and assessment of socioeconomic context.  Revista Panamericana de Salud Pà ºblica,  35(5-6), 329-336. Jordi, L., Figueiredo, M. Ç., Barone, D., & Pereira, C. (2016). Study and analysis of information technology in dentistry in Latin American countries.  Acta Odontolà ³gica Latinoamericana,  29(1), 14-22. Katz, R. L., Koutroumpis, P., & Callorda, F. (2014). The Latin American path towards digitization.  Revista de Estudios para el Desarrollo Social de la Comunicacià ³n, (9), 151. Kozma, R. B., & Vota, W. S. (2014). ICT in developing countries: Policies, implementation, and impact. In  Handbook of research on educational communications and technology  (pp. 885-894). Springer New York. Lee, H. S., & Han, H. S. (2013). A Study on Silver ICT Policies of International Organizations and Foreign Countries, Broadcasting and Communications Convergence Future Strategy System Research Report.  Ministry of Science, ICT and Future Planning, 14. Monge-Gonzà ¡lez, R., & Hewitt, J. (2015). ICT sectors and clusters, local firm performance and employment generation in Latin America: final report. Proenza, F. J., & Girard, B. (2015).  Public Access ICT across Cultures: Diversifying Participation in the Network Society. MIT Press. Tan, S. C., Cheah, H. M., Chen, W., & Choy, D. (2017). Integrating ICT into K-12 Education–A Global Perspective. In  Pushing the Frontier  (pp. 11-25). Springer Singapore. Trucano, M. (2016). SABER-ICT Framework Paper for Policy Analysis. White, G., & Parker, L. (2016). Building and Sustaining National ICT/Education Agencies.

Wednesday, November 20, 2019

Reaction Paper to Movie Hoop Dreams Review Example | Topics and Well Written Essays - 1250 words

Reaction Paper to Hoop Dreams - Movie Review Example This is seen in the movie as it entails the story of two high school students In Chicago who had a dream of becoming professional basketball players. The two African American teenagers; Arthur Agree and William Gate, studied in a white, Roman Catholic high school called St. Joseph High School in Westchester, Illinois after being recruited by the schools’ scout (Joravsky, 1996). Despite the economic adversity, long hours commuting, change in environment and difficult training, Agree and Gates worked very hard to enhance their basketball skills despite the competitive industry in the job. Their families also played an important role in supporting them with the school basketball program. In the film we get to see Americas’ present view of education, race, economic diversity, social class and values. William Gates of the two students is obsessed to play in the National Basketball Association. Four years down the line William Gates progresses to the Nike All-America basketba ll camp. During the camp one of the coaches, Mr. Lee, informs them that the only reason they were in the camp was to make their schools win and make a lot of money. At the camp, the college coaches tended to overlook high school players. This reveals the relentless procedure in which coaches and recruiting scouts neglect to recognize such people like Arthur Agree and William Gates. The life of the two students seemed to be opening up smoothly where William is aiming for a stunning college career as well as the pro basketball view whereas; Arthur Agree seems to progress downwards. The two are engaged into a system that is not ready to take them in easily (Joravsky, 1996). The film was also used as a tool to express the social issue in the American community which it achieves and puts in even more important questions. It also portrays how money affected the society as well as major institutions, for example in the case scenario where ‘coach Lee’ gives advice to Arthur Agr ee and William Gates that everything they were getting involved was at it about money and even quoted; â€Å"the whole thing is about money† and tried to explain how they were being used by the school so that it would win and make a lot of money. He even went to further to tell them that, the only way that people like them, people from the poor black neighborhood, would defend themselves as well as their interests from such situation, was through being aware of the fact that it was not just about playing basketball but everything was revolving around money (Joravsky, 1996). Arthur Agree lived with his parents who broke up but later made u and were back together after Arthur’s father had a drug problem (crack) but managed to get over it. They lived in the Cabrini-Green housing project, whereas; William Gates lived with his single mother and his older brother called Curtis who had missed out on his own basketball career in college but didn’t give up but rather inv ested his dreams in his younger brother William Gates. He had so much trust in his small brother such trust in his younger brother such that he even made a comment saying he does not see how the brother, William Gates was not

Tuesday, November 19, 2019

Walmart Research Paper Example | Topics and Well Written Essays - 500 words

Walmart - Research Paper Example Sam had a vision, and together with his wife Helen, they used up almost all of their life savings to put up the first Walmart store. During the early part of the 70’s, Walmart was only able to expand to 15 stores because of lack of capital. So in 1972, Walmart stock was offered on the New York Stock Exchange, this gave the company the capital for expansion. By the end of the decade, the company opened 276 new stores in 11 states. The 80’s was also an eventful decade; it was in 1983 that Walmart introduced Sam’s Club members-warehouse store. Its first Supercenter however did not open until 1988 which already features a complete line of merchandise from grocery to assortments of general merchandise. The 80’s was also a decade of growth. The company continues to steadily grow with 1,402 Walmart stores in total and 123 Sam’s Club locations by 1989. Sales have skyrocketed from $1 billion in 1980 to $26 billion by the end of the decade. Currently, there a re 8,986 Walmart stores in 15 countries around the globe. They employ 2.1 people and are estimate to serve on average, 176 million customers per year. Walmart is a retail company that has not lost sight of its purpose, ad it is this purpose, this vision that have guided them towards their success.

Saturday, November 16, 2019

Starbucks Coffee Company Diversity Audit Essay Example for Free

Starbucks Coffee Company Diversity Audit Essay In this paper, we will be discussing a diversity audit that took place with the Starbucks Coffee Company. The audit consists of the company’s background, what the team’s criteria for a diverse organization should be and the findings on what the organization diversity practices truly consist of based on research provided from interviews, company statements and news articles. The remaining of the paper will focus on the organization in terms of Thomas and Ely’s paradigms, building an inclusion breakthrough and a business case for diversity in the organization. Finally, recommendations for improvements will be discussed for the company. â€Å"Our mission: to inspire and nurture the human spirit – one person, one cup and one neighborhood at a time. † This is the opening mission statement for Starbucks Coffee Company. Since Howard Schultz, CEO, took over the company in 1982, this has been the words that have helped make Starbucks the most successful gourmet coffee company in the world. The first Store opened in 1971 in the Pike Place Market in Seattle Washington. It was a small store only catering to whole bean sales. However, one trip to Italy by Howard Schultz would change everything. In 1983, Schultz goes to Italy where he discovers the idea of a coffee house and believes it is a marketable concept that could take hold in the US. In 1984 the Pike Place Store serves its first latte, and in 1987 Starbucks starts to open stores in Vancouver and Chicago as well as other cities nationwide. As of Dec of 2009 Starbucks has 16,706 stores serving handcrafted beverages and creating an entire cultures with coffee being in the epicenter. From the first barista ever hired, Starbucks has been committed to its partners and has prided itself on being a company based on diversity and acceptance of all cultures; not only from the partners but from the coffee farmers they do business with. Diversity has become a part of the mission and culture at Starbucks and it is something that Starbucks values greatly. It is so much a part of who they are that they have received many awards including an award from the Human rights campaign in 2010 for being one of the best places to work for the LGBT community. An organization is a group of people intentionally organized to accomplish an overall, common goal or set of goals. For a company, an organization is a means to an end to achieve its goals, which are to create value for its stockholders, employees, customers, suppliers, and community. Members of the organization often have some image in their minds about how the organization should be working. When members of an organization have different images or different approaches of how the organization should be, is where diversity becomes a factor within an organization. According to the explanation in Gladstone, diversity means understanding that each individual is unique and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. Diversity is about understanding each other and moving beyond acceptance to implementation and celebrating the dimensions of diversity contained within each individual. All of this sounds ideal and easy to apply; then again, the worlds increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before and it is not always easy. As a result, managing diversity has become an organizational challenge. People no longer live and work in a guarded organization; they are now part of a worldwide economy with competition coming from practically every continent. As a result, maximizing and capitalizing on workplace diversity has become an important matter for management. An organizations success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively evaluate their handling of workplace diversity issues, develop and implement diversity plans, several benefits are reported. For example, increased adaptability, variety of viewpoints, and a diverse collection of skills and experiences that allows a company to provide service to customers on a global basis. For this reason, organizations need diversity to become more proactive and welcomed within an organization and its employees. Managers must learn the managerial skills needed in a multicultural work environment. Managers must be prepared to teach themselves and others within their organizations to value multicultural differences in both employees and customers so that everyone is treated with respect. The organizations that manage diversity well will come out ahead in the competitive environment. Based on these key ideas and concepts, these will be the factors used to determine the level of diversity that Starbucks has reached as a company and how that plays into the everyday operations of each store. Steve Ogo has been with Starbucks for fourteen years originally from Portland Oregon. He migrated from Portland to Chicago a few years back and has been one of the district managers for Chicago ever since. Mr. Ogo has been a part of the organization for over a decade and has been a part of many changes including changes in diversity. Unlike Chicago, Portland has a very different population which made it very hard to create a diverse work environment. In trying to keep with the ideas and philosophies of Starbucks, Mr.  Ogo was the leader of a special diversity team committed to the idea on inclusion in not just places like Portland, but the entire Starbucks communities. â€Å"We believe in the idea of inclusion. Instead of focusing on a hard number, we need to create an environment that has a spirit of inclusion. That’s more important. It’s not just color, age, gender or sexual orientation. It’s about what you identify yourself as and having an environment that you feel comfortable in†. As the former VP of Diversity and inclusion, it was their mission to create this exact type of environment where everyone feels comfortable and welcome. Mr. Ogo believes if there is any challenge that Starbucks has faced in trying to make the idea of inclusion a part of their culture it is recognizing what that looks like outside of major cities. It is easy in major cities to incorporate the idea of inclusion because there is a more diverse atmosphere, however, Mr. Ogo is not sure that Starbucks as a whole has given a face to inclusion in rural areas such as Portland where mathematically it may not be easy to balance the scales because there just are not enough people of different backgrounds. As District manager for approximately 10 loop stores in Chicago, Mr. Ogo has a diverse management staff. Although his managers are mostly women, they do range in different ethnicities as well as gender and sexual orientation. He however is looking to even the playing field with hiring a few more men. Starbucks has always been committed to providing a place where everyone can feel comfortable working and expressing who they are. Starbucks was one of the first companies in the late 1980’s to offer benefits to same sex couples when it became public knowledge that an mployee was infected with the HIV virus. Starbucks has been recognized many times by the human rights campaign in their efforts to create a comfortable and accepting work environment for the LGBT community. In order to create awareness and diversity within the African American communities, Starbucks paired with basketball great Magic Johnson to develop UCO (Urban Community Outreach) stores which would open Starbucks locations in underdeveloped areas and provide the residents with benefits and jobs to help support the neighborhood and families. Mr.  Ogo is proud to announce that Starbucks has also changed their hiring practices. All applications must now be filled out online, eliminating the â€Å"Halo or Horn† effect. A lot of times when applications are handed in, there are ones that are pushed to the back solely based on the appearance of the applicant. Since the applicant could be handing the application to the first person behind the counter, depending on how the barista feels about the individual would determine whether or not they received a call back. With the new hiring practice, it is solely based on qualifications first. Mr. Ogo believes that Starbucks has made a continuing effort in supporting diversity among their communities and believes that the majority of the success is based on the fact that the ideas and beliefs are imbedded in not just the partners but the leadership. It is an idea that is practiced every day and will continue to be at the forefront of success for Starbucks. Three different Stores in different parts of town were visited to understand more about how Starbucks builds its diversity particularly in Chicago. The loop store (202 N Michigan) was the more diverse store. Being in the center of the city, partners of all different walks of life call the store home. There was an equal balance of men and women, older and younger, different sexual orientations all coinciding and working together as one. The second and third stores are conducive to their environments. The Store on 38th and State is a UCO store in a predominately black neighborhood. The majority of the employees are African American and range in all genders however there does not appear to be as many sexually diverse individuals or older individuals. The baristas are in their mid twenties and are from the surrounding neighborhood. The artwork as well as music resembles what one would think of African American culture; however it still has the feel of a Starbucks. The third Store is situated in Lincoln Park, a predominately-white neighborhood. There are only two men and two African American women working in this store. The Store fits a very suburban life style. The employees are college or graduate students and are looking to supplement their income. Each store seems to be a representation of their environment which keeps in line with the idea of the â€Å"third place† atmosphere Starbucks would like to achieve. Although Starbucks tries hard to cater to their environment surrounding their store, it can arguably create more segregation than acceptance if the only other baristas that surround a barista are ones that look like him/her. It may create more of a divide rather than acceptance. According to the textbook, Thomas and Ely recognize that organizations can be in different stages in terms of managing diversity. Some are still operating in the discrimination and fairness paradigm. Others are in an access and legitimacy paradigm, where diversity is considered a competitive advantage in terms of understanding changing customer markets. On the other hand, to make managing diversity really work, organizations need to be operating in a learning and effectiveness paradigm, where an organization internalizes diversity as part of its mission, connects the needs of diverse workers to the way that work is done, and makes workers feel valued an included. Using this paradigm Starbucks has reached the learning and effectiveness paradigm. They are a company that has made diversity part of their culture. It comes to everyone from the CEO to the baristas as easy as pouring a cup of coffee. Former Senior Executive of Starbucks Howard Behar said it best when he said, â€Å"We are in the people business serving coffee, not the coffee business serving coffee. † Behar, like the rest of Starbucks, believes it’s about the people and the importance they play in helping to create the culture of a company and through that helps to sustain its life line. Starbucks employees are motivated and loyal because Starbucks answers the question, â€Å"What’s in it for me? † They give employees a reason to stay and that mainly has to do with the equality that one feels while working for Starbucks. Thomas and Ely suggest that the best way to build a business case is to link diversity to the specific needs of an organization, such as increasing market opportunities, developing creative solutions to problems, or decreasing the turnover of talented diverse employees. Then make a plan to achieve these goals and track and measure the long-term results. Since its conception in 1982, Starbucks has done all of the above. It has created market opportunities by opening in communities that would otherwise not be inhabited by big businesses and it employs the people of the community which puts revenue within that community. It adheres to the needs of its employees by creating partner contact centers for the main purpose of the partners and giving them a place to go for whatever reason and creating outside avenues. Starbucks listens and answers questions when asked by partners, making them feel as though they have a voice. Programs such as tuition reimbursement, health care for part time employees and same sex partners has pushed Starbucks to the forefront and decreases turnovers within the company. These are business practices that have made Starbucks one of the top ten companies to work for on Forbes 100 list multiples times. According to the inclusion breakthrough, there are four phases that a company can be in. It is a cycle of elements that are built upon to raise the standards of an organization. In theory, it should increase job satisfaction, develop communities, attract and retain its employees and in the end create the idea of inclusion within its culture. Starbucks would be in the fourth phase of the inclusion breakthrough; currently trying to sustain and challenging new change. Howard Schultz completed phase one by setting the groundwork for what he wanted the company to be and placing people in specific roles that shared in his vision. It literally trickled from the top down, and everyone shares the same ideas and beliefs that Schultz envisioned. Mobilizing change was a huge issue for Starbucks within the past few years, particularly due to the collapse in the economy. With the idea of always trying to protect its people, Starbucks initiated change and kept in constant contact and emails, some personally from Howard that informed all employees of the change and why they were happening. It was a hard road for Starbucks for some time, however because the belief, culture and sense of inclusion had already been established, change was able to take place. In order to keep with changing times, Starbucks adapted to the culture of society and took ideas that may have appeared radical at the time and made them apart of who they were. The idea of giving health benefits to partners who work twenty hours was not practiced amongst big businesses, yet Starbucks dared to venture outside of the box because their people come first. The last and final stage is where Starbucks stands today. Through reviews of all partners and partner surveys Starbucks is able to create new ideas and values based on the needs of their employees. Starbucks is continually evolving. The idea that there is no end is what keeps Starbucks in the running. The company believes that there is no end to inclusion and this key idea is what keeps them chasing more ideas and making a conscientious effort to create change and growth. As the world evolves, so does this company and with evolution comes new ideas and new concepts that can change and shape not just Starbucks but the way everyone does business. The business case for diversity, states that in a global marketplace, an organization that employs a diverse workforce is better able to understand the demographics of the marketplace it serves and is therefore better prepared to succeed in that marketplace than an organization that has a more limited range of employee demographics. Consequently, an organization that supports the diversity of its workforce can also improve employee satisfaction, productivity and retention. Starbucks turns this idea into an equation: Diversity = Inclusion + Equality + Accessibility. The way we have built our company by including the success of the company with everyone in it and not leaving our people behind is a great example of building a business the right way,† says Schultz. â€Å"We’re not ever going to turn our backs on our [employees]. † (http://www. evancarmichael. com/Famous-Entrepreneurs) Although Starbucks would not share the exact numbers, if any, on how the idea and implementation of inclusion has affected the business it can still be seen by the average consumer and employee. Three stores in Seattle in 2009 were opened up by Starbucks under a surname. The â€Å"15th avenue coffee and tea shop† on Capitol Hill is slated to have a neighborhood feel and reflect the style and culture of the people and employees of the neighborhood. Although Seattle is a test market, if the concept fares well, it will become a trend for Starbucks to create and add new identities to existing neighborhood stores. In 1998, a company-supplier diversity program was implemented in the US. It was estimated in 2005 that Starbucks would spend 95 million dollars on women and minority run businesses. This helps create jobs and revenue to communities that might otherwise not have any. It builds a sense of community and partnership. The list and awards for Starbuck can go on for days. Like all companies, they are not perfect and have been the subjects of much scrutiny and criticism. There is no such thing as a perfect employee or employer and there is no way that a mogul giant like Starbucks will be able to create a utopian society. There are many ways however, for Starbucks to continue to have success and growth within the company. Steve Ogo, a District manager for the loop stores thought that one of the biggest issues Starbucks faces in bringing the idea of inclusion to every market they are in. It is easy to create a diverse work force in a metropolis like Chicago. It is hard to create a diverse work force in a city like Chattanooga, TN. Starbucks has not mastered that idea and would be better for it if they created new ways to tap into the market in smaller rural areas and create an atmosphere of inclusion and diversity. The company has made many efforts to promote gender equality and LGBT rights on a company wide scale yet it does not fair so well in creating small acknowledgments within the stores. Small details such as recognizing black history month or women’s history month, helps to also create an environment where partners feel they are being recognized personally. Through its efforts to create a diverse work environment, it is clear to see when walking into a store that the idea of diversity may not include the older population. Mr. Ogo believes that this may not entirely be the fault of Starbucks alone. One would be correct in assuming that there is no one over forty behind the counter of a Starbucks, but there never seem to be any applications from the older generations. Mr.  Ogo believes that this may have to do with intimidation upon walking in to drop off an application just to see a lot of young people behind the counter, including the manager. However, he believes that the new application process being entirely online will allow for a different kind of candidate, including those who would not normally apply. Throughout the years, Starbucks has made great strides and innovations that have helped change the way business is done. They have made a conscientious effort to willingly include all walks of life and create inclusion, just not with their employees, but customers and communities alike. If given a letter grade based on this diversity audit Starbucks would pass with an A effort. Inclusion is a word embedded into the heart and soul of this company. They have expanded this idea not just nationally but globally and continue to create and promote change wherever they break ground. After analyzing Starbucks’ audit, some of the recommendations we would provide the company with would help the company to continue to strive to be the best gourmet coffee company in the world with a diverse group of employees, suppliers, and consumers. Establish a consistent review of diversity in the workplace. Top management need to make assessing and evaluating their diversity process an integral part of their management system. An employee satisfaction survey can accomplish this assessment for your company efficiently and conveniently. It can help the management team determine which challenges and obstacles to diversity are present in the workplace and which policies need to be added or eliminated. That report will be the beginning structure of the organization’s diversity in the workplace plan. The plan must be comprehensive, attainable and measurable. An organization must decide what changes need to be made and a timeline for that change to be accomplished. The personal commitment of executive and managerial teams is necessary. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organizations function and purpose. Involve every employee possible in preparing and performing diversity initiatives in the workplace. Promote an attitude of openness in the organization. Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. Promote diversity in leadership positions. This practice provides visibility and realizes the benefits of diversity in the workplace. Utilize diversity training. Use it as a tool to shape the diversity policy. Use the results to build and implement successful diversity in the workplace policies. According to Azine, as the economy becomes ever more global, our workforce becomes gradually more diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace successfully. Starbuck’s needs to continue to evaluate the organizations diversity policies and plan for the future if they want to continue to be successful. References http://edis.ifas.ufl.edu/hr022 http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-12-managing-diversity-in-the-workplace/

Thursday, November 14, 2019

David Guterson And His Use Of The Theme Of Nature Essay -- essays rese

David Guterson and His Use of the Theme of Nature   Ã‚  Ã‚  Ã‚  Ã‚  David Guterson, a young American author, has written two major works regarding aspects of human nature and human emotions. His first publication, a collection of short stories, entitled The Country Ahead of Us, The Country Behind addresses some of the moral dilemmas that humans face throughout their lives. His first novel, Snow Falling on Cedars, narrates the trial of a Japanese man accused of murdering a white man in the post World War II era. Throughout his literary works, Guterson uses elements of nature: land, trees, water and especially snow, as literal and metaphorical tools to develop and resolve conflicts.   Ã‚  Ã‚  Ã‚  Ã‚  David Guterson uses the same aspects and characteristics of nature in two different ways. First he describes in visual detail the literal or actual effects that elements of nature have on the characters in the story. But more importantly Guterson uses nature to convey substantial and symbolic meaning in the lives of the characters in his stories.   Ã‚  Ã‚  Ã‚  Ã‚  One of the elements of nature that Guterson uses as a tool to develop the conflicts in Snow Falling on Cedars are the strawberry fields on the island. These fields represent an important source of income for the community. Traditionally the Japanese laborers worked the fields and the white Americans owned the fields. The question of the ownership of seven acres of strawberry fields serves as the apparent motive for the murder of Carl Heine. To a local Japanese fisherman, Kabuo (accused of murdering Carl Heine), the ownership of this land promises a secure future and ultimately independence. â€Å"...she knew that Kabuo wanted a strawberry field.. nothing more than that† (Snow Falling 89). â€Å"His dream...was close to him now, his strawberry land, his happiness† (Snow Falling 456). The strawberry fields connected Kabuo to his past and symbolized a continuity of life. â€Å"My father planted the fathers of these (strawberry) plants† (Snow Falling 362).   Ã‚  Ã‚  Ã‚  Ã‚  Guterson also uses snow metaphorically to make the ownership of the strawberry fields disappear and seem unimportant in life (Snow covering the fields permitted the reader to veiw the ownership of the fields as a very materialistic and selfish thing). After the snow has fallen it acts as a purifier to a... ...nd. The snow changes in these scenes in the story as Guterson tells......................................................................   Ã‚  Ã‚  Ã‚  Ã‚  Snow is also one of the elements that can also be traced through Guterson's earlier works. In â€Å"Angels in the Snow† Guterson uses snow in the very same way that he uses snow as a metaphor in his novel. â€Å"Angels in the Snow† is a short story about the struggle for a man to maintain a truthful marriage with his wife. In this story the snow that falls on Christmas eve symbolizes the falling apart of his marriage due to unsurpassable problems. â€Å"Outside the window a light snow blew down... in the yard the grass looked sprinkled with powder†(Angels 3). Guterson weaves a tale about moralistic troubles that began in a young man's fragile past. â€Å"Outside, the snow covered the last of the lawn. The world looked hushed, delicate and beautiful.† ( Angels 7) This passage describes the delicate remembrances of the protagonist's youthful days. And then, â€Å"outside the falling snowflakes looked larger...a low drift was forming...† ( Angels 12). This statement is offered as Guterson's main character begins to confront his past conflicts.

Monday, November 11, 2019

Organizational Behavior and Globalization Essay

In a world which is characterized by globalization, especially in terms of the operations of different businesses, there is also a need for organizations to demonstrate a higher degree of responsiveness and provide an assurance that its current management systems in place are in accordance with the requirements of the current environment and context. With this thing in mind, it can be noted that one of the things which significant affect the operations of businesses which should be highlighted, in response to being more global, or to globalization, would be organizational behavior. In the past years, globalization has been taken into different contexts and has become more apparent in the operations of many businesses. In a nutshell, the occurrence of globalization can be seen as the act of being absent of distance in culture and society, as there is said to be unification and in time and space, affecting various facets of the society, including political, cultural, social, and econom ic life (Ray, 2007). It is apparent that globalization has led into paradigm shifts in the manner at which many businesses operates wuch as with regards to the presence of a stronger international trade, major technological advancements, and increased cultural exchange (Braun, 2005). Because of the significant effects which were brought about by the advent of globalization in contemporary businesses, it is apparent that there has also been an urgent need for these firms to address such concerns in managing organizational behavior. Many organizations should adapt to the consequences of globalization because of the fact that it creates a great impact on their organizational behavior. Because of the higher degree of interdependence between different factors which are relevant in the operations of organizations such as economic, cultural, and social factors, it has been regarded that there is a higher concern for many to place a gat deal of emphasis on organizational behavior. In addition, the advent of globalization has also made businesses expand their operations, some even on an international scale. Because of such expansion, or what others would call multinationalization, it can be reflected that teher are apparent differences within the employees, and even the m anagement style, within the  organization. These differences and diversity, as brought about by various cultures in the work environment, and as a consequence of globalization, can be given the appropriate solutions given the fact that the management has the right approach towards organizational behavior (Wagner and Hollenbeck, 2010). The world made closer and smaller, as a consequence of globalization, has made significant changes in with regards to organizational behavior. From the management context, the intertwining of cultures within organization, again, as a consequence of globalization, has serious management implications. It calls upon the greater need to manage organizational behavior in such a way that it must be assured that the people are made comfortable under a diverse working environment to make them more effective and efficient in their jobs (Harris and Hartman, 2002). In addition, it is also important to note that globalization serves as a major force which restructures economic, political, and social systems within societies and within organizations. With such, as it has been highlighted in the earlier sections of this paper, globalization calls for better management of organizational behavior and it should be assured that the organizational changes which serve as the consequences of globalization should be given emphasis so that it will not allow any negative consequences on the way people behave and functions within today’s contemporary organizations. The management of today’s organizations must learn many international management techniques, especially those which relate to management of the workforce, to be assured that they are not negatively affected by the outcomes which are brought by globalization (Griffin and Moorhead, 2010). Organizational Behavior and Organizational Structure For the effective and efficient operations of any organizations, one of the most apparent requirements would be an organizational structure which fits the business and which would gain a high level of support from its workforce. Organizational structure, by definition, is a system which allows the provision of the division, grouping, and coordination of various activities within the organization. It provides an outline of the tasks  which shall be completed by individuals and groups (Hoye, et al., 2009). Furthermore, it also allows the provision of the hierarchy of authority and responsibilities to determine the people who would be reporting with the superiors and to be able to as well provide how the employees are linked to each other, with specific emphasis on the tasks which are supposed to be completed (Kinney, 2008). It is assumed that the organizational design and structure can be considered as a key shaping force of the organizational behavior. They are highly influential towards the implementation of strategies and also significant towards being able to trigger both employee commitment and motivation (Beer, n.d.). Because of the high degree of importance which is placed upon organizational structure, it is apparent that many firms in today’s time are already veering away from the traditional forms of management. For instance, instead of the deployment of an organizational structure which is mechanistic or stable, many firms are now using a structure and design which is organic or adaptive., The use of such organizational structure is said to give them the benefit of flexibility and being more dynamic. With such, it can also be assumed that there is a greater flexibility towards the management of the behavior of the workforce. In addition, it is also important to take note that certain aspects of organizational behavior, such as the turnover satisfaction, and performance of the workforce, are greatly influenced by its structure. In an organic or adaptive organization, as it has been mentioned earlier, it can be seen that the level of employee satisfaction is higher basically because there is a greater degree of responsiveness in accordance with what is needed rather than being stable regardless of the situation which the work environment is confronted with (Walonick, 1993). Furthermore, it should be assured that the organization is structured in such a way that it is responsive of the needs and the objectives of the organization. A weak or deficient organizational structure can have negative effects on organizational behavior, such as in the following aspects: it can delay decision-making because of overloaded hierarchy; correct information may not be provided to the right person and in the right format, therefore  leading into low-quality of decision outcomes; organization may demonstrate the failure to become responsive of the changing environment, especially in a case of an organization with a highly diversified workforce; and there might be a presence of conflicts between individuals and departments which are working against each other (Nelson and Quick, 2008). Different organizational structures, including the systems for reporting and supervision, show a variety of effects on organizational behavior. For instance, n a firm in which the decision-making activities are concentrated on the top or senior management, or under a highly centralized organization, the praises for the problem solving techniques all go to the top management,. In such case, it can be reflected that employees may have a feeling that it is quite unfair for them, especially if they know that they have exerted significant efforts in carrying out a multitude of tasks, for which the credit goes not to them, but to the senior management. This could result into lack of motivation and low level of employee morale. On the other hand, in an organizational structure at which there are rigid policies and vague design on who and where to report, there is a potential to lead the workforce into the feeling that they are not trusted basically because they are not involved. In such organizational structure, employees may demonstrate low quality of work and low degree of productivity basically because there is a failure from the management to provide am organizational design which clearly outlines their responsibilities and hierarchy. Because of such situations, it is therefore important to create an organizational structure which will be able to make the organizations more effective through a behavior which can be expected to result into high quality of outputs ( Phillips and Gully, 2011). Organizational Behavior and Outsourcing Outsourcing in business is indeed a proof that globalization has taken its toll in the operations of today’s organizations. Outsourcing allows for the transfer of the recurrent internal activities of an organization to a contracted outside provider. Outsourcing is considered as a strategic move by today’s contemporary businesses for different reasons and benefits, such  as the following: enhancing the effectiveness of the organization by the demonstration of a focus on the things which they do best; improvement in operation performance, increasing product, service, customer, and shareholder value; improving risk management; improving control and management; reduction in investments of various assets; gaining market access through the provider of services which are outsources; and expansion of the organization’s current market (Greaver, 1998). Furthermore, the practice of outsourcing business activities can also result into increased flexibility with regards to ensuring the maximum optimization of the resources which the organization is confronted with and it also allows rapid technological migration (Blokdijk, 2008). Outsourcing, aside from the fact that it leads into significant reduction in costs, speeding up business activities, and increasing the efficiency of an organization, also shows significant benefits with regards to organizational behavior. For instance, it has been noted that because of outsourcing, there is a greater possibility for teamwork to be apparent within the operations of the organization. Outsourcing makes it possible for the workforce to focus on their job junctions at which they are skilled and competent, making them more valuable for the firm. This can lead into heightened employee motivation and morale, especially knowing the fact that they are given the chance to excel on the things which they do best. It would be possible to enhance teamwork with the presence of outsourcing in the organization, especially if communication, trust, and cooperation are also apparent in the organizational culture. However, although it can be seen as beneficial in the promotion of teamwork, it does not come in the absence of challenges. These challenges are commonly as well significant in the field of organizational behavior. In the case of organizations in which outsourcing is practiced, it is extremely possible to view such as a threat and lack of support from management. This is basically because the two different companies may not develop a dynamic and lasting relationship which can motivate the employees to do well in their jobs (Griffin and Moorhead, 2010). Outsourcing has a direct impact on the employees of the organization. For instance, it has been assumed by some that outsourcing can be treated as an  apparent breach of the psychological contract of the employees with the organization. This means that the unconscious expectations of the employees for the organization to be more responsive of their psychological needs and be more supportive of their psychological defenses are not fulfilled. Such has the potential to lead into low employee morale and any other aspects of human behavior which can trigger productivity and efficiency at work (Morgan, 2009). In addition, another effect of outsourcing in organizational behavior is that it can possibly lead the employees into having a feeling of job deterioration and job insecurity. It can lead into the deterioration of working conditions in the sense that such employees may be assigned work which is precarious and it can also elad into longer working hours. For instance, if the business is outsourced in a different country, there may be significant differences in working hours between the two locations and it can inevitably lead into stress and unfavorable working conditions at one end (Blanke, 2009). Lastly, outsourcing also has the potential to lead into thinking that the skills and competencies of the employees are underestimated (Roe, et al., n.d.). Organizational Behavior and Virtual Organizations Virtual organization, just like outsourcing, is also one of the means to make the world smaller through a network of connections to make business processes more efficient and easier. A virtual organization is an organization which even members are geographically separated from each other, the organization is still single and unified as they are connected with computers and other means of technology which would allow them to be working with each other, regardless of their locations. One of its most outstanding features is that it lacks physical structure which shows that such organizations have a lower degree of physical presence compared to organizations of other types. Operations are often decentralized rather than being concentrated, basically because the members are geographically dispersed from each other. In addition, it also demonstrates heavy reliance on a multitude of communication technologies in order to link people with each other. Organizations of such type also benefits from the fact that it is inclusive, boundaryless, responsive, and flexible. However, although such  benefits may prove to be evident in the case of virtual organizations, it is also apparent that t requires the need for sophisticated management techniques as there is a need to link and unify people into one common organizational objective, despite the fact that they are working in distant locations (Warner and Witzel, 2004). Just like in cases which were earlier mentioned in the earlier sections of this paper, the operations of virtual organizations also show significant effects with regards to organizational behavior. The advent of various information and communication tcehnologes has given way to such developments in organizational operations. Without a doubt, people were given the opportunity to complete their jobs anywhere and anytime which they find it appropriate. The development of such virtual organizations presented a number of challenges in the management of organizational behavior. In the absence of a physical environment which shall govern and monitor the completion of jobs, there are apparent common challenges such as the management and leadership style which shall be employed, career planning, evaluation of performance, and how the employees will be monitored (Kirel, 2007). Furthermore, it has also been regarded that one of the most important requirements essential in the success of virtual organizations is the fact that the members or the employees must be knowledgeable and competent in the use of various technologies which shall facilitate communication and coordination between the distant parties working with each other in pursuit of the business goals. In such regard, to be able to result into efficacy, there is a need for the coordination of the different agents who are involved in organizational behavior. There is a need to ensure that all the concerned people will have an understanding of the domain of operations of the virtual organization to be assured that they will demonstrate a high or an acceptable level of competency in the completion of their tasks (Camarinha-Matos and Afsarmanesh, 2004). Because one of the main goals of virtual organizations is to coordinate and link people in different locations, management will be confronted with a  great challenge in terms of how it shall enact a culture which is apparent in any other organization. There will be a challenge to maintain commitment from the workforce despite the fact that there may be an absence of direct supervision and insufficiency of support coming from the management. There is a potential fgor the presence of increased conflict and decreased loyalty. Such organizational behavior concerns will be quite challenging to manage basically because of the presence of geographically-dispersed locations of operations (Sims, 2002). Organizational Behavior and Strategic Alliances With the goal of achieving better business efficiency and effectiveness, many organizations consider a number of means by which they can be able to increase their competency and ability. One of such would be through strategic alliances which make it possible to demonstrate a high degree of cooperation between various groups in lieu of the objective of being able to better business results. Through strategic alliances, businesses are able to employ a cooperative strategy through the combination of capabilities and resources to be able to achieve their sustainable competitive advantage. Therefore, under the concept of strategic alliances, there is an apparent sharing and exchange of both resources and capabilities between firms which are partnering with each other. Today, such alliances have been regarded as a competitive strategy, especially for many smaller businesses which are competing against the bigger ones. Strategic alliances are often given consideration by the management in o rder to expand their operations and tap a greater fraction of the market, which they cannot complete in the absence of another firm to help them accomplish their goals (Hitt, et al., 2009). With the variety of definitions which are given to describe the contexts of strategic alliances, two prove to be most significant in its relation to organizational behavior. First, strategic alliances entail the involvement of two different organizational entities. These organizational actors are separate, initially, as being characterized by differences in interests, powers, and identities. Second, the formation of a strategic alliance is geared towards the interaction of two parties to achieve specific goals  which may vary across partners. The relationship between the organizations forming an alliance serves as a significant discussion in the examination of their relevance to organizational behavior. One of the major challenges which are confronting such integration of businesses is the fact that it many potentially lead into intergroup and identity issues. This is emerging from the fact that in the case of alliance formations, two or more distinct groups of organizations composed of employees with different culture and orientation, will be working together for a long period of time to achieve a common business goal. Some of the potential issues which may arise from such would include mistrust, favoritism, and group boundaries which would divide the workforce, instead of being unified. Fairness and inclusion are also among two of the most important dimensions which should be highlighted in intergroup issues which are given rise by the advent of strategic alliances. Furthermore, in-group favoritism, as earlier mentioned, can also be evident. This can be possible in a case wherein one side of employees would be more favored from the alliance, especially if such party has a greater contribution towards the success o0f the said alliance. There is also a high tendency and possibility that cultural clash can be present because of the dissimil arity from the different groups of employees. Such issues should be highlighted in the management of organizational behavior so that they cannot6 further escalate into problems which can lead into the failure to manage diversity and can lead into insufficiency of teamwork within the organization formed from a strategic alliance (Leung and White, 2004). Managerial perceptions and cognitions are important to be developed in the case of strategic alliance sin order to see to it that organizational behavior is properly managed, in such a way that it brings an inclusive workplace, while highlighting the significance of diversity management, in spite of the fact that the employees came from organizations which were once separate from each other. There is a need to manage inter-organizational in such a way that the emotions, culture, and perspectives of the employees from organizations forming the alliance will be carefully understood (Das, 2011). Organizational Behavior and Multinational Corporations Current trends in the business context, such as the increasing presence of globalization, have also allowed businesses to flourish and expand their operations on a global scale. An evident proof of such claim is the perpetual increase in the number of multinational corporations operating in different countries all over the world. Selling goods and services of corporations in different countries is not a new phenomenon in the business context, but contemporary issues have confronted such firms especially given the perpetually changing economic and political context which governs their operations. The multinational corporations can be seen as a highly effective and efficient means for utilizing the world’s resources, including humans. It is also an effective tool for bringing new technologies and highly advanced business practices, especially in their operations in developing nations. Despite the fact that a multitude of risks are confronting their operations, it cannot be denie d that they bring benefits which are unparalleled especially in terms of economic metrics (Yusof, 2007). One of the major challenges which are evident in the operations of multinational corporations is the fact that it must be able to demonstrate flexibility and responsiveness in the management of people. This is in recognition of the approach that there is a no one-size-fits-all approach towards managing organizational behavior and culture. Multinational corporations must be able to adjust their management styles and strategies depending on the country at which it has its operations. The organizational behavior must be adjusted to the context that it will prove to be appropriate to the organizational culture. In addition, there is also a need to manage the global company in such a way that teamwork is promoted despite the diversity of operations and that there is a promotion of inclusivity in the workplace in order to positively influence to attitudes and behaviors of the workforce. Control and coordination should be the focus of the people managing multinational corporations to be assured that the employee needs and requirements are being meant, in spite of the breadth nd scope of the operations of the firm. The right principles towards international management and organizational behavior should be strongly demonstrated in managing an organization in which more than one culture as involved, like in  the context of the operations of multinational corporations. In such case, diversity management is essential to promote a work environment which is conducive and productive (Arora, 2000). In some multinational corporations, even if it can be assumed that the operations are autonomous from each other, there is still a strong need in order to properly manage organizational behavior. As it has been discussed, the diversity of culture, same in the case of strategic alliances, should be one of the most significant highlights which should be prioritized by the management of the organization. There is a need to assure that there is a common vision across boundaries which separate operations. A unified goal is needed in order to get the workforce to act in such a way that the complexity of wide scale operations is minimized to an acceptable level. The ability of multinational corporations to create a globally integrated system will be largely dependent on its capacity to manage its operations, given the fact that it extends geographical boundaries. To create such integration in its systems of operations, there is a need for the demonstration of the ability to manage apparent differences of its people across cultures, to be assured that they will behave and perform in accordance with what is expected to generate better business results and create a more dynamic work environment (Phillips and Gully, 2011). REFERENCES: Arora, R., 2000.Encyclopedic dictionary of organization behavior. New Delhi: Sarup & Sons Beer, M., n.d., Organizational behavior and development. [online]. Available at: [Accessed 28 July 2011]. Blanke, T., 2009. Recasting worker involvement? 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