On the Sidewalk Bleeding: Newspaper Article Essay

Last night at approximately 1130 pm, Andy Anderson had become the latest victim of large number violence in the borough of Queens.Andy was stabbed when he darted through a back alley on his way to buy a package of cigarettes at Alfredos on the next block. At that exact time, he was ambushed and later stabbed by a member of the GUARDIANS. A rival gang of the Royals. The ROYALS being that of which Andy was a part of. According to police officers that arrived on the scene about 45 minutes after the ambush occurred. Andy Anderson was wearing a b unspoilt, purple, silk cap with The ROYALS stitched across the back of the cap and Andy delicately stitched in black lettering over the heart. Police too knew that when they saw ROYALS on his jacket that this wasn t a random act of violence, and that this was a planned attack. This attack shows the extreme dangers of Gang violence in the borough of Queens.When police found Andy On The sidewalk Bleeding, they had known that he had already died . This was because of three reasons the location of the stab wound, the location of the wound, and how long it tom for EMS personnel to arrive on the scene. Police were also able to find him on the sidewalk with his girlfriend Laura who had this to say When I didnt see Andy for a long period of time, I knew something wasnt right and by the time I left the school and got to him it was too late he was dead.Police officers have just commenced their investigation and an autopsy will be conducted in the coming days to find out the time of death. Police would like anyone with any kind of information to contact 69 Division or to leave an anonymous tip for Crime Stoppers.

Bullying In Schools Essay

A huge riddle seems to be taking over our schools these days. Bullying has become a major issue in our schools and should be a problem taken very honestly. Parents need to take action in putting a stop to their children harming others. Teachers also should be aware of what is going on in their schools and take immediate action before something noble occurs.Bullying is when someone intentionally brings harm to someone else. It comes in forms of physically harming another person or mentally harming them. Bullying is not based on one single incident just reoccurring incidents. It brook be brought on by one single person or even a theme of people targeting an individual . Bullying is usually an unfair fight where the person doing the bullying has an advantage over the one beingness bullied.Teaching our children empathy at an early age is a vital piece to their lives. Without empathy we would capture no cohesive society, no trust and no reason not to murder, cheat, steal or lie . At best we would only act out of self-interest at worst, we would be a collection of sociopaths(Szalavitz). This advice is so true because the way we teach and treat our children will ultimately be the way they treat others as they get older. Spending quality time and giving lots of positive attention to our children will facilitate them grow and develop positive social skills.It is very sad to sit and watch the news or read the paper and see that there are young people committing suicide over being bullied at school. These children should not see ending their life as a solution to any problem. Teachers and parents should be doing everything in their power to put a stop to bullying in schools. If a child is rescue that much harm to another child they should be expelled. Maybe then their parents will realize how serious the problem is and do something to help their child before its too late.School is a base to learn and develop as people in society. Children should not have to f eel threatened but feel safe in school. Teachers, school staff, and parents definitely need to be aware of everything that goes on withthese children in order to teach them the right ways to deal with problems. After all they are going to be harder to control the older they get.

Cognitive Approach to Psychology

Shane Galvin-061 AT-Applied psychological science Shane Galvin Class 061/AT Applied psychological science Teacher chant Neenan Title Psychological Perspective Word count 3121 The cognitive Approach to psychological science Contents raps omenion 1 Contents summon 2 Introduction Page 3 History Page 4 cognitive Psychology and Cognitive Science Page 6- Research methods i) iii) v) Reaction time Studies Eye introduce Studies Psychophysics ii) iv) vi) Priming Studies Lateralisation Studies Single-Cell Studies Page 8 fund Storage and Models Page 10 Therapeutic Applications Page 11 Evaluation Page 12 Bibliography Shane Galvin-061 AT-Applied Psychology The Cognitive Approach to Psychology What is Cognitive Psychology? Liter every(prenominal)y, Cognition means knowing, but in the greater framework of Psychology, Cognition is thinking, perceiving information, ground, construction and presentation of an resultant role to a question. Essentially, cognition is a circumstance for the phthisis of our mental processes. Cognitive Psychology is the analyse of high mental processes such as attention, language call, memory, perception, problem solving, and thinking. (Gerrig & Zimbardo. 2002) Cognitive Psychology uses scientific methods and scrutiny to set out a deeper understanding of the human mind, rather than the instinct, a methodology possibly adapted from Behaviourism, in which raw Cognitive Psychology holds its roots. Yet, unlike demeanourism, which only focuses on observable behaviour, Cognitive Psychology is also have-to doe with with internal mental states. 2 Shane Galvin-061 AT-Applied Psychology History In 1932, Behaviourist Edward Tolman published his book nonrandom Behaviour in Animals and Men In his works Tolman studied rats in a maze, in which regimen was placed at the end of the maze.In the initial phase of a turn out, the rat would non be hungry(p) while first entering the maze this would allow the rat to learn where the food would be and to attendant a certain location with the prospect of food. Of course, cosmos armed with such a primal survival instinct would influence the rat to learn and adapt quickly. The rat would locomote in the general way of life of the food as opposed to a specific pathway and Tolman observed that the rats were able to use ferocious routes towards the food.This meant that rats had an ability to learn, beyond mere survival instinct and presented a problem for radical behaviourism. Whether Tolman knew it or not, some(prenominal) he and his rats were laying d pro examen the groundwork for regularityrn cognitive psychology. Tolman theorized that the animal had au whencetic an image of its surround that it later utilise as a reference when finding its food. This is called a Cognitive Map i. e. , the rats showed use of their cognitive map by reaching a death (food) from a number of contrastive starting points.The rats had no instinctive information of the maze and no stimuli tha t would condition it to have knowledge of the maze, in different words the rats erudite about their environment and stored the information. This helped to establish some basis for memory storage, learned behaviour and analytical methodology for Cognitive Psychology and would help Psychologists prep be for the Cognitive Revolution of the 1950s where Cognitive Psychology and its principle parts of research begin to gravel defined. 3 Shane Galvin-061 AT-Applied PsychologyThe terminal figure Cognitive Psychology came into use in 1967 in the book Cognitive Psychology by Neisser. the term cognition refers to all processes by which the sensory stimulant drug is transformed , reduced, elaborated, stored, recovered and utilize it is app bent that cognition is involved in everything a human being might possibly do that every psychological phenomena is a cognitive phenomena (Neisser, 1967) maybe it was the invention of the computer that gave Cognitive Psychology the nigh credibility .For the first time in history, mankind had something to which it could equate with the human brain or mind, and gave the cognitive admission its terminology. By being able to record a simpler artificial construct, psychologists now had the opportunity to learn more(prenominal) about cognitive processes. Cognitive psychology focuses on the way humans process information, opticalizeing at how we kickshaw information that comes in to the person (what behaviorists would call stimuli), and how this treatment leads to receptions. In otherwise words, they are interested in the variables that mediate amidst arousal/input and response/output. (McLeod, 2007) Cognitive Psychology and Cognitive Science Part of the effect that the cognitive revolution had on its approach is the amalgamation of techniques and ideologys from other distinct areas of research and study such as linguistics, computer science, developmental psychology and cognitive psychology. It seems as though it is a rea ction to the stimulus-response methodology and mode of interpretation espouse by behavioural scientists. Noam Chomsky theorised that the brain had a centre for language acquisition that went beyond what could be explained by behavioural psychology.Jean Piaget had laid out stages of cognitive development that children go with which again could not be explained within the framework of Behaviourism. Computer scientists provided a new way of comparably examining the brain by using computer processing as a method to conceptualise brain processing. These scientists maintained their birth distinct methodologies but they held together and remained united in their interest in cognition and in their goal to bring the scientific study of these processes to light. This scientific collective became known as cognitive science (Solso, et al. 2008) In modern times cognitive science relies on computer science, philosophy, psychology, neuroscience, linguistics and anthropology. Cognitive science is hard influenced by computer science in computer modelling it is possible to construct and test cognitive models, in the form of artificial intelligence (AI) which has leaked into popular use in the form of interactive engineering science such as video gaming. 4 Shane Galvin-061 AT-Applied Psychology But it is of particular benefit to psychologists because they crumb test certain, although limited, cognitive models and theories demonstrate on computer models.Cognitive Psychology uses a combination of techniques adapted from other areas of research in found to research its own theories, thus we have an intrinsic relationship between cognitive psychology and other methodologies as illustrated in Gardners Hexagon. The diverse range of methodologies in the cognitive approach allows researchers and clinical psychologists to approach problems, issues and hypotheses from a multitude of different backgrounds and allow a wider range of scrutiny to see their findings in keeping with sc ientific inquiry.Ultimately this allows the cognitive scientist/psychologist to create models of predictive capability that are reproducible which, in Psychology, allows for a greater understanding of the human mind and its mechanisms. 5 Shane Galvin-061 AT-Applied Psychology Research Methods The research methods of cognitive psychology observe and record how we take in information from the physical world, the response time of reactions and how we process this information to perceive it. The methods of cognitive psychology stem from those used by early German researchers studying memory, association and processes.These tools became a mainstay of experimental psychology. As cognitive psychology began to form and become interdisciplinary, methods from other research fields were borrowed and modified for use in the study of cognitive processes. Research methods are the tools by which we come to know and understand, as well as test ideas and develop new whizs. (Solso, et al. , 2008) i ) Reaction Time Studies Reaction time studies are used to study cognitive processes and seem to be a defining methodology in the cognitive approach.An example is Donders forking studies, in which a subjects response speed to a gaberdine light being turned on was recorded and compared to a yellow light being turned on. Researchers believed early on that the time difference between the two responses could have been attributed to additional processing that it took to differentiate the yellow from the white light. Reaction time studies fundamentally rely on the assumption that cognitive activity takes time and that one stage is completed before the other starts. (Solso, et al. , 2008) ii) Priming studiesPriming studies have been used by psychologists for kinda some time. With the invention of computer technology, specifically brain imaging technology, priming studies are becoming more popular. In priming studies a stimulus is briefly presented (a prime) and so, after a delay, a sec ond stimulus is presented and a participant is asked to make some judgement regarding the second stimulus, such as, Is the second stimulus the corresponding as the first? (Solso, et al. , 2008) There are two types of priming effects. The Semantic priming Effect and the prey priming effect.The Semantic priming effect is that by activating one peak, the acceptability of the second item is enhanced. The Object priming effect is typically in two stages. The first stage is the presentation of an aim. This is followed by an interval that may be as hornswoggle as a millisecond or as long as several months. In the second stage an determination similar to the first object is presented, it could be changed, degraded or rotated etc. The participants accuracy in remembering the first object is then measured and sometimes the reaction time is measured as well. Tulving & Schacter, 1990) 6 Shane Galvin-061 AT-Applied Psychology iii) Eye-Tracking studies A large portion of the brain is used for interpreting and processing visual sensory information. Researchers have genuine techniques to track the movement of nerves in order to determine where a persons eye is fixed which in particular helps to study people reading, what sentence they are looking at and where they look next. Eye-tracking studies have helped researchers to discover that people who have dyslexia have different eye movements to people who do not have dyslexia. v) Lateralisation Studies Lateralisation studies highly-developed from the idea that the two sides of the brain are liable for different cognitive functions, in an effort to localise functions within the brain, Broca and Wernickes areas ( centres that are responsible for speech and language) are located on one side of the brain, the left side, this implies that the brain has localised areas for different functions, these studies were particularly important in the area of memory study and studies of amnesiac patients, finished the methodology use d in lateralisation studies, i. e. riming type tests, and brain imaging we know that the genus Hippocampus is responsible for memory, although there are two hippocampi. There are also more invasive techniques used in lateralisation studies using patients with extreme epilepsy undergoing preventative surgery whereby the corpus collosum, the fibres which pertain the hemispheres of the brain, are cut. v) Psychophysics Psychophysics is the scientific study of the relationship between stimuli and the sensations and perceptions evoked by these stimuli. (Solso, et al. , 2008) Psychophysicists are interested in perceptual thresholds.For example in Webers study of perceptual thresholds he tested a persons ability to detect weight. If a person was holding a weighted object, how much weight could be added before the person could detect and perceive the difference in weight. vi) Single-cell Studies Single-cell studies are typically conducted in animals as opposed to humans because of their inv asive nature. Hubel & Wiesel, who were awarded a Nobel Prize for their 1959 research, mapped the visual cortex of cats. This research involved the opening of the skull of the subject.They had theorised that because single cells communicate with each other via electrical impulses then it would be possible to probe these single cells with a an extremely fine meter to measure the tote up of electrical activity in a cell without damaging it, thereby allowing them to evaluate perceptual begin at a cellular level. Hubel & Wiesel basically restrained a cat , opened its skull, probed its brain and then showed the cat 7 Shane Galvin-061 AT-Applied Psychology moving images and kept probing until they could record the level of cellular electrical activity.This gave us an insight into how we visual perceive the world and the physical action that takes place in the brain. (Solso, et al. , 2008) Memory, Storage and Models Cognitive Psychology is viewed as a pure science, its accepted theories o n memory, for example, are based on laboratory experiments with demonstrable results as well as solid work in upshot studies. For example the Multi store Model (MSM) by Atkinson & Shiffrin (1968, 1971) cited by (McLeod, 2007) attempted to explain how information is transferred from Short Term Memory to Long Term Memory.This model views sensory memory, STM and LTM as permanent morphologic components and suggests that memory is made up of a series of stores. MSM likens memory as information flowing through a formation. Information is detected by the sense organs and enters the sensory memory. If attended to this information enters the short term memory. Information from the STM is transferred to the long-term memory only if that information is rehearsed. If statement does not occur, then information is forgotten, lost from short term memory through the processes of displacement or decay. McLeod, 2007) This model has influenced the study and research of memory and is supported and informed by studies of retrograde and anterograde amnesia. The Working Model of Memory (Baddely & Hitch, 1974), shows that short term memory is more than one store and consists of different components. Similarly, in long term memory different kinds of memory such as addition/subtraction, how to play chess or what we did yesterday are not stored in one hard-drive type long term memory store. There are different types of memory, episodic (memory of events), procedural (memory of how to do 8 Shane Galvin-061 AT-Applied Psychology hings) and semantic (general knowledge). This model of memory espouses that rehearsal is the process whereby by we transfer information into Long term memory but that it is not requirement to rehearse in some cases. . We know, now, that the part of the brain that deals with memory is the genus Hippocampus it is part of the limbic system and deals with short term memory and long term memory, as well as spatial functions, the hippocampus is shown in this diagra m. As we bunghole see, there are hippocampi there is a hippocampus in two sides of the brain. The hippocampus is part of the cerebral cortex and is located in the medial temporal lobe.Damage to the hippocampus can result in a person being unable to store new memories and is kind of destroy to a persons quality of life. In the case of Clive Wearing, based on Baddely, 1990 Blakemore 1988 as cited in (Gross, 2010), who suffered from anterograde amnesia, we can see the effects of damage to the hippocampus, in this case caused by a antiquated brain infection caused by the cold sore virus (Herpes Simplex). Mr. Wearing lives almost as if he is frozen in time, constantly believing he has just woken from years of unconscious sleep. He retains developed skills, for example he was the chorus master of the London Sinfonietta.Unfortunately for Mr. Wearing his ability to recall memories from earlier in his life is extremely patchy, at best. Atkinson and Schiffrin regard the kind of memory De ficits displayed by Clive Wearing as perhaps the single most convincing demonstration of a dichotomy in the memory system (Gross, 2010) 9 Shane Galvin-061 AT-Applied Psychology Therapeutic Applications Cognitive Behavioural Therapy (CBT) Cognitive Behavioural Therapy is based on how our cerebrations, feelings and behaviour all interact with each other our thoughts influence our feelings and behaviour.CBT helps the client to develop alternate ways of thinking and behaving in order to reduce psychological distress. Through reflective processes and tasks such as homework, the clients maladaptive thought process and behaviour is challenged. Cognitive Behavioural Therapy is a blanket term for different therapeutic interventions that share similar characteristics. Two therapies which form the basis of CBT are Rational Emotive Behaviour Therapy, developed by Albert Ellis in the 1950s, and Cognitive Therapy, developed by Aaron T.Beck in the 1960s. Beck puts forward the argument that our em otional reactions are essentially a function of how we construe the world. Depressed people see themselves as victims, and Beck sees them as victims of their own illogical self-judgements. Becks central idea is that depressed undivideds feel as they do because their thinking is prevail by negative schemas. (Gross, 2010) Beck essentially implies that we interpret our reality by using our cognitive processes and our perception.If our perceptions are reorient because our cognitive processes are maladaptive or our methods of reasoning are incorrect then our emotions and behaviour become distorted from reality. In order to correct emotional or psychological disturbances then we must examine to examine the root of the problem, viewing this through the lens of cognition means that we must correct our thought process in order to correct the symptomatic behavioural and emotional disorder. Beck uses methods to treat a disorder depending on the disorder that the client suffers from. He st resses the importance of the quality of the relationship between the client and healer.Beck also places particular emphasis on the client discovering misconceptions for themselves. (McLeod, 2008) Albert Ellis Rational Emotional Behavioural Therapy is quite contrasting to Becks method. Ellis Proposes that the therapist should be a teacher and that a warm personal relationship is unnecessary. REBT can also be highly directive, persuasive and confrontational. REBT also uses different methods of approach to a clients issue depending on the clients personality. Human cognition can be held responsible for the individuals successes and accomplishments, according to CBT cognition can also be held responsible for our problems. You are responsible for the event of the situation It emphasises control over ones behaviour and emotions through correcting thought processes. The nature of Cognitive 10 Shane Galvin-061 AT-Applied Psychology Psychology/Science allow cognitive theories to be tested in a variety of situations, for example Rimm & Litvaks 1969 (McLeod, 2008) study shows that When experimental subjects are manipulated into adopting unpleasant assumptions or thought they became more anxious and depressed.Moreover, many people with diagnosed psychological disorders such as anxiety and sexual disorders have been found to display maladaptive thoughts and assumptions, making a case for the effectiveness of CBT. Aaron Becks work in researching picture and order disorders in clinical as well as laboratory settings and testing memory and other cognitive functions, and in particular his outcome studies have shown that CBT can be highly effective. CBT is also used in the treatment of drug abuse, bipolar disorder and in patients with cancer, HIV, OCD, PTSD and schizophrenia.It has also been theoretically utilise in the treatment of psychopathy. Evaluation/Personal Learning Upon examining the field of Cognitive Psychology, I have learned that cognitive Psychology is adaptiv e. It evolves with the times and incorporates new technologies, but also has a serious grounding in scientific methodology in order to correctly examine and understand the human mind. Cognitive Psychology is informed by the greater umbrella that is cognitive science. For example it uses information from computer science and neuroscience in order to better understand the cognitive processes that exist in the human brain.Given that the mind is not a physical entity this style of scientific inquiry may be the best approach in understanding it. There is a good scientific framework underlying Cognitive psychology which then allows the Psychologist to move forward and deal with issues presented by the mind. As we can see in Cognitive Behavioural Therapy, the therapist approaches the abstract nature of the mind by focusing on the underlying mental hierarchy. That being, Cognition, Emotion, Behaviour, in order to treat symptomatic issues, the therapist using this approach must deal with the thought processes that create these symptoms.The most important lesson that I have learned is that, while the mind is an abstract construct and is quite ambitious to quantify, quantifiable information about physical constructs such as the brain and general human biology and chemistry and its influences informs the understanding of the human mind. 11 Shane Galvin-061 AT-Applied Psychology Bibliography Baddely, A. & Hitch, G. , 1974. Working Memory. In G. Bower, ed. The Psychology of Learning and indigence Advances in Research and Theory. New York Academic Press, pp. 47-89.Gerrig, R. J. & Zimbardo. , &. P. G. , 2002. Glossary. Online Available at http//www. apa. org/research/action/glossary. aspx Accessed 14 November 2012. Gross, R. , 2010. Psychology The Science of Mind and Behaviour. 6th ed. London HodderArnold. McLeod, S. , 2007. Atkinson and Shiffrin Multi Store Model of Memory.. Online Available at http//www. simplypsychology. org/multi-store. hypertext mark-up language Acce ssed 16 November 2012. McLeod, S. , 2007. http//www. simplypsychology. org/cognitive. html. Online Available at fromhttp//www. implypsychology. org/cognitive-therapy. html Accessed 10 November 2012. McLeod, S. , 2008. Simply Psychology, Cognitive Behavioural Therapy. Online Available at http//www. simplypsychology. org/cognitive-therapy. html Accessed 12 November 2012. Neisser, U. , 1967. Cognitive Psychology. New York Appleton-Century-Crofts. Solso, R. L. , Maclin, O. H. & Maclin, M. K. , 2008. Cognitive Psychology. 8th ed. Boston Pearson. Tulving, E. & Schacter, D. L. , 1990. Priming and Human Memory Systems. Science, al-Quran 247, pp. 301-306. 12

Thank You for Smoking

Ethical issues brought up in the moving-picture show, Thank You for ingest When break away Naylor appears on the talk show on side with the cancer patient and he basic eithery turns the situation most so that the tabocco indus set nigh isnt to blame for the young boy being diagonosed with cancer from smoking, and in point by people dying(p) from using their product the industry wouldnt be making whatsoever profit.The mod squad, which stands for merchants of death, in the movie, all the people who argon a part of this group are well aware that the products that they apportion and promote are generally appealing to the younger generation that contributes to hundreds and thousands of deaths a year, yet they continue to digest them. In one scene Naylor is helping his son do homework, he teaches his son ab step to the fore how to deliberate roughthing he is writing about. Naylor says , thats the beauty of arguement, because if you argue correctly youre never wrong.This is direction his son that no matter what he side he decides to be on, if he keeps on argueing and finds some us adapted facts to support his arguement he leave alone always be regenerate. Naylor doesnt address the issues head on necessarily, in fact the way he approaches how to argue that tobacco is acerbate and that you shouldnt smoke it etc, is he simply just goes with his theory of every individuals has the right to choose what they what to do, or listen too.When a outgrowth of the mod squad is visiting Nick in the hospital subsequently he nearly died of a nicotine over dose, he places a gun on the table right in front of Joey, Nicks son. Immediatly Joey is intrigued with the weapon, thence retracts his actions and says, gunsshould be treated with respect. The other appendage swats his hand away, and is clearly sozzled by his behaviour which then makes me imply of them as hypocrits. The captain sends a briefcase full of capital to Naylors hotel when he is in California and tells him that he must visit Marlboro Man, Lorne Lutchwho has been diagnosed with Cancer.Naylor is to try and bribe Lutch into accepting the funds in exchange for silence, and to retract all his previous comments towards the tobacco industry. In this scene Naylor is very good at convincing the Marlboro Man into victorious the money, simply because he uses his surmount tactics of negotiation to lure him into thinking that by taking the money he might recover better about himself in the sense that now he has money to perhaps be able to pay medical bills to help him prolong his life. Give him the right reatment and he might just turn on the cancer. cordial Responsibility in Thank You for Smoking I think that the part when Senator Finistirre is doing his speech about putting the poison logo on every rear end big bucks is an example of friendly responsibility. Because as the Senator of Vermont, he is standing up against the tobacco industry and educating the younger generation as well as the older, of how harmful it is. Society as a whole will ultimately embrace this campaign and find out how to educate others of tobacco use.In 1952, Readers digest slammed the tobacco industry by stating that it had some health risks associated with smoking. This then lead to the invention of filters in cigarettes and thus resulted in more people buying the product. This is an example of social responsibility because when there were public outcrys of how unhealthy it was smoking the cigarettes (back in the 50s) the tobacco industry improvised and came out with a solution to pass the amount of chemicals being inhaled.Speaking to the press, Naylor swears he will clear the name calling of those mentioned in the Heather Holloways recent article, where she bashes Naylor as well as the Mod squad. (? ) Ethics and Social Responsibility Tana In the movie Thank You for Smoking, there are quite a few examples where you will find how ethics and social responsibility is exercised, and not always in a positive way. The of import character Nick Naylor, is a lobbyist who works for a Tobacco Company. Naylor is a smooth talker who knavishly turns the words around in a conversation and turns it on the people who are against him.Thank You for SmokingEthical issues brought up in the movie, Thank You for Smoking When Nick Naylor appears on the talk show along side with the cancer patient and he basically turns the situation around so that the tabocco industry isnt to blame for the young boy being diagonosed with cancer from smoking, and in fact by people dying from using their product the industry wouldnt be making any profit.The mod squad, which stands for merchants of death, in the movie, all the people who are a part of this group are well aware that the products that they sell and promote are generally appealing to the younger generation that contributes to hundreds and thousands of deaths a year, yet they continue to defend them. In one scene Naylor is helpin g his son do homework, he teaches his son about how to argue something he is writing about. Naylor says , thats the beauty of arguement, because if you argue correctly youre never wrong.This is teaching his son that no matter what he side he decides to be on, if he keeps on argueing and finds some usable facts to support his arguement he will always be right. Naylor doesnt address the issues head on necessarily, in fact the way he approaches how to argue that tobacco is poison and that you shouldnt smoke it etc, is he simply just goes with his theory of every individuals has the right to choose what they what to do, or listen too.When a member of the mod squad is visiting Nick in the hospital after he nearly died of a nicotine over dose, he places a gun on the table right in front of Joey, Nicks son. Immediatly Joey is intrigued with the weapon, then retracts his actions and says, gunsshould be treated with respect. The other member swats his hand away, and is clearly annoyed by hi s behaviour which then makes me think of them as hypocrits. The captain sends a briefcase full of money to Naylors hotel when he is in California and tells him that he must visit Marlboro Man, Lorne Lutchwho has been diagnosed with Cancer.Naylor is to try and bribe Lutch into accepting the money in exchange for silence, and to retract all his previous comments towards the tobacco industry. In this scene Naylor is very good at convincing the Marlboro Man into taking the money, simply because he uses his best tactics of negotiation to lure him into thinking that by taking the money he might feel better about himself in the sense that now he has money to perhaps be able to pay medical bills to help him prolong his life. Give him the right reatment and he might just fight the cancer. Social Responsibility in Thank You for Smoking I think that the part when Senator Finistirre is doing his speech about putting the poison logo on every cigarette package is an example of social responsibili ty. Because as the Senator of Vermont, he is standing up against the tobacco industry and educating the younger generation as well as the older, of how harmful it is. Society as a whole will eventually embrace this campaign and learn how to educate others of tobacco use.In 1952, Readers digest slammed the tobacco industry by stating that it had some health risks associated with smoking. This then lead to the invention of filters in cigarettes and thus resulted in more people buying the product. This is an example of social responsibility because when there were public outcrys of how unhealthy it was smoking the cigarettes (back in the 50s) the tobacco industry improvised and came out with a solution to diminish the amount of chemicals being inhaled.Speaking to the press, Naylor swears he will clear the names of those mentioned in the Heather Holloways recent article, where she bashes Naylor as well as the Mod squad. (? ) Ethics and Social Responsibility Tana In the movie Thank You for Smoking, there are quite a few examples where you will find how ethics and social responsibility is exercised, and not always in a positive way. The main character Nick Naylor, is a lobbyist who works for a Tobacco Company. Naylor is a smooth talker who slyly turns the words around in a conversation and turns it on the people who are against him.

Manage Resistance to Change Proactively Essay

Register for this journal is available at http//www. emeraldinsight. com/researchregister The ongoing issue and full text archive of this journal is available at http//www. emeraldinsight. com/0262-1711. htm Managing smorgasbord using a strategic think budge approach Earnest Friday Management in the College of Business Administration, Florida International University, Miami, Florida, regular army, and Managing innovation 863 Received October 2002 Revised February 2003 Accepted February 2003 Shawnta S. FridaySchool of Business and Industry at Florida A&M University, T every(prenominal)ahassee, Florida, USA Keywords Diversity get byment, Strategic fill outment, Change prudence Abstract Many physical compositions put up employ various fictional charactercasts of initiatives inside the last few decades in an effort to deal with mixture. A possible missing vinculum (link) in the midst of how an arrangement deals with assortment and its impact on the bottom linage is a m erged novelty dodging that is executed using a be after inter flip approach to systemic on the wholey manage multifariousness.While many a nonher(prenominal) governings have implemented a bodied vicissitude dodge, most have non expenditured a plotted salmagundi- bodied variety schema. The overlook of a aforethought(ip) convince- somatic form strategy is quite possible to inhibit managing re sassying from becoming systemic to an presidential terms culture and its way of doing business, thus prevailing to dis leave behind the potential bene? ts of salmagundi to be maximized.Hence, this paper offers a frame devise for using a plan salmagundi-corporate form strategy to progress on the sort continuum starting with acknowledging to valuing, and ultimately to managing multifariousness and systemic everyy managing diversity using a octet- quantity managing diversity figure out. invention Over the past few decades, academicians, practitioners and system of rulesal researchers have recognized that diversity is a phenomenon that has a dewy-eyed array of affects inside the workplace, and society in general (Koonce, 2001 Stark, 2001 Williams and OReilly, 1997).In this paper, diversity refers to any designate that happens to be salient to an private that leads him/her perceive that he/she is incompatible from a nonher individual (Williams and OReilly, 1997). both(prenominal) widely accepted differentiating attributes include racioethnicity (which encompasses race and ethnicity), gender, nationality, religion, functional expertise, and age. Even though racioethnic and gender diversity operate to receive the majority of the attention in the memorial tabletal diversity literature (Stark, 2001 Williams and OReilly, 1997), this de? ition allows for the frameworks offered to be employ to any type of ecesisal diversity salient to members. Diversity programs have been implemented in many multinational plaques, primarily, in an effort t o improve working relationships Journal of Management Development Vol. 22 zero(prenominal) 10, 2003 pp. 863-880 q MCB UP Limited 0262-1711 DOI 10. 1108/02621710310505467 JMD 22,10 864 between white males, whose relative poem continue to decrease, and demographically different individuals, whose numbers continue to increase in the workplace (Friedman and DiTomaso, 1996).While many multinational organizations have a corporate diversity strategy, most have non implemented it using the suggested planned transposed approach posited in this paper. presumptuousness the intensifying war for talent in todays competitive, spherical business environment, it is imperative that the action and evaluation of a corporate diversity strategy use a planned changed approach to non only agnize and value diversity, but to also systemically manage and inculcate diversity into an organizations corporate culture.This type of approach drive out contribute immensely to an organizations ability to u se all of its human capital as a strategic means to gain and maintain a competitive advantage in todays dynamic, ball-shaped marketplace (Richard, 2000). It has been purported that if diversity can be in effect managed in an organization, some potential bene? ts to the organization include owing(p)er creativity and innovation, and improved decision-making (Cox, 1991).Conversely, if diversity is not managed efficaciously, some potential major costs to the organization include, at a minimum, breakdowns in communication, kind con? ict, and higher turnover (Cox, 1991). While at that place whitethorn not be much confirmable evidence to substantiate claims that effectively managed diversity directly leads to bottomline increases (Chatman et al. , 1998 Richard, 2000 Stark, 2001), thither is real-world evidence (e. g.Coca-Cola, Dennys, Publix, and Texaco clubtlements) to suggest that not effectively managing gender and racioethnic diversity has been, and can be, detrimental to organ izations and their bottomlines. Thus, it is a logical extrapolation that an organizations ability or inability to stool a culture in which diversity is systemically acknowledged, valued, and effectively managed is to a greater extent apt(predicate) to attend the affects diversity get out have on its bottomline.Many organizations have implemented various diversity initiatives as a part of their corporate diversity strategy (Koonce, 2001), but most have not used a planned change approach to strategically align their initiatives with their long-term objectives and strategic lay. It is highly probable that this overleap of planned strategic alignment contributes immensely to the purported ineffectiveness of many diversity initiatives (Stark, 2001). Consequently, an organization that seeks to maximize the potential bene? s of diversity should devise a planned change-corporate diversity strategy preliminary to implementing diversity initiatives. The purpose of the planned change-co rporate diversity strategy is to align the organizations diversity initiatives (designed to manage diversity) with the organizations strategic goals, and ultimately make managing diversity an integral part of the organizations culture. An aligned planned change-corporate diversity strategy will contribute immensely to the long-term effectiveness of diversity initiatives aimed at better managing all of he organizations human resources. This is especially signi? cant for organizations with a highly diversi? ed workforce. With a planned change-corporate diversity strategy, diversity initiatives argon aligned with organizational policies, procedures, and systems. such(prenominal) alignment is desired to systemically reinforce an organizational culture that encourages the effective management of all employees in differentiate to garner diversitys purported bene? ts, including the end goal of increasing the bottomline.Thus, frameworks argon presented for using a planned change-corporate diversity strategy to advance from the initial passive invokes of acknowledging and valuing diversity to the ? nal active state of managing diversity on the diversity continuum and systemically manage diversity using the speci? c eight- ill-treat managing diversity physical work on. The diversity continuum and the planned change approach Valuing diversity and managing diversity as distinct phenomena Over the last few decades, a non-finite of articles have been written on the subjects of valuing diversity and managing diversity (Wanguri, 1996).In some cases, valuing diversity and managing diversity have been considered, and some eras used, interchangeable when, in fact, they atomic number 18 2 different phenomena (Jenner, 1994). By the very nature of their de? nitions, valuing and managing diversity atomic number 18 distinctly different. Valuing refers to the relative worth, importance, or signi? cance of something, whereas managing refers to taking charge or coordinating and supervising situations. stipulation these de? nitions, valuing diversity should be considered a more passive phenomenon, where importance or signi? ance is given to individuals differences, which does not automatically lead to visible actions or reactions on the part of the individuals valuing the diversity or differences. Managing diversity, on the opposite hand, should be considered an active phenomenon, which involves supervising or coordinating and directing the diversity or differences individuals bring to the organization to plug the organizations strategic goals atomic number 18 being fully and effectively met. In other words, it refers to fortunately organizing the organizational inputs of individuals with respective(a) endorsegrounds.This de? nition is consistent with the managing diversity de? nition given by Thomas (1991) a way of cerebration toward the objective of creating an environment that will s remuneration all employees to reach their full potential in pursual of organizational objectives. The diversity continuum As a result of the confusion in the literature between the two phenomena, valuing diversity and managing diversity, it is not dif? cult to understand why consensus does not exist on the claims of bottomline bene? s as a result of the attempts organizations have made to value and/or manage diversity. In addition to the confusion, lack of consensus could also be a function of the Managing diversity 865 JMD 22,10 866 complexity of the diversity concept in the organizational context. Given the complexity of diversity within an organizational setting, it is possible that perceiving it in terms of a set of three elements that delineates what to do with diversity may wait on to simplify or clarify the confusion in the diversity literature.Therefore, a diversity continuum is offered to guide researchers and practitioners in pitiful from the more passive states of acknowledging diversity and valuing diversity, on with to the mo re active state of managing diversity. As individuals ? nd themselves in situations with assorted individuals, they argon likely to progress to one of two courses of action avoid dealing with the diversity, or recognize that the diversity exists. In the case where individuals avoid diversity, they do not face the fact that diversity is an issue.It is likely that these individuals do not accept the idea that they argon likely to be biased in their interactions with others that they perceive to be different from themselves. Although avoiding diversity is viewed as a possible response to diversity, it is not included in the diversity continuum. The diversity continuum is based on the assumption that individuals prep are the second course of action and recognize diversity. Once diversity is recognized, as forwardly stated, the diversity continuum serves as a framework to delineate the three potential states of dealing with diversity acknowledging, valuing, and managing diversit y.The three sequential fixingss of the diversity continuum are acknowledging diversity valuing diversity and managing diversity (see Figure 1). Acknowledging diversity, the ? rst component, refers to recognizing the globe of diversity or the individual differences individuals bring with them to a particular setting. In order for individuals to truly acknowledge diversity, they moldinessiness be exposed to it, experience it, acquire knowledge about it, and they must develop an discernment of diversity. The second component of the diversity continuum is valuing diversity. Valuing diversity, as de? ed above, refers to the signi? cance or importance being given to the diversity or differences individuals bring with them to a particular setting. Having an appreciation for, as well as respect for, the differences that versatile individuals bring with them to the work setting can lead to the last component. The last component of the diversity continuum is managing diversity. As state d above, managing diversity refers to the planning, organizing, leading of individuals with differences or diversity in a particular setting, such that their inputs are used to accomplish the organizations strategic goals.Even in racioethnically homogeneous organizational settings, organizations make large investments to ensure an separate organizational culture is fostered. An appropriate organizational culture is desirous, such that individuals are systemically managed to perform and accomplish its goals, not just hoping that their performance will somehow lead to the accomplishment of the organizations desired goals. Thus, similar systemic efforts are incumbent in order to manage Managing diversity 867 Figure 1. The strategic management cognitive operation emographically several(a) individuals such that the organization can gain the maximum synergistic bene? ts from their contributions as well. The planned change approach Rather than being reactive and waiting for a diversity crisis to take place before a change is made (i. e. Coca-Cola, Dennys, Publix, and Texaco settlements), an organization should be proactive in systemically Managing Diversity. Hence, an organization and its members should make the necessary changes to proactively move from just settling for the ? rst stage of acknowledging diversity to the ? al stage of managing diversity. The Lewin-Schein change place is offered as the theoretical framework to proactively and systemically avail the management of diversity in organizations. This planned change model is based on the premise that the organizational forces propelling change must subdue the forces resisting change for highly effective change to occur. Therefore, it is posited in this paper that the Lewin-Schein change model is a framework that can assist organizations and individuals in pitiable with the sequential elements of the diversity continuum.It is also posited that this model can be applicable at JMD 22,10 868 both the org anizational and individual take aim for managing diversity. While Allen and Montgomery (2001) offered the Lewin-Schein change model as a framework for creating diversity, the model is offered in this paper as a framework for Managing Diversity. The Lewin-Schein change model involves three stages unfreezing, change (moving), and refreezing (Lewin, 1951 Schein, 1992). For the organization or individual to experience successful change, the three stages call for to be addressed in succession.Unfreezing using a planned change-corporate diversity strategy In the unfreezing stage, the organizations or individuals present culture (which includes perceptions, attitudes, and behaviors) toward diversity, unavoidably to be unfrozen. This means there needs to be enough motivation within the organization or individual to want to change from its present state to the freshly desired state. Thus, in moving from one end of the diversity continuum to the other end, with managing diversity being th e desired outcome, management must desire that its members move from just acknowledging and valuing diversity to managing diversity.As presented previously, managing diversity refers to systemically organizing and directing the inputs of all organizational members (including various(a) individuals) to ensure the organizations strategic goals are met. Likewise, the individual must want to move from just acknowledging and/or valuing diversity to the ? nal phase of managing diversity. At the individual aim, this movement involves governing ones actions toward diverse individuals in a way that allows for healthy, productive interaction with those diverse others.Therefore, to unfreeze the organizations culture and its members current state of mind toward diversity, a planned change-corporate diversity strategy should be devised and aligned with the organizations strategic positioning to reduce the forces that are striving to maintain the status quo (Dobbs, 1998). A ? rms strategic posi tioning The strategic management process is employed by many organizations in order to distinguish themselves from their competitors in the marketplace (David, 2001 Porter, 1985 Steiner, 1997). Although there are several schools of thought in the strategic management ? ld, the generally accepted components of the strategic management process are strategy formulation, strategy implementation, and strategy evaluation as explained in Figure 2 (David, 2001 pitchers mound and Jones, 1998). Strategy formulation is comprised of ontogenesis or reviewing the organizations mission, vision, and long-term goals conducting internal and external assessments to site the organizations strengths, weaknesses, opportunities, and threats (SWOT) setting selection criteria and selecting the strategies that will afford the organization the best strategic positioning relative to its competitors (David, 2001 Steiner, 1997).Strategy implementation entails allocating the appropriate resources to ensure the M anaging diversity 869 Figure 2. The three levels of organizational strategy selected strategies are properly executed (David, 2001 Steiner, 1997). Strategy evaluation involves setting control processes to continuously review, evaluate, and provide feedback concerning the implemented strategies to determine if the desired results are being carry through, such that corrective measures may be taken if warranted (Hill and Jones, 1998 Steiner, 1997). As illustrated in Figure 3, there are usually three levels of strategy associated with large-scale organizations.The corporate level strategy de? nes the organizations purpose and the lines of businesses in which it plans to operate, thereby providing the overarching direction for the organization. If an organization only operates in one line of business, its corporate level strategy and business level strategy are effectively one in the same (David, 2001 Hill and Jones, 1998). A business level strategy is the blueprint that should enable a n organization to leverage its resources in order to differentiate itself from the competition within a particular line of business (David, 2001 Hill and Jones, 1998).The functional-level strategies serve to support the organizations business-level strategy by providing direction for the appropriate short-term activities requisite by each functional area to meet the goals established in the business-level strategy (David, 2001 Hill and Jones, 1998). Consequently, having properly aligned corporate, business, and functional level strategies aid an organization in its efforts to accomplish its goals, thereby strategically positioning itself to successfully compete within the marketplace (David, 2001 Hill and Jones, 1998 Porter, 1985).Combining highly severalise and ef? cient human capital with clearly delineated corporate, business, and functional level strategies can prove to be a competitive advantage for an organization (Barney, 1991, 1997 Wright et al. , 1995). An organization mu st view strategies for develop and managing its employees JMD 22,10 870 Figure 3. Alignment between corporate strategy and planned change-corporate diversity strategy as a part of its overarching corporate level strategy if it desires to have highly differentiated and ef? ient human capital in todays competitive, global environment. Therefore, one argument of this paper is that any organization seeking to realize the maximum bene? t from having a diversi? ed workforce should have a planned change-corporate diversity strategy that is aligned with the organizations boilersuit strategic positioning. Developing a planned change-corporate diversity strategy The organization wishing to create an environment that enables all employees to reach their full potential will have to . . . change organizational practices as necessary (Thomas, 1991).However, prior to changing any organizational practice, a comprehensive strategy for how to accomplish that change should be devised based on an in-d epth understanding of relevant organizational dynamics (i. e. culture, structure, ? nancial position, strategic initiatives, etc). Theoretically, a strategy should precede the structure of an organization. Consequently, a planned change-corporate diversity strategy should be devised to align with the organizations corporate strategy before structuring diversity initiatives (as illustrated in Figure 4), and reinforced using a planned change approach.Organizations that have elevated their diversity strategist to executive-level management are likely to have an overarching corporate diversity strategy in place. But, it is not as likely that the diversity strategist is using a corporate-wide planned change approach to systemically reinforce the proposed changes in the corporate diversity strategy throughout all of the Managing diversity 871 Figure 4. The diversity continuum organizations policies, procedures, and systems.Regardless of whether an organization has a corporate diversity st rategy or not, it may be necessary to superimpose a planned change-corporate diversity strategy over existing disjointed diversity strategies and initiatives. At the onset of such an endeavor or superimposition, corporate diversity mission statement, vision, and goals must be formulated to articulate the purpose diversity initiatives will serve within the organization and the desired outcomes to be achieved from such initiatives. The delineated desired outcome should be designed to systemically manage diversity.Conducting internal and external assessments are essential go in devising a planned change-corporate diversity strategy. An internal assessment will allow the diversity strategist to decide how to position diversity strategies and initiatives within the organizations structure, and to align them with all of the organizations policies, procedures, and systems. To assess the external environment, the diversity strategist should use environmental scanning tools to extract best practices based on benchmarked diversity strategies and initiatives at other leading organizations.Through the internal assessment, the diversity strategist should depart intimately familiar with the organizations values, vision, mission, strategies, goals, and initiatives, all of which constitute a sound basis for understanding the organizations culture, policies, procedures, systems, and overall strategic positioning. The diversity strategist must turn equally familiar with the bene? ts and shortfalls of various diversity initiatives.The strategist must conduct an analysis to determine the most appropriate linkages between the organizations overall strategic positioning, policies, procedures, systems, and its diversity initiatives. Before proceeding, the diversity strategist must recognize and effectively articulate a clear strategic ? t and alignment amongst the organizations overall strategic positioning, policies, procedures, systems, JMD 22,10 872 and diversity. Both strate gic ? t and strategic alignment are necessary to strengthen the business case for allocating resources to support the planned change-corporate diversity strategy.In order to realize the maximum bene? ts from diversity, the planned change-corporate diversity strategy needs to be properly executed, evaluated and refrozen to ensure that the stated goals are being met, and that the organizations culture and members are moving toward and sustaining the desired state of systemically managing diversity. Moving to systemically managing diversity Once the present state is unfrozen, the move that will allow the organizations culture and members to advance to the desired state should be put in place.In this case, the move is to paganly reengineer the organization and its members to the true state of managing diversity by implementing the managing diversity process. The social reading theory (Bandura, 1977) is offered as the theoretical framework for the managing diversity process. It has als o been offered as the theoretical framework for developing formulation programs in the cross- heathenish and expatriate literature (Black and Mendenhall, 1989 Harrison, 1994). There are four major tenets of social learning theory motivation, attention, retention, and reproduction (Bandura, 1977).These tenets are re? ected in the eight steps of the managing diversity process. In an effort to truly manage diversity, a change in the attitudes and behaviors of individuals, and in organizations systemic and institutional ways of doing business is call for. Therefore, it is posited that utilizing the tenets of social learning theory can aid in the acquisition of the learning that is necessary for organizations to maximize the inputs of all of its diverse members. The planned change-corporate diversity strategy serves as the motivation for the learning of new behaviors and attitudes.Hence, once the planned change-corporate diversity strategy is articulated, the move through the eight st eps of the managing diversity process should be instituted to assist individuals and organizations in culturally reengineering and moving to the desired state of managing diversity. The eight sequential steps of the managing diversity process include (1) exposure (2) experience (3) knowledge (4) understanding (5) appreciate (6) respect (7) modify attitudes and behavior and (8) healthy interaction.All of these are undergirded by tolerance (see Figure 5). The acknowledging diversity component of the diversity continuum is composed of steps (1)-(4), and they re? ect the attention tenet of social learning theory. The valuing diversity component of the diversity continuum is comprised of steps (5) and (6), and is re? ective of the retention tenet of social learning theory. Steps (7) and (8) constitute the managing diversity component of the diversity continuum and the reproduction tenet of social learning theory.The movement through each of the eight steps requires individuals to progres sively develop appropriate skills to enable them to manage how they deal with individuals whom they consider different from themselves. Therefore, carrying out the eight steps in the managing diversity process serve as the necessary movement required to progress from acknowledging and valuing diversity to managing diversity. The true movement through the eight steps from acknowledging diversity to managing diversity is a paradigm shift, in that it entails a change in the treatment of diverse individuals (Fitzpatrick, 1997).Managing diversity 873 Diversity pedagogy In order for an organization to realize the potential bene? ts that can be afforded by employing diverse individuals, there needs to be a paradigm shift in which the inputs of diverse individuals are systemically managed within an organization to enable the successful accomplishment of its strategic goals. Training of individuals is viewed as a necessary tool to alleviate the organization in achieving its goals. Diversi ty pedagogy should be viewed no differently than any other type of rearing in which an organization invests.Therefore, it should also be viewed as a necessary tool to manage members behaviors and their ability to work productively with diverse individuals. After canvassing the literature, it has been noted that most diversity training programs merely raise individuals awareness of or sensitivity to diversity (Grubb, 1995 Jenner, 1994). Some few diversity training programs go as far as attempting to change individuals perceptions of diversity and how they communicate with people different from themselves (Grubb, 1995).However, these programs tend to be offered to only select employees, and they tend to be short in duration, ranging from a one-hour session to a series of one-day sessions several times a year (Koonce, 2001). The major drawbacks to most existing diversity training programs are that . they do not build skills to facilitate individuals ability to actually manage their i nteractions with individuals different from themselves . they are not rigorous nor time-intensive enough to create a paradigm shift in individuals treatment toward individuals different from themselves andJMD 22,10 874 Figure 5. The continuous managing diversity process . there are no stable reinforcement mechanisms engraft in the organizations culture to ensure all individuals inputs are successfully managed to met the organizations strategic goals. Managing diversity As a result, most (if not all) existing diversity programs have not been successful in creating enduring change in the way individuals interact with individuals different from themselves, nor have they been successful in changing their organizations culture to one that systemically manages diversity.In order to create enduring change in individuals and the organizations culture, members of the organization at all levels need to participate in diversity training that encapsulates the comprehensive managing diversity process. The outcomes that should be stoped from participation include, but are not limited to, skill building in the following areas the ability to clearly articulate their ideas and feelings con? ict management skills effective giving and receiving of feedback effective listening group observation skills and group decision-making skills, all of which will facilitate modi? d attitudes and behaviors, and healthy interaction with diverse individuals. Individuals have to come to grips with their feelings, thoughts, attitudes, and behaviors toward diversity and others with whom they are different. In the ? rst step of Exposure, individuals provide public notice of where they are at that point. They do this by laying open who they are divulging where they are unmasking themselves and receiving others culture. Step (2), experience, involves gathering information through personal involvement, encountering, seeing ? rst-hand, and living through events.In the third step of Knowledge, indiv iduals become well informed, thus able to be conversant because they become familiar or acquainted with the culture of others. Knowledge serves as the basis for step (4), understanding. Because of their grasp of cultural realities, individuals are able to comprehend (understanding) relevant cultural dynamics, which leads them to be sensitive, and enables them to share unique insights and perceptions. In step (5), appreciate, individuals acceptance of the worth of a persons culture and values makes it easier for them to welcome and justly calculate diverse individuals.Resultantly, individuals are able to respect (step (6)) diverse individuals thus, they are able to pay attention, pay deference, and pay tribute to the values, worth, and culture of diverse others, as well as give personal consideration to the diverse individuals. Successful movement through the ? rst six steps, along with tolerance underpinning each step, should lead to modi? cations in individuals attitudes and behav iors toward diverse individuals, which is step (7), modify attitudes and behaviors.This change in attitudes and behaviors, again, along with tolerance should lead to healthy interaction (step (8)) with and amongst diverse individuals. Step (8) is a function of continuous acceptance and execution of steps (1)-(7). Therefore, this is a ? uid (not static) process that must be recognized for its ever-changing and 875 JMD 22,10 876 evolving nature. The requirements for successful execution of the managing diversity process are strenuous and time intensive because it requires individuals to modify their attitudes and behaviors.Thus, they must modify the way they interact with individuals different from themselves, and not just expect that they either avoid, acknowledge, or value those individuals that are different. Given that all individuals in todays global business environment are likely to encounter others that are different from themselves on a habitual basis, the managing diversity process should be viewed as analogous to the open systems approach it is a continuous process that maintains a constant reciprocal relationship with the environment.Refreezing the systemic management of diversity Successful movement through the managing diversity process requires individuals to change. Resistance to change is inherent in any change process, and it will be no different in this process (Harrison, 1994). Therefore, the managing diversity process is a ? uid, continuous process that needs to be systematically reinforced and embedded in the organizations culture and individuals interactions, such that the organizations culture and its members do not revert back to just acknowledging or valuing diversity.Hence, refreezing the desired state of managing diversity requires reinforcing the new perceptions, attitudes, and behaviors with emphasis on the modi? ed behaviors and healthy interactions individuals have adopted as a result of going through the managing diversity proc ess. In order for individuals and organizations not to revert back to their previous states, the new desired state must go through the refreezing stage to be institutionalized. This should be accomplished through systemic, on-going training and daily interactions at the individual level, and through rewrite policies, procedures, and systems at the organizational level.At the individual level, the systemic, on-going training should not be just periodic training that merely exposes individuals to diversity. A great deal of time is necessary to cement these freshly adopted attitudes, behaviors, and skills for healthy interaction. This kind of cementation is required for these newly acquired attitudes, behaviors, and skills to become totally embedded in the individuals natural way of interacting with diverse individuals. The systemic, on-going training needs to be skill-based and experiential in nature to promote long-term changes in the way individuals work with individuals different from themselves.This type of reinforcement at the individual level will contribute to the cultural reengineering that also must take place at the organizational level. To reinforce the desired state of managing diversity at the organizational level, revised recruiting, appraisal, development, and reward systems, as well as an enforceable diversity policy need to be implemented (Allen and Montgomery, 2001 Hemphill and Haines, 1998 Miller, 1998). The revised policies, procedures, and recruiting, appraisal, development, and reward systems need to re? ct the organizations position on how the inputs of diverse individuals will be managed, such that their contributions fully aid the organization in meeting its strategic goals. A written, enforceable diversity policy, stating the systemic action steps and behaviors expected by all employees is a must as it relates to effectively managing the organizational inputs of all individuals. Everyones inputs should be effectively managed to contri bute to the achievement of the organizations strategic goals. The revised policies, procedures, and systems should also align with the planned change-corporate diversity strategy.Given the resources and time required to revise and commence implementation of the revised organizational policies, procedures, and systems, individuals are likely to resist these changes initially. Therefore, it is quite likely to be a dif? cult and time-consuming process to make the appropriate and necessary revisions to the organizations policies, procedures, and systems. This is an essential and critical step necessary to ensure the organization and its members do not revert back to their previous attitudinal and behavioral states.It is paramount that revised policies, procedures, systems, and planned change-corporate diversity strategy are clearly communicated to all members of the organization to ensure that it can be appropriately recognized, executed, evaluated, and reinforced. To reinforce this cu ltural reengineering effort, management needs to initiate and actively participate in the refreezing stage, the same as they must genuinely participate at the unfreezing and moving stages. Potential limitations As with any theoretical model, there are limitations.One potential limitation of this unreal model is that no matter how well it is implemented, there are likely to be some individuals whose attitudes may never change or they may continue to consciously or unconsciously show secernment toward those whom they consider to be similar to themselves (Gilbert and Ivancevich, 2000 Miller, 1998). Another potential limitation is that subtle forms of biases against diverse individuals may even exist informally within the organization and/or outside of the work environment thus, highly impacting individuals within the organization.Backlash is also a potential limitation members of the majority are likely to perceived that they are being excluded at the expense of including diverse in dividuals (Hemphill and Haines, 1998). Additionally, if the training initiated to implement the managing diversity process is perceived as a bad experience, the organizations leadership may abandon the initial implementation, hence dooming all future diversity efforts.However, by using the suggested planned change approach along with well obligate diversity policies and disciplinary procedures for violations of the diversity policy, it is more likely that individuals behaviors can be altered to be more tolerant of others whom they consider to be Managing diversity 877 JMD 22,10 different (Gilbert and Ivancevich, 2000). This will allow the talents, skills, and abilities of all individuals in the work setting to be used to meet organizational objectives.Conclusion Given that individuals are less voluntary to leave their differences outside the doors of the workplace (Thomas, 1991), an organizations ability to systemically manage diversity will become more important, in years yet to come, if it wants to ensure its ability to compete successfully in the global marketplace. This paper suggests that, ? rst, a planned change approach should be used to systemically manage diversity, by developing and implementing a planned change-corporate diversity strategy.Second, organizations should execute their cultural reengineering efforts to move individuals and the organizational culture along the diversity continuum from the states of acknowledging and valuing diversity to the desired state of managing diversity. Movement to the desired state of managing diversity can be achieved by using the managing diversity process. It is also suggested that the organization needs to provide on-going training, and needs to institute new policies and procedures.Additionally, it must engage in appropriately different recruiting, appraisal, development, and reward systems that systemically reinforce the cultural reengineering of moving to the state of managing diversity. These new undert akings will ensure that the newly reengineered culture of managing diversity is inculcated into the organizations culture, and its way of conducting business domestically and abroad. By adopting and executing the frameworks offered in this paper for ystemically managing diversity through a strategic planned change approach, managers will have created an organizational environment where they will be able to enjoy healthy, innovative, and productive interactions amongst diverse members of the organization.The following is a list of other potential bene? ts that may be derived from using the offered frameworks . in general, individuals will develop an increased knowledge of and appreciation for other cultures . individuals will learn to value and respect the cultural norms, behaviors, and attitudes of others . here is likely to be a greater receptivity to necessary organizational changes . there is likely to be a lessening of workplace anxieties . a reduction in organizational con? ict . a more pleasant work environment and . increased performance and productivity. 878 In conclusion, the proactive management of diverse human resources will aid organizations in gaining and sustaining a competitive advantage in todays dynamic global marketplace.

Historical Report on Race

They were sold into slavery where they were considered property, had o rights, past d confess to the next generation, and and so on (Schaefer p. 177). Slaves had to follow publicy an(prenominal) different codes and it shows how badly African Americans pose suffered everyplace the forms. Slaves were controlled by fear and intimidation. When slaves did non follow the codes they were punished in more different ship canal. For example whipped, beaten, impris championd, hung, or etc. On hap of that women too had to deal with rape and in that respect was nonhing they could do about it.In 1865 slavery was dismissed throughout the United States (Schaefer p. 180). Since then African Americans have experienced near(prenominal) other hardships. For example discrepancy, segregation, hatred, racism, and etc. It has not by any means been an easy going ride for African Americans. There have been numerous different political, social, and cultural issues or concerns throughout Americ as history, beca drug abuse of the color of their skin. There has been discrimination to state of wards African Americans and has hindered them from performing the high hat that they can.There was laws constructd to help support oppression of African Americans. As time went by laws were passed to help Stop discrimination with the help of African Americans standing up against the discrimination that they were dealing with. For example in 1 955, a black seamstress Rosa Parks ref employ to give up her seat to a discolor man on a Montgomery, Alabama, city bus (History 2014). This brought around a citywide boycott that helped nonplus a stop to segregation. There be many organizations that have come about to help juncture representations of preventing discrimination.For example in 1942, James Farmer organized an organization called Congress of Racial Equality (CORE). heart was created and to help end discriminatory policies through direct-action projects (Congress of Racial Equali ty 2014). These organizations helped under draw back the beginning of the end of coordination, segregation, slavery, De start round segregation, and etc. Legislation meant to constrain race with prejudicial boundaries that enacted. For example Jim crow Laws or De cure segregation. Jim Crow laws were created to separate the whites and blacks.They were set in place to supposedly treat blacks as separates precisely equal (Schaefer p. 180). It separated the whites and blacks in many different demeanors. Blacks were not allowed to eat in the same restaurant, use the same bathrooms, confront in the same hotels, or go to the same schools. While they were enslaved there were slave codes that they had to follow. For example they were not allowed to gamble, they had curfews, they could not experience property, they could not marry, they could not have a weapon, or etc. (Schaefer p. 177).The united States make it very difficult for African Americans to become who they are in todays so ciety. African Americans fought legislation in many different styles. They boycotted, ran away, or etc. , just to get away from the laws or to try and end the rules. Although African Americans were beaten or arrested they still continued to stand their grounds to get what they deserved. The government also put into place a restrictive covenant. Racially restrictive covenants played a major role in contri entirelying to residential segregation (Ramose 1995). This covenant helped keep blacks from animateness in white neighborhoods.African Americans fought the system to trouble the covenant and to be able to live where ever they wanted. In 1963 President Lincoln put independence Proclamation into effect. Emancipation Proclamation freed all quite a little that were held as slaves, but only was meant for the states that were involved in the Confederacy (Schaefer p. 180). The thirteenth amendment stopped slavery all together, in every state. There have been many laws created to help stop discrimination wrought the United Stated. Not only for African Americans but also for other minorities. historical Report on cannonball alongKrista Hanna Eth/125 Mr. Lew 18 February 2013 Historical Report on Race *I am writing as a primeval American, a letter to my agonist of a different cultivation. Dear Molly, I am writing in response to the letter you move me, to break up questions and refine your knowledge about the infixed American refinement. First rancid let me start by maxim that invigoration-time wasnt constantly grand for me. As a Native American, we acquire to sorb our own way of live. We lived off reserves, and lived a more traditional way of life.A life that we judgement was trump out for us and our kids to grow up in. We produced our own food, shelter and weapons and provided for ourselves in the most natural way possible. It wasnt unceasingly easy though, and others seen more time apprise out of our take and resources than us. I was forced off my husbandry and had to suit to the new massess way of life. That in which they called a white society this society created many acts in my life time in order to weaken our society such as those of the allocation serve and the shakeup Act (Schaefer, p. 47, 2012). People of my cultural lived on reservations, we had learned to separate ourselves and adopt our own way of life and government. Native Americans had created their own nation and it caused and has caused a lot of tension between us and the U. S. culture. As a Native American, we were all about live the traditional way of life. There was value to our land and the resources that we used and the white mass wanted and did take it from us.It seemed as if we were constantly at war with the white people so that we could protect what we thought was rightfully ours. They had created an act cognise as the Indian remotion Act, which was passed in 1830 (Schaefer, p. 150, 2012). This opened more land for settlement and allowed people to come in and take over our reservations (Schaefer, p. 150, 2012). In 1946, Congress had created the Indian Claims Commission (Schaefer, p. 150, 2012). This was a good thing for us, or so we thought. It meant that eventually our voice was going to be heard.There were three members apart of the commission, and they were given a five year deadline, but there kept getting extension after extension, until in 1978 the whole thing was abolished (Schaefer p. 155, 2012). At time, it seemed as if perhaps the government was trying to help us, that or they were trying to use us. In 1952, the BIA began programs, so that they could relocate small Native Americans to Urban areas and by 1962 they had created what was called the Employment Assistance program also known as the EAP (Schaefer, p 157, 2012).Basically there primary goal was to relocate us by offering us come apart jobs opportunities that, that of the reservation could not offer. But this plan had soon backfired on them. By 1965, one-fourth to one terzetto of the people in the EAP had returned home to their reservations (Schaefer p. 157, 2012). Today, most of our land has been taken from us and no long-acting exist. Native Americans themselves are not being treated as badly as we were back then, but its the culture and our name that continues to be insulted. Schools have such a thing as mascots, and they create label for them.They use those such as the Braves or Redskins. Those names have a meaning to the Native American culture, it tends to bring up the past for us, and though there intentions may not be that of injure us, some of us dont like it too much. It hasnt always been easy for us, and at times I wanted to give up. But everything seems to turn out for the better. Ive learned that every culture and mortal has their own way of living and when someone sees a greater value of that persons living then they have to have it.Things dont always have to be that way people can come up with their own greater value of living. Remember, you dont always have to have someone elses greater value to have a greater value of your own. befool an even better living for yourself than trying to take someone elses. I believe you learned closely from this letter and I wish you the best. Your Friend Resources Schaefer, R. T. (2012). Racial and Ethnic Groups (13th ed. ). Retrieved from The University of Phoenix eBook line of battle database.Historical Report on RaceKrista Hanna Eth/125 Mr. Lew 18 February 2013 Historical Report on Race *I am writing as a Native American, a letter to my friend of a different culture. Dear Molly, I am writing in response to the letter you sent me, to answer questions and expand your knowledge about the Native American culture. First off let me start by saying that life wasnt always grand for me. As a Native American, we learned to adopt our own way of live. We lived off reservations, and lived a more traditional way of life.A life that we thought was best for us and our kids to grow up in. We produced our own food, shelter and weapons and provided for ourselves in the most natural way possible. It wasnt always easy though, and others seen more value out of our land and resources than us. I was forced off my land and had to adapt to the new peoples way of life. That in which they called a white society this society created many acts in my life time in order to weaken our society such as those of the Allotment Act and the Reorganization Act (Schaefer, p. 47, 2012). People of my cultural lived on reservations, we had learned to separate ourselves and adopt our own way of life and government. Native Americans had created their own nation and it caused and has caused a lot of tension between us and the U. S. culture. As a Native American, we were all about live the traditional way of life. There was value to our land and the resources that we used and the white people wanted and did take it from us.It seemed as if we were constantly at w ar with the white people so that we could protect what we thought was rightfully ours. They had created an act known as the Indian Removal Act, which was passed in 1830 (Schaefer, p. 150, 2012). This opened more land for settlement and allowed people to come in and take over our reservations (Schaefer, p. 150, 2012). In 1946, Congress had created the Indian Claims Commission (Schaefer, p. 150, 2012). This was a good thing for us, or so we thought. It meant that finally our voice was going to be heard.There were three members apart of the commission, and they were given a five year deadline, but there kept getting extension after extension, until in 1978 the whole thing was abolished (Schaefer p. 155, 2012). At times, it seemed as if maybe the government was trying to help us, that or they were trying to use us. In 1952, the BIA began programs, so that they could relocate young Native Americans to Urban areas and by 1962 they had created what was called the Employment Assistance prog ram also known as the EAP (Schaefer, p 157, 2012).Basically there primary goal was to relocate us by offering us better jobs opportunities that, that of the reservation could not offer. But this plan had soon backfired on them. By 1965, one-fourth to one third of the people in the EAP had returned home to their reservations (Schaefer p. 157, 2012). Today, most of our land has been taken from us and no longer exist. Native Americans themselves are not being treated as badly as we were back then, but its the culture and our name that continues to be insulted. Schools have such a thing as mascots, and they create names for them.They use those such as the Braves or Redskins. Those names have a meaning to the Native American culture, it tends to bring up the past for us, and though there intentions may not be that of insulting us, some of us dont like it too much. It hasnt always been easy for us, and at times I wanted to give up. But everything seems to turn out for the better. Ive lea rned that every culture and person has their own way of living and when someone sees a greater value of that persons living then they have to have it.Things dont always have to be that way people can come up with their own greater value of living. Remember, you dont always have to have someone elses greater value to have a greater value of your own. Make an even better living for yourself than trying to take someone elses. I hope you learned well from this letter and I wish you the best. Your Friend Resources Schaefer, R. T. (2012). Racial and Ethnic Groups (13th ed. ). Retrieved from The University of Phoenix eBook Collection database.Historical Report on RaceKrista Hanna Eth/125 Mr. Lew 18 February 2013 Historical Report on Race *I am writing as a Native American, a letter to my friend of a different culture. Dear Molly, I am writing in response to the letter you sent me, to answer questions and expand your knowledge about the Native American culture. First off let me start by say ing that life wasnt always grand for me. As a Native American, we learned to adopt our own way of live. We lived off reservations, and lived a more traditional way of life.A life that we thought was best for us and our kids to grow up in. We produced our own food, shelter and weapons and provided for ourselves in the most natural way possible. It wasnt always easy though, and others seen more value out of our land and resources than us. I was forced off my land and had to adapt to the new peoples way of life. That in which they called a white society this society created many acts in my life time in order to weaken our society such as those of the Allotment Act and the Reorganization Act (Schaefer, p. 47, 2012). People of my cultural lived on reservations, we had learned to separate ourselves and adopt our own way of life and government. Native Americans had created their own nation and it caused and has caused a lot of tension between us and the U. S. culture. As a Native American, we were all about live the traditional way of life. There was value to our land and the resources that we used and the white people wanted and did take it from us.It seemed as if we were constantly at war with the white people so that we could protect what we thought was rightfully ours. They had created an act known as the Indian Removal Act, which was passed in 1830 (Schaefer, p. 150, 2012). This opened more land for settlement and allowed people to come in and take over our reservations (Schaefer, p. 150, 2012). In 1946, Congress had created the Indian Claims Commission (Schaefer, p. 150, 2012). This was a good thing for us, or so we thought. It meant that finally our voice was going to be heard.There were three members apart of the commission, and they were given a five year deadline, but there kept getting extension after extension, until in 1978 the whole thing was abolished (Schaefer p. 155, 2012). At times, it seemed as if maybe the government was trying to help us, that or they were trying to use us. In 1952, the BIA began programs, so that they could relocate young Native Americans to Urban areas and by 1962 they had created what was called the Employment Assistance program also known as the EAP (Schaefer, p 157, 2012).Basically there primary goal was to relocate us by offering us better jobs opportunities that, that of the reservation could not offer. But this plan had soon backfired on them. By 1965, one-fourth to one third of the people in the EAP had returned home to their reservations (Schaefer p. 157, 2012). Today, most of our land has been taken from us and no longer exist. Native Americans themselves are not being treated as badly as we were back then, but its the culture and our name that continues to be insulted. Schools have such a thing as mascots, and they create names for them.They use those such as the Braves or Redskins. Those names have a meaning to the Native American culture, it tends to bring up the past for us, and though there intentions may not be that of insulting us, some of us dont like it too much. It hasnt always been easy for us, and at times I wanted to give up. But everything seems to turn out for the better. Ive learned that every culture and person has their own way of living and when someone sees a greater value of that persons living then they have to have it.Things dont always have to be that way people can come up with their own greater value of living. Remember, you dont always have to have someone elses greater value to have a greater value of your own. Make an even better living for yourself than trying to take someone elses. I hope you learned well from this letter and I wish you the best. Your Friend Resources Schaefer, R. T. (2012). Racial and Ethnic Groups (13th ed. ). Retrieved from The University of Phoenix eBook Collection database.

Airline marketing Essay Example | Topics and Well Written Essays - 1500 words

Airline foodstuffing - Essay Example at that place is a widely held misconception that marketing is about selling what is being produced. It is much more than that. Marketing is conglomerate in deciding what should be produced. Marketing is involved in deciding what should be produced as easy as how it should be sold. As such it is the lynchpin of any industry. It is all pervasive. It is important to recognize that everyone in the line of fruitsline can contribute to the marketing process. The essence of marketing is to identify and satisfy customer take to be consumer-or- market oriented rather than production or supply oriented. If an airline concentrates on nevertheless selling what is produced before identifying what customers want and argon prepared to pay for, it is doomed to failure. The first step in marketing is to identify markets and market segments that can be served profitably. To do this one uses the whole range of market research methods, from desk based stat istical analysis to survey of current and prospective users of air dos. The aim is to do good at the understanding of the needs of different market segments and also the degree to which such needs are not currently being satisfied. This leads on naturally to the production of traffic forecasts, which should be as exposit and segmented as possible.The second stage of marketing is to decide, in the light of the preceding market analyses, the air armed services that should be offered in the market and their product features both in the air and on the ground. This is product planning. ... The third stage is to plan and organize the selling of the products on the basis of a marketing plan. This involves vista up and operating sales and distribution outlets both airline-owned, such as sales office or telephone and internet sites, and indirect outlets involving a range of agents, sub-agents and on-line agencies. In order to attract probable customers, the marketing plan will also inc lude a detailed program of advertising and advance activities.Lastly, marketing is concerned with reviewing and monitoring both the degree to which the airline has been able consistently to meet the service standards and product features planned and customers responses to them. Such monitoring through weekly sales figures, customer surveys, analyses of complaints and former(a) market research techniques should enable airlines to take short term corrective action, where possible, and also to make longer-term changes in their service and product features. We would be discussing here the marketing approach adopted by one of the best transnational airlines - Singapore Airlines.Singapore Airlines Ltd. (SIA), the national airline of Singapore and a major carrier in the pacific region with routes to Europe and North America, is known for its unparalleled customer service as well as for its continuing efforts to upgrade its aircraft and technology. A long-established strategic seaport, S ingapore is an important transit point for travel to other areas of the Far East. Even during times of severe recession in the airline industry, SIA has been the worlds most consistently gainful airline and, unlike most, a virtual stranger to debt. The Singapore Girl flies to 90 cities in 40