Causes Of Mental Retardation Essays - Rare Diseases,

Reasons for Mental Retardation Blake Zuckerman 3-25-00 Period 6 English Reasons for Mental Retardation So as to be viewed as intellectually hindered, you should have an IQ beneath 75, have noteworthy constraints in at least two versatile expertise zones, and the condition is available from youth (characterized as age 18 or more youthful). Individuals can be intellectually hindered as every single distinctive level. About 78% of intellectually hindered individuals might be a little more slow than the normal individual, while in others it is evident (Arc of New Jersey). There are numerous reasons for mental impediment. One reason for mental impediment is of hereditary conditions. That incorporates; strange quality blends from guardians, mistakes when qualities join, overexposure to x-beams, and a lot more reasons. In excess of 500 hereditary infections are related with mental hindrance. Down Syndrome is a case of a chromosomal issue (Mental Retardation Issues). Chromosomal disarranges happen now and then, and are brought about by an excessive number of or too not many chromosomes in the rebuild of the chromosomes (The Arc of New Jersey). Another reason is issues during pregnancy. It could occur if the mother drinks or takes drugs while pregnant with the child. Different dangers incorporate unhealthiness, certain ecological contaminants, and the mother could get sick during the pregnancy. Pregnant ladies who are contaminated with HIV may give it to their youngster. Additionally upsetting and physical pregnancies and births can make harm a childs mind (Introduction to Mental Retardation). Mental Retardation additionally happens regularly after birth. Youth illnesses, for example, enormous hacks, chicken pox, measles, and hip infection, which may prompt meningitis and encephalitis, can harm the mind, as can mishaps, for example, being hit in the head, close suffocating circumstances, and most different mishaps including the head. Another that can be hurtful to a youngster intellectually is ecological exhaust, lead, mercury, and different hazardous poisons (Introduction to An American History of Mental Retardation). Reference index Reference index Prologue to An American History of Mental Retardation. 3-28-00. http://member.aol.com/MRandDD/introhx.htm. Prologue to Mental Retardation. 2-25-00. http://thearc.org/faqs/mrqa.html Mental Retardation Issues. 2-27-00. http://members.amaonline.com/nrogers/mr.htm The Arc of New Jersey. What is MR. 2-27-00. http://www.arcnj.org/html/what_is_mr.html Brain science Essays

Sainsburys Team And Leadership Behaviour

Sainsburys Team And Leadership Behavior Presentation In this task I have to comprehend the group and administration conduct. The association I have decided to take a gander at is Sainsburys where I was a previous worker. Sainsburys plc is a main food retailer grocery store. The Scenario that I have introduced occurred when I was working at Sainsburys which will feature what group aptitudes occurred. The fundamental spotlight in my report is on administration I will break down the gathering cooperations and relationship that were involved by applying suitable speculations from the Team Skills. This will at that point empower me to reach inferences and offer proposals for development. Sainsburys foundation Sainsburys plc is a main food retailer store, established in 1869; it is the longest standing and the third biggest general store in the UK. Not exclusively is Sainsbury Britains biggest retailer of food and wine however it is additionally the most regarded, as indicated by the reportings of the across the nation studies of industry investigators and friends executives. The organization has gotten top or close top evaluations for item and administration quality, fruitful turn of events, gainful estimating, by and large monetary execution, promoting and advertising, and predominant administration, just as enrollment, preparing, and maintenance of high-gauge representatives. Characters The four characters that I have decided to take a gander at include various jobs inside the organization notwithstanding; they all have a significant influence in the situation which shows their extraordinary group working abilities. I have featured their jobs inside the store (Please observe informative supplement 1). The Scenario I used to work in Sainsburys as a clerk and one day when I was working after some time there was a force cut. The store trough Clive called all the directors down to the check outs division and said we have to get all the clients out of store thus the look at supervisor Kristina done a tannoy on the speaker advising all the clients to leave the store because of the force cut. In the interim the store associate supervisor, Duncan was calling the Head Office to educate them that the store had a force cut. Imran the chief of solidified nourishments than done a shout to all the staff requesting that they leave the structure and go to the principle passageway of Sainsburys. In the wake of showing up to the fundamental passageway of the structure all the staff got in gatherings of 8 which were driven by a chief. We at that point needed to take the clients cold items and put them in the huge ice chest at the rear of the stockroom which was running on a generator. The staff got told by the h ead supervisor Clive that all the chilly results of the rack must be taken off and placed it in to enormous plastic boxes which at that point went in the large ice chest at the rear of the stockroom. There were four directors; Amy, Dave, Steve and Imran, I was in imrans gathering and our errand was to take of all the milk items off the racks and put it at the back to the distribution center where the enormous cooler was. After we done the milk area we were then approached to do the yogurt segment, in all out it took us 3 hours, 1 hour more than we expected, this implied the store missed out on 3 hours of business. After the store revived I got advised by my gathering chief to remain on the entryway n welcome all the clients and disclose to them all the cool items cannot be sold because of a force cut. Following a couple of hours we recovered the force and Clive the senior supervisor solicited a great deal from the staff to do additional time and put all the chilly items back on the racks. The staff doing the after some time were part in to 3 gatherings of 5 and in complete it took us four and a half hours to put all the cool items back on the rack. Translation of Interaction The discourse that occurred between the primary characters in the situations depicted above shows the cooperation that occurred (Please observe supplement 2). Speculations The quality way to deal with authority emerging from the extraordinary man hypothesis distinguishes the key attribute of a pioneer as being effective. Stodgill (1974) distinguished a rundown of fundamental characteristics and aptitudes that an effective pioneer ought to obtain. As indicated by Stodgill, a great head ought to have the attribute of having the option to adjust to various circumstances, ought to be aware of social situations, be eager and accomplishment orientated. Just as this a decent, fruitful pioneer ought to be confident, agreeable, conclusive, reliable and predominant as in they ought to want to impact others. Stodgill additionally featured a decent pioneer to be lively, tireless, self-assured, open minded of pressure and ready to accept accountability. The key abilities that Stodgill distinguished as crucial for a fruitful pioneer are that they ought to be inventive, theoretically gifted, conciliatory, prudent, learned about gathering task, sorted out, convincing yet socially talented. The possibility hypothesis proposed by fiedler (1964) states that they is nobody way that is best for administrators to lead, distinctive circumstance will require diverse initiative style for a supervisor. The administrative circumstance relies upon different inside and outer factors, for example, the workplace. Fiedler distinguished 3 circumstances that could portray the state of an administrative undertaking; pioneer part connection, this alludes to how well the chiefs and staff get along, task structure which identifies with how organized the activity is, position power which partners with how much position the director has. It has been noticed that errand arranged directors will in general be better in circumstance in which they have great connection with great pioneer part relationship, organized assignment and a solid situation of intensity. Pioneer part connection alludes to the measure of steadfastness and bolster that the pioneer gets from their worker. The Herschey-Blanchard situational hypothesis (1977) recommends that the suitable initiative style relies on the formative degree of development of the subordinates. This implies so as to set up the proper authority style, the pioneer should initially build up the development level of the subordinates according to the assignment that they are attempting to achieve. As indicated by Blanchard the key situational factors are the availability and formative degree of the subordinates and subsequently four distinctive administration styles have been perceived; coordinating, training, designating and supporting. The way objective model of authority proposed by Evans (1970) and House (1971) recommends that a people inspiration relies on their desire for the prize. As indicated by Evan the most significant way that chiefs can persuade workers is by offering them reward and showing what they should do to acquire that reward. Break down situation In spite of the fact that the staffs at Sainsburys have been prepared on what to do when there is a force cut, it despite everything happens out of the blue, there is nobody most ideal method of driving that specific circumstance, in addition, an administration style that is successful in one circumstance may not be compelling in another in spite of the fact that they might be comparable circumstances. The ideal initiative style is endless supply of the interior and outer elements; subsequently, in this occurrence the possibility hypothesis of authority can be applied (Fieldler 1964) as no one including the head supervisor Clive anticipated that this should occur notwithstanding, he was alert and adjusted rapidly to the circumstance. As the senior supervisor to be an effective pioneer, Clive needed to think rapidly and act quick, accordingly the situational authority hypothesis proposed by Hersey and Blanchard (1977) can likewise be applied to this situation. He played the pioneer job and discussed well with all the staff by keeping them all educated and allotting them to occupations. Mullins (2002) depicts initiative as the relationship through which one individual influences the activity or conduct of another, from the situation we can see that Clive administration characteristics influenced the remainder of the staff as they felt increasingly inspired and realized what they needed to do. Duncan utilized his drive and thought of calling the administrative center and advising them in any case he despite everything requested Clives guidance. The equivalent applied to Imran as he suspected of assembling the entirety of the staff be that as it may, he despite everything asked Clive first. Clive has a considerable lot of the characteristics and aptitudes distinguished by Stodgill (1974) we can see from the manner in which he dealt with the circumstance that he can adjust to various circumstances and is aware of what's going on around him. Notwithstanding this we can consider that to be a senior supervisor he is a decent pioneer since he is helpful with his staff, trustworthy in light of the fact that the remainder of the staff depend on him and enabling in light of the fact that off the impact he has on others. We can likewise observe that he didn't freeze, was sorted out and thoughtful in his methodology. Clive allocated work jobs as per the degree of development of the laborers; this is in predictable with the Hersey-Blanchard hypothesis. From the situation we can see that Kristina accepting lead just as she was allotting the bosses on what segment of the chilly items to work. Imran was likewise a pioneer of his gathering and played a main job of his gathering. Suggestions for development End The situation shows that significant authority abilities were set up and in this way the circumstance was taken care of effectively albeit a few blames that occurred could have been maintained a strategic distance from which has driven me to introduce proposals for development that could be utilized for future reference. The authority abilities introduced in the situation are additionally in reliable with the initiative speculations that have been set up. All the characters showed authority characteristics despite the fact that they included various jobs inside the organization; they despite everything filled in as a group to determine the issue. References Evans, Martin G. (1970). The impacts of administrative conduct on the way objective relationship. Hierarchical Behavior and Human Performance 5: 277-298. http://www.j-sainsbury.co.uk/index.asp?pageid=380 Hersey, P. furthermore, Blanchard, K. H. (1977). The executives of Organizational Behavior: Utilizing Human Resources (third ed.) New Jers

A day with the president Free Essays

You may pick an anecdotal or genuine individual. You may pick somebody you know by and by or a figure ever. You may pick a cutting edge big name. We will compose a custom exposition test on A day with the president or then again any comparative subject just for you Request Now You may not pick a dear companion or your folks. Spot: You may pick an anecdotal or genuine spot. It very well may be somewhere that you have visited or might want to visit. You may not pick Langley High School, the sea shore, a summer home, or your own room. Thing: You may not pick a bit of Jewelry, an electronic gadget, or a vehicle. Thought: You ay not pick the possibility of accomplishment or love or despise. Occasion: You may not pick your graduation day or your big day. You may not pick the day of your introduction to the world. Presentation: Hook: The presentation must start with a citation that is imperative to you. You should offer credit to the speaker (As my granddad consistently says, Transition or Background Sentence: Your experience or change sentences must associate the snare to the theory. There ought to be 4-5 of them. Theory explanation: This is the case entence for your whole exposition. It must incorporate the three body section points in the request that you plan to introduce them. Body Paragraphs: You will pick three of the points which you have assembled data about. You will think of one section about every point. The main body section will be altogether more fragile than the third body passage. End: Your decision will be one of the themes that you didn't cover in the body or it tends to be on the future you imagine for yourself. Points of interest: Prewriting due date: Peer survey draft due date: Final draft due date: Paragraph length: Introduction: 8-10 sentences Body One: 8-10 sentences Body Two: 10-12 sentences Body Three: 12-15 sentences Conclusion: 8-10 sentences This is a casual exposition. You may utilize constrictions and individual pronouns. Kindly don't allude to yourself as â€Å"we† nonetheless. If it's not too much trouble occupy out this space with words you gaze upward from a thesaurus to expand your utilization of â€Å"influence† or â€Å"change. † This will be expected on a similar day as your prewriting. Step by step instructions to refer to A day with the president, Papers

“Cabaret” and the History of Berlin’s Cabarets - Literature Essay Samples

While â€Å"Cabaret† relies on the cabaret setting as a narrative force of the film, it is also based in the history surrounding cabaret performances in Berlin. Both in the film and in real life, the cabaret served as a place of degenerate art and political dissent; this status set the cararet apart from other venues of art and performance in Berlin at the time. The historical and cultural context of cabaret performances in Berlin proves that the cabaret is inherently political and anti-fascist, which proves the political and anti-fascist nature of scenes and performances in the film, namely including â€Å"Money† and â€Å"Cabaret†. In Friedrich Hollaender’s essay â€Å"Cabaret†, he describes the nature of the cabaret as â€Å"dispensing a poison cookie† under the cover of normal evening entertainment, meaning radical ideas are easily spread through performances in the cabaret subconsciously, appearing on the surface as fun entertainment. This can be observed in many elements of the film â€Å"Cabaret†, namely in the songs â€Å"Money† and â€Å"Cabaret†. This effect of subtle yet intense political indoctrination is a key point in understanding the cultural and historical context and importance of â€Å"Cabaret† as a whole. â€Å"Money† is a performance by Sally Bowles and the Emcee. The song they perform is about the necessity of money in every aspect of life and the adversities surrounding poverty, along with the privileges that come with being rich. While this is a very serious topic and quite relatable to the audience at the time, the nature of the perf ormance itself is quite humorous. Through this juxtaposition, those watching enjoy humorous and pleasant entertainment while subconsciously being â€Å"fed† radical ideas about wealth and class structure, therefore fully encompassing the concept of the dispensing of the â€Å"poison cookie† (Hollaender 567), so the audience will leave with these new ideas associated with the positive entertainment and performance aspect of the cabaret, whether they are consciously aware of it at the time or not. In Berlin during the Weimar Republic, at the very surface levels, the cabaret was debated in terms of its cultural utility. For example, many believed war time was too dire to look towards silly entertainment, while the other half of people saw the cabaret as a necessary positive and carefree outlet in times that were far too serious. As we can see in both Hollaender’s essay and the film â€Å"Cabaret†, historically, the true nature of the cabaret fell somewhere in between these two ideologies- a source of entertainment that was extremely political at its core while still being pleasant- a necessity against a rising empire of fascism largely defined by aesthetic grandeur without the underlying political meaning. The existence and success of the cabaret was a political act in itself, a pleasant form of entertainment including alcohol, a symbol of prosperity, against the rise of fascism and the tragedies of impending war. Cabaret performances criticized every single aspect of German political and social life. The most popular topics were sex and the government and fascism, to the point that after the 1920s two separate words were used to establish the difference in types of cabaret performances- â€Å"Cabaret† for songs about lustful activities and â€Å"Kabarett† for straightforward political discourse. The cabaret let public discourse thrive, even in an environment threatening censorship. Citizens did not feel guilt while criticizing the state while at the Cabaret, mostly because it was all under the guise of humor. If they were purely listening to political speech, it would feel much more like dissent. This is where Hollaender’s â€Å"poison cookie† comes into play. The political dissent is so pleasant it does not even feel like political dissent, even when popular topics of critique included Germany’s very existence as a republic and the rise and influence of the Nazi party. Specifically, the song â€Å"Money† combines lyrics about wealth and poverty with a humorous performance and choreography to fully encompass Hollaender’s concept of the cabaret. In war time, poverty was prevalent, making the issue quite universal in historical context. At the same time, the song has an underlying Marxist theme, which is an act of political dissent in itself as it is being performed during the rise of fascism in Berlin, as it is fundamentally opposed to Marxist ideology. Through the lyrics, the song juxtaposes elements of wealth and poverty, highlighting how wealth makes life easier and being poor makes life harder. For example, the Emcee sings, â€Å"If you happen to be rich and you feel like a night’s entertainment you can pay for a gay escapade† (Cabaret). This shows the ease and carelessness of the lives of the wealthy, and also provides a sense of irony and self-awareness for the audience because most of the audience of the Kit Kat Clu b is wealthy, as seen in the film, and looking for entertainment in the same way as what is described in the lyrics- a â€Å"night’s entertainment†. On the other hand, the song highlights the trials and difficulties of poverty. Sally Bowles later sings â€Å"When you haven’t any shoes on your feet and your coat’s thin as paper and you look thirty pounds underweight†¦Ã¢â‚¬  (Cabaret). While the audience is likely to laugh at these lyrics as they are accompanied with joyful music and humorous choreography exaggerating what it looks like to be cold and hungry, these lyrics describe the very real hardships of people living in poverty. While Sally herself is not exactly poor due to the money of her father, the line about having a â€Å"coat thin as paper† directly references the fact that Sally must sell her warm fur coat in order to get an abortion, highlighting the sacrifices one must make when they are poor and do not have another choice. These lyrics are meta-textual as they reference events in the text itself, but also the current historical moment. While at first listen these lyrics might seem simple or humorous, this is all due to the nature of the cabaret as described by Hollaender. The message of the song is actually quite radical, and as stated by Hollaender, â€Å"its effect reaches far beyond the harmless evening to make otherwise placid blood boil and inspire a sluggish brain to think† (Hollaender 567). While at the surface level the song â€Å"Money† simply describes the contrast between the rich and poor, the foundation of the song is based in society’s dependence on money, which is deeply rooted in Marxism. As the song â€Å"Money† describes how difficult life is for those without money and income and how all of their struggles are based in their poverty, it outlines Marx’s idea that all of the struggles of humankind are rooted in class dispute between the privileged and the oppressed, or the bourgeoisie and proletariat classes. This is revealed in the most basic way- the song goes b etween describing the privilege of the wealthy and the oppression of the poor. The repeated title phrase, â€Å"Money makes the world go around† (Cabaret), is an inherently Marxist phrase in itself, as it furthers the idea that all of history and conflict is based in class struggle, and by that claim, money, which is directly related to class. This is an extremely radical idea to be expressed through a performance, especially in the cultural context of 1930s Germany as the Nazi party rose to power, as the Nazi party was fundamentally opposed to Marxist ideals. Therefore, the ideas expressed through the song â€Å"Money† are entirely worthy of being the fundamental cabaret song that Hollaender describes, matching the exact function of the cabaret in the Weimar republic. Hollaender also describes the nature of humor used through cabaret performances to â€Å"dispense the poison cookie† or subconsciously spread inherently radical ideas to the audience. Hollaender says that humor in a cabaret performance specifically, as opposed to other types of comedic performances, is about more than just a cheap joke, but â€Å"the regal joke, which, in affectionate derision of all-too-human frailties, returns the listener to a consciousness of his strength† (Hollaender 567). While the surface level humor of the cabaret relies on cheap humor through choreography, like the fact that Sally Bowles and the Emcee are dropping coins into their clothes and making loud noises, the lyrics themselves reveal a much more radical type of humor. Even the cheap physical humor has a deeper meaning- they are literally dropping money into their clothes, performing images of wealth in perhaps a sexual nature, proving fundamental human dependency on money. This can be se en in multiple aspects of â€Å"Money†. The first and most obvious example is the fact that many of the audience members of the Kit Kat Club are wealthy themselves, such as Max, a frequent audience member for much of the film who buys things for Sally and Brian. This song gives these wealthy audience members a reminder of their own power in wealth through lyrics that outline their privileges, such as â€Å"Though you moan and you groan quite a lot, you can take it on the chin and begin† (Cabaret), which is actually a quite grounding method of reminding the wealthy class of their privilege and the fact that their problems are not as monumental as they may seem. This is especially effective in its contrast to the adversities of the poor, which also ties into Hollaender’s idea of the â€Å"regal joke†, working both to give power to the rich by nature of self-awareness of their own privilege and also giving power to the rich by making them aware of the class structure that inherently binds them, then giving them the power to resist. The performance â€Å"Cabaret† near the end of the film serves entirely the same purpose, showing the same fundamental qualities of a cabaret performance in Germany’s Weimar republic, though this performance relies much less on the comedic aspect and more on the performative aspect. In this case, the message lies entirely in the lyrics. Sally sings, â€Å"Life is a cabaret† (Cabaret). Since the cabaret space in historical Berlin has been established as inherently and fundamentally political and anti-fascist, Sally’s lyrics prove her dedication to political dissent. Through choosing to live her life as it is a cabaret, she is choosing to engage in active political critique of the state, specifically the rise of fascism. Some critiques of Sally state that she is willfully blind and ignorant to the plight of her country and her peers, but â€Å"Cabaret† proves this is entirely untrue. By performing at the Kit Kat Club and her specific lifestyle choices reflecting the cabaret itself, Sally Bowles and the performance of â€Å"Cabaret† represents the active fight against fascist politics rising in Berlin. Both â€Å"Money† and â€Å"Cabaret† from the film â€Å"Cabaret† are therefore the perfect example of a cabaret performance that subconsciously empowers its audience through giving them a sense of self-awareness in regards to radical Marxist ideals. It dispenses, through the words of Hollaender, the â€Å"poison cookie† to its audience that they are eager to consume because of the pleasant, flashy aspects of the performance, and encompassing Hollaender’s â€Å"Cabaret† essay as a whole. It perfectly captures the historical moment and political and cultural significance of the cabaret in Berlin under the Weimar republic, and uses this context to further its message. Works Cited Fosse, Bob, director. Cabaret. Allied Artists Pictures Corporation, 1972. Hollaender, Friedrich. â€Å"Cabaret.† In The Weimar Republic Sourcebook, ed. Anton Kaes, Martin Jay, and Edward Dimendberg. Berkeley: University of California Press, 1994. Judson-Jourdain, Genevieve. â€Å"Cultures of Drink: Song, Dance, Alcohol and Politics in 20th Century German Cabarets.† Cornell.

Reinforcement of Cultural Identity and its effects on Productivity of Latino Workers - Free Essay Example

Sample details Pages: 4 Words: 1226 Downloads: 4 Date added: 2019/04/10 Category Culture Essay Level High school Tags: Cultural Identity Essay Did you like this example? In the last few years the topic of Latinos, immigration, and jobs has been under constant scrutiny by the media and politicians. Regardless of the rhetoric, Latinos constitute a rapid growing segment in United States. In 2016, there were 26.8 million Hispanics or Latinos in the U.S. Don’t waste time! Our writers will create an original "Reinforcement of Cultural Identity and its effects on Productivity of Latino Workers" essay for you Create order labor force, nearly triple the 9.0 million in 1988. Hispanics or Latinos composed 16.8 percent of the labor force in 2016, up from 7.4 percent in 1988. By 2017, the number of Latinos either working or looking for work was at 66.1% a higher rate than for non-Latinos which is at 62.2%. (Bureau of Labor Statistics, U.S. Department of Labor, the Economics Daily, 2017) Though most of us can feel the rising number of Latinos in the United States very few think about the impact this community will have in the productivity of different sectors. In order for us to analyze the productivity of Latinos it is to understand the many members of this ethnic group have experienced prejudice and discrimination. Research shows that acculturation, oppression and racism create social barriers that pose serious threat for Latinos and these experiences shape their construction of a social identity. (Padilla, 2002) More research needs to be conducted in order to really understand the impact of the diverse s ituations that Latinos face and how it shapes their cultural identity which in turn affects their productivity. Thus, this study aims to take a look at the way Latinos cultural identity is affected in the United States and how it affects their productivity. As mentioned before the Latino minority group is growing at a rapid speed. Many Latinos are born in the United States, foreign born Latinos make-up 46% of the population of this minority group (Larsen, 2004). Many of them bring youth, little to no formal education and no knowledge of the English language. (Roosa, Morgan-Lopez, Cree, Specter, 2002) Their experience in the United States is one where they earn less income, have lower educational outcomes and are more likely to live in poverty compared to those born the United States. (Larsen, 2004) While the reasons leading to migration differs from family to family many choose to leave their countries of origin because of financial or political situations. This experience indicates a life crisis not just to the family system but also within the individual. One of the main stressors for Latinos cultural identity is Acculturation. The process of internal change experienced by immigrants exposed to a new cultural that has changes in the ir behavior, values systems, and norms. (Social Science Research Council, 1954) The stress associated with this initial transition period may result in depression or anxiety, and individuals who experience significant trauma during migration may develop symptoms of post-traumatic stress disorder (Smart Smart, 1995). During this period of change Latinos not only face the transition into a minority status and the perceived anti-Latino sentiment in the United States can lead to social stigmatization for all Latinos. Many Latinos are aware to of the negative perceptions of their group held by non-Latinos. (Casas, Ponterotto, Sweeney, 1987) This realization can result in the negative feelings such as powerlessness, low self-esteem and inferiority. With all this negative stress, Latinos respond in a variety of ways to the majority culture. As Latinos go through the process of acculturation a by-product of this is the internalized oppression that is created. According to Laura M. Padilla, when a victim experiences a hurt that is not healed, distress patterns emerge w hereby the victim engages in some type of harmful behavior. Internalized oppression has been described as the process why which these patterns reveal themselves. Many of these patterns are evident when analyzing the productivity in the Latino minority group. One of the most evident sectors is education. The education attainment rate is slower than other non-Latino groups. Upon entering kindergarten 42% of Latino children are found to be the lowest quartile of performance in reading readiness. By 4th grade 16% Latino students are proficient in reading. When it comes to completing college only 11% of Latinos ages 25-29 obtain a Bachelors degree but most alarming is the lack of progress made by Latinos in obtaining higher education in the last 20 years. Many Latino parents have come to believe that they cannot help their children learn because they havent experienced much formal education themselves, or because they dont speak English, and their skills and abilities are often overlooked by schools. (Gendara, 2008) This type of mindset that these parents have can be attributed by many reasons. We can clearly see how this type of internal oppression and the attempt to strip away the culture of origin can have a significant impact in the way a group develops and shows productivity. Though many factors contribute to the alarming education gap of Latinos in the United States one way to combat this phenomenon is by introducing bilingual education programs. Language and cultural barriers of Hispanic workers can seriously affect jobsite communication, which further hinders productivity, and increase safety risk (Robertson, 2007). Creating educational programs that reinforce positive Latino cultural values and increased exposure of the language to both Latinos and non-Latinos it may have a positive effect in productivity in the workplace. Allowing for Latinos to develop in a bicultural environment will enhance their productivity. If we reinforce early bicultural programs we would allow for Latinos to enhance their unique skills as multicultural individuals making them more competitive in the global work force. Making it a more cost efficient approach for organizations when it comes training and development. (Fitzsimmons, 2013) Research shows immigration has a positive, large and significant effect on total factor productivity but it also had a negative impact on specialized skills. (Peri, 2009) Studies show that students in dual language programs, compared with similar students who are in English-only programs, find that in the two-way immersion students either perform as well as those students in English-only or they outperform the English-only students, across all academic areas. (Genesee et al., 2006) Having, Latinos in two-way or dual immersion programs can lead to more positive attitudes toward non-English languages and cultures and exhibit better intercultural relations. (Genesee and Gendara, 1999) The lack of these programs has taken a toll in the academic productivity of Latinos. The reinforcement of the language is an essential aspect for Latinos to be connected with culture of origin. Understanding the benefits of learning more than language will help increase the awareness of this issue and see the potential benefits it has for American productivity in various sectors. Evidence that Latinos experience in the United States helps contribute to the lack of development as a group. The Latino population is affected by the anti-immigrant sentiment in the United States. Many forget that Latinos are not all immigrants and are also native born Americans. This type of misunderstanding allows for discrimination and racism to prevent this group from being more productive. It is evident that lack of goal specification, communication and incentives for goal attainment and low cultural collectivism contribute to the groups performance. (Erez, Somech, 1996) Giving that there is still very little research as to the effects of cultural identity and its effects on productivity, the Latino population in the United States gives us a glimpse to what happens when deculturalization happens systematically. The staggering lag of the Latino population calls for us to revisit topics of cultural reinforcement in order for productivity to increase in various sectors. With the rising numbers of population Latinos are a sleeping asset waiting to be developed.

International Trade; Kenya and China - 1944 Words

THE REASONS WHY COUNTRIES TRADE: THE BENEFITS AND DISADVANTAGES TRADE RELATIONSHIP BETWEEN KENYA AND CHINA: REASONS WHY THE TWO COUNTRIES TRADE Table of content 1.0 International trade 1.1 Reasons why countries trade 1.2 Benefits of trade 1.3 Disadvantages of trade 2.0 Trade relations between Kenya and China 2.1 Volume of trade between kenya and 2.2Reasons for the Trade relations between Kenya and China 3.0 References 1.0 International Trade International trade is exchange of capital, goods, and services across international borders or territories. In most countries, it represents a significant share of gross domestic product (GDP).Industrialization, advanced transportation, globalization, multinational corporations, and outsourcing are†¦show more content†¦Export of goods and services is used as a means to finance imports of those products a country can’t produce within its boarders. II. Exports represent an injection of demand into the circular flow of income III. There is an improvement in economic welfare if countries specialize in the products in which they have a comparative advantage and then trade with other nations IV. Trade allows firms to exploit scale economies by operating in larger markets. Economies of scale lead to lower average costs of production that might be passed onto consumers V. International competition stimulates higher efficiency - particularly for domestic monopolies. VI. Free trade provides greater choice for consumers and competition helps keep prices down. VII. Imports can help to satisfy excess demand from consumers - acting as a safety valve for the economy. A trade deficit during an economic boom helps to reduce demand-pull inflation VIII. Trade in ideas stimulates product and process innovations that generates better products 1.3 Disadvantages of international trade Some disadvantages of trade are; I. Dependence may occur of one country on another. II. Smaller and local countries do not get to enjoy the international trade. III. International trade does not reduce the standard of living; it increases it, for all countries involved. IV. Firms that are not familiar with the tradeShow MoreRelatedInternational Trade Practices : Discuss The Relevance And Application Of The Mercantilist Trade Doctrine Essay1357 Words   |  6 Pagesexamples in Kenya’s international trade practices exhaustively discuss the relevance and application of the mercantilist trade doctrine. Introduction Kenya’s main exports are horticulture and tea (agricultural products are central).other export items include textile coffee, tobacco, cement and many others. Kenya imports mostly machinery and transportation equipment, petroleum products, motor vehicles, iron steel and plastics. 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Leadership in Business The Process of Appreciating

Question: Describe about the Leadership in Business for The Process of Appreciating. Answer: Introduction Cultural diversity in the workplace can be referred to the process of appreciating the differences in the individuals existing in the workplace. The difference in the organisation takes place in the respect of age, gender, sex, marital status etcetera. The leaders of the organisation play an important role in maintaining the cultural diversity of organisation. It is necessary for the leaders to understand the cultural diversity prevailing within the organisation in order to build accountability in the organisational systems. The project deals with two important questions that highlight leadership skills in accordance with the diversity in the workplace. In order to maximise capacities, leaders focus on developing necessary policies and working towards a prosperity of their firm as a whole. In the modern times, the understanding of the cultural diversity helps the leaders to minimise a lot of different dimension that exist in the workplace (Elias, 2015). The leaders are able to recognise the relevant dimensions and measure those dimension. Sometimes the organisation faces certain situations where the manager faces cosmetic diversity. The cosmetic diversity arises when the organisations take up initiatives to implement internal diversity so that the external diversity of the stakeholders of the organisation can be met. In such cases, the organisation requires some leaders who help the internal environment of the organisation to interact with the external environment of the company. Thus, it can be stated that the leaders of the organisation need to understand the cultural diversity of the organisation. In the opinion of Northouse (2015), the cultural diversity in Australia is one of the effective sources of the national strength of the nation. The identity and the culture of the economy have increased due to the presence of cultural diversity. However, in contradictory Goethals et al., (2014), stated that the society of Australia is not able to utilize the cultural diversity because of the presence of bias and discrimination. In 2014, the Australian Human Rights Commission had designed a Workplace Cultural Diversity Tool. The advantage of the tool is that the organisation is able to measure their performance level in respect to the best practice standards of the cultural diversity of the organisation. The effectiveness of the tool is increased when the staff member such as the managers of the human resource department or the other department uses the tool in the workplace with full information about the cultural diversity of the organisation. The knowledge about the organisational cultural diversity helps to plan the future work effectively and improve the organisational performance. There exists a dilemma whether the organisation needs to have target or quotas to carry out activities on cultural diversity. However, Chhokar, Brodbeck House (2013), added that there is no such essentiality of targets and quotas as there are many organisation that are committed towards cultural diversity yet do not intend to adopt any sort of targets or quotas. On the other hand, it has been argued by many authors such as Kouzes Posner (2014) that the implementation of targets and quotas in the organisation results in penalising innovation. The targets can be considered as voluntary goals that are considered by the managers of the organisation while quotas are compulsory and are imposed on the organisation by the external body. PwC Australia has kept the Diversity and Inclusion (DI) as one of the main strategy since July 2014. The organisation believed that in order to enhance the efficiency of the organisation the diversity of the organisation has to be improved. From the DI survey report of the company it has been inferred that a majority of the respondents that counted about 42 percent of the respondents had diversity in their cultural background. Thus, the managers of the company found it important to pay more attention towards the cultural diversity in order to achieve the maximum benefits from it. Moreover, to support the cultural diversity the company implements certain initiatives that help to ensure efficient diversity such as shortlisting during recruitment, talent programs and filling up of partnership admission form. In order to become a successful leader in an organisation, the leaders need to understand the current diversity of culture present. There may be variation in the conception and expectation of leadership due to the diversity in the cultural backgrounds of the individuals. Expected competence in the cross-culture awareness and practices has to be shown by the leaders of the organisation that will help the leadership to last for a longer period. Nevertheless, in order to develop effective global leadership strategies within the workplace, it is necessary for the leaders to understand the significance of the cultural diversity of the employees working in the company. In the competitive market of the 21st century, the competitive and the sustainable advantage of the companies is based on the skills and the ability of the leaders who can effectively tackle the diversity present in the organisation and thereby implement strategies that are complex for the business. DuBrin (2015) stated that the leaders need to manage the culturally diverse settings of the company very efficiently through the process of capability of cultural intelligence or cultural quotient (CQ). The leaders should be aware of diversity faced in the organisation since CQ is greatly related to the international experiences of the individuals working in the company. None of the organisation is free from the bias or prejudice thus the perception and the experience of the individuals play a very important in the organisational performance. In 2014, the diversity data was published by a number of US tech firms that indicated underrepresentation of the diversity in the respective organisations. Facebook introduces Managing Bias, a course for its employees. The managers of Facebook together worked with the researcher to develop and innovate the Managing Bias that is shared with the public through the websites. Countering bias and discrimination has to do more than just raising the consciousness. The presence of bias in the organisation can be eliminated or reduced through effort. In the globalised multicultural organisations, the leaders have to learn and understand the value of diversity in the culture of the organisation (Daft, 2014). In order to make the leaders value the diversity it is necessary to make diversity a part of the organisation, crea te diversity of thoughts and innovations, know the gender in the workplace and introduce diversity initiatives in the company. The business leaders have a crucial role in delivering a strong message of commitment regarding the diversity and the inclusion in the organisational culture. The commitment of the leaders to ensure cultural diversity comes up from the individual understanding. Swanson Frederick (2016) opined that as diversity can be considered as mix of people present in the organisation to create wide-ranging culture, the organisation carries out several practices that affect the diversity of the organisation. The diversity and inclusion goals are considered as the part of the organisational management and the performance objectives by a number of companies such as Telstra, General Mills, Nissan, Merck and many others. The cultural diversity helps the leaders of the organisation to support the flexible arrangement in the workplace. The leaders are able to provide the employees with a balance between the professional and the personal commitment such as flexible working hours, on boarding support af ter leave from the company etcetera. In order to achieve organisational changes, there is a requirement of effective leadership in the overall sense within the workplace. One of the major attentions that is to be stressed on by the leaders is not only to cultivate and develop diverse talent in the organisation (Trax, Brunow Suedekum, 2015). Thus tackling the biasness and the discrimination is mandatory for the leaders. Inclusive leadership promotion suggests that an individual fails to give privilege to a few number of cultural groups over other due to the assumptions of the individuals regarding the leadership of the company. According to Syed et al., (2016), searching for the talents is the first step to bring diversity in the workforce. In many organisations such as General Mills, during and after the process of staff recruitment the leaders track the metrics of the cultural diversity. It has been inferred that there is a positive correlation between the leadership behaviour and the organisational culture. Simon La Cava (2014) added to the above statement by stating that organisational culture is positively correlated to the job satisfaction of the employees working in the organisation. In an organisation there are individuals who have different backgrounds, socioeconomic background and ethnicities. This differentiation causes the organisation to face a number of challenges. The incorporation of good and effective leadership helps to achieve enhanced productivity, morale of the employee and understanding in the diverse environment of the organisation (Wood Wilberger, 2015). The leaders of the organisation are capable of implementing the appreciation of diversity in the workplace. A supportive environment is achieved that helps the employees to feel that the managers and the leaders are always approachable in case of emergencies and events. Thus, the impact of the leaders on the cultural diversity of the organisation is positive as the employees are given the opportunity to share their ethnic cultural background, personal customs, and awareness with the co-workers and the management of the organisation. Considering the example of Westpac, it has been reported to be important for the company to create inclusive culture within the organisation so that innovation and bright ideas can be achieved in the organisation. The leadership program of the Westpac has been an important part that helped in shaping the cultural diversity of the organisation. The program helps to develop the skills of the leaders such as increasing their flexibility in thinking and working style, make better decision, enhance the planning ability etcetera. The Employee Action Groups (EAGs) of Westpac is an effective way to increase the involvement of the employees of the organisation in the diversity and inclusion. The company has two different EAGs that highlights the cultural diversity of the organisation that are Brothers Sisters (Indigenous Australians) and Asian Leadership. The aim of the EAGs is not only to promote and celebrate culture but also create opportunities for development for all the members of the company that helps to support the business. Therefore, the company is able to work with communities that have a diverse culture. According to Markus (2015), the leadership of the organisation influences the cultural diversity to a great extent. Diversity and inclusion helps to bring in different talents in the workplace that works together to achieve a common goal that uses various skills. The skills of the individuals boost up the loyalty of the employees that further enhances the employee retention and productivity. Moreover, the leaders receive many more solutions since there are a number of diverse minds working together in an organisation. The individuals in the organisation are able to bring variation in their thinking, operating, decision-making and problem solving activities of the company. A competitive edge is also provided to the company as the leaders are able to attract and retain talents (Hoch Kozlowski, 2014). The communication skills of the employees and the leaders are increased and a synergy is built in the team that further invites new attitudes and profit in the organisation. In addition t o that the market share of the organisation is increased and a satisfied diverse base for the customers is created. As stated by Glickman, Gordon Ross-Gordon (2012), the topic of cultural diversity its relationship with leadership remains a debatable issue in Australia. Administrators focus to build clear and transparent goals that not only increase performance of their brand, but also promote a sense of cultural diversity. A well-developed set of work methods and motives of the company, results in an increase in trust factors. Further, in order to maximise leadership qualities, supervisors take an active part in organising schemes and engagement programs to let the employees maintain a free and honest bond with the management. In addition to involving in ground level surveys, leaders emphasize the need for welfare activities and deal workers the way they want (Williams, 2013). A sense of responsibility and respect among the employees enable a flourish and advancement in of cultural diversity. Apart from highlighting a continuous evolvement of the taskforce as a whole, accepting feedbacks and wor king towards building up new strategies also contribute towards enhancing the diversification and leadership process. Conclusion Analysing the several aspects it can be inferred that in the modern business world there exist a broad range of cultural diversity. It can also be understood that with a proper organisation and management by company leaders, the diversification in workplace can be fruitful. Further reviewing the cases of several enterprises, the theory can be understood in a better and sophisticated manner. In order to maximise capabilities, leaders seek to gain knowledge and implement strategies with the organisational structure as well. Scrutinizing the different fields, it can be additionally concluded that there exists a proper relationship between leadership skills, cultural diversification and success in business. References Chhokar, J. S., Brodbeck, F. C., House, R. J. (Eds.). (2013).Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Daft, R. L. (2014).The leadership experience. Cengage Learning. DuBrin, A. J. (2015).Leadership: Research findings, practice, and skills. Nelson Education. Elias, L. (2015). Extraordinary leadership in Australia and New Zealand: The five practices that generate great workplaces [Book Review].Training Development,42(6), 26. Glickman, C. D., Gordon, S. P., Ross-Gordon, J. M. (2012).The basic guide to supervision and instructional leadership. Pearson Higher Ed. Goethals, G., Allison, S., Kramer, R., Messick, D. (Eds.). (2014).Conceptions of leadership: Enduring ideas and emerging insights. Springer. Hoch, J. E., Kozlowski, S. W. (2014). Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership.Journal of applied psychology,99(3), 390. Kouzes, J. M., Posner, B. Z. (2014).Extraordinary Leadership in Australia and New Zealand: The Five Practices that Create Great Workplaces. John Wiley Sons. Markus, A. (2015). Cultural Diversity: The Australian Social Cohesion Surveys. Northouse, P. G. (2015).Leadership: Theory and practice. Sage publications. Simon, A., LaCava, G. (2014). Strategic thinking and leadership: Comparing business leaders and MBA students in Western Australia.Oxford Journal: An International Journal of Business Economics,1(1). Swanson, D. L., Frederick, W. C. (2016). Denial and leadership in business ethics education.Business ethics: New challenges for business schools and corporate leaders, 222-240. Syed, R., Bandara, W., French, E., Stewart, G. (2016). The status of research on leadership in business process management: A call for action. Trax, M., Brunow, S., Suedekum, J. (2015). Cultural diversity and plant-level productivity.Regional Science and Urban Economics,53, 85-96. Williams, D. A. (2013).Strategic diversity leadership: Activating change and transformation in higher education. Stylus Publishing, LLC.. Wood, V. R., Wilberger, J. S. (2015). Globalization, Cultural Diversity and Organizational Commitment: Theoretical Underpinnings.World,6(2).