Racism in the Unites States Essay - 2381 Words

Racism in the Unites States The cause of the black riots in the 1960s consisted of many things. Firstly there was he issue of race; blacks could not get jobs, whites wouldnt employ them many whites preferred to employ Chicanos as their skin colour is slightly lighter. There was great tension between the Blacks and the Chicanos both for jobs, houses and federal money. Blacks where getting more money than the Chicanos even though there where more Chicanos living in Los Angles. The next reason for the riots was that many Blacks could not afford houses, they couldnt afford the houses as no-one would employ them and the jobs they did get they where paid half the amount a white man would be paid to the†¦show more content†¦Finally, there were the negative and unconstructive encounters with the white police officers and the Black people. Not many people knew about these encounters but it made the Blacks resent them. A lot of motivation that caused the 1960s riots where the years of Jim Crow laws that the Blacks had to endure. The Jim Cow laws where passed in 1896; they where laws that frustrated the Blacks as it segregated them to control their behaviour; they consisted of laws like marriage between Blacks and Whites where forbidden, Black people could not give blood to white people and Blacks and whites where just generally segregated from each other. This was because the whites attitude was that Blacks were lower than whites and they could not be mixed. Blacks were discriminated against by the Los Angeles Police department. White police officers lied in their reports on routine felony cases. Blacks where tortured even if they hadnt done anything wrong. Their fingers where bent back, their handcuffs tightened and their heads where slammed in car doors. With all this inequality between the Blacks and the Whites the riots where inevitable, the Blacks could not just sit by and let this happen to them. 2.The causes of the 1992 riots where not too dissimilar to the causes of the riots in 1965. The main cause and motivation was the attack on Rodney King. Rodney King, a black manShow MoreRelatedAutobiography Of Malcolm X1614 Words   |  7 Pagesnationalism and separatism. The man who became one of America’s most powerful voices for African Americans was deeply affected by the terrors of racism, which shaped his view of social justice and the condemnation of the white man. The way Malcolm X narrates his experiences changes as his views on race change. At first, he wants readers to feel the destructiveness of racism, so he conveys his experiences through provocative language. When he aims to promote universal peace, he takes on a more optimistic toneRead MoreInstitutional Racism And Integration Of Diverse Policies918 Words   |  4 PagesSolution #1 Understanding the History of Institutional Racism and Integration of Diverse Policies Institutional Racism (also known as Institutionalized Racism) is a system of unequal policies placed in social and political institutions based on race. The organizations are commonly comprised within government, education, and a judicial form of injustice that fails to offer the same goods and services to those of color and provides fewer opportunities within these entities of society. The term wasRead MoreRacism Against African Americans : Racism1575 Words   |  7 PagesBryce Harris Mrs. Rakis EWRC 3 4 February 2016 Racism against African Americans â€Å"I believe in human beings, and that all human beings should be respected as such, regardless of their color.†-Malcom X. 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In a question-answer session with Pat Mitchell published in TED, Madeleine Albright, who was the first American female Secretary of State, said: â€Å"There is a special place in hell for women who don’t help otherRead MoreRacial Profiling of Arabic People after September 11 Essay1197 Words   |  5 Pages A series of tragic events occurred in United States. On September 11th, 2001 the Twin Towers in New York City were destroyed by two planes that were hijacked by Arabic people. As planes were crashing into the Twin Towers, regular people saw the tragedy take place. All they could do was stare in despair as they watched the towers come crumbling down. The Pentagon in Virginia also was also crashed into by a hijacked plane. Thousands died and many were left injured. 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Diversity, Inclusion, And Equality Within The World

Militaries all over the world have historically faced problems with diversity, inclusion, and equality within their ranks. The hyper-masculine culture that has been at the core of many military values has facilitated a perspective that excludes certain populations. Women of all backgrounds as well as gay men have struggled through the years for their right to service. This essay serves to explore the struggles as well as progress the Australian Defense Force has facilitated with its LGBTQ officers, and to analyze the current state of equality and inclusion that the ADF has to offer. Militaries all over the world have historically excluded gay men, and to understand why we must first put it into historical context. The issue of gay men serving in militaries have been about for many decades, but the first cases of mass attention began in the 1980s. At his time LGBTQ rights movements erupted into the global scene, and many communities used sex as their expression of freedom. During this era HIV/AIDS was introduced into the LGBTQ community, and it led to the deaths of many people. HIV/AIDS was often mistaken as a â€Å"gay† disease, as it ran rampant through the community. While the community saw sex as one of their few rights or freedoms to have without intervention there were many sexually active gay men. Without the worry of pregnancy it was rare that protection was used, and thus HIV/AIDS spread quickly through the LGBTQ community. At this point in time the diseaseShow MoreRelatedIntroduction to Equality and Inclusion in Health, Social Care and Chi ldrens Young Peoples Settings1090 Words   |  5 PagesUnit 003 Introduction to Equality and Inclusion in Health, Social care and children’s Young Peoples Settings. 1.1– Explain what is meant by; A – Diversity: So not that all people are the same and that different people have different experiences, skills, knowledge, race, age, gender, sexual orientation. 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Human Resource Management Strategic

Questions: You are asked as an independent consultant to conduct a critical review of the companys employee performance management strategies for Heinz Company Australia and recommend the way forward. Write a business report that answers all the three questions: 1. How was Heinzs approach to performance management invalid in relation to Morettis job? Explain your answer in relation to significance of strategic performance management, appraisal and employee feedback in organisational context. 2. How was Heinzs approach towards employee performance management unreliable? Discuss your answer that relates employee performance management and its impact on strategic human resource management and organisational performances. 3. Identify the ways in which Heinzs employee performance management could be improved. As part of your answer, make sure you explain carefully how the company should implement your recommendations because so much of success in this area depends on the how of any strategy is implemented. Answers: Introduction and Background This study deals with performance management analysis as in relation with Heinz Vs Moretti case study. Fair Work Australia has found it unfair for Heinz Company Australia for dismissing sales managers in refusing performance management system. Moretti feared that it was designed in triggering his exit from the company (Werner, Schuler, Jackson, 2012). Performance grounds mainly rely upon management in perfect way. One performance score was used for evaluation in individual performance. Job title of sales managers is no longer present in the company and does not resign in performance managed out for the same. Hienz tried hard in forcing managers in signing performance management plan before discussing on concerned issues of performance in an overall manner. Managers have given time till 15th August for signing the plan in dismissal process. McCarthy agreed he had good reason for becoming suspicious about the intention of company as no other managers subjects in performance plans. Per formance Plan viewed unfair by FWA representative as well as ordered company in appointing Moretti for new role in favourable terms and conditions (Armstrong, 2012). This report covers analysis on Heinz case with Moretti focussing on strategic performance management. This reports aims at providing analysis of the case in light of communication especially in an organization. He reports on matters that covers performance appraisal in handling matters prevailing in the organization. It enables analysis of reliability of Heinz performance management system in addressing employee performance management affecting strategic human resource management and organization performance as a whole. At the end of the report, it provides with recommendation on what Heinz Company should follow for becoming successful in the upcoming years (Armstrong Armstrong, 2011). Research and Literature (1). Literature Management Support- Performance management approach was not relevant to Moretti job. This is due to fact that he was unaware of reasons why his performance was evaluated in certain way. It defines communication with employees prior to review process in every form (Taylor Woodhams, 2012). Lack of job-relatedness standards- Hienz does not have access to correct system in place for evaluating accurate individual performance of employees. This is because of large nature of the company stated in the case study. Hienz individual performance scores were based on companywide ratings for giving all employees in same score. Therefore, individuals experiencing halo error where behaviours of individuals as included in performance analysis. It influences perception in one negative aspect that makes company in perceiving other qualities in negative form (Byars Rue, 2011). Recommendations Strategic Performance Management- It involves processes for continuous identification and measurement of performance of the employees. Heinz performance management is invalid as it does not reflect on the organizational goal viewpoint. It is impossible to gain performance management without communicating with the employees working in an organization (DelCampo, 2011). Good performance management system includes employees recognition playing great role in motivation of employees. It relates with socially motivated employees for responding positively in the performance management system. Performance management system aims at motivating employees for improving level of performance. It is not a toll that inflicts fear in employees that hinder overall performance in case of Moretti (Byars Rue, 2011). Performance Appraisal- In this case study, Heinz approach towards performance management considers as invalid involving performance appraisal for the same. Management plan undertakes for evaluation of performance (Valentine, Mathis, Jackson, 2012). This makes Moretti suspicious for the intended aim in final performance management plan. Informed managers ensure making informed decisions from performance appraisal. Employee Feedback- Heinz approach is invalid because it does not render room for feedback. It is mainly importance for essential performance management. It includes provision of multiscore feedback within an organization as well as important for implementation in case of performance management in an overall manner (Truss, Mankin, Kelliher, 2012). Flow of information is essential in all networks for viewing at the effectiveness of performance management system. Moretti does not understand on the exact requirements for withholding of information. The main aim of managing performance in organization helps in identifying faults for using it in dismissing employees at the same time. (2). Literature Rater Bias- Due to existence of programs in place, company evaluates individual performance that states major three ratings (Taylor Woodhams, 2012). It is based upon companywide ratings in giving employees the same score. Managers are being assessed based upon figures for each employee working in an organization. This particular company does not have valued case whereby employees are not aware of the situation. It questions on employees defending actions as well as leading refusal in signing the performance management plan in an overall manner. Lack of Evidence- On analysis, it is noticed that company lacks essential evidence in accusing Moretti of lacking the ability for performing in certain way. It showcases inability in differentiating performance of all employees at the same time (Truss, Mankin, Kelliher, 2012). Recommendations Performance Management considers as a continuous process involving provision for feedback and coaching employees for performance improvement process. It gets linked with mission of the organizational goals for the same (Stone, 2011). On critical analysis, it is noticed that performance management in Heinz Company is not reliable at the first place. It refers as performance appraisal that takes place for first time. It is important to understand the fact that performance appraisal reveals well-designed of systems for bringing performance improvement like training programs. It gets along with strong management system in the most appropriate way. Performance management has the ability in influencing in employees contribution prevailing in business organization (Prescott Rothwell, 2012). Heinz approach fails in implementing continuous thing and something else comes up in the business practices. Good performance management system considers as continuous things for designing human resource management (Mondy, Noe Premeaux, 2012). Human resource managers aim at performance enhancement as well as meeting the organizational goals in an effective way. Moretti had not managed properly before and poses no basis on improvement in the near future. This serves as the main reason for Heinz managers that fail in providing feedback as demanded in areas of modification. Human Resource Managers should follow up with performance of every employee as well as communicate in an effective way. It is necessary to communicate performance expectation to employees and providing feedback after performance appraisal at the same time (Mello, 2011). Strategic Human Resource Management- Performance Management considers as fully integrated system in form of strategic human resource management for reflection of goals of business organization. Role of human resource management ensures performance of each employee in directing achieving organizational goals (Truss, Mankin, Kelliher, 2012). (3). Literature In accordance with the size of the company, it includes appropriate medium in dividing company into separate units. It makes it easier as well as fair ways for individual assessment in an overall manner (Lindholm et al, 2012). Continuous Performance Review- It is advisable to Heinz in evaluate regular performance reviews in identification of key areas in improvement ways (Torrington, 2011). Coaching as well as training of employees should be regular based on the final outcome of performance system. It should be used by the company in improving performance management and act as a tool for developing employees and organization as a whole. It is necessary for Heinz in coming up with reward system in motivating employees as well keeping good behaviour in facilitating performance largely (Hayton, 2011). Recommendations First Idea Most of the ways evaluates performance includes providing employees with opportunities in assessing themselves. It gathers information from various potential sources (Harzing Pinnington, 2011). It helps employees in understanding performance ties in alignment with vision of the company. It helps in providing continuing opportunities for employees development as well advancement in the most appropriate way. Employee evaluations depend upon strategic means in rewarding employee performance in certain ways (Grieves, 2012). Second Idea The ability in realising that each job title enables in having own criteria. It involves different levels of skills as well as responsibilities in creation of individual performance review from the given criteria (Dessler, 2012). Relevance- It includes extent to which standards relates with standards of the job. Freedom from contamination- It includes comparison between performances among other production workers at the same time (Torrington, 2011). Reliability- It includes stability or consistency of standard that extends ways for future analysis purpose. It involves individuals for maintaining certain level of performance for specified time (Dessler, 2013). Third Idea It is necessary in involving for constant communication between HR managers and employees. It acknowledges success as well as improvements in discussion with mutual agreement. It keeps in mind on matters relating vision of the business organization (Torrington, 2011). Performance management is an important and valid part of an organization and helps in implementation in various strategic initiatives for the same. Performance management in an organization helps in managing with workforce and workforce development enhancement in an overall manner (DelCampo, 2011). It is necessary in selecting as well as implementation of right performance measurement system in realizing improvements in and within organization in an effective way. Management needs to understand the social context before implementation of rules in an organization. Change management brings innovative ideas in the organization that benefit employees and organization as a whole. Conclusion and summary of recommendations Training- It is advisable to Heinz managers in undergoing performance management training for enhancing the level of competencies in an effective way. It should design successful system for future analysis purpose. Addition to that, training these individuals enables understanding various ways for undertaking ratings in the most accurate ways. With the help of training, it improves in the level of justice perception especially by supervisors. It improves ways for managing communicating messages in relation with performance to employees for the same. Through training, it helps managers in learning effective way for carrying out reviews as well as setting performance objectives in alignment with organizational goals in certain way. Communication- It is advisable to Heinz managers in enhancing communication between employees as well as management. It develops effective performance management system in desired form. It establishes reliable communication networks in and within organization. It revolves around availability of feedback from the management in accordance with subordinates in making the necessary improvement as and when required. Feed-forward helps management in identification for need of training and obtaining new ideas for the same. It ensures development of coaching systems as well as reward system in the most appropriate way. There should be improved communication between subordinates as well as management in development of performance expectations. It based upon performance appraisal as well as overall performance management system in an effective way. Redeveloping Performance Management System- It is advisable to Heinz in developing the performance management system in alignment with organization culture. It is applicable for all managers as well as job responsibilities for the same. System should ensure putting into consideration on performance review for specified period. System needs to be developed in measuring the performance in consistent terms. Management needs to ensure rating periods in reasonable ways in gaining relevant information at the same time. Conclusion From the above study, it is easy to gather facts on the Performance management system. It is necessary to develop performance management system in an organization. It will help in facilitating organization development and employee development at the same time. Effective performance management system enables continuous flow of information. Flow will take place from employees to managers and vice versa. It is understood that Heinz performance management is not valid and unreliable. It mainly lacks essential characteristics and requires effective performance management system in an overall manner. It is advisable to Heinz Company in ensuring managers and employees for going through training in relation with performance management. It helps in development as well as implementation in effective performance management system in an accurate way. It requires continuous review in accompanying with adequate coaching as well as rewarding. It is necessary for the organization in redevelopment of improving employee performance as well as leading organizational development in the near future. Reference List Armstrong, M. (2012).Armstrong's handbook of human resource management practice. London: Kogan Page. Armstrong, M. Armstrong, M. (2011).Armstrong's handbook of strategic human resource management. London: Kogan Page. Byars, L. Rue, L. (2011).Human resource management. New York: McGraw-Hill/Irwin. DelCampo, R. (2011).Human resource management demystified. New York, NY: McGraw-Hill. Dessler, G. (2013).Human resource management. Boston: Prentice Hall. Dessler, G. (2012) Human resource management. Grieves, J. (2012).Strategic human resource development. London: Sage Publications. Harzing, A. Pinnington, A. (2011).International human resource management. London: SAGE. Hayton, J. (2011).Global human resource management casebook. New York, NY: Routledge. Lindholm, J., Rothwell, W., Yarrish, K., Zaballero, A. (2012).The encyclopedia of human resource management. Hoboken: John Wiley Sons. Mello, J. (2011).Strategic human resource management. Mason, Ohio: Thomson/South-Western. Mondy, R. Mondy, J. (2012).Human resource management. Boston: Prentice Hall. Mondy, R., Noe, R., Premeaux, S. (2012).Human resource management. Upper Saddle River, NJ: Prentice Hall. Prescott, R. Rothwell, W. (2012).The encyclopedia of human resource management. Hoboken: John Wiley Sons. Stone, R. (2011).Human resource management. Milton, Qld.: John Wiley. Taylor, S. Woodhams, C. (2012) Studying human resource management. Torrington, D. (2011).Human resource management. Harlow, England: Financial Times/Prentice Hall. Truss, C., Mankin, D., Kelliher, C. (2012).Strategic human resource management. Oxford: Oxford University Press. Valentine, S., Mathis, R., Jackson, J.Human resource management. Werner, S., Schuler, R., Jackson, S. (2012).Human resource management. Australia: South-Western Cengage Learning.

Surgeon as Priest free essay sample

Surgeon as Priest Essay BY gabtn01995 In the Surgeon as Priest, Richard Selzer dives into the religious and scientific aspects of being a surgeon. He explores and divides the certain aspects of healing into five parts, each section demonstrating the different perspectives on healing (spiritually scientifically) that eventually builds the metaphorical bridge between surgeon and priest. With the use of fgurative language and other rhetorical devises, he connects each section of his essay to show his transformation from a scientific healer to a spiritual healer. In the first section the use of hyperbole reveals the holy responsibilities a surgeon can have on its people, as a priest might have on his congregates. Selzer compares himself to a hierophant, a person who brings religious congregants into the presence of that which is deemed holy; and in this case he is bringing along the reader to his sanctuary of science. He shows the spiritual responsibilities he has towards the healing of the human body to what a priest might have on his people: that special power to heal/ cure with powers sent from a divine source. Of course this is an exaggeration because he compares himself o a higher being who must do magic to ward of the mysteries he trespass[ed] on; but nevertheless, the hyperbole reveals the correlation of the sanctity that is within a priest to the sacredness that thrives in Selzer. Moreover, it is this holiness that Selzer sees within his (scientific) profession that ennobles and enables him to tie religion and science together. Secondly, Selzer uses crude diction along with an anecdote to reveal the similarity between religious (holy) healing and surgical healing that challenges him to comprehend spiritual healing. His first use of crude diction is appreciated as he etails the cancer of Joe Riker, describing it as a mucky puddle whose meaty heaped edge rose above and also the chewed dura-mater [that] laid bare this short-order cooks brain. The use of crude diction serves to classify Joes disease as deadly and maybe incurable; yet the striking part is that Joe bluntly refuses to take Seltzers surgical method, making Selzer gaze upon Joe remarking the dignified title this tumor gave him as if giving him a grace that a life time of good health had not bestowed. The tumor in other words challenges the scientific position of Selzer, ethos) to confront the spirituality that dwells within Joe and within that of a Priest. The bewilderment that shocks Selzer is seen as something furtive and spiritual keeps Selzer looking for an answer; and that spiritual secret which Selzer would never know is recognized by Joe, and he takes this secret and crudely says no to the operation Selzer insisted on. Later, Jo es curing comes not of a surgical operation but of a religious miracle. The similarity between the two is that they both arrive to the same conclusion, (alleviation), yet the one difference is that Selzer is only familiar ith surgical healing, healing that is visible to the human eye, while spiritual healing is healing that cannot seen nor understood, a miracle of sorts; and it is the spiritual healing process he wants to comprehend in order to come closer not only to his profession but to the human body-the human mind-and more importantly the holiness within. In doing so, Selzer comes closer to the universal truth, the priest within the surgeon that can Just like the holy water grant Joes miracle. Clearly in this section Rikers spiritual healing method is the new tound goal Selzer wishes to grasp, et the one obstacle that impedes him is surgical healing. In the third section of his essay he uses a rhythmic, butchered-belittling, and repetitive almost prayer like diction to convey the falsity of the established religion of a surgeon, science. Selzer describes the neurosurgeons practices as a nursery rhyme: Patty, buzz, suck, cut. The nursery rhyme serves to compare the repetitive prayers of a Priest to the structurally similar practices of the surgeon. As Selzer establishes this parallel with the use of repetitive diction he reveals the similarity between a Priest and a Surgeon for they both practice repetitive rituals. Moreover, maybe, he also elicits that as more repetitive and mechanical the prayers or surgical practices become, the more emotionless the practices of being a Surgeon becomes. It is true that the more blindly you do something the more meaningless that becomes, and for a Priest their religion becomes meaningless and for a surgeon likewise. In this section we see a disconnection of the spirituality between the Surgeon as Priest, yet still, we see the influence religion plays on Selzer. His religion is science, being a surgeon; and the rationality that comes with being a scientist disconnects Selzer to eligious faith. This struggle portrays the struggles of many people who try to find the universal truth yet stumble upon belief and disbelief. This section reveals the struggles Selzer has to find which faith, whether science or spiritual is morally the correct faith to practice and not so much which faith is more superior. In the fourth section of his essay he uses a mythological allusion to be open to spiritual healing. Selzer refers to Asclepius, the god of medicine who would heal the people of Greece through spiritual healing. Selzers motive for using this allusion is to emind his audience (mainly surgeons) that the time where there was no modernization, ancient peoples method for curing was spiritual healing. Indeed, Selzer is not promoting spiritual healing but very well is now being open to the idea of spiritual healing and adding an alternative to surgical healing. By proposing this alternative, people would have to pray to a god like Asclepius in their sleep and as they dream they would be cured. As in where people of the modern-age would make an appointment, see the doctor, wait tedious weeks for results, and depending on medical procedures they would not be cured later after. The reason why Selzer does not promote either method towards healing is because he wants his rational surgeon audience to think rationally about which method is more reasonable, this way the audience is not inferior or told what to do. In other words the spiritually born again speaker influences the audience to take part of his Journey by offering the choice, whether to stick to science or move on to an enlightened path as he. Finally in the last section Selzer uses vivid imagery to reveal Selzers full belief of spiritual healing. Selzer vividly describes the diagnosis of Yeshi Dhonden as he was suspended above [her] like some exotic golden bird with folded wings, holding the pulse of the woman, then the palpation of the pulse, turned to a state of ritual. The vividness Yeshi takes to diagnose the woman reflects the liveliness Selzer sees but also shows the awakening in him; the wanting, desire, and urgency to be touched by something so holy and divine as Yeshi, to be held and received by something greater than him; Selzer wants to be received by the spirit within Yeshi, within a Priest. Moreover we can see the bridge and conflict that build throughout the whole ssay in this section. Selzers tirst impression ot Yeshi is ot skepticism, that ne will not be able to diagnose the patient. Yet as Yeshis faith and spirituality grew more and more with his practices in dealing with the patient (bathing fasting pray[ing]), he builds the bridge between disbelief of spiritual healing to a full belief therein. As Yeshi listens to the sounds of the body to which the rest of us are deaf, we see not only the acceptance of Dhondens power but the acceptance of spiritual healing. The use of vivid imagery serves to reveal the openness Selzer takes with spiritual healing, or the way he admirably describes the way Dhonden [listens] to the sounds of the body to which the rest of us are deaf reveals to us the belief in Dhondens abilities, spiritual abilities. Throughout his essay we see the transformation that Selzer has in identifying himself with spiritual healing. In the first section he is very much connected with scientific healing process, yet as it is challenged by Joe Riker, who introduces a new form healing-spiritual healing by a miracle- we see Selzers inner conflict in understanding this different form, then we see what was his challenged religion of cience be butchered and belittled as the syntax that followed it: Patty, buzz, suck, cut, then we see an inclination towards spiritual healing by the use of mythological allusion, and finally we see his full belief in the spirituality within. More importantly Selzer is able to complete his metaphorical bridge between science and religion and show his scientific praising audience that spiritual healing and faith are not only an alternative, but are of equal magnitude to scientific curing. If Selzer is able to be touched by divinity surely can the reader, the surgeon, and the scientist.