Discrimination1 essays

Discrimination1 essays The crossing of the Mississippi was a depressing experience for Indians and Women, the minorities, in the 1800s. The long and harsh journey over scourging desserts, rock-strewn mountains, and icy rivers caused sadness and despair to both groups of people. The first group of people that moved west was forced to leave their homeland, Georgia. These Indians had developed an admirable culture and were civil humans. They adopted the white mans ways by wearing their type of clothing, learning to read and write, and even practicing the white mans religion (295). Major William M. Davis even said, The Cherokees are a peaceable, harmless, people...(298). The man behind all of this turmoil for Indians to move west was President Andrew Jackson. He even said as an election slogan, that if you vote for me, Id make sure all those Indians are removed. Unfortunately he is elected and carries out his promise of the elimination. This treaty was known as the Indian Removal Act. By force the Indians were hauled out of their homeland to a foreign land with just the clothes on their back. After many loads of Indians were forcefully removed, the Indians wanted to move on their own peacefully. They started the Trail of Tears. During this long ex hausting trip, there was little food and the water was contaminated (299). By the end of this journey over 4,000 lives were over due to the grueling passage to the west (302). The women back in the 1800s were treated with a little more respect than the Indians, but clearly not equal to the male. After the faith of Manifest Destiny, a belief that Americans have the right to expand and explore across the entire continent, people started to head west. The funny thing about this was, the Americans had just pushed away the Indians, and now their following them out to the west, right after Jackson said they would not be disturbed ever again. What the ...

Writing A Case Study With Expert Help

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European and Native American Culture Essay Example | Topics and Well Written Essays - 500 words

European and Native American Culture - Essay Example However, but all this kindness from the settlers also came with negativity to the locals natives as the trade of blankets was not that welcoming as it was a means for the early settlers to spread smallpox to the natives. The natives’ immune systems were poor as compared to the settles this made them weak and easy to conquer after being poisoned. Also, lead to war, slavery, and territorial dispute. The relationship was uneasy the two cultures differed in language, customs, lifestyles; the Europeans viewed the Natives Americans as uncivilized, ignorant heathens, uncouth, unsophisticated, dirty, and unethical. Concerns came from missionaries with the introduction or religion in America; this not only affected their social status but also their culture and values2. The hardship encountered by early settlers started in their voyage, they had less food, diseases were uncontrollable few children survived the trip. Scurvy seasickness, dysentery, fever, and other diseases killed them before they arrived. Winter in north America was much more colder as compared to Europe winter this was a challenge to the early settlers a good example is ,â€Å"The first English Colony on Roanoke Island what is now North Carolina, "the Lost Colony." The entire original colony disappeared.† Due to weather hardship diseases such as Malaria, dysentery, yellow fever, small pox was a common feature. Colonies experienced sickness, starvation, and conflicts with the Native American cultures, such colony was Jamestown which undergone a major blow of hunger and diseases stricken early settlers3. Religion has contributed a lot to the history of America. At Cape Henry, in Virginia the first Episcopal Church was established in April 1607. Then followed by a parish in Jamestown, Virginia, in July 1620 a separate group from English emigrants docked in North

An Organizational Culture. How Does It Affect The Decision And Essay

An Organizational Culture. How Does It Affect The Decision And Outcomes Of The Organization Can Organizational Culture Be Changed - Essay Example There is also no single definition of culture and it only involves assumptions, adaptations, perceptions, and learning that use symbols, language, ideologies, rituals, and myths in creating its beliefs, values and expectations. In a business setting, organizational culture is the shared philosophies, ideologies, values, assumptions, beliefs, expectations, attitude, and norms that knit the organization together. All of these interrelated psychological qualities reveal a group agreement, implicit or explicit, on how to approach decisions and problems or how things are done in a specific organization. It manifests in behavioral norms, hidden assumptions, and human nature, each occurring at a different level of depth within the organization. Studies have showed that organizational cultures are influenced by national cultures. Organizational culture differs not only from one business or industry to another but also from one country to another. In fact, industry and business culture are im mensely influenced by national cultures. The dimensions of cultures between countries were categorized by Hofstede. Hoftstede formulated a cultural assessment tool whereby dimensions of one’s cultural strength can be assessed by assigning a scale ranging from 0 to 100 in the five cultural dimensions. This tool of Hofstede is a popular tool among managers who would like to understand another culture apart from their own. The five cultural dimensions of Power Distance, Individualism, Masculinity, Uncertainty Avoidance, and Long-Term Orientation; Hofstede’s five dimensions of culture in details are; Small vs. large power distance – This refers to how a society handles inequalities and the extent to which the less powerful members of organizations and institutions (like family) accept and expect that power is distributed unequally. Individualism vs. collectivism  Ã¢â‚¬â€œ Behavior towards community. The degree to which individuals are integrated into groups or are expected to look after themselves and self-actualize. Masculinity vs. femininity)  Ã¢â‚¬â€œ Behavior and roles distributed according to gender. (This dimension is often renamed by users of Hofstede’s work to Quantity of Life vs. Quality of Life because one of the notable findings in the IBM studies revealed that in ‘masculine’ cultures, people (whether male or female) value competitiveness, assertiveness, ambition, and the accumulation of wealth and material possessions whereas in ‘feminine’ cultures, people (again whether male or female) value relationships and quality of life. Weak vs. strong uncertainty avoidance – This refers to the level of need for structure. Cultures with low uncertainty avoidance tend to accept risk and change and prefer implicit or flexible rules and guidelines. Long vs. short term orientation – How much society values long-standing, as opposed to short term, traditions and values. Cultures with high long-te rm orientation place strong importance on family, discipline and social obligations These varying organizational cultures affect the decision and outcomes of the organization in manner that it dictates or sets the phase on how things should be done in an organization and how should manager approach the workforce considering the prevailing culture. A positive culture is often cultivated by management to be able to increase the productivity of the organization while keeping the people happy which reinforces further the positive and cohesive organizational culture. A positive organizational culture benefits the business enterprise because of its higher productivity outcome. When organizational culture is positive, people are motivated and get things done faster not to mention that

Ontology :: essays research papers

Ontology One of the most controversial debates in philosophy has been over the nature of being. In the Pre-Socratic era the dispute focused on whether change was constant while our human perceptions made static separations so that we could make sense of our environment, or if being exists omnipresently and that our perceptions of diversity in matter are false. Plato tries to solve this dilemma with his theory of an objective reality in a realm different from that which we experience. Aristotle agrees with Socrates except that he believes an object’s true essence cannot exist separated from the object itself. I presume that we can exist with our own identity and inhere to a greater whole simultaneously, however my rationalism does not extend beyond people. Nonetheless, these philosophers all had valid conclusions and their theories compliment each other. "War is king"1 said Heraclitus. He believes that reality is not composed of a number of things, but is a process of continual creation and destruction. An accurate metaphor for his rationale is a river. It’s location remains basically the same. One can walk away from it, and return with the confidence that it will still be there. However, the exact water that flows through it is never the same. One can’t tell the difference between the water in the river now and the water in the river earlier and yet this transience of matter does not detract from the identity of the river. Heraclitus would say that all of what we experience is like the river, forever changing in a process of erosion and creation. Heraclitus’ successor, Parmenides, believes that Being must exist virtually in the mind. Because nothing cannot be thought without thinking of it as something, there cannot be "nothing"2, all that can exist is Being. If there is only Being it must be indestructible, uncreated, and eternal. If one agrees that Being is , then there can’t be any place where being is not. According Parmenides’ purely logical view, all perception of vacuous space is an illusion. Plato tried to solve this dilemma of ontology with his theory of the forms. "You have before your mind these two orders of things, the visible and the intelligible,"3 he says, which can be compared to opinion and knowledge respectively. In The Republic he uses a line analogy to explain the connection between what we perceive and what really exists. Dividing a line in four unequal parts gives us the four stages of understanding with a state of being on one side of the line corresponding to a state of understanding on the other side of the line.

Ek Ruka Hua Faisla – Review

E’Ek rukaa hua faisla’’ , remake of Hollywood classic ’’Twelve angry men’’ an Oscar Winning Film widely used in Management Schools & corporate for understanding ‘HUMAN BEHAVIOR’ and â€Å"LEADERSHIP STYLES’ †¦.. Let’s take a look at the plot first to be familiar with this movie. The movie starts from a scene in a jury room where 12 jury members are discussing the case for the final verdict. The case is regarding a murder of an old man and the suspect is his own son. Everything from the statement of witnesses to debate of lawyers has already finished. And as they are reaching verdict and counting votes.. 11 said guilty and 1 said not guilty. Now the whole movie revolves around this 1 person who is standing on his ground for voting not guilty. He explains that he is neutral in his judgment and unless he is satisfied he won’t vote guilty. And gradually with his common sense, thinking and debating power ( Advocacy skills ) he changed the mind of other jury members until finally they all voted not guilty. This movie is special especially because it portrays the thinking of 12 different people from 12 different aspects of society, from self-made guy coming from the slums to famous doctor to elite class people. In these 12 jury members, everyone was so careless to reach their decision except that 12th person. They are so preoccupied with their personal problems or engagements that they do not understand the gravity of their decision. 1 person’s life is on stake. yes, the accused guy could be real culprit or maybe not. But they should not just let the guy to be hanged only because they were getting late for a movie or a game or for dinner party, etc. Sometimes the plot do get interesting when that lone ranger (12th jury member) is highlighting the broken links in the statements of witnesses and the case put together by public-prosecutor against the accused. You get the feeling that this guy could do wonders if he were a real lawyer and whether the lawyer for the accused was so stupid. The movie touch the hearts of everyone who watches it. It shows how unsafe we all really are. How much we lie to our self just to feel safe and strong , and how weak we really are. You can relate yourself to each and every one of that jury member. Each person is a manifestation of your in different situations you can find yourself in your daily routine life. And it horrifies you to realise that how prejudiced and careless you have become to other humans and their feelings. You are not wrong in any way.. but you have to be understanding enough and responsible enough to take other’s point of view into account too when reaching a major decision that could effect other’s life. The message is very clear. Do not reach any decision just for the heck of it. Do take time to think and be as neutral as possible. You really feel so sick when you see and hear the remarks of the other jury members and why some of them want the boy to be punished. Just because the guy from elite class think that this boy belongs to slums and so they must be destroyed to make 1 person less against the fight for exploitation. The doctor thinks that these guys are good for nothing and it’s better that the boy should be punished for making this world more safe and clean. But The main character is the jury member who is most difficult to change his decission, Pankaj kapoor (who i am sure was quite young when he acted in this movie), is really amazing in his portrayal of a hurt father who is prejudiced about the accused boy because his own son had been disrespectful to him and even slapped him. And in the end, you really wonder.. this is a movie so there has to be poetic justice. But in this real world, can you really be impartial and neutral while making every decision? i know and you know too.. t’s next to impossible.. that 12th jury member, the ideal human being , only exist in the movie. It’s hard to find anybody who can be impartial in decisions which do not effect their own life. So, the real decision here to be made is to be positive and unbiased and not to be influenced by our preconceived notions in making important decisions. I am glad that i get to share my views with all of you guys. I would totally recommend this movie to eve ryone. and i mean everyone. This movie is worth watching at least once for your development. ttp://www. slideshare. net/prkworld/ek-ruka-hua-faisla The model is represented as a grid with concern for production as the [x-axis]] and concern for people as the Y-axis; each axis ranges from 1 (Low) to 9 (High). The resulting leadership styles are as follows: * The indifferent (previously called impoverished) style (1,1) : evade and elude. In this style, managers have low concern for both people and production. Managers use this style to preserve job and job seniority, protecting themselves by avoiding getting into trouble. The main concern for the manager is not to be held responsible for any mistakes, which results in less innovative decisions. * The accommodating (previously, country club) style (1,9): yield and comply. This style has a high concern for people and a low concern for production. Managers using this style pay much attention to the security and comfort of the employees, in hopes that this will increase performance. The resulting atmosphere is usually friendly, but not necessarily very productive. * The dictatorial (previously, produce or perish) style (9,1): control and dominate. With a high concern for production, and a low concern for people, managers using this style find employee needs unimportant; they provide their employees with money and expect performance in return. Managers using this style also pressure their employees through rules and punishments to achieve the company goals. This dictatorial style is based on Theory X of Douglas McGregor, and is commonly applied by companies on the edge of real or perceived failure. This style is often used in cases of crisis management. * The status quo (previously, middle-of-the-road) style (5,5): balance and compromise. Managers using this style try to balance between company goals and workers' needs. By giving some concern to both people and production, managers who use this style hope to achieve suitable performance but doing so gives away a bit of each concern so that neither production nor people needs are met. * The sound (previously, team style) (9,9): contribute and commit. In this style, high concern is paid both to people and production. As suggested by the propositions of Theory Y, managers choosing to use this style encourage teamwork and commitment among employees. This method relies heavily on making employees feel themselves to be constructive parts of the company. * The opportunistic style: exploit and manipulate. Individuals using this style, which was added to the grid theory before 1999, do not have a fixed location on the grid. They adopt whichever behaviour offers the greatest personal benefit. * The paternalistic style: prescribe and guide. This style was added to the grid theory before 1999. In The Power to Change, it was redefined to alternate between the (1,9) and (9,1) locations on the grid. Managers using this style praise and support, but discourage challenges to their thinking * Grid theory breaks behavior down into seven key elements: Element| Description| Initiative| Taking action, driving and supporting| Inquiry| Questioning, researching and verifying understanding| Advocacy| Expressing convictions and championing ideas| Decision Making| Evaluating resources, choices and consequences| Conflict Resolution| Confronting and resolving disagreements| Resilience| Dealing with problems, setbacks and failures| Critique| Delivering objective, candid feedback|

Why Does Alcohol Make You Pee

If youve ever had a drink, you know it sent you to the bathroom, but do you know why alcohol makes you pee? Do you know how much more urine you produce or whether there is a way to reduce it? Science has the answer to all these questions: Key Takeaways: Why Alcohol Makes You Pee Ethanol or grain alcohol is a diuretic. In other words, it increases urine production.It works by suppressing anti-diuretic hormone (ADH), so the kidneys return less urine to the blood and allow more to exit as urine.Alcohol also stimulates the bladder, so you may feel the urge to urinate sooner than your ordinarily would.Each shot of alcohol increases urine production by 120 milliliters.Drinking also dehydrates the body in other ways by increasing perspiration and possibly by producing diarrhea or leading to vomiting. Why Does Alcohol Make You Pee? Alcohol is a diuretic. What this means is, when you drink alcohol, you  produce more urine. This happens because alcohol suppresses release of arginine vasopressin or anti-diuretic hormone (ADH),  the hormone that allows your kidneys to return water to your  bloodstream. The effect is additive, so drinking more alcohol increases the level of dehydration.  Another part of the reason you visit the bathroom more often is because alcohol also stimulates the bladder, so youll feel the urge to pee sooner than you would ordinarily. How Much More Do You Have To Pee? Ordinarily, you produce 60-80 milliliters of urine per hour.  Each shot of alcohol causes you to produce an additional 120 milliliters of urine. It matters how hydrated you are before you start drinking. According to the  July-August 2010 issue of Alcohol and Alcoholism, youll produce less urine from drinking alcohol if you are already dehydrated. The biggest dehydrating effect is seen in people who are already hydrated. Other Ways Alcohol Dehydrates You Urination isnt the only way you become dehydrated from drinking alcohol. Increased perspiration and possibly diarrhea and vomiting can make the situation even worse. The Breaking the Seal Myth Some people believe you can stave off the need to pee by waiting as long as possible to break the seal or urinate for the first time after you start drinking. Its a myth  that the first pee is a signal telling your body you need to visit  the bathroom every 10 minutes until the booze clears your system. The truth is, waiting just makes you uncomfortable and has no effect on how frequently or copiously you will pee from that point on. Can You Reduce the Effect? If you drink water or a soft drink with alcohol, the diuretic effect of the alcohol is reduced by about half. These means youll get less dehydrated, which helps to reduce your chance of getting a hangover. Other factors also affect whether youll get a hangover, so adding ice to a drink, drinking water, or using a mixer may help, but wont necessarily prevent headache and nausea the next morning. Also, since youre increasing your fluid intake, diluting the alcohol wont make you pee less. It  means a smaller volume  of that urine will be from the dehydrating effect of the booze. Its worth noting, no matter how many beers you drink or how much water you add, the net effect is dehydration. Yes, you are adding a lot of water to your system, but each shot of alcohol makes it that much harder for your kidneys to return that water to your bloodstream and organs. People can live if the only liquid they get is from alcoholic beverages, but they get water from food.  So, if you were stranded on an island with nothing to drink except rum, would you die of thirst? If you didnt have lots of fruit to offset the dehydration, the answer would be yes. Sources Harger RN (1958). The pharmacology and toxicology of alcohol. Journal of the American Medical Association. 167 (18): 2199–202. doi:10.1001/jama.1958.72990350014007Jung, YC; Namkoong, K (2014). Alcohol: intoxication and poisoning - diagnosis and treatment. Handbook of Clinical Neurology. 125. pp. 115–21. doi:10.1016/B978-0-444-62619-6.00007-0Pohorecky, Larissa A.; Brick, John (January 1988). Pharmacology of ethanol. Pharmacology Therapeutics. 36 (2–3): 335–427. doi:10.1016/0163-7258(88)90109-XSmith, C., Marks, Allan D., Lieberman, Michael (2005). Marks Basic Medical Biochemistry: A Clinical Approach, 2nd ed. Lippincott Williams Wilkins. USA.