Tuesday, December 24, 2019

The National Organization For Women - 1516 Words

The National Organization for Women (NOW) is an American organization that works for women’s rights. It is made up of a variety of smaller organizations that are all banded together under a main structure. It has been around for a while, and has done many important things. It works on both political and social levels to achieve its goals, and though it’s not very well known, the National Organization for Women is a great organization that has done much to further women’s rights and equality. NOW is a women’s rights organization working to take political and social action to ensure equal rights between women and men. NOW is a feminist group, which means that it believes that men and women should have equal rights and opportunities. Because of these beliefs, NOW is unafraid to have men as its members and welcomes them, since it recognizes men and women as equals (NOW, 2016). To work for its beliefs NOW uses electoral and lobbying work, as well as mass marches, rallies, pickets, and nonviolent civil disobedience. It is working for the rights of others as well. NOW fights for LGBTQ rights in employment and housing, as well as in other problem areas. NOW is trying to pass the Constitutional Equality Amendment as well, which ensure women’s rights politically. Overall NOW has a variety of goals that it is working to achieve to further equality. NOW has six main issues it works for. NOW supports access to safe and legal abortion, effective birth control and reproductive healthShow MoreRelatedEssay about National Organization for Women2246 Words   |  9 PagesNational Organization for Women The National Organization for Women (NOW) is the largest feminist activists’ interest group of United States that seeks to protect the individual rights of women. The influential success of NOW can be understood through following factors. Its’ concrete background; nearly half century worth of history as foundation; well structured organization; membership incentives; the function and approach of NOW/PAC and NEP; up to date Statement of Purpose; high priority to keyRead MoreNational Organization For Women : Interest Group Research Paper1030 Words   |  5 PagesNational Organization for Women: Interest Group Research Paper According to Bardes, Shelly, and Schmidt (2010), an interest group is â€Å"an organized group of individuals sharing common objectives who actively attempt to influence policymakers† (p. 225). In America, our government is guided by interest groups who uses different techniques to try to persuade politicians to advocate for their beliefs. The National Organization for Women (NOW) is one example of the many interest group in America thatRead MoreThe National Organization for Women and the Struggle for the Equal Rights Ammendment1153 Words   |  5 PagesThis project will be over the National Organization for Women and the struggle for the Equal Rights Amendment. This topic will be a great way to learn about the background of how women fought for their rights, and how they gained them. This will be a great way to find out how the gender women established their equal rights. Womens rights are really important in todays society, so this will be a great way to learn a little mor e about how women came upon equal rights. Womens rights didnt justRead MoreCivil Rights : A Controversial Topic Across All Walks Of Humanity1339 Words   |  6 Pagesthe United States government to produce and enact their civil rights laws; today, rights for people of a sexual or gender orientation other than cisgender straight are being fought for. Two organizations that are still dedicated to current civil rights would be GLAAD and NOW – National Organization for Women. If one were to compare both GLAAD and NOW in terms of the causes they are fighting for and their history, both fight for the fairness the LGBT community, equality, and against violence; howeverRead MoreWomen Have Fought For Their Rights For Generations942 Words   |  4 PagesWomen have fought for their rights for generations. Women rights are something you as a women are entitled to do. The right to freedom of speech, the right to vote, work, get an education etc. The Seneca Falls Declaration is very distinct to The National Organization for Wo men movement they show some similarities in what women were allowed to do and how they reacted to these laws or restrictions. All men and women are created equally having the right for Life, Liberty and the pursuit of HappinessRead MorePresident Johnson s Social Reform1640 Words   |  7 Pages For hundred of years, women have strived for equality with men. In fact, many argue to this day, women across the globe are treated as second class citizens. Countless studies have been conducted by independent universities and groups supporting this ideology. Statistics from these institutions have often brought women to the Civil Rights forefront, during a time period when women s suffrage was in its second wave. Advocacy for this cause has come in the form of much more than field studies andRead MoreWhat was the Women’s Suffrage Movement, and How did it Change America?711 Words   |  3 Pageswanted. Women, on the other hand, have not. They haven’t always been allowed to vote. 1920 marked a significant landmark in American history. Women in all parts of the country voted in a political election for the first time. This may not sound like that big of a deal, but to the women of the 19th and 20th centuries. In the 1800s, women were not allowed to have a say in what was perceived to be a â€Å"man’s world.† They were expected to be mothers and housewives. Nothing more, nothing less. Women triedRead MoreThe Second Half of the Shaw Presidency982 Words   |  4 PagesShaw presidency the organization included many professional married women such as Susan Walker Fitzgerald, Bryn Mawr and Katherine Dexter McCormick (Franzen, 2008). The relationship among the women of the organization was strong and there were no core of officers during the presidency of Anna Howard Shaw. The success of the organization during Shaw presidency was perhaps because of her social position; she had high tolerance for discord. During Shaw presidency the organization had more connectionsRead MoreNational Womens Party1088 Words   |  5 Pages2010 APUSH, Period 6 Mr. Weber National Women’s Party The 1920’s was an era of cultural conflict. There were several attacks on people’s civil rights and it seems to have betrayed the very values that the United States sought to have. However, when the National Women’s Party was created, there were definitely some changes for women mostly and this organization helped influence women fight for their rights and has become a successful organization. The organization was formed particularly for theRead MoreThe National Woman Suffrage Association686 Words   |  3 PagesThe National Woman Suffrage Association was founded in 1869, one of the main suffrage organizations in the US during the 19th century. It was a unification of the National Woman Suffrage Association (NWSA) and the American Woman Suffrage Association (AWSA). The (NAWSA) became the parent that combined all of women’s suffrage small and stated organizations. It was one of the largest and most important suffrage organizations as well as being the pr imary promoter to womans right to vote. Women during

Monday, December 16, 2019

Traditions of Scapegoating Found in Free Essays

Cresia Reese English 1020 Prof Sparks Traditions of scapegoating found in â€Å"The Ones Who Walk Away from Omelas† and â€Å"The Lottery† The various cultures that exist in the United States all have different ways to scapegoat a variety of people and cultures in society today; as depeicted in the fiction stories â€Å"The Lottery† by Shirley Jackson and â€Å"The Ones Who Walk Away from Omelas† by Ursula K. Le Guin. In â€Å"The Lottery,† is a story about a community that has passed down a tradition of death by stoning for many years, this person would become the scapegoat of the community. We will write a custom essay sample on Traditions of Scapegoating Found in or any similar topic only for you Order Now In the story â€Å"The Ones Who Walk Away from Omelas†a community has a hidden secret which involves the captivity of one person who has to live a life of despair in order for a community to thrive. In comparing both stories to life as we know it today, we have found that there are traditions which have been passed down in our communities and eventually lead to a person to become the scapegoat of the community. How do our various cultures today allow passed traditions to use individuals as scapegoats just like we find in our fictions stories? The word scapegoat means, a person or group made to bear the blame for others or to suffer in their place. The idea of a scapegoat applies to both stories in the same manner, a person is used as a scapegoat to uphold there communities. Both stories use traditions of there past ancestral history to use a person as a scapegoat to carry on the behaviors that were passed down to them via traditions. Shirley Jackson was an author who used a perfect example of scapegoat in her stories. â€Å"The Lottery† brings us to the scapegoat aspect of this story you see that the traditions in the community allows for another scapegoat victim every year, they are stoned to death in a symbolic process. Ursula K. Le Guin also used a scapegoat the hidden person to hold up a community and keep it from the dangers of the outside world. These traditions were passed down by the ancestors of the people who currently live in this place. Also in â€Å"The Ones Who Walk Away rom Omelas† there are several people who have chosen to walk away from the hidden secret that was revealed to them and they did not wish to remain in that community any more. The hidden secret was symbolic as a scapegoat because without this person this community would have failed based on passed traditions. To compare the traditions of stoning a person to death and hiding a person to up hold a community are both forms of scapegoat. The scapegoat matters in both the stories and show that as human beings that we believe in history and certain traditions in our communities. Also people and things are used as scapegoats as passed down by traditions and as a symbolic way to forge ahead in life, so they do not hinder there communities. Why should the people in our communities not follow along with the traditions of the past? Because we feel that these traditions followed by our ancestors did not prove to be right and they should not be followed in the current times. When you think about the story â€Å"The Lottery† you have been thrown a curve ball, most people think about a lottery used in our current day and age where you have a slim chance of winning something good like prizes or money. We soon come to find out that a lottery in this story is all a sham; â€Å"At mid morning on a late June day a peaceful village crowd gathers on the square for the annual lottery. The procedures have been handed down over generations with little change. While in the harmless process of drawing lots the villagers reveal their excitement. Suddenly, when the winner is selected, the innocent game turns out to be a horrifying sacrifice: the winner is stoned to death for the welfare of the community. Such is the limited picture that could be given of Shirley Jackson’s ‘The Lottery’. (Schaub 1) As we find out in this story there is another thing that also stands out in this story and that would be the black box in this story. In the story the black box is used as a way to single out one person to be the winner of the said lottery. The black box is a symbol in the story of the way to reduce the size of a community. This is why they held the lottery each year they would b ring all the families together in the square and have them to pull a slip of paper from the box and eventually at the end of the gathering one of the residence in this community would lose there life. We can see that scapegoats are recognized in both objects and actions as we find in both stories â€Å"The Lottery† and â€Å"The Ones Who Walk Away from Omelas†. In â€Å"The Lottery† the pulling of a name from a black a black wooden box and then there was the death of one person at the end by being hit with stones. The character (Tessie Hutchinson) was one who was always ready to be the one to throw the stones, but when it came time for her to be the on being hit by the stones she felt that it was not fair and or right. â€Å"It isn’t fair’ she said. A stone hit her on the side of the head† (Jackson 218). You have (Tessie Hutchinson) who was very excited every year to be a part of the traditional lottery process and when it came time for her to be stoned she was the scapegoat in the traditional process. Then we move on to â€Å"The Ones Who Walk Away from Omelas† where there are several characters: one (the child) who was forced to be the scapegoat, and al the ones who walked away from the community (many people). They all chose to be free from the scapegoat act of holding this child to support the community which was free of all major problems that many communities face today. The issues today in different cultures, religions, and stories using people and things as scapegoats to uphold current and traditional believes. Moving forward to compare the scapegoats used in both stories to show how our traditions, which are passed down still eventually lead to people to being used as scapegoats in our communities today. â€Å"So that the lottery is to be understood as a modern representation of the primitive annual scapegoat rite† (Schaub 1). This information hits the nail on the head as the lottery process is a primitive act that we are not sure why this was even being done and it was never explained. In today’s society there are still several groups (cults, religious groups, clubs/organizations) that are secluded from most communities and societies today. We know some of these groups have different rituals and rules as to who and how you are allowed to become involved. These rituals most times come from traditions which were taught by the ancestors of the leaders or promoters of said cults and groups. The definition of a cult is listed as Sociology: A group having a sacred ideology and a set of rites centering around their sacred symbols or ideas. How to cite Traditions of Scapegoating Found in, Papers

Sunday, December 8, 2019

Team development at Fisher and Paykel

Question: Discuss about the Team development at Fisher and Paykel. Answer: Introduction Transforming a business has proved to be a difficult and tormenting task without introducing a problem. In most cases, the self-created issues revolve around underperformance of team. This issue can be avoided when the team that is established has a good leadership that can motivate the team members. Since teams have determined the success of many organizations, it requires the maximization of members potential. Many employers have emphasized the significance of working together and often seek services from people with the ability to embrace teamwork (Costa 2003, p. 617). Without a doubt, the business environment has become competitive and companies must maximize their resources if they have to sustain their operations. This brings into the fore, the aspect of teamwork that increases competiveness. The study conducted by Zakaria, Amelinckx and Wilemon (2004, p. 21) revealed that organizations use teamwork to improve quality, productivity, motivation, and utilize new technologies. Giv en the significance of teamwork, this article tries to discuss how teams without teamwork pose a problem for the people management. Teams without Teamwork Threatens people management Effective teamwork is beneficial to an organization that embraces broader collaboration, improved communication, and a greater sense of accountability. Managers must foster productive teamwork to make their work easy thus achieve organizational success. Van den Broek, Callaghan and Thompson (2004, p. 197) discuss how the organisation of call centre work into teams does not necessarily mean there will be teamwork. This situation threatens the people management culture and the manager must identify and fix it before it gets out of hands. In any labour process theory, the management must have a control over the workforce thus maximize their productivity. Unfortunately, the controls are never absolute, especially in the modern competitive business environment. Sometimes the managers have given the employees relatively high control in determining their engagement levels (Townsend 2007, p. 622). The employees work in different conditions but the aspects of teamwork seem to remain the same. In fact, in Australia, many organizations appear to be the subsidiary departments. The responsibility of managers remains obvious regarding control and decision-making. Townsend holds that teams have a positive impact on organizations (2007, p. 625). This is only possible in an environment where employees are empowered so that they can make strategic planning decisions in their teams (Mallon and Kearney 2001, p. 97). For teams to perform, they require some degree of independence and control. This involves delegating the powers to the team members based on the expanded competencies (Marks and Richards 2012, p. 232). Therefore, the team leader must focus on the attitudes and behaviours that can make the teams effective. Understanding the sociotechnical team structures seems simple and a common practice in the society. However, many companies have completely failed as they lose their focus during the establishment of teams. The findings of Ryan (2012, p. 266), shows that teams can emerge in various forms, times, or places. This means that the employees must be ready for different responsibilities depending on the circumstance. Yolk (2002, p. 5) argues that organizations can have teams without teamwork, especially when there is no issue for the teams to handle. In the case of the CallCentral highlighted by Townsend (2013, p. 114), every staff has call targets that he or she must meet. Unlike in other organization, the customer service representatives must determine their working pace because of the set targets. For instance, the representative has the pressure to monitor calls thus calling for the extra efforts. Yolk (2002, p. 4), the team leader would analyse the workload based in the historical orga nizational data. The teams in CallCentral can never determine their work volume and the timing of their performance. In most cases, these people have limited interactions with team members because of the nature of this task. The managerial approach and the work structure in the CallCentral are distinct and can only be compared to the lean production teams in the manufacturing industry (Townsend 2007, p. 626). The management approach used in this industry is determined by the information systems. Based on the findings of Van den Broek, Barnes and Townsend (2008, p. 257), there is a need for workers union to protect the interests, skills, and workload of call centre staff. However, the concern relating to workload can never be assessed and evaluated. The trade unions can only work on the wages, safety issues, and disciplinary disputes because the workload determination formula is unique. The teams in CallCentral lack control on various governance issues as the technology and management shape the decisions. The challenges the CellCentral workers experience is how to control their decisions (Mulholland 2002, p. 293). The aspects of bringing in the management and leaving everything to the technology to shape the issues are unfortunate. The situation is even complicated further because the physical space determines the team members. Most of these team members had distinct functional workstation s thus making the teams to work without teamwork as explained by Procter and Mueller (2000, p. 34). Hierarchy and bureaucracy affect the management of teams. For instance, the management controls the CallCentral staffs without considering the underlining issues. The manageable supervisory directions or coaching can improve the productivity and competitiveness of workers (Tarragona and Luca 2002, p. 24). In this case study, there is a low level of intra-team interactions because the functionality of every team depends on the allocated space. Since the management or supervisors use technology to monitor the productivity of the workers, the team members find it difficult to engage in objections or resistance. The coercive control, therefore, affects their daily activities (Marks and Richards 2012, p. 231). The panoptic surveillance is the tool the team managers use to monitor team members. This implies that any aspects of team autonomy are lacking thus affecting the performance of workers. They always work in fear because they know their manager is monitoring their work. The team structure and organization in CallCenter ensures there is a control and management of employees. This is achieved by establishing cultural or normative control over their actions as team leaders remain the agents of managers. Such working environment is intimidating thus scares many employees. By far and wide, the management has the responsibility to motivate and promote commitment even in a tedious environment (Callaghan and Thompson 2002, p. 233). Intimidating workers or staff into admitting the managers advances will make work difficult. The employees, for instance, can object any effort to use them as objects. As such, transforming the management inputs into actual outcome can be difficult and impossible. For example, workers can resort to mocking or use humour to undermine the pressures they felt from managerial authorities, customer pressures and technology (Townsend 2007, p. 630). Therefore, the company can only maximize the productivity of workers by empowering than controlling them. These issues render people management difficult. Key Issues in Maximizing the Benefits of Team and Teamwork Coercive elements promoted in a team could interfere with organizational performance. Although developing team structure is critical in maximize team productivity, introducing any element of coercion interferes with their performance (Yukl 7). For instance, the introduction of peer surveillance to monitor and control their actions is unfortunate. This traditional management method requires replacement. The CallCentral is an individualized environment that makes teamwork culture difficult to implement. For example, the team members rarely understand how they can influence the performance and work of their colleagues. Therefore, in an individualized environment, it is critical for an employee to maximize their productivity based on the ability. The management has created unconstructive competition by rewarding performance bonuses after reaching the performance indicators. Although offering incentives such performance bonuses is essential in motivating workers, it creates an individualized society where nobody likes teamwork (Van den Broek et al. 2004, p. 210). The team leaders must review their management styles to ensure they are in tandem with the circumstances at hand. It beat logic to find that the team leaders subjective measures are used to award the performance bonuses. This is a one-sided approach to performance appraisal because the inputs of workers should form the basis for assessment. Poor communication could be another issue in this situation (Thompson and McHugh 2002). In an environment where poor communication culture and system thrives, fostering teamwork is difficult. The managers should thus understand the significance of communication to avoid inhibiting team development and organizational success. Ego is an issue that can affect the performance of workers and teams. In the CallCentral, some members are obsessed with performance bonuses that can never support other team members. They value their general benefits thus making it difficult to establish an effective unit. Such team members with egos interfere with group dynamics as they disrupt the teammates work. Therefore, by working on the egos, the team members can check and work on the delegated duties. The aspects of unclear goals are evident in the CallCentral work. In most cases, employers or managers create achievable goals within the firm. In fact, these goals should be directed towards a certain project. The management should present these goals properly and clearly to make them achievable. Consequently, the staff members are just focusing on distorted job duties. Without proper management, involvement would make the performance of teams difficult. Managers should create teams based on the qualification and experience of staff members (Van den Broek et al. 2004, p. 210). However, when the management fails to join hands with the team members to executive the duties, such a leader threatens the teamwork atmosphere. Conclusion Based on the findings in this article, it is evident that teams define how projects, tasks, and activities are managed and organized in the modern society. Many global organizations have invested in different teams to achieve their competitive advantages. The incorporation of high-performing teams has made it possible for firms to make business strategies relevant to the market situation. However, a problem would emerge when there is no cohesiveness among the team members. Without cohesion, team performance would fall because of the unnecessary tension and stress among workers. It is thus prudent for the team leader to handle conflicts that can damage the team performance. Bibliography Callaghan, G and Thompson, P 2002, We recruit attitude: the selection and shaping of call centre labour, Journal of Management Studies, vol. 39, no. 2, pp. 233-254. ISSN 0022-2380, available at https://dx.doi.org/10.1111/1467-6486.00290 Costa, A C 2003, Work team trust and effectiveness, Personnel Review, vol. 32, iss 5, pp. 605-622. available at https://www.researchgate.net/publication/235260441_Work_Team_Trust_and_Effectiveness Mallon, M, and Kearney, T 2001, Team development at Fisher and Paykel: The introduction of 'Everyday Workplace Teams. Asia Pacific Journal of Human Resources, vol. 39, issue 1, pp. 93-106. Doi: 10.1177/103841110103900107 Marks, A and Richards, J 2012, Developing ideas and concepts in teamwork research: Where do we go from here? Employee Relations, Special issue: Ideas and concepts in teamwork research, vol. 34, issue 3, pp. 228234. available at https://dx.doi.org/10.1108/01425451211217743 Mulholland, K 2002, Gender, emotional labour and teamworking in a call centre, Personnel Review, vol. 31, no. 3, pp. 283-303. Doi: https://dx.doi.org/10.1108/00483480210422714 Procter, S and Mueller, F 2000, Teamworking. Palgrave Macmillan, Basingstoke. ISBN: 9780333760031 Ryan, S 2012, When is a team a team? Team working and the reorganisation of work in commercial cleaning. Employee relations, vol. 34, issue 3, pp. 255-270. available at https://dx.doi.org/10.1108/01425451211217699 Tarricone, P and Luca, J 2002, Successful teamwork: a case study. PAGE, Miami, Florida. available at https://www.unice.fr/crookall-cours/teams/docs/team%20Successful%20teamwork.pdf Thompson, P and McHugh, D 2002, Work organizations. Palgrave, London. eISBN: 9781403907653. available at https://site.ebrary.com/lib/alltitles/docDetail.action?docID=10038997 Townsend, K 2007, Who Has Control in Teams Without Team-working? Economic and Industrial Democracy, vol. 28, no. 4, pp. 622-649. available at Doi: 10.1177/0143831X07082214 Townsend, K 2013, When the lost found teams: a consideration of teams within the individualised call centre environment, Labour and Industry, vol. 14, no. 3, pp. 111-126. available at https://dx.doi.org/10.1080/10301763.2004.10669297 Van den Broek, D, Barnes, A and Townsend, K 2008, Teaming up: teams and team sharing in call centres, Journal of Industrial Relations, vol. 50, no. 2, pp. 257-269. available at Doi: 10.1177/0022185607087901 Van den Broek, D, Callaghan, G and Thompson, P 2004, Teams without Teamwork? Explaining the Call Centre Paradox, Economic and Industrial Democracy, vol. 25, issue 2, pp. 197 218. available at DOI: 10.1177/014383104042500 Yukl, G 2009, Leadership in organisations, 7th ed., Prentice Hall, Englewood Cliffs. ISBN: 0132424312, 9780132424318 Zakaria, N, Amelinckx, A and Wilemon, D 2004, Working together apart? Building a knowledge-sharing culture for global virtual teams, Creativity and innovation management, vol. 13, no. 1, pp. 15-29. DOI: 10.1111/j.1467-8691.2004.00290.x