Maintaining Race and Ethnic Identity Essay Example for Free

Maintaining Race and Ethnic Identity Essay The world we are living is very dynamic and exhibits various types of movements for both plants and animals including humans. History insinuates that man practiced considerable movements from one place to another since its first existence. This movement from one locality to another is referred to as migration. Migration can be 1) internal which is within the country, state or continent and maybe 2) international which crosses boundaries to other country, state or continent. With the development of technology and globalization, international migration continues to increase over the past decades. In 1960, there were 76 million international migrants and increased to 191 million international migrants in 2006. It was noted that a relatively high migration rate is from 1985 to 1990. Generally, ethnic identity diversifies according to the length of distance and therefore international migration increases the gap of connectivity in relation to ethnicity. Human migration can be classified as permanent or semi-permanent depending on their reasons which maybe voluntary or involuntary. Voluntary migration is generally practiced in search for a â€Å"greener pasture† and satisfaction of one’s preferences. This includes employment, climate, food supply, self development like education, religion and family. Involuntary migration, on the other hand, includes migration due to calamity, political conditions like when in war or in exile, slave trades or human trafficking and ethnic cleansing. (Boyd, 2003) Refugees can eventually be immigrants. Based from Human Migration Guide of the National Geographic Society, â€Å"A refugee is a person who is residing outside the country of his or her origin due to fear of persecution for reasons of race, religion, nationality, membership in a particular social group, or political opinion. † (What is Human Migration? 2005) . This involuntary migration results to a hefty impact on self identity rather than voluntary migration. Human migration has taken a major participation in shaping and honing the present status of the population. It allows the diffusion and combination of the structures, cultures, beliefs, ideas, principles, religion, and other traits which results to the modification of each others traits. Rejection of the integration, however, sometimes results to conflict that may cause decline of socio-cultural capital and values. Although immigrants tend to maintain their ethnic identity and cultures at home, the children of the second, third generation is common or comparable with generations of the host country. This means that these generations are highly acculturated to the host community and country. Intentional or not intentional, this is in response to their quest for belongingness. On the other hand, some immigrants give high regard to their culture which is linked to nationalism. Some may even believe that there is no other culture than theirs and fail to recognize cultures of other immigrants within the community. Some host countries like Western European nations and Japan are deeply concern about the effect of these immigrants on their culture and ethnic identity which can be compromised. Oftentimes, conflict such as racial discrimination exist and become the subject of debates. Different countries have their own policies regarding immigration. Other countries begin to recognize immigrants with different race and cultures. They are respected in preserving their respective cultures and interact peacefully within one nation. This official policy is known as multiculturalism and can be seen in Canada, Australia and the U. K. It is also called as the cultural mosaic of different ethnic groups. Nevertheless, immigrant groups are still encouraged to learn the language of the host country and participate in the activities of the major society including labor force. However, this policy gained many criticisms such as it divides the people even there is a need to be united on certain social issues and justices. Debates on immigration law and racism are still on-going issues of every host country.

Brave New World †Individual Needs :: Brave New World

Brave New World – Individual Needs Brave New World Sometimes very advanced societies overlook the necessities of the individual. In the book Brave New World, Aldous Huxley creates two distinct societies: the Savages and the Fordians. The Fordians are technologically sophisticated, unlike the Savages. However, it is obvious that, overall, the Savages have more practical abilities, have more, complicated, ideals, and are much more advanced emotionally, which all help the individual to grow. The Savage Reservation provides more opportunities for personal growth than does the Fordian society. Throughout the story, it is shown how the Fordian society is much more advanced technologically than the Savage Reservation. Because the Reservation is not fully equipped with well-developed machinery to do all their work for them, they must learn to do it themselves. Unlike the Fordians, the Savages are taught functional skills, such as stitching up simple tears and weaving. In the story Mitsima, an old man from the reservation, teaches John the Savage how to make a clay pot, using nothing but a lump of clay and his own two hands. This is a very practical and useful tool. The Savages are taught to cook for themselves, and to clean for themselves. These teachings help the individual to grow practically. The Savages also bestow good ideals in their people from which they can learn, understand, and grow. One of the most important things that the Savages are taught is self-control. The Whipping Ceremony is a good example of this. In this ceremony a young man was whipped to death in front of a large audience and throughout it he "made no sound†¦[and] walked on at the same slow, steady pace" (97). The man is taught that to show his strength he must use the uttermost limits of his self-control. They are also taught self-control in how they are prohibited free sex. They must learn restraint through their lust and desires. It is shown how capable the Savages are when controlling themselves in chapter 13. Lenina, whom John loves and desires more than anything in the world, is proclaiming herself to John, and yet he restrains himself because they are not married.     The Savages are also taught

United Airlines

United Airlines employees seem utterly incompetent. The recent dog death incident is only the latest in a string of situations in which United employees have screwed up. But the incidents don't reflect a competence deficit at the airline; they reveal a culture problem — and United's leaders must take specific actions to fix it. United Airlines CEO Oscar Munoz must take specific actions to fix the culture problem at his company. (Photo by Jim Young/Getty Images)The ProblemWhen Dr. David Dao refused to give up his seat on a plane last year, specifically United Express employees under contract carrier Republic Airlines called airport security who ended up dragging him off the plane. Weeks later, a United gate agent refused to allow two young girls to board a plane because their leggings didn't adhere to the airline's dress code for â€Å"pass travelers.† And just last week a flight attendant insisted on putting a dog in an overhead bin because its carrier wouldn't fit under the seat and assured the dog's owner that it would be fine up there. The dog was found dead upon arrival at the destination.These employee actions are deplorable and quite a disconnect from the company's brand slogan â€Å"Fly the Friendly Skies.† The employees seem completely opposite from those featured in the company's recent Olympics advertisements which aimed to show that their superhero-like qualities enabled them to ensure the safe, smooth, and fun passage of Olympic athletes as well as everyday customers. The contrast between the company's brand aspirations and its actual operations couldn't be sharper.The DiagnosisAlthough United's employees seem to be at fault, the underlying cause is the company's lack of culture leadership. CEO Oscar Munoz and his fellow leaders are responsible for the huge gap between the company's brand identity and organizational culture. They have failed to engage, train, and motivate employees adequately and appropriately.Munoz is credited with stabilizing the airline's workforce after the poorly executed merger of United Airlines and Continental Airlines in 2010 resulted in a widespread lack of trust between the airline's management and its workers. He also has boosted United's position in monthly on-time performance rankings of U.S. airlines from near the bottom to middle of the pack or better.But he and other United executives have not been effective in cultivating the culture at the company. In fact, they have contributed to an unhealthy and poor-performing corporate culture by:Making vapid promises and setting vague values. After the disaster with Dr. Dao, the airline rewrote its overbooking policies and promised to empower employees to act in the moment to put customers first. Munoz pledged that â€Å"every customer deserves to be treated with the highest levels of service and the deepest sense of dignity and respect. † The company initiated a new employee training program called â€Å"core4† to emphasize the company's four core values: caring, safe, dependable, and efficient.Clearly the recent dog death, along with several other incidents in the past year involving pets being delivered to incorrect destinations and/or dying while under United's care and the fact that the airline remains among the highest of U.S. airlines for complaints, indicate that whatever changes the leaders have implemented have not delivered on their promises. The training has not been effective and its values are at best aspirational and more likely inconsequential.Prioritizing operational performance over employees. United's on-time and financial performance gains seem to have been achieved on the backs of its employees. On online forums, flight attendants routinely complain about what they view as deliberate understaffing. This, combined with the increase in quick turns due to more aggressive flight scheduling, means that attendants have too much to do in too short of a time during the boarding process. They aren't paid until the aircraft pushes back from the gate and they're held accountable for departures delayed by lack of in-cabin readiness. It's easy to see why they often rush through procedures and indiscriminately follow procedures.Not respecting or listening to employees. United recently announced that it would discontinue quarterly bonus payments to most employees and would replace them with a lottery-based system in which those who qualified for the lottery through participation in the core4 program could win prizes.When employees responded in an uproar, Munoz explained that the program's intent was â€Å"to spice up the process a little bit.† His comments suggest that leaders view employee compensation as something needing an injection of fun instead of understanding its role in meaningfully engaging employees and contributing to their livelihood. Also his statement, â€Å"We'll be working over the next couple weeks to make sure we get input from people at all levels,† suggests that employees were not adequately consulted during the conception of the change. RecommendationsSetting prescriptive values. Setting policies and procedures do not help to anticipate every customers and also dictate the appropriate employee's response. Employees must be guided by clear and prescriptive values that help them determine how to handle unforeseen or difficult situations. Vague values such as â€Å"caring† don't provide the specificity that employees need to help them make the right in-the-moment decisions. But if United's leaders were to articulate and abide by values such as â€Å"listen carefully and respond respectfully,† they would increase the likelihood that customers would be treated appropriately.Empowering and equipping employees. It's important for employees to develop emotional intelligence and learn effective communication skills, their hands shouldn't be tied by restrictive policies that dictate certain customer handling and they shouldn't face serious consequences for improvising when the situation calls for it. Moods and e motions influence how well the employee follow the decision process. Leaders should let the employee to have the freedom to make judgement.Aligning employee experience and customer experience.Employees can and will only deliver an experience to customers that they experience themselves , so leaders must train employees the way they want employees to treat customers. Therefore, managers should motivate their employees. If managers only follow procedures and don't take the time to understand what their employees need, employees are going to operate by the book regardless of what customers might really need. If employees are treated as if their behavior is less important than airline performance, they will care less about customers' well-being and more about on-time departures and efficient operations. This will affect the company's profit growth. But if leaders listen, value, and trust their employees, Employees will likely to listen to, value, and maintain loyalty of the customers.

Racial Stereotypes Of The Media Essay - 1918 Words

Jones | 1 Phebe Jones Intro to Mass Communication Nancy Stillwell 11/30/16 A Look at Racial Stereotypes in the Media The media is our way to communicate ideas, feelings, news, entertainment, and anything the heart desires to anywhere and anyone. Our lives revolve around the media. No matter how we feel about it, we are surrounded by it. Unfortunately, as a society that revolves around media, it is hard to be uninfluenced by what we see. We are retaining the information thrown at us by the media whether we realize it or not and it hits everyone in different ways. The prevalence of race and the media’s generalized stereotypes and false portrayals of it make it difficult to steer clear of racism and stereotypes in everyday life as well. We are particularly approached by many advertisements a day and although not all of them have a chance to portray race, some do and they impact people in various ways. In advertising like commercials, pictures with logos, or any other visual element to help a company gain more revenue, often racial stereotypes can be added in, with or without the realization of those creating the ads. It is even possible that it may be the intent of some. Because most advertising is put out to attract a particular group of people, it may also attack them at the same time, by portraying the stereotype of those people instead of a more realistic version of a group of people. Michael T. Elliott writes, in his article called Differences in the Portrayal of Blacks: AShow MoreRelatedRacial Stereotypes of Blacks in the Media2217 Words   |  9 PagesRacial Stereotypes of Blacks in the Media The media and stereotypes are two separate entities. However, many times these two matters commingle. The lines begin to blend and soon people may not be able to distinguish between these two affairs. The stereotypes are so welded into what is shown in the media. 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It’s evident that film is a type of mass media that has a certifiable amount of power to influence audience’s views, yet this platform consta ntly disregards the need for diversity in favor of stereotypes. Movies