Social Biases Paper - 1320 Words

Social Biases George T. Jackson Psych/555 Social Psychology October 24, 2011 Diana Dobier Social Biases A social bias is a prejudice attitude aimed at a particular race, culture, ethnic group, religion, or sexual orientation. People with limited vision often form negative opinions toward a group of people without knowing who they are. People have to be careful with the thought process because it can lead him or her to make a judgmental statement toward an individual, or a group of individuals, without the person realizing that the statement or comment was prejudicial. In this paper the concept of social biases,†¦show more content†¦Stereotyping is the generalization about others, which leads to a predictable characteristic of other people. Stereotypes only represent one aspect of an individual that is usually the negative aspect. Stereotypes also cause an individual to make a harsh statement toward individuals without recognizing the damage those words can cause. Example someone who accuses Middle Eastern men to be terrorists has made a negative stereotype against these people, when every Middle Eastern men are not terrorists. Discrimination is the ill treatment or denying of some ones rights because of his or her race, creed, color, sexual orientation, disability, and ethnic background. Fiske, (2010) â€Å"discrimination entails acting on the basis of one’s stereotypes, and prejudices denying, equality of treatment that people wish to have.† Discrimination wears many faces and can take on different forms that can be overt and subtle. This behavior can be very hurtful to various groups, organizations, and individuals. Example A person is denied housing because he is an openly gay individual. Subtle and Blatant Bias Any individual on any given day can display subtle biases; these biases are generally automatic, meaning they are done in a manner that can be unbeknownst to the individual who has acted upon them. Subtle biases bring discrimination to the surface while exposing the true nature of certain individuals. E xamples Mexicans drink a lot, haveShow MoreRelatedImmigration Struggles: an Annotated Bibliography1485 Words   |  6 PagesImmigration Struggles: An Annotated Bibliography Abrego, Leisy. Legitimacy, Social Identity, and the Mobilization of Law: The Effects of Assembly Bill 540 on Undocumented Students in California. Law Social Inquiry 33.3 (2008): 709-734. Academic Search Premier. EBSCO. Web. 3 Apr. 2010. This journal article was written by Leisy Abrego about the effects of AB 540 on undocumented students in California, which I found in EBSCO. The journal talks about how the AB 540 helps undocumentedRead MoreExperts In The Legal Field Can Have Biases That Influence793 Words   |  4 Pageshave biases that influence decision making. These biases can be controlled for by training. 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Singing Of The Rain A Musical Romance - 1094 Words

Patricia Totman Susan Ascher HUM-2249-03Z 7, April, 2016 Singing in the Rain: A Musical Romance The Titusville Playhouse presented a captivating adaptation of Gene Kelly’s â€Å"Singing in the Rain†, a 1952 film by MGM. Though there are quite a few differences between the original film and the theatre adaption, the heart of the play sings true to the plot of the film. Having seen the film and clips of the Broadway versions myself, I can say that the Titusville Playhouse did a remarkable job in their rendition of Singing in the Rain. I was enthralled by everything, from the plot and dedication to the theme, characterization of the cast, to all that encompassed the Mise en scene. The plot of Singing in the Rain combines a delightful stew of romance, comedy, song and dance. The play is set in 1927, at a turn in the film industry from silent film to sound, and is centered around Don Lockwood, Lina Lamont, and Kathy Selden. 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Drawbacks of Partnership Agreements

Question: Produce a report for management which outlines:1. The possible benefits and drawbacks of partnership agreements.2. Identifies the implications for management, recommends whether or not they should pursue this and advises them on the key requirements for success in practice. Answer: The primary aim of the report is to recommend the management team of the food production sector to form policies that will increase the flexibility of employees, quality and productivity of the labors. The report includes the benefits and drawbacks of the partnership agreement between the employer and the union. The employability skills and the partnership agreement differ between the western countries and Singapore. The author gives recommendation to the management team specially the human resource department to improve the management skills in order to satisfy the employees and ensure employee flexibility. The report discusses the concept of partnership and how partnership can lead to achieve the required outcome for employee flexibility and productivity performance. It also gives ways as on how the organization can improve the relationship between employee and employer. It also gives long term suggestions on how the management team can improve the effective workplace partnership a t workplace (Armstrong and Taylor 2014). Partnership in the human resource context means the collaboration between the employees and the unions. It also means partnership of workers to form a trade union with particular demand that influences the collective bargaining. The management should be efficient enough to handle the employees demand in order to avoid trade union because partnership of employees often leads to fall in the quality and productivity of the products at the workplace. Another term often used for partnership is trade union. Partnership of employees in United Kingdom is different from that of Singapore. The main aim is to highlight knowledge and skill framework of the partnership agreement in United Kingdom and how it is different from that in Singapore (Kersley et al. 2013). Partnership agreement in UK: case example KSF in UK means that the knowledge and skills that the employees in UK working in national health services posses should be applied in their work in order maintain the quality service. The policy is applied to all the staff in UK except the senior level managers and professionals and doctors. The main aim of KSF is to improvement the management of employees to give the quality service to its customers. It also aims at supporting the knowledge and skills that individuals or groups in organization should posses to develop a career. East Cheshire trust in UK is a National Health Service (NHS) that provides its services to the citizens of UK. The trust believes that maintaining the work quality and efficiency, it is essential to maintain a good ad healthy relationship between the employer and the employees and the employee to employee as well (Wachsen and Blind 2016). The management team and the staff work in partnership agreement in trust to achieve the common goals and objectives of th e organization and for the benefit of all the people attached to the organization. The main key elements of partnership as defined by the trust include an obligation to functioning jointly at all levels in association to convey superior service. It also includes understanding a relationship between employment safety and worker elasticity. The partnership agreement also includes building a relationship within the association that maximizes worker involvement through dependable, healthy and appropriate communication. The main aim is to avoid the issues arising from the miscommunication between the employee and employer (Hague et al. 2015). The trust recognizes the names of the trade unions and the staffs that have a formal relationship to the trust so that it ensures that the trade unions have the right to represent their member in the matters of recognition. It also recognizes so that each partner is well informed of the activities of the other partner. Partnership agreement has requires proper planning and implementation and the responsibility of the managers and the employee often vary though they work for with the same aim and for the same objective (Hirono et al. 2016). Benefits of the partnership agreement in UK: Partnership agreement between the employer and employee helps the organization accomplish the goals and objectives set by the firm. It also helps in delivering the quality service to its customers. It also leads to effective decision making at workplace and also leads to flexibility for better utilization of human resources and capital. It also helps in improving the employee satisfaction that in turn leads to fewer turnovers of the trusted employee and increase in productivity. Since the workers are happy the company can now produce an innovative product that adds value for the company (Johnstone 2016). TUC principles of Partnership The full form of TUC is Trade Union Congress. Its main aim is to promote relationship between the managers and the staff members of the organization to achieve profitability, productivity and reduce staff turnover. The partnership agreement in TUC is known as the partnership works. Partnership work specifies that trade unions is a great help for the association as it helps the trust in solving the problems even before it is specified (TUC 2016). It has mainly six key principles to describe a meaningful partnership agreement that are as follows: The first principle is to specify a joint commitment for the success and accomplishment of the organizations. The second principle is to specify and ensure that the partnership between unions and the employers recognize each others lawful wellbeing and determine the differences in an ambiance of trust. Third principle of TUC is to show a commitment to employment security. The fourth principle is to focus on the quality of working life. The fifth principle of TUC is to show transparency and share information to the people and team concerned. The sixth principle is to ensure that the employers and unions gain for mutual understanding to deliver concrete improvements to the business performance. It also includes ensuring terms and conditions are fulfilled and employee involvement is ensured in an organization (Johnstone and Ackers 2014). Characteristics of partnership Partnership between employer and employee helps in increasing the profitability and productivity of both the organization and the employee. It also helps the firms build a trust amongst its customers and stakeholders. For the partnership agreement to be effective in nature it is responsible for the employers and employee to communicate well in the organization. The managers and employee has many responsibilities and roles to be fulfilled in order to maintain employee flexibility and productivity and efficiency of employees and workers in an organization. Partnership agreement is the management and collaboration between employee and employee and employer and employee. If the workers and the management team work in collaboration in each other then ethical dilemma and issues do not arise in the workplace that helps the firm maintain quality service and profitability (Sparrow and Cooper 2012). The main role of the managers to ensure that the partnership working works are as follows: Managers should be aware of the importance of good announcement and discussion practice. The responsibility of the manager is also to understand the roles and responsibilities of the managers as communicators. It also includes supporting and motivating the employees who are less spoken in order to improve their ability. It also involves ensuring that the managers have good professional and leadership skills in order to maintain supportive skills (Delahaye 2015). The main role of the employees is as follows: Employees should also be aware of the importance of good communication. It is essential for the employees to communicate effectively with the managers. The employees should also ensure that they maintain the skills that are required for effective production of goods. The role of the employee is also to support the other members of the organization and work with them as an effective team (Ulrich 2013). Maintaining partnership work and agreement and ensuring that the workers in an organization are efficient and effective is the responsibility of the human resource management department. The characteristics of HR management is maintaining organizational skill and behavior, multitasking, dealing with the issues that arise at workplace, negotiating with employees and employers, communicating with employees, solving ethical dilemma and maintaining corporate culture. It also focuses on change management and focusing on professionals and other department (Herriot 2013). Pros and Cons of partnership agreement Partnership agreement has both benefits and drawbacks that are stated as follows: Pros and benefits: The benefits of partnership agreement are as follows: Partnership agreement helps the firm maintain productivity and profitability and also helps the organization maintain the quality service that it provides to its customers. Partnership impacts productivity of both the employees and the organization in two ways. It helps employee and firms earn credit and also helps in acknowledging the differences in the shared interests of both the managers and the employees. Partnership agreement also helps the firm in making decision that keeps and preserves the interests of both the employers and employees (Bratton and Gold 2012). Partnership agreement also helps the organization maintain employee flexibility. Maintaining flexibility at workplace means that being flexible with the leave and working hours and creating a balance between personal life and career. A partnership leads to a co-operative and non-adversarial approach to the employment relationship. Partnership provides positive flexibility and a work-life balance. If an employment flexibility is established it will be a win-win situation for the employees as well as the firms. Flexible working is more than just working from home. It is about working from wherever an individual need to be, whether that is from a caf with a patron, a customer's HQ or during your convert. By making best use of expertise such as audio and video-conferencing, immediate messenger and mobile internet this can be attained while intensification partnership and enhancing a sense of community between colleagues even if employees are not physically in the same place. Partnership agreement also helps in maintain ethical support and business culture in organization. It also helps in maintain the core value of the organization helping the firm create a unique brand among its competitors. A balance in work life and employer and employee creates a positive environment at work place that helps the firms to create an innovative product as the employee is satisfied working in the organization. A satisfied employee gives hundred percent in its work and thus it helps in innovation (Shields et al. 2015). Cons and drawbacks The drawback of partnership agreement is as follows: The most important issue that the organization and the trusts face regarding the partnership agreement is disagreement. The most vital drawback of a partnership includes the threat of disagreement or disparity. Both the partners are likely to have diverse ideas on how to operate the trade. However, in order to avoid this it is always advisable that before entering the partnership agreement both the partners that is the management organization as well as the FDAWU should be aware of the measures that might occur in case if disagreement takes place (Di Paola and Pons-Vignon 2013). In case of the acts of the partnership, the partners are exposed to limitless legal responsibility. This means that if the trade completely becomes beholden and bankrupt, the personal possessions of the partners might be exposed to wrap the amount overdue. This can be however covered by forming a limited liability or legal responsibility. Profits are shared equally among the partners who in turn can lead to discrepancy. This is because; in most of the scenario the partners do not get the fair share of the endeavor they put in for running the trade and the management. The stability issue takes place when the frame of mind of a partner changes that is he is no longer interested in continuing with the partnership. However, this might take place due to the occurrence of death, economic failure or retirement and resignation (Storey 2014). Recommendations for PA Flexible and Competitive Wage System Flexible wage and competitive wage system is an approach where the employees are paid the wages according to the skills, knowledge, and professional development that they hold. The employees with higher professional degree should be paid higher while the employees with lower skills and development are paid lower (Dickens 2015). The wages of people depend on the qualification that they hold. Increase in competition and globalization also leads to flexible and competitive wage system. The impact of globalization and increased competition and volatile business environment should help the organization need more flexible and competitive wage structure. The wages should depend on the performance of individual (Porter 2015). Singapore case study The Tripartite Task force on wage restructuring: The Tripartite work force was formed in the year 2003 that addresses the concerns of wage competitiveness in Singapore. For this five working groups were set up by the trust that is as follows: A wage model working group and Sectoral working groups that include electronics, hotels, chemicals, and land transport (Wilton 2013). A recommendation was released in the year 2004 where the main key recommendations were that the salaries of individuals should reflect the job value and it should depend on the nature of job, Learning curve, and level of responsibilities and importance of experience. Companies should also use monthly variable component for increasing the wages in the future. It also helps the firms adjust its cost monthly. It is essential for the companies to share the relevant information in order to support the flexible wage and employability (Tailby 2012). Flexible wage system has many advantages and it benefits the economy as a whole and not only employers and employees. Economy becomes more competitive in nature and also promotes high productivity. It also helps in reducing unemployment rate giving the economy new opportunities for the growth. It also helps in motivating employers flexibility to adjust the cost and timely wage. Employees also stay motivated because of the reward and recognition award that they get form higher authorities. IT also helps in improving the employability skill and knowledge (Townsend et al. 2014). Skills Redevelopment Program (SRP) Skill redevelopment program is an approach where the trainees are given an allowance that depends on the number of hours they attend the seminars or training. This is known as absentee payroll. The eligibility criteria for SRP are that the company should be registered in Singapore and trainees must be sponsored by companies. It also requires the trainees to achieve 75 % of the attendance and they are also required to sit for the exam that is required by the course. The primary aim of the program is to redevelop the skills that the students already has through proper training and development by the human resource department of the organization. The other reason to develop the program was to solve the problem of unemployment that was hindering the growth of the economy. The main reason for the unemployment was not lack of job opportunities but it was mismatch in skills and requirements. For this proper training of employees was essential. The primary objective was to solve the problem of structural unemployment (Ida.gov.sg. 2016). Implications for Management and Unions/Employees The management team has the responsibility of maintaining a relationship between employees. The management team at organization should be highly efficient and knowledgeable. A good leadership skill produces good employees. Managers should be such that it is able to motivate the employees to accomplish the goals of the company and increase the productivity. Managers should realize the fact that communication is the best formal way to improve efficiency and listen to the grievances of employees. It should not only listen to the grievances and problems but also try to solve them using the leadership and professional skills and knowledge. The implication of management involves that the authority as well as reliability deal with one another. The implication of management will help the organization to grow. So, the organization should pursue this. A successful organization depends on the implication of the management. The implication of management will help the organization to preserve a r emarkable focus on the operations (Sanya 2016). Conclusion At last it can be concluded that partnership agreement helps the organization grow as well it hinders some growth. Maintain a god relationship at work place with its team mates and the higher authorities not only helps in spreading positivity and also improve and increase the efficiency and productivity of the organization. It is the duty of the human resource department in organizations to maintain employee relationship and work flexibility. Managing employment relationship in organization is essential to create a unique brand name and develop the organization. This also has its influence in the economy and the growth process. References Acronymfinder.com. (2016).FDAWU - Food, Drinks and Allied Workers' Union (Singapore) | AcronymFinder. [online] Available at: https://www.acronymfinder.com/Food,-Drinks-and-Allied-Workers'-Union-(Singapore)-(FDAWU).html [Accessed 2 Jun. 2016]. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Delahaye, B., 2015.Human resource development. Tilde Publishing. Di Paola, M. and Pons-Vignon, N., 2013. Labour market restructuring in South Africa: low wages, high insecurity.Review of African Political Economy,40(138), pp.628-638. Dickens, R., 2015. How are minimum wages set?.IZA World of Labor. Hague, B., Sills, J. and Thompson, A.R., 2015. An evaluation of the benefits to a UK Health Care Trust working in a partnership with a hospital in Northern Uganda: International partnership working in mental health.Globalization and health,11(1), p.1. Herriot, P., 2013.The employment relationship: A psychological perspective. Routledge. Hirono, K., Haigh, F., Gleeson, D., Harris, P., Thow, A.M. and Friel, S., 2016. Is health impact assessment useful in the context of trade negotiations? A case study of the Trans Pacific Partnership Agreement.BMJ open,6(4), p.e010339. Ida.gov.sg. (2016).Launch of the Skills Redevelopment Programme for Infocomm - About Us - Infocomm Development Authority of Singapore. [online] Available at: https://www.ida.gov.sg/About-Us/Newsroom/Speeches/2000/20061213171957 [Accessed 2 Jun. 2016]. Johnstone, S. and Ackers, P., 2014. Partnership at work and mutual gains.Wiley Encyclopedia of Management. Johnstone, S., 2016. Participation and Partnership in the UK: Progress and Prospects. InDeveloping Positive Employment Relations(pp. 77-99). Palgrave Macmillan UK. Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G. and Oxenbridge, S., 2013.Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge. Porter, A., 2015. Austerity, Social Program Restructuring, and the Erosion of Democracy: Examining the 2012 Employment Insurance Reforms.Canadian Review of Social Policy, (71), p.21. Sanya, T., 2016. PARTICIPATORY DESIGN: AN INTERSUBJECTIVE SCHEMA FOR DECISION MAKING.International Journal of Architectural Research: ArchNet-IJAR,10(1), pp.62-74. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O'Leary, P. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Sparrow, P. and Cooper, C.L., 2012.The employment relationship: Key challenges for HR. Routledge. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Tailby, S., 2012. Employee Representation.Managing Human Resources: Human Resource Management in Transition, pp.289-313. Townsend, K., Wilkinson, A. and Burgess, J., 2014. Routes to partial success: collaborative employment relations and employee engagement.The International Journal of Human Resource Management,25(6), pp.915-930. TUC. (2016).Partnership means a grown-up relationship between bosses and workers. [online] Available at: https://www.tuc.org.uk/union-issues/partnership-means-grown-relationship-between-bosses-and-workers [Accessed 2 Jun. 2016]. Ulrich, D., 2013.Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press. Wachsen, E. and Blind, K., 2016. More labour market flexibility for more innovation? Evidence from employeremployee linked micro data.Research Policy,45(5), pp.941-950. Wilton, N., 2013.An introduction to human resource management. Sage.

Socrates vs. MLK 250 ppr Essays - Ancient Greek Philosophy

What is Justice? Pols 250 Classical Political Philosophy Trinity Western University April 9, 2018 Sarah Dunn In the 21st century we watch injustice ensue, we endure police brutality, sexual harassment, segregation, racism, political leaders who either represent Machiavellian virtue or Aristotelian buffoonery and various other facets to injustice. Therefore, civil disobedience becomes a response to such issues, but this action promotes the question of whether or not it is our responsibility to respect the laws that we are governed under. Consequentially, Martin Luther King believes that civil disobedience is the appropriate response to injustice while Socrates believes it is detrimental to treat injustice with injustice. Initially, the notion of civil disobedience is represented by Socrates through The Apology and The Crito. During his trial Socrates was put on trial for atheism, his investigation of things below and aloft of the Earth, his education to younger students, and the corruption of the youth of Athens. Furthermore, he claimed that the Oracle had given him a divine calling which caused him to cross-examine and contradict everyone he spoke with; cross-examination consumed him for 23 years. Therefore, since Socrates relates his identity to his cross-examination the court believes that his accusations would halt if he stopped cross-examination; but he claims that he would break any law that was unjust. This conclusion arises the thought the accusations he was charged for we unjust laws that he justly broke. Then in The Crito, Crito pays off all of the guards and allows Socrates to leave, but Socrates refuses because he believes that injustice must be treated with justice; he vies for civil obedience and argues that it is the responsibility of the citizens to abide by the laws that the government enforces. It is clear that Socrates contradicts himself, but it is unclear what he believes about governmental sovereignty and the arbitrary power of legislation in a republic. Furthermore, Socrates refuses to disobey the law or bend the constitutional boundaries that citizens are confined within. In fact, he believes that the state suffers from his execution rather than himself; they face Socratic dualism while Socrates faces the greatest good. Socrates argues that by disobeying the law in The Crito, one is destroying the law and disintegrating the authority that it once had. Although he opposes himself in these two accounts it represents the unreliability that Plato has over Socrates and represents a philosophy with no grounding. He argues that unjust laws must be followed to have such laws remain authoritative and powerful, but why should unjust laws hold power? Why should injustice have jurisdiction over a polis? Also, it should be noted that Socrates wanted his death to be a spectacle to gain political support. Thus, this notion takes away from his philosophy since he actions were motivated by selfishness and personal glory. Socrates' death was supposed to allow him to become eternal and live through his death, but he knew that he had to die as a spectacle for that to occur. Then in The Crito, he dismisses Crito's devotion to him and claims that disobeying the laws is a great injustice. Socrates tells Crito that if he escapes the prison that it will demolish Athens because his escape will undermine the strength of the law and the authority of Homer/Apollo. The Crito established the basis for undermining a regime, Socrates claims that he cannot break the law because it is divine and it is omnipotent, but he contradicts himself when Athens is at war and during his trial. During one of the battles that Socrates fought in, Athens and Sparta were at war. This battle had started because Athens wan ted to create an empire and Sparta started a war over this; representing that Socrates went to war for an unjust reason because of his obligation to his fatherland. Overall, Socrates contradicts himself through his arguments between the trial and his execution; which does not make him a credible source for civil disobedience and establishes his uncertainty on civil disobedience. Consequentially, Socrates' argument for civil disobedience is irrational and confusing which leaves uncertainty regarding Socratic wisdom; he seems to believe more in civil obedience. Although we have consented to be governed and have allowed ourselves to leave the state of