Since The Beginning And Founding Of Our Nation, There Has

Since the beginning and founding of our nation, there has always been the issue of race and class within our society. In Washington, A History of Our National City, the author Tom Lewis clearly describes the role of race and segregation throughout the development of Washington DC. Throughout the text Lewis illustrates the experience of African/Black Americans from slavery to living in the capital during the 20th century. While telling the story of Blacks and African Americans, he presents the idea that race and class has heavily shaped DC into the city that we are familiar with today. The author begins by addressing slavery in the district, he articulates that slavery was a part of the daily life in Washington and it defines the nation’s†¦show more content†¦The freemen and their families may have been helped with finding housing, but it was not good housing. A large amount of blacks in DC lived in the â€Å"alleys†, they were dirty, disease infested and they also did not have a sewer line or running water. Lewis suggest that this was because â€Å"White states had rewritten its constitution in 1900 to disenfranchise blacks† (239). In 1901 an Article about the reconstruction of state I the south contributed to the rise of Jim Crow laws and white supremacy. There was also an increase of segregation which was enforced by Woodrow Wilson and his administration, during his presidency he allowed federal departments to be segregated. Lewis states that â€Å"Segregation became the operative method of dealing with Black workers† (273). Wilson created an â€Å" Anti-Black Legislation†(Lewis 273), the policies that his administration created were devastating for almost 100,000 blacks across the nation. Before Wilsons administration Blacks believed that with skills and education they would be able to advance, now blacks could not even receive jobs as clerks or assistants and when they applied to jobs they were forced to send in pictures. The enforcement of segregation and Jim Crow laws and the showing of Birth of a Nation at the White House allowed for the Ku Klux Klan to gain power and violent attacks agains t black and other â€Å"un-Americans† (Lewis 312) becameShow MoreRelatedEssay On How Have We Fail1123 Words   |  5 PagesHow Have We Failed America has been failing to live up to the expectations of its founding fathers since the very beginning. Our founding fathers had envisioned a country that would ensure equality, justice, and liberty for all while carrying out general welfare and ensuring domestic tranquility. It should have been our first and foremost duty to make that vision a reality since these values are the very foundation of America. 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How to Advertise an Event in College

College campuses are legendary for the high number of programs that take place on campus every day. Whether its an internationally acclaimed speaker or a local film screening, theres nearly always something happening on campus. If youre the one planning an event, however, you know that getting people to come can be as much of a challenge as coordinating the program itself. So just how can you advertise your event in a way that inspires people to attend? Answer the Basics: Who, What, When, Where, and Why You could spend hours painting a poster advertising your event ... but if you forget to write down what date the program is, youll feel like a chump. Consequently, make sure the basic information is available on each and every piece of advertising you put out. Who is going to be at the event, and who is sponsoring it (or otherwise putting it on)? What will happen at the event, and what can attendees expect? When is the event? (Side note: Its helpful to write both the day and the date. Writing Tuesday, October 6th can make sure everyone is clear about when the event is happening.) How long will it last? Where is the event? Do people need to RSVP or buy tickets in advance? If so, how and where? And most important, why will people want to attend? What will they learn/experience/take away/gain from going? What will they miss out on if they dont go? Know the Best Places to Advertise Is social media big on your campus? Do people read emails announcing events -- or just delete them? Is the newspaper a good place to put an ad? Will a poster in the quad catch peoples attention, or will it just get lost amidst a sea of butcher paper? Know what will stand out on your campus and get creative. Know Your Audience If youre advertising something thats, for example, political in nature, make sure you reach out to people on campus who are more likely to be politically involved or interested. When youre planning a political event, posting a flyer in the politics department might be a particularly smart idea -- even if youre not posting flyers in any other academic department. Go to meetings of student clubs and talk to other student leaders to promote your program, too, so that you can personally get the word out and answer any questions people might have. Advertise Food if Youre Going to Have it Available Its no secret that providing food at a college event can drastically increase attendance. Having food, of course, can be a definite draw -- but it isnt an absolute necessity. If you are providing food, make sure its done in a way that encourages people to stay for the whole event and not just sneak in and grab a slice of pizza from the back of the room. You want event attendees, after all, not just moochers. Find Other Student Groups to Cosponsor Your Event Theres a pretty direct correlation between the number of people who know about your program and the number of people who show up. Consequently, if you can work with other student groups in the planning, you can outreach directly to each groups members. On many campuses, too, cosponsorship can lead to increased funding opportunities -- meaning youll have more resources to promote and advertise your event. Let Your Professors Know While it can be scary to figure out how to talk to your professors, its usually just fine once you try it. Remember: Faculty members were college students at one point, too! Theyll likely find your program interesting and may even advertise it in their other classes. They can also mention it to other professors and help get the word around. Let Administrators Know The hall director in your residence hall may know you by name, but she may not know that youre super involved in a certain club -- and planning a major event next week. Drop by and let her know whats going on so she can let other residents know when she interacts with them, too. You likely interact with lots of administrators throughout the day; feel free to promote your program to them (and anyone else who will listen) as much as possible!

Leadership, power, influence, director- it can defined in many ways Free Essays

Introduction Leadership, power, influence, director- it can defined in many ways, but most commonly Leader is a person who influences the thoughts and behaviors of others; a leader is one who establishes the direction for others to willingly follow. One person can serve as a leader or several persons might share leadership. A person may be appointed as leader or may be elected by people within his circle. We will write a custom essay sample on Leadership, power, influence, director- it can defined in many ways or any similar topic only for you Order Now Leaders play vital role in standardizing performance. Leaders can influence other to perform beyond the expectations. Managers plan, organize, lead and control so that â€Å"leading† and â€Å"managing† are inseparable, they are both integral part of each other. If one do not able to influence and inspire others to work willingly towards aims then all planning and organizing will be ineffective. Similarly setting direction is usually not enough, no matter how inspiring one can be, management skills are crucial. Leaders will simultaneously fill many roles interacting, motivating group members, solving conflicts as they arise. Leaders set vision, strategies, goals, and values in order to guide for desired action and behavior. Leaders are characterized by certain traits which distinguish leaders from non-leaders includes Drive, desire to lead, honesty, cognitive ability, self-confidence and knowledge. Effective leaders must have two major qualities: knowledge and communication competence. Leader needs knowledge of issue and the ways of effectively leading a team. This knowledge will enable leader to identify alternatives available. He also needs to be an effective communicator as equally listener and speaker. Leaders should acquire qualities of flexible, openness, empathetic, courage, interactive, and positive attitude. An effective leader generally values people, listen actively, gives credit to others, have consistent behaviors, admits mistakes, have a sense of humor and above all they set a good example for their followers. I have been working in refractory company called Magnezit in Russia. Magnezit LTD Company is one of the biggest Company in Europe which mine the product called magnezit. There I have developed three major departments of Production, Finance and Marketing. I have developed a seven-member team, which is headed by me. We usually came across discussing major issue related to finance, production and marketing. We made plans, had discussions, and generate ideas. My job out there was to design the agenda, set priorities, follow-up the discussions, and made our session meaningful. At the same time I performed simultaneously role of interacting, motivating group members, solving conflicts as they arise. During our sessions we set vision, developed strategies, and evaluated our past perf ormance in order to guide ourselves for desired action and behavior. Being a leader of the firm I had dual responsibilities to organize and develop a culture of selflessness. A failure of my team member was the failure of me. I had to do my work selflessly and biggest challenge for me was to get my team members also work selflessly for our firm. Each of our team members felt as he/she was the owner of the firm and we did our work for firm success, we should not to stick it for earning livelihood. That was the most admiring change, which I strove to bring about. The hardest job for me was to set myself as an example for my all fellows. I am not a leader based on how well I work with others or how admired I am. I am a leader based on my actions and how I affect the world around me. I try to never stray from this design because being a positive role model and doing the right thing is the best way to live your life. Being a leader is much more than just being the guy or girl with the ideas or plans. Being a leader is something much more than being the person with their act together and knowing what to do at a moment’s notice. â€Å"Management is doing things right; leadership is doing the right things.† By doing the right things I live my life as truthfully as I can. I keep my mind on the things that matter most to me: university, family, sport, my future and all the things that make me who I am as an individual. Conclusion All such exercises have made me able to actively contribute towards Master of Science in Management program. MSM program will provide me an opportunity to further develop a broader understanding of management/leadership and enhancing my analytical skills. This program will also provide me with the hands-on study and learn from varied backgrounds. My prior leadership experience will provide me a feedback while attending MSM program. This will provide me an opportunity to share my experiences with others. Also this program will enhance my leadership traits and enable me to learn and develop my capabilities as becoming successful leader. Moreover, it will improve my communication skills and gain more knowledge through the experiences of group members. These learning will help me to improve my attitude and behavior that would be helpful in my leadership career. I am fully confident that MSM program has the potential to make me able to achieve my challenge to bring an organizational cultu re of selflessness. How to cite Leadership, power, influence, director- it can defined in many ways, Essay examples

Analyse Organizational Citizenship Behaviour †Free Samples for Studen

Question: Discuss about the Organizational Citizenship Behaviour. Answer: Introduction In industrial and organizational psychology, organizational citizenship behaviour or organisational citizenship behaviour (OCB) is a person's voluntary commitment within an organization or company that is not part of his or her contractual tasks. The objective of this report is to discuss and analyse the three articles of organizational citizenship behaviour. The articles are: 1.Exploring the dark side of organizational citizenship behavior 2.Organizational citizenship behavior in work groups: A team cultural perspective The costs of exhibiting organizational citizenship behavior The paper would discuss the similarities and differences between the articles and the paper would also discuss the integrated and common view from the articles. The similarities between the articles can be discussed as: Similarities between the articles One of the similarities between these articles is the effective and efficient use of literature review. All the authors did a detailed literature review. Another similarity is the focus on employee development as part of organizational behavior. All the authors accepted that organizational development couldnt happen without employee development. Therefore, it is important that employees goals and objectives should match with the organizational goal and objectives. All the authors agreed that the idea of organizational citizenship behaviour are inherently positive. Authors agree upon the single point that the idea and notion of organizational citizenship behaviour does more positive and negative. Obviously there exist a negative or the dark side of organizational citizenship behaviour; however, it is not something that could not be avoided. All the authors also tend to agree on the part that organizational citizenship behaviour would have positive relationship with the performance of the employees and performance ratings given to them. It is expected that a healthy organizational citizenship behavior should have a positive impact on employee performance. There also exist some differences in these articles. The differences in these three articles can be discussed as: Differenced between the articles There are not much of the differences between these three articles. There is some difference in the approach of authors towards the research. In the article, Exploring the dark side of organizational citizenship behavior, authors did a detailed analysis of organizational citizenship behaviour and they based their research on three assumptions. In the article, Organizational citizenship behavior in work groups: A team cultural perspective, authors have taken a case study approach. The case study around organizational citizenship behavior is developed and an effective literature review is done. his study examines how OCB influences job performance ratings within different team cultures, as measured by team collectivism and individualism. Authors collected the data from 81 teams working for a multinational bank in Hong Kong. In the article, The costs of exhibiting organizational citizenship behavior, authors started the article with a hypothesis. In the article, authors did the hypothes is testing through literature review in the area of organizational citizenship behavior. In this article, authors were more focused to link organizational citizenship behavior with job performance. Reconciliation of opposing points in the articles One thing that can be reconciled from the articles is value creation for different stakeholders in the organization. To fully understand this definition of value creation it is important to understand what is known as capitals. In an organizational setting, capital can be defined as financial, manufactured, intellectual, human, social and relationship, and natural capital. It is from these capitals that value can be created or indeed destroyed. An organizations business model seeks to combine, transform and leverage on these capitals to create value for the organisation. Value can also be created for other stakeholders like customers, the general public etc. In the article, Exploring the dark side of organizational citizenship behavior authors made the statement that the organizational culture has to encourage knowledge sharing across the organization. In this context, the cycle of organizational learning can be observed, however, since it is based on repetitive tasks, the knowledge has been institutionalized in the organization and the role of the new employee is to learn already established knowledge ingrained into the department. Furthermore, the interest on both parties to convey the information is important, as this is a crucial stage of the employee to learn the organization; procedures, culture, etc. Organizational development through smooths knowledge acquisition and eventually transfer of learning between the same organisation employees and also between different borders and countries is made only possible by todays highly technological software.It is important to mention that intuition is an implicit part of organizational citizenship behavior exhibited by leaders. Intuiting: which is the process where organization individuals develop their own new insights and ideas. In this process, Line-of-business software can support by capturing the business daily transaction then extract patterns and trends and generate reports that are used to build insights about business operations and support new ideas generation. It is also important to mention that knowledge management is also and important part of organizational citizenship behavior. such process, knowledge management solution could be used to exploit existing knowledge and ingrate it with the new knowledge, performance managemen t solutions to capture and analyze the KPIs related to the application of learning outcomes, and project management solutions to plan and manage the implementation of the learning outcomes and related initiatives. Integration of the information All the authors agreed that trust is the key to establish a healthy organization. If there is no trust, organization cannot get an employee to share its knowledge. Trust paves way for employees to open up themselves to the organization growth of which knowledge sharing is one of them. Another useful information is the use of principles like job rotation. Rotationas a means of ingrained organizational knowledge seem to be very practical because every employee get the opportunity to understand each unit individually and how it interconnect with the mission of the department. Thus, increasing (possible) commitment. Rotation, however, may also create stagnation because the tasks are performed based on what is learned and there is no incentive or motivation to do it differently.Therefore, in relation to organizational learning and the 4i's framework, the department remains at a stage where the knowledge learned is institutionalized and there is no mean for the cycle of learning to be repe ated.Additionally, the responsibility of conveying or transferring the correct knowledge to the employee in the new unit is immense as not always the information is conveyed in a correct manner; interrupting organizational learning through this means to be inadequate. The observation is that some personnel may refuse to share knowledge (precisely) because it is interpreted that by sharing the knowledge he/she may release his/her power to the next individual. In so, in organizations where the nature of the job is repetitive is important to accompany job rotation (for organizational learning), which can be very beneficial to the organization, with other tools to ensure knowledge transfer is accurate. Another common point among the articles is that the leaders should be intuitive for effective organizational culture. In an organizational setting, the individual act need to have very clear vision on the environment the organization are operating, and aside of that the individual act which is the intuition also need to know what are acceptance level of staff in his team or organization in dealing with new opinion, because if the staff intuition will not be welcome among the team than staff intuition will not reach anywhere. One may be led to believe that Structural and leadership barriers can affect organizational learning based on organizational culture or the belief of individuals. For example women leadership. Male dominance is said to be the greatest obstacle encountered by women rising to top positions. The "gender role " issue based on societies belief is said to have prevented may women from climbing the corporate ladder, "the glass ceiling" has created limitations the old-boy network is said to create a barrier to prevent women from entering top management and another barrier is "sex discrimination" that may imply that women may not be aggressive enough to take on a particular position. Due to these barriers women are encouraged to have their own businesses in order to experience the leadership role. Hewlett-Packard had elected a female leader in 1999 that believed that this barrier was broken until after seven years it was stated that she admitted to being a victim of sexism. Organizations have mentioned that they are losing talent as women may leave and seek opportunities that will help the to break "the glass ceiling. The organizations must be cautious to use the integration of knowledge in an effective manner. It is important that organizational citizenship behavior should be established as a culture in the organization. The culture should be established from top down to bottom up manner. The leaders should take the responsibility to establish the organizational citizenship culture. Application of knowledge to organizational situation The key things learned from article are that organizational culture should be the key thing for senior management. In this era of globalization, employees often have work together with the employees of different regions. Lets apply the organizational citizenship and cultural perspective to an outsourcing example. For instance, in an organization, consultants are employed for a specific period of time, either in Information Technology department or other services. Within this period, they will share their knowledge and expertise on the particular area in which they are specialized and when they are done, they will leave and the employees of that department will have the knowledge of such task and how to go about it. It happened when the company wants to upgrade the flex-cube software for operations department, certain experts on (IT) from India were employed for the number of weeks and months the tasks lasted. It is important that organizations should have a thorough understanding of internal and external environment before making any decision. The concepts of organizational citizenship behavior could also be applied to small and large organizations. It is critical that the organizations should have the plan to make continuous improvement in the organization through organizational citizenship behavior. The organizations should also have a long term plan in place with respect to organizational citizenship behavior. The plan would ensure that organization is able to Conclusion A lot of learning can be made from these three articles. The subject of organizational citizenship behavior is particularly more important for contemporary environment in globalized environment. When we talk of Technology, we think of globalization with all the good things that came with it as the act of globalization has made the world to be a global village. One of the benefits of globalization to the world in general is the technology innovation which has made every economy a connecting village to the other, Wu, (2012) Said Globalization is an ongoing process of the flow of capital, information, labour, technology, and goods across national boundaries to form an interconnected global economy. Though as it has the advantage which it has brought to the world same also it has its bad side effects on some economies. Without the Information or communication technology, the access to organizational strategic alliance will not be visible and favorable as their will be much hindrance both in learning and communication thereby hinders the knowledge sharing. When its not shared among the employees for organizational usage and their own personal purpose it brings down a lot of organizational competitiveness. Finally, when it comes to visual employees, Information Technology has been their only source of easy and fast organizational learning including communication between them and their head office with other subsidiaries. For instance, in my organization, the invent of technology has been a tool that brought the entire subsidiaries in one umbrella, in the sense that it provided solution for video conference organizational training among the whole subsidiaries which makes it easy to reach all in one bit and saves costs, time and stress in travelling for the management and not only that it has improved in the competitive advantage of the company. It can be said that the organizations must use the new avenues of Information Technology to manage its operation and to ensur e high level of organization citizenship behavior. References Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior.Journal of Organizational Behavior,34(4), pp.542-559. Deery, S., Rayton, B., Walsh, J. and Kinnie, N., 2016. The Costs of Exhibiting Organizational Citizenship Behavior.Human Resource Management. Lai, J.Y., Lam, L.W. and Lam, S.S., 2013. Organizational citizenship behavior in work groups: A team cultural perspective.Journal of Organizational Behavior,34(7), pp.1039-1056.