The Generation Of Technology By Jae Imani - 949 Words

Born in the generation of technology, Jae Imani is a twenty-one year old woman mixed with Spanish and black. Being the second generation born in American, Jae identifies with her Caribbean roots of Spanish and West Indian. Her mother’s family is from Barbados and her father’s family is from Panama. Jae values both the Bajan and Panamanian cultural equally. Growing up, Jae’s family socioeconomic status was the middle class. Jae’s parents worked hard to support her and her little brother. She was raised Christian, but currently does not practice any religious beliefs. However, Jae believes in God, blessings and prayers. Also, Jae is asthmatic which stopped her from dancing or doing any intense cardio. Although asthmatic, Jae does not consider asthma as a disability. Identity Development Jae identifies as a lesbian woman. Initially during her coming out process, Jae felt excited. â€Å"At the age of fourteen, I first told my aunt that I was dating a girl. My aunt approved of my choices and did not judge me. My aunt loved me unconditionally, which made it easier to come out to her.† In Jae’s opinion, the acceptance she found in her aunt will not be the same acceptance from her parents. â€Å"Before, my father thought I was dating a girl when I really was not. He physically and verbally abused me. My mother failed to stop him.† As a result, Jae kept her sexuality a secret from her parents for six years. Finally at the age of twenty, Jae told her parents that she was gay. She was

Race, Racial, And The Individual s Self Concept - 1729 Words

extent to which race is an important part of an individual’s self-concept in a particular situation or moment in time. Similar to racial salience, racial centrality is how individuals normatively define themselves in terms of race across all contexts. Racial regard is one’s positive or negative perception of Blacks and their understanding of others’ judgment of Blacks. This dimension has two components--private and public. Private regard is the extent to which an individual feel positively or negatively about his or her race and other Blacks. Public regard is the extent to which an individual believes other people think positively or negatively about Blacks. The final dimension, racial ideology, captures an individual’s thoughts and attitudes regarding how they think other Blacks should act. There are four types of ideology: nationalist (emphasizes the uniqueness of Black individuals), oppressed minority (focuses on the shared oppression among minority gro ups), assimilationist (highlights similarities between Blacks and American society), and humanist (acknowledges the commonalities among all humans). The dimensions of racial identity are postulated to interact with one another to influence behavior (see Figure 1). Racial centrality and situational cues interact with one another to influence the racial salience of a specific event. Racial ideology and racial regard influence the subsequent appraisal and behavioral response to the event. Though racial salience is important inShow MoreRelatedCultural Differences Paper892 Words   |  4 Pagesworld. Each culture has its similarities and differences. Every individual has multiple identities Race, ethnic, gender, national, regional, organizational, personal, cyber/fantasy—that act in concert. 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The term race refers to the concept of dividing people into populations or groups on the basis of various sets of physical characteristics (which usually result from genetic ancestry). Race presumes shared biological or genetic traits, whether actual or asserted and the category to which others assign individuals on the basis of physical characteristics. Races areRead MoreHistory And Culture Of The Negritude Movement1658 Words   |  7 PagesAfrica and the Caribbean territories of France s colonies. These black intellectuals gathered around issues of black internationalist and race identity initiatives to fig ht the imperialism by the French government. They found strength in their mutual idea of affirming pride in their shared African heritage and black identity and reclaiming self-respect, self-reliance, and African self-determination. 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When we began our research, one concept that seemed to have strong potentialRead MoreHow The Veil And Double Consciousness989 Words   |  4 PagesHow do racial identities play a role in the development of professional athletes? In order to dive into this topic we can follow the works of social theorist W.E.B. Dubois. Dubois introduced the world to sociological theories such as the veil and double consciousness. This analysis of the racial consciousness of athletes is based upon DuBois s works. In this research, I will provide examples of how the Veil and Double Consciousness theories play out in current professional sports. Dubois understoodRead MoreRacial Profiling by Police Essay examples1581 Words   |  7 Pagesof any kind, such as race, color, sex, language, religion, political or other opinion, national or social origin, property, birth or other status. 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Research Strategy Paper. Stress Free Essays

A vast amount of information about work-related stress is readily available. After doing a preliminary search of keywords â€Å"work related stress,† I found that the National Institute of Occupational Safety and Health, the Center for Disease Control (CDC), Oxford university’s medical department, the US National Library of Medicine and the National Institute of Health all maintain sites which will be useful as sources for me. All of these sites are administered by well-known and legitimate organizations and loud be excellent sources of accurate and reliable information. We will write a custom essay sample on Research Strategy Paper. Stress or any similar topic only for you Order Now They also include the results of professionally conducted clinical research studies. Additionally, the same keyword search conducted In the university of Phoenix library resulted In 330 sources available for research utilization. By focusing on these numerous sources, I will find relevant and unbiased studies and material directly specific to work-related stress. An overview of my research strategy process is summarized as follows: – Identify and select the problem/topic. I have already decided my topic will be â€Å"Work-Related Stress†. Find and Identify the symptoms of the work-related stress that are common to the ma]orally of people affected by work-related stress and not to a specific career field or occupation. – Find and identify the common causes that are relevant to the majority of people and not a specific career field or occupation. – Find and identify both long-term and short-term health risks and benefits, if any, related to work- related stress. – Identify the treatments available to reduce or eliminate work-related stress. Any medication prescribed for the treatment of stress must be approved by he Food and Drug Administration(FDA). Pipeline or experimental medication will not be considered. ; Develop conclusions related to the above research. – Summarize research findings and conclusion in the form of a written report. In order to effectively get the most reliable information regarding work-related stress, I will utilize credible publications, books, articles, Journals and studies and I will reference all cited data. Utilizing both the Internet and the University of Phoenix library, I will search for, locate and compare legitimate data and studies to find profession. Different Jobs have different stresses and stress levels and I am trying to capture the common theme behind work-related stress as a general topic. I will verify the source of any potential research information by conducting some background checks on the author to ensure that they are experts in their field. Once I have located and identified what I feel to be relevant data, I will compile the information for comparison. Only material meeting my specific research parameters will be utilized in order to ensure consistency and accuracy throughout all phases of my project. While conducting my research, I will combine both quantitative and qualitative research methods in order to ensure that my findings are reliable, unbiased and objective. Because I am not focusing on a specific career field or occupation, I will ensure that my research is objective and can be reproduced by data supported through studies and research conducted on people from various backgrounds, locations and professions. By comparing data collected from the different studies meeting my criteria, I will be able to effectively utilize consistent data and eliminate irregularities or other material not applicable to my particular search focus. The symptoms, causes and health risks must be consistent in all studies. Additionally, hours spent at work and work environment should be varied to ensure that the common causes and stresses are captured. Since my topic is medically related, my research will be more effective by utilizing the most recent information and studies available. Medical technologies and research can evolve rapidly and therefore make older data and material obsolete very quickly. Obtaining the most recent and credible material will be key for my research topic. For the retirement portion of the research, I will limit studies to natural remedies or medication approved by the FDA. After combining and comparing all data that is applicable to my research of work related stress, the material will be reviewed again for accuracy and also to ensure that all material is objective. Conclusions will be drawn based on the findings and the results will be presented in a written report. References * (1) Retrieved from the National Institute of Occupational Safety and Health website: * http://www. CDC. Gob/nosh/programs/work/emerging. HTML How to cite Research Strategy Paper. Stress, Essays

Strategy to Improve the Corporate Productivity

Question: Discuss about the strategy to improve the corporate productivity by introducing a right degree of employee engagement and the wage structure within the workforce. Answer: 1.0 Introduction: Meeting an organisational success has become a crucial challenge today due to the changing needs of the customers and the increased competition among the marketers. Several successful organisations are firmly committed to looking after greater employee engagement and compensation factors, due to the belief that fostering employee satisfaction could lead to the greater employee commitment. In this regards, Hirsh (2008) stated that compensation is a transition between the employee and the employer which drives significant outcomes of the employment contract. Additionally, Thau Mitchell (2010) also identified that the modern business organisations are experiencing higher turnover due to the greater dissatisfaction index of the educated employee as compared to the lesser trained staffs. This is due to the gap between the perceived value of the compensation and the received value of the firm (Greenbaum et al. 2014). As a consequence, the turnover rate increases, which, again reducing the overall output of the organisation. However, Simpson (2015) also mentioned that the globalisation has introduced cross-culturally diversified workforce within the MNEs which also affects the overall employee engagement a compensation strategy. Depending on the geographic location and other socioeconomic factors, the compensation benefits get altered. The cross-cultural dimensions such as power distance and uncertainty avoidance also impact on the employee engagement index in the decision making the process as well (theretailsolution.com.au, 2016). As a consequence, the overall operational attributes gets changed in the global operation, which directly impacts on the organisational performance. Past literature indicates that wage structure could introduce more than 45% motivation within the workforce while the employee engagement and flexibility generate more than 53% motivation across different industrial platforms (Deepa Kuppusamy, 2011). It has also drawn a proportional relationship between the wages and the employee engagement as well. The empirical study on the Australian retail industry indicates that compensation against the time spent in the organisation generates the path of work life balances and the job satisfaction index. In addition to that greater job satisfaction enhances employee commitment towards the organisation, thereby resulting improved organisational performance (Javed et al. 2014). Training and development are considered as a vital, influential antecedent of the employee engagement, as it generates dual importance to the ambitious employee. Supporting to this fact, Mikkelsen et al. (2015) stated that training and development activity is considered a s another imperative for the goal achievement and career growth opportunities for the workforce as well. Thus, the training and development business is the real driver of the improved work performance. Considering the fact, the present study attempts to identify the impact of the wages and the employee engagement in the decision making process on the overall work performance and the growth of the firm. The study has been divided into three sections. Section 1 comprised of evaluating the problem statement, objectives and the question of the research. Along with this, the research rationale has been discussed in the current study, followed by the expected outcome as well. Section 2 consists of the conceptual framework, methodology and the research hypothesis supported by the organisation of the study followed by the Gantt chart in section 3, to show the time span that would be needed to complete the study successfully. 1.1 Problem statement: The entrance of multinational enterprises and the variety of jobs are creating uncertainty with regards to the employee retention scenario. The statistical data has revealed the fact that organisational commitment (such as employee engagement and potential compensation benefit) and the worker productivity issues are increasing in the same proportions. It has now become one of the most critical challenges of the present and the future sustainability management of the market leaders, as it is mainly driven by the employee loyalty index. In this context, Haski-Leventhal (2012) assessed that the majority of the multinational enterprises is trying to retain employees by allowing the employee in the strategic decision making process and by regulating the compensation benefits as well. However, due to the rigidity of the organisational structure, a few SMEs fail to motivate employees to participate in the decision making process, thereby creating demotivation within the workforce. Eventuall y, the employee attrition rate increased which directly affects the overall organisational performance. Past surveys on the employee motivation revealed the fact that employees are motivated with regards to either intrinsic or extrinsic factor (Kuang Moser, 2011). The flexibility in the decision making process and active participation acts as the intrinsic motivation process, which is not followed by the majority of the business organisation. On the other hand, the monetary benefits are considered as the prime sources of motivating employees, which is only satisfying a lesser amount of employees to be retained in the organisation (Ã…Â ½aptorius, 2013). Thus, the research issue is to identify the impact of the wages and the worker engagement I the decision making process on the overall work performance and the growth of the organisation. Additionally, the study would also scrutinise the factors the drives the growth of the group by improving the overall motivation of the employees. 1.2 Research objectives: The overall aim of the current study is to investigate the effect of employee engagement and wage structure on the overall workforce performance of the modern day business organisations. The study aims to answer the research questions mentioned below: The objective of the present research study is as follows: RO1: To identify the significance of the wages and engagement on improving the workforce performance RO2: To assess the factors influencing the employee work performance on a larger scale RO3: To evaluate the relationship between the compensation and engagement on the overall job performance and the employee retention index of the organisation 1.3 Research questions: The question of the research is as follows: RQ1: What is the significance of the employee engagement and the compensation benefit with the overall workforce performance? RQ2: Which organisational factors could highly influence the overall employee work performance on a larger scale RQ3: How the compensation and the worker engagement parameter are interlinked with the overall growth and the employee retention of the firm? 1.4 Justification of the Project: The organisational sustainability is highly driven by the distinctive corporate culture aligned across all workstations. The great spirit of the work culture is driven by engaging the existing employees within the organisational decision making process. Supporting to this fact, Brajer-Marczak (2014) stated that the top performing MNEs allow optimum employee engagement and reduce the turnover of the high performing staff. The PWC report shows that the employee turnover cost in the Australia was estimated $3.8 billion in the productivity loss and $385 million in its avoidable recruitment costs (theretailsolution.com.au, 2016). Although this value has been found lesser than other developed economies, the survey report also shows that the entrance of new MNEs and SMEs are creating various job opportunities, which is gain becoming a significant threat to the existing local MNEs. Eventually, it is reducing the employee retention index. A great degree of employee engagement and alignment of the organisational value with the all hierarchical levels could build a culture of the mutual respect and greater engagement in the goal meetings purpose. Additionally, right wage structure and additional bonus, on the commitment towards the firm, executed by the workforce could positively motivate employees to enhance the overall performance. Thus, the firms could attain a sustainable brand positioning in the global market. Under the current circumstances below mentioned benefits could be accomplished, while conducting the research: The study could help the managers to frame the strategic decision regarding the employee engagement and wage structure that could be helpful in improving the employee commitment towards the project account. The report would also be useful to the business owners of the small medium enterprise, researchers and the policy makers as well. The proposal can also help to improve the perception regarding the interrelationship between the wages and employee engagement with the overall organisational productivity. 1.5 Expected research outcome: The result of the current study could help the current business leaders developing a potential strategy to improve the corporate productivity by introducing a right degree of employee engagement and the wage structure within the workforce. In addition to that, the outcome of the study could also help to generate an analytical framework for evaluating the factors that influence the overall performance of the workforce. Although the study has been made considering a generalised scenario irrespective of the SMEs and MNEs, the overall outcome will help to understand regarding the relationship between the employee engagement and wage with the productivity. Additionally, it would also contribute to identifying other intrinsic and extrinsic factors influencing the overall organisational performance as well. Moreover, the research outputs would be treated as the important academic work which could benefit the future researcher introducing the start-up business ventures in the diversified wor k environment. Finally, it could also guide the MNEs to improve their existing employee retention rate and the overall organisational performance in the global business context. References: Beltaos, S., Tang, P. Rowsell, R. (2012) Ice jam modelling and field data collection for flood forecasting in the Saint John River, Canada, Hydrological Processes, 26(17), pp. 25352545. Blay, N., Duffield, C. M., Gallagher, R., Roche, M. (2014). Methodological integrative review of the work sampling technique used in nursing workload research. Journal of Advanced Nursing, 70(11), 24342449. Brajer-Marczak, R. (2014) Employee engagement in continuous improvement of processes, Management, 18(2), pp. 21-25 Chowdhury, S., Schulz, E., Milner, M., Van De Voort, D. (2014). Core employee based human capital and revenue productivity in small firms: An empirical investigation. Journal of Business Research, 67(11), 24732479. Cooper, C. L., Liu, Y., Tarba, S. Y. (2014). Resilience, HRM practices and impact on organizational performance and employee well-being. The International Journal of Human Resource Management, 25(17), 24662471. Decramer, A., Smolders, C., Vanderstraeten, A. (2013). Employee performance management culture and system features in higher education: Relationship with employee performance management satisfaction. The International Journal of Human Resource Management, 24(2), 352371. Deepa, E. E. Kuppusamy, D. (2011). Impact of Performance.