Training Managers to be Cross Culturally Sensitive Essay Example for Free

Training Managers to be Cross Culturally Sensitive Essay Cultural sensitiveness is an important part of modern management practices in the world of business today. With the brink of globalization in the current system of life of the human society today, it could not be denied that there are many reasons for managers to adjust their system of dealing with their professional duties as major controllers of the human resources of several organizations in the society today. Gone are the days when they simply have to deal with individual-based diversity (Morgan 1998). Today, more than simple individual differences, managers have to consider cultural values of the people as well.   Being sensitive about these particular aspects is a certain leap towards development for managers of the current society.   Ã‚  Ã‚  Ã‚   Human issues are probably the hardest issues of diversity that should be dealt with today. With the clashing of cultural values between people from different nations because of the effects of globalization within the current system of things, the past issues of human relationship had both been increased in possibilities of being resolved or even the possibilities being worsened. This could be judged through the process of management that is applied towards the values of the said diversified society of business organizations today.   Ã‚  Ã‚  Ã‚   Being sensitive to this aspect of human development shall make it easier for the managers to have better understanding of their responsibility. Understandably, the system of management should be more concerned on how the values of the people being controlled are being provided by the authorities. This is primarily to satisfy their values and their levels of wants and demands of being respected as humans who have their own personal guidelines of being individually satisfied from their works through the ways that they are being treated by their authorities (Nelson-Neuhaus 2004).   Ã‚  Ã‚  Ã‚   Why is being sensitive about the matter of culture necessary? Moving into a new social environment is a very challenging matter. First, since the destination is a new place and full of new people, critical adaptation and socialization are greatly required to be able to adjust to the change of society (Dalton 2002). One must learn the cultural pattern and social standards of the new society to be able to blend in and adapt. This idea is greatly relevant to the case of an expatriate employee of a certain company, which is already becoming a main concern for the business society. Many cases of an expatriate employee already resulted to resignation due to staggering problems brought by the socialization process (Keough, 453-459). Thus to address this social dilemma, socialization of a new person mainly an expatriate employee must be given concern especially the communication strategies that are relevant to the process.   Ã‚  Ã‚  Ã‚   Certainly, training managers to be cross culturally sensitive in this matter is a serious task to take into consideration. How then are the procedures supposed to be dealt with? First, the realization of diversity should be implemented thus helping the individuals concerned take full charge of their duty when the issue comes to becoming highly involved in a multicultural working environment. Next is the implementation of normalizing rules. As managers, these individuals should realize that they are in power to put an end to the dilemma that may be caused by human differences at work. Thirdly, making the managers competent enough in handling such cases of cultural diversity lies in the understanding of he said individuals of the fact that humans are indeed in different measures of both cultural and personal diversity that should be fully recognized by everyone especially at work so as to be able to establish a lot more responsive environment at work. References: Keough, Colleen M. (1998). The Case of Aggrieved Expatriate. Management Communications Quarterly. MCQ. Volume 11 (3), pp 452-459. http://cbae.nmsu.edu/~dboje/papers/ExpatriateCase.html#The%20Case. January 3, 2008. Eileen Morgan. (1998). Navigating Cross-Cultural Ethics: What Global Managers Do Right to Keep From Going Wrong .Butterworth-Heinemann. Kristie J. Nelson-Neuhaus. (2004). Successful Managers Handbook: Develop Yourself, Coach Others. ePredix, Inc.; 7th edition. Stephen H. Rhinesmith. (1996). Managers Guide To Globalization: Six Skills for Success in a Changing World. McGraw-Hill. Maxine Dalton. (2002). Success for the New Global Manager: How to Work Across Distances, Countries, and Cultures. Jossey-Bass; 1 edition.

Discrimination in the Workplace of Individuals Living with A Disease or

Discrimination in the Workplace of Individuals Living with A Disease or Illness   Ã‚  Ã‚  Ã‚  Ã‚  This research paper is a case study focusing on the discrimination of workers living with a disease or illness. I chose this topic based on the need to educate others on the signs of workplace discrimination. Job discrimination in the workplace can effect many people in many different situations. This particular study chooses to focus on those individuals living with a terminal illness. Discrimination in the workplace can occur more frequently than many expect in this advanced society. The history of job discrimination in general is vast and covers many different areas. In America, the history of discrimination in the area of employment options is a sobering one that reaches far beneath the surface of what many want to know about our seemingly â€Å"fair† society. Broad prejudices against people with illnesses survive at the threshold of the new millennium. Those prejudices, infecting those familiar and unfamiliar with the severity of functional illnesses determine the way â€Å"non-ill† people view and act toward people living and working with illnesses. Many people, however, still fail to recognize the pervasive and damaging nature of â€Å"affliction† prejudice. Deep-seated psychological and sociological mechanisms give rise to prejudice against people with illnesses. While some or all of these mechanisms also contribute to discrimination against other minority groups, their operation in the context of illness has unique characteristics that make affliction prejudice extremely difficult to identify and eradicate. Workplace screening for predisposition to illness was championed during the 1930’s, as it became clear that some workers exposed to toxins on the job became ill while others did not. Such screening is an increasingly frequent though highly controversial practice in industry today. Screening prior to employment can help individuals avoid jobs that could be hazardous to their health. But testing workers for genetic susceptibility after they become ill could be a way for employers to avoid responsibility for workers’ safety and compensation claims, shifting the blame to â€Å"genetically predisposed† workers while ignoring workplace hazards. Bailey House is an organization that was started by West Village area business people, activists and clergy members as a ... ...e insight after learning the background on the program. As with the INVEST NYC program, Bailey House has some other very well established programs that need as much support as possible and there is always a need for more participation and education.   Ã‚  Ã‚  Ã‚  Ã‚  This organization is very innovative and outstanding in the right that it possesses a zeal that is continuously making breakthroughs for clients that propel the organization to higher heights and also helps the organization grow in size and experience. The work that Bailey House has done in the community and for the community affected by the illnesses related to HIV/AIDS is remarkable and pushes them to strive toward unspeakable goals. Hopefully some of the landmark cases that have come through this organization will help to dispel stereotypes and stigmatism’s of those living with terminal illnesses that still insist on being a part of the workforce. Until then, Human Resource Management will continue to play a role in mandating fair and just treatment of those living with illnesses that are thrust into the workforce. This study has shown that barriers can be broken and optimism for a brighter future may still exist.

It’s Never Too Late Essay

I’ve always been the student who made decent grades and yet never participated in any extracurricular activities. I danced for a couple of years when I was younger, but as I grew older, I became shy. When I got to high school, I became distracted and my grades starting declining. I knew I had to start joining clubs or be active to have a good resume. I needed a reality check to stop slacking and get serious before it was too late. Finally my junior year came and I had a new attitude. Starting the last week of summer before entering my junior year was volleyball season. At first I was hesitant about playing and I was quite nervous since I’ve never played before. Some of my peers encouraged me to try it and it was the greatest decision I have made in high school. Even though I started playing a sport near the end of my high school career, I don’t regret the route I took. Becoming a student athlete was tough on my schedule but I got acclimated fast. Luckily, my coach was also my math teacher so he was adamant about me being a successful student and athlete. Since I never played a sport I never felt as tired as when I am finish with drills after practice but I kept my grades high. While playing volleyball, I have learned to manage my time wisely. I knew if I had practice until six in the afternoon and there was homework to do afterwards, then there was no time to spare. I now greatly value time management and it has helped me improve in many facets of my life. My outcome of playing volleyball was my greatest achievement in high school. I learned how to schedule my days wisely, be an effective team player and overall better student. It’s true when they say â€Å"your junior year in high school is your hardest year†, but I can say with pride and joy that I overcame that theory. I made the best grades in my first semester in contrast to my academic performance in my freshman and sophomore years. It is now my senior year, I’m playing volleyball again, and hopefully I will be offered many scholarships from different colleges to play this sport.

Shakespeare Sonnet 2 - Analysis

Shakespeare’s Sonnet 2: When Forty Winters Shall Besiege Thy Brow is interesting because it further expresses his desire for the subject of his poem to breed. This theme is introduced in Sonnet 1 and continues through to poem 17. The poem advises the fair youth that when he is old and looks withered and terrible he can, at least, point to his son and say that he has passed on his beauty to him. However, if he does not breed, he will have to live with the shame of simply looking old and withered. In short, a child would compensate for the ravages of aging. Through metaphor, the poem suggests that you can live your life through your child if necessary. The child would provide evidence that he was once beautiful and worthy of praise. The full text of the sonnet can be read here:  Sonnet 2. Sonnet 2: Facts Sequence:  Second sonnet in the  Fair Youth Sonnets.Key Themes:  Old age, procreation, a child providing evidence of one’s worth, Winter, obsession with the fair youth’s beauty.Style: Written in iambic pentameter and follows the traditional sonnet form. Sonnet 2: Translation When forty winters have passed, you will have aged and become wrinkly. Your youthful looks, so admired as they are now, will be gone. Then if anyone asks you where your beauty lies, where the worth of your youthful, lusty days is evident, you could say: â€Å"Within mine own deep sunken eyes.† But that would be shameful and not praiseworthy if you didn’t have a child to show off and say this is evidence of my beauty and the reason for my aging. The child’s beauty is proof of mine: â€Å"Proving his beauty by succession thine.† The child would be youthful and beautiful when you are old and would remind you of being young and warm-blooded when you are cold. Sonnet 2: Analysis Being forty years old in Shakespeare’s time would likely have been considered to be a â€Å"good old age†, so when forty winters had passed, you would have been considered old. In this sonnet, the poet is giving almost fatherly advice to the fair youth. He does not appear to be interested in the fair youth romantically himself in this poem but is encouraging a heterosexual union. However, the preoccupation with the fair youth and his life choices soon becomes quite overwhelming and obsessive. The sonnet takes a subtly different tack from Sonnet 1 (where he says that if the fair youth does not breed it would be selfish of him and the world would regret it). In this sonnet, the poet suggests that the fair youth would feel shame and would personally regret it himself – perhaps the speaker does so to appeal to the narcissistic side of the fair youth, pointed to in Sonnet 1. Perhaps a narcissist would not care what the world thinks, but would care what he may feel himself in later life?