The Struggles Of Immigration During The United States

The Struggles of Immigration â€Å"Remember, remember always, that all of us, and you and I especially, are descended from immigrants and revolutionists.† (― Franklin D. Roosevelt) Immigration itself is a powerful word to all immigrants living in the United States. Let’s be honest with ourselves when you hear the word immigration, the first thing that pops up in our minds is Mexican. Why is it that when we hear the word immigration we think of Mexicans? That is something that nobody will ever understand. But immigration is not just about Mexicans, it is also about all the other immigrant people living in the United States. There are people from many parts of the country. Every time one sees the news, or social media one can see the many†¦show more content†¦If we could only legalize the people that are already in the United States, that would help out the economy greatfully. For example, if we could charge all the immigrants a $10,000 fine to be able to get their Green Cards this would increase our economy immensely. Let’s say that it would be $10,000 X 20,000,000 it would come out to be $200,000,000,000, This would gratefully help out th e economy. It is said that both high-skill and low-skill immigration leads to increased economic growth. Immigration benefit the U.S in two ways, â€Å"it had increased immigration to expand the American workforce and encourages more business start-ups† (Furchtgott-Roth 1). It also â€Å"increases economic efficiency by raising the supply of low- and high-skilled immigrants†( Furchtgott-Roth 1). Immigrants work and provide much of the low-skill labor for industries. If they didn’t most consumers would pay high prices for hotels and restaurants. Immigrants also benefit from and to the U.S research in science, technology,engineering and mathematics(STEM). One also has to take in account the impact of deportation. Everyday there are immigration stings, when U.S. Immigration and Customs Enforcement ( ICE) goes out and start picking up immigrants that are illegal in the United States, which is impacting our economy in a negative way. Alright let’s begin, the cost to keep an inmate in jail is $129.44

Public Health Facility And Other Health Care Facility

Another big difference between this public health facility and other health care facility is the level of professionals and the power dimension between the staff and the residents. In hospitals, clinics, and alternative medicine offices, the professional holds a high power and authority over the patients. In the lodge, the staff members are there to give orientations so that patients and caregivers are aware of the policies and to provide any assistance that the patients would need. The staffs are not health care professionals, they are not physicians, nurses, or other practitioners. They are people who cares and understand the challenges of the cancer treatment journey. There is no clear power imbalance between the volunteers, staffs, and patients. We treat each other like family at the lodge. We celebrate birthdays and throw going home parties. All of the interactions with the staff members are friendly and easy-going. There is a night security but otherwise, the operation hours o f the lodge when the staffs come in don’t start until 8 in the morning. In addition to the roles of professionals, the patients at the lodge don’t play the same sick role as if they would in the hospital. What I mean is that, the patients are free to do and eat anything they want to, of course that don’t violated their dietary restrictions. No one at the lodge gives then suggestions that sounds more like commands and orders. The environment and atmosphere at the lodge creates a relaxing feelShow MoreRelatedHospitals And Mental Health Facilities809 Words   |  4 PagesEvery facility has similarities and differences among facilities whether hospitals or mental health facilities. The amount of patients, employees, doctors, treatment, and services are makes the mental health services important in every way. 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It is lowest among those above 30, but they constitut e the smallest proportion of mothers in the sample. On the other hand, the use rate for both services decreases with parity. The mother’s education is moreRead MoreChanging Landscape Of Health Care Essay1042 Words   |  5 Pages Changing Landscape of Health Care By: Korylen Dilag HCS/490 Professor Trisch Health care is an industry that always has to be innovated and competitive. In a landscape that is ever changing the industry has to change along with the changing populations. The increase demand of health care has caused the industry to make improvements in the quality of care from health care personnel and physicians. In order to remain The different types of health care buildings that allow services to

Cultural Dimensions in Minority Marketing †Free Samples to Students

Question: Discuss abou the Cultural Dimensions in Minority Marketing. Answer: Introduction Culture possesses the ability to shape individuals in various ways where race and gender plays a significant role in shaping individuals. According to the Websters dictionary, culture can be defined as an integrated pattern of human belief, knowledge and behavior that relies upon the capacity of human to transmit and learn knowledge to next generation. Organizational culture refers to the sum of values that holds the members of an organization together. The philosophies, values, attitudes, behaviors, practices and belief defines an organization. Organizational culture is a system of collective values, beliefs and assumptions that tend to govern the behavior of the people working in organizations. These shared values and beliefs have a significant impact upon the people in the organization and influence their dressing styles, conduct as well as their performance within the organization (Hofstede 2014). Every organization has a unique culture that sets out boundaries and guidelines to be followed by members of the organizations. The organization culture has the following distinct characteristics: Precision orientation- this characteristic of an organizational culture sets out the level to which employees are expected to perform their work accurately as this organizational trait ensures that workers are working with precision. Risk orientation- when the culture of an organization gives more importance on innovation, the employees are encouraged to innovate by undertaking risks while carrying out their activities. Fairness orientation- the organizational culture that gives utmost importance to the impact of the decision taken by such organizations on the employees of the organization, tend to treat the employees with dignity and respect. Achievement orientation- this organizational trait refers to the organizational culture that tends to concentrate more on the result o outcome rather than on the method in which such outcome is achieved. Competitive orientation- The organizations that focuses on aggressive culture usually gives importance to competitiveness and outperforming such competition under any circumstances. The prevalence of this form of culture expects the employees to be assertive while dealing with the competing companies in the market place. Collaboration achievement- this form of organizational trait emphasizes on organizational related activities to be performed by teams instead of individuals. The employees of such organizations maintain a positive relationship with the managers and the co-workers. Requirement to shape and maintain a mutual and clear understanding of the preferred culture in an organization In order to shape and maintain a mutual and clear understanding of the preferred culture in an organization, it is important to comprehend that culture is a powerful tool and enables any organization to reinforce mutual understanding. With the growth and development of a company, it fortifies and refines the cultural values of the organization. The values incorporated in the company in its initial years usually exercises influence over the future values of such organization. After new employees are recruited, they should be imparted with adequate information about the cultural trait prevalent within the organization (Shafritz, Ott and Jang 2015). The method that is used in an organization to maintain the prevalent organizational culture includes attraction-selection-attrition process and on-boarding process. Attraction-Selection-Attrition Process (ASA) - this process refers to the fact that employees are usually drawn to organizations where they feel is appropriate for them. For instance, employees who are competitive by nature may be drawn to companies nurturing competitive orientation process whereas employees who prefer to work under tem-oriented organization culture usually select such organizations. Similarly, organizations also hire people who they believe would fit with the corporate values and the prevailing culture instead of hiring people appropriate for any specific job. For instance- Google relies on multiple interviews by introducing the candidates to several future coworkers for obtaining the feedback of the co-workers about the candidate. This enables the company to determine the level to which the candidate is fit for the company. On-boarding process- this process refers to the procedure through which the new employees are acknowledged with the skills, behaviors, knowledge that is expected from them to perform within the organization. Leaders play a significant role in monitoring as well as maintaining organizational culture. For instance, when leaders motivate employees through inspiration, corporate culture becomes people-oriented and supportive, making the employees realize that the peers and the supervisors accept them. Further, the leaders motivate the employees by making provisions for rewards on performance, thus, making the corporate culture more competitive and performance-oriented culture. According to Dr. Geert Hofstede, organizational culture is the united programming of the mind that distinguishes between one member of a group from another within the organization (Rallapalli and Montgomery 2015). The five cultural dimensions proposed by Hofstede are enumerated as below: It refers to the degree of variation that is in existence and is accepted amongst powerful people and people without power. A high PD implies acceptance of asymmetrical distribution of authority by society and low PD implies power is dispersed and properly shared (Hofstede 2017). For instance, Switzerland is at the lower rakings of PD, which implies that the society opines that the inequalities amongst people should be reduced. There is a decentralization of power and them manager relies on the experience of the team members. The employees are expected to be consulted, as they do not favor control and exhibit an informal attitude towards the manager. The organizational culture accepts hierarchy as per convenience and is independent in nature. On the contrary, although Ireland has a lower ranking of PD similar to Switzerland, but the managers rely on teams as well as individual employees for their expertise unlike organizations in Switzerland, which relies only on team members. Unlike Switzerland, in Irish organizations, both the employees and managers are expected to be consulted and there is a prevalence of persistent information sharing amongst the employees and the employers. This cultural dimension addresses the issue related to the degree of interdependence that is maintained by the society amongst the members of the society. It is concerned with the self-image of people whether they address themselves as I or We as in individualist societies, people are expected to look after themselves and their immediate family. In Collectivist societies, people belong to group and look after them in exchange for loyalty (Saleem and Larimo 2017). Switzerland is at relatively higher ranking on this cultural dimension and is considered as individualist society. This signifies that it has a social framework wherein individuals are expected to take care of themselves as well as their families. The recruitment process is based entirely on merit. In Irish organizations, employees are expected to demonstrate enthusiasm and initiative and they are expected to be self-reliable within the individualistic organizational culture. The recruitment process is based on evidence as well as merit regarding what an employee has done or is supposed to do. A high score (masculine) on this cultural dimension signifies that the society shall be determined by achievement, success and competition. A low score (feminine) on this dimension signifies that the dominant societal values require the employees to take care of others and look after the quality of life. The primary issue relating to this type of cultural dimension is masculine form determines what one wants to be best whereas the feminine form determines what one likes to do (Hofstede 2013). Switzerland scores high including both rankings for French speaking Switzerland and German speaking Switzerland indicates a masculine society which is highly success oriented. This is evident from the fact that people work to live and managers are expected to be decisive focusing on equity, performance and competition. Ireland is lower in ranking compared to organizations in Switzerland and the organizational behavior in Irish organizations is more focused on the shared values that are usually practiced in school. Such values include the winner takes all attitude and the employees should strive to be the best they can become. Conflicts are resolved at individual level and the objective is to win the situation. This cultural dimension is concerned with the approach where a society deals with the fact that future is unpredictable and whether future should be controlled or simply let happen what is decided in future. The extent to which uncertain situations threatens the members of a culture, they have developed beliefs to avert such situations is usually portrayed in the level of uncertainty avoidance (Bakir et al. 2015). Switzerland has a lower rating demonstrating difference between French speaking and German speaking Switzerland where French speaking Switzerland has strong preference to avoid uncertainty compared to German speaking part. Decisions are undertaken after careful analysis of all the information available to them. Ireland has a low score as well but the Irish organizations accept creativity and opt for new ways to address such uncertain problems. Acceptance of practical facts is more appreciable than the use of technical language. This dimension deals with the process how very society maintains links with the past while dealing with issues arising in the present and those that would arise in the future (Pinho, Rodrigues and Dibb 2014). Switzerland has a high score owing to the pragmatic culture of the organizations. In the context of pragmatic orientation, employees rely on truth, which forms the situation, time and context, and adapt to changes in traditions, beliefs, and values. Ireland having a normative work culture has a low score. People in such societies are concerned with establishing the complete truth and exhibit great respect for the traditions. This cultural dimension is defined as the extent to which people try to control their desires based on the way such desires are raised. The relatively weak control is known as indulgence and a relatively strong control is known as restraint, culture, may be described as either restrained or indulgence (Huhtala et al. 2013). Switzerland has a high score and signifies the culture as indulgence. This is evident from the exhibition of willingness to realize the desire with respect to having fun. The employees have a positive attitude and are optimistic in their performance. Ireland is also high in its ranking and culture is one of indulgence. The employees are more inclined towards spending money and give more importance to leisure time. Management Approaches of Millennial The millennial plays a significant role in enhancing the future of the business. The millennial possesses an ability to adapt to new and advanced technologies and a detailed knowledge about social media in todays world has become part of the lives of the millennial (DeVaney 2015). The growing status of the Millennial as leaders along with their development and work preferences are leading to cultural norms for modern day organizations. Their management approaches involve transformation of the status quo in order to give a purpose to their concerned organizations. They are striving to make such transformation without sacrificing the flexibility of their own self, while at work, thus, to live their lives to the fullest outside the organization. The millennial believes that the purpose of an organization should be the reason why they should work in a particular organization. The millennial perceives purpose as an underlying expectation that can be realized through collaborative activiti es and entrepreneurship strategies within the context of a successfully established organization. They strive to make the entire concept of work more flexible and the skills required in the workforce are going to be more about EQ (Entrepreneurial Quotient) and less about IQ (Intelligence quotient). This is because IQ is easily available through the technologies that are easily accessible. The advantage of including millennial as a part of the organization is their capability of multitasking. As they are becoming faster, stronger and bigger to compete on globally, they are launching advanced development programs to organize their targeted workforce (Cox 2016). They quest for a work culture that expands their thoughts while rendering service for brands, better projects, technology and science, etc. The most important advantage of millennial is their ability to adapt to new technologies and a digital fluent can learn faster how to take an advantage of the new systems and the devices. An organization may use this skill to improve its workflows and processes with new technologies. There are millennial who are dissatisfied and changing jobs within a short period or are always stuck to social media accounts, which might affect their performance in the organization (Smith and Nichols 2015). It may result in reduced productivity, higher recruitment and succession gaps within such organization. Further, there are various stereotypes millennial who always stick to their social media accounts or are dissatisfied with their jobs due to their belief that modern day requires employees to be flexible and cannot rely on working with the same employer for years. It is essential to understand how these millennial are changing their organizational culture and work dynamics. Conclusion From the above discussion, it can be inferred that the most important factors that creates an organizational culture include preferences, demand of the industry and values of the founders. Every organization has a different value, which makes the organizational culture unique. The members of an organization are acknowledged about the organizational values and are expected to conduct in a manner that complies with such values. With the growth of a company, the cultural values of the company are strengthened and refined. The initial values of the company may determine the future values of the organization. The employers and the employees have certain mutual obligations towards each other where the employers must ensure that the employees trust them and have confidence on the employers they will redress their issues. th employers must also have the confidence that they conduct in the ways that enhances the organizational culture, resulting in growth of the organization. Reference List Bakir, A., Blodgett, J.G., Vitell, S.J. and Rose, G.M., 2015. A preliminary investigation of the reliability and validity of Hofstedes cross cultural dimensions. InProceedings of the 2000 Academy of Marketing Science (AMS) Annual Conference(pp. 226-232). Springer, Cham. Cadden, T., Marshall, D. and Cao, G., 2013. Opposites attract: organisational culture and supply chain performance.Supply Chain Management: An International Journal,18(1), pp.86-103. Carlos Pinho, J., Paula Rodrigues, A. and Dibb, S., 2014. The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations.Journal of Management Development,33(4), pp.374-398. Cox, L.V., 2016.Understanding Millennial, Generation X, and Baby Boomer Preferred Leadership Characteristics: Informing Todays Leaders and Followers(Doctoral dissertation, Brandman University). DeVaney, S.A., 2015. Understanding the millennial generation.Journal of Financial Service Professionals,69(6), pp.11-14. Farrell, L. and Hurt, A.C., 2014. Training the Millennial Generation: Implications for Organizational Climate.E Journal of Organizational Learning Leadership,12(1). Hofstede, G., 2013. Hofstede cultural dimensions theory. Hofstede, G., 2014. Organisational Culture Change Management. Hofstede, G., 2017. Cultural Dimensions: Country comparison. Huhtala, M., Feldt, T., Hyvnen, K. and Mauno, S., 2013. Ethical organisational culture as a context for managers personal work goals.Journal of Business Ethics,114(2), pp.265-282. Rallapalli, K.C. and Montgomery, C.D., 2015. Marketing Strategies For Asian-Americans: Guidelines Based on Hofstede's Cultural Dimensions. InMinority Marketing: Research Perspectives for the 1990s(pp. 73-77). Springer, Cham. Saleem, S. and Larimo, J., 2017. Hofstede cultural framework and advertising research: An assessment of the literature. InAdvances in Advertising Research (Vol. VII)(pp. 247-263). Springer Fachmedien Wiesbaden. Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015.Classics of organization theory. Cengage Learning. Smith, T.J. and Nichols, T., 2015. Understanding the millennial generation.The Journal of Business Diversity,15(1), p.39.

Shakespeare vs. Tom Stoppard Essay Example

Shakespeare vs. Tom Stoppard Essay Vikas Sharma Honors English Final Exam Essay 5-24-10 Stoppard vs. Shakespeare There are many ways love is presented thematically in A Midsummer Night’s Dream by William Shakespeare and Shakespeare in Love by Tom Stoppard. In a Midsummer Night’s Dream, love is off and on going between most of the characters which shows that love was difficult and not too strong between the characters, while in the play Shakespeare in Love, the love between Shakespeare and Viola seems to be pure and full of passion. The idea for love in A Midsummer Night’s Dream starts out with Theseus and Hippolyta. Hippolyta, having been the Queen of the Amazons, has been conquered by Theseus and is therefore under obligation to marry him. Shakespeare presents this kind of love as forced love because Theseus has conquered Hippolyta which means that she is dutiful to Theseus. Throughout the story Hippolyta starts to accept Theseus which shows that the nature of their love is mature. The four main characters in A Midsummer Night’s Dream all have difficulty in their love which shows that it is true but also very young. As Lysander states in the novel â€Å"The course of true love never did run smooth. † He articulates on of A Midsummer Night’s Dreams most important themes. The theme of love’s difficulty is often explored through the motif of love out of balance—that is, romantic situations in which a disparity or inequality interferes with the harmony of a relationship. One of the reasons that love didn’t go smooth with Lysander is because of Egeus, Hermias father. By law he has power over her and what he wants for is daughter is what must happen. We will write a custom essay sample on Shakespeare vs. Tom Stoppard specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Shakespeare vs. Tom Stoppard specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Shakespeare vs. Tom Stoppard specifically for you FOR ONLY $16.38 $13.9/page Hire Writer And by law, Hermia is expected to be dutiful to her father, by respecting and obeying him. His over-protective parenting style demands Hermia a new man, but Hermia’s and Lysander’s true love and determination brings them together. Despite the obstructions that face the couple, their love succeeds in the end to show true love is strong and with determination it prevails. This kind of love is similar with Shakespeare’s and Viola’s love in the movie Shakespeare in Love because throughout the play, there are many obstacles that prevent them from being together. One of the obstacles of their love is that Viola is forced to marry Lord Wessex because she has to obey her father but she does not truly love him. Her love is only with Shakespeare and with poetry. Their love for each other is very mature, and is full of true love, but sometimes does not run smooth just like Lysander’s relationship with Hermia. Next there was the love of Helena and Demetrius. The opposite of true love would be Helena’s and Demetrius’s relationship. Shakespeare uses magic in the story to bring in bizarre events and hilarious situations. One example of why there is awkward and difficult love between all the characters is because of the love potion. The love potion is made from the juice of a flower that was struck with one of Cupid’s misfired arrows; it is used by the fairies to wreak romantic havoc throughout Acts II, III, and IV. Because the meddling fairies are careless with the love potion, the situation of the young Athenian lovers becomes increasingly chaotic and confusing. Helena’s and Demetrius’s relationship is described in a simple sentence by Helena that states, â€Å"The more I love, the more he hateth me. . This evidently shows Helenas love for Demetrius, and yet her love for him is not returned for he is blinded by his love for Hermia. This unrequited love shows the cruel nature of love. This kind of love is also seen in Shakespeare in Love by Viola and Sir Wessex. Wessex wants to marry Viola because of her power and money, but Viola in return does not agree to give Wessex her love and passion for it belongs to Shakespeare. This can also be seen as cruel love because the lover in return only gets misery and a broken heart. Finally, Oberon and Titania’s love can be seen as confusing but full of character. Their love starts out to be strong but as time goes by, Oberon become’s jealous. This can be seen as jealous love. This shows there are troubles present in their relationship, since the two do not appear to be on good terms. Oberon and Titania are arguing over the changeling boy, the son of one of Titanias late friend. Oberon would like to possess this child, but Titania refuses to let him go. This shows that the nature of love can at times be irritating and troublesome and that the love between Oberon and Titania is most definitely not running smoothly. Throughout the story you can see Oberon’s jealousy increase as the story goes on. Jealously is a powerful emotion, and when mixed with love, it has devastating effects. Oberons jealousy grows, as Titanias love for the changeling boy does, and as a result, the relationship between the two worsens as they grow apart from anger. Sir Wessex also starts to become jealous of William Shakespeare because his love with Viola is very passionate and true. Wessex knows that his desire to marry Viola for her money cannot become reality unless he does something to hurt Shakespeare’s and Viola’s relationship. In the end though, true love defines all odds and Shakespeare is meant to be with Viola. All in all there are many ways love is presented thematically between the characters in A Midsummer Night’s Dream by William Shakespeare and Shakespeare in Love by Tom Stoppard. Both authors present love thematically in different and similar ways using many methods. They both like to create bizarre scenes and like to complicate their characters loves. They both have similar but also different ideas to attract their fans and to complicate the scenes in their stories.