We Do NOT Need Affirmative Action Essay - 549 Words

Affirmative Action is steps that are taken to ensure that the opportunities are equal between minorities and others. There have been many heated debates over this issue, and maybe the worst is yet to come. Some might feel it is necessary because they feel opportunities are not equal for minorities. Many people believe that gaps need to be closed between minorities and others, but there is a difference in the method. I feel the current method is not constitutional, lawful, and not proven to be an adequate solution. We don’t even know what is the cause of inequality. How can we figure out what the solution is? There is no evidence showing whether imbalances in education and the workforce are racial or economical.†¦show more content†¦Affirmative Action goes against what our country was founded on. Our preamble to the Constitution proclaims liberty and justice for everyone. We have worked so hard to perfect our country with our numerous amendments to the Constitution. In stead of solidifying the equalities we have worked for, it challenges the concept of equality. Affirmative Action is unlawful. Affirmative Action goes against the Civil Rights Act of 1964. The Civil Rights Act was made to insure that no one would be discriminated against, yet we use reverse discrimination to insure equality. The Civil Rights Act did not establish superiority of one race, religion, or sex over the other one. To give preferential treatment to any minorities is a blatant violation of Title VII. Affirmative Action is also a violation of Title II where interstate commerce is involved. Affirmative Action in federally funded schools also violates Title IV. The Affirmative Action Program is not reaching its goal. The program was supposed to be an equalizer. Minorities were supposed to have the same opportunities in the workforce, and education as others. Now the gap is bigger than thirty years ago. Less African American’s go to college now than in 1990. 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Starbucks Structure Free Essays

Starbuck’s Structure MGT 330 Jerry Simpson August 20, 2012 We all live in a world or businesses and organizations. Our day to day lives are dependent on large public organizations, small businesses, well-known private companies or even voluntary groups. The ways these organizations are structured varies a lot and even in the same business categories companies/organizations differ a lot. We will write a custom essay sample on Starbucks Structure or any similar topic only for you Order Now initially started in 1971 as a very small structure, run by three partners in a small shop in Seattle. By that time the company then was simply selling whole bean and ground coffee but after taking over the operation of Starbucks in 1987, Schultz decided to expand the company’s business, which has now shops all around the world. In a generic way, it is possible to say that an organizations structure describes the way tasks are divided supervised, and coordinated. The first one is the size and age. A small and young company usually has a very simple structure but complexity and formality increase with size or age. Then we have the core process which must be aligned with structure so as to avoid important disruptions in daily operations. The structure of an organization also has to adapt itself to the environment. While a stable structure might be more easily addressed with an organization with a simple structure, an unstable and turbulent one will be, surely, more suited to an adaptable structure. Strategies and goals stand for others imperatives, structure and process must be both flexible as to adjust themselves to change. As for Starbucks, the best structural configuration for a company of this magnitude would be a divisional structure. This is due to the large size of the company, as well as the multi-market and multi-product offerings of the Starbucks Corporation. Though it must be noted that among the many weaknesses of the divisional structure is the duplication of activities and the potential for counter productive, inter-market competition for customers. What this means is Starbucks could end up competing against themselves essentially for customers which is a waste of resources. This is why it is imperative for Starbucks to implement the divisional structure as effectively as possible. In addition, if Starbucks plans to operate as efficiently as possible, they will be best served to utilize departmentalization by matrix (which is used by high tech firms or multinational companies). This creates circumstances in which maximum flexibility and adaptability in operations as possible. Starbucks employees would then have to be able to adjust to change and accept some role ambiguity as part of the daily routine. The tasks they work on tend to vary. The only constant would be the employee’s functional supervisor. This form of departmentalization should remain the same for stores offering food products and lunch in order to provide commonality amongst stores. This creates brand recognition, not only on the part of the consumers, but also on the part of the employees of the company as well. In that sense we can say that for every structure we can find successful companies. The trick appears to be the balance the manager finds between contingency factors and the organizational structure through which resources are deployed and managed. Moreover, as the result of internal or external changes, every organization, no matter what core or  type, has to restructure at some stage in life. Restructure is more than a fashion, in some cases, is really a matter of survival. Employees of various companies deal with restructuring all of the time. Starbucks has many employment opportunities within its brand and I have chosen to discuss the position of Barista and come up with a job description as well as job specifications for the position. Barista Job Description: The Barista position is an essential job within the Starbucks organization. As a Barista, employees will be expected to: Welcome guests when the walk in to the coffee shop Take the orders of the guest upon request Inform guests of product offerings Inform guests of promotions Make sure the coffee shop is clean and professionally maintained at all times Responsible for making specialty coffees for guests and understanding ingredients used The Barista is the first point of contact for the guests of the Starbucks corporation, so it is essential for all Starbucks barista’s to have a positive attitude and to work with a smile. References Reilly, M. , Minnick, C. , Baack, D. (2011). The five functions of effective management. San Diego, CA: Bridgepoint Education. Starbucks Facts (2008), Company Fact Sheet, Starbucks Coffee, Retrieved from http://www. starbucks. com/aboutus/Company_Factsheet. pdf Starbucks Corporation. (2009), International, Retrieved November 6, 2009, from http://www. starbucks. com/default. asp? How to cite Starbucks Structure, Essay examples

Employee selection of Omantel Company †MyAssignmenthelp.com

Question: Discuss about the Employee selection of Omantel Company. Answer: Introduction The research subject is to analyze the method of employee selection in the context of Omantel Company. In the existing business scenario, it is obligatory for an organization to gain their understanding about the selection of employees. It can be effective to improve the profitability of an organization. For this, it is effective for a company to improve the skills of the human resource manager and increase the understanding towards the employee selection method. However, it can be significant to improve the financial condition of an organization. In addition, it can also be appropriate for gaining the competitive benefit in future. The employees selection method is imperative for increasing the productivity of corporate systematically. A corporation can use the effective selection method can help the researcher to select appropriate people at the right place. Furthermore, it can also be said that most of the organization has used employee selection methods to accurately operate the firm and obtain higher profitability in less time and cost. In addition, it is also stated that the implementation of employee selection method can be vital to enhancing the current condition of corporate. As a result, the company can be able to control on the unexpected occurrence in the business (Roth, et al., 2016). Research justification The employee selection method is significant to enhance the current financial condition of the company. In addition, the ways of employee selection method can be imperative to gain the production and values of organizations by hiring the appropriate people in less time and cost. Further, the Oman organization faced many issues in the context of hiring appropriate people at the right place due to enhancing the organization performance. This research can also help to gain understanding towards the different factors that can affect the employee selection method. Through this research, a corporation will capable to address the ways of employee selection method and also address the strategies that can be effective to improve the employee selection method systematically. At the same time, this research proposal can support to improve the knowledge of researcher towards the employee selection method. This research is effective for researchers if they want to make their career in the human r esource management. This research proposal can be supportive for existing and new business because of gaining understanding towards the importance, role, and output of the effective employee selection method practices. Consequently, it will aid the organization for effective use of employee selection method. In addition, this research plan can be imperative to make adequate policy with respect to employee selection method (Miles, et al., 2014). Research aim and objectives The main aim of this research is to analyze the methods of employee selection in the context of Omantel Company. To analyze the meaning and concept of employee selection method in context of Omantel Company To analyze the type of employee selection method in Omantel Company To explore the factors that affect the employee selection method To identify the strategies to improve the employee selection method Research question What is the meaning and concept of employee selection method? How many types of employee selection method? What are factors that affect the employee selection method? What are the strategies to improve the employee selection method? Literature review To analyze the meaning and concept of employee selection method in context of Omantel Company According to the Alshamlan et al., (2015) the procedure of interviewing and analyzing applicants for a particular job and hiring an individual for operating the business systematically. The ways of employees selection can be very complicated or easy that can be based on the norms of the organization. It is also stated that anti-discrimination laws can be used by the organization during the selection of employees. The employee selection is a way by which an organization can select a right person at the right place. It can be a process of matching the needs of the organization with the education and qualification of the individual. To analyze the type of employee selection method in Omantel Company Gupta et al., (2014) stated that the human resource selection method can rely on the staff and resources of the firm. There are different methods that are used by the organization to hire the employees such as phone interviews, preliminary screening, and face-to-face meetings. It is effective to identify whether the applicant is appropriate for the job. In the small organization, these methods are implied to select the candidates at the right place. Further, it can be effective in the situation of imitated staff resources. It is also examined that the employee selection method enabled the organization to make an effective decision, retain the employees and decline the level of employee turnover systematically. To explore the factors that affects the employee selection method I support to this, Abernethy, et al., (2015) examined that a large number of the organization is depending on the specialist of human resource management section to make an effective selection decision as per the organization norms. It is also addressed that the selection of appropriate applicants to fill the job placement in the organization can be confronting, but at the same time some factors may affect the selection method of employees. A business owner and their staff member should comprehend the values of factors that may directly impact on the employee selection method. It can be effective to attain the specified goal of the organization in the context of employee selection. It is also stated that lack of relevant experience, qualification, salary requirements, and transfer can impact on the ways of employee selection. To identify the strategies to improve the employee selection method Nolan et al., (2014) argued that general mental ability, structured interviews, and situational judgment tests methods are effective to improve the employee selection method systematically. An organization should use the GMA method to enable the candidates for online computer adaptive test and paper pencil test. It is also analyzed that both tests are appropriate for the organization due to enhancing the method of employee selection. In support to this, Cook (2016) examined that the structured interview method is also imperative for improving the employee selection method. Under this, an organization should use structure base interview wherein organization previously determine the questions that will be asked to the candidates at the time of hiring an employee. Through this method, an organization can include 2-4 experienced managers for asking the question to the applicants and react on the particular. It can also be effective to gain the reliability of employee selection method. As a result, the company can get a feasible result in less time and cost due to the selection of right person at the right place. Govindan et al., (2015) the situation judgment can also be used by the organization to improve the employee selection method. Under this, the organization has used the multiple-choice equivalent for performing the structured interviews. The candidates are able to react on some specified topics related to the target job. It is also illustrated that this method can enable the organization to deeply understand the opinion and thinking of candidates towards any particular subject. It will also allow of the organization to comprehend how the candidate reacts to the particular situation. As a result, an organization can improve their employee section method and productivity (Brinkmann, 2014). Variables The researcher has determined some different independent variables that can direct impact on the employee selection method in an organization (Taylor, et al., 2015). The following table shows the independent variables of employee selection method: Dependent Variable Independent Variables Employee selection method Relevant experience Education Salary requirement Transfer Skills Research Methodology The research methodology can be effective to identify the tools and techniques that will be required to complete the research aim and objectives systematically (Mackey, et al., 2015). The following methods are considered in the research methodology: Research Strategy For this research, the researcher will use literature review and survey through a questionnaire to attain the research objectives. It will also permit the researcher to pool the adequate information towards the ways of employee selection method. The literature review method will enable the researcher to collect theoretical data towards the research issue while the survey through questionnaire support to collect the opinion and views towards the research aim (Krylovas, et al., 2014). Research design The researcher will imply both data collection method like qualitative and quantitative method due to getting the adequate result in less time and cost. In addition, a research will use the qualitative research design to build the conceptual understanding towards the research matter. Beside this, quantitative research design is implied to show the numeric data through statistical methods (Nikolaou, 2014). Data Collection Method For this research, the researcher will use both data collection method such as primary and secondary data collection method. A researcher will use the primary data collection method to collect the fresh data in the context of the research matter (Guerrero, et al., 2015). There are different kinds of methods such as observation, survey through a questionnaire, and interview to collect the data. Besides this, the secondary data collection method is also used by the researcher to collect the information from existing sources such as journals, government publication, offline sources, and books (Li, et al., 2014). Sampling Procedure In this research, the researcher will use the probability sampling method due to mitigating the biases from the research. It offers an equal chance to the participant for contributing to the research (Vahdani, et al., 2014). From this research, the researcher will choose 50 employees from the Ooredoo Oman, Nawras, and Omantel to conduct the research and pool adequate data. Data analysis method The data analysis method will also imply by the researcher to evaluate the collected data and get a feasible outcome. The researcher will execute the statistical data analysis method for evaluating the collected data of this research. A researcher will also practice the MS-excel by involving different tools like a pie chart, bar diagram, and column diagram (Stephenson, et al., 2014). Research Limitation The research limitation can direct impact on the reliability of research result. There are different types of factors that are considered in the research limitation like cost, time, and resources. In addition, the specified time can bound the researcher to collect the data about the research dilemma. Moreover, it is also analyzed that the primary data collection method can take more time and cost that will restraint the researcher to get the adequate result in the context of the employee selection method (Gatewood, et al., 2015). Ethical approval In this research, the researcher will use the data safety and security act 1988 to secure the data of participants and make a robust relationship with them. A researcher will also concentrate on some factors such as university regulation, data manipulation, and reference. It will support to avoid the ethical issues from the research (Ababneh, et al., 2014). Timeline The following table shows research plan: Table 1: Research schedule for completing project Research actions Time 1 2 3 4 5 6 7 8 9 10 Research dilemma selection Development of research aim and objectives Data collection method Questionnaire development Sampling techniques Data evaluation Report writing Final submission From the above table, it is analyzed that the data collection methods take more time than the other research activities. Budget For this research, the researcher will estimate $2400 to attain the research objectives systematically (Rana, et al., 2014). Purpose Estimated amount ($) Literature Review (LR) 800 Data Collection Method 800 Data Analysis 800 Total financial plan Expectation 2400 References Ababneh, K. I., Hackett, R. D., and Schat, A. C. (2014) The role of attributions and fairness in understanding job applicant reactions to selection procedures and decisions,Journal of Business and Psychology,29(1), pp. 111-129. Abernethy, M. A., Dekker, H. C., and SCHULZ, A. K. D. (2015) Are employee selection and incentive contracts complement or substitutes? Journal of Accounting Research,53(4), 633-668. Alshamlan, H. M., Badr, G. H., and Alohali, Y. A. (2015) Genetic Bee Colony (GBC) algorithm: A new gene selection method for microarray cancer classification,Computational biology and chemistry,56, pp. 49-60. Brinkmann, S. (2014) Interview, InEncyclopedia of Critical Psychology(pp. 1008-1010). USA: Springer New York. Cook, M. (2016) Personnel Selection: Adding Value Through People-a Changing Picture, USA: John Wiley and Sons. Gatewood, R., Feild, H. S., and Barrick, M. (2015) Human resource selection, USA: Nelson Education. Govindan, K., Rajendran, S., Sarkis, J., and Murugesan, P. (2015) Multi-criteria decision making approaches for green supplier evaluation and selection: a literature review, Journal of Cleaner Production,98, pp. 66-83. Guerrero-Baena, M. D., Gmez-Limn, J. A., and Fruet, J. V. (2015) A multicriteria method for environmental management system selection: an intellectual capital approach,Journal of cleaner production,105, pp. 428-437. Gupta, N., and Shaw, J. D. (2014) Employee compensation: The neglected area of HRM research,Human Resource Management Review,24(1), pp. 1-4. Krylovas, A., Zavadskas, E. K., Kosareva, N., and Dadelo, S. (2014) New KEMIRA method for determining criteria priority and weights in solving MCDM problem,International Journal of Information Technology and Decision Making,13(06), pp. 1119-1133. Li, D. F., and Wan, S. P. (2014) Fuzzy heterogeneous multiattribute decision-making method for outsourcing provider selection,Expert systems with applications,41(6), pp. 3047-3059. Mackey, A., and Gass, S. M. (2015) Second language research: Methodology and design, UK: Routledge. Miles, A., and Sadler-Smith, E. (2014) With recruitment I always feel I need to listen to my gut: the role of intuition in employee selection,Personnel Review,43(4), pp. 606-627. Nikolaou, I. (2014) Social networking websites in job search and employee recruitment.International Journal of Selection and Assessment,22(2), pp. 179-189. Nolan, K. P., and Highhouse, S. (2014). Need for autonomy and resistance to standardized employee selection practices.Human Performance,27(4), pp. 328-346. Rana, S., Ardichvili, A., and Tkachenko, O. (2014) A theoretical model of the antecedents and outcomes of employee engagement: Dubin's method.Journal of Workplace Learning,26(3/4), pp. 249-266. Roth, P. L., Bobko, P., Van Iddekinge, C. H., and Thatcher, J. B. (2016) Social media in employee-selection-related decisions: A research agenda for uncharted territory.Journal of Management,42(1), pp. 269-298. Stephenson, M. C., Jagger, S. P., Banasik, P., and Baechler, A. T. (2014) U.S. Patent Application No. 14/207,264. Taylor, S. J., Bogdan, R., and DeVault, M. (2015)Introduction to qualitative research methods: A guidebook and resource, USA: John Wiley and Sons. Vahdani, B., Mousavi, S. M., and Ebrahimnejad, S. (2014) Soft computing-based preference selection index method for human resource management,Journal of Intelligent and Fuzzy Systems,26(1), pp. 393-403.

The Culture of Fear

Introduction The culture of fear is a new phenomenon growing among the American citizens. It refers to the tendency to adopt irrational scares, especially when advanced by the media, politicians, and monomaniacal advocacy groups. This qualifies as paranoia associated with issues such as road rage, breast cancer, pedophiles, blacks, immorality, plane crashes, among others. Glassner and Wainwright provide the reader with statistics to debunk most of the misrepresentations advanced by the media.Advertising We will write a custom essay sample on The Culture of Fear specifically for you for only $16.05 $11/page Learn More Masquerading ‘experts’ who in reality are phonies with dubious qualifications being trotted up to back the media’s prejudicial notions are exposed with the backing of statistics. An interesting point that Glassner brings to attention is how these journalists seem quick to brush aside genuine experts who seek to discredit their generalizations of solitary incidents into ‘trends’. Glassner’s ‘The Culture of Fear’ is quite a revelation of matters concerning misplaced fears based on delusions by the press. It touches on issues than include fear for airline safety, road rages, teenage pregnancies, monster moms, youth violence, terrorism, crack babies, pedophilia, kidnappings, overemphasis of diseases such as SARS and West Nile Disease, feminists’ banter on silicone breast implants, and racial stereotyping among others (Glassner 2010, p. 3). It also provides an explanation of why people succumb to these ploys by the media, politicians and lobbyists. Finally, Glassner offers suggestions on how to counter these irrational fears propagated by such falsities. Wainwright’s ‘A Sociology of Health’ is a complex text on health issues. For the purposes of this paper, the focus is on chapter two, which discusses ‘Doing Better, Feeling Scared: Health Statistics and the Culture of Fear’. Wainwright’s work is a reflection of Glassner’s many concepts, with more emphasis laid on the statistics, to debunk the paranoia that comes with ignorance. However, he gives a detailed explanation of the nature of ‘actuarial risk’ (Wainwright 2008, p. 91). This paper will discuss both authors’ contributions jointly. The culture of fear is not new: it continues to breed with the sustaining efforts of the opportunistic politicians seeking votes from the public by playing on people’s emotions through mass media. It thrives on sensationalism and exaggerated reports of occurrences to keep people tuned in and single-minded advocacy groups that exaggerate the prevalence of certain diseases and conditions to solicit funding. Unfortunately, these extreme, albeit spectacular depictions are detrimental to society in terms of propagating further hardships and eclipsing the real, and usually less popular problem s.Advertising Looking for essay on cultural studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, Glassner posits that the widespread anti-breast cancer campaigns spread fear among affected parties, making it less likely for daughters whose mothers had breast cancer to conduct screening tests. He also gives the example of the hype over illegal drug usage, such as marijuana, cocaine, and heroine. Focusing on these abusers shifts our attention from the abuse of legal drugs and the negligent prescription of wrong medication by health practitioners. Another instance is the decline to handle violent crimes by instigating bans on gun ownership and possession. The media works on the philosophy ‘if it bleeds it leads’ which explain the gross exaggerations and christening of incidents into trends. It happens when there are several sequential or even sparse occurrences of newsworthy events. A good example is the youth kill ings in Littleton Colorado, which earned the title ‘monstrous youth’. Such generalizations of specific people’s crimes into an entire category’s nature are a major reason why paranoia spreads among the public. â€Å"Entire categories stand out as innately dangerous†¦Ã¢â‚¬  (Glassner 2010, p. 9). Consequently, parents no longer trust public schools. Politicians are notorious for their scare mongering, especially during campaigns. Glassner quotes Richard Nixon who once stated, â€Å"People react to fear, not love†¦They don’t teach that in Sunday school, but its true† (Glassner 2010, p. 15). Surely, if that is the motto of politicians, then the country is in for a great scare. The last group addressed in this category is lobbyists, who single-mindedly misrepresent the prevalence of certain diseases and conditions to hike funding, or in support of their ideologies. A good example is the feminists who launched an anti-silicone breast i mplants campaign until the FDA banned them in 1992, yet extensive research found no connection between these implants and deteriorated health of individuals who had them (Wainwright 2008, p. 148). The issue of health and fear also occurs in the form of people feeling healthy, yet believing that they will fall ill. Countless journals constantly present data in millions of Americans with rare diseases, epidemics like SARS, West Nile Disease, and the Gulf War Syndrome. All this is at the expense of numerous Americans ‘actually’ suffering from malaria and malnutrition, among other dangerous conditions. It seems ironical to note that these figures once combined or summed up come up to over 500 million Americans yet the last census only accounts for less those 300 million citizens. Glassner proposes that there be a shift from the sensational to the mundane if change is to occur. â€Å"We have the resources to feed, house, educate, insure, and disarm our communities if we res olve to do so†¦We can choose to redirect some funds to combat serious dangers that threaten large numbers of people†¦At election time, we can choose candidates that proffer programs rather than scares† (Glassner 2010, p. 210).Advertising We will write a custom essay sample on The Culture of Fear specifically for you for only $16.05 $11/page Learn More He notes that whereas in the last three decades the crime rate has declined by almost thirty percent, press coverage has shot up to 600%! The result of this discrepancy is the appearance of an increasing crime rate. The same applies for many other societal vices on the decline such as suicide rates and abortions. The public will always be vulnerable to deception by opinion leaders because most people cannot reason probabilistically, and they lack understanding of the rules of inference and statistical evidence. Education on probability may be of help, but the burden lies on the deceivers to correct their ways. The society needs to take accountability for its actions, or lack of actions, especially in failing to route for corrective policies, instead of blaming drug addicts, or blacks, or other marginalized groups in need of welfare and respite. References Glassner, B., 2010. Introduction to the Tenth Anniversary Edition. In The Culture of Fear. New York: Basic Books. Wainwright, D., 2008. Chapter 2, Doing Better, Feeling Scared: Health Statistics and the Culture of Fear. In A Sociology of Health (pp. 89-96). Oregon: Sage Publication Ltd. This essay on The Culture of Fear was written and submitted by user Colin Taylor to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.