Do the facial features of a child with Down Syndrome impact on their Assignment

Do the facial features of a child with Down Syndrome impact on their inclusion in society - Assignment Example For many years, disabled people have faced stigma and discrimination. Shildrick (2009) denotes that during the ancient eras, a child born with any defect was either killed, or left in the wild. Shildrick observes that the Down syndrome phenomenon causes disability among children (2009). This problem makes children to feel inferior and this result to their exclusion from the various social affairs within the community (Shildrick, 2009). DePoy et al (2011) denotes that the Down syndrome phenomenon disfigures the face of a child. This condition has a direct influence on a child’s perception in the society (DePoy et al, 2011).This condition leads to the notion of social identity, which is a perception or attitude an individual or a group has towards another person or group. On this note, children with this condition place themselves within a specific social group that identifies with their needs and problems (DePoy et al, 2011). The social identity theory, developed by John Turner and Henri Tajfel best explains this problem (Tajfel, 1982). The social identity theory denotes that socialization is a process, and social identity is a process within socialization (Frances, 2004).According to Frances, for an individual to gain acceptance by a particular group, the same individual must portray similar characteristics with the particular group (2004). Frances further denotes that these shared characteristics provide a legitimate reason for the individual to gain acceptance within the particular group under consideration (2004). The social identity theory, as advocated by Henri Tajfel and John Turner denotes that a disabled person withdraws from the various activities within a society, because of the social environment in which they operate on. According to Giddens (2009), this withdrawal emanates from their inability to engage effectively with other social groups that operate within a community. Giddens introduces an aspect of the gaze theory in explaining the prob lems of the disabled within a community. Giddens (2009) denotes that the gaze theory measures the level of interaction between a child with disability, and a normal child. He further observes that the theory provides a solution that will address the various difficulties that disabled children suffer from, but this depends on the acceptance by the disabled person that he or she needs the help of a society (2009). The social identity theory emphasizes on limiting certain freedoms of these people, such as of movement and association (Oliver, 1990). Bluhm (2009) observes that the theory groups these people into a social group, this for purposes of identifying their needs and effectively satisfying them. This precipitates the construction of a social group, because the disabled are grouped according to their characteristics. This construed identity increases the level of discrimination and stigma in the society (Tremain, 2006). Raiser denotes that the social identity theory places people into groups, basing on their physical and social characteristics (1995). Bluhm et al (2009) introduces the notion of the gaze theory. He denotes that the theory observes the image of a person, and makes its comparison with a visual text (Bluhm et al, 2009). After analyzing the results of the comparisons, an individual is placed within a

The Background of Organisational Change Management

The Background of Organisational Change Management Huber, Sutctiffe, Miller, and Glick (1993) conducted several literature reviews and found that characteristics of an organizations environment constitute a major category of factors that lead to organizational change. Turbulence, competitiveness, and complexity are environmental characteristics identified as determinants of organizational change (Aldrich 1979, Huber 1984, Hrebiniak and Joyce 1985, Mohrman 1989). In the Huber, Sutcliffe, Miller, and Glick (1993) study of 119 heterogeneous organizations, the researchers found that environmental turbulence as well as environmental competitiveness interacting with organizational sizes are highly significant predictors of organizational change. In an important study with public sector implications, Meyer (1979) found in his study of U.S. government finance agencies that the structure and behavior of public organizations are highly influenced by environmental forces. In another early study, McKelvey (1982) determined that the vast majority of changes in organizations are caused by external forces rather than internal forces. Organization Chosen for assignment As per requirement of this assignment I have chosen a case study analysis of three of the largest producers in the industry: Broken Hill Proprietary (BHP) Coal, Rio Tinto/Conzinc Rio Tinto (CRA) and Atlantic Richfield (Arco). Change factors Following are the main factors involved in organizational change Cultural Environment Economic Environment Forces within corporation Competitive pressure and personal resources Outside pressures Psychological factors The cultural environment The tolerance, even eagerness, of many executives for large-scale changes in their organizations has been stimulated by developments within the field of management itself. In the past several decades a start has been made at codifying the principles and practices of management, at least to a point where one can talk of the art of management. This development has reached a point where the leading practitioners and theorists usually agree at least tentatively about desirable and undesirable aspects of organizational patterns and practices. This means that there is a built-in dynamic within the field of management which is exerting varying degrees of pressure on executives to bring their organizations more nearly in line with the most modern doctrines. Since business practice is constantly evolving, management theory is constantly being revised, expanded, and refined. As senior executives acquire a new and deeper understanding about the ways in which large enterprises can more effective ly do their work, they are more ready to experiment with change. (Eli Ginzberg, and others, Columbia University Press, 1957) The economic environment The economic environment exerts great pressure on business enterprises to introduce changes. During the past several decades the American economy has so expanded that today it is truly a continental market, reinforced by significant interests abroad. The efficient exploitation of opportunities within a country as large as the United States requires organizations that can respond constantly and quickly to the needs and desires of the industries and customers they serve. One of the major forces leading to decentralizationthe outstanding illustration of contemporary change in large organizationshas been the desire of more and more corporations to take advantage of the rich opportunities offered by the continental market. (Eli Ginzberg, and others, Columbia University Press, 1957) Forces within the corporation American management is also encouraged to adopt a positive attitude toward change by forces originating largely within the corporation itself as it responds to new developments in ownership, management, technology, and production. Each will be briefly illustrated in turn. The retirement or death of a builder of a large enterprise is likely to be followed by a significant change in the organizations structure; the professional managerial group is immediately more ready to entertain and act upon recommendations for change. They can adopt a more objective view of the organization; change is not an admission of their prior errors. In fact, being professional managers, they can find real satisfaction in their work only by submitting themselves and the organizations they run to objective criteria of performance. (Eli Ginzberg, and others, Columbia University Press, 1957) Competitive pressures and personnel resources A major proof of dynamic management is its ability to perceive correctly and to respond effectively to conditions that necessitate organizational and other changes to insure the continual profitable growth of the enterprise. The decision in principle that a program of change is required for the long-run welfare of the organization is a necessary but not sufficient basis for action. Management must determine that the gains will justify the costs. The key considerations are the competitive position and personnel resources of the organization. (Eli Ginzberg, and others, Columbia University Press, 1957) Outside pressures In preparing a background to change, management must consider, in addition to financial and personnel resources, the pressures exerted on the company from the outside. Periods of economic depression, which bring large losses and threats of bankruptcy, frequently exert pressure for change. A management may conclude that the companys best chance of survival lies in the rapid institution of major changes. An oppressive external situation may lead personnel to accept changes which would otherwise be strenuously opposed and may also help management to overcome whatever inhibitions it still retains about entering upon a radical departure from previous practices. (Eli Ginzberg, and others, Columbia University Press, 1957). Psychological Factors in Change The illustrative materials in the opening chapter underscore the extent to which organizational change depends in the final analysis on the ability of the president and other senior executives to establish new patterns of behavior. Only to the extent that they stop acting and reacting as they have long been accustomed and start responding in new ways can a program of organizational change be successfully implemented. It is therefore appropriate to consider whatever insights or generalizations can be garnered from psychologythe science of behavior in the hope that we can better understand and thereby control the process of change. Unfortunately for these purposes, psychologists have seldom concerned themselves with the study of directed change in hierarchical organizations, so their work is tangential to the problem at hand and will prove useful only to the extent that it can be adapted. (Eli Ginzberg, and others, Columbia University Press, 1957) Change Bureaucratic Organization Theory of Bureaucracy A great structure of specialized competencies has grown up around the chain of command. Organizations have grown in size because they must be able fully to employ the new specialists and the specialized equipment associated with them if the organizations are to meet their competition. As more specialists appear and the organization continues to grow in size, it becomes necessary to group employees into units, and the units into larger units. Some of the larger of these units in government have been called bureaus, and so the kind of organization resulting from this process has been called bureaucracy. (These units were called bureaus from the French word for writing table or desk.) The great German sociologist, Max Weber, was the first to attempt a systematic theory of bureaucratic organization. His views remain important to us not only because of his enormous influence on American social scientists, but also because of the continuing validity of much of his analysis. Weber pictured an evolution of organizational forms in terms of the kind of authority relations within them. At one extreme is a simple, relatively no specialized kind of organization in which followers give almost unqualified obedience to a leader endowed with charismapresumed unusual, generally magical powers. Such organization was primitive in the sense that it was based upon belief in magic. Since their prerogatives depended upon their leaders charisma, his immediate staff felt insecure and sought a firmer legitimating of these prerogatives. Their fears came to a head at the time of succession in the leadership. Reutilization of methods used to obtain a successor and thus to secure staff prero gatives resulted in the traditionalistic form of organization. Monarchy would be an example. (Victor A. Thompson, Alfred A. Knopf, 1961) Strengths The bureaucratic organization is the arena where science and technology are applied. With a few rapidly disappearing exceptions, such as medicine, we can say that the application and development of science and technology depend upon bureaucratic organization. Modern bureaucratic organization is the most productive arrangement of human effort that man has thus far contrived. Its ability to accomplish objective organizational goals has produced the highest standard of living yet achieved by man, while allowing populations to expand enormously at the same time. Dependence upon highly trained specialists requires appointment by merit rather than election or political appointment. It requires a system of assured careers; otherwise, the individual would not invest the time needed to acquire specialized skill. It requires that the organization have a definite and reasonably assured division of work into defined jobs or offices. The trained specialist would not usually allow himself to be used as a jack-of-all-trades. In fact, the division of work in organisation for the most part simply follows the existing specializations in society at large. Weaknesses As Weber said, charismatic forms of organization give way to bureaucracy because the former are inadequate for daily, regularized activity. Charisma functions in new situations and is not compatible with highly defined situations. Charismatic organization is dependent upon the reputed genius of individuals and is, therefore, unstable and precarious. To secure stability, continuity, and predictability of product, the activities of the organization are reduced to procedures or routines. Routinization of organizational activity is implicit in the process of specialization and is a characteristic of bureaucracy. Specialization requires a stable environment and a guarantee of continuity of function. Within the organization, the specialist must practice his specialtya group of related routines. Although managerial ideology still strongly contains the charismatic image, bureaucratic organisation seek to avoid dependence upon individuals by reducing relevant information to classes, and organ izational activity to routines which are activated when the appropriate class of information is perceived. It would seem, therefore, that the advance of specialization requires routinization, one of the central characteristics of bureaucratic organization. (Victor A. Thompson; Alfred A. Knopf, 1961) Alternative Forms of Organizational Change Development Evolutionary and Revolutionary Change in Organizations Change is classified as evolutionary change gradual and incremental, or revolutionary change, sudden and drastic. Evolutionary change adds small adjustments to strategy and structure to handle environmental changes. Revolutionary change results in new operating methods, goals and structure. Three ways to implement revolutionary change are reengineering, restructuring and innovation. Socio-technical systems theory. Total quality management method. Flexible workers and flexible work teams method. (www.scribd.com/doc/13754469/chapter-10-type-and-form-of-organizational-change) Revolutionary Reengineering Restructuring Innovation (www.scribd.com/doc/13754469/chapter-10-type-and-form-of-organizational-change) Five Forces Model The Five Forces Model which is also known as Porters Five Forces Model is a simple but powerful tool for understanding where power lies in a business situation. This is useful, because it helps you understand both the strength of your current competitive position, and the strength of a position youre looking to move into. Supplier Power: Some of the world known companies are the suppliers of Broken Hill Proprietary (BHP) Coal, Rio Tinto/Conzinc Rio Tinto (CRA) and Atlantic Richfield (Arco), while the company has its own manufacturing units where they produce certain kind of products, so they are not relying on just outside the organization supplier, so there is not too much chances that of the supplier power will high the cost of the proposed change. Buyer Power: The number of users of customers of Broken Hill Proprietary (BHP) Coal, Rio Tinto/Conzinc Rio Tinto (CRA) and Atlantic Richfield (Arco) products and services increases day by day so the buyer power is high, and it will be a good sign to have a good number of buyers of their new services in order to keep the pricing of services minimum but the company generate more revenue and good pay back of the investment. Competitive Rivalry: There are some competitors in the market but they are limited to just few minor areas, so Broken Hill Proprietary (BHP) Coal, Rio Tinto/Conzinc Rio Tinto (CRA) and Atlantic Richfield (Arco) have many advantages over their competitors and the proposed change will attract much more customers towards these services and increase the market share and revenue. Threat of Substitution: The threat of substitute is minimum. Threat of New Entry: There always remains threat of new entry when your company is operating in market, but for Broken Hill Proprietary (BHP) Coal, Rio Tinto/Conzinc Rio Tinto (CRA) and Atlantic Richfield (Arco) in introducing the new change, this factor will not be too valuable as for other organizations, because they have the vastest networks of their business and provide good and flexible services. EFQM Models Analysis EFQM model known as European Foundation for Quality Management is a framework for organizational management. This model helps organizations in developing their strategy towards the achievement of their goals. The EFQM Excellence Model is a practical tool to help organizations do this by measuring where they are on the path to excellence; helping them understand the gaps; and then stimulating solutions. The key strength areas in Broken Hill Proprietary (BHP) Coal, Rio Tinto/Conzinc Rio Tinto (CRA) and Atlantic Richfield (Arco) which need to invest more attention in order to make improvement are to make initiatives to take on board all the stakeholders, providing extended services through the wireless local loop is having very potentials in the current era. So this area needs to invest which will generate much more revenue and quick payback of the money which will be invested. Current or Future Change initiatives (as leader) When involve in change process a leader of the change team I will feel the responsibility of the overall management of the change process form the initial stage to the full implementation of the process and their after effects. As a leader I will ensure that all of the change management team will have clear idea of the change for which we are going on, what will be the benefits of that after the accomplishment of process. I will make sure to take all the stakeholders of organization on board, and continuously update the higher management and board of directors about the current status of the change. My focus will be on the change equation in which to minimize the resistance to change for reducing the dissatisfaction among my team members, providing my co members clear vision and understanding of the impacts of change on the overall activities and operations at my department especially. And then involve the whole team to initiate first steps and work as team and promote the team spirit among my team members. Using Transition Curve To best ensure that I will remain in contact with the feelings of people in my core team about that I will keep in touch with all my team members during the daily activities of change process and will facilitate them in performing their tasks. It is also important to understand keep in touch with team members, if they facing some problems other than the duties of their job, provide them consultancy on how to come with solutions to their problems. I will have a good appraisal system to appreciate the work of my team members. If the team members face some problems in performing their duties or having lack of technical knowledge then I will suggest the management to organize some training and development activities like workshop to update the technical team members with latest tools and knowledge. Conclusion Organisational change can be defined as the change in the organisation operations, structure and business which has significant impact on the way the work is performed in that organisation. Organisation change makes the gap apparent between how the work is done currently and where the management wants or see that to be. Simply organisational change may be a result of the work area identifying goals that they want to be achieving. Organizational change is about significant change in organization like reorganization or launching new product or services, it may be not a smaller change like adopting new software procedures or systems. There are different types of change models available for organizations but the use of these models depends upon the type of organization, the market in which they are in operation, they way their competitors perform, and core competencies. The five forces model is also known as Porters Five Forces Model is a simple but powerful tool for understanding where power lies in a business situation. This is useful, because it helps you understand both the strength of your current competitive position, and the strength of a position youre looking to move into.

J.B. Priestleys Inspector Calls :: Priestley Inspector Calls Essays

J.B. Priestley's "Inspector Calls" J B Priestley presents the readers with a fascinating play of guilt and innocence, of prejudice and hypocrisy. But there are parts of this play that i fail to understand. Mr and Mrs Birling are a middle class couple with two children, Eric and Shelia. Shelia is engaged to an upper class man named Gerald Croft. It is not everyday that an inspector should turn up at a house filled with people with such a high status. However, Mr Birling and Mr Croft are respected gentlemen, so why does Priestley leave it so unclear to them, and us, as to whether Eva Smith is one person or several? There are many possible answers to this question as different people will have different views and opinions as to why Priestly does this. However, I am going to discuss my interpretations of why he chose to do this. There are certain things that readers must notice to be able to understand the question; â€Å"Does it affect your response to the play that Priestly leaves it unclear whether there is one Eva Smith or several.† For example, the fact that on questioning members of the Birling family and Mr Croft, the inspector insists that only one person sees the photograph at any one time, and that that person must be the one who is being questioned. Of course, it is possible that this is the way in which this particular inspector does his work. However, if he were to let everyone in the Birling household see the picture at the same time, by the time he questioned the other family members they would have had time to react to the picture and would be able to pretend that they didn’t know the girl, whereas dealing with them individually enables the inspector to notice any suspicious behaviour. Also, could it be that there is a political message hidden in this investigation? The actions of Mr and Mrs Birling show that they are unaware of the impact that they have on the lives of people in the working class, such as Eva Smith. They show no sign of remorse or regret, even after hearing that their actions and the selfish decisions of their children and future son-in-law contributed to the killing of a young vulnerable woman. However, if this woman was of a higher status, perhaps their views would be very different. Class was a very important aspect of social life in the 1900s and I believe that the Inspector was trying to show the Birlings and Mr Croft, that it is not the most important thing about people. Eva Smith was working class, she had little money and was lonely.

Interview template

Thorough grasp of material (lecture and cases) as demonstrated in examinations Participation in class discussions Excellent participation *may* help move your grade one level up 4 Attendance Regular attendance in lectures and tutorials is essential to complete this unit successfully. Steady effort is the way to build your human capital in this area The text, supplementary reading, lectures, tutorials, etc. Are all complements, not substitutes Attitude is key to your success – Been there, done that -International Business Context O Dry Sarah Advertiser 13 Grading Policy: The Bad NewsWord about academic honesty: No plagiarism: pasting sentences or paragraphs from various sources without attribution DOES constitute plagiarism. Copying from another student also constitutes plagiarism No dishonesty in attendance: Signing in for one or more other students constitutes academic dishonesty No dishonesty in examination: No talking or exchanging notes during examination Students caught c ommitting an act of academic dishonesty will automatically fail the assignment or the unit Any Questions? 5 What is Economics and its relevance? Study of how economic agents choose to SE their scarce resources.Economics analyses the basic market structures of the business environment, and the decision-making behavior of economic agents Economic agents include consumers, firms, managers, workers, bureaucrats, criminals, Branches of Economics Microeconomics Branch of economics that deals with the behavior of individual economic units-?consumers, firms, workers, and investors-?as well as the markets that these units comprise. Macroeconomics Branch of economics that deals with aggregate economic variables, such as the level and growth rate of national output, interest rates, unemployment, and inflation.Classical Economics and Business Economics is to the traditional business discipline as Physics is to the classical engineering sciences. Economics is a tool box. Combining these with too ls from decision sciences we can find the power tools that can maximize your firm's chances for survival and prosperity in an uncertain world. This is all about Business Economics. 6 What is Business Economics? Business economics is concerned with the application of economic principles and analytical tools of decision sciences – Mathematics, Statistics, andEconometrics – to solve Business/Managerial decision problems. Thus, Business economics is about the application of economic theory and analytic tools to help managers make better decisions. The scope of Business Economics Management decision problems arise in any organization (firm, a non-profit organization, or a government agency) when it seeks to achieve some goal or objective subject to some constraints. Business Economics provide us with the power tools to examine how an organization can achieve its objectives most efficiently. Decision Problems: Examples

Advertising in Schools: in Public Education System Essay

Throughout the United States, the faltering economy has drastically affected the employment and income of its citizens, consequently resulting in the deterioration of public education system. In our San Diego Unified district alone, it is estimated that the budget deficit will reach $80 million (â€Å"VoiceofSanDiego†). The lack of funding towards public schools could possibly hinder the attendants’ ability to learn and advertising from corporate sponsorships could provide the necessary revenue to close the schools budget gaps. According to the National Education Association it is estimated that 100,000 schoolteachers nationwide lost their jobs preceding the start of the school year, to protect the employment of our districts schoolteachers drastic modifications must be implemented. Plausible solutions are to mirror the example of Minnesota’s St. Francis School District who under economic hardships gained $230,000 from the selling of ad space thus protecting the jobs of their employees. See more: The stages of consumer buying decision process essay However, critics argued the advertisements might impede a child’s learning, this problem can be solved with ease by promoting brand names in our yearbooks or scoreboards that have little affect on the education of the students and would still bring substantial profit to our school. The selling of ad space in school buses can also offset the daunting costs of educational equipment and vital school programs. Our schools transportation system has recently made cut-backs due to lack of funds, however by displaying local sponsors, the profits can be incorporated back to the schools budget. Being that the target audience is passing spectators, the ads have no negative affect on the students and â€Å"School districts say it’s practically free money and advertisers love the captive audience school buses provide,† quoted ABC News. Averaging a rate of $230 per month, one meager school bus advertisement stands to make $2,300 in the school year where a majority of the reven ue goes directly to the school district. Sponsored advertising could benefit the financial shortcomings of our schools on all aspects; yet, criticizers continue to repudiate the progress because the advertisements easily captivate a highly susceptible audience. This detrimental factor can be used to the advantage of faculty and parents with constructive advertising. Endorsements that promote a healthy lifestyle and diet rather than sugary sweets can aid in the development of our minors. Similarly, ads such as publishing associations could pay to endorse books and other didactic apparatuses in libraries or classrooms that would encourage learning for schoolchildren. For these reason corporate advertising can be accepted into our schools without the apprehension of children being negatively influenced. These economic problems pertain especially to our district and plausible solutions should be exercised. Scripps Ranch High School can adopt these techniques to ease the budget deficit; envision our school advocating a sponsor s uch as KPBS in our library or even our sports teams exhibiting sponsored attire of Puma for the sale of ad space. Our school does not have to brave this recession with only cut backs it is time to raise our commission for a change, for the sole benefit of our school. Nationwide, the current economic downturn has forced schools to employ budget cuts and teacher terminations. Advertising in our schools could become an efficient means of alleviating the budget deficit and the extra revenue would go towards preserving the jobs teachers and other school programs. This source of unrestricted revenue is difficult to deny and our school can hardly afford to surrender more extracurricular activities. To protect the sanctity of Scripps Ranch High’s superb educational system additional income must be utilized and with minimal effects, corporate advertising is an unparalleled example of a money generator.