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Essay Most people think â€Å"we† are becoming more equal through out history. Although, the reality is that we repeat history. Between class, gender, and race the recreation of systems of discrimination is repetitive. With that being said I will introduce five facts that reflect social construct relating to class, gender and race in America. Class is a set of concepts that society has created to measure ones income, wealth, and status. While, there is not a direct definition of class it is a huge aspect of the way we live our lives. I will break down class within the way society measures it. Income is based on the particular money or revenue an employee is bringing home. Meaning wealth is significantly associated with income plus the material things an individual owns; for example expensive cars, land, or any ownership that shows fortune. In theory, status is the exemplification of inheritance, for example a family business, a home or even something as small as jewelry. The Daily Conversation displays a visual by a Harvard business professor whom interviewed five thousand people on their view of wealth inequality in America (YouTube, 2014). As shown in the YouTube video Wealth Inequality In America Daily Conversation proves that society has no authentic awareness on the way wealth is spread among the American people. Out of the five thousand Americans interviewed they thought that the top twenty percent of wealthy people were almost as half the amount of high-middle, middle, and poor class wealth. Ninety-two percent of those people think the ideal wealth should be dispensed nearly equally among the top twenty percent wealthy and middle class with a less portion to the poor class. In reality the top twenty percent of wealthy Americans are roughly three-fourths the wealth compared to the middle and lower class. As mentioned in the article Mobility, measured it shows that â€Å"America is no less socially mobile than it was a generation ago† (The Economist, 2014). The image showed before the article displays a triple bunk bed related to the differences’ between social class constructions. On the top bunk posi tioned the wealthy percent of the population with only two characters, a man and woman. Underneath the middle class is placed then demonstrated as the educated. Next the poor or lower class is detained in a filthy and packed environment. On the sides of the bunk bed are ladders. On the left is a character that seems to be educated and excited to move up the ladder to the top wealthy percentile. Also on the left another educated character is  falling off the ladder showing the immobilization of society. There are many reasons why social mobility is decreasing over the years. Such as the correlation between parents and children, â€Å"†¦the odds that a child born into the bottom fifth of the income distribution will climb all the way up to the top fifth† (The Economist, 2014) is nearly unmanageable. Statistics show that this correlation has not altered over years. Although there is evidence that mobilization is lessening, Americans still believe that the lower class has a chance at climbing the ladder and succeeding, just as mentioned in the YouTube video previously. It may seem nevertheless that class is the only contribution to each individual’s well-being but everyone has intersectionality in society. Class, gender and race include all aspects of who we are and where we are placed among the spectrum. Gender roles are a huge democracy in today’s American society. Yet, they are different in all types of cultures in different parts of the world. It was simply that the women was a housewife and contributed to the man of the household and children as her job. Furthermore the men’s job was to work and bring home the income. Society presents these different types of roles through everyday media. The cheery blossom market mentioned in the YouTube video Medias portrayal of gender roles shows little girls grocery shopping and cooking like women roles should be, so why not learn early? Not to mention the Tonka Pods that are small construction toys to show little boys where they are expected to work (YouTube, 2014). Though parents might think toys are just for children to play with, those â€Å"toys† are molding them for the future. Toys such as Baby Alive or the American Girl dolls, give the perception that its okay for young ladies to have children and that its their role to take care of the child, because they are a the woman. On the a web page called women in advertisements and body image illustrate an image with a woman on the floor seeming to be looking a Christmas card. In the caption of the advertisement it states â€Å" Christmas morning she will be happier with a hoover† this statement undergoes the housewife role. Studies of advertisements in a variety of mens, womens, and general interest magazines have categorized women in various roles: housewife, decorative element, sex object, and dependent on men† (Zimmerman Dahlberg, 71). With the intention of grabbing the man or woman’s attraction to the product based on their gender roles, thus their interest. In addition, race is the  greatest influential on society. Well what exactly is race? Race is grouping of entities that believed to share joint inborn biological characteristics. To start from the beginning slave codes where set to govern slaves, black people. Once it became unconstitutional the black codes where then placed, which are regulations that only affected blacks. As stated before the recreation of systems of discrimination is repetitive. Meaning black codes where only the recreated, yet name change of slave codes. Ne xt the Jim Crow laws were assigned setting segregation status between whites and blacks. Although these laws are not placed today and are considered unconstitutional statistics show that blacks are still the underdogs. The likelihood that a black defendant with a white victim will be prosecuted is significantly more than a white defendant and a black victim. Race has physical and cultural social construction. Physical differences cause the cultural differences. For example within the African American culture there is a battle between the light skin and dark skin men and women. In the Race In Hollywood: Black Actresses Weigh In On The Light Skin Vs. Dark Skin Debate (VIDEO) successful actresses and the lovely Oprah discuses the topic of dark and lighter skin people in the same race. Oprah asked if the actresses wherever denied a part, because it was for the â€Å"prettier black girl, even from their own people† and two mentioned yes (The Huffington Post, 2014). Gabrielle Union mentioned in the video that dark and light skin girls go to clubs and promote against each other. From experience I have personality been a victim of the dark and light skin discrimination. Things like â€Å"our pretty for a dark skin girl† or even â€Å"your dark skin makeup sets well† are a few slurs African American females through at each other. As for the African American race to be the most victimized it is astonishing that there would be hatred against each other. Also, said in the Oprah interview some believe this is the aftermath of slavery that African Americans are still mad, hurt and are continuing to battle against one another because of it. Do you think â€Å"we† are becoming more equal through out history? Although, the reality is that we repeat history. Between class, gender, and race the recreation of systems of discrimination is repetitive. After showing the massive class misconception and non-mobility, gender roles, race against race, yet also against same racial group how well is our society creating a equal nation. References The Economist,. Mobility, measured, 2014. Online. Internet. 11 Nov. 2014. . Available: http://www.economist.com/news/united-states/21595437-america-no-less-socially-mobile-it-was-generation-ago-mobility-measured. The Huffington Post,. WATCH: Actresses Tackle The Light Skin Vs. Dark Skin Debate, 2014. Online. Internet. 11 Nov. 2014. . Available: http://www.huffingtonpost.com/2013/06/26/race-in-hollywood-light-dark-skin_n_3473707.html. Womeninads.weebly.com,. WOMEN IN ADVERTISEMENTS AND BODY IMAGE Overview, 2014. Online. Internet. 11 Nov. 2014. . Available: http://womeninads.weebly.com/index.html. YouTube,. Medias portrayal of gender roles, 2014. Online. Internet. 11 Nov. 2014. . Available: https://www.youtube.com/watch?v=w2bYinZ6RX0. YouTube,. Wealth Inequality In America, 2014. Online. Internet. 11 Nov. 2014. . Available: https://www.youtube.com/watch?v=JTj9AcwkaKM.

Analysis of Curiosity by Alastair Reid Essay -- Curiosity Poem Essays

"More likely the cat was just unlucky" (l. 1-2). In this narrative poem ?Curiosity?, by Alastair Reid, he gives a dissertation on cats and dogs. Cats are adventurous and dogs do not take chances. Reid uses symbols Have you ever heard the saying ?curiosity killed the cat? (l. 1)? and allegory to disclose the theme that life can be more fulfilling if one opens the door to new and different prospects. In ?Curiosity?, Reid describes the lives of cats and dogs as though they are everyday people. Cats, being the inquisitive ones, are willing to lead a life of risk-taking without weighing the consequences. ?Dogs say cats love too much, are irresponsible, are changeable, marry too many wives, desert their children, chill all dinner tables with tales of their nine lives.? (ll. 27-30). Cats feel...

Job Analysis and Job Design Essay

Job analysis—The procedure for determining the tasks and responsibilities of each a job, and the human attributes (in terms of knowledge, skills, and abilities) required to perform the job. The outcomes of job analysis will be: Job description (what the job entails), Job specifications (what the human requirements are needed for the job). Job analysis is something called the cornerstone of HRM, because the outcomes of job analysis (job descriptions and job specifications) are the basis for most of the interrelated HRM activities, including recruitment and selection, HR planning, training, performance appraisal, pay and benefits, health and safety, labour relation, and so on (you can think about more areas). The Phases and Steps in Job Analysis Phase One: Preparation for job analysis 1. Step 1: Familiarize with the organization and its jobs 2. Step 2: Determine uses of job analysis information 3. Step 3: Select representative jobs to be analysis. Phase 2: Collection of job analysis information 4. Step 4: Determine sources of job data (Human and nonhuman sources) 5. Step 5: Data collection instrument design (Job analysis schedules) 6. Step 6: Choice of method for data collection (interview, observation, questionnaire, etc.) 7. Step 7: Develop a job descriptions and job specifications. Phases 3: Use of Job analysis Information (for other HR management areas) Methods of Collecting Job Analysis Information Collecting job analysis data usually involves a joint effort by an HR specialist, the incumbent, and the jobholder’s supervisor. Job analysis techniques can be categorized into 2 groups: Qualitative methods and quantitative methods. Qualitative methods mainly include 1) Interview, including individual interview, group interview, and supervisory interview 2) Questionnaires—having employees fill out questionnaires to describe the job related information (See Figure 2-4, P. 62-63 of the text) 3) Observation it is useful when jobs consist mainly of observable physical activities. 4) Participant diary/log – Asking employees to keep a diary/log or a list of what they do during the day. Quantitative methods mainly include 1) Position Analysis Questionnaire (PAQ) Very structured job analysis questionnaire Contains 194 items, each of which represents a basic element Provides quantitative job score on five dimensions of job requirements: having decision-making, communication, or social responsibilities performing skilled activities being physical active operating vehicles/equipment processing information Results from PAQ can be used to compare jobs and help determine appropriate pay level. 2) Functional Job Analysis (FJA), a quantitative job analysis method for classifying jobs based on : types and amounts of responsibilities for three functions: data, people, and things the extent to which instructions, reasoning judgment verbal/language facilities required It also identifies performance standards and training requirements. 3) The National Occupational Classification (NOC) –See P. 67-68 of the text Complied by the Human Resources Development Canada An excellent source of standardized job analysis information, containing comprehensive description of approximately 20,000 occupations. A reference tool for writing job descriptions and job specification It’s counseling component: Career Handbook. Classifying system of NOC (See the website: http://www.hrsdc.gc.ca/eng/jobs/lmi/noc/index.shtml) Major group –identified by two digital numbers. Minor group –identified by one digital number Unit group –identified by one digital number Writing Job Descriptions A job description needs to tell: What the jobholder actually does, How he or she does it, and Under what conditions the job is performed The 6 Basic Element of Job Description (See example in Figure2-6, P. 66 of the text): 1) Job identification Job title Department Report to Job status 2) Job summary—describing the nature of the job, listing only its major functions or activities. 3) Duties and responsibilities 4) Authority 5) Performance standards 6) Working conditions Writing Job Specification The 6 basic element of job specification: 1) Job identification * 2) Job summary * Skill factors: Experience 3) Specific skills Education level 4) Effort factors Physical demands Mental demands 5) Working conditions * Notes: items with a â€Å"*† can be the same and combined with those in job descriptions. Job Design Job Design—the process of systematically organizing work into tasks required to perform a job Job Design Considerations (also refer to PowerPoint slides) Organizational considerations Ergonomic considerations Employee considerations (considering human behavioual aspects) Environmental considerations In the history of job design, people usually follow two schools of thinking: 1) To simply the jobs. This practice emphasizes the efficiency of production but pays concern in workers’ well-being 2) To enrich the jobs. This practice emphasizes both efficiency and workers’ needs and well-being The Job Characteristics Model (JCM) To understand this model, we need to understand the basic dimensions and  their relationship to psychological states and work outcomes –See Page 77-78 of the text. The 3 critical psychological states The basic theory underlying the model is that desirable outcomes both for the person, in terms of internal satisfaction and motivation, and for the organization, in terms of high quality performance and low absenteeism and turnover, will result only if the worker can achieve three critical psychological status: 1. The work must be experienced as meaningful, worthwhile, or important. 2. The worker must experience that he or she is personally responsible for the work outcome, that is, accountable for the product of his or her efforts. 3. The worker must be able to determine in some regular and reliable way how his or her efforts are coming out, what results are achieved, and whether or not they are satisfactory. The core job characteristics are then derived by observing what kinds of job characteristics are more or less likely to lead to the desired psychological states. The 5 Core Job Characteristics 1) Skill variety – using different skill and talents to complete a variety of work activities. 2) Task identity – the degree to which a job requires completion of a whole or identifiable piece of work. 3) Task significance – the degree to which the job has a substantial impact on the organization and /or larger society. 4) Autonomy – the degree to which a job gives employees the freedom, independence, and discretion to schedule their work and determine the procedures to be used to complete the work. 5) Job feedback – the degree to which employees can tell how well they are doing based on direct sensory information from the job itself. The Relationship between the above Theories and Management Strategies can be reflexed by various job design strategies as listed below: Strategies for enriching jobs: Based on the Job Characteristics Model, we can employ the job design strategies of: Job rotation –arrange employees to rotate to different job  during a certain period of time. Job enlargement- put more related tasks into a job to make it larger. Job enrichment- let employees have more autonomy and involve in thinking aspects of the jobs. Employee involvement and work teams Use of job families in HR Decisions Increasing job flexibility –cognitively complex, more team-based, more dependent on social skills and technological competence, time pressured, mobile, and less dependent on geography Self-study requirements: Read Chapters 2 and 3 of text Visit the website of National Occupational Classification

The Highest Peaks in the United States