Analysis Of The Color Of Skin, Blood, And Species. J. K....

Literal and Metaphorical Racial Ideologies in Harry Potter The Colour of Skin, Blood, and Species J. K. Rowling has long been lauded for her inventive implementation of underlying complexities within the Harry Potter series. Further analyzation reveals how, through magical and metaphorical racial themes, she also evaluates contemporary and historical racial ideologies outside of the wizarding world. The series perpetrates antiquated racial constructs with no hint of satire on the surface. However, she takes advantage of the readers willing suspension of disbelief, effectively penetrating psychological defences, in order to offer contradictory examinations explicitly encompassing race-related issues. As opposed to dealing specifically with skin colour and nationality, Rowling safely explores under the guise of magical species and blood purity. Per contra, the conversely related metaphorical and literal interpretations are complementary; the metaphorical elements create a deeper layer of insight into the Eurocentrism than a surface observation would provide. Regarding the literal and modern perception of racial prejudice, J. K. Rowling presents a universe ostensibly void of racial tension and unrestrained by constrictive ethnic identity (Lyubansky 2). Though multiple minorities are featured in the novels and film adaptations, race is made irrelevant and never acknowledged by the characters. The mainly neoconservative racial ideology Rowling adopts for the books assumes

Essay on Gender Norming - 974 Words

Gender Norming What exactly is a standard? According to Webster’s dictionary, a standard is a level of quality or excellence that is accepted as the norm or by which actual attainments are judged. Standards are created because someone believes that a fair and efficient form of doing something is necessary. The military is full of these standards. One of the most widely known is the Army Physical Fitness Test (APFT). It tests the maximum amount of push-ups and sit-ups a person can do in two minutes. Along with completing a two-mile run in the allotted time prescribed. The APFT is different from any other standardized test I have ever seen. It is painfully obvious that the test is severely skewed in the females favor.†¦show more content†¦nbsp;nbsp;nbsp;nbsp;nbsp;The way gender norming works is more of a theory than a proven fact. The idea is that by taking a handful of case studies done in a laboratory we can figure out every female’s physical fitness level. There is only one problem with that idea. Every human being in the world has different genetics. Meaning not every female is going to have the same body type and muscle structure as the next. To imply that females are weaker genetically than men is preposterous. Just as some women may be weaker in a certain event in the AFPT so might a male be as well. For example, I hate running with an extreme prejudice. I have never been a good runner and more than likely never will be. Does this mean that now, because I do not run well that all males in the Army should have an easier standard? Of course not, that is crazy. The male soldiers would find that insulting and would not allow it to stand. The Army has created a double standard and the women for some reason seem to accept it. It is ironic considering how females in the army have been constantly asking for equal rights and how they only want to be considered as equals. nbsp;nbsp;nbsp;nbsp;nbsp;It was not until three years had passed since the creation of the new female standard, that women started to complain about unfair standards. All of a sudden the board was receiving letters on the how the Army’s basic training standardsShow MoreRelatedReflective Writing on Team Work Essay1542 Words   |  7 Pagesterms team role and functional role. It is necessary for a team to keep the optimum balance both in functional roles and team roles. On the other hands the Tuckman’s theory describes the four stages of small group development as forming, storming, norming and performing. However a fifth stage of adjourning was added which involves the completion of tasks, termination of roles and dissolution of groups. Belbin’s theory is helpful to identify the different types of the teams; the characteristics defineRead MoreMy Experience With Mba Student Team Development1023 Words   |  5 Pageslike family; you don’t get to choose them . In my 10-year Project Management career, building productive teams of individuals with varying skills, gender, age, culture, work ethics, has been my biggest challenge. One of the most quoted Team development models was proposed by Bruce Tuckman in 1960. The five developmental sequence are: Forming; Storming; Norming, Performing and Adjourning. In this paper, I have used this model to compare and contrast my experience with the MBA student team developmentRead More Groups and Teams Essays1092 Words   |  5 Pagesconsidered effective; forming, storming, norming, performing and adjourning. Forming is the first stage and is primarily the initial entry into a group and getting to know each other stage. The storming stage of group development is a period of high emotionality and tension among the group members (Schermerhorn, Hunt Osborne, 2003, p. 9). During the norming stage of group development issues, goals, tasks really come together as one cohesive unit. The norming stage is about harmony and balance, especiallyRead MoreGroup Communication In 12 Angry Men935 Words   |  4 Pagesuncomfortable wooden chairs. Internal noise included prejudicial views, anger, frustration, and heavy sweating. The pros include sharing of opinions, democratic voting, and sharing of feedback. Cons include a jury that was too homogenous in r ace and gender, a physically uncomfortable room, and noise. The cons may have been improved upon with different jury members and a comfortable jury room. The forming group development stage began when the jurors made polite conversation and interactions whileRead MoreEssay on Ilm M3.11 Building the Team1585 Words   |  7 Pagesbetween individual members, whereas a groups strength may come from sheer volume or willingness to carry out a single leaders commands. Groups are formed quicker and easier than teams. Even within the workplace, groups could be shaped according to gender, age, experience, expertise, skills, etc. Forming a group based on a certain commonality is not particularly difficult, although the effectiveness of the groups may be variable, leading to complete compatibility or complete intolerance between individualsRead MoreAnalysis Of Beck Depression Inventory, Second Edition ( Bdi II )1569 Words   |  7 Pages(Beck, et al., 1996). In addition, both the internal consistency and test-retest data have been replicated in numerous studies, including adults and adolescents, with similar findings. 12. What kind of ‘norming’ information is provided? What is the make-up of the norming group? When looking for the norming information for this test we must look at the samples that were used. The five samples that were used for the BDI-II were four different psychiatric outpatient clinics and one college-student groupRead MoreThe Psychosocial Family Tree Assessment988 Words   |  4 Pagesis considered low. Although it can be taken by others of a different age, race, and/or gender, it has important limitations. The assessment cannot account for the experiences or the relationships that the participant have had with family members, which leads to a personal, bias perception when filling out the assessment. Therefore, the results cannot be generalized to the rest of society. Furthermore, the norming sample of the people taking this specific assessment included Texas AM InternationalRead MoreFactors That Affect Team Cooperation At The Team Level1479 Words   |  6 PagesThis reflection is the analyses and experiences of teamwork in the process about group presentation. It put s forward many factors which affect team cooperation at the team level, including the team characteristics and the impacts of cohesiveness, norming and the conflict in different stages of team development. The purpose is to analyse the relationship between these factors and teamwork, give the follow-up to its improvement, and further promote to the performance of teamwork. Discussion Team CharacteristicsRead MoreThe Assessment Instrument You Are Reviewing1536 Words   |  7 Pagesstandardization sample. Norming information: how were the individuals in the norming sample selected? Determine if the normative sample is representative of the population in terms of gender, ethnicity, geographical areas, and parental status. (4 pts.) The standardization sample was selected from most states in the U.S.A. The total of students who were tested until 1986 was 1,563. The sample in the PIAT-R was focused to be an equal in four areas which are geographic region, gender, socioeconomic statusRead MoreThe Stories That Changed My Perspective on Racism and Ethnicity668 Words   |  3 Pagesof trying to confront a person who says something denigrating, based on race, or gender perception, or body shape or any reason, I have to say something about my self that does not put that person on the defensive, but still counteracts the norming of their oppressive conduct, by replacing that with a supportive counter-balance. For example if someone made a derogatory remark about someone else based on say their gender for example, instead of saying something like you made a big mistake buddy, I

Self Directed Work Team Free Essays

A Briefing on Self Directed Work Team ( SDWT ) by Group 5 Self Directed Work Team is a powerful construct since the ancient Roman host and today about 68 % of fortune 1000 companies implement SDWT construct including Ford, GM, P A ; G, FedEx, etc. ( Lawler, Mohrman, A ; Ledford,1995 ) . Definition Vecchio ( 2003, p. We will write a custom essay sample on Self Directed Work Team or any similar topic only for you Order Now 107 ) defined Self Directed Work Teams ( SDWT ) as â€Å"a extremely trained group of six to eighteen employees that is to the full responsible for making a specific product† . And harmonizing to an article in Entrepreneur Connect ( Anon, 1995 ) â€Å"self -directed squads are little groups of employees who have duty for pull offing themselves and their work† . Success in today ‘s disputing competitory environment is based on employee authorization and squad work ( Boyett A ; Boyett, 1998 ) . This could be closely related to Herzberg ‘s motivation factor which was later merely defined by Barbara ( n.d. ) as â€Å"what makes you work well† . Many companies are attracted to this invention because of the chance of flattening the organisational construction in these times when retrenchment, flattening and work procedure reengineering are so important ( Coates and Miller, 1995 ) . SDWT leads to increased organisational effectivity and employee satisfaction ( Forsyth, 1999 ) which in today ‘s concern is being the competitory advantage ( Ron Williams, n.d ) . Advantages of SDWT General Motors, Proctor A ; Gamble A ; Xerox by implementing SDWT resulted in about 30-40 % betterment in productiveness ( Bruce, n.d. ) . In Kodak client aid Centre SDWT resulted in 100 % addition in net incomes ( Anon, n.d. ) .FedEx improved their service by cut downing the loss of bundles and wrong charge by 13 % . Rubbermaid increased gross revenues by 50 % above projections Quality betterment. Increased productiveness and reduced cost. Highly flexible. Simpler occupation categorization and each member know every procedure through occupation rotary motion which will cut down dependence one individual. Better invention and creativeness. Team members are motivated by occupation satisfaction, authorization, trust, feel of ownership A ; personal growing which in bend benefit the company as a whole. SDWT is being a vehicle for conveying in the Total Quality Management construct in an organisation ( Vecchio,2006, p.112 ) Following statistics based on a reappraisal of organisation that transferred to SDWT ( John Cotter, n.d. ) good prove the positive impact. 93 % reported improve productiveness86 % reported reduced operating cost86 % reported improved quality70 % reported better employee attitudes Given the above advantages and success narratives there are effects and jobs in disputing the success of SDWT and even driving to the opposite way to failure. Consequences of SDWT Elimination of supervisory place.The demand for displacement from keeping the determination doing power to deputation and leting liberty. In other words supervisor should move as a facilitator and supply counsel to teams particularly outside the squads ‘ countries of expertness. Supervisors should pull off communicating and supervise the effectivity. Leaderships promote squad work and corporation ( Brillhart, 1983 ) . The key in supervisory function is to actuate â€Å"Self-Direction† . In an interview with Sterling Health USA, employees frequently quoted that â€Å"Before, the group leader made all the determinations. You did n’t cognize why the determinations were made†¦ now we do† ( Peter, 1999 ) . But is the squad leader ready to accept the passage from keeping the power to deputation? Is S/He ready to better the accomplishments to measure up as a facilitator? Requirement for heavy investing in preparation. Training needed for both supervisors and squad members in constructing assorted accomplishments. Cloke and Goldsmith ( 2002, pp 205-214 ) identified 10 accomplishments those are indispensable for members of the work squads to develop self direction, communicating, leading, duty, back uping diverseness, feedback and rating, strategic planning, determining successful meeting, deciding struggles and enjoyment. Williams ( n.d. ) mentioned â€Å"It is non uncommon for autonomous work squads to pass 20 % of their clip in ongoing training† . Organization willing to implement SDWT should hold a clear preparation scheme including cross preparation chance and resources. Top direction should plan the preparation policy and budget for it. Need for more flatter and flexible organisational construction.The determination doing authorization is transformed to the squad members to extinguish waste of clip trusting on blessings from directors. Autonomy, liberty, authorization are the cardinal participants in success of SDWT which is facilitated merely on level constructions. Duties assigned to workers in GM clearly indicate the demand for level construction. ( William,1999, p.11 ) Duty for quality control. Duty for care and little fixs. Duty for safety. Duty for capital budgeting and operational budgeting. Duty for staffing. SDWT to get down executing takes long period.As per William ( 1999 ) SDWTs can non be created immediately ; it can take 2 to 5 old ages to to the full implement. Some companies might non hold the clip or resources to travel through this procedure Phases of organizing SDWT: Phase one: ( Start-Up ) Goal readying, account of intent, member choice and edifice trust ( 6-9months ) . Phase two: ( State of confusion ) Technical aid, feedback, implementing processs to back up self way, and preparation. ( 6-9months ) . Phase three: ( Leader – centered squad ) Promoting leading activity among team members. ( 6-12months ) . Phase four: ( Tightly formed squads ) Deciding struggles, start pull offing on ain, pass oning resource demand and ends. ( 6-12months ) . Phase five: ( Self way ) Maintain ego assurance and ego regard of others. Strong partnership with internal and external clients. Consequently, if you look at the clip and preparation involved in SDWT ‘s it might non be suited for an environment with a high employee turnover. Need for greater leading development.As the organisation would no longer map in a traditional mode the leaders or directors need to construct their ability to let and promote such a high degree of authorization, which can be tackled with specially created plans ( Coates and Miller, 1995 ) . Problems of SDWT Team members approached the impregnation point of larning through occupation rotary motion and would hold achieved the maximal degree of gaining i.e. works rate where no more room for psychological or fiscal encouragements ( Vecchio, 2006, p.113 ) . Again while speaking approximately wage as a incentive does it truly matter? Can honor and acknowledgment be the incentive to guarantee go oning public presentation of the employees ( Vecchio, 2006, p.84 ) . Besides the public presentation measuring system should non make any competition within squad members which will cut down co-operation and impact the success of SDWT. Another major challenge is acquiring people to stay committed to the betterment of the procedures when they realize that they may be working themselves out of a occupation. The employees involved in autonomous work squads must hold a great trade of trust so that employees are non concerned about their occupation security ( Anon, 1995 ) . Conflict direction would be another critical and sensitive issue. Again each squad member has different personalities and perceptual experiences. Here comes the importance of needed accomplishments from facilitator. A civilization of cognition sharing has to be built in. Another inquiry is that, are employees ready to be self directed? Whether they have capacity and accomplishments? Of class proper preparation would be in topographic point but still some employees prefer director ‘s way on what to make instead than make up one’s minding on their ain. Here comes the demand for choosing appropriate squad members which is once more depending on the endowment of facilitator. Is the organisation policies and civilization is supportive in reassigning power and authorization to team members? Other jobs would be marks of certitude which lead to members willing to take excess ordinary hazard, members disregarding the ethical effects, corporate rationalisation and underestimating capablenesss of other groups which may take to failure and fiscal losingss. ( Craig, 2005, p.219 ) Given the fact authorization is a cardinal to win in SDWT ; will all the directors support this? Foegen ( 1999 ) stated on the loss of control: â€Å" If one person makes all the determinations in a given section, for illustration, his or her control is across-the-board. Focus is obvious and univocal. But when authorization is delegated, that focal point becomes blurred, determination devising is diffused, and duty ‘s venue is frequently less certain. † He besides stated deputation and authorization can diminish the self image of the directors. The other booby traps of authorization would be deficiency of lucidity, direction ‘s position as shared control / loss of control etc. Finally it would necessitate legion alterations in procedures and processs and necessitate a batch more clip to do SDWT ‘s successful in a nonionized section. Decision Before a company can make up one’s mind to implement ego directed work squads, Coates and Miller ( 1995 ) point out certain state of affairss or occupation Fieldss in which this method may non work. These include: When there is a demand for way or supervising. This is frequently needed for occupations which may be unpleasant, backbreaking, fast paced or hazardous. When minimum squad interaction is required. In occupations such as these employees may happen it hard to take each other. When a deficiency of professional adulthood exists among team members. An involuntariness to do the attempt exists. The inability to run into on a regular basis as a squad. Work groups with any of these five features would happen it hard to work efficaciously and may hold to fall back to the traditional method of direction. Statisticss shows that authorization has about a 50 % success rate and it is found that major ground for this is deficiency of direction committedness to the alteration procedure. One of the companies failed by utilizing SDWT is The Airline people ‘s Express. ( Fisher, 2000, p.26 ) . Mention: Anon. ( 1995 )Taking the Mystery Out of Self -Directed Work Teams,Entrepreneur Connect[ Online ] . Available from: hypertext transfer protocol: //www.entrepreneur.com/tradejournals/article/17227174.html ( Accessed: 21 August 2009 ) . Anon ( n.d. )Teams, the good, the bad and the ugly[ Online ] Available from: hypertext transfer protocol: //faculty.css.edu/dswenson/web/T A ; DlearnCo/gains-lossesofteams.html ( Accessed: 22 August 2009 ) Boyett, J. A ; Boyett, J. ( 1998 )The guru usher: The best of the top direction minds. New York: John Wiley and Sons, Inc. Brillhart, J. ( 1983 )Effective group treatment.fifth erectile dysfunction. Dubuque, Iowa: William Brown Co. Bruce K.Bernard ( n.d )Fixing for Autonomous Work Teams[ Online ] Available from: hypertext transfer protocol: //209.85.229.132/search? q=cache: rEhTVduzfRMJ: www.ux1.eiu.edu/~bkbarnard/preparing2.ppt+self+directed+work+teams+ppt A ; cd=7 A ; hl=en A ; ct=clnk A ; gl=ae ( Accessed: 21 August 2009 ) . Cloke, K and Goldsmith, J ( 2002 )The End of Management and the Rise of Organizational Democracy. Questia Online Library [ Online ] Available from: hypertext transfer protocol: //www.questia.com/read/111621737? title=The % 20End % 20of % 20Management % 20and % 20the % 20Rise % 20of % 20Organizational % 20Democracy ( Accessed: 21 August 2009 ) . Coates, D. A ; Miller, M. ( 1995 ) ‘Self Directed Teams: Lessons Learned for Local Government ‘ ,Public Management, 77 ( 12 ) , p. 16, Questia Online Library [ Online ] . Available from: hypertext transfer protocol: //www.questia.com/read/5001654373? title=Self-Directed % 20Teams % 3a % 20Lessons % 20Learned % 20for % 20Local % 20Government ( Accessed: 21August 2009 ) . Craig E. Johnson. ( 2005 )Meeting the ethical challenges of leading.2nd erectile dysfunction. USA: Sage Publications Inc.Ed Rose A ; Steve Buckley. ( 1999 )Self Directed work Teams, A Trainer ‘s Role in the Passage.United statess: Intersil Coporation. Foegen, J.H. ( 1999 ) ‘Why non empowerment ‘ ,Business and Economic Review,Apr-Jun 1999 [ Online ] . Available from: hypertext transfer protocol: //findarticles.com/p/articles/mi_qa5313/is_199904/ai_n21437565/ ( Accessed: 22 August 2009 ) Forsyth, D. ( 1999 )Group kineticss.3rd erectile dysfunction. New York: Brooks/Cole-Wadsworth. Jeffrey Christopher Bauer ( 2002 )A Longitudinal Evaluation of The Impact of Organizational Structure on Role Ambiguity and Work Group Performance[ Online ] Available from: hypertext transfer protocol: //www.ucclermont.edu/~BAUERJ/JCBauerDissertationFinal.htm ( Accessed: 21 August 2009 ) . Kimball Fisher. ( 2000 ) .Leading Self Directed Work Teams, A Guide to Developing New Team Leadership Skils.United statess: McGraw-Hill. Peter B.Grazier ( 1999 )Populating with a ego directed work squad A ; why autonomy plant: A reappraisal of Herzberg ‘s Concepts[ Online ] Available from: hypertext transfer protocol: //www.teambuildinginc.com/article_selfdirected.htm ( Accessed: 21 August 2009 ) . Robert P. Vecchio ( 2006 )Organizational Behavior, 6th erectile dysfunction. Mason, OH, USA: Thomson Corporation South-Western. Robert T.Howell ( 2001 )Fostering Autonomous Team Members[ Online ] Available from: hypertext transfer protocol: //www.teambuildinginc.com/article_selfdirected.htm ( Accessed: 21August 2009 ) . Williams, R. ( n.d. )Autonomous Work Teams: A Competitive Advantage[ online ] Available from: hypertext transfer protocol: //www.qualitydigest.com/nov95/html/self-dir.html ( Accessed: 20 August 2009 ) . How to cite Self Directed Work Team, Essay examples

Business Construction Contract Fluctuation Risks

Question: Discuss about the Report for Business Construction Contract of Fluctuation Risks. Answer: 1: A construction contract should always be in written form and thus drafting of the same holds utmost importance. Since a construction contract is subject to varying uncertainties and ambiguities, hence its drafting should be done carefully. Hence a construction contractual agreement should contain some important clauses such as the legal implications, performance of the contract, remedies in case of breach of contract, escalation clause and if the contracting parties belong to different countries then an exchange fluctuation clause is a must. Since the nature of construction contract is highly uncertain and vague in nature hence there are some terms and conditions which automatically become a part of the contract if not detailed explicitly. . One such terms that should be mentioned is the exchange fluctuation clause if the contracting parties belong to different countries. However if the same is not a part of the written agreement then it is deemed to be a fixed price contract (Construction Industry Council. 2011). Those contracts which take a long time to mature are often vary to currency fluctuation risks. Thus if such a clause is not a part of the agreement then the person performing the construction of the asset does not possess the right to halt the construction claiming the exchange difference. But a deviation to the said rule is that if the other party agrees for the exchange difference and there exists mutual consent between the two for the same then the said contract becomes a valid one. Similarly in the said case the contractual agreement signed between the ship builder and the North Ocean Tankers does not mention the exchange fluctuation clause separately. Due to currency fluctuation, there was a devaluation of the currency by 10% and the contractor immediately stopped the performance of the contract stating that he would resume work only once he has been made good for the exchange fluctuation. Since the buyer had already taken a charter basis the same he agreed for the payment and the tanker was hence forth delivered to North Ocean tankers on time, It is a clear case of breach of contract terms and conditions since it was a fixed price contract and hence the builder had no right to halt the work. But the buyer came under the influence of the ship builder and ended up paying him the amount demanded (Petter, Leyland, 2012). Thus the very crux of the situation gets defeated because of the acceptance of the condition laid down by the builder. Therefore had the buyer filed a legal suit against the builder then he would have become liable for the compensation from him for the loss that he would have suffered due to non-fulfilment of the contract but the fact that he had agreed to the terms and made the requisite payment diluted the position of the buyer. Therefore in the said case it is difficult for the buyer to get any claim since considerable time had passed since the delivery of the tanker. Secondly it would be very difficult for him to prove in the court of law that there was a breach of contract since he had also agreed to the same and fulfilled the demand. Thirdly, the builder had not delayed the performance of his act and provided the tanker to the buyer on time (Forrester, 2015). Therefore on viewing the issues practically it is understood that the buyer has delayed in bringing any kind of legal proceedings against the ship builder, hence it seems to be difficult for him to succeed as the case shows that both the parties have performed their duties in good faith. References: Construction Industry Council.( 2011), Guidelines on Contract Price Fluctuation System, Available at : https://www.cic.hk/cic_data/pdf/about_cic/publications/eng/V10_6_e_V00_20111219.pdf [ Accessed 12th August 2016] Forrester, J.(2015). Shipbuilding Contracts- How much Wiggle Room Do Buyers and Their Banks Have, Available At : https://www.marinemoneyoffshore.com/node/4652 [Accessed 11th August 2016] Petter, T., Leyland, T.(2012). Exchange rate risk- lessons when drafting and interpreting Contracts, Available At: https://www.lexology.com/library/detail.aspx?g=89e032ed-9c7b-42ea-b8bc-633a4753884b. [Accessed 11th August 2016]