Organizational Change Essay Example for Free

Organizational Change Essay Given the complex nature and competitive environment under which modern organizations operate ,the way forward for organization is to adopt strategies ,methods and practices which enable them to be ahead of their competitors. Recently global ,political and economic events such as liberations of economics,arising cost of productions ,global economic downtown ,the many competing and substitute products in the market and the spill over effects of the terrorist attacks in America, have led many organization to retrench adopt stringent cost cutting measures and to think of appropriate measures of attracting the largest number of consumers and secure a leading market share in a given industry . To remain competitive, modern organization should aim at uniqueness and superiority in all spheres of their operations ;in technology ,work procedures ,good and services ,approaches to the various management function of planning ,organizing,staffing , directing and controlling . These changes are only possible through creative and innovative thinking . The survival and continued relevance of organizations in the market place therefore depends on the strategies and survival tactics evolved by these organizations to respond to changes in the operating environment. One of the greatest challenges facing organizations therefore is the management of change in a manner that encourages pro activity and ensures continued relevance . Organization change can be defined from various perspectives . One commonly used definition of change is alteration of existing activities ,change can also be defined as innovative; the basic sense of introducing something new in the organization. Organizational change in the sense of improvement therefore refers to activities aimed at strengthening organizational performance such as new technology, work policy ,procedure,product,work attitudes and structural design . Creativity is the process through which a change can be introduced in an organization. It refers to the generation of new ideas into a real product ,service or method of production . Organization change ,creativity and innovation through creative ideas most be capable of being implemented. A creative ideas work therefore be useless unless it is innovative . Organizational change may be necessitated by pressure from outside or within the organization Cole G. A. 1996), Management Theory and Practice says that external forces for change are those forces which operate from outside organization,These include ; forces of competition ,for example competitors changing their strategies and other methods of operations; economic forces such as poor economic performance may require new cost cutting measures; political and legal forces such as passage of new laws by the government . Economic liberalization policy which no longer affords protection to local firms may require them to adopt new methods in products strategies in order to remain in competitive in the face of the inflow of foreign goods. Technological forces,for example,new technology of a firm obsolete ;social cultural forces such as change as in societal norms,values and altitudes should be accompanied by corresponding changes in goods and services. For example, a changes in taste require that a company must change quality levels,feature of existing products and services or introduce a completely new product in the market;physical forces like change in weather and climatic patterns,for example,adverse weather effects may require a company to adjust its production program. This may be due to shortage of essential agricultural based raw materials. Other external forces for change may be;creditors changing their lending policies which would mean that companies must work harder than before;trade unions imposing new conditions on matters affecting employees;consumer protection organizations insisting on specific quality standards hence the need to be quality sensitive;consumer insisting on quality and efficient services other than low prices or fees charged. Internal forces for change include;existing procedures which have become irrelevant and the existing structures which are too rigid hence the need for flexible structures;centralized systems of authority which is no longer effective after major organizational growth and expansion ;negative working attitudes by workers which need to be changed through new policies,rules and procedures,existing technology which may be obsolete and the organization has to adopt the new technology for it to improve efficiency and the competitive edge against other competitors;existing products and services which are no longer competitive in the market;existing training program which have become irrelevant in light of changes in work methods and technology;existing compensation policy which is not motivational such as automatic salary increment not based on merit. Anew compensation method for example payment by results may be adopted or introduced in the organization n facing up these internal triggers for change,management have to plan how they will respond to them. Some potential changes will have been announced well before hand and in these cases planning is taken care of pro actively . Koontz and Weirich (1995)Management:A global perspective, defined a change agent as any person or a group of people who may identify and recommend the need for change in an organization . Examples include, a committee set by the management, a task force, board of directors,shareholders,managers or individual employees. An employee for example may identify a difficulty or a weakness in the existing work procedures and suggest change to the management. If the change is rather insignificant and may not affect the final results,an employee may just implement such a change without a further consultations. Organizational change may be introduced in a planned or in reactive manner. A planned change is introduced pro actively when the organization identifies the need based on the benefits believed to come from change without disrupting operational processes. All change will incur some direct costs,for example,equipment costs,relocation costs,recruitment costs and possible redundancy payments. There will be also indirect costs such as communicating the changes to employees ,providing appropriate training and temporarily redeploying key managers and staff on change projects. An organization should also consider what might be the costs of not introducing the proposed changes. The resources required are identified in advance,employees trained or prepared accordingly adequate measures put in place to deal with the effects of change such as resistance to change. A reactive change on the other hand is normally introduced in an abrupt manner through a piecemeal approaches. A company waits until the pressure for change becomes too much and simply reacts through measures which can lead to immediate solution of a problem. For example, when there is cut throat price competition , a company may wait until it finds it unavoidable to reduce its prices when it is not able to survive in the market by maintaining its prices. According to Lewin Schein model , a model propounded by Kurt Lewin and Edgar Sshein,German Management theorists ,change can be introduced in an organization through the following steps:unfreezing that is,identifying the need for change and making it clear to employees how the organization will benefit by changing the status quo;change the transition period in the change process when employees abandon the old practices and adopt the new practices or change from the old to new attitudes ;refreezing which are the measures taken by the management which would ensure that employees sustain or continue with the changed attitudes or behavior. Emotional support,encouragement or financial reward may be provided. Through positive reinforcements ,new practices become the accepted ways of doing things in an organization. One of the principal ways in which organization can bring about planned change is by means of organization development. Organization development is a strategy for improving organizational effectiveness by means of behavioral science approaches,involving application of diagnostic and problem solving skills by an external consultant in collaboration with the organizational management. Organization development is an organization wide process,it takes an essentially systems view of the organization;it utilizes the techniques and approaches of the behavioral sciences that is psychology and sociology;it also involves the intervention of an external third party in the shape of a change agent trained and experienced in behavioral science application in the work situation. Organization development is aimed at organization effectiveness that is,it is something more than management development ;it is concerned with changing structures and decision processes as it is with changing peoples behavior. Organization development is about change and this change can be painful especially when it involves peoples attitudes ,beliefs and self image. The organization development is utilized when the senior management of an organization come to recognize that the key components of the organization system are not working harmoniously together. There is no one best way of introducing and designing an organization development program in an organization. It first takes a preliminary stage whereby the senior management team discusses the scope and implications of an a organization development with the change agent. This includes discussion about the aims of a possible program and the means by which it might be achieved. It also includes a consideration of the possible implication for the organization arising from the implementation of a program;it then define the nature of the relation ship between the change agent and the organizations management that is,whether the change agent is to play the role of an expert , a catalyst for new ideas ,educator or some other agreed role. If the agreement is reached about the idea of commencing an organization development program then it goes to the next stage of analysis and diagnosis where the change agent usually takes the initiative by designing appropriate methods for obtaining relevant information for example,interviews and surveys and by proposing a strategy for putting these into operation with the full backing of the management team. The information obtained should clarify the problems facing the organization,and build up a picture of staff attitude and opinions as well as supplying some important suggestions as to how the problems would be solved. On the basis of information received,the management team and the change agent agree their diagnosis of the situation . The management team in close collaboration with the change agent agree on what are the aims and objectives of the program. These aims could be to improve profitability ,secure a share of new market ,improve staff motivation or other desired improve ment. To these ends,specific objectives would be useful,such as to achieve the restructuring of the company along matrix lines over a period of say , one and a half years and obtain the full commitment of all the management staff to an open and democratic style of leadership or to reduce substantially the number of customer complaints about after sale service. The organizations problems have been analyzed ,a diagnosis of the overall situation has been made and agreement has been reached about the aims and the objectives of the exercise,it then behooves a moment of planning the content and the sequence of activities designed to achieve the aims of the programs. Much of the tactics in the planning stage will be influenced by the change agent whose skills and expertise knowledge in behavioral matters will be brought to bear on the manner of introducing the various organizational development activities. These activities will be examined more closely in bits noting the progression. Once the plans have been put into action,it is very imperative that they should be monitored at frequent intervals by the management and the change agent. Difficulties and misconceptions are bound to occur and these must be noted as soon as possible and dealt with quickly. If a particular activity is having adverse results,it will have to be amended or even dropped from the programs. From time to time more substantial reviews of the progress towards the aims and objectives of the exercise will be required ,and this often leads to comparing the results against the benchmarks which are the objectives of the whole change process. In light of the major review it is possible that some important revisions of the aims may be important for which further series of plans will be necessary. The success of any organization development concerning change process in an organization depends largely on the part played by the change agent. The change agent is at the core center of the entire organizations development process. If the change agent is not able to build a firm relationship between himself and the management team concerned,or if he fails to establish his credibility with a range of other groups,his chances of obtaining a sense of commitment required in the whole process are so low. Conversely,if the gains trust and respect both as a person and as a skilled adviser, then he stands a better chance of achieving his own contribution to the aims and the objectives of the program. The roles of a change agent are a multiple ones. These roles range from the highly directive,leadership type of roles to a non-directive counseling role. In the first place,he prescribes what is best for his clients and on the other hand ,he will reflect issues and problems back to his clients without offering any judgment to himself. Qualities of intellect and personality are also important with the change agent in particular the ability to listen and to apply rational approaches to problems and situations;also a mature outlook in terms of awareness and acceptance of personal strengths and weakness. Abilities required are not only those associated with behavioral science knowledge but more general skills such as interviewing skills,presentation skills and the ability to establish and maintain comfortable relationship with a wide cross-section of people. This combination of attributes suggests that a change agent will not always be readily available. It takes a certain kind of character to be able to make the contribution to joint problem solving and decision making that is required in the organization development. The most significant benefits of an organization development program obviously depends on the needs of the organization at the commencement of the program. Organization development enables an organization to adapt to change in away that obtains the full commitment of the employees concerned that is,it instills a mind of change in the employees minds where they perceive themselves as apart of the whole process of change ;organization development can also lead to organization structures that will facilitate employee cooperation and the achievement of tasks in that it brings about the issue of critical thought and mind development whenever the employees swaps between the jobs and the ranks unlike when the the employees would on a p[articular job and role until the retirement hence change brings about new challenges to the employee which eventually turns around the status quo and implement the policies of an enterprise into improvement of services;it also release the ;latent energy and creativity in the organization by way of specialization;it provides opportunities for management development in the context of real organization problems and the way to solve them by involving all the parties concerned including employees in the decision making process;it may also stimulate more creative approaches to problem-solving throughout the entire organization. Finally,change increases the ability of the management groups to look as teams and this will eventually lead to the achievement of longterm goals of the company. Resistance to change has been associated with the change and accepted as a major element of any change process. No matter how change may benefit the organization and individual employees,there will always be a tendency to resist it. Stower J.  F (2000) Management,says that change may result from fear of the unknown ,for example,potential difficulties or uncertainties which may come along with a new method or a procedure;fear of losing power,prestige or status that is fear of perceived inferiority complex towards the subordinates;fear of losing job related opportunities such as promotion or lack of care growth;failure to understand why a change is being introduced due to poor communication;perpetual differences between individual employees ,managers or work groups;fear of losing a job or going for further training when computerization program is to be undertaken or a major change are to be introduced through business process re-engineering . The management should device ways of reducing some of the resistance to change in an organization such ways as;conduct an education and communicate effectively with employees on the need and benefits of change;involve employees in planning the change process ;negotiate with employees or departments which are likely to resist changes ;introduce change in piecemeal manner and provide emotional support including time off during the most difficult period of the change process;selectively use information which gives emphasis on positive aspects of change. Employees likely to resist change may also be co-opted or assigned new positions created during the change process. In order to create an environment in which people think creatively and develop suitable ideas for change ,the management of an organization should take the following measures;develop an acceptance for change,employees must think strategically and believe that change is inevitable for the organization survival;provide a clea r objectives and freedom to achieve them. Organization members who are given clear objectives would be stimulated to meet them . Their creativity will have a purpose and direction ;a conducive environment for creativity is enhanced if individual have the opportunities to interact with members of their own and other work groups. Such interaction encourages team spirit ,exchange of useful information,free flow of ideas and fresh perspective on problems,also make it clear in word and deeds that the management welcomes new ideas. Managers who closely supervise every action of subordinates encourage them to follow orders rather than to experiment with new ideas. Because of tough competition ,resource scarcity and high equipment costs,the only way to ensure survival in any industry is change through creativity and innovation. Any idea that leads to more efficient and effective operation should be explored and implemented,hence a new idea may be a boon in an organization.

Hitler Became Chancellor in January Essay Example for Free

Hitler Became Chancellor in January Essay It signified unity and support behind a cause – unseen since the beginning of the Great War. No longer were nationalists vying for the implausible return of a Kaiser, but joining behind Hitler. Furthermore Nazi support far exceeded that of the parties on the fragmented Left. Whilst in 1930 the SPD retained their lead on the NSDAP by two million votes, in 1932 the Nazi vote was almost double of the SPD’s, with 7 million more votes. By leading the most popular party, Hitler had the confidence of almost 14 million people which was an undeniable force. Then again, Hitler had not gained the 50% majority needed to become Chancellor. Democracy did not bring Hitler to power and 63. 6% of Germans had not voted for Hitler. Debatably, it was only a protest vote. The loss of two million votes from the July to the November 1932 elections demonstrates how the popularity of the party was perhaps more a symbolic facade which Hitler took advantage of. Some would argue that it was not the quantity of supporters that brought him power but the importance of individual groups. Having Nazi supporters in crucial interest groups such as industrialists, the army and Hindenburg’s own family was also important for funding and for political sway. Most important of these was popularity in military circles. Essentially the army’s acquiescence and partial support for Nazis meant that when the SA surrounded Berlin in January 1933 threatening to seize power, Wilhelmstra? e was left with little choice. There was as many as four times the number of Stormtroopers as Reichswehr, although the army had machine guns and flame throwers. The most pressing fact was that General von Hammerstein had told Hindenburg that many soldiers may refuse to obey an order to crush the SA. Whilst the threat of a violent coup pressurized government, that the army was not loyal arguably made Hitler’s appointment inevitable. Ruth Henig argues that it wasn’t the strength of its enemies that brought down the Republic as much as the striking absence of its friends. Not quite a â€Å"Republic without Republicans†, but the political naivety of both parties and individuals in failing to cooperate was a considerable factor in Nazi success. Specifically, the SPD’s refusal as one of the strongholds of democracy: in November 1932 the left combined had 13. 5 million votes, whereas the right had 12 million. By uniting, the Communists and Socialists had potentially the ability to overrule the Nationalists. Stalin’s preference of Hitler over the SPD, who he believed were the real enemy, ensured complete disunity. Arguably a more decisive factor was Von Papen’s active role. His plan to â€Å"frame in† the Nazis to utilize their mass support and then dispense with Hitler was short-sighted and naive. Meeting with Kurt Von Schroder, Papen not only in turn helped solve the Nazi financial debts to ensure the continuation of the party, but presented an opportunity to Hitler which he otherwise would not have been offered. Papen convinced Hindenburg the Nazi support could be harnessed and that its ambitions and extremist policies contained through safety features. The President agreed to only meet with Hitler when the Vice Chancellor, Von Papen, was present. Only two cabinet ministers were included. By offering this, Von Papen made perhaps the most fatal underestimation of the 20th century. He had had the responsibility of being decisive, thorough and unfaltering when Hindenburg could not be and so his weak acceptance of Hitler’s demands – when he was perhaps not even in a position to demand – is surely a cause of Hitler’s appointment. Debatably, this arrangement was a production of Hitler’s own political skill as opposed to, or as well as, Papen’s great failure. Hitler’s opportunism, vehement desire for power and ability to manipulate people was crucial for his success. Meeting with Von Papen in December 1932, he resolutely demanded the Chancellorship. Whereas Strasser faltered in making botched agreements with Von Schleicher for a lesser position, Hitler held out against odds. Additionally Hitler’s chameleon nature meant that he was successfully demanding with Von Papen, yet very respectful with Hindenburg, bowing down to him publicly. Popularity got Hitler through the door, but Hitler’s opportunism and manipulation brought his triumph. In summary, Nazi popularity gave Hitler the advantage. It offered him access to Germany’s leaders so that he was able to exploit the scheming nature of Von Papen and ailing of Hindenburg. Nevertheless, Hitler failed to command a majority and thus his appointment of Chancellor was left to the decisions of incapable and self-seeking men. Perhaps Hitler succeeded because in that dire political situation, those in power could not ignore Hitler’s strength. However the President’s and Papen’s inadequacy and underestimation of Hitler in the face of his resounding obstinacy, as well as the threat his Stormtroopers, were the decisive forces.

The Bodily Continuity Criterion Philosophy Essay

The Bodily Continuity Criterion Philosophy Essay In this chapter I will demonstrate that the bodily criterion alone is not sufficient for continuation of identity, by describing the limits of acceptable physical change. However, I will also show that some form of physical continuation is necessary, such as a persons genetic make-up. Some materialist philosophers (such as Eric Olsen) have claimed that the physical body is the seat of the identity. This view claims that as long as one keeps the same body throughout their life, they are guaranteed to maintain their unique identity. This approach makes identifying selves clear and simple, as we can identify the exact spatio-temporal location of each self, as well as the starts and ends of selves. So, for example, if someone commits a crime, we can easily establish whether they are guilty or not by evidence such a fingerprints and witness testimony. As long as their body committed the crime, we are able to punish them for it. Criticisms, particularly in light of change over time There is a lot of opposition to the view that our identity should be limited to just the physical body. This position is contrary to most religions, which view our immaterial souls as intrinsic to our identities. The religious conception of a soul tends to be like that of consciousness, and some religions, such as Judeo-Christian religions, claim that this part of us continues to live on after the physical body has died. (As Parfitt points out,) The bodily criterion would only allow for a second life in the form of a physical resurrection or reincarnation. We certainly should not dismiss the position simply because it is incompatible with popular religions, though. There are more damning criticisms of the bodily criterion for identity, however. Our bodies are constantly changing- growing, shedding or regenerating cells, etc. So how much of our body must stay the same in order for us to be classed as the same person we were several years ago? For example, a popular analogy was given which describes the philosopher John Lockes favourite pair of socks, which grow holes in from being worn so often. As the holes develop, Locke repairs them with patches. But after a while of repairing his socks, none of the original material remains, and they are simply a patchwork of new pieces of material (Where is this from?). The original debate, of which Lockes example was a variation, is that of the Ship of Theseus, which has its pieces replaced one at a time, as necessary (Plutarch, p?). Many people believe that, at some point, the Ship of Theseus loses too many of its original pieces and ceases to be the same ship that Theseus had returned from Crete in. Simi larly, many believe that Lockes favourite pair of socks cease to exist when none of the original yarns are present. But, if we are to equate identity with the bodys cells, this position claims we must develop a new identity as our bodily cells change during our lifetime. This is a bizarre position to hold, as there would be no detectable change in our appearance or attitude Possible solutions to criticisms, and the success of these solutions But not everyone agrees that this is the case. Many people believe that the gradual change involved in the previous examples ensures that they retain their former identity. In the case of Lockes socks, the consensus tends to be that the resulting pair of socks are indeed the same as his favourite pair of socks, as this is the way we speak of things which have been repaired. Similarly, the gradual change of the Ship of Theseus ensures it retains its identity. As this pertains to the body, it suggests that, despite each of our cells being regenerated every ten years, this does not inhibit us from remaining the same person. This means the gradual change of our bodys cells falls within the acceptable limits of change, apparently saving the bodily criterion for identity. Thomas Hobbes offered another variation upon this theme, whereby the ships planks ere replaced with aluminium (Hobbes, p.135?). The pieces removed from the ship were then reassembled to form a replica ship. But in this example, we are more inclined to state that the replica ship which has been assembled from the original pieces is the same ship of Theseus, while the aluminium replacement is a replica. This is perhaps because a crucial part of the theory of bodily continuity is that it requires we maintain essentially the same genetic structure. This makes the concept of bodily continuity highly supported by the sciences, which tend to view us as biological creatures governed by the physical reactions which occur within our brains. A result of this is that, while our bodies could be perfectly but entirely replicated in a metallic form, these robots would lack our genetic code and would thus be a replica, rather than ourselves. Genetic determinism takes this position further, and claims that who we are is entirely dependent upon our genetics. Genetic determinists suggest that a clone and his original would have the exact same identities. The effect of genetics upon ones identity has been investigated by studies of monozygotic (identical) twins, who are genetically identical. While studies of monozygotic and dizygotic twins have previously suggested that up to 50% of our personality is genetic (ref?), most twins tend to be raised in similar environments, making it difficult to separate the influences of nature and nurture. But studies of monozygotic twins who have been raised separately indicate that only 20 to 25% of our personality is genetic in nature (Ewen, p. 73). So we have established that the gradual regeneration of our cells during our lives falls within the realms of acceptable change, whereas being replaced with a non-human body (for example, a metal one) does not. So where exactly are the boundaries for changes we deem to be acceptable? How much of our body could we lose without losing our identity? Bernard Williams describes the physical spectrum, where a persons body is replaced very gradually. He claims that this example is subject to the heap paradox. In the same way removing a grain from a heap does not stop it from being a heap, it seems that each change is too small to change our identity. Yet by the end of it the persons body has been replaced with that of Napoleons. In this example, Williams describes the physical changes which occur to the subject of this experiment, but not the psychological effects. While his body has been replaced with that of Napoleons, he may well still maintain all the same character traits and memories we associate with his original self. While this is a very radical example, it does have practical implications. If a certain amount of our body is required to stay the same for us to remain the same person, this raises questions about amputees and people who undergo extensive plastic surgery. For example, what if a man had his arms amputated, and then his legs? Would he still be the same man he was prior to these operations? While he may now lack many of the skills he had before, it seems unfair to claim he is not the same man. What if he was somehow reduced to simply his head, though? Some claim that it is not the whole body which is required for continuity of the self, but a very small part of it: the brain. This objection was raised by Sydney Shoemaker, who describes a thought experiment regarding Brown and Robinson. Brown undergoes a brain transplant, and his brain is placed in the body of Robinson. When Robinsons body awakes, it remembers everything of Browns life, behaves like Brown, has the same beliefs as Brown, and even adopts all the mannerisms his family have come to associate with him. It seems that Brown and Robinsons family alike must agree that Robinsons body is now home to Browns identity. While this is a very extreme case, it does demonstrate that the body alone is neither a sufficient nor necessary condition for the continuity. Eric Olson, however, defends the bodily criterion against this criticism, viewing the individual simply as a biological organism. He claims that humans can withstand complete psychological change and remain the same as long as they are alive for. I disagree with this position, however. It seems to me that if you remove a persons personality, mannerisms, memories, dispositions, etc, you have removed that persons very identity. It seems to me that in considering the individual as a human animal, Olson oversimplifies the issue of identity. It is easy to say that the human being still exists despite this overhaul of their mental life, but it is very difficult to substantiate the claim that their personal identity has not been at all affected by this. R. B. Ewen, Personality, a topical approach: theories, research, major controversies and emerging findings, Lawrence Earlbaum Associates Inc Publishers, New Jersey, 1998. T. Hobbes and W. Moleworth, Elements of Philosophy, vol. 4 of The English Works of Thomas Hobbes of Malmesbury, London, J. Bohn. J. Locke? H. Noonan, Personal Identity, E. Olsen, The Human Animal: Personal Identity Without Psychology, Oxford University Press, Oxford, 1997. D. Parfit, Reasons and Persons, Plutarch, Lives, J. Langhorne and W. Langhorne (eds), Harpers and Brothers Publishers, New York, 1859. B. Williams

Confidentiality of Medical Information :: HIPAA Act

The law does not give permission to the health care professionals to disclose the medical information of the patients. It is the right of a patient to have his or her personal identifiable information to be confidential. This medical information is suppose to only be available to the physician of record as well as other necessary health care and insurance personal. Confidentiality of patient was protected by federal statute, as of 2003. Passing of federal regulations which was the Health Insurance Portability and Accountability Act of 1996 was facilitated by the requirement of having privacy as well as protection of personal records and data in an electronic medical records environment and third party insurance payers. The meaning of patient confidentiality is that personal and medical information that are provided to the providers of health care cannot be disclosed to others not unless the patient has provided authorization for the release. In fact permission is not supposed to be granted to health care professionals to disclose the patient’s medical information. This is because there could be professional or personal problems by disclosing the medical information of the patients for patients depends on the physicians in keeping private their medical information, American Psychological Association (2003). Normally it becomes difficult for medical records to be completely sealed up. The greatest factor that affects confidentiality is when clinicians turn to share medical information as case studies. In any case such data happens to be published in professional journals, then the patient’s identity is never divulged and the entire data that identifies the patient become either eliminated or changed. However, if at all the confidentiality is breached, the patient may have the right of suing, British Medical Association (2008). Another greatest threat to medical privacy takes place since many of the medical bills are settled through a particular health insurance, which can be private or public, Radford, Roger, (2002). In this occasion it becomes very hard for the medical information to be confidential. There is viewing of the health records occasionally by just not physicians and their staffs only but as well medical laboratories, employees of insurance companies, researchers, public health insurance and a lot of others. In any case an employer is providing health insurance; the employee files may then be accessed by the employer and designated employees. The requirement of the 1996, Health Insurance Portability and Accountability Act (HIPAA) is that every organizations and professionals to guard the privacy of their customers and patients, Carter P.

John Updikes A&P Essay -- John Updike A&P Essays

John Updike's A&P In a small town everything is familiar and often taken for granted. In John Updike’s short story, A&P, the main character, Sammy, discovers a beauty unlike anything he has ever seen in his small town before. Queenie’s simple magnificence so stuns him that he quits his job in her defense. The narrator says: "Around they come, Queenie still leading the way, and holding a little gray jar in her hand. Slots Three through Seven are unmanned and I could see her wondering between Stokes and me, but Stokesie with his usual luck draws an old party in baggy gray pants who stumbles up with four giant cans of pineapple juice (what do these bums do with all that pineapple juice' I've often asked myself) so the girls come to me. Queenie puts down the jar and I take it into my fingers icy cold. Kingfish Fancy Herring Snacks in Pure Sour Cream: 49 ¢. Now her hands are empty, not a ring or a bracelet, bare as God made them, and I wonder where the money's coming from. Still with that prim look she lifts a folded dollar bill out of the hollow at the center of her nubbled pink top. The jar went heavy in my hand. Really, I thought that was so cute." The narrative voice in this selection clearly demonstrates the qualities of the main character, the narrator. Through the diction and tone contained within the narrative voice, it is obvious that Sammy is still in his teens and has a very mature perception of women. It is first helpful to know that A&P is written in the first person and that the narrator is an objective narrator; that is, he relies on his observations and never knows what is going on in the minds of others. Sammy is also a participant narrator because he is in the story he is telling. Because Sam... ...t.† Sammy has the right to be excited by something out of the ordinary, and it is clear in is tone that he is excited. The use of a relaxed tone in a first-person narrative voice simplifies the language to a degree that suggests the narrator is quite young, probably still in his teens. His job at the A&P may be his first real working experience in his small town, and it is evident that he has adopted a certain mindset about the people who come in. When three unique girls (unique among each other and unique to their environment) enter the store in bathing suits and bare feet, Sammy is excited by the change in pace. He becomes so mentally involved with their existence without mentioning any sort of sexual attraction, that even the reader adopts an awe in Queenie and her followers. Sammy is young, but his behavior is most mature, and certainly admirable.

The Magic of a Dog :: Personal Narrative Essays

The Magic of a Dog    I knew he was gone the moment I awoke on Christmas morning. While other families somewhere laughed, smiled, and opened presents, I could only stare listlessly at my own presents, and those placed in the shopping bag in the corner, never to be opened. With the death of my beloved golden retriever, Kennedy, a part of me had also died. For Kennedy was no ordinary dog.    I was born with a disability. Although I have done intensive physical therapy since I was small and have made significant improvements over the years, I find it difficult to do some things which most people take for granted. Until I was eleven, I needed a aide at school. I could not go shopping by myself, or stay at home alone for more than a few minutes.    My disability also resulted in social isolation from others my age; many kids and adults were ill at ease around me. Even my friends were involved with activities that I couldn't keep up with, and I was left behind.    It was with the hope of increased self-reliance that I applied for a service dog from Canine Companions for Independence. Canine Companions (CCI) has been training dogs to assist people with disabilities other than blindness since 1975. Obeying about 70 commands, CCI service dogs retrieve dropped items, open doors, turn lights on and off, pull wheelchairs, and more.    After submitting an application to CCI, I was interviewed and scheduled to attend a training class in December, at the regional center near Columbus, Ohio. CCI's rigorous two-week training program is designed to teach dog training and leadership skills while matching each participant with a loving, loyal companion and helper. For the first two days each person works with all the dogs; on the third day everyone receives their Canine Companion. The remainder of the two weeks is spent learning commands and dog handling skills at the training center and in public places, with your new dog.    In this way, Kennedy came into my life. He brought me independence of the kind I had never known before. For the first time, I could move around the school without an aide following me, because he pulled my wheelchair and carried books in his backpack. I could shop at the mall by myself or with friends, and Kennedy would put his paws up on high counters to pay for things I bought.

Issues Concerning African Americans and Puerto Ricans Essay

There are four major ethnic, cultural and racial groups present in the United States today. These groups which compose the nation’s population are the African Americans, Asian Americans, Hispanic and Native Americans or the Non-Hispanic Whites. From the dawn of time, issues of racial profiling have haunted the American Society, although United States of America is said to be the birthplace of patriotism unity and believed to be a nation that will adhere to intense dedication to freedom, justice and equality (Feagin, 1978). The vast diversity of the American population which characterizes the nation’s inhabitants has often resulted to disorder and chaos, as discrimination exists across the nation. Although the government has taken some actions and laws have been made and are implemented, they are not enough to counteract the racism problem at hand which is deeply rooted in the American tradition, as a longer time may deemed necessary before the public become accustomed to a racial free society. If the authorities are keen on abolishing and eliminate racial discrimination, it then important that they see to it that the public would have a better understanding and background of the different ethnic and minority groups. Awareness to their values, customs and traditions are small little steps that may eventually lead to these groups coexistence. For this reason, the paper discusses two of the major groups that play important roles in shaping the United States social structure, the African Americans and the Puerto Ricans. The emergence of Africans Americans or the black Americans population, which are United States residents but with blood lineage from the black racial group of Africa, in the United States can be traced back way before 1800’s as majority of black Americans have their descendants in the United States. While White Americans came to the United States voluntarily, their Black counterparts were not given a choice as majority of the black population came in America as slaves (Feagin, 1978). It is noting to know that among the different ethnics group that come and settled in the United States, African Americans are the only group which have come not in accordance with their own free will. They were used as servants in large agricultural fields. It was believed that the first African American that had entered the borders of the United States settled in Jamestown. Their slavery and the hard labors they performed served as their free passage to the United States as they are compared to English poor people. However during the great American Civil War, by virtue of the proclamation signed by President Abraham Lincoln, the Emancipation Proclamation, African Americans became free. But then the post war era, the restoration period, calls for the segregation of blacks from the whites and deteriorates what was supposed to be period of new beginning for the blacks.. In order to free themselves of troubles and violence brought by discrimination, most Black Americans followed the law which dictates racial segregation. However, as violence related to racial discrimination became widespread, calls for abolishing the racial profiling laws also intensify as growing African American heritage and intellect became more evident. The era of civil rights movement which aimed to promote camaraderie and embed equality by eliminating racial discrimination help largely to the Black Americans cause of seeking dignity for their culture and race. Thus, when the Black Power Propaganda was formed a more complex ideology was born as African American seeks for moral dignity, fairness, justice and freedom from white oppression. Today, free from slavery and contributing vastly to economics and politics and enjoying a legal status, Black Americans have enjoyed a great deal of success as they experienced and enjoyed greater rights, far from what were their ancestors have before. However, complete satisfaction and recognition of their rights will have to wait for another few years as white people and custom is still the dominant culture in the United States. The radical change, however, which started from the nineteenth century are strong indications and evidence of the emerging power the African Americans are obtaining. African Americans now have greater access top higher educations and growth in employment as blue and white collar workers are also evident. Disparity between the poverty of black and people have also reduced and many black Americans now have there owned home. However, the sad part is although continuous improvements are achieved each day, black Americans are still at disadvantage with the white people. It can be observed in issues regarding health insurances and benefits and institutional racism, which is very much present especially in middle school’s class. In fact, a report in Rutherford country showed that massive complaints of racial discriminations are filed as parents are alarmed with the growing numbers of black students that are suspended. Compare to their white counterparts, black students continue to be suspended at much higher rates, raising the question of racial discrimination in imposing discipline among the students. In 2006 for instance, 14. 4 % of black students were suspended in the district, which causes a handful of students to lag behind their studies (Scott, 2007). On the other hand rate of suspension for white students stand at 6. 6% (Scott, 2007). Figures and numbers indicate that the rates at which black students are suspended are more than double of the rate at which whites are. This then has poses an alarmed to the black population as their children are put into a disadvantage situation. Just like the African Americans, Puerto Ricans suffer a great deal of oppression and poverty as they occupy the bottom most part of the United States’ social hierarchy for years (Feagin, 1978). They are considered as one of the world’s poorest groups, however, Puerto Rico posses a great link to the Caribbean world and the developing counties across the globe, which the United States social failed to utilize for their own advantage as it failed to realize its importance to the nation. The emergence of the Puerto Rican Ethnic group dates back to the time when the island which was then named as Borinquen, was a colony under the rule of Spain. For 400 years, Spain uses it as a strategic base. The island was a home for different tribes of Taino, however as the Spanish settle with in the island, population of the Indian tribes gradually diminished as generations passed by. Disappearance was due to the fact that Spain used them for forced labor in mines -which causes natives to acquire disease, massive exterminations and racial intermingling and merging. During that time, where in slavery was widespread, large number of African Americans was brought to Puerto to replace the natives as workers. Thus, the present genetic component of a modern Puerto Rican is a mix of Spanish, native Indians and African American. In 1898, as Spain succumb to American power during the Spanish-American War it surrendered Puerto Rico to the United States. Americans deemed Puerto Ricans as ignorant and as result, self governing was denied to them and Puerto Rico become entirely dependent to the US government. Puerto Ricans were left confused politically and culturally as they desperately ask matters about the issue of their citizenship. US Congress however, denied them of acquiring US citizenship relating that Puerto Ricans and Americans should not be treated as equal and they are inferior compare to them. But a year before the US plunged into the World War I, it granted Puerto Ricans US citizenship. With the booming population and stagnant economics, Puerto Rico became one of the poorest countries around the globe in the 1940’s. In an effort to escape the harsh reality of life in the island, many of the population migrated to the United States, bringing with them the hope and the promise of an American Dream. However, the situation would not be different, as immigrants would fail to land jobs and are exploited. Furthermore, housings were prioritized for Native Americans. Language handicapped was also a barrier, which leads to them being discriminated. Puerto Ricans are also identified with Catholicism and Christianity which is teaching based from Spanish colonial times, and since the structure of the American church is Protestant, conflicts often arise. Businessmen of Puerto Rico descends, would often complain of the difficulty in getting loans. With automation starting to engulf the business and industrial sections, Puerto Ricans further sink to the bottom of the social pyramid as they become more isolated, like the black people. There were no opportunities that were presented for them as they lack the skills to land jobs. But then came the era of being unrest, the emergence of Civil Rights Movement and Anti-Poverty Groups in the 1960’s helped Puerto Ricans stimulate and assimilate into the American society, culture and politics (Nash, 2000). The movement and program covers every Puerto Rican and led to astounding solutions to the problems that result from ethnics and cultural differences and inconsistencies which are related to the failure to be in accordance with the dominant American Culture. The emergence of theses groups had opened the eyes of the Puerto Rican public to seek for fair and just treatment and uphold their dignity. Although they have been successful in appealing for changes, after decades of struggling for political representation, culture and customs respect and their placed into the American Society, Puerto Ricans are today just slowly beginning to achieve and realize the progress and results. Whether it is questions about citizenship status, welfare and housing programs, bilingual and multi-cultural education or electoral power, Puerto Ricans had stood the test of time and has proven it is capable of complex assimilation to the dominant American society. However for Puerto Ricans and other ethnic minorities and racial group in America, being subordinate to the dominant American culture is a continued struggle as still they are treated unjustly. References Feagin. J. (1978) Racial and Ethnic Relations. Englewood Cliffs, NJ Prentice-Hall. p. 212, p. 298 Scott, B. (2007). Daily Race Colors Suspensions. News Journal Murfreesboro. Nash, K. (2000). Contemporary Political Sociology: Globalization, Politics, and Power. Blackwell Publishers.