Is Modern Culture Ruining Childhood Essay - 948 Words

Is Modern Culture Ruining Childhood? Modernity is one of the most important periods in the human intellectual history. Philosophers and historians claim that it has started somewhere in the middle of the 19th century. Modernity is based on the project of â€Å"modernization† (rationalization and scientification of the world in order to make it a better place to live). This project was born in the middle of the Western civilization and it was considered that it is heading the only direction - towards the progress. That is why Europeans and Americans thought that the entire world should align them. A lot of children in different countries got access to the basic education and started spending a lot of their time in schools or other educational†¦show more content†¦In the last centuries and even millenniums, mother was the main person, caring about the child. She gave most of her material and emotional resources to bring up her children in a proper way. In the early year s, children spent most of their time with their mothers and learned about the world around with her support. In the past, women were mostly housewives, who spent most of her time at home with children (Sommer, p.38). However, in the begging of the 20th, situation changed dramatically, because of the process of institutionalization of the early childhood (by the kindergarten) and the rise of the women employment. This process was mostly typical for Western World; however, further it spread all over the world. This process was connected with the ways of civil rights protection movements all over the Europe and United States. As a result, a lot of women started to work, develop their career and socializing. They didn’t want to be housewives anymore and stay with the children: it was a reason for the development of pre-school education. Some researchers claim that children cannot grow up properly without the specific communication with their parents, especially in the early years. That is why many conservative politicians and thinkers have criticized emancipation of women as something ha rmful for children. Another important thing that influenced the modernShow MoreRelatedThe Effects Of Technology On Children s Toys1602 Words   |  7 Pagesday. Modern culture is also affecting childhood due to the exposure children get to inappropriate shows or content. Instead of going out and trying something today’s children would rather watch a video of someone else doing or trying that thing. This causes children to become unattached to the world and more plugged into technology. If children become more plugged in the have a higher chance of seeing or hearing inappropriate content. These reasons and more will show one that modern culture is ruiningRead MoreSocial Media Plays an Important Role on How Children Act730 Words   |  3 Pagescould be ruining childrens childhood. Young children are too often being exposed to inappropriate things online, tv, and even at school. They are very easily influenced, so any little thing they see can affect their entire view on what is right and what is wrong. Children also spend endless hours doing nothing except staring at screens, which could lead to mental and/or health issues. New technology is making bullying easier at school and now at home. Modern culture is ruining childhood by exposingRead MoreThe Importance Of A Planning Practice At The Asian Region1495 Words   |  6 Pagesplanning practice, it should provide practical ways to define and explore the actual institution and theoretical settings to balance the situation. 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The group writes: †¦ we are deeply concerned at the escalating incidences of childhood depression and children’s behavioral and de velopmental conditions†¦ Since children’s brains are still developing, they cannot adjust – as full-grown adults can - to the effects of ever more rapid technologicalRead MoreAn Air Of Controversy Regarding Laws Promoting Personal And Social Responsibility And Individual Freedom1190 Words   |  5 Pagespolicies could be limits on welfare benefits and childhood immunization requirements. While a welfare reform would ease the burden of taxpayers and bans on texting and driving and requirements of immunization would protect society from harm, these policies encourage quite a bit of debate. Basically, it is difficult to enact laws that are for the benefit of society as a whole without interfering or restricting individual freedoms, and vice versa. In the modern day and age, there are many groups who eitherRead MoreTraditional Practices And Other Cultural Beliefs1748 Words   |  7 PagesRandell Jackson Professor Cagnolatti English 103 12 DEC 14 Comparative Analysis Introduction Traditional practices and other cultural beliefs tend to play a key role in ruining people’s dreams. Raised in a society that sticks to its traditions means that one has to fight the battle of cultural norms and requirements of the modern society. Patricia Cardosa brings out issues of family values, racism and social expectations of women in the film ‘Real Women have Curves’. In the film, women are requiredRead MoreRituals Are A Set Of Actions Performed By Individuals Across Time And Cultures1501 Words   |  7 Pagesperformed by individuals across time and cultures, often for religious purposes. Rituals not only play an important role in the community life, but also have had an impact on people’s cultures for a long time. The passage contends that rituals are not easy to change the fundamental format when a society is organized. In other words, rituals have little impact on changing the way where people live; however, following my observation, rituals hav e affected by outside cultures and commercialization today. EpiscopalRead MoreA Distant Memory Made Into Reality : Discovery Research1908 Words   |  8 PagesHawaiians uniquely shaped their own culture. This continued until the western world accidentally stumbled upon its pacific neighbors. They came as visitors and were welcomed into the islands. But like a swift poison, the west erased the Hawaiian culture. The missionaries began slowly remaking Hawaii in their own image; first by establishing a permanent settlement; next by overthrowing the queen on January 17 1893; and by removing the native Hawaiians from their culture and forcing them to fit into theRead MoreLooking For Trans Wonderland By Noo Saro Wiwa2351 Words   |  10 PagesHave you ever desired to return back to your childhood neighborhood? Might you wonder how much it’s changed since you were last there? If your answer is somewhere in the state of Kansas, it could possibly be argued. Might you perhaps change your mind if the place you grew up in was the country of Nigeria? Though it might sound exotic; a rowdy airport, littered streets, malfunctioning transportation and a possibility of access to water are just some of the matters you might come to expect on your

The Current Status Of Galaxy Formation - 1589 Words

The field of physics encompasses a variety of topics and sub-disciplines which include astronomy, cosmology, and particle physics, to name a few. As a student in the physics field, it is important to understand how physicists actually write and make arguments in their respective disciplines. By being able to analyze and rhetorically inspect an article, the material becomes more comprehensible and some potential implications of the writing begin to resound with the reader. The more we learn about the universe, the more we can predict what is to come and apply that knowledge to everyday life. Physics is a highly technical field with most of its papers including an immense amount of jargon, models, evidence, and observations. An inspection of an article entitled â€Å"The Current Status of Galaxy Formation,† written by Joseph Silk and Gary Mamon and published in Research in Astronomy and Astrophysics (RAA), demonstrates these qualities in abundance and goes beyond them into the r ealm of how the research involving galaxy formation will change in the future. The exigence or urgency of this article is never explicitly stated, but it can be garnered from a cursory inspection that furthering the research in the field of cosmology (the study of the origin, evolution, and development of the universe), especially as it applies to galaxies, can lead to scientific and public understanding of what the future holds for us. 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Ford Motor Company Swot Analysis Free Essays

Ford Motor Company SWOT Analysis Strengths †¢Timely acquisition of capital makes Ford more financially sound than the other Big Three carmakers. †¢Product line is respected by industry experts and is qualitatively seen to be a step above many of its competitors. Recent surveys place Ford in a tie with Toyota for greatest customer satisfaction, a significant improvement from five years ago. We will write a custom essay sample on Ford Motor Company Swot Analysis or any similar topic only for you Order Now †¢Have a global market presence, with worldwide brand recognition and a particularly strong presence in Europe. †¢Is perceived to be a thoroughly â€Å"American† brand, which helps Ford among certain groups of consumers. U. S. market share, after years of decline, has stabilized in recent years. †¢The Ford F-series pickup remains the most respected commercial truck available; despite demand shifts, profitability on this line should remain high. †¢Ford has had great success, particularly when compared to its competitors, at renegotiating labor contracts with the UAW. Weaknesses †¢Poor Profitability: Ford still loses money on many automobile lines, particularly within the United States. †¢Importance of single components source (Visteon). The automotive market is highly competitive with large fixed costs. In addition, the market demands continual long term planning and research and development. †¢Very little market penetration within China and India. †¢Global excess capacity for the automobile industry is estimated to average 30. 5 million vehicles per year from 2009-2011. 9 †¢Ford is selling a durable good during the most severe economic downturn in recent history. Opportunities †¢Ford has recognized the importance of small, fuel efficient vehicles and is actively transitioning into this market. Of particular interest is Ford’s ‘EcoBoost’ technology, which the company claims will result in 20% greater fuel efficiency and 15% fewer CO2 emissions. †¢The ‘One Ford’ vision has the chance to generate significant margin increases for Ford’s smaller line of vehicles. Of particular importance is the Ford Fiesta, which was recently released in Europe and China and is slated for an early 2010 release in North America. The ‘One Ford’ vision appears to be a coherent strategy for Ford to adopt given its changed role within the industry. Ford is perceived to be the most stable ‘American’ car manufacturer because it has not been forced to take bailout money, leading to slight increases in market share. †¢GM and Chrysler flexibility is limited by government involvement in their debt situation, putting Ford as a competitive advantage. †¢In the event of a GM or Chrysler bankruptcy, Ford has placed itself in a pos ition to steal market share—at least in the short term. Threats †¢While not in need of a government bailout, poor financial results are straining Ford’s capital. Cash burn continues unabated, and estimates indicate Ford may be forced to seek government financing by early 2010 unless sales stabilize. †¢While Ford is readjusting production, truck sales are falling rapidly and Ford may not be able to shift production quickly enough to meet changing demand. †¢Bankruptcy of Visteon or other parts supplier could cause severe disruption of supply chain. †¢While Ford has too many dealers at this time, it should remain wary of too many closures. In addition, because Ford Credit provides financing for most dealers it must be careful to avoid holding the bag when dealerships close. How to cite Ford Motor Company Swot Analysis, Papers

Inclusion And Diversity Analysis Of Burnet Institute †Free Samples

Question: Disuss about the Inclusion And Diversity Analysis Of Burnet Institute. Answer: Introduction Burnet organization is an Australian organization that is Non-profit, unaligned, an independent organization that links the medical research with the actions that are practical so as to help solve the devastating health problems in Australia. The organization believes that every single person in the world over has an equal right to the basic health care. Therefore achieving this right to equal health care to the most neglected people in the world requires both innovation and commitments. Burnet Institute brings together a very highly skilled base of diverse skills with a staff of more than 400 which is also composed of students who work on cutting-edge projects and research programs that seek to address some of the most relevant global health issues. The organization has instituted wide health programs that are interdisciplinary and which are at the heart of the daily decision making. Each of the program that the institution employed does represent the full breadth of the technical based skills that help foster a collaborative approach to help tackle some of the most challenging global health issues in the health sector. Some of the global health issues include the disease elimination programs, behaviors and Health risks, the maternal and child health programs, healthy aging and Heath security. The organization does harness its international and its presence in the local fields. The laboratories of Burnet have mixed development and different research cultures. It does drive its greatest focus on its most relevant health issues. This has enabled it to achieve a great impact as a result. The leadership of Burnet is composed of the globally renowned team. The head of the organization is Professor Brendan Crabb AC who is an award winning and leading malaria researcher. The diversity context or issue The common misconception about workplace diversity is that it does define meeting the certain groups in the employee gender or race categories. In the real sense diversity as it is related to the human resources entails the way of operating and thinking that helps to encourage tan entirely new positive outlook among the core workers of a particular organization. Diversity helps to promote respect, acceptance, and teamwork among the members of an organization. The companies that do manage to overcome the certain diversity issues often end up achieving greater productivity, company morale and profits. As it is in the deficit model whereby it is thought that the organizations that don't tend to have a strong inclusion of diversity culture always invite a lower productivity which is accompanied by high rates of absenteeism and a higher turnover which eventually results in high costs to the company operations (Katti, 2013). In Burnet organization some of the top issues that the organization faces in the diversity context that needs to be addressed so as to ensure the organization reaps the full benefits of a culturally diverse workplace are include the promotion of respect in the workplace, addressing the conflicts in the organization, respecting the Ethics and cultural differences in the organization, addressing the harassment issues faced by the employees of the organization, addressing the communication issues, generation gaps, and consistency in the organization. Burnet organization also lacks nurturing whereby the organization communicates by words and actions that they will care for their employees without any favor or bias. This is not limited to the work-life programs and supplier diversity. The organization also lacks measurement whereby the company should employ the best measurements of the abilities to build same relationships to the employees and ensure that bias is managed out of the organization which will, in turn, pay dividends or brings advantages to high-quality relationships with the organization's customers and the investors. Understanding also lacks in the organization whereby the majority of the leadership of Burnet organization do not understand that the perception of its employees is different from the orientation, culture, gender, race, disabilities and many other factors. The ability to manage those differences lacks in the organization. There is also a lack of commitment to promoting diversity and inclusion in the organization. The leadership of the organization is not doing well to encourage diversity and inclusion. This has on several occasions exposed the organization to liabilities and several lawsuits. This has also been fuelled by a lack of bi-directional communications in the Burnet organization. The other issue facing the organization is that of workers who are physically or mentally disabled in the organization are often encountered with discrimination and insensitivity from their core workers. In even some cases the employees in the organization innocently tend to overlook the workers who are handicapped and who are needy. They overlook the worker's needs of the equipment's such as the ramps or other special needs equipment. Inclusion diversity analysis A diversity analysis framework is a framework designed to reflect the senior management's team vision of creating an organization that is innovative and which works smart. This is to ensure they have a workforce that attracts and can leverage the diversity in its staff members so as to be able to create programs and services that will meet the needs of the changing diversity of the community the organization serves. Diversity and Inclusions always go hand in hand in that an organization that successfully capitalizes on the diversity of their staff members always consistently work so as to identify the systematic barriers and address them appropriately. The systematic barriers are usually embedded in the practices, the policies, and services which inadvertently end up excluding the individuals and the whole communities. The framework helps in providing the staff throughout the particular organization with the mechanisms and tools that will enable them to address and identify the systematic barriers so as to be able to build a diverse and an inclusive workforce. The workforce should broadly represent the citizens and communities cultural diversity. The framework helps in the inclusion and values into the existing processes of the organization so as to enable progress and the results that are to be measured corporately or departmentally. The need for the development of a diversity inclusion framework in Burnet organization results from the changing composition of the diversity of the people in the organization and the region. This includes the aging in the society, the growing awareness of the range of different human differences in the region's population. The population in the region which is ever diversifying has led to the expectations that the organization will provide a variety of programs and services that meet their needs and aspirations. Also, there is a lot of pressure from the local community to recruit and retain employees in a manner that promotes cultural diversity. Implementation of the framework will enable Burnet organization to gain a greater advantage in competitiveness through the increase of resources and vital services and programs in the health sector. It will also enable the organization to be able to attract and retain the talented people through supporting and involving the employees in heightening of their commitment and support of the organization. It will also help to increase the city services that help meet the diverse needs of the people in the local community. It will also attract people who need services but often used to feel disenfranchised, and therefore the implementation of the framework will help in improving the services for all. Inclusion diversity analysis framework In finding of the inclusion analysis framework for Burnet organization, a comprehensive review of or research to identify the best practices in the diversity area and the inclusion area needed to be conducted. When the review was conducted, it resulted in the identification of essential elements that would help in the achievement of a sustainable diversity and inclusion practices that were within the organization. The first step that was used in the creation of the inclusion diversity framework was that of defining diversity and inclusion. Then the creation of vision the organization hoped to accomplish and the articulation of the values that would be used in guiding the organization in achieving the vision. The senior management team in the organization identified the organization's inclusion and diversity vision and then established a working group for the organization that was tasked with the development of the inclusion and diversity framework and the plan of its implementation. In the framework, diversity was defined as the range of differences that were found in the human beings. It was identified that each person has diversity layers of which usually make the perspective of the person unique. Inclusion was on the other hand defined by Burnet organization as the involving and the valuing of the differences between human beings and then viewing the differences between the human beings as the strengths. It was considered to not being enough to employ a particular workforce of individuals that had varying backgrounds and views. It was determined that their experiences and views needed to be included in the working processes as they worked with each other. This would enable the respect and considerations of their diverse needs were acknowledged and respected. Therefore a conclusion was made that diversity and inclusion of different diverse cultures go hand in hand. In the framework, it was important to determine the layers of diversity. The layers of diversity were classified into population characteristics, work status and into the characters. Work status included the management status, department or branch, the work location, the income, seniority, the section or unit and the field of work the individuals in the organization did. Regarding the personality characteristic, it was classified as the language spoken by the person, the family or the marital status, the religions, the educational background, the work experience of the person and the personal habits of the different individuals in Burnet organization. The population characteristics of where the organization was located were based on age groups of the people in the area, the race of the people, the religion pf the people, the ethnic origin and the sexual orientation of the people. The purpose, vision and the goals of the organization were also crucial in the framework formulation. The purpose entailed inclusion and diversity integration values and the different practices into the organizational processes that existed. This enabled progress and the results were measured at the department level or the organizational levels. The organization's vision was to have a supportive and a respective workplace that would attract and also retain the talented workforce that is broadly a representative of the communities and citizens it served. The organization needed a workforce that leveraged its society and that was able to create programs and services would meet the health needs of the people in the local communities of operation. The organization needed a framework on how it would conduct itself so as to achieve its set vision. The framework included valuing diversity by taking advantage of the backgrounds and experience of its staff members that was diverse. It also involved respecting and accepting the differences of individuals. Inclusion also needed to be valued by identifying the barriers and removing them in the policies, policies, practices, services and different programs. Facilitating of opportunities that resulted in the effective and participation that was meaningful was also an important aspect of the framework. Solutions and ideas that were built upon a range of perspectives were also needed. The culture of the organization also needed to be valued whereby people needed to be treated with an utmost dignity, fairness and a wide range of respect. Discrimination and harassment of people based on their diverse cultures needed not to be tolerated. Different individuals of different cultures are also advised to take and action and to add creativity in problems resolutions. Therefore self-awareness and individual accountability was essential and were encouraged. Development of a coherent plan for action Project of process description The implementation of the plan was based on elements that were essential in the process. The implementation plan was to establish several practices during the implementation phases through to the operating, monitoring and the maintenance phase. The plan was based on education and training of Burnet organization staff members. This was by the provision of encouragement and time provision to the people who were interested in the development of knowledge and the necessary skills to support the integration of the framework. The training process also entailed an overview of training in conjunction with the teams of different departments within the organization. The implementation plan was conducted in two faces. In the first face standards of practice were established and in the second face operation, maintenance and monitoring were conducted. The two faces yielded the departmental action plans. Desired outcome of the project The desired outcome of the project description for Burnet organization is for the organization's performance to improve and for the organization to be inclusive and for it to respect the diversity of the communities in different locations of its operation. The outcome desired in the organization is also that different member of the communities who used to feel that there are left out and marginalized to finally feel wanted by the organization and therefore comfortably seek for medical services. The organization also want an outcome whereby the communities of the new areas in which they want to operate receive and welcome them openly. Therefore the organization wants an outcome whereby it benefits, and it also benefits the communities and societies around it. Strategies The strategy of transformational change was the most suited in the organization. The strategy covers an equal opportunity agenda for both the long-term and immediate solutions (Cockburn, 1989). For the short term, the strategy involves the implementation of new measures that would help in minimizing bias in the day to day procedures such as the promotion, communication, and the recruitment processes. An example of where this strategy has been employed before is in the aging management transformation change(Rothkirch, 2000). Whereby the younger employees are seen as, the more innovative while, the older group of employees are seen to be associated with the higher costs regarding benefits, salaries and the needs of healthcare (Brook, 2003). The strategies anticipated results include shorter and long-term improvements of the diversity in the organization. The actions include employing a workforce that is a representative of the diverse community, the management of Burnet organization is responsible for implementation of the strategy and the stakeholders involved include the team of leadership and members of the society. The timeframe for the total implementation will about one year. The evaluation mechanism was evaluating the transitional phase that included diversity and inclusion lenses and the communication and awareness activities. Conclusions and recommendations The inclusion and diversity framework provides the staff throughout the organization with the tools important to build an inclusive and diverse workforce. The workforce should be inclusive to the community that it serves. By integrating inclusion and diversity formally into the existing organizational processes. It will enable the organization's performance to improve. It is therefore recommended for the organization to employ strategies to promote diversity and inclusion. References Katti, D., 2013. THE IMPORTANCE OF SECTION 8-A UNDER THE DOWRY PROHIBITION ACT 1986. Jodhpur National University Law Journal, p.66. Cockburn, C., 1989. Equal opportunities: the short and long agenda. Industrial Relations Journal, 20(3), pp.213-225. Von Rothkirch, C., 2000. Altern und Arbeit: Herausforderung fr Wirtschaft und Gesellschaft. Edition Sigma. Brooke, L., 2003. Human resource costs and benefits of maintaining a mature-age workforce. International Journal of a workforce, 24(3), pp.260-283.