Saturday, December 28, 2019

Japanese Immigration Japanese American Immigrants

Japanese American Immigration J. Patrick Bloom 4/29/15 ASAM 335 Dr. Tsuchida JAPANESE AMERICAN IMMIGRANTS Migration of Japanese people to America began in mid-1800s as they searched for peace and a mode of payment to improve their family conditions, and escape from unstable home conditions in Japan. Migration resulted in a life of great hard work and severities of hostility in the workplace. In addition, Japanese immigrants had to face multiple legislative attacks from Americans and endure poor working conditions because of their presence in a foreign land. From 1639, Japan kept control on emigration of its people to Europe and to its colonies. But soon after the arrival of Commodore Matthew Perry in 1853, trade of gunships started between the United States and Japan (USA.gov). This exposed Japanese to another culture, which had an impact on their life. This resulted in a great change of social life in Japan because life in America represented a model way and motivated Japanese to migrate there. After 1868, urbanization and industrialization in Japan led to drastic changes in society and agriculture, which prompted many of the farmers to leave their homeland in search of better prospects (Historical Overview). A prosperous American economy showed promising results and attracted many Japanese who survived on minimal wages to fulfill their family needs. Initially there was illegal migration of Japanese to the United States reported in 1868; approximately 148Show MoreRelatedThe Alien Land Law ( 1913 )893 Words   |  4 Pages(1866-1945, Gov. 1911-1917) which directed that Foreign Aliens and immigrants were ineligible for citizenship and by extension restricted from leasing and owning land. 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Although the 1920s isRead MoreThe Immigration Of Japanese Immigrants1259 Words   |  6 Pagesof the Japanese. Between the late 1800s and early 1900s and agreement was passed, where thousands of Japanese immigrants came to the United States. To employers, this was ideal; as we know employers benefitted from labor immigration, therefore they supported the immigration of Japanese citizens. However, white workers opposed their immigration in fear of lack of jobs. This trend can also be seen with the Mexican immigrants that migrate into the United States. Because of the fear of Japanese immigrantsRead MoreThe Evolution And Relevance Of Immigration1510 Words   |  7 Pages The Evolution of Immigration: The evolution and relevance of Immigration in the United States. †Another way of indicating the importance of immigration to America is to point out that every American who ever lived, with the exception of one group, was an immigrant himself or a descendent of immigrants,†(Kennedy, 2). The United States is a nation of immigrants. There are, however, many Americans who are not accepting of the fact that immigrants were the reason why this country is able to haveRead MorePolitical Dimensions Of Us Immigration Policies1207 Words   |  5 PagesPolitical Dimensions of US Immigration Policies Japanese and Chinese Immigration and Exclusionary Immigration Policies Anti-immigrant driven exclusive immigration policies barred Japanese and Chinese immigrants from immigrating to the United States and accessing the privileges of citizenship. Through the Immigration Acts of 1917, 1921, and 1924, the US government insured that Japanese and Chinese immigrants could not immigrate to the United States by creating an artificial geographic area or â€Å"AsiaticRead MoreNative Immigrants And The United States957 Words   |  4 Pagesunwelcoming to many of the immigrants including: Japanese, Chinese, Latinos and many other immigrant groups. 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However, the gene of discriminations stuck deeply in the mind of the early foundingRead MoreEssay Comprehension of Prisoners Without Trial1157 Words   |  5 PagesComprehension of Prisoners without Trial Roger Daniels’ book Prisoners without Trial is another book that describes the internment of Japanese-Americans during World War II. This piece discusses about the background that led up to the internment, the internment itself, and what happened afterwards. The internment and relocation of Japanese-Americans during World War II was an injustice prompted by political and racial motivations. The author’s purpose of this volume is to discuss the story inRead More Nativism Essay1060 Words   |  5 PagesNativism All so called Native Americans, were once immigrants. There were two waves of immigration between the early 1800’s through the early 1900’s. The first wave of immigrants called the old immigrants came to America between 1890-1897. They were primarily from Northern Europe: Great Britain, Germany, and Scandinavia. The second wave of immigrants called the new immigrants came to America from 1897-1924. The new immigrants primarily came from Southern and Eastern Europe countries suchRead MoreEssay on Immigration to America in the Early 1900s927 Words   |  4 PagesImmigration to America in the Early 1900s In the eyes of the early American colonists and the founders of the Constitution, the United States was to represent the ideals of acceptance and tolerance to those of all walks of life. When the immigration rush began in the mid-1800s, America proved to be everything but that. The millions of immigrants would soon realize the meaning of hardship and rejection as newcomers, as they attempted to assimilate into American culture. For countless immigrants

Friday, December 20, 2019

`` Bless Me, Ultima Antonio s Revelations That Would...

Simone Blount L.A.P 9/16/2016 Topic of Choice: Cite and Analyze three specific characters or events which lead Tony s’ revelations that would later foster his religious ambivalence The wisest man asks questions pertaining to the complexities of life. However, when no answers are delivered said man seeks answers in a place that seems most correct. The spiritual life relies on believers who have strong fundamental beliefs in hope. The unshaken foundation relies on believers who give their everlasting hope and have solace in this faith alone. The faith goes deeper than understanding, but full reliance on the church and its holy deities to solve the world s most mysterious questions, cure even the most powerful illness and still have faith when such actions do not occur. In Rudolfo Anaya’s Bless Me, Ultima Antonio sought to find the answers he was so desperately in search for, however he never received an answer. Antonio’s religious ambivalence is created through his journey of life from several encounters, life and death alike, and not receiving answers to the questions that he most desperately sought for. The aspect of Antonio’s ideal benev olent God verses the God he was presented, and external sources, would all create different epiphanies that would lead him astray from the traditional church and into other spiritual realms. These realms would be an outlet for him to receive enlightenment to the situations of which he was presented. The Catholic

Thursday, December 12, 2019

Project Report on Financial Performance Analysis free essay sample

Finance is the life-blood of business. It is rightly termed as the science of money. Finance is very essential for the smooth running of the business. Finance controls the policies, activities and decision of every business. â€Å"Finance is that business activity which is concerned with the organization and conversation of capital funds in meeting financial needs and overall objectives of a business enterprise. †- Wheeler Financial management is that managerial activity which is concerned with the planning and controlling of a firm financial reserve. Financial management as an academic discipline has undergone fundamental changes as regards its scope and coverage. In the early years of its evolution it was treated synonymously with the raising of funds. In the current literature pertaining to this growing academic discipline, a broader scope so as to include in addition to procurement of funds, efficient use of resources is universally recognized. Financial analysis can be defined as a study of relationship between many factors as disclosed by the statement and the study of the trend of these factors. We will write a custom essay sample on Project Report on Financial Performance Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The objective of financial analysis is the pinpointing of strength and weakness of a business undertaking by regrouping and analyzing of figures obtained from financial statement and balance sheet by the tools and techniques of management accounting. Financial analysis is as the final step of accounting that result in the presentation of final and the exact data that helps the business managers, creditors and investors. Financial performance is an important aspect which influences the long term stability, profitability and liquidity of an organization. The Evaluation of financial performance using Comparative Balance Sheet Analysis, Common Size Balance Sheet Analysis, Trend Analysis and Ratio Analysis had been taken up for the study with â€Å"IIFL Ltd† as the project. Analysis of Financial performance is of greater assistance in locating the weak spots at the IIFL Ltd even though the overall performance may be satisfactory.

Wednesday, December 4, 2019

Limitations of Stereotyping at Workplace-Free-Samples for Students

Question: Discuss about the Merits and Limitations of Stereotyping at Workplace. Answer: Merits and Limitations of Stereotyping at Workplace A stereotype is referred to a set of characteristics or a fixed general image that a significant number of people believe represent a specific type of thing or a person. In other words, it is any thought which is widely adopted about specific types of individuals or their behaviours to represent the entire group of such people or their behaviour as a whole (Inzlicht and Schmader, 2012). A stereotype did not take into consideration the personal characteristics of a person; it assumes things about a person because he/she belongs to a certain group. Stereotypes can be both positive and negative; however, both positive and negative stereotypes can be harmful based on a persons reliance on them. In organisations, stereotyping can lead employees or managers to treat a person or a group in a specific way based on preconceived notions regarding that person or group. Generally, diversity factors such as culture, religion, age, ethnicity, gender and race can contribute to stereotyping in a cor poration. Many managers use stereotypes while communicating and interacting with their employees from another culture in order to ensure that they did not mistakenly make any insensitive statement regarding their culture (Alter et al., 2010). However, heavy reliance on stereotypes can negatively affect the organisational culture in a company, and it can lead to causing conflicts between employees in the workplace. This essay will focus on analysing the impact of stereotypes in corporations. Further, merits and limitations of stereotypes will be discussed in the report by analysing different organisational behaviour theories and recommendations will be given. In todays competitive business world, the requirement of talented employees has grown substantially, and organisations hire qualified employees from all around the world. In order to retain qualified employees in an enterprise, human resource department focuses on maintaining a positive working environment which supports and promotes diversity in the workplace (Chrobot-Mason and Aramovich, 2013). The HR department focuses on implementing effective organisational behaviour theories to ensure that employees from different cultures, religion, race and gender are able to work in the office effectively. Organisational behaviour is referred to the study of the way individuals communicate or interact within groups. It assists in implementing effective human resource management (HRM) policies that promote diversity in the workplace (Wood et al., 2012). Multinational companies are requiring dealing with people from different cultures and religions while operating their business. Therefore, ma ny times managers or executives rely on stereotypes to effectively deal with people from different cultures and religions. In recent years, the importance of diversity management in corporations has grown substantially with the increase in demand of talented employees. Misuse of stereotyping can result in making employees upset or dissatisfied with their jobs which negatively affects their productivity. The insensitive behaviour of employees or lack of diversity management policies can result in increasing disputes between employees which affect their along with others performance which is negative for a firms growth. Effective diversity management improves a companys performance because employees are more likely to feel attached to the organisation and it contributes to creating a positive culture in the workplace (Ilmakunnas and Ilmakunnas, 2011). Therefore, effective diversity management is a key requirement for modern corporations since it provides them a competitive advantage over others. For example, Google Incorporations promotes and supports diversity policies, and the HR department maintains equ ity among employees. Recently, the CEO of the company, Sundar Pichai, fired an engineer, James Damore, because he issued a controversial anti-diversity memo in which he argued why men are better than women (Statt, 2017). The action of Googles CEO showed that the company is serious regarding its diversity policies, and they promote and support employees from different cultures, religion, caste, race and gender. There are a number of merits of using stereotypes which can be beneficial for managers while creating a positive relationship with employees. Firstly, it assists them in ensuring that they did not make any insensitive remark or comment that might affect their feeling. Having knowledge about employees culture or religion can ensure that the manager is able to interact with them more freely since he/she understands their customs (Heilman, 2012). Similarly, while dealing with customers, clients or partners from another country, stereotypes can assist executives in understanding their business customs. For example, in China, people emphasis on punctuality more than western nations and being late in meetings can often result in cancelation of the deal. Therefore, stereotypes can assists managers in ensuring that while dealing with employees in the organisation, they are not insensitive towards their culture. Many times, stereotypes help managers in filling the missing information regardin g a person, such as a non-observable characteristic of an employee that can only be apparent after spending a long time with him (Lottrup, Grahn and Stigsdotter, 2013). Also, stereotyping helps managers in organising information more efficiently by placing employees into predetermined categories. Although it has seen that most stereotypes are based on true facts, there are a number of errors and distortions in them which may lead to employment discrimination. It is very unlikely that a person perfectly fits the stereotype category because each person has specific traits and characteristics (Von Hippel, Sekaquaptewa and McFarlane, 2015). Therefore, if a manager is relying on stereotypes, then he/she is assigning traits to an employee that is untrue. The use of stereotypes makes it difficult for managers to alter their belief about an employees characteristics and traits which conflict with the stereotype. If a manager himself uses or all others to engage in stereotyping, it can result in increased abuse and mistreatment in the workplace. If a manager did not stop employees from using stereotypes, then employees can sense that he/she promotes open displays of mistreatment or discrimination which can result in establishing a negative working culture in the organisation. It incre ases conflicts and disputes between employees and managers which negatively affect the performance of others as well (Posthuma and Guerrero, 2013). If collaboration and teamwork is a necessary requirement in a corporations success, that use of stereotypes can result in causing bad working relationships between employees. For example, based on the stereotypes, a man may not prefer to ask a woman help while working because he might feel she is incapable of understanding or performing the task. Another problem with stereotyping is that it causes low morale for individuals or group which make a toxic working environment. The managers find it difficult to motivate employees to improve their performance if employees have low morale. According to the Equity theory of motivation, employees feel motivated if their output is equal to their input (Lazaroiu, 2015). Based on stereotypes, a manager can discriminate between two employees and provide more benefits and opportunities to only one. In this situation, it is difficult to motivate the employee who is discriminated against and it is more likely to affect his performance negatively. Similarly, ERG theory divide basis needs of an employee into three categories. Existence includes physiological and safety needs, relatedness include social relations needs, and growth refers to self-esteem and self-actualisation needs (Caulton, 2012). This theory categorised the five needs given by Abraham Maslow in Hierarchy of needs theory. If man agers use stereotyping, then it is difficult for them to fulfil relatedness needs of employees. If managers are continuously discriminating employees based on stereotypes, then it can negatively affect their performance, and it makes it difficult for managers to motivate them. Following actions can be taken by managers in order to avoid stereotyping in the workplace which assists them in establishing a positive and supportive working environment which effectively manages diversity in the workplace. Firstly, managers should implement workplace policies that discourage stereotyping and discrimination between employees and embrace diversity in the workplace (Lamont, Swift and Abrams, 2015). In Australia, the government has implemented anti-discrimination laws based on age, disability, race and sex of employees. Organisations should comply with regulations of these acts to ensure that they avoid stereotypes. The firm should also provide diversity training to managers, supervisors and employees to make them learn about others religion, race, nationality and culture. Managers should schedule meetings between them and workers to discuss the way to prevent employees from stereotyping, and they should avoid making assumptions or creating labels for employees (Dugui d and Thomas-Hunt, 2015). Managers should ensure that employees respect each other and difference between them by implementing strict diversity policies. In conclusion, stereotyping has its merits and limitations however in order to promote diversity management, managers should avoid using stereotypes. Stereotyping assists managers in ensuring that they are able to fill the gaps while interacting and dealing with other employees in order to create a positive relationship with them. It assists them organising information more effectively by placing employees into predetermined categories. It also ensures that managers did not make any insensitive remarks that might hurt employees feeling. However, there are many limitations of stereotyping which result in establishing a toxic environment in the workplace. It promotes discrimination in the workplace which causes low morale among employees. Stereotyping also makes it difficult for managers to motivate employees and improve their productivity. Various recommendations are discussed in the report for avoiding stereotyping such as strict diversity policies, effective workplace relationships, avoiding of assumptions, and diversity training. These policies can assist managers in avoiding stereotyping and creating a positive working environment in the workplace which promotes and supports diversity among employees. References Alter, A.L., Aronson, J., Darley, J.M., Rodriguez, C. and Ruble, D.N. (2010) Rising to the threat: Reducing stereotype threat by reframing the threat as a challenge.Journal of Experimental Social Psychology,46(1), pp.166-171. Caulton, J.R. (2012) The development and use of the theory of ERG: A literature review.Emerging leadership journeys,5(1), pp.2-8. Chrobot-Mason, D. and Aramovich, N.P. (2013) The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), pp.659-689. Duguid, M.M. and Thomas-Hunt, M.C. (2015) Condoning stereotyping? How awareness of stereotyping prevalence impacts expression of stereotypes.Journal of Applied Psychology,100(2), p.343. Heilman, M.E. (2012) Gender stereotypes and workplace bias.Research in organizational Behavior,32, pp.113-135. Ilmakunnas, P. and Ilmakunnas, S. (2011) Diversity at the workplace: Whom does it benefit?.De Economist,159(2), pp.223-255. Inzlicht, M. and Schmader, T. (2012)Stereotype threat: Theory, process, and application. England: Oxford University Press. Lamont, R.A., Swift, H.J. and Abrams, D. (2015) A review and meta-analysis of age-based stereotype threat: Negative stereotypes, not facts, do the damage.Psychology and aging,30(1), p.180. Lazaroiu, G. (2015) Employee motivation and job performance.Linguistic and Philosophical Investigations,14, p.97. Lottrup, L., Grahn, P. and Stigsdotter, U.K. (2013) Workplace greenery and perceived level of stress: Benefits of access to a green outdoor environment at the workplace.Landscape and Urban Planning,110, pp.5-11. Posthuma, R.A. and Guerrero, L. (2013) Age stereotypes in the workplace: Multidimensionality, cross-cultural applications, and directions for future research.The SAGE handbook of aging, work and society, pp.250-265. Statt, N. (2017) Google fires employee who wrote anti-diversity memo. [Online] The Verge. Available at: https://www.theverge.com/2017/8/7/16111052/google-james-damore-fired-anti-diversity-manifesto [Accessed 2 April 2018]. Von Hippel, C., Sekaquaptewa, D. and McFarlane, M. (2015) Stereotype threat among women in finance: Negative effects on identity, workplace well-being, and recruiting.Psychology of Women Quarterly,39(3), pp.405-414. Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R. and Seet, P.S. (2012)Organisational behaviour: Core concepts and applications. Milton QLD: John Wiley Sons Australia, Ltd..