The Ku Klux Kl A Brief History - 1096 Words

THE KU KLUX KLAN: A BRIEF HISTORY Elizabeth Shanholtz History of Terrorism 333-001 November 10, 2015 The Ku Klux Klan In today’s world, Americans would like to classify our country as a â€Å"Melting Pot,† meaning that all people, of all cultures and backgrounds blend together and make one homogenous society. While this concept is not entirely true, it holds some aspects that help make this country so great. It gives the idea that everyone is equal and everyone receives the same opportunities as everyone else. It is a rather pleasant thought to think that no matter where we come from, we have the same rights as everyone else. This is not how it always used to be, however. The concept of the melting pot begins to crumble when we look at how certain members of society chose to use hatred and racial superiority to form a â€Å"better America.† The makings of our country show mass genocide of the Natives of this land that most history text books seem to blow over. Once our country had settled down and made this land our own, the focus of hate neede d to be targeted somewhere else. Slavery became a new form of social hierarchy, and when this social hierarchy was threatened, a civil war broke out. From the civil war, a social group had formed and vowed to fix the wrong doing of the actions laid out during the civil war. The Ku Klux Klan (KKK), also refered to as the Invisible Empire of the South is a white supremacist, extreme right terrorist group, who has had three

Risk Management Plan Proposal - 986 Words

Risk Management Plan Proposal FIN/415 Background of organization Pepsi Co is a global food and beverage leader with net revenues of more than $65 billion (Pepsico.com, 2012). Pepsi Co began its life in the summer of 1893. In 1893 Caleb Bradham invented â€Å"Brad’s Drink† or Pepsi Cola as it is called today (Pepsistore.com, 2012). By 1898 Caleb Bradham bought a trade name of â€Å"Pep Cola† from a competitor who had gone out of business. On December 24, 1902 the Pepsi Cola Company was incorporated (Pepsistore.com, 2012). The following June the Pepsi Cola Syrup was registered with the US Patent Office for use in the fountain machines in the drug stores Caleb Bradham operated. After opening a second drug store†¦show more content†¦Financial reporting, forward financial reporting and audits are the key techniques that PepsiCo’s Board of Directors use in order to protect the associates, shareholders and stockholders from any substantial risk. Every market that PepsiCo is part of operates very uniquely, it is the responsibility of the Board of Directors and designated teams to ensure the operations, and transactions are compliant. Risk management techniques PepsiCo risk management techniques â€Å"ensure that risks are taken knowingly and purposefully† (PepsiCo, Inc. 2011 Annual Report, p 34). â€Å"At its most fundamental level, risk management involves identifying risks, predicting how probable they are and how serious they might become, deciding what to do about them and implementing these decisions† (Merna AL-Thani, 2008). The technique used by PepsiCo is a structured framework that eliminates risk when possible, reduces risk exposure, and transfers or retains risk when either is identified as the best option. â€Å"PepsiCo leverages an integrated risk management framework to identify, assess, prioritize, address, manage, monitor and communicate risks across the Company†(PepsiCo, Inc. 2011 Annual Report, p 34). This framework is outlined in the PepsiCo 2011 Annual Report as follows: †¢ PepsiCo’s Board of Directors- overseeing the Company’s risk assessment and mitigation †¢ The PepsiCo Risk Committee (PRC)- identify, assess, prioritize and address strategic and reputationalShow MoreRelatedaltex corp1408 Words   |  6 PagesAltex had to submit to the Army, within 60 days after contract award, a formal project plan for the two-year ATMP effort. Contracts at that time did not require a risk management plan be developed. A meeting was held with the project manager of RD to assess the risks in the ATMP effort. PM:  I m in the process of developing the project plan. Should I also develop a risk management plan as part of the project plan? Sponsor:  Absolutely not! Most new weapons systems requirements are established byRead MoreMartin Smith Essay995 Words   |  4 Pages Weatherstorm, his senior partner gave him three proposals to assess and evaluate. 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Resistance to Change and Its Implications in an Organization

Question: Discuss about theResistance to Change and Its Implications in an Organization. Answer: The occurrence of the change, especially in an organization, could be brought out by various factors either external or internal. A natural response to change is resistance especially in organizations (Burke, 2009) Resistance to change is sometimes unavoidable especially in situations where the proposed change does not fit well with the employees. Resistance to change Resistance to change is quite frequent in organizations. Employees can resist the proposed change due to various factors. For instance, change brings about anxiety and uncertainty. In most cases, the change affects every employee in the organization and it is for this reason that they may offer resistance so as to maintain their status quo rather than embracing the unknown brought about by the change. Oreg (2008) believes that factors such as an employees short-thinking of the immediate discomfort rather than long-term benefit, the cognitive rigidity of an employee as well as the desire to have a stable routine can facilitate their resistance to change. However, not all employees provide resistance to change. Among those who may resist change are; those who are likely to receive an increase in their workload, those who advocate for a different kind of change, those who are successful and received awards in their current way of working and employees who have invested highly in the cur rent way of working as well as those who developed the current way of working (Bratton, 2010) Managers often view resistance to change as a drug to the development of the organization that has to be managed. For instance, managers in an editorial firm can decide to introduce new editorial tools that editors have to use in addition to the existing ones when editing. This move, in the long run, will improve the efficiency and reliability of the firms work. However, the editor is likely to resist to this change as this means more work for him. The manager is more likely to see this as a problem as their goal of providing high-quality work will not be attained easily. Thus there is need to manage this resistance. There is a link between power and resistance to change when it comes to organizational change (Erkama, 2013) to understand the resistance to change, it is important for one to understand the notion of power as the two are intertwined. There are four faces of power in an organization that influences resistant in organizations(Fleming, 2010). These include coercion, manipulation, subjection, and domination. Resistance is viewed as a source of power that the employees use to avert change. In coercion, a person in a position of power can coerce the employees to accept or follow orders. The employees can use resistance to refuse what they are coerced to do. Manipulation is the control that one imposes on another to get something done. As it is mainly through non-participation, then resistance, in this case, can be used to gain access to gain a voice through either trade unions or social movements. Domination is the power that shapes the preferences and general outlook of the employees. To avert this, one can use resistance as a means of escape to disengage from this domination. The fourth power, subjectification, is one where the organization molds the employees into a certain way. Resistance, in this case, can be as a result of the employees creating something that contradicts what the management intended. Thomas and Hardy (2011) provide that there are those who shape the decisions while there are those whores are resistant to the decisions. Resistance is conceptualized in various ways including as pathology, psychological and sociological. As a pathology, managers have the best and crucial knowledge to develop a rational approach towards change. This can be through using empirical data that will lead to a predictable change. As employees resist the change, employers and managers view this as a problem that has to be dealt with thus causing them to use secrecy, coercion, sanctions and other forms of power to overcome this resistance. Additionally, resistance can be conceptualized as the outcome of ones psychological state including emotions and attitudes. A persons feelings such as selfishness, cognition, and powerlessness can make them resist change. This necessitates for the managers to first fix the individual through communication so as to inform and enlighten them on the new ideas and what it means to the organization as well as encourage them to accept the proposed changes. Additionally, managers and change agents can incorporate some of the employees ideas as well as encouraging their participation so as to ensure they attain effective change management. However, the interests, power, and assumptions of the agents and managers are to remain the most dominant. Resistant to change can be viewed on the sociological aspect (Johns, 2013). Resistance is itself a form of resistance as a response to power which is employed by employees. Change is a vital decision that managers and change agents formulate for better service delivery. However, as the change is likely to face resistance, managers tend to demonize the action stating that the resistance affects service delivery(Burke, 2009). For one, resistance to change lowers the work morale of employees especially in cases where they lack detailed information on the implemented change. Additionally, resistance to change can result to the negative conceptualization of the organization as employees are likely to have a negative attitude of the change as well as the proposed change. To manage the resistance, managers and change agents in, most cases use their power to influence the employees to accept and adopt the change. On the other hand, the employees tend to use resistance to avert or express resistance. An implication of this, move by the employees can be poor service delivery or satisfaction and low job turnover. For instance, a delivery firm can change the modes of delivery from a pickup point to offering door-to-door delivery services. The managers might impose this change with an aim of improving their customer relations. However, employees view this move as an addition to their workload thus resists the move. This will affect the service delivery and can tarnish the companys name. It is in this light that the managers demonize resistance and derive ways to manage the resistance (Jabri, 2017) Ethical issues associated with power and resistance Ethics refers to the decent guidelines that drive a persons behavior when piloting or articulating an activity. When dealing with issues that require ethical considerations, it is important for one to develop an ethical framework that is to be followed to arriving at a solution(Dolan, 2012). An appropriate ethical framework relevant to the organizational management of change is the use of the basic right approach. According to this approach, the managers have a duty in consulting the employees on matters affecting them at work as well as giving employees a right to see and understand how decisions involving employment are taken. This framework is associated with the clear and open relationship between the managers and the employees meaning that the decisions undertaken by any of the parties have to be informed to the other party first. Power and resistance to change raise a number of issues. For instance, when managers coerce their employees to partake or do something that they are unwilling to do, they violate the persons freedom of choice. Coercion can be in form of threats or use of force. A manager in can make a decision requiring all employees to report to work on Saturday which is against their jurisdiction and to respond to this change, the employees can boycott work. In the same way, a manager can provide laws that require employees to pay for certain services that were previously attained with no costs, with an excuse of raising extra funds for a certain project. This can be through manipulation or even subjection. Once employees realize that they have been manipulated and subjected to paying for these services, they are more likely to resist the change by failing to pay or even through sanctions. The use of power to implement changes that one wants causes raised various ethical issues that affect the orga nization at large. On the other hand, the move to resist a change has its ethical issues. In addition to resistance to organizational change, other factors likely to cause dissent include performance evaluation, tactics for decision making and how employees are treated (Thompson, 2009)Dissent can be presented in various ways. Articulate dissent involves presenting the disagreement directly to the superiors. This method provides that the employees are concerned with the issue at hand for the benefit of the whole organization rather than for personal gain. Latent dissent is where one presents the opposition to the coworkers especially in situations which they are unable to have a clear audience with the supervisors or managers. This is a method that is useful in situations where one feels the superiors are not receptive. Displaced dissent involves expressing disagreement to the external audiences such as friends and family. This dissent, however, limits the employees feedback on the o rganization thus presenting the picture that the proposed organizational change has been accepted by all employees. The use of ethical frameworks to respond to these ethical issues raised by resistance and power is a key consideration for any organization. The framework is to provide a possible solution or method in which a proposed change can be articulated and accepted by all without the use of powers or resistance. Even as change is inevitable, change agents and managers should always consider the ethical issues likely to arise and use the ethical frameworks as a guide to implementing a particular organizational change. The basic right framework provides a ground in which the managers have to consult or inform the employees of a change likely to happen so as to receive their feedback as they are the ones likely to be affected by the implementation of the particular change. Other additional frameworks that are useful or relevant to issues arising from organizational change according to Woodhall, Winstanley, and Heery (1996) include; the universalism approach which deals with the principle of Do as you would be done by, and respect for the individual; the community of purpose approach which holds a stakeholder view that accept that change can affect different groups differently and therefore there should not be extreme disparities of benefits in these groups and the organizational justice approach which advocates for fair treatment of the employees through provision of equal opportunities as well as in decisions on performance and rewarding (Bratton, 2010).To achieve an effective change management, it is advisable for the change agents to clearly outline the details of the change and what it involves. The employees should also provide their thoughts on the proposed change to the managers including what they propose to be done. This will reduce the collision that arises as a result of the use of power and resistance mechanisms. Conclusion Resistance to change is a natural response that is provided by employees in an organization in situations where the change is likely to affect their work. Factors such as ambiguity in the details of the change, the feeling of powerlessness and anxiety as well as cognition of the proposed change are among those that make them resist the change. However, managers and change agents may feel the need to manage this action as it affects the job satisfaction as well as service delivery. Additionally, resistant to change and power are interlinked as managers can use powers to advocate for change while employees use resistance power as a response to the same. Ethical considerations are important especially when managers are implementing a particular organizational change. References Bratton, J. S. (2010). Work and Organizational Behaviour 2nd Ed. UK: Palgrave Macmillan, Burke, W. W. (2009). Organizational change: A comprehensive reader. San Francisco: .: Jossey-Bass. Cummings, T. G., Worley, C. G. (2009). Organizational development change (9th ed.).Mason: South-Western Cengage Learning. Dolan, S. L. (2012). Sharing the culture: Embedding storytelling and ethics in the culture change management process.. Journal of Management and Change, 29 Pp. 10-23. Douglas, F. (2011). Between a rock and a hard place: Resistance and the formation of professional identity. International Journal of Education and Vocational Guidance. 11 (3) pp. 163-173 Erkama, N. (2013). Power and resistance in a multinational organization. Scandinavian Journal of Management., 26. Pp. 151-165. Fleming, P. a. (2010). The Faces of Power in Organizations. In Contesting the Corporation: Struggle, Power, and Resistance in Organizations. Cambridge University Press. Jabri, M. (2017). Managing Organizational Change: Process, Social Construction and Dialogue. 2nd Ed. . london: Palgrave Macmillan. Johns, E. A. (2013). The Sociology of Organizational Change. Pergamon Publications. Oreg, S. (2008). Resistance to Change: Developing an individual differences measure. Journal ofApplied Psychology Thomas, R. Hardy, C. (2011). Reframing resistance to organizational change. ScandinavianJournal of Management. 27 pp. 322-333. Thompson, P. . (2009). Work Organization: A Critical Approach. , London. : Palgrave Macmillan.

Marketing via the Mass Media

Marketers are faced with ethical challenges when advertising their products via mass media; the most challenge is to come up with adverts that do not divide the community in social classes or in lines of economic welfare; one burning question in the profession is whether it’s ethical for marketers to use the mass media to promote products that most members of the lower class or working class cannot afford.Advertising We will write a custom assessment sample on Marketing via the Mass Media specifically for you for only $16.05 $11/page Learn More This paper seeks to support that it’s ethical to market for the well to do in the community using mass media.  When choosing the market segment marketers have the option of choosing incomes differences as the mode of their marketing; when using this approach, the market is divided into low class, working class and high class; entirely there is no problem advertising over the mass media despite the products being marketed not affordable for the low and medium income earners; however some factors need not be considered. The advert should not be made in such a way that the less fortunate feel oppressed or discriminated by the system, the marketers should look into their language, mode and the tone of the advert.  When making an advert, the marketers should look for a language that the target market would understand without creating any suspicion on other potential markets. For instance, the advert may have a harmonious message that does to hurt or stick in the minds of low earners but speaks volumes to the well to do in the society. Auguring that it will be unethical to advertise for the well doing societal members through mass Medias will result to not considering their rights to be informed and to the company making such products it will have issues reaching the markets. When coming up with an advert, what makes the action ethical or non-ethical is the mind of the marketer a s well as the implications that the advert is likely to offer; when the process is well conducted, it will be able to differentiate the well to do and the less fortunate without creating some tension among them. In well structured societies (where equality is advocate for and measures enacted to attain it), adverts can be source of inspiration and motivation to the less fortunate as they look forward to afford the lifestyle portrayed and the end result is a society that appreciates the situation as it is and probably improves their conditions. Adverts play a vital role in socialization; when children get used to see adverts for the high class, they are likely to develop the hunger to work hand to reach the lifestyle they can see; in the end, the adverts lead to societies that values hard-work. The adverts assist in opening the mind and grow the hunger for wealth creating. Actually, they should be seen as ethical adverts that can promote positive values and virtues in the society.Adv ertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Despite the arguments that adverts for high class target over mass media is ethical, there are times that the adverts can be condemned for promoting some vices in communities as well as creating tension among societal classes. However, marketers should stamp their authority and come-up with generally acceptable adverts and marketing tools. They should not seem to promote a sense of economical differences. Adverts should be made to reach the target market effectively and in no way create a feeling of discomfort to other members of the society. This assessment on Marketing via the Mass Media was written and submitted by user Archer Wiley to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.