The Harlem Drag Culture :: History Culture Cultural Essays

The Harlem Drag Culture Foucault, Moraga, Fuss, hooks, Butler. These authors, along with many more, have concerned themselves with the defining of categories. In reading these authors our class has, upon every occasion of meeting, discussed the formation of categories. What we have discovered, in part, is that things are not defined by what they are, but by what they are not. Diana Fuss, in her article "Inside/Out," states "any identity is founded relationally, constituted in reference to an exterior or outside that defines the subject's own interior boundaries and corporeal surfaces" (Fuss, "Inside/Out," 234). A common example of this, derived from Freud, is that males are defined by their having a penis, while females are defined by their lack of one. Defining identity is not necessarily so binary. As Cherrà ­e Moraga puts it "Call me something meant to set me apart from you and I will know who I am" (Moraga, "The Breakdown of the Bicultural Mind," 237). The subcultures of American society, cultures that are not part of the white patriarchy, are defined by how they differ from this white patriarchy. Our class was privileged to be introduced to one subculture found in Harlem during the late 1980s through the documentary Paris is Burning by Jennie Livingston (1992). This documentary captured the lives of men who lived outside the dominant culture. They had several strikes against them: they were Latino and African American, they were homosexual, and many of them were poor, sometimes even homeless. These men came together to form a kinship network, in the form of houses, to protect and support one another. Out of this milieu developed drag balls, balls in which the men dressed up and competed in different categories, such as "executive," "realness," and "voguing." The object of most of these categories was to mimic dominant society by looking like the heterogeneous members of the white patriarchy. After watching Paris is Burning, reading critiques of it, listening to class discussions, and processing through my own thoughts about the film that I have come to struggle with an extremely large tension I am confronted with in thinking about the drag ball subculture of Harlem. Is the mimicking of dominant society by this culture a way of subverting it or is it supporting and perpetuating the white patriarchal ideal? Do these men redefine dominant society in their own terms and take control of it?

Irish Dancing: A Celtic Family Passion Essay

Every family has some wonderful tradition that they share with each other and the rest of their kindred spirits. Our family holds Irish dancing as our most beloved musical tradition, and we share it amongst ourselves along with those in the world around us. Individuals who have viewed Michael Flatley’s, Riverdance or The Lord of the Dance, have heard the beautifully entrancing music and the almost hypnotic percussion nimbly played by the tapping of dancer’s feet. The swift and graceful movements, colorful costumes and mystic aura that this Irish dancing traditions hold can only be told best by those who have partaken in the event, danced the dance and been allured by the magic of the sounds. The following writing will explore some of the experiences of our family’s Irish step dancing tradition, as well as how we share it with the public world. Irish dancing means a great deal to us because it serves as an expression of our ethnicity and of who we are as a family. The females of our kin begin their dance training early, at about the age of three to four years. Almost as soon as they can fit into the shimmering brocaded dresses and tiny tapping shoes, the young ladies eagerly take to their lessons. Each dance that they master acts almost like a rite of passage and many of the girls soon find themselves performing at pubic fairs, parades and even dancing competitions. We pride ourselves in our little dancer’s endeavors since as stated by Wulff, â€Å"When it comes to Irish competitive dancing, the attempt to build character goes back to childhood and circles around the idea of national identity†(Wulff 2003, 186). Through this media we can express our particular ethnic heritage in the ever diverse United States. Younger and older generations practice together at family gatherings and put on a show for everyone. Males of our family also receive encouragement to pursue the activity, but the accomplishment of the women usually outshines them. In relation, the accomplishments of our Irish dancing heritage come with time, difficulty and dedication, in which our family takes pride. Irish dancing consists of rules of movement that do not make for an easy learning experience. To watch Irish dancers in competitions is to see how they must move in â€Å"jumps† with their backs straight, their arms tight to their sides and make it only appear that their legs do the work. Now imagine trying to do all of that and make a distinct rhythm with nimbly tapping feet. One of the proposed theories for why such strict rules of movement in Irish dancing exist states, â€Å"Irish bodies have long been subjected to particularly stringent forms of control by church and state, and within this context dancing has been deemed especially problematic†(Dyck and Archetti 2003,5). Others believe that the Irish values of, â€Å"proper manners† plays a vital role in the dancing posture (Wulff 2003, 182). Either way, the skill comes with hours of practice and dedication. Winning a public award for Irish dancing plays an important role in our family affairs. Those who have competed often travel around the nation at various times of the year, and many of us will travel with them to encourage and support their efforts. Award winners also usually have a lead part in producing the dances for our family gatherings, as well as act as teachers to our younger dancers. Consequently, the type of dancing that has been spoken of thus far constitutes a type of Irish dancing called â€Å"step dancing†. There are also jigs, polkas and other genres of Irish dancing that we partake in. These less formal types of dance usually occur solely at family gatherings. None of our family members have pursued a professional learning experience or participated in competition in any of these other genres that we know of to date. However, just because we do not pursue them as vigorously as step dancing does not mean that they are not enjoyable. Family events and competitions do not make up the entirety of our Irish dancer’s experiences. As mentioned previously, parades and community events also don the list. Sometimes our family dancers put on shows for charitable causes, church functions and Irish festivals. All of the opportunities that avail themselves help us express ourselves and our unique cultural heritage to our community. Also, as with the charitable causes, we have the opportunities us to use our talents help those in need. Performing for these community gatherings helps to inspire us as, and encourages our dancers to continue on with their grueling practice. Concerning Irish step dancing, it has probably by far the most dynamic of the music structures of Irish dance genres. This is due to the fact that the tapping of the dancers feet give more intricate percussion to the established musical rhythm. For example, â€Å"Riverdance is usually associated with the crescendos of the signature section and the long Chorus Line of Irish dancers pounding out their unison steps†(Wulff 2003, 187). The aim of such percussion centers on eliciting a powerful emotional reaction from audiences, aside from just impressing them with complicated dance steps. Irish dancers want their audiences to feel every note, every tap and every emotion that the music and dance combined can convey. As dancers, the goal revolves around letting others experience the heart and soul they put into their activity with every pounding beat on the stage. Joining with several dancers on stage not only urges those feelings deeper into the hearts of the audience members; it also gives them the sense of how the power of several individuals acting in unison can create a breathtaking experience. Acting together to create such a response in the audience helps dancers to recognize and appreciate the bonds of their ethnic heritage as well as their achievement in performance skills. Correspondingly, immense evolution of Irish step dancing has taken place since Michael Flatley entered the spotlight. In his performances Irish step dancing takes on more fluid movements, rather than the rigid, hands-at-sides traditional postures. This addition of the greater emotional expression using body movement caught on and made Irish step dancing quite popular. The outcome: The response was extraordinary; after the performance calls poured in from all over Europe for the video. A CD was recorded; it sold out and the show was transformed into a full-length evening of dance and music, which swept London, New York City, and the world. Today in towns and cities around U. S. boys and girls are taking up step-dancing in record numbers (Finnegan, and McCarron 2000, 394). Flatley’s work has brought Irish step dancing to the forefront, romanticized it and possibly changed its course in history as the popularity continues to grow. By and large as it can be seen, the magic and honor of our experiences in Irish dancing comes through to our family from many sources. We gain a sense of nationality and cultural heritage from dancing with our fellow family members and other Irish step dancers. We take pride in our ethnic heritage as we perform for both charitable causes and competition, which inspires our public audiences. Not to mention that our family’s field of musical tradition in turn has taken inspiring turns as Michael Flatley’s performances have drawn immense amounts of attention and popularity. Overall, the intricate steps and emotional combination of music and movement in Irish step dancing has created for us a unique way for our family to continually appreciate our ethnic background and take pride in our heritage. Works Cited Carmichael, Jennifer. â€Å"Re: Interview questions. † Email to Irish dancer. 9 July 2006. Dyck, Noel, and Eduardo P. Archetti, eds. Sport, Dance, and Embodied Identities /. New York: Berg, 2003. Questia. 10 July 2006 . Finnegan, Richard B. , and Edward T. McCarron. Ireland: Historical Echoes, Contemporary Politics. Boulder, CO: Westview Press, 2000. Questia. 10 July 2006

Filling the Void Karl Marx, John Stuart Mill and Others...

It is common knowledge that in the past religion and myths were just ways for societies to explain events and occurrences that citizens of ancient societies did not have enough advanced knowledge to understand. It was also used as a way to oppress others, as seen in the explanation of class order and royalty as God placing a person where they were meant to be and that there was nothing one could do about it, because who can go against God himself? Religion played an even bigger part than that though, being a large part of every person’s identity and something for a country and its people to unit over. But as society slowly aged, and governments were reorganized and re-structured, one can see a reduction in religion being a part of†¦show more content†¦The chapter goes on to say that revolutions happen and society will be restructured, but with capitalism in the country history is doomed to repeat itself. Only with communism, the essay states, can there be class eq uality among Europe. The next three chapters, Proletarians and Communists, Socialist and Communist Literature, and Position of the Communists in Relation to the Various Opposition Parties, just speak more specifically about the political party of communism and what it had to do with general society in that time period and in the future. This document has a lot to do with filling the void of identity in the way that citizens of society were becoming unhappy. The lower class, without the claim of religion, was no longer content to stay within their class. It was nearly impossible for one to move classes, and this want for the proletarians to be like the bourgeois did help to spark the flame of revolution. Therefore, with a document like this, the ‘equal for all’ ideology of communism would replace the identity of religion because it would soothe the anger of the lower class. It would also work to bring together a group of people for one cause, creating a group ident ity as well as a personal one. In the short essay On Liberty by John Stuart Mill, published in 1859, we are able to see the idea of liberty as a viable option for identity.

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.