Essay on Richard Adams’s Watership Down - 1069 Words

Richard Adams’s Watership Down There are many intriguing and fascinating lessons and thoughts that can be extracted from Richard Adams’s Watership Down when inspected under a â€Å"magnifying glass.† From those many issues, the one that is the most influential to ourselves is the issue regarding anti-segregation, portrayed ingeniously by Richard Adams through Hazel within many different cases in the novel. Out of those many instances, this essay will discuss two of them, explain how they display the issue of anti-segregation, and compare them to a famous historical and political figure. The character in the novel that Richard Adam decides to portray as a â€Å"civil rights leader† is Hazel. Hazel and his companions have already discovered†¦show more content†¦The first instance that Hazel shows his anti-segregation mentality occurs shortly after the rabbits find the Honeycomb. They were gathered underground when Silver quickly came down screaming â€Å"Hawk! Hawk!† After they were all safe underground they noticed a mouse had joined them. Quickly, Hazel came over to the mouse to see if it was ok. Contrary to the rest of the rabbits, he told the mouse it could stay underground until it was safe to go back up. Hazel was quick to notice that this mouse was of no threat to them, and didn’t see any reason not to help it. Just because it wasn’t another rabbit like them, didn’t mean that they had to automatically treat it like it was in a â€Å"lower class.† Since Hazel was able to understand this, and act on it, he was rewarded towards the end of the novel where the same mouse informed them that Woundwart was camped close to them and was going to attack them. This is the first example of how Hazel was not only physically a leader, but also a civil rights leader. The second example occurs when Bigwig and Silver were wandering around and they saw and heard something behind the bushes. When they discovered it was a huge whi te bird they both tried to get close to it. As they approached it, it began to go crazy so they ran away. Hazel met up with them and asked them what happened. They told him about the big white bird that they found that was hurt. Quickly Hazel went over to the bird

Essay about Sociology Study Questions - 629 Words

Soc 120 Niyogi Final Exam Study Questions 1. Discuss two aspects of the racial formation theory (Omi and Winant). Use examples to illustrate your answer. What role does the racial state play in racial formations? 2. In the movie, ‘Race: the Power of an Illusion’ (episode 2) how did expanding democracy intersect with American society becoming increasingly â€Å"race-based†? Why did race become one of the most important parts of national life? 3. According to Brodkin what was â€Å"the biggest and best affirmative action program†? Discuss two factors pointed out by her that contributed to the success of Jews. 4. John Smith a middle class white man, has lunch with Tatum (Defining Racism) and Lipsitz (Possessive†¦show more content†¦Both bussing and tracking both categorize students on qualities but racialzed. If students fall off the track they are put into a lower track which limits their academic progress. Busing in kids from other neighborhoods. Underprivileged to privilege neighborhoods. 6. Discuss Kozol’s main findings about our educational system. What is the impact of race and class in presenting obstacles to educational success? 7. Use ideas from clips from Unnatural Causes to highlight how inequality effects health outcomes. Discuss two examples. Obesity, high blood pressure (Stress) Can find this on youtube! 8. What does Davis mean by the term â€Å"prison industrial complex†? What is the school to prison pipeline? 9. Highlight a contemporary manifestation of discrimination in the workplace. Connect the institution of work with one other institution to explain the perpetuation of inequality. 10. Discuss two drawbacks of adopting a black/white binary analysis of race and racism? Use examples from readings by Sethi, Shah, Wu etc. 11. Explain the myth of the model minority and why it has persisted. Highlight two negative consequences of the model minority label. 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Training Evaluation and Measurement Methods

Question: Discuss about the Training Evaluation and Measurement Methods. Answer: Introduction: The prioritization of the professional life and personal life or lifestyle is known as work life balance (Goodwin and Graebe 2017). It is concerned with the balancing of the lifestyle attributes of the people along with their job-related attributes. It is important to devote equal time for leisure and work. The organizations often help in taking proactive measures so that the employees can perform their personal duties too. The shifts in the organizational policies create a problem for the employees and they are unable to maintain the work life balance. The increasing work burden, stress and the increased competition has made the professionals to give less time to their families or pursue their personal interests. Consequences of imbalanced work life The imbalanced work life balance is not good for the employees. The employees would be having excessive absenteeism due to the improper balance. There may be several reasons of this absence, one of which can be severe health issues. They may be suffering from irritability, concentration issues and severe headache (Leider 2015). There is an increase of stress as well as safety concerns. There is a considerable loss of personal life which causes the employees lose their aim of life (Cummings and Worley 2014). They would not be able to concentrate on their work and they may not be able to prioritize their work. The other symptoms of the work life balance are described below- Exhaustion of the employees which would decrease their productivity. Limited friendships in personal as well as professional life Increase in work load which means that there would be increase in the responsibility Health conditions such as fatigue, weight gain, substance addiction and nervousness. Good Practices There should be adequate work life balance which would motivate the employees to work in the organization for longer duration (Hoven and Siegrist 2013). The following best practices should be implemented in the organization- Offering the opportunities for community engagement- It is important to inter connect work and leisure which would be mutually beneficial. The employer can offer six weeks of paid volunteer time for engaging in community causes (Niedhammer et al. 2013). Maintaining structural consistency- The employer must try to engage in consistent structure of the organization which would make the employees feel less anxious. They should know their job roles and responsibilities clearly which would be aligned with the organizational objectives. Allow flexibility of schedule- The organization should be able to provide work from home options if they need to attend an important task in their household (Mowday Porter and Steers 2013). This would help the employees to balance both professional and personal life. Encourage team building activities- There should be adequate team building activities when the employees are working together in the organization (Koivisto and Rice 2016). Create centralized systems- It is important to create centralized software, allocation of resources and the authority which would make it easier for the employees to efficiently coordinate with the departments (Dyer and Dyer 2013). Division of labor- It is important to delegate all the tasks equally among all the employees of the organization so that there would not be burden on any single person. There are several concerns which persisted in the organization. They are enumerated as under- High attrition rate of the employees which implies that the employees are not ready to stay in the organization for a longer time. This created burden on the human resource department. The time between resignation of employees and recruitment of new ones is detrimental to the organizational functioning since there is subsequent decrease in productivity. Lack of organizational hierarchy which makes it confusing for the employees to follow instructions. There are also issues regarding the approval system and the reporting authority. The presence of two systems in the organization creates technical glitches which wastes a lot of time. Lack of attendance keeping systems which makes the employees come to office at their own time. Lack of time management skills among the employees. Lack of proper training in the organization which makes it difficult to have smooth operational flow. Employees in the organization are not able to balance their personal and professional life. They are unable to maintain work life balance and this is the reason why there is a decrease in their productivity. The organization should implement the following solutions which would not only solve the issues but also provide the employees with greater work life balance. The organization should optimize the recruitment as well as selection strategy, focus on training and initiate a coaching culture which would make the employees engaged in the organization (Graham and Englund 2013). More focus should be put on employee engagement activities Creation of organizational charts which clearly shows the line of authority and also helps the employee to identify their reporting authority (Schiemann 2014). Implementation of a single system in the organization. Centralized operation of both finance and operation. SAP system must be implemented for the entire organization. Installation of biometric system that would record the exact entry time and the exit time of the employees (Sermeus 2016). In order to foster efficient time management skills, the organization must consider installing time tracker or employee time sheet software. In case of budget constraints, proper evaluation mechanisms should be there which makes the employees manage their time efficiently. Proper training schedules should be formulated based on the requirements of the employees (Phillips and Phillips 2016). Training modules should be implemented based on the employee shortage of skills, expertise and knowledge. From the employees point of view, Work life balance can be fostered by- using technology for telecommuting, learning to say no at times, communicate, set personal deadlines and prioritize the time (Hougaard Carter and Coutts 2016). From the employers point of view, Work life balance can be improved by- Allow work from home options, promoting flexible hours, not allowing the employees to take work at home, promotion of breaks during working hours, focusing on workplace culture, vacation time policies, providing benefits such as maternal leave and child care benefits (Burg-Brown 2013). References Burg-Brown, S., 2013. Work-life balance.Journal of Property Management,78(4), pp.48-54. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Dyer, W.G. and Dyer, J.H., 2013.Team building: Proven strategies for improving team performance. John Wiley Sons. Goodwin, G.C. and Graebe, S.F., 2017. Work-Life Balance. InA Doctorate and Beyond(pp. 179-185). Springer International Publishing. Graham, R.J. and Englund, R.L., 2013.Creating an environment for successful projects. John Wiley Sons. Hougaard, R., Carter, J. and Coutts, G., 2016. Work-Life Balance. InOne Second Ahead(pp. 117-122). Palgrave Macmillan US. Hoven, H. and Siegrist, J., 2013. Work characteristics, socioeconomic position and health: a systematic review of mediation and moderation effects in prospective studies.Occupational and environmental medicine, pp.oemed-2012. Koivisto, S. and Rice, R.E., 2016. Leader prototypicality moderates the relation between access to flexible work options and employee feelings of respect and leader endorsement.The International Journal of Human Resource Management, pp.1-22. Leider, R.J., 2015.The power of purpose: Creating meaning in your life and work. Berrett-Koehler Publishers. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Niedhammer, I., Chastang, J.F., David, S., Barouhiel, L. and Barrandon, G., 2013. Psychosocial work environment and mental health: Job-strain and effort-reward imbalance models in a context of major organizational changes.International Journal of Occupational and Environmental Health. Phillips, J.J. and Phillips, P.P., 2016.Handbook of training evaluation and measurement methods. Routledge. Schiemann, W.A., 2014. From talent management to talent optimization.Journal of World Business,49(2), pp.281-288. Sermeus, W., 2016. Biometric Attendance and Big Data Analysis for Optimizing Work Processes.Nursing Informatics 2016: EHealth for All: Every Level CollaborationFrom Project to Realization,225, p.68.