General Overview of Chapter 11 The Huxleyan Warning Essays

General overview of Chapter 11 entitled- The Huxleyan Warning. At the beginning of Chapter 11 in Neil Postman’s book, he reminds us that there are two representations of how a culture maybe withered. He writes that a culture either becomes almost like a high security prison or a culture can become just like a mockery. Postman then goes on to acknowledges that there are several different places that exist in the world where the totalitarianism of thought control exists. Another well-known author named George Orwell describes this in his fantastically written book ‘1984’. Postman does not see America that way†¦in the way that Orwell viewed America. As an alternative, Postman believes that America is actually threatened by â€Å"an enemy with a†¦show more content†¦Key Concepts for Chapter 11 Postman goes on in the chapter to admit that he cannot offer any real solutions to this problem and he also lists those reasons. The first reason is that most people do not believe this big problem needs a cure and the second reason is that most likely there are no solutions anyway. Postman does give some of his own suggestions that may help fix the problem. The first suggestion that Postman gives is that a person must abandon any type of argument that television may be taken away. He writes that Americans will not abandon the many conveniences that are brought on by the vast forms of technology. They cannot be stopped from creating a more sophisticated technology item to substitute it. Further on in the chapter, Postman does not really believe that the content that is show on television is the actual problem. Since the real problem is not watch people watch, then this brings on the thought that we can find the solution in the way that we watch television programming. (160). Postman believes that this world has not discovered what television actually is as a type of technology, and as a result, there have not been many conversations about this. In the chapter, Postman list a short series of questions that he believes should be addressed. Those questions are about the nature of the information that is displayed on television, the psychic effects that this information has on the mind, and how this information changes the definitions of

Once upon a time, there was a prosperous kingdom name...

Once upon a time, there was a prosperous kingdom name Hegel. It was ruled by a wise king named King Hernandez. The king and queen of Hegel had seven good- looking princesses name Red, Orange, Yellow, Green, Blue, Indigo and Violet. Each of their names has represented their characteristic. Among of them, the youngest daughter, princess Violet is the most beautiful. She has an ideal body shape, softly spoken, the flawless skin as silk, the red moist lip and the beautiful long hair. She required every man wishes, everyone enchanted by her beauty. One day, the seven princesses were playing in the brook. The calm water is flowing across and the birds were singing around. Meanwhile, Prince Mitch from the Aldon kingdom, and his guardsmen were†¦show more content†¦Feeling embarrassed and anger to hear it, the Prince was up in arms. The prince went back to his castle. Steered by his anger, he started to make a plan for revenge. The Prince ordered his Commander and soldiers to attack Hegel kingdom. All soldiers were armed to the teeth. Then, the fierce war between them was unavoidable to happen. King Hernandez was so worried with the war. He was really concerned with her seven daughters. He asked soldiers to bring her daughters in a safe place in the rainbow jungle. The soldiers built a hut for the seven princesses. The king also asked the soldiers to provide food for 3 months. After the soldiers were sure that the seven daughter were safe, they went back to join the war. The sky was bruised with a swell of dark clouds on the western horizon. Time passed, the battle was still broke out. The King was cornered and his warriors decreased in number. Hegel Kingdom was completely destroyed. Many died during the war. Seeing the ruins of his people, He tried to find a way to stop this war. One day, King Hernandez heard that prince Mitch and his warriors having party near the river. Music rises along with the sweet sound of the singers, people ate and laugh, the atmosphere is heat up in there. King Hernandez and his solders hide in the bushes. In the middle of the night while their entire enemies were sleeping, they started their plan. They tried to sneak in the enemy camp’s, they eliminated their enemies oneShow MoreRelatedA Rainbow, By Rene Descartes1743 Words   |  7 Pagesbe able to really discuss rainbows we have to know the mechanics of them, which has been studied since ancient times. Greek philosophers were aware of the role of reflection in forming a rainbow and had some understanding of the role of refraction. In the 13th century, scientists produced theories on rainbow formation, and in the 17th century, Rene Descartes sketched out the conditions required to observe a rainbow (Douma). There are two key aspects that affect a rainbow, and these include the altitudeRead More Physics of Rainbows Essay1751 Words   |  8 PagesWhen the Suns light is refracted on passing through tiny rain droplets falling in the air a Rainbow is formed. Rainbows only need light from the sun or the moon and a large amount of spherical raindrops to form in the atmosphere. The rainbows can be compared to mini prisms. The light is refracted (bending of light as it passes from one medium to another) and it causes different wavelengths (or colors) of the white light to separate. Whether these wavelengths of light will pass through the raindropRead MoreDescriptive Essay : Snow Rainbow Valley 1640 Words   |  7 PagesSpirit. What s more, Snow Rainbow Valley is located at the north foot of snow mountain which is 2 kilometers away from Yishui county. As far as I am concerned, it is one of the great tourist attractions of Yishui county. 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The Rainbow Warrior was a vesselRead MoreThe Bombing Of The Rainbow Warrior1284 Words   |  6 PagesIntroduction The bombing of the Rainbow Warrior was a significant event in the history of New Zealand. It was the first ever act of terrorism in New Zealand. On July the 10th 1985 two French spies planted 2 bombs on Greenpeace’s the Rainbow Warrior. At 11:38pm the first bomb went off blasting a hole about the size of a car. Then at 11:45pm the second bomb went off. Photographer Fernando Pereira drowned when the vessel sunk as after the first blast went off he went a tried to retrieve his camera equipmentRead MoreDrawing: A Little Girl Stretching her Hand to Touch the Rain, Waiting for the Rainbow761 Words   |  4 Pagespicture can help soothe people. It says â€Å"Everyone wants happiness nobody wants pain but you can’t have a rainbow without a little rain.† In this picture, we see a girl’s hand stretching out to feel the rain. It seems that she is prepared to go to the heavy rain and the background is rather blue and cloudy. This shows us that the girl is ready to g o to the rain so that later, she can see the rainbow. The font type is pretty blue and seems really glum. Also, if you see the font, the font is more focusedRead MoreThe Theory On Rainbow Formation And The Mechanics Of Them Have Been Studied Since Ancient Times1557 Words   |  7 PagesRainbows and the mechanics of them have been studied since ancient times. Greek philosophers had some understanding of the role of refraction, scientists in the 13th century produced theories on rainbow formation, and in the 17th century, Rene Descartes sketched out the conditions required to observe a rainbow (Douma). There are two key aspects that affect a rainbow, and these include the altitude of the sun and the size of the raindrops. The colors of the rainbow are because of two basic facts:

Cheating is Against The Rules - 1044 Words

I only have two hours to study for tomorrow’s math midterm due to the additional three essays and two presentations I have to turn in for my other classes. I have divided my available hours and for this exam, I could either study for two hours and not get a good grade, or break the rules by using the notes during the exam, therefore getting a guaranteed A. What should I do? Cheating is against the rules of all corporations, institutions, and life. It is not viewed as morally correct because as one cheats, one is taking the easy way out and disrespecting those who work hard for the same outcome, therefore breaking binding contract of respecting others around you. It is tempting though, as we know the outcome if we are not caught, and it†¦show more content†¦In this case, my decision-making would be reference to the results, which are getting a good grade, not doing much work the night before, and having more time to complete my other assignments. To this, I will be making my decisions out of inclination, and therefore in no way can cheating be created as a universal law, guiding it to be immoral. In the other hand, if I were to study for the exam, then Kant would agree that I would be acting out of responsibility, as he says, â€Å"responsibility must be based on the practical unconditioned necessity of an action. Thus it must hold true for all rational beings – since only for then can a categorical imperative apply. For this reason alone it can be a law for human will.† My actions of studying will be responsible, as I have worked for something that I don’t exactly know the outcome of. I do have the goal to achieve an A, but I do not have the assurance of getting it and therefore did not shape my action on a specific outcome. It could be held as true for all human though because if studying is stated as a universal, as it could be argued that it is, then there will be a purpose for the education institution to test students. 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Grow In Todays Dynamic Business Environment

Question: Discuss about the Report on Grow In Todays Dynamic Business Environment? Answer: Introduction In todays dynamic business environment which is characterised by competition, complexity and globalisation, managing diversity is the biggest challenge faced by managers and leaders (Barak, 2013). The changing demographics of labour markets and the globalisation of business across the globe have driven much interest of practitioners and management scholars towards the areas of diversity and diversity management. Workforce diversity acknowledges the fact that every individual is different and these individual differences based on age, gender, nationality, race, caste, culture, religion, ethnicity, personality and mental or physical disability must be respected and accepted within organisations to achieve desired goals(Henry Evans, 2007). A diverse workforce within an organisation comprises a multitude of beliefs, values, understandings, unique information and ways of viewing the world. A cross-cultural and multicultural workforce is a common feature of all organisations across the gl obe today. Effective diversity management not only help developing a positive organisational culture but also help the organisation in gaining a competitive advantage and increase its overall effectiveness and efficiency(Cairns Preziosi, 2014). Effective diversity management enhances the knowledge economy of an organisation as diversity adds different perspectives, ideas and knowledge into the creative and decision-making processes, thus, increasing overall organisational competence and performance. However, like other management practices, a failure to effectively manage workforce diversity leads to several negative effects such as reduced cohesiveness and increased conflicts(Cox Blake, 1991). This report helps developing a critical understanding that diversity is not an issue to be managed with, rather it is an opportunity which when used in a positive direction helps enhancing personal and organisational effectiveness. Literature Review The composition of modern workforce is far more varied when compared to composition of workforce in the past owing to economic factors such as globalisation and competition, and demographic factors such as immigration(Worman, 2014). The concept of diversity and diversity management gained increased attention with more organisations aiming to increase their global reach and attract customers across the globe. The literature related to workforce diversity and diversity management is much deeper that what is seen on the surface level(Simons Rowland, 2011). The literature on workforce diversity and diversity management was reviewed to determine the definition of diversity management, related key terms and its significance in improving organisational performance. Diversity is defined by The Chancellors Committee on Diversity as the variety of perspective and experiences which arises from differences in culture, race, age, gender, religion, sexual orientation, mental or physical abilities and other characteristics(Burgin, 2010). Diversity management in a broad sense is defined as the planned and systematic commitment by the organisations to select, recruit, rewards, retain and promote a heterogeneous mix of employees. Diversity helps improving organisational effectiveness and organisations that are recognised for their effective diversity management strategies are likely to attract most competent employees(Cairns Preziosi, 2014). Workforce diversity is also defined as the coexistence of employees from different socio-cultural and demographic backgrounds. Effective diversity management requires development of an organisational culture where employees get ample opportunities to realise their full potential and career aspirations without any dis crimination based on difference in age, gender, sexual orientation, caste, culture, race, nationality and disability or any other factors that have no impact on individual performance (Patrick Kumar, 2012). It enables a diverse workforce to perform in an equitable work environment where no one group is treated with favouritism. Workplace diversity is a phenomenon that is controversial, political and complex in nature(Beinrauch, 2013). Workplace diversity can be classified in five different clusters namely; demographic characteristics such as age, gender, ethnicity, sexual orientation, religion, physical status and education; task-related skills, knowledge and capabilities; attitude, views and values; attitudinal, personal and cognitive styles; status in the workplace such as, professional domain, hierarchical position, seniority and departmental affiliation(Burgin, 2010). Theoretically, the effects of workforce diversity can be examined with the help of three theoretical frameworks namely; social categorisation which categorise people based on some salient attributes such as age, gender, or ethnicity leading to stereotyping based on these differences, the similarity/attraction theory which states that similarity on non-salient or salient attributes like values or race results in increased interpersonal atta chment and attraction, and the information and decision-making theory which studies the influence of expertise and distribution of information on work-teams(Bolen Kleiner, 1996). However, different theories lead to contradictory hypotheses regarding the effects of workforce diversity on group performance and process. Similarity/attraction theory and social categorisation predicts that workforce diversity has negative effects such as, reduced commitment and satisfaction, decreased communication within the groups and increased employee turnover(Crowther Davila-Gomez, 2012). Information and decision-making theory predicts a positive effect of workforce diversity wherein diverse team members bring together different perspectives and views in the process of information processing and decision-making leading to innovation and growth. Effective diversity management not only help organisations attract more competent professionals and achieve high performance effectiveness but also enable them gain and retain a competitive advantage against their rivals(Kreitz, 2007). Other potential benefits realised but organisations that encourage workforce diversity include increased creativity and innovation, improved decision making, better distribution of economic opportunities and successful marketing to domestic and international communities. Effective diversity management help organisations reduce work discrimination and in turn develop an ethical culture(Mattiske, 2012). Organisations that are able to manage workforce diversity are successful in creating a positive perception in the minds of consumers thus, winning consumer loyalty. Organisations with a diverse workforce are recognised for their effective customer-service as they are able to better identify and understand the needs of diverse customers as compared to orga nisations that do not encourage diversity. Hiring women employees, people from different culture, minorities and disabled will help the organisation capture diversified market segments and niche markets(Beinrauch, 2013). Diversity is about accepting and respecting individual differences in a way that its leads to improved individual and organisational effectiveness(Bolen Kleiner, 1996). Effective diversity management help organisations in performing their corporate social responsibilities by encouraging and supporting the growth and development of almost all segments of the society. Discussion and Analysis Applying Hofstedes framework to determine the impact of national culture on organisation performance Hofstede framework places national cultures into five dimensions as defined below: Power Distance: The extent to which individuals within a community or society accepts the unequal distribution of power among the members(Blundel Ippolito, 2008). Every citizen differs in terms of their intellectual and physical capabilities and as per some nations these differences are the reason for the inequalities in their well-being. Individualism versus Collectivism: Individualism is that attribute of a national culture which indicates a loose-knit social framework where individuals are concerned only for themselves and their immediate family(Graetz, et al., 2012). Contrary to this collectivism is that attribute of national culture which indicates a thigh-knit social framework where people are concerned for the well being of every member of their group. Quantity versus quality of life: Quantity of life attribute is one in which social values are represented by materialism and assertiveness(Hellriegel John W. Slocum, 2011). Quality of life attribute is one which fosters concern for others and relationships. Uncertainty avoidance: The degree to which a society avoids ambiguous and uncertain situations(Kitchin, 2010). Long-term versus short-term orientation: Nations that are long-term oriented emphasize the thrift, future and persistence(Mullins, 2011). Contrary to this nations that are short-term oriented emphasize the respect for tradition, past and present, and fulfilling social obligation. Organisations that encourage diversity employ individuals who belong to different nations thus are able to create a balanced equilibrium of all the five dimensions(Cairns Preziosi, 2014). An organisation that comprises of employees who think similar faced issued of reduced organisational performance and growth as compared to organisations that respect and accept individual differences How Cardinal IG Plant in Fargo benefited from effective diversity management Cardinal IG plant at Fargo, under David Pinders leadership has very effectively managed workforce diversity to achieve its desired mission and vision(Zoominfo, 2016). Cardinal IG plant at Fargo, has always outperformed compared to its other plants in terms of financial performance and production efficiency. Compared to any other Cardinal IGs plant, Fargo IG has the highest workforce diversity. Fargo IG employs 183 people of which 55 percent of them are New Americans who come from 15 different countries across the globe(Window and Door Manufacturers Association, 2016). The company has very effectively managed workforce diversity which in turn had helped the company in becoming the flagship company of Cardinal IG in very short time. David Pinder with his ethical leadership has developed a culture of respect, dignity, discipline and love, which support his aim of developing a workplace where employees enjoy coming very day because they are respected and the work is challenging, fun and meaningful(Ferrell, et al., 2012). David Pinder treats all his employees as leaders and treats them with due respect and dignity. As a leader he expects his subordinates to treat their subordinates in the same way as they are treated. Effective diversity management at Cardinal IG plant in Fargo helped the company in gaining customer trust and loyalty in very short time(Fisher Lovell, 2006). It has helped the company in achieving its vision and mission. The company lives by its values and principles ensuring that every employee is aware of expected standards of behaviour. Pinder shows zero tolerance against work discrimination of any form. Work discrimination straight away leads to dismissal of employee irrespective of their position in the organisation(Ferrell, et al., 2012). Thus, managing a heterogeneous workforce has helped the company to develop a team of motivated and committed employees who contribute towards the success of the organisation. It also helps the company in attracting and retaining hardworking and competent employees, adding high value to its talent and knowledge economy. Effective diversity management at Cardinal IG plant in Fargo has helped the company in gaining customer trust and loyalty in very short time(Ferrell, et al., 2012). The company has access to a much larger pool of ideas and suggestions owing to the different perspectives and views of the diverse workforce. They could provide a broader service range to their customers because of the diverse collection of skills and experiences possess by a diverse workforce. Conclusion and Recommendations In order to survive and Grow In Todays Dynamic Business Environment businesses need to encourage workforce diversity and manage individual differences effectively. Organisations that are able to manage a heterogeneous group of employees with socio-cultural and demographic differences are able to better understand consumer needs and capture rapidly growing base of minority consumers. Businesses can encourage and manage workforce diversity by implementing ethical code of conducts that show zero tolerance for work discrimination. To manage diversity businesses much develop a culture of respect, dignity, discipline and love as done by Cardinal IG plant in Fargo. A culture of discipline and love encourage employees to practice responsible and accountable leadership. When employee know they are loved they show commitment in return. To manage diversity at workplace, it is essential that employees are treated as most precious resource of the organisation and made a part of decision making. A culture of equality and trust will help managing heterogeneous employees as they work together as teams to achieve organisational goals. References Barak, M. E. M., (2013) Managing Diversity: Toward a Globally Inclusive Workplace. London: Sage Publications. Beinrauch, R., (2013) Diversity Management: A Source of Competitive Advantage?. Norderstedt: GRIN Verlag. Blundel, R. Ippolito, K., (2008) Effective Organisational Communication: Perspectives, Principles and Practices. London: FT Prentice Hall. Bolen, L. Kleiner, B. H., (1996) Managing Diversity in the Workplace. Cross Cultural Management: An International Journal, 3(4), pp. 3-8. Burgin, M., (2010) Theory of Information: Fundamentality, Diversity and Unification. Singapore: World Scientific. Cairns, T. D. Preziosi, R. C., (2014) Why HR Leaders Should Encourage Diversity of Thought. Employment Relations Today, 2(1-9), p. 41. Cox, T. H. Blake, S., (1991) Managing Cultural Diversity: Implications for Organizational Competitiveness. The Executive, 5(3), pp. 45-56. Crowther, D. Davila-Gomez, A. M., (2012) Human Dignity and Managerial Responsibility: Diversity, Rights, and Sustainabilit. Hants: Gower publishing. Ferrell, O. C., Fraedrich, J. Ferrell, (2012) Business Ethics: Ethical Decision Making Cases. New York: Cengage Learning. Fisher, C. Lovell, A., (2006) Business Ethics and Values. Essex: Pearson Eductaion Limited. Graetz, F., Rimmer, M., Smith, A. Lawrence, A., (2012) Managing Organisational Change. New Jersey: John Wiley Sons. Hellriegel, D. John W. Slocum, J., (2011) Organisational Behaviour. New York: Cengage Learning. Henry, O. Evans, A. J., (2007) Critical review of literature on workforce diversity. African Journal of Business Management, 1(1), pp. 72-76. Kitchin, D., (2010) An Introduction to Organisational Behaviour for Managers and Engineers. New Jersey: Routledge. Kreitz, P. A., (2007) Best Practices for Managing Organizational Diversity. [Online] Available at: https://www.slac.stanford.edu/cgi-wrap/getdoc/slac-pub-12499.pdf [Accessed 2016]. Mattiske, C., (2012) Understanding and Managing Diversity. Seattle: AudioInk. Mullins, L. J., (2011) Essentials of Organisational Behaviour. London: Financial Times Prentice Hall. Patrick, H. A. Kumar, V. R., (2012) Managing Workplace Diversity Issues and Challenges. [Online] Available at: https://sgo.sagepub.com/content/2/2/2158244012444615 [Accessed 2016]. Simons, S. M. Rowland, K. N., (2011) Diversity and its Impact on Organizational Performance: The Influence of Diversity Constructions on Expectations and Outcomes. Journal of Technology Management and Innovation, 6(3), pp. 172-183. Window and Door Manufacturers Association, (2016) Board of Directors. [Online] Available at: https://www.wdma.com/?page=BoardofDirectors [Accessed 2016]. Worman, D., (2014) Managing Diversity Measuring Success. [Online] Available at: https://www.academia.edu/344101/Managing_Diversity_Measuring_Success [Accessed 2016]. Zoominfo, (2016) Zoominfo. [Online] Available at: https://www.zoominfo.com/p/David-Pinder/286140100 [Accessed 2016].