Minority Roles

The Human Resources Management also has the authority to terminate an employee or a supervisor based on the Human Resources determined investigation and the decision which would be in the best interest of the company. ("The Princeton Review",2013).

I consider it to be both a strength and a weakness being a minority. I would say in some instances it helps because, it can contribute to bringing someone outside their comfort zone. Also being a minority has it's benefits for things such a funding for different programs and also grants for projects. On the other hand, I feel as though being a minority can be in many ways but one a weakness. Being a black female in society has it's ups and downs just because of the way the world revolves. Walking into a room being starred at for being natural in choice of hair or being asked "Is that your real hair?" can be very redundant. Being told that obviously being black has its "ghetto" qualities before even speaking with a person can also be a con.

Minority status has long since been viewed in a not-so-positive light. From the reflex many people have to lock their doors when they see a homeless person or a person of color, to stereotyping and assumptions based on institutionalized racism, to discrimination, minority status has a part to play in all of it. Similarly, many people have the idea that deaf people cannot do anything for themselves because they are “disabled”. Even though America was once hailed as a melting pot because of the diversity of its citizens, things like “you’re in America now, speak English” are said in today's America. While being defined as a minority isn’t inherently bad, it has become an excuse for some members of the majority to treat minorities as second-class citizens.

I have chosen the issue of “miss/underrepresentation of minorities in American television and film.” As America has changed over the years to become much more accepting and inclusive, American media seems to be a bit behind. There are countless instances in which characters from a book or graphic novel has been white-washed once they make it to the big screen. Some may argue these choices are made because the actor is very strong at their craft or they are a star and will bring in the big bucks in theaters. While this may be true, it completely discredits not only the original art and meaning of the work but also the community of talented non-white artist in America. I want to delve deep into the reason this can be happening in a generally

Poghosyan, L., Nannini, A., & Clarke, S. (2013). Organizational climate in primary care settings: Implications for nurse practitioner practice. Journal of the American Association of Nurse Practitioners, 25(3), 134-140.

I am a lower-middle class Caucasian and I do benefit considerably giving me educational, social, and occupational advantages. Having severe anxiety and depression puts me at a disadvantage to those more mentally stable. My privilege is a tremendous part of who I am.

Minorities in America use a language that is not their own and over time they forget their own native language. This description fits me well, since I arrived in New York at the age of two and I have always viewed myself as an American. I thought that communicating in English was cool and my native language Tamil sounded backwards. Coming from a family that knew how to speak English fluently, I found myself speaking English rather than Tamil. One day my parents forced me to join a Saturday school where they taught Tamil. I cried and I wailed, but nothing worked out, I was pushed into attending the class, I had no choice but to go. When I got there, I was extremely upset and regretted being there. However, I was astonished to witness little

Gupta discusses that some students embraced the model minority myth as a better alternative than being a demonized minority (Gupta 28). But by embracing the model minority myth, those South Asian students overlooked other South Asian students who were excluded from the myth. In which case, are there times when the model minority myth may be deemed appropriate to use? At times, can it be seen as a defense mechanism?

Work Team development is a dynamic and often difficult process. Most teams find themselves in a continuos state of change and development. Eventhough, most teams never reach full stability, there is a general pattern that describes how most teams evolve. There are five stages of team development, the first stage is forming. In this stage there is a great deal of uncertainty about the teams purpose, structure and leadership. Members are testing the the waters to determine what types of behaviors are acceptable. This stage is complete when members began to think of themselves as part of the team. The second stage is called storming. In this stage there is much intragroup conflict.Team members accept the existence of the team, but there is resistance to the control that the team imposes on individuality. Conflict can arise from numerous sources within the team setting but generally falls into three categories:communication, factors, structural factors and personal factors (Varney, 1989/Townsley). In addition, there is conflict over who will control the team.

Having the privilege of growing up within a family that is not part of a minority's is one that is typically taken for granted. The struggles of growing up within different minorities are similar despite the difference of minority. Some of the minorities that greatly affect families include poverty, being part of the LGBT+ community, being a person of color, or being a woman. Every minority has similar struggles to each other, mostly including discrimination against the people in those minorities and a lack of opportunities available to those people, both causing negative effects to the functionality of the families within said minorities.

Out of all the definitions that were given the one I resonate with is found in our text book, Black and La Venture (2015) offered a description by Forehand and Gilmer (1964) that states organizational climate is a set of characteristics that describe an organization and that (a) distinguish the organization from other organizations (b) are relatively enduring over time and (c) influence the behavior of people. (p. 21) I picked this definition because it talks about the company as a whole and the influence and effects it has on the employees as well as the customers and the business itself.

In order to evaluate group climate and the level of trust present, we devised this tool (refer to climate tool). By using this tool, we specifically examined different aspects of what we considered “beneficial criteria” to effective group climate and “detrimental criteria” to effective group climate. The tool was divided into two sections in order to evaluate both good and bad displays of climate by individual members, as opposed to, simply measuring all positive aspects and not taking into account harmful communication. Team members were graded by subtracting their detrimental points accrued from their beneficial points. A maximum score would have been a 24.

In order for interpersonal trustworthiness to exist in organizations, a leader-follower relationship must first exist between the parties involved (Caldwell et al., 2010, p. 500). Once that leader-follower relationship is established, leaders have to earn trust. Leaders earn trust by their respective actions, morals and virtues. Trust is can also be based on past history. If something was done in the past which questions a leader’s values, morals or judgment, it would be unlikely that the leader would be trusted in the future. One of the most important parts of being an effective leader is building and maintaining trust. Trust can further be defined as a “multi-dimensional construct comprising different dimensions of the trustee’s attributes that the trustor evaluates” (Ingenhoff and Sommer, 2010, p. 341).

What Is Organisational Climate? The term “organisational climate” can be used in either a technical or a colloquial sense. As a technical term, it is defined as “a set of measurable properties of the work environment, based on the collective perception of the people who live and work in the environment and demonstrated to influence their motivation and behaviour.” As an everyday term, it describes the way it feels to work in an organisation. People use “climate” as a catchall phrase to describe the overall “tone” or

A theory of team working that details the stages of team development that are typical to any type of team