The Medias 5 Most Tired Asian American Stereotypes

Asian Americans are the fastest-growing racial group in the United States, but in Hollywood, theyre often invisible or subject to old, tired stereotypes. Stereotypes in the media are especially harmful given that the Asian American community is woefully underrepresented on the large and small screen alike. â€Å"Only 3.8 percent of all television and theatrical roles were portrayed by Asian Pacific Islander actors in 2008, compared to 6.4 percent portrayed by Latino actors, 13.3 percent portrayed by African Americans and 72.5 percent portrayed by Caucasian actors,† according to the Screen Actors Guild. Because of this imbalance, Asian American actors have few opportunities to counteract sweeping generalizations about their racial group. In reality, Asian Americans are far more than the geeks and geishas Hollywood would have you believe. Dragon Ladies Since the days of early Hollywood, Asian American women have played â€Å"dragon ladies.† These female characters tend to be physically attractive but domineering and underhanded. Ultimately, they can’t be trusted. Chinese-American actress Anna May Wong played a series of these roles in the 1920s and contemporary actress Lucy Liu has more recently been accused of popularizing the stereotype. Wong temporarily left the United States to act in European films where she could escape being typecast as a dragon lady in Hollywood films. â€Å"I was so tired of the parts I had to play,† Wong explained in a 1933 interview quoted by the Los Angeles Times. â€Å"Why is it that the screen Chinese is nearly always the villain of the piece, and so cruel a villain—murderous, treacherous, a snake in the grass? We are not like that. †¦ We have our own virtues. We have our rigid code of behavior, of honor. Why do they never show these on the screen? Why should we always scheme, rob, kill?† Kung Fu Fighters When Bruce Lee became a superstar in the U.S. after the success of his 1973 film â€Å"Enter the Dragon,† the Asian American community largely took pride in his fame. In the film, Lee wasn’t portrayed as a buck-toothed imbecile, as Asian Americans had been portrayed in films such as â€Å"Breakfast at Tiffany’s.† Instead, he was strong and dignified. But before long, Hollywood began to portray all Asian Americans as martial arts experts. â€Å"So now the flipside of stereotyping is that every Asian American actor is expected to know some form of martial arts,† Tisa Chang, director of the Pan Asian Repertory Theatre in New York, told ABC News. â€Å"Any casting person will say, ‘Well, do you do some martial arts?’† Since Bruce Lee’s death, Asian performers such as Jackie Chan and Jet Li have become stars in the U.S. due to their martial arts backgrounds. Geeks Asian Americans are often portrayed as geeks and technical whizzes. Not only does this stereotype surface in television shows and films but also in commercials. The Washington Post has pointed out that Asian Americans are often portrayed as technologically savvy people in ads for corporations such as Verizon, Staples, and IBM. â€Å"When Asian Americans appear in advertising, they typically are presented as the technological experts—knowledgeable, savvy, perhaps mathematically adept or intellectually gifted,† the Post reported. â€Å"They’re most often shown in ads for business-oriented or technical products—smartphones, computers, pharmaceuticals, electronic gear of all kinds.† These commercials play on existing stereotypes about Asians being intellectually and technologically superior to Westerners. Foreigners Although people of Asian descent have lived in the United States since the 1800s, Asian Americans are often portrayed as perpetual foreigners. Like Latinos, Asians in television and film often speak accented English, suggesting that they’re recent immigrants to the country. These portrayals ignore that the United States is home to generation after generation of Asian Americans. They also set up Asian Americans to be stereotyped in real life. Asian Americans often complain about how often they get asked, â€Å"Where are you from—originally?† or complimented for speaking good English when they’ve spent their entire lives in the United States. Prostitutes Asian women have routinely been featured as prostitutes and sex workers in Hollywood. The line â€Å"Me love you long time,† spoken by a Vietnamese sex worker to U.S. soldiers in the 1987 film â€Å"Full Metal Jacket,† is arguably the most famous cinematic example of an Asian woman willing to sexually debase herself for white men. â€Å"There we have the promiscuous API woman stereotype: The one in which the Asian woman wants to have sex, willing to do anything, with the white man,† wrote Tony Le in Pacific Ties magazine. â€Å"The stereotype has taken many forms, from Lotus Blossom to Miss Saigon.† Le said that 25 years of â€Å"me love you long time† jokes endure. According to the TV Tropes website, the Asian prostitute stereotype dates back to the 1960s and ’70s, when U.S. military involvement in Asia heightened. In addition to â€Å"Full Metal Jacket,† films such as â€Å"The World of Suzie Wong† notoriously featured an Asian prostitute whose love for a white man is unrequited. â€Å"Law Order: SVU† also routinely depicts Asian women as prostitutes and mail-order brides.

Article Review On Being Sane Insane Places

The article â€Å"On Being Sane in Insane Places† by D.L. Rosenhan was first published in Science in 1973. Rosenhan was a professor at Stanford University and this article is about one of his most famous experiments. The article is about the curiosities Rosenhan had in regards to sanity. He wanted to know if there was any valid way of determining if a person was actually â€Å"insane† and if sanity was real. The experiment he devised included himself as one of eight pseudopatients, as he puts it, who malingered themselves into different hospitals. All eight pseudopatients were admitted by feigning symptoms of auditory hallucinations. The pseudopatients wrote in journals of what they experienced and also what they observed. Once the pseudopatients were admitted they had to find their own way out by acting as if they no longer had a mental illness. While under a hospital’s care, regardless if a hospital had a high standard of care, all patients seemed to be dehuma nized and were treated as if their mental illness was the one thing that defined their existence. Rosenhan concluded by these observations and experiences that once a person has been diagnosed with a mental illness, he or she is confined to that diagnosis for the rest of his or her life and the stigmas that go along with it. Before reading an article I usually take into account who the author is and what are their credentials and when the article was written. When I saw that the article was written around the same time andShow MoreRelatedThe Negative And Positive Impacts Of Solitary Confinement Essay2080 Words   |  9 Pagescriminals, the negative and positive impacts of solitary confinement on prisoners. What is solitary confinement? 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Richard Hamilton Free Essays

Just what is it that makes today’s homes so different, so appealing? From Wikipedia, the free encyclopedia (Redirected from Just What Is It that Makes Today’s Homes So Different, So Appealing? ) Just what is it that makes today’s homes so different, so appealing? ArtistRichard Hamilton Year1956 TypeCollage Dimensions26 cm ? 24. 8 cm (10. 25 in ? 9. We will write a custom essay sample on Richard Hamilton or any similar topic only for you Order Now 75 in) LocationKunsthalle Tubingen, Tubingen Just what is it that makes today’s homes so different, so appealing? is a collage by English artist Richard Hamilton. [1][2] It measures 10. 25 in (260 mm) ? 9. 75 in (248 mm). The work is now in the collection of the Kunsthalle Tubingen, Tubingen, Germany. It was the first work of pop art to achieve iconic status. [2] Contents [hide] 1 History 2 Sources 3 Authorship 4 Notes and references [edit]History Just what is it that makes today’s homes so different, so appealing? was created in 1956 for the catalogue of the exhibition This Is Tomorrow in London, England in which it was reproduced in black and white. In addition, the piece was used in posters for the exhibit. [3] Hamilton and his friends John McHale and John Voelcker had collaborated to create the room that became the best-known part of the exhibition. Hamilton subsequently created several works in which he reworked the subject and composition of the pop art collage, including a 1992 version featuring a female bodybuilder. [edit]Sources The collage consists of images taken mainly from American magazines. The principal template was an image of a modern sitting-room in an advertisement in Ladies Home Journal for Armstrong Floors, which describes the â€Å"modern fashion in floors†. The title is also taken from copy in the advert, which states â€Å"Just what is it that makes today’s homes so different, so appealing? Open planning of course – and a bold use of color. † The body builder is Irvin ‘Zabo’ Koszewski, winner of Mr L. A. in 1954. The photograph is taken from Tomorrow’s Man magazine, September 1954. The artist Jo Baer, who posed for erotic magazines in her youth, has stated that she is the burlesque woman on the sofa, but the magazine from which the picture is taken has not been identified. The staircase is taken from an advertisement for Hoover’s new model â€Å"Constellation†,and it was sourced from the same issue of Ladies Home Journal, June 1955, as the Armstrong Floors ad. The picture of the cover of Young Romance was from an advertisement for the magazine included in its sister-publication Young Love (no 15, 1950). The TV is a Stromberg-Carlson, taken from a 1955 advert. Hamilton asserted that the rug was a blow-up from a photograph depicting a crowd on the Whitley Bay beach. The image of planet Earth at the top was cut from Life Magazine (Sept 1955). [4] The original reference image for the collage from Life Magazine supplied to Hamilton is in the John McHale archives at Yale University. It was one of the first images to be laid down in the collage. 4] The Victorian man in the portrait has not been identified. The periodical on the chair is a copy of The Journal of Commerce, founded by telegraph pioneer Samuel F. B. Morse. [4] The tape recorder is a British-made Boosey Hawkes â€Å"Reporter†, but the source of the image has not been identified. The view through the window is a widely reproduced photograph of the exterior of a cinema in 1927 s howing the premiere of the early â€Å"talkie† film, The Jazz Singer starring Al Jolson; the actual original source of the image has not yet been found. edit]Authorship In 2006, artist John McHale’s son, John McHale Jr. , said that his father claimed he was the creator of the image, having provided the original measured design and iconic material for the collage, including the magazines from which much of the collage was assembled. [5] McHale said that the source material was his, sent to Hamilton from Yale University, where McHale was studying, and that Hamilton’s role was simply â€Å"mechanical† cutting out and pasting according to McHale’s design. In response, Hamilton said this was â€Å"absurd. The collage has been widely reproduced over the last fifty years and my authorship was never, to my knowledge, contested by John McHale Sr. when he was alive. â€Å"[6] Hamilton said that McHale provided him with a rough layout for six pages for the This is Tomorrow exhibition catalogue, but he only used two of them, and the other pages, including this collage, were created by himself; the American magazines that provided the images were from the collection of Magda and Frank Cordell, and the images were cut out by Hamilton’s wife, Terry O’Reilly, and Magda Cordell. 6] Magda Cordell has said that â€Å"some of the material for that collage came from John McHale’s files†, while other items came from American magazines brought back by her (from a visit to McHale at Yale), and that the piece was â€Å"put together† by Hamilton. [7] A 2007 article by John-Paul Stonard asserts Hamilton’s authorship of the collage, providing an exposition of the s ources used by Hamilton and the circumstances How to cite Richard Hamilton, Essay examples

Dissertation Proposal for Effective Recruitment - myassignmenthelp

Question: Discuss about theDissertation Proposal for Effective Recruitment. Answer: Introduction Background relevance of the topic and the organization Recruitment and selection practices are very important aspects to enhancing business growth. Manaseer group is an investment visionalised group important in improving economic environment and industrial development in Jordan (Absar, 2012). The group invests in energy, fertilizers among many other fields. Effective recruitment selection process enhances its proper management activities important in ensuring their set goals and objectives are enhance to lead in achievement of their vision. Business growth in an organization is influenced by the effectiveness of both internal and external factors like effective recruitment process. Relevance of studying the topic to MBA students The title is relevant in sustainability of MBA because it helps examine the various ways in which effective recruitment section process enhances the rate of business growth in a given organization. Studying this topic is relevant to both the students and the stakeholders at large (Branine Avramenko 2015). This is because, the field of recruitment in an organizational setting requires an individual to be relevantly skilled to enhancing a smooth selection process. By studying the topic contents, the student is able to carry out responsible and skillful recruitment selection assignment in a given business setting or even give proper advice to other interested stakeholders (Ash, et al, 2013). Objectives Specific objective To examine the impact of effective recruitment and selection practice on business growth General objectives To identify the various existing recruitment selection processes in a business setting To identify the various business recruitment selection objectives in an on organization To identify the skills required for an individual to be a recruitment selection personnel in an organization Literature review According to Chungyalpa (2016), recruitment and selection process in an organization are critical aspects. The business environments have become more competitive as the business units are globalizing more and more each day. To enable the unit handle this level of competition aspects, having the right personnels with the right skills and for the right tasks is very crucial and should be enhanced. Ramasamy (2011), in his publication, to enhance effective recruitment and selection of employees in an organization, the department concerned should come up with a job analysis document. This gives the requirements of all those who may qualify the position being advertised. Giving details of particular job requirement in each case. Psacharopoulos (1991), in his publication quested for manpower in recruitment. He argues that effective recruitment selection of employee is only enhanced by the management understanding its main requirement of a particular job description. Failure of effective recruitment process is as a result of ignorance by the relevant authorities. Other than just predicting what the employee should do and what he or she needs, the management should be able to make a relevant turnover through prediction and the relevant replacement of the existing gaps. Impacts of effective recruitment process on business growth is mainly enhanced by the need to have the right group of employee. According to Huhman HR (2014), in his publication, he states that the current trends in the recruitment selection process are detailed to enhance the right employees are taken in to perform their duties as required. Employment tests are important tests that are conducted to ensure qualities of potential candidates. The main aim is to ensure that the individual matches with all the job requirements to enhance business growth. Karishma (2016), in his article current trends in recruitment selection process analyses by saying that effectiveness of recruitment selection process do not only enhance business growth but also the employees abilities to deliver. Methodology Problem statement Recruitment selection process in an organization refers to the process of choosing skilled personnels in various organizational departments. Some of these departments include recruitment section, management, human resource, purchasing operations and supplier selection departments. All these sectors in an organization affect the wellbeing of its growth. Recruitment of personnels to manage each department is very crucial and should be done effectively. This affects the level of business growth of an organization and hence its important to examine the impacts of effective recruitment selection on business growth as way of enhancing better improvements in the process if there is need (Mir, 2012). Research question What are the impacts of effective recruitment selection practice on business growth? Research method To enhance effective and adequate data collection, qualitative and quantitative methods of data collection will be relevantly enhanced. Qualitative methods Observations This is a method of data collection that requires the researcher to observe in order to acquire data. The researcher can observe actively or passive. Active observation includes observe as he or she asks question or can while passive observation includes observing without asking any question. For this case, observation will be relevant while checking on the physical activities included while recruiting personnels in an organization. Example, observing documentations of individual joining Maseer investment group in Jordan. Action research method This is a method of data collection that includes a researcher to be part of the subject being investigated as a way of accessing relevant data. A researcher has a role of applying the required skills in an organization to be part of it to enhance his or her activities. Example, in Manaseer Group, the researcher can be part of the recruitment selection team and also have another researching in the departments where the recruited personnels are working. This will help the researcher and his team get an insight of how the process is carried out effectively and also how the ones recruited perform to enhancing business growth (Fabel Pascalau, 2013). Case studies This is a method of data collection that requires the researcher to identify existing cases relating to research problem and enhancing the main objective of the study. The researcher has to identify the existing case, study the case, analyze is it to acquire relevant data. Manaseer group has been in existence for some time now and has various cases written on the impacts of effectiveness recruitment process. The researcher should identify the written cases, study them and acquire the required relevant data (Cousin, G2005). Methods of qualitative data analysis Content analysis. This is a method of qualitative data analysis that involves coding and classifying data collected by the researcher. Its the process where the researcher categorizes the collected data to make sense on the important findings identified. Quantitative methods of data collection Surveys This is a method of data collection that deals with acquiring broad information about a particular subject. The research involves use of question that can either be closed or open. The survey questions are given to individual understanding the subject and its background. Example, for this research the survey prepared should be directed to stakeholders or even members of Manaseer group who understands its practices and developments in a broad manner. The questions administered should directly acquire information relating to recruitment selection process of the organization and its impacts on organizations growth. Whether closed or open questions, they should be simple and direct as wrong as they refer to the content in question. The questions can also be directed to particular personnel who are believed to hold a particular and significant position in the recruitment department as its the subject matter. This can be the department manager or even an employee who has knowledge of the m atter in question and is willing to assist. Quantitative method of data analysis. The method of data analysis enhanced in this case is bivariate data analysis method. Its a comparison of two variables which are effective recruitment process and impacts of effective recruitment process on business growth. Data sources Both secondary and primary data will be used in this research. Secondary data will be from written publications or articles on effective recruitment selection practice and its impacts on Manaseer group business growth. In case of primary data to be used, the researcher will follow the given ethical procedure to get permit and other requirements of assessing data from any Manaseer group party or source. Project plan and time scale Timetable for project research Activities Month Research Activity October November December Structure of chapters of final project Recruitment selection methods Examine and analyze various recruitment section practice methods Recruitment selection goals and objectives Outline and explain various recruitment selection goals and objectives Skills of a recruitment selection manager Factors of enhancing effective selection practice in an organization Impacts of effective recruitment selection practice on business growth in an organization Any foreseen problems These are challenges that can be experienced during the study Inadequate time and resources to enable the researcher explore all relevant data sources Inadequate cooperation with the organization members while accessing primary data References Absar, MN 2012, 'Recruitment selection practices in manufacturing firms in Bangladesh', Indian Journal Of Industrial Relations, 3, p. 436, Academic OneFile, EBSCOhost, viewed 24 September 2017. Ash, r, Hodge, P, Connell, P 2013, 'the recruitment and selection of principals who increase student learning', Education, 134, 1, pp. 94-100, Professional Development Collection, EBSCOhost, viewed 24 September 2017. Branine, M, Avramenko, A 2015, 'A Comparative Analysis of Graduate Employment Prospects in European Labour Markets: A Study of Graduate Recruitment in Four Countries', Higher Education Quarterly, 69, 4, pp. 342-365, ERIC, EBSCOhost, viewed 24 September 2017. Chungyalpa W, Karishma T (2016) Best Practices and Emerging Trends in Recruitment and Selection. J Entrepren Organiz Manag 5:173. doi:10.4172/2169-026X.1000173 Cousin, G 2005, 'Case Study Research', Journal Of Geography In Higher Education, 29, 3, pp. 421-427, Professional Development Collection, EBSCOhost, viewed 24 September 2017. Fabel, O, Pascalau, R 2013, 'Recruitment of seemingly overeducated personnel: insider-outsider effects on fair employee selection practices', International Journal Of The Economics Of Business, 1, p. 57, Academic OneFile, EBSCOhost, viewed 24 September 2017. Huhman HR (2014)6 Recruitment trends you can't ignore in 2015. Mir Mohammed Nurul, A 2012, 'Recruitment Selection Practices in Manufacturing Firms in Bangladesh', Indian Journal Of Industrial Relations, 3, p. 436, JSTOR Journals, EBSCOhost, viewed 24 September 2017. Psacharopoulos G (1991) from manpower planning to labour market analysis. Int'l Lab. Rev 130: 459 Ramasamy T (2011) Principles of Management. Himalaya Publishing House Pvt ltd, Mumbai, India.

The Perfect Blend free essay sample

Banana. Spinach. Greek yogurt. Honey. Soy milk. Separate, these ingredients are just average- but blend them together and they form the perfect combination for a smoothie. Like every individual, we all have our own distinctive elements that make up who we are. Success depends on how each is utilized. Banana. Endurance. Four seasons of tennis, twenty-five mile Ride for the Arts, Tosa Fest 5K run. These challenges have encouraged me to persevere and work harder than I ever thought possible. Spinach. Strength. Becoming an only child after my brother went to school meant stepping up my academics. By raising the bar and putting more time and effort in my education, I was able to fill the gap he left behind. Greek yogurt. Bold. Whereas regular classes would suffice for most people, AP classes were challenges I dared to take. The rigor of normal high school courses was never enough; I preferred going above and beyond of what was considered average. We will write a custom essay sample on The Perfect Blend or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Honey. Sweet. â€Å"Kristen, you are the sweetest grandchild.† Although she shouldn’t, Grandma always tells me this. Not only do I mow their lawn each week, but I take the time to sit and catch up with them afterwards. Soy milk. Unique. Being the only vegetarian in my immediate family, I’m the one who has to step out of the box to figure out a complete and nutritious meal without the meat. Just like the ingredients in a smoothie, each separate trait in a person makes up for whom that individual is. However, having the right blend positions me for even greater achievements.

Reverse Racism Definition

Reverse Racism Definition Acts of racism make newspaper headlines daily. Theres no shortage of media coverage about racial discrimination or racially motivated violence, be it plots by white supremacists to kill  President Barack Obama  or police killings of unarmed black men. But what about reverse racism? Is reverse racism even real and, if so, whats the best way to define it? Defining Reverse Racism Reverse racism refers to discrimination against whites, usually in the form of programs meant to advance ethnic minorities such as affirmative action. Anti-racist activists in the U.S. have largely deemed reverse racism to be impossible, as the power structure of the United States has historically benefited whites and continues to do so today, despite the election of a black president. Such activists argue that the definition of racism isnt just one individuals belief that a certain race is superior to others but also includes institutional oppression. Explains white anti-racist activist Tim Wise in A Look at the Myth of Reverse Racism: When a group of people has little or no power over you institutionally, they dont get to define the terms of your existence, they cant limit your opportunities, and you neednt worry much about the use of a slur to describe you and yours, since, in all likelihood, the slur is as far as its going to go. What are they going to do next: deny you a bank loan? Yeah, right. In the Jim Crow South, for example, police officers, bus drivers, educators and other agents of the state worked in tandem to maintain segregation and, thus, racism against people of color. While ethnic minorities during this time may have harbored ill will towards Caucasians, they lacked the power to adversely affect whites lives. On the other hand, the very fate of people of color is determined by institutions that have traditionally discriminated against them. This explains, in part, why an African American who has committed a certain crime is likely to receive a stiffer sentence than a white person who committed an identical crime. What Makes White Racism Distinct? Because American institutions havent traditionally been anti-white, the argument that whites can be truly victimized by reverse racism is difficult to make. Still, the assertion that reverse racism exists has persisted since the late 20th century when the government implemented widespread programs to make up for historic discrimination against ethnic minorities. In 1994, Time magazine ran an article about a small minority of Afro-centrists known as melanists who posit that those with an abundance of dark skin pigment, or melanin, are more humane and superior to lighter-skinned people, not to mention prone to having paranormal powers such as ESP and psychokinesis. The idea that one group of people is superior to another based on skin color certainly fits the dictionary definition of racism. Yet, the melanists had no institutional power to spread their message or subjugate lighter-skinned people based on their racist beliefs. Moreover, because the melanists spread their message in pred ominantly black settings, its likely that few whites even heard their racist message, let alone suffered because of it. Melanists lacked the institutional influence to oppress whites with their ideology. What separates white racism from any other form †¦is [its] ability†¦to become lodged in the minds of and perceptions of the citizenry, Wise explains. White perceptions are what end up counting in a white-dominated society. If whites say Indians are savages, then by God, theyll be seen as savages. If Indians say whites are mayonnaise-eating Amway salespeople, who the hell is going to care? And such was the case with the melanists. No one cared what they had to say about the melanin-deprived because this fringe group of Afro-centrists lacked power and influence. When Institutions Favor Ethnic Minorities Over Whites If we include institutional power in the definition of racism, it’s virtually impossible to argue that reverse racism exists. But as institutions attempt to compensate ethnic minorities for the racism of the past via affirmative action programs and similar policies, the government has found that whites have experienced discrimination. In June 2009, white firefighters from New Haven, Conn., won a â€Å"reverse discrimination† Supreme Court case. The suit stemmed from the fact that white firefighters who excelled on a qualifying test to receive promotions were prevented from moving up because their colleagues of color had not performed so well. Rather than allow the white firefighters to promote, the city of New Haven dismissed the test results for fear that minority firefighters would sue if they weren’t also promoted. Chief Justice John Roberts argued that the events in New Haven amounted to racial discrimination against whites because the city would not have refused to promote black firefighters if their white counterparts had performed poorly on the qualifying exam. The Case for Diversity Initiatives Not all whites who find themselves excluded as institutions try to right past wrongs feel victimized. In a piece for The Atlantic called â€Å"Reverse Racism, or How the Pot Got to Call the Kettle Black,† legal scholar Stanley Fish described being ruled out of an administrative position at a university when the powers-that-be decided that a woman or ethnic minority would be a better candidate for the job. Fish explained: Although I was disappointed, I did not conclude that the situation was ‘unfair,’ because the policy was obviously†¦ not intended to disenfranchise white males. Rather, the policy was driven by other considerations, and it was only as a by-product of those considerations- not as the main goal- that white males like me were rejected. Given that the institution in question has a high percentage of minority students, a very low percentage of minority faculty, and an even lower percentage of minority administrators, it made perfect sense to focus on women and minority candidates, and within that sense, not as the result of prejudice, my whiteness and maleness became disqualifications. Fish argues that whites who find themselves excluded when white institutions try to diversify mustn’t protest. Exclusion when the goal is not racism but an attempt to level the playing field can’t compare to the centuries of racial subjugation that people of color experienced in U.S. society. Ultimately, this kind of exclusion serves the greater good of eradicating racism and its legacy, Fish points out. Wrapping Up Does reverse racism exist? Not according to the antiracist definition of racism. This definition includes institutional power and not just the prejudices of a lone individual. As institutions which have historically benefited whites attempt to diversify, however, they sometimes favor ethnic minorities over whites. Their purpose in doing so is to right the wrongs of the past and the present against minority groups. But as institutions embrace multiculturalism, they are still forbidden by the 14th Amendment from directly discriminating against any racial group, including whites. Thus, while institutions engage in minority outreach, they must do so in a way that doesn’t unjustly penalize whites for their skin color alone.

Decision Analysis Essay Example | Topics and Well Written Essays - 750 words

Decision Analysis - Essay Example In the United Kingdom it is sometimes awarded for an undergraduate student whose final year consists of higher-level courses and a major research project. This means that the college graduate will be a student for another 2-3 years with higher demands of learning and concentration. Thus, he shall be a step behind all his other supposed colleagues. There is an edge that he could play and it is that he is able to deduce a lot more information on the field but in terms of application, these could be very minimal as well. Statistics show that because of the global economic crisis, more and more students are putting off a College education. In the United States, at least 56% of the High School graduates prefer to seek for white-collared jobs to be able to pay off their living expenses rather than go to school and apply for a financial loan. They choose to begin their careers and working experiences so they could get a head start in their lives in terms of financial stability. If this much of the students do not make it to College, then it is but fair to conclude that employers do limit their requirements on the job description and settle for an Associate's degree when speaking of managerial positions. But as one progresses in his career, he shall realize even more the competition that he is facing and how much he has to strive to be someone companies are actually looking for. As for the second alternative, this fresh college graduate immediately decides not to go for any Master's Degree and just merely concentrate on his work experience and technically this will be his competitive tool. This would be a stronger tool if the graduate is able to maintain a good and reputable track record in his first company that shall enable him to rise above the ranks for either expand his horizons within or outside the company. He could also make sure that before he puts off the idea of getting a Master's degree, he has already focused on specific companies that he will be applying for and clearly know whether they put weight on Master's Degrees. The third alternative could be the most plausible idealism in this decision, however it could be the most time-consuming and most difficult one as well. Time management is off great essence in this particular alternative and sometimes there are companies who are very sensitive to this idea. There are job descriptions who require more than office hours to deliver expected results. Sales positions for instance do not have a working timeframe but they are on-call all week and sometimes all-night. Schedules are eratic for some most especially if you work for the boss directly since it is mandatory that you go by the schedule of your superiors. However, it is like hitting two birds with one stone but most likely there would come a time when he is to make his priorities straight and there would be instances when he will need to do one thing before the other or sometimes, he shall do his work over his school demands. This goes by saying that it is a human reaction to give priority to his work rather than his studies where he does not get immediate results. Unlike a job where one is required to deliver results in a month's time to be able to get his salary, most especially true for those on commission basis. Being able to deliver his utmost best in any of the departments will be most unlikely possible, therefore he will not be able to maximize his