Racism Is The Primary Determinant Of Human Traits And...

Racism is a belief that race is the primary determinant of human traits and capacities. That racial difference produce an inherent superiority of a particular race and exists when one ethnic group or historical collectivity excludes, dominates, or seeks to eliminate another based on differences (The Historical Origins1). Racism has been around and everywhere for a long period of time. It is perpetuated and reproduced today in modern life and anthropologists can combat racism. Historically racism comes from a long time ago, from many many years ago. The most important point of the history of racism came in the twentieth century in the rise and fall of what might be called overtly racist regimes. The passage of racial segregation laws and restrictions on black voting rights reduced African Americans to lower caste status in the American South. The thirteenth and fourteenth centuries were maybe the first sign of a racist view of the world when the Jews identified with the devil and witc hcraft. In the sixteenth century, official authorization for such things came in Spain when Jews and their descendants became victims of pattern of exclusion and desecration because they had converted to Christianity. Europeans were coming to increasing contact with darker people from Asia, Africa, and the Americas. They were making judgments about them and this was the period of the Renaissance and Reformation. In the beginning of the late seventeenth century, laws were passed in English NorthShow MoreRelatedRacism Is The Primary Determinant Of Human Traits And Capacities2500 Words   |  10 Pages According to the Merriam-Webster Dictionary, â€Å"Racism is a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race.† Racism has been apart of the world every since the beginning of mankind and the use of slaves from foreign countries. The slaves were seen as inferior people be cause they were a different race. An example of racism that is widely known is when the British settlers came over to AmericaRead MoreRacism : Racism And Discrimination927 Words   |  4 Pages From the beginning of time where slavery began, there is no sure way to know what stemmed the root of racism and discrimination. But who is to say that racism is a term that is only associated with Blacks, African Americans, or those of African descent. Racism according to Merriam Webster dictionary is a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race. Even though it is a term that may beRead MoreThe Heart Of Racism, And Tommie Shelby Paper1177 Words   |  5 PagesWhat is racism? The Merriam-Webster’s dictionary defines racism as â€Å"a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race†. Is it actions or beliefs that make someone or something fundamentally racist? These are the main ideas behind J.L.A Garcia’s paper â€Å"The Heart of Racism† and Tommie Shelby paper â€Å"Is Racism in the Heart?† Exposition of the opposed position: According to Garcia racism is definedRead MoreRacism : A Long Way Down The American History1426 Words   |  6 PagesKennedy Okumu Professor Jenia Walter English 121 November 15, 2015 Racism goes a long way down the American history. It came as a result of slavery which began in 1619 when African slaves were brought to Jamestown, Virginia, which was an American colony in the North, to help in producing crops such as tobacco. Slavery was then a common practice in all American colonies through the 17th and 18th centuries, where African slaves helped in building the economic foundations of the now American nationRead MoreExamples Of Racism In To Kill A Mockingbird774 Words   |  4 PagesIn the novel To Kill a Mockingbird racism is a big theme and is relevant between whites and blacks throughout the story. Racism is a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race, according to Merriam-Webster. But not just in the novel is racism present. Also the United States had and still has a problem with racism. And America will never achieve racial, but also social, eq uality. AfricanRead MoreRacism : Racism And Racial Discrimination1425 Words   |  6 PagesRacism consists of ideologies and practices that seek to justify, or cause, the unequal distribution of privileges, rights or goods among different racial groups. Modern variants are often based in social perceptions of biological differences between peoples. These can take the form of social actions, practices or beliefs, or political systems that consider different races to be ranked as inherently superior or inferior to each other, based on presumed shared inheritable traits, abilities, or qualitiesRead MoreRacism In Racism1214 Words   |  5 Pages How is racism defined? How does it affect relationships between people, and how does it affect American values? Racism is defined as â€Å"a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race† (Merriam Webster). This means that whites believe their traits and achievements are superior, and that blacks are inferior. It has existed since biblical times and is very evident throughout the world todayRead MoreEssay on Defining Racial Discrimination?775 Words   |  4 Pagesdictionary defines racism, as the belief that race is the primary determinant of human traits and capacities, and produces an inherent superiority of a particular race. Racial discrimination refers to discriminatory actions based on race or skin color. Racial discrimination can exist on an institutional level; Institutions possess the ability to excluding a particular race from services, job opportunities, and rights. Before discussing racial discrimination, I want to breakdown both racism and discriminationRead MoreEssay The Costs of Racism1146 Words   |  5 PagesThe Costs of Racism The Merriam-Webster Online Dictionary defines racism as â€Å"a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race.† Racism is one of the deepest stains on the pages of American history. What began as feelings among whites of being superior to blacks turned into possibly the worst phenomenon the United States ever dealt with. Even 100 years after Abraham Lincoln signedRead MoreRacism: The Root Of All Evil1022 Words   |  5 Pagesmankind is divided. Society lives poisoned by the sting of racism, which may lead and is directly related to immigration, violence, social tension. Racism as defined by the Merriam-Webster Dictionary as a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race. Sadly, this definition becomes flesh every day, and has existed since long time ago. Racism has been titled by the authors Hulteen Wallis as â€Å"America’s

Setting Up Sucide Prevention Programs - 1427 Words

Throughout their education, children sit through countless bullying and sex education programs, but suicide, the third leading cause of adolescent deaths (Caine 1), is practically ignored. Many schools only offer hot lines for suicidal students. While some schools have implemented suicide prevention programs and the government has recognized teenage suicide as a growing problem, effective solutions need to be discovered and funded to prevent these catastrophic deaths. The U.S. federal government should develop and fund suicide prevention programs in high schools, while focusing on strategies ranging from coping mechanisms to drug intervention and screening methods. As a growing cause of death for teenagers, suicide is a crucial issue in†¦show more content†¦By creating programs that effectively reduce the number of suicides, costs will decrease, because in â€Å"2005, the estimated cost of suicide was more than $34.6 billion arising from 32,637 deaths and including medical costs and inferred lost work† (Caine 1). Thus, suicide is not only a personal problem anymore, but also a drastic national, economic issue, that needs more government attention. Better governmental legislation that provides effective prevention programs in high schools is a logical way to solve this problem, because â€Å"the school is a nexus for teen life and, therefore, uniquely poised as a context in which to address teen suicide† (Cooper 696). Furthermore, the government requires and regulates school attendance, so it is only reasonable that the government protects students from harm. However, current governmental legislation and prevention strategies aimed toward high school students have not made the necessary impact to combat rising suicide rates. Even after implementation of The New Freedom Commission, â€Å"there have been many suicide prevention programs that have been developed, but very few that show statistically significant effectiveness† (696). Fo r example, â€Å"telephone crisis programs and drop-in centers have not reduced the suicide rates; widespread treatment for depression has not lessened suicide. In fact, suicide from tricyclic antidepressant medication has increased in the last few years† (Westermeyer 108). Therefore, these issues call for

The Lower Extremity Arterial Health And Social Care Essay Free Essays

This instance of lower appendage thrombosis of vass of both venous and arterial system is selected for instance study as it is a rare signifier of thrombosis with a non really good established intervention mode and forecast. The aim of this survey was to describe the result of a 27 old ages old male patient with traumatic lower appendage venous and arterial thrombosis with both femoral and sciatic nervus hurt treated cautiously with low molecular weight Lipo-Hepin ( LMWH ) and unwritten Coumadin. The information beginnings used were patient interview, research lab and radiology probe consequences and patient charts. We will write a custom essay sample on The Lower Extremity Arterial Health And Social Care Essay or any similar topic only for you Order Now Case study Background Lower appendage deep vena thrombosis ( LLDVT ) is an progressively of import clinical entity with possible for considerable morbidity. Pneumonic intercalation ( PE ) is present in up to one-third of patients with LLDVT. When compared with the upper appendages, the venous tracts of the lower appendages are more likely to develop thrombus because of increased flow, gravity effects and the absence of stasis. ( 1 ) Most of the breaks with arterial hurts occurred at mid and lower 3rd junction of thighbone. The section of femoral arteria in adductor canal was most normally involved. All the arterial lesions were either at the degree of break or were within 4 centimeter of it. Patient and instance study A 27 twelvemonth old adult male presented with swelling and mild numbness of left lower limb of two yearss continuance after holding sustained lower limb injury with break of in-between shaft thighbone. After two yearss patient presented with upper tibial skeletal grip pin with Thomas articulatio genus splint holding cold clamsy tegument with absent distal lower limb arterial pulsing along with absent dorsiflexion of pes. ( 2 ) tegument was glistening, no capillary replenishment and ( 7 ) mild swelling of lower limb. Colour of tegument was about normal and no blister formation was at that place. Partial esthesis over lower limb was present at clip of presentation. Degree centigrades: UsersuserPictures2013-02-20 10.47.16.jpg Fig ( 1 ) ; Gross swelling with ecchymosis in fractured thighbone ( 4 ) Sciatic nervus hurt is rare in break of in-between 3rd thighbones but can happen, largely common peroneal portion of sciatic nervus. The femoral nervus can be compressed anyplace along its class, but it is peculiarly susceptible within the organic structure of the psoas musculus, at the iliopsoas channel, at the inguinal ligament. The chief motor constituent innervates the ilio-psoas ( a hip flexor ) and the quadriceps ( a articulatio genus extensor ) . The motor subdivision to the iliopsoas originates in the pelvic girdle proximal to the inguinal ligament. The centripetal subdivision of the femoral nervus, the saphenous nervus, innervates tegument of the median thigh and the anterior and median facets of the calf and after scrutiny we found partial centripetal loss over median facet of thigh and calf along with anterior facet of articulatio genus. After complete neurological scrutiny we found coincident engagement of both femoral and sciatic nervus hurt. Sciatic nervus flights injury in most breaks of the femoral shaft. Mostly sciatic nervus paralysis associated with a break at the distal shaft of the thighbone. The common peroneal division of the sciatic nervus was lacerated by a bone fragment at the break site. . Examination revealed complete palsy of the common peroneal nervus. The motions lost were extension of the mortise joint and toes. Sensibility was lost over the back of the pes and outer side of the leg. There was a positive Tinel ‘s mark over the sciatic nervus at the distal portion of the thigh. Nerve conductivity speed survey suggest left sciatic nervus hurt with engagement of left femoral nervus neurogenic form in musculus screened. In stray femoral neuropathies, the thigh adductors are normal. Although the thigh adductors portion common lumbar roots with the musculuss innervated by the femoral nervus, they are innervated by the obturator nervus along with the sciatic nervus and therefore are spared. But in this instance due to coincident engagement of both nerve adduction of hip besides non elicited. Weakness of the quadriceps musculus and decreased patellar physiological reaction are the most dramatic scrutiny findings. Centripetal shortages consist of numbness of the median thigh and the anteromedial calf. Probes Biochemical probe revealed decresed hemoglobin with normal leukocyte and platlet counts. liver and kidney profiles was about normal. one of the of import biochemical probe i.e. curdling frofile PT, INR, aPTT ab initio it was 21.7,1.87,29.7 severally. After two yearss of injury ( 3 ) doplar survey of lower limb suggested acute deep venous thrombosis widening from distal superficial femoral vena to popliteal, ant tibial and proximal portion of posterior tibial vena along with low opposition arterial spectrum is seen in the popliteal, anterior and posterior tibial arteria. Paras tardus form with increased accentutation clip and wider monophasic spectrum is seen in the distal posterior tibial arteria and dorsalis pedis artery.Conclusion of dopllar was Superfecial femoral vena shows echogenic thrombi in the lms with partial recanlisation. Nerve conductivity survey suggest left sciatic nervus hurt with engagement of left femoral nervus neurogenic form in musculus screened. CT Angiography survey ( 5 ) was done from lower portion of venters to distal toe by endovenous contrast and bolus tracing technique. Scaning was done in arterial and venous stage demoing non envisioned distal tierce of left superior femoral arteria ( widening 4cm ) with distal portion reconstructed with collaterals with remainder normal survey of lower limb arterial system. Canalization of thrombus distal tierce of left superior femoral vena with partly canalised thrombus in left peroneal vena and posterior tibial vena. Xray study of whole organic structure was done and we found left upper center shaft thighbone break widening to upper terminal with posterolateral angulation. Degree centigrades: UsersuserPictures2013-02-20 10.44.14.jpg Fig ( 2 ) ; anteroposterior position of diphyseal break thighbone He had a no history of abdominal TB. He denied any past history of surgery and endovenous drug usage. No household history of a similar unwellness was detected. Clinical scrutiny revealed few dilated venas in the leg and the upper half thigh. The right lower limb showed normal arterial pulsations and there was no neurological shortage or cadaverous hurt. The patient was treated as an outpatient with low molecular weight Lipo-Hepin ( LMWH ) for 6 yearss and Acitrom ( warferin ) 1mg OD for three yearss so 2mg OD along with Monotrate 10mg and Stiloz 50mg to keep the INR between 2-3. Discussion Patients with high speed injury with major long castanetss breaks have developed lower limb deep venous and arterial thrombosis with both femoral and sciatic nervus hurt are really rare phenomenon. Clinical presentation of major venous thrombosis in the lower limb normally presents with swelling of the lower limb, prominence of superficial venas and neurological symptoms and decreased distal arterial pulsing. The most serious complication of LLDVT is pneumonic intercalation happening in one tierce of the instances. The diagnosing of artero-venous thrombosis is confirmed by either duplex echography. ( 9 ) The intervention options for femoral venous thrombosis include conservative therapy with decoagulants, catheter-mediated thrombolysis and surgical intercession to take the intravascular coagulum. Patients with superficial femoral venous thrombosis due to intrinsic harm require merely anticoagulation therapy whereas those with extrinsic obstructor may necessitate rectification of the surgical pathology every bit good. ( 8 ) An anticoagulation therapy includes Lipo-Hepin followed by unwritten Coumadin for a period of 3 to 6 months maintaining the INR degree 2.0 to 3.0.arterial hurt are genrally treated with autogenos saphenous vena transplant after stabilization of break by external fixator in complete arterial occullsion. But in this instance after angiographic rating we get not visualised distal tierce of left superior femoral arteria ( widening 4cm ) with distal portion reconstructed with collaterals within 48 hours that is really rare and unusual phenomenon and limb survived with conservative intervention of break within Thomas knee splint without any unusual events. How to cite The Lower Extremity Arterial Health And Social Care Essay, Essay examples

Role of Human Resource for Organizations - MyAssignmenthelp.com

Question: Write about theRole of Human Resource Management for Organizations. Answer: Introduction Organizations attach different weights and views when it comes to matters concerning human resource management. Human resource management simply means the overall arrangement of workers and their individual tasks in an organization. It is the science in relationship to people and their duties in the workplace. For a good work to be done in any thriving organization, a qualified team of professionals is needed as this is the key element. Bearing in mind that resource managers bring a competitive environment in the market, they often face great coordination and integration challenges. (Schuler and Jackson, 2014, p. 35). Human resources should play the top various managerial roles in this environment and continue to be more concerned to develop and retain their talents, reduce the operational costs and maximize the profits as per the business strategies. Handling people at the workplace is the main responsibility of human resource management. Below is the discussion of various roles per formed by HRM in organizations. Role of Human Resource Management in Organizations Recruitment Recruitment is the art of looking for candidates for certain posts in an organization. The HRM is fully involved in analyzing the job requirements, attracts potential employees to that job, screens and selects the most qualified one to undertake the task. This concentrates on the sense of discernment while examining the various applications that are received in a company. The HR department proceeds to fix the schedules of conducting interviews to the shortlisted candidates for the advertised posts (Brueller, Carmeli, and Markman, 2016, p. 13). Assessment of the candidates on different levels is done at this point, starting with educational qualifications, capacity to perform various tasks and the character qualities. The HRM of a company ensures that the employees recruited have the right skills, abilities, knowledge and expertise in the job vacancy as per firms objectives. In the accomplishment of the background examinations on the selected candidates under the patronage of the Huma n Resource department, the candidates get a chance to be part and parcel of the organization eligible. Building Capacity Capacity building (capacity development) is a set of procedures where organizations and individuals acquire, increase the value and keep in possession the techniques and knowledge required to do the jobs competently. The HR team of professionals works towards the development of a competitive advantage for the business enterprise (Cristiani and Peir, 2015, p. 381). This involves enhancing teamwork of the employees and building the capacity of the firm to be in a position to provide unique, quality and quantity goods and services in the market (Jamali, Dirani, and Harwood, 2015, p. 143). Workers are encouraged to perform their duties with maximum commitment and urged to work as if they are doing it for their advantage and benefits. Building capacity by human resource managers on the current workforce leads to retention of talents, improved staff morale, and commitment to work operations. Personnel Management This is the determinant factor in the success or failure of a business enterprise in that full management of employees is under the jurisdiction of the human resource department. Personnel management is defined as acquiring, utilizing and maintaining a satisfied workforce. It is the responsibility of the HR to take the time to talk and listen to the grievances of the workers to maintain a conducive and productive working environment (Jamali, Dirani, and Harwood, 2015, p. 143). Efficient delivery of strategic and operational goals is facilitated by the proper management of employees and system performance in aligning their objectives. Every employee feels valued when his or her input to management is considered by the top management. The ability to satisfy the personnel needs and provision of conducive work environment by the company contributes to improved staff morale. The HRM provides the right facilities required and asked for by the employees in order to improve productivity henc e raising profitability. Motivation Among the crucial roles that HR does, is motivating the workers to perform their duties excellently for the development of the organization. Motivation may be in different forms, for example, work promotions, monetary rewards, brand ambassadors and also the organizations most preferred example. All the employees work to their level best with the main aim of becoming the overall best performers in the group( Jabbour et al., 2013, p.134). It is the obligation of the HR department to assess the employee performances and come up with the best out of the very many choices. Other motivating rewards may include salary increments, bonuses, flexible working hours and complimentary vacations. Further, a company motivates its human resources by provision of recreation facilities and organizing corporate holidays for the entire workforce. Employee Training and Development HR being the major contributor in an organization, is always up to make the employees the most productive assets through the organizing of employee training programs to better their performance. During these training programs employees are encouraged to utilize their optimum capacities. Those who are recruited as amateurs get thorough orientation, training inclusive and are empowered to engage themselves in the working environment (Knowles, Holton, and Swanson, 2014, p. 6). This is done by encouraging interactions among different employees, which results in healthy sharing of ideas and development of a good working environment. Employee development is accompanied by several benefits which include profit growth in the organization, reduced employee turnover, and deeper succession pipelines. For the individual employee level, there is increased employee motivation, improved engagement and improved speed to competency. Implementing Policies It is the work of the human resource department to implement and formulate employee welfare schemes which provide support to the workers at different levels. Policies such as those governing employee leaves, e.g. maternity/paternity leave, insurance plans, and employee welfare funds are initiated by the HR. Promotions and transfers are done according to the policies set by the HR department (Purce, 2014, p. 67. There is also the consideration of reducing the possible losses and future disturbances in the organization by the introduction of new policies which offer a conducive and recommendable working environment with suitable compensation. Compensation and Benefits It is the role of HR to set employee compensation structures as well as evaluating favorable payments to the employees. They also bear the responsibility of negotiating with different companies such as insurance on behalf of their workers to ensure that they are not exploited but are charged with reasonable amounts. Compensations are provided to the employees besides their standard wages and salaries, and they are very advantageous in that employers only recruit but retain qualified workers (Messersmith and Wales, 2013, p. 14). Employees also become comfortable and experience a peace of mind which results in increased productivity since they are sure and confident that they and their families are fully protected and covered by the organization they work for. Safety The security of the employees in the workplace is a critical factor which needs much consideration in any thriving organization. Human resource department is mandated with an obligation to provide a threat free and safe working environment for the employees under the Occupational Safety and Health Act (Budhwar and Debrah, 2013, p. 76). Workers are trained on how to handle and report any workplace injury or fatality which may occur unexpectedly. HR also advocates for the construction of health facilities within the organization's premises to ensure that minor health issues are managed internally as well as discouraging unnecessary absenteeism of the workers. Compliance HR ensures that the company rules and regulations are adhered to by the employees. Those who dont follow the laws may be subjected to punishment such as suspension from the workplace, salary reduction or even full expulsion from the organization. Federal and state employment laws such as the National Labor Relations Act should also be followed by the company during the recruitment of new workers. Ensuring strict compliance to labor regulations enables easy flow of duties and attainment of the set goals by the firm. Most organizations have set down work policies that govern employees activities while in the workplace. Such policies are made in respect to work ethics whereby discipline and high code of professional conduct is required. On the other side, the employees of a firm get membership in labor unions with an aim to be protected and to use the labor union as a tool for raising their grievances as a union. Conclusion The role of human resource management in an organization is fundamental as it is based on several functions generally to benefit both the employees and the entire organization. There is a huge demand for workers in the current working environment. Most of the businesses all over the world have been performing a lot of work with fewer workers. All the challenges encountered as a result of overworking by the staff are channeled to the human resource department which should ensure that the challenging goals are met. HR acts as a mediator between the employees and the organization to ensure that every party is satisfied and all collaborate to work towards the accomplishment and realization of the organization's set goals and objectives. List of References Armstrong, M. and Taylor, S., 2017.Armstrong's Handbook of human resource management practice. Kogan Page Publishers Brueller, N.N., Carmeli, A. and Markman, G.D., 2016. Linking merger and acquisition strategies to postmerger integration: a configurational perspective of human resource management.Journal of Management, p.0149206315626270 Budhwar, P.S., and Debrah, Y.A. eds., 2013.Human resource management in developing countries. Routledge. Cristiani, A. and Peir, J.M., 2015. Human resource function strategic role and trade unions: exploring their impact on human resource management practices in Uruguayan firms.The International Journal of Human Resource Management,26(3), pp.381-400 Jabbour, C.J.C., de Sousa Jabbour, A.B.L., Govindan, K., Teixeira, A.A. and de Souza Freitas, W.R., 2013. Environmental management and operational performance in automotive companies in Brazil: the role of human resource management and lean manufacturing.Journal of Cleaner Production,47, pp.129-140. Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model.Business Ethics: A European Review,24(2), pp.125-143. Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014.The adult learner: The definitive classic in adult education and human resource development. Routledge Messersmith, J.G. and Wales, W.J., 2013. Entrepreneurial orientation and performance in young firms: The role of human resource management.International Small Business Journal,31(2), pp.115-136. Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), pp.1-14. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Riley, M., 2014.Human resource management in the hospitality and tourism industry. Routledge. Schuler, R. and E. Jackson, S., 2014. Human resource management and organizational effectiveness: yesterday and today.Journal of Organizational Effectiveness: People and Performance,1(1), pp.35-55. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Stredwick, J., 2013.An introduction to human resource management. Routledge. Tyson, S., 2014.Essentials of human resource management. Routledge.