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Impacts of the internet on communication
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Effects of the internet on communication
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I completely agree with Qian and Andrew. I think we as individuals surround ourselves with people who think like similarly to us and make us feel most comfortable. Restating the previous points our Internet and media experience is personalized to what we know and like. Although there is such a variety of information out there today, unless its fits our molding, chances are very likely we will never see it. Mitchel, while I definitely agree with the points you made about diversity in the newsrooms, and having an ethnicity quota for heads of major outlets might actually make a difference. However, I tend to agree more with some of the points in the text that minority owned and operated media outlets would have the best interests of its people
For thousands of years, humans have bonded together to become more efficient at building, learning, and creating societies. But interaction with others isn’t beneficial to large groups, but also for the individual. Our personal opinions and beliefs develop in part due to the influence of the people who surround us, which tempers extreme and unique views and conforms them more to society. This means that when someone lives with little human contact, they are more likely to have irregular and unusual opinions.
14. Rice Jr., Booker (2000, May-June). Putting diversity to work: Playing on a level field. LIMRA's MarketFacts, 11(3), 38-39.
The NPR clip explains that there are so many untapped markets still out there in the world which organizations are not a part of due to their diversity resistance. If organizations learn to become more excepting to diversity verses being forced to comply, they would be able to tap into untapped markets. The main issue that I have always had with government legislation or company policies on diversity standards is that it feels too forced. From the text it seems that that most organizations are not accepting or open to diversity, however more concerned with their image, ultimately focused on fulfilling their diversity quotas. The overall issues with diversity and culture lies within us. We have created this problem in our organizations. As someone that is from a Caucasian background, I can’t believe still in 2016 African Americans feel like they need to white wash their names and resumes just so they can have the same opportunities. Organizations need to stop trying to force creating the culture but allow the diversity of the organization to shape their culture. We are always concerned with our individualism so why are we not allowing our individual diversity and culture to reshape our
Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences. With the many legal implications and issues surrounding every aspect of the Human Resource function, the human Resource department must be prepared to resolve issues in a timely and cost efficient manner. With the saturation of laws surrounding personnel, nearly every decision made by the Human Resource Department has the potential for legal suits. Even if the Human Resource department has done everything that is required of them, it can still be costly to defend it. That is why supervisors, managers and workers must be trained on managing diversity in the workplace.
Merriam-Webster defines diversity as “the condition of having or being composed of differing elements; especially the inclusion of different types of people (as people of different races or cultures) in a group or organization” (Merriam-Webster, 2016). With diversity including many different elements, the concept of workplace diversity also covers a broad spectrum of topics, and continues to evolve as many companies look to expand globally. This subject has become increasingly important among managers over the last couple of decades, and has helped to reinforce other concepts such as affirmative action and equal opportunity employment. While most people believe that everyone should have the same opportunities available to them, and that we
Business Firms and organization need to apply workforce diversity in their management. Diversity at the workplace is simply understood as the variation of skills, experience and ideas among employees. This can arise due to differences in various aspects like race, gender, religion and physical attributes. In addition to these, other discrepancies include national origin, medical conditions and so many more (Subbarao 98). Diversity among the workers is an important tool that often leads to prosperity in an organization hence the need for maximum application of this important business virtue.
... peer pressure. In the essay Group Minds by Doris Lessing she put it perfectly by saying “When we`re in a group, we tend to think as that group does: we may even have joined the group to find “like-minded” people” (652).
From my research I have investigated different theories pertaining to this issue. The theory most often noted in this issue is the attraction-similarity model. This theory states that the more similar two individuals are, the higher the attraction between them will be. It is generally uplifting and encouraging meeting others who are like ourselves. For example, befriending someone who has the same interests in music, food, clothing, sports, movies, or books can encourage a lasting friendship. Similarity to others does not only validate our beliefs about the world and ourselves but also creates ag...
There are federal laws that prevent discrimination in the workplace which is what the Equal Employment Opportunity Commission (EEOC) is for. They “enforce antidiscrimination laws, and protect individuals and groups from discrimination.” (Plunkett, Allen, Attner). Some of the important laws are the Equal Pay Act, American with Disabilities Act, Title VII 1964 Civil Rights Act and many more. These laws clearly state the provisions that employers must always follow in the workplace.
According to McCormick (2007), the first form of workplace diversity happened in 1948, when President Truman approved Executive Order 9981 whose main purpose was to advance equal treatment and opportuities in the armed forces. Therefore, scholars cite it as the origin of workplace diversity because President Truman the committee tasked to implement the executive order, used it to pursue desegregation in the armed forces. In the business world, many companies long held the belief that the assimiltion of new recruits in an organization required their socialization to adapt to the organization’s existent culture. However, over the last few decades, business organizations have realized that because of various reasons, the orgnizational culture must conform if it must attract and maintain a competitive workforce. This change has been steered by variety of workplace diversity initiatives. Despite the proliferation of such initiatives, the term “workplace diversity” is virtually never defined. Many attempts at defining the term are often in a circular or conclusory manner that does little to strengthen a collective understanding of this term.
Diversity is a term used most often to describe the different types of race, religion, and nationalities but in today’s business world, it is used to describe the different individual behaviors of employees. Diversity is about characteristics and demographics that differ from person to person and how they affect human behavior. To understand how diversity affects the work place let us look at four types of diversity--Differences in skill and abilities, Values and attitudes, Occupation differences, and Age.
Companies such as Buzztronics are leading the way in the global economy because of their dedication to diversity in the workplace. In order to build a diverse and successful workforce, a business needs to recruit, train, and retain capable and talented minorities.
Workforce diversity has become a reality in organizations. More organizations have written workforce diversity policies or programs. Although there is still no consensus on how to define workforce diversity, diversity policies and program are producing positive effects in organizations. Diversity in the workplace is a way of defining acceptable behaviors of employees. Diversity represents all the ways in which individuals are both similar and different. It involves a variation of characteristics such as: age, sex, color, religion, national origin, disability, or any other differences. Although diversity initiatives are common in the workplace today, this is due mainly to the federal government use of constitutional amendments, legislation, and executive orders, along with court decisions to interpret the laws for equal rights (Noe, Hollenbeck, Gerhart, & Wright, 2010). The way an organization defines diversity and how it manages its diverse workforce may determine its effectiveness.
The Merriam-Webster Dictionary (n.d.) defines diversity as “the condition of having or being composed of differing elements; especially, the inclusion of different types of people (as people of different races or cultures) in a group or organization”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
The elimination of media bias is pretty much impossible due to the fact that large corporations head the media, and the heads of most large corporations are white men, but by the implementation of certain strategies it would be a move in the right direction. Media bias is a problem, though it may not be blatant, it is serious because it could be helping to form people?s beliefs about others. People are scared of the unknown, and by giving them a certain portrayal of someone they have had no interaction with; it can have detrimental effects. Who knows actually what impact media bias has had on the nation as a whole. How do we know whether or not media bias has made an individual not get or even lose a job? How do we know how many friendships media bias has stopped from even being initiated? Hopefully one day we will be able to recognize what media bias is, only then will we be able to begin the process of fighting to put an end to it. Only then will we be able to create a fair, unbiased media that is diverse and one that encompasses the ideas of an ideal media.