The Argument For Increasing Legal Immigration - 1209 Words

General Purpose: To provide a new perspective to the audience about a topic that has been a rising problem the past decade. Specific Purpose: To provide a new perspective to people on the beneficial side of increasing legal immigration Thesis: Although there are many arguments in favor of closing the borders, the opposing argument for increasing legal immigration has a many benefits as well INTRODUCTION: Of course border control and immigration are something you have all heard mentioned whether by people you know, or on the news, or read in online. But the majority of the time when I hear this being mentioned, I am hearing the argument in favor of closing the border and cracking down on illegal immigrants however, today I am going to be arguing in favor of increasing legal immigration Establish credibility: in my home town, being just about an hour from the border, with my dads job as a farmer being heavily affected by the amount of workers that come over I have began to see this argument from a different perspective Motivate to listen: This is something that before doing a lot of research I didnt realize how it would effect me in anyway, but Ive learned that it definitely does affect me since I am going to be out in the work field soon with many immigrant workers, just like many of you will, or may be already. Thesis: Although there are many arguments in favor of closing the borders and tightening up security, the opposing argument for increasing legal immigrationShow MoreRelatedAmerica Needs Immigration Reform Essay1034 Words   |  5 PagesImmigration reduction refers to a movement in the United States that advocates a reduction in the amount of immigration allowed into the country. Steps advocated for reducing the numbers of immigrants include advocating stronger action to prevent illegal entry and illegal immigration, and reductions in non-immigrant temporary work visas (such as H-1B and L-1). 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Nepal s Cry That Slavery Is A Crime - 2239 Words

Nepal’s Cry that Slavery is a Crime Slavery was a huge part of everyday life back in early America, and we are always reflecting upon that even in today’s culture with reminders such as Martin Luther King Day or International Day of Remembrance, but many people are not aware that slavery is still relevant today, and that many young men and woman are still forced to work against their will for little to no pay. Every year millions of people are still being sold into slavery and many people remain ignorant of the fact. The biggest reasons behind slavery lay within the power of greed. Criminals see a way to make major profit at the cost of another man’s work and even their life. The kidnapping of children is still used every day, and it ruins families and lives. With the high death rate, slaves will always be in demand, which is horrid news. Slavery is used everywhere in the world today, under the noses of everybody. Sadly, it doesn’t stop at forced labor. Th ere is a plethora of different types of slaves ranging from bonded labor, forced labor, sex slaves, and even forced marriage. These types of slaves can be found everywhere in Europe, Africa, Asia, the Middle East, and even the Americas. I will be focusing on slavery in Nepal, as tens of thousands of people are enslaved in Nepal today. Used for sex slavery in brothels, restaurants, and massage parlors and used for forced labor in mines and quarries. Most slaves there are tricked into slavery with false contract, and thenShow MoreRelatedHuman Trafficking : The Second Fastest Increasing Criminal Industry Essay4415 Words   |  18 PagesHUMAN TRAFFICKING Human Trafficking is the second fastest increasing criminal industry today, after the illegal drug industry, and is commonly referred to as modern-day slavery†. The international, legal definition of human trafficking is ‘using someone by force or deception for the purpose of exploiting them for economic or personal gain.’ (From prescha.org) Read MoreThe Nepal Border Lives A Distraught, Middle Aged Woman Named Meena Khatun2478 Words   |  10 PagesAlong the India-Nepal border lives a distraught, middle-aged woman named Meena Khatun. Unlike women in wealthier, more amiable communities who deal with the stresses of getting their kids to and from soccer practice, Meena had to put up with being both abused and bread like an animal by brothel owners. Her job required her to meet the needs of some 10 to 25 customers nightly. If she st ruggled, Meena was beaten senseless. If she complained, she was drugged to the point of unconsciousness and thenRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesDesert and the Indian Ocean.11 The movement of Chinese and South Asians before 1820 was generally freer, dominated by traders and short-term debt arrangements. But slave raiding was still common in the waters of Southeast Asia and, like African slavery, grew increasingly common over the eighteenth and early nineteenth centuries along with the growth in global commerce.12 Long-distance migration after the middle of the nineteenth century, by contrast, was mostly free. The transatlantic African

Carolin Essay Example For Students

Carolin Essay A long, long time ago when the earth was very young, all that existed on the earth was plants and animals. The animals ruled the earth. Among the animals were many different kinds. However, the animals never interacted outside of their species. The gotemaliks socialized with other gotemaliks and the chalize socialized with each other. The gotemaliks and the chalize were very special species. They didnt just only socialize with each other because they desired to, but because of the uncontrollable waterfall that separated them. Each of the species knew that something existed on the other side of the waterfall as they could see shadows but they didnt know what. For many years the gotemaliks and the chalize never knew fully of each others existence. There had been many attempts to cross the waterfall but every attempt ended in a death. Until one day, when the leader of the chalize was looking into the falls and tried to touch the shadow, which caused him to unexpectedly, fall in. When he fell in he hit his head on a rock and floated away from the falls. A gotemalik on the other side saw something fall through the falls and decided to go in after it, as it could be one of his own. The same thing happened to it. He fell in and hit his head on a rock and slowly followed the chalize trail down the river. The next morning the chalize woke up and was frightened at the sight of another being that was sitting beside him on a beach in an unfamiliar area. They ran away from each other out of fear. But each of them returned to each other after realizing they were the only ones on this new land, and also that they couldnt go back to their waterfall. This relationship developed over time and they learned different ways to communicate with each other which brought them close together. Through time, chemistry between them resulted in the birth of an infant. They were both astonished, as the infant did not resemble each of their characteristics. For this infant had two eyed instea d of one, ten fingers, ten toes and hair only on the top of their head! They loved their infant very much and plenty more were a result of their love. Bibliography:

Organizational and Corporate Culture

Defining Corporate/Organizational Culture Every organization, whether small or big, has an organizational culture. This culture can be defined variously. It involves a collection of common values, practices, symbols, assumptions (Bryson 34), and beliefs that influence members of an organization.Advertising We will write a custom term paper sample on Organizational and Corporate Culture specifically for you for only $16.05 $11/page Learn More Organizational culture is a company’s practices and beliefs that determine how the entity is ran and operate on a daily basis. Employees of an organization share common beliefs and practices, values, norms, systems, symbols, and working language. New employees and other entrants into the organization are socialized into these collective behaviors, attitudes, and assumptions that form part of the entity’s cultural framework. Organizational culture is what shapes the organization’s history, current assumptions, experiences, and key viewpoints that hold it together. Culture is a way of thinking. It is the unwritten or unspoken ways of working together in an organization. Corporate culture shapes the organization’s key strategies and their implementation. As such, it plays a major role in influencing the success of an organization (Zabid, Murali and Johari 711). Importance of Corporate Culture Organizational culture provides a shared platform that ensures that members of an organization are operating from the same page. It provides a basis for integration and coordination of operations in an organization thus guiding behavior and change. Organizational culture helps employees have a common goal and stay united thus providing an organization with a well-networked work setting that is vital for the communication, understanding, and implementation of key organizational strategies (Bryson 752).Advertising Looking for term paper on business economics? Let's see if we ca n help you! Get your first paper with 15% OFF Learn More Corporate culture influences the behavior and social interactions among employees. It establishes or sets standards of acceptable behavior in an organization. Culture links organizational strategies and policies to everyday’s organization activities. This equips the organization with a competitive advantage, thus helping it to achieve its goals and objectives (Zabid et al. 712). Organizational culture reflects and contributes to the brand image of the organization. It shapes how the outside world will view the organization. An organization with a good company image is likely to be viewed by external stakeholders as a better and strong business entity. It makes them view the organization as one that has the capacity to deliver quality goods or services. This enhances the relationship between the external stakeholders and the organization. It boosts efficiency, effectiveness, profitability, and overall performanc e of the organization (Bryson 751). It promotes efficiency in an organization. Corporate culture influences the standard of behaviors and the kind of goals that members should pursue. This affects change of behavior and attitudes among employees thus aligning them with organizational goals and objectives.Advertising We will write a custom term paper sample on Organizational and Corporate Culture specifically for you for only $16.05 $11/page Learn More When the activities and attitudes of employees and members of the organization are well aligned with the organizational goals and objectives, they can deliver much more and more efficiently. This translates to overall improvement of organizational efficiency and performance (Bryson 750, 756). Organizational culture focuses more on human resource in the entity. It helps build lasting cordial relationships among employees. This relationship of mutual respect and understanding helps members of an organization to bring about needed changes in the firm. Since organization culture changes over time, new ways of doing things are adopted. This supports creativity and innovation in an organization which are vital components of success in today’s competitive global market. Organizational culture is the glue that holds the entity together. It helps the internal mechanisms and practices remain intact and effective. Culture binds members of an organization to certain expectations and approved patterns of behavior. This enables the organization to effectively maintain its internal positive working practices and internally handle employees’ grievances (Zabid et al. 711). Organizational culture is vital to the improved performance of both the employees and the organization. It helps increase efficiency among employees which in turn increases performance of the organization. It helps members of the organization to understand key organizational objectives, processes, and events.Advertisi ng Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This enables the members of the organization to understand their role in these processes, thereby increasing their knowledge and performance as well as that of the organization (Zabid et al. 712, 713). Corporate culture is a key influence of decision-making processes among employees in an organization. Good corporate culture enables members of the organization to make informed and guided decisions that inform the direction taken by the organization. Effective decisions and decision- making mechanisms are key components of success in an organization. They facilitate efficiency and effectiveness among employees at the workplace, thus leading to enhanced organizational performance. Strong organizational culture enhances commitment and self- confidence among employees. It facilitates and promotes ethical behaviors among members of the organization. When employees and members of an entity are committed to the organization’s activities, they become motivated and this increases thei r productivity (Zabid et al. 720, 721). Determinants of Corporate Culture There are several factors that determine organizational or corporate culture. These are analyzed below: Behavior These are the actions and attitudes of individuals and groups towards one another and towards the organization as a whole. It determines organizational culture. Behavior that reflects the values of the organizations is often rewarded and becomes the general, acceptable, and dominant behavior. On the other hand, behavior that does not reflect the organization’s values is not rewarded; it is punished. Behavior plays a vital role in influencing the organizational culture. It includes the way individuals respond to certain conditions. It forms a major component of culture since the latter is the overall set of behavior standards expected of individuals or group of individuals. Culture cannot exist without behavior; it determines the kind of culture an organization has at a particular period (Zabi d et al. 720). Relationships These are developed among the employees and the organization over time. It encompasses mutual understanding among individuals or members of an organization. Interaction among employees determines the acceptable and unacceptable norms, behaviors, and assumptions that shape organizational culture. An organization with poor relationship among its members cannot sustain a healthy organizational culture. Corporate culture is dependent on the interrelationships among employees in the organization. Communication and social interaction forms the basis of analyzing acceptable and unacceptable norms and behavior patterns. Therefore, corporate culture is more or less determined by relationships (Hellriegel, Slocum and Woodman 529). Attitudes Individual attitudes influence behavior patterns of these individuals, thus influencing the culture of an organization. The attitude of employees determines the kind of corporate culture that exists in an organization (Balthaza rd, Cooke and Potter 715, 727). Values The value system among individuals or employees in an organization is paramount to the behavior patterns of these employees. They may be different due to upbringing, religion, and educational levels. However, the organization adapts these many and different value systems to come up with acceptable organizational values that shape the culture of the organization. A change of values by employees leads to a change in the values of the organization, leading to change in organizational culture in extension (Balthazard et al. 715, 727). Environment This is another important aspect when it comes to organization culture. Internal and external factors of a business entity may affect its culture variously. External factors such as political, social, economic and physical environmental may influence the operations of the organization. Organizational structure is a factor within the business entity that informs its cultural framework. When the structure fa ils to support transparency, this may lead to poor communication, relationships and culture in the organization (Balthazard et al. 710, 714). Organizational culture is expressed through the external and internal practices of the entity. It is seen in the degree of freedom given to employees in decision-making, contributing to new ideas, innovativeness, creativity and personal expression. It is reflected in how well an organization treats its employees and customers as well as the community. Organizational Structure Organizational culture is also influenced by the organization’s structure. This is how an organization distributes power and information throughout its various levels. Employees’ commitment and dedication to the job and goals of the company is also a key indicator of the culture of an organization. When employees are more committed and dedicated to the organizational activities, they provide a corporate image that defines the kind of culture an organization has at a particular period (Zabid et al. 721). Healthy Organizational Culture: Characteristics A healthy organizational culture is characterized by the following key aspects: Organizational Pride Employees of an organization that has a healthy organizational culture take pride in their work. They feel as part of the organization. This makes them feel more obligated to their work. It also motivates them to work more effectively and efficiently. Organizational pride among members of an organization also boosts the image of the entity to its external stakeholders (Balthazard 716). Effective Teamwork, Communication, and Employee Relationships A healthy and strong organizational culture is highly characterized by the presence of highly effective teams. The flow of information and the understanding of this information within an organization is an indication that a healthy corporate culture is present. This allows for effective exchange of information, behavior patterns, norms, and attitud es in an organization (Rothman 220). Quality Leadership Organizations with healthy corporate culture have an effective leadership structure that influences the organizational culture and change. Quality leadership is vital for every organization’s success. It plays a major role in the implementation of key strategies in the achievement of organizational objectives (Balthazard 715). Positive Client-Customer Relations Strong and positive relationship between employees, employees and managers and employees and customers exists in a company with a healthy corporate culture. Innovativeness and Creativity A healthy corporate culture stimulates innovativeness and creativity at the work place. Employees are accorded the right training and suitable working environment to effectively come up with better products and services. This cutting-edge thinking in an organization stimulates the growth of employees as well as that of the organization. Types of Corporate Culture Every organizatio n has a type of organizational culture that is different from that of another organization. However, there are similarities and indicators of corporate culture that can be used to classify different organizational cultures. The following are some of the dimensions applied in defining different organizational cultures: Deal and Kennedy’s Model of Defining Corporate Culture This classification of organizational culture was developed by researchers Deal and Kennedy. They first identified the subcultures, strong cultures, and weak cultures in an organization. Sub Culture A subculture exists where differences in departmental goals within an organization exists. It is the segments or sections of the main organizational culture that show different individual values, norms, behaviour and beliefs different from the main culture. It may arise due to difference in job requirements, different departmental goals and geographical area within the organization (Terrence and Deal 34). It can be within the organization or formed for social interactions outside the organization by members of the entity. Strong Culture Strong corporate culture is highly characterized by employees’ common aspect and sharing of beliefs, norms, behaviours, and values in the organization. An organization with a strong corporate culture is characterized by recognition, respect and strong social relationship among its employees and managers. It makes them feel more proud to be associated with the organization. Employees deliver quality services and goods under a strong organizational culture that recognises them and rewards them accordingly (Terrence and Deal 15). Weak Culture A weak organizational culture is not strongly knit within the organization. It does not fully affect change of behaviour, norms, and work patterns among members of an organization. Communication and implementation of key organizational strategies is not well understood and executed in the organization due to its loo se nature. This creates diversity of expected behaviour patterns. Lack of congruence in these organizations is highly associated with the influence of individual’s objectives and culture on the organization (Terrence and Deal 15). Dean and Kennedy came up with the following four types of corporate cultures: Tough Guy Culture According to Terrence and Deal (15), a tough guy culture exists in an organization that has effective feedback mechanisms and which is characterized by high risk. It is more prevalent among large financial service sectors where quick responses are barely a luxury but a necessity. In a tough guy organizational culture, the long term aspects are not considered as much as the short term or present aspects due to the high risk of the organizational activities. This is for example in the police force, sports and emergency response surgeons (Terrence and Deal 111). â€Å"Work Hard, Play Hard† Work hard, play hard culture is characterized by rapid feedbac k and rapid reward as well as low risks. Organizations with a work hard play hard culture are involved in taking few risks and receiving fast feedback. Most software companies are characterized by this work hard, play hard culture (Terrence and Deal 113). Bet-the-Company Culture This is another form of cultural framework found in various organizations. It is characterized by significant decisions touching on high stake undertakings. It is more common in companies performing experimental projects and research such as oil exploration companies (Terrence and Deal 117). Process Culture Process culture is often found in organizations that have slow or no feedback mechanisms. This culture is characterized by procedures that are overly cautious in following the laws, rules and regulations. Consistency of results of the process culture makes it good for public service, insurance companies and the banking sector (Terrence and Deal 119). Market Oriented Cultures There are four types of market oriented organizational/corporate cultures. These are: Entrepreneurial corporate culture Competitive corporate culture Consensual corporate culture, and Bureaucratic corporate culture Entrepreneurial Corporate Culture In entrepreneurial corporate culture, issues of profitability, market superiority, competitive advantage, and profits are more emphasized. In this type of organizational culture, the entity supports values, attributes, and behavior patterns of the employees that lead to profitability. The presence of certain characteristics that supports and enhances the organization’s capability to achieve market superiority that leads to competitive advantage and profitability are key indicators of entrepreneurial corporate culture. In entrepreneurial corporate culture, less emphasis and attention is given to other factors such as predictability and employees’ wellbeing. More emphasis is placed on profitability of the organization (Zabid et al. 715). Competitive Corp orate Culture The competitive corporate culture emphasizes on risk taking, high levels of dynamism, creativity, and innovation. In a competitive corporate culture, some aspects of an organization are given priority over others. Issues of competitiveness in an organization or industry are paramount and more important than any other aspect of the organization (Balthazard et al. 719). This corporate culture supports creativity and innovativeness among members of an organization. This is encouraged in order to facilitate a working environment that is conducive for the breeding of competition-oriented employees that are able to produce more competitive products for the market (Zabid et al. 715). Consensual Corporate Culture The consensual corporate culture lays more emphasis on loyalty, tradition, self-management, personal commitment, teamwork, and social influence. It is more evident in family- owned businesses where loyalty, tradition, personal commitment, and social influence play a v ital role in the success of the organization in the society. It is not however limited to family businesses. Other organizational structures that support and encourage personal commitment, teamwork, and social influence are characterized by this consensual corporate culture. Members of an organization with a consensual corporate culture feel as part of the organization and are more motivated to bring their share of experiences and skills to the workplace (Zabid et al. 715). Bureaucratic Corporate Culture The bureaucratic corporate culture focuses more on predictability, stability, and efficiency. Bureaucratic culture does not promote creativity and innovations among employees. The employees in such organizations are often subjected to certain set standards and predictable ways of doing things in the organization. This limits adoption of changes in an organization. Procedures, work, and behavior patterns are aligned to be predictable, efficient and stable. Organizations with bureaucr atic corporate cultures are more concerned with the effectiveness and predictability of results rather than the profitability and competitiveness of their products (Zabid et al. 715). Case Studies Best Buy Co. Inc. is a US electronic retailer giant. Best Buy has increased its presence in many countries due to its strong organizational culture. This is a customer focused and employees’ wellbeing culture. Best Buy responds quickly to customer needs through its efficient customer service. As one of the leading electronics’ retailer in the world, it strives to deliver the best electronic gadgets and equipments to its dozens of stores across national borders. With a competitive culture that encourages results oriented work environment among its employees, Best Buy has continued to perform better in the electronics industry. The company is also much involved in building long lasting and beneficial customer relationships. For example, there are some stores with shopping assis tants to help customers in their shopping as well as take them on a shopping trip. This customer- oriented and competitive culture is good for the company since it is involved in a fast changing electronic market. Founded in 1962 by Sam Walton, Wal-Mart is an American multinational retailer. It has stores in 27 countries, 2.2 million employees worldwide and with expected approximate sales of $444 billion in 2012.Wal-Mart has a strong organizational culture. It has a ‘cult-like’ strong culture. Employees of Wal-Mart exhibit organizational pride; they are very proud to be associated with Wal-Mart. They take pride in their work. They are commonly referred to as ‘Walmartians’ or associates. This is a sign of quality leadership in the organization. Employees and managers are motivated to work better and most of them have high ambitions. Wal-Mart has dedicated team players at all levels as a result of an effective communication system and mechanism. This strong c ulture has helped Wal-Mart sustain an entrepreneurial spirit throughout. It has made the company to be more innovative, profitable and continue to grow expansively. For example, Wal-Mart is one of the leading private employers and among the few existing trillion dollar companies. Toyota Motor Company which was founded in 1937 by Kiichiro Toyoda and headquartered in Toyota, Japan, is a multinational automobile car manufacturer. Toyota’s growth as one of the leading and most profitable companies in the world is based on its strong entrepreneurial and competitive corporate culture. Its culture focuses more on quality product development and strong, mutually beneficial customer relationship. Toyota is also strongly engaged in the use of innovative technological and advanced mechanisms in its production of automobiles. The much visible efficient customer and employees’ relationship in Toyota has also helped the company to come up with highly competitive products. IKEA which was founded in 1943 by Ingvar Kamprad is Swedish international furniture and home products retail company. IKEA is widely associated with product development and lower prices. It portrays a customer oriented corporate culture that focuses more on the customers and product competitiveness. Apple Inc. which was founded in 1976 is an American consumer electronics and computer software manufacturer and retailer giant. The company is strongly based on a flat organizational structure that encourages mutual customer and employee relationships that also encourage an open entrepreneurial corporate culture to thrive in the company. The entrepreneurial culture enables the company to strategically align employees to their areas of expertise. This helps the company in the development of its innovative and highly creative and successful products in the market. Conclusion Corporate culture is an important aspect of every organization. It influences the standard of behaviors and the kind of goals that members should pursue. This affects change of behavior and attitudes among employees in the organization, thus aligning them with organizational goals and objectives. When members of the organization are aligned with organizational goals and objectives, they perform better. This leads to the overall improvement of organizational performance. Organizational culture that stimulates creativity and innovation influences success in an organization. It increases organizational performance. There is therefore the need for organizations to embrace a favorable organizational culture that motivates the employees. Works Cited Balthazard, Pierre, Robert, Cooke, and Richard, Potter. ‘Dysfunctional Culture, Dysfunctional Organization: Capturing the Behavioral Norms that Form Organizational Culture and Drive Performance.’ Journal of Managerial Psychology 21.7 (2006): 43-59. Print. Bryson, Jane. ‘Dominant, Emergent, and Residual Culture: The Dynamics of Organizational Change .’ Journal of Organizational Change Management 21.2 (2008): 23-39. Print. Hellriegel, Don, John, Slocum, and Richard, Woodman. Organizational Behavior. New York: Southwestern College, 2001. Print. Rothman, Juliet. Cultural Competence in Process and Practice: Building Bridges. Indiana: Indiana University, 2007. Print. Terrence, Eric, and Allan, Deal. Corporate Cultures: The Rites and Rituals of Corporate Life. New York: Wesley Publishers, 1982. Print. Zabid, Abdul, Sambasivan, Murali, and Juliana, Johari. ‘The Influence of Corporate Culture and Organizational Commitment on Performance.’ Journal of Management Development 22.3 (2003): 67-69. Print. This term paper on Organizational and Corporate Culture was written and submitted by user Eli Reyes to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.