The Black writers Essay Example for Free

The Black writers Essay Whether Racism is an issue of not in USA (also in some Western Countries), it is a flourishing business. The Black writers are aware of this fact and do not hesitate to take ‘un’due advantage of the situation. When a Black writer takes on another ‘black’ writer, the basic issue, the calamity of being a Black, is intelligently swept under the carpet or the issue will be highlighted with a thick coat of extra Black, for the purpose of competition. I remember a three-time divorcee, also a scholar in the oriental language Sanskrit, comment on the theme family. Marriage is the foundation stone for a happy family,† he said and then went on to dissect the word ‘Vivaha’ (marriage). ‘Vaha’ means to flow and ‘vi’ means harmoniously together. Therefore, the word ‘Vivaha’ means to flow together harmoniously. Two distinct individuals, two separate personalities, bred, born and brought up in different set of circumstances try to come together from that day onwards to find a common identity, a common goal, and to be precise a common all! â€Å"he said. thank for you support to the institution of marriage, the three-time divorcee that! An author, when he decides to write the novel, has the issue and theme hovering in his mind. His being an author is itself the major issue. Howsoever detached he claims to be, he can not avoid himself, from the word go to the last sentence of the novel. The next importance issue is the influence of the family, an important family member or members! Percival Everett is a Professor of literature and Head of the English Department at the University of Southern California and the author of fourteen previous novels. He is the Ellison in the novel under review. Ellison faces personal and family crises—most notably, his aged mother is fast succumbing to Alzheimer’s and he is also struggling to understand his father’s suicide seven years before. The first 10 pages of the book relate to conversation between brother and sister, brother and brother and other personal issues. This is the first indication of the firm attachment the author has for the family, or say the ‘joint family! ’ The book is an entertaining mix of serious issues clubbed with personal affection and parody. The ‘family’ thread appears and reappears in the novel in one form or the other. Everett had a strong provocation to write this novel. The badge of suffering that had been a part of the Black family not many decades ago in U. S. comes to the fore in the very first page of the book. He writes, â€Å"I have always been severely put off by any story which had its main character a writer. (To an extent it is true of this novel also! ) So, I will claim to be something else, if not instead, then in addition, and that shall be a son, a brother, a fisherman, an art lover, a woodworker. If for no other reason, I choose this last, callous-building occupation because of the shame it caused to my mother, who for years called my pickup truck a station wagon. †Ã¢â‚¬â€the familial bonds are subtly explained and given importance to! (p. 1)He novel is a parody of contemporary African-American literature. It contains excellent descriptions on authentic family/social feelings with depth and emotion. My Pafology was initially submitted to the Agent under the gangsta pseudonym Stagg R. Leigh. This one ‘wrong’ step leads to a series of comical, problematic situations later as the novel climbs the ladder of unprecedented success. Thelonius Monk Ellison, author of experimental novels, is somewhat estranged from his family because he was favored by an emotionally distant, recently deceased father. When his sister is killed, Monk returns to Washington, D. C. , to care for his mother, who is in the early stages of Alzheimers disease. ’ The graphic description as to how he tackles the family crisis, clubbed with the professional crisis, with the burden of seventeen ejection slips for his novel, which later turns out to be a monumental success, keeps the reader glued to the novel. Monks main character is an Ebonics-spouting brute with no regard for his four children or their respective mothers. Everett is an enormously talented writer, who juggles with the serious issues related to Black race and other problems faced by US with ease and makes you ponder and giggle at the same time. His wit, the mode of criticism and sarcasm are worth noting. The ideas are engaging and he has intelligently roped in the black community and the white community, his sweet-bitter comments on the US social system merit careful attention, though he says it with a hilarious authenticity.

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Online Reference Links: Asian Crops in North America Link: http://www.hort.purdue.edu/newcrop/history/lecture12/r_12-1.html Ginseng and Other Native Roots Link: http://attra.ncat.org/attra-pub/ginsgold.html#ginseng History of Ginseng Link: http://www.oxford.net/~ginseng/history.htm History of Alfalfa in California Link: http://alfalfa.ucdavis.edu/publications/alfalfaHIST.htm Smooth Bromegrass Link: http://animalrangeextension.montana.edu/Articles/Forage/Species/Grasses/Smoothbromegrass.htm Crested Wheatgrass Link: http://www.bioone.org/bioone/?request=get-document&issn=1551-501X&volume=027&issue=01&page=0013 Native Siberian Crop Species By Francisco Aguilar, Bryan Barnsley, and Lance Nixon When it comes to plants being native to Siberia it would seem that there would be an extremely limited amount due to the harshness of weather, mainly the extreme cold conditions. A few of the main Siberian natives that are grown all over the United States include alfalfa, lettuce, asparagus, smooth bromegrass, and crested wheatgrass. There is no proven record of when alfalfa was first grown but it is known to be originated in central Asia. In 490 B.C., the Persians carried it into Greece with the invasion by Xerxes. After this the Romans who were fighting in Greece took it back to Rome in 146 B.C. The introduction into Spain was around 711 A.D. by the Moors from Northern Africa who were on a conquest in Spain. From Spain it moved into France, Belgium, and England. In 1519 Alfalfa was introduced to Mexico by Cortes, a Spaniard who was on a rampage through Mexico. Somewhere around 18 or 19 years later, Spain rampaged again in Peru and Chili but left alfalfa here also. In that century, it was brought to the Atlantic coast line of the United States but was not used by the Indian inhabitants or by the early European settlers at this time. In about 1853 or 1854 alfalfa was introduced into California and it was believed that it was brought in my Chili. In 1898 a man by the name of N.E. Hansen of South Dakota ma de a journey to Siberia in search of a more cold tolerable variety of alfalfa because he and many other farmers were having trouble growing this crop successfully in the colder conditions of the northern portions of the United States. Alfalfa is now grown all over the United States and in other parts of the world as well.

How does culture and environment affect institutions and their management

How does culture and environment affect institutions and their management? Define the Problem: What went wrong during Ms. Myers tenure from your point of view? Ms. Myers was a smart individual that got caught up in the hype of a new and promising job. Like many people these days the sound of an executive position is tempting and wanted by many, however most do not have the skills or the knowledge needed to survive and be a part of that new environment. It is great to want to invent the wheel again, but it's not great to step on toes while trying be Inventive. Ms. Myers started out good but failed in what her objective was.When Linda Myers accepted a human resources position at SK Telecom in South Korea, she thought it was the opportunity she'd long been working toward. Not only would she break ground as one of the first American female executives at a Korean company, she would also lead an initiative to make the organization more global. For someone who'd spent years consulting on ex patriate transitions, this seemed like a dream job. † Green 2011. If she had made a few changes, her objective would have been achieved, making a stand for women around the world and getting a foot hold for Asian women In Korea.Analyze the Cause: Explain the problem Ms. Myers Is encountering using Hofstede's five dimensions of culture to compare Korean and American assumptions about interpersonal relationships and management. 1. Power/Distance (PD) – This refers to the degree of inequality that exists – and is accepted – among people with and without power. On the ground in Seoul, Myers quickly realized Just how far she was from her native Baltimore. One early shock was the homogeneity of not only her offce but also the city: Government estimates indicate that foreigners account for 2. % of the population. That's compared with Just over 18% for Singapore and 27% for New York and London, according to the Migration Policy Institute. (Green) Because Mrs. Myer s was used to being in the states and was not acclimated to the Asian environment, she felt that she was far from comfort. Also, early on, she asked employees to dispense with calling her â€Å"Sang Mu Linda,† her title at the company, and to use Linda, the norm In a u. s. company, to create a less formal environment. â€Å"But by removing the label, I plummeted in their eyes,† she recalls.What she regarded as a â€Å"participative leadership style† looked wishy-washy to the people at SK. (Green) Power an be seen as a position that you have gained by promotion. Because she was already in a position of management, she had the power over many people. How she used that power was her downfall. In the Korean environment she was the â€Å"Sang Mu† which was a management position. Once she tried to associate with the workers as equals sne Tell Trom tnat role In tne eyes 0T tne workers. 2. Individualism (IDV) – The degree to which individuals are integrate d into groups†.In individualistic societies, the stress is put on personal achievements and individual rights. People are expected to stand up for themselves and their immediate family, nd to choose their own affiliations. In contrast, in collectivist societies, individuals act predominantly as members of a lifelong and cohesive group or organization. People have large extended families, which are used as a protection in exchange for unquestioning loyalty. 3. Masculinity (MAS) – This refers to how much a society sticks with, and values, traditional male and female roles. Myers was constantly aware of being female.Aside from secretaries, she was almost always the only woman in the room. She was also unprepared for the company's rigid hierarchy. But as Myers saw it, â€Å"there were asically four levels: VP, director, manager, and worker bee. You only talked to people at your level. † (Green) Not all societies have equalized the field of female and male relationshi ps. In the Asian cultures the roles of male being dominate and Females are the lesser of human social role. 4. Uncertainty/Avoidance Index (IJAI) – This relates to the degree of anxiety society members feel when in uncertain or unknown situations.Her lack of Korean turned out to be a vexing problem. She recalls having to ask for an interpreter at her first meetings at SK. And even with an assistant and colleagues who spoke English, she ound it difficult to get the information she needed. â€Å"Asking questions was the only way I knew to learn,† she explains. â€Å"But it was not always productive. † As she saw it, even diplomatic inquiries could be construed as confrontational and critical. (Green) When the Higher CEOs and upper management felt that they were being stepped on by her way management they started to ostersize her and shield her from information 5.Long Term Orientation (L TO) ) – This refers to how much society values long- standing – as opposed to short term – traditions and values. Propose a Solution: Five key issues . Creating a climate for change In terms of creating a climate for change, culture is only effective if it is applied to the relevant area needing change or is tied to some organizational issue. 2. Employee engagement and empowerment Employee engagement and empowerment is crucial to ensure that the culture is effectively managed and aligned with the cultural assumptions of the organization as a wnole. 3.Team orientation Team work is a common feature in most organizations, in terms of crossing existing barriers and as a useful means of promoting and disseminating new cultural traits. In terms of individual and organizational development, teams are seen as a way of investing in talent development. 4. Tracking cultural change Tracking cultural change is important in terms of assessing whether the culture has become misaligned in terms of subgroup cultures' practices, or whether there are issues or challenges to be addressed which could undermine the cultural ethos and underlying assumptions of the organization. . Training, rewards and recognition Training in terms of culture awareness is viewed differently in various organizations. Culture is an aspect of general management training in some organizations. In other rganizations, it is deemed appropriate to learn from leaders and managers about the prevalent cultural norms and assumptions. Rewards and recognition is given when individuals or teams step outside the box and rise above the norm. It is an acknowledgment that there has been a significant change and/or a new operating standard has been started.From reviewing Green's fictional case study, (Green, 2011), the author acknowledges some good points for consideration when one has to determine how much a culture and environment will affect institutions and their management. In this review, Green explores the challenges faced by Ms. Linda Myers when she accepted a Job as a VP in a Seoul, South Korea with SK Telecom. Ms. Myers had what seemed to be all of the right credentials on paper that would make her the ideal candidate for a foreign assignment, except one, she was female.Although she had realized that later, being a female would be overbearing for her and she was not able to hang-on to the position due to many cultural factors, discussed earlier. (Green, 2011). When analyzing this case in depth and reviewing the entire tenure of Ms. Myers time with SK Telecom in Seoul, important issues surfaced, which caused this Job scenario to go erribly wrong for Ms. Myers. Concluding remarks This understanding in relation to effectively managing culture in public sector organizations and also to provide lessons from initiatives implemented to date in both the public and private sectors.The importance of managing and manipulating culture in public sector organizations cannot be misjudged in terms of its impact on the innovation outline. Developing appropriat e measures to address cultural issues in organizations in terms of increasing structural capability and performance is an important issue that should be addressed unilaterally. While the implications of such pproaches are wide-ranging, fundamentally the key to effective culture management Is leaaersnlp.Leaaersnlp must De commlttea to managing culture In terms of developing and sustaining organizational performance, while managers throughout the organization are responsible for its effective development. There is much that remains to be done to address the gap between the influence of cultural issues and the approaches adopted by managers, approaches which are elementary in many public sector organizations. The organizations provide useful examples of how organizations can effectively manage organization culture as an integral part of oth corporate strategies and organizational change measures to enhance performance and innovation.This case study contributes to the awareness and unde rstanding of culture management in public sector organizations. One of the first clues that things were going wrong in South Korea was that Ms. Myers should have realized occurred long before her accepting the Job in South Korea and she choose to ignore it. That clue being the preliminary assumption by the agency sent to recruit a VP that she was male, not female, as mentioned earlier. The second red flag that should have been raised by Ms.https://www.coursehero.com/file/16308917/MGT-501-CA1docx/http://www.freedownloadmanager.org/download.htmhttps://www.mindtools.com/pages/article/newLDR_66.htmhttps://ru.scribd.com/doc/19082366/Historical-Background-of-Environmental-Educationhttp://www.nacada.ksu.edu/Resources/Clearinghouse/View-Articles/Values-and-culture-in-ethical-decision-making.aspx How does Culture and Environment Affect Institutions and Their Management? Define the Problem: What went wrong during Ms. Myers tenure from your point of view? Ms. Myers was a smart individual that got caught up in the hype of a new and promising job. Like many people these days the sound of an executive position is tempting and wanted by many, however most do not have the skills or the knowledge needed to survive and be a part of that new environment. It is great to want to invent the wheel again, but it’s not great to step on toes while trying be inventive.Ms. Myers started out good but failed in what her objective was. â€Å"When Linda Myers accepted a human resources position at SK Telecom in South Korea, she thought it was the opportunity she'd long been working toward. Not only would she break ground as one of the first American female executives at a Korean company, she would also lead an initiative to make the organization more global. For someone who'd spent years consulting on expatriate transitions, this seemed like a dream job.† Gr een 2011. If she had made a few changes, her objective would have been achieved, making a stand for women around the world and getting a foot hold for Asian women in Korea.Analyze the Cause: Explain the problem Ms. Myers is encountering using Hofstede's five dimensions of culture to compare Korean and American assumptions about interpersonal relationships and management.1. Power/Distance (PD) – This refers to the degree of inequality that exists – and is accepted – among people with and without power. On the ground in Seoul, Myers quickly realized just how far she was from her native Baltimore. One early shock was the homogeneity of not only her office but also the city: Government estimates indicate that foreigners account for 2.4% of the population.That’s compared with just over 18% for Singapore and 27% for New York and London, according to the Migration Policy Institute. (Green) Because Mrs. Myers was used to being in the states and was not acclimated to the Asian environment, she felt that she was far from comfort. Also, early on, she asked employees to dispense with calling her â€Å"Sang Mu Linda,† her title at  the company, and to use Linda, the norm in a U.S. company, to create a less formal environment.â€Å"But by removing the label, I plummeted in their eyes,† she recalls. What she regarded as a â€Å"participative leadership style† looked wishy-washy to the people at SK. (Green) Power can be seen as a position that you have gained by promotion. Because she was already in a position of management, she had the power over many people. How she used that power was her downfall. In the Korean environment she was the â€Å"Sang Mu† which was a management position. Once she tried to associate with the workers as equals she fell from that role in the eyes of the workers.2. Individualism (IDV) – The degree to which individuals are integrated into groups†. In individualistic societies, th e stress is put on personal achievements and individual rights. People are expected to stand up for themselves and their immediate family, and to choose their own affiliations. In contrast, in collectivist societies, individuals act predominantly as members of a lifelong and cohesive group or organization. People have large extended families, which are used as a protection in exchange for unquestioning loyalty.3. Masculinity (MAS) – This refers to how much a society sticks with, and values, traditional male and female roles. Myers was constantly aware of being female. Aside from secretaries, she was almost always the only woman in the room. She was also unprepared for the company’s rigid hierarchy. But as Myers saw it, â€Å"there were basically four levels: VP, director, manager, and worker bee. You only talked to people at your level.† (Green) Not all societies have equalized the field of female and male relationships. In the Asian cultures the roles of male b eing dominate and Females are the lesser of human social role.4. Uncertainty/Avoidance Index (UAI) – This relates to the degree of anxiety society members feel when in uncertain or unknown situations. Her lack of Korean turned out to be a vexing problem. She recalls having to ask for an interpreter at her first meetings at SK. And even with an assistant and colleagues who spoke English, she found it difficult to get the information she needed. â€Å"Asking questions was the only way I knew to learn,† she  explains. â€Å"But it was not always productive.† As she saw it, even diplomatic inquiries could be construed as confrontational and critical. (Green) When the Higher CEOs and upper management felt that they were being stepped on by her way management they started to ostersize her and shield her from information5. Long Term Orientation (LTO) ) – This refers to how much society values long-standing – as opposed to short term – traditions and values.Propose a Solution: Five key issues 1. Creating a climate for change In terms of creating a climate for change, culture is only effective if it is applied to the relevant area needing change or is tied to some organizational issue.2. Employee engagement and empowerment Employee engagement and empowerment is crucial to ensure that the culture is effectively managed and aligned with the cultural assumptions of the organization as a whole.3. Team orientation Team work is a common feature in most organizations, in terms of crossing existing barriers and as a useful means of promoting and disseminating new cultural traits. In terms of individual and organizational development, teams are seen as a way of investing in talent development.4. Tracking cultural change Tracking cultural change is important in terms of assessing whether the culture has become misaligned in terms of subgroup cultures’ practices, or whether there are issues or challenges to be addressed which cou ld undermine the cultural ethos and underlying assumptions of the organization.5. Training, rewards and recognition Training in terms of culture awareness is viewed differently in various organizations. Culture is an aspect of general management training in some organizations. In other organizations, it is deemed appropriate to learn from leaders and managers about the prevalent cultural norms and assumptions. Rewards and recognition is given when individuals or teams step outside the box and rise above the norm. It is an acknowledgment that there has been a significant change and/or a new operating standard has been started.From reviewing Green’s fictional case study, (Green, 2011), the author acknowledges some good points for consideration when one has to determine how much a culture and environment will affect institutions and their management. In this review, Green explores the challenges faced by Ms. Linda Myers when she accepted a job as a VP in a Seoul, South Korea wit h SK Telecom.Ms. Myers had what seemed to be all of the right credentials on paper that would make her the ideal candidate for a foreign assignment, except one, she was female. Although she had realized that later, being a female would be overbearing for her and she was not able to hang-on to the position due to many cultural factors, discussed earlier. (Green, 2011). When analyzing this case in depth and reviewing the entire tenure of Ms. Myers time with SK Telecom in Seoul, important issues surfaced, which caused this job scenario to go terribly wrong for Ms. Myers.Concluding remarks This understanding in relation to effectively managing culture in public sector organizations and also to provide lessons from initiatives implemented to date in both the public and private sectors. The importance of managing and manipulating culture in public sector organizations cannot be misjudged in terms of its impact on the innovation outline. Developing appropriate measures to address cultural issues in organizations in terms of increasing structural capability and performance is an important issue that should be addressed unilaterally. While the implications of such approaches are wide-ranging, fundamentally the key to effective culture management is leadership.Leadership must be committed to managing culture in terms of developing and sustaining organizational performance, while managers throughout the organization are responsible for its effective development. There is much that remains to be done to address the gap between the influence of cultural issues and the approaches adopted by managers, approaches which are elementary in many public sector organizations. The organizations provide useful examples of how organizations can effectively manage organization culture as an integral part of both corporate strategies and organizational change measures to enhance performance and innovation. This case study contributes to the awareness and understanding of culture managem ent in public sector organizations.One of the first clues that things were going wrong in South Korea was that Ms. Myers should have realized occurred long before her accepting the job in South Korea and she choose to ignore it. That clue being the preliminary assumption by the agency sent to recruit a VP that she was male, not female, as mentioned earlier. The second red flag that should have been raised by Ms. Myers occurred when she contacted the Society of Human Resources and asked them to put her into contact with a female executive who had worked in South Korea to help her prepare for her assignment. The basis of ethical or moral decision-making involves choice and balance; it is a guide to discard bad choices in favor of good ones.

Portraits and Depictions of Michelangelo Buonarroti