Pursuit Of Happyness Compare And Contrast Essay - 1882 Words

Dream Chaser What drives you? What keeps your motivation flowing? The gripping story of Chris Gardner will surely spark a fire to the success you desire. â€Å"The Pursuit of Happyness† is a book that also inspired the self-titled movie. These two works have the ultimate story of triumph and self-perseverance. With both works being released in 2006, both number one seller for their respective audiences; they did carry many similarities and differences. Discussing each work, I will compare and contrast both works with the theme, settings, and characters and navigate the overall message they provide. In the book â€Å"The Pursuit of Happyness† author Chris Gardner writes a self-memoir. He discusses about the issues of fear and the uncertainties he†¦show more content†¦This is an influential point for both book and movie because it has the effect of showing how both mothers are in and out of their child’s life but yet the father reminds to keep everything together. Basing character tendencies on how the mothers leave and the main character (father) with stay. Yet the movie does not detail this information but is evident to the abandonment of his actual wife at one point in the film. In the film, the wife leaves at the one-hour mark (film time). The film keeps their focus off the wife/mother to put more power in the struggle of Gardner’s life as a father. In contrast, the film â€Å"The Pursuit of Happyness† featured the bigger picture of the actual story. More so the theme that Chris Gardner conveyed in the book. The film goes from struggling m arried couple with a son, to a struggling single father chasing the ultimate dream of successfulness. The difference from the book is that Chris Gardner and his wife were together on and off. They struggle to make the relationship work but have differences in what they want to pursue. In the chapter â€Å"Turned Out (advanced), the wife reappears after leaving the relationship and they still continue having problems. â€Å"While I had thought that my trip to meet my father would give me and Jackie [wife] the break we needed to appreciate each other more and help put everything in perspective, the stress picked up exactly where it had been before.† (Gardner 192). After trying to give hisShow MoreRelatedAnalysis Of Seeing And Making Culture : Representing The Poor By Bell Hooks1632 Words   |  7 Pagesfrom the average people of our society. Hooks arguments are mostly valid which helps the reader compare and contrast points, but she doesn’t portray the true lifestyle of a poor person very well as it can be seen in movies such as The Pursuit of Happyness and Oliver, which essentially forces the reader to only be exposed to one perspective of living in poverty. In the movie,â€Å"The Pursuit of Happyness†, Chris Gardner and his son are evicted from their own apartment due to them being financially unstable

Child Abuse Is Important For Numerous Reasons Essay

FOUNDATIONS In the United States, one in seven children are abused at some point during their childhood (Bartol Bartol, 2014). Child abuse is when a parent, legal guardian or caregiver fails to act or through their actions causes injuries, death, emotional harm, sexual harm or death to a child. Abuse can be divided into four categories: physical abuse, sexual abuse, emotional abuse, and neglect. Child abuse prevention is important for numerous reasons. Some of the reason includes, adverse childhood experience affect adulthood experiences, safety, future victimization and perpetration and decreases the outcome of cognitive, emotional and behavioral problems. In 2013, an estimated 1,520 children died from abuse and neglect in the United States. In the same year, Children’s Advocacy Centers around the country served nearly 295,000 child victims of abuse, providing victim advocacy and support to these children and their families. In 2014, this number was over 315,000 (National Statistics on Child Abuse, 2014). Some of the 2013 national abuse statistics states: †¢ An estimated 679,000 children were victims of abuse and neglect (unique instances). †¢ 47 states reported approximately 3.1 million children received preventative services from Child Protective Services agencies in the United States. †¢ Children in the first year of their life had the highest rate of victimization of 23.1 per 1,000 children in the national population of the same age. †¢ Of the children whoShow MoreRelatedChild Abuse1192 Words   |  5 Pages Doug mikel Child Abuse Sociology 111 Tues./Thurs. 8a-9:15a Tina Harrell 9/21/2014 Imagine living a life you fear, one you have to keep a secret. Always pretending to be happy and carefree when deep down thinking, Please don t let this day be the last. Living in a house where painful marks and scars are hidden by long sleeves, and jeans. Looking over your shoulder wondering when the next assault is going to be. â€Å"Almost five children die every day as a result of child abuse.  Ã‚  More than threeRead MoreSocial, Academic, And Criminal Development As A Result Of Neglect1681 Words   |  7 PagesDevelopment as a Result of Neglect. Child neglect is a type of abuse that mostly go unreported for different reasons. As indicated by Nemeroff (2016), neglect is characterized as a kind of abuse in which a guardian fails to provide the needed supervision, shelter, clothing, medical care, education, and food to their children. It is said that because of this a child’s safety, health, and well-being are threatened with harm (Nemeroff, 2016). Neglect is usually less studied than abuse, and it’s linked to the developmentRead MoreTerm Paper : Child Abuse Essay1019 Words   |  5 PagesPowell Mr. Smith Health, Period 3 28 November 2016 Term Paper: Child Abuse Child abuse is common in most places and in most cases the abuse form of sexual, mental, and physical abuse. These children who are usually abused or neglected you have low self-esteem and have been taught to feel worthless. The percentage of children abuse just in the United States is drastic. According to an article, more than 2.5 million reports of child abuse are made in the United States annually with hundreds of deaths†¦Read MoreThe Effect Of Child Abuse On The Emotional Development Of The Infant To Five Year Old Child In The United States. 681 Words   |  3 PagesThe Effect Of Child Abuse On The Emotional Development Of The Infant To Five Years Old Child In The United States. Child abuse is one of the most serious issues in the United States today. Child abuse is generally the maltreatment of a minor, and includes a physical, emotional or psychological harm to a child. Neglecting a minor is another type of abuse such as malnutrition, abandonment, and inadequate care of a child’s safety. Additionally, any neglectful act can lead to physical or emotionalRead MoreChild Sexual Abuse And Children1301 Words   |  6 PagesChild sexual abuse effects tens of thousands of children, and young teens every year. With the rate of this issues, parents and other adults are not prepared nor willing to deal with problems of their children or family members been sexual abused. Child sexual abuse can take many forms, but it’s always a violation of a young person’s rights, and it increases the risk of many adverse physical and mental health conditions. Furthermore, child sexual abuse is defined as direct genital contact and indirectRead MoreAlcoholism and Parenting: Samuel Adams961 Words   |  4 Pagesthat â€Å"alcohol abuse can interfere with parenting skills and marital relations, thereby affecting adolescent development and adjustment† (Effects on Children of Alcohol Dependent Parents). Under the influence of an alcohol dependent parent, children will often grow up in a callous and emotionally unavailable environment that can lead to a dangerous lifestyle as an adult such as difficulty socializing, criminal activity, and a dependency on alcohol much like their parent. When a child lives in aRead MoreChild Abuse And Its Effects On Children990 Words   |  4 Pageschildren that have frequent injuries, have poor nutrition, or avoid specific people for no reason may be showing signs of abuse. Very few people understand what abuse is and how it affects the children that are abused. For the majority of the population, abuse is a new term that many don’t fully understand because it can be defined in different ways depending on how abuse is viewed and considered. Knowing what child abuse is can help the millions of children affected by it each year. Being knowledgeableRead MoreIs It Not A Fairy Tale Ending?889 Words   |  4 PagesHuffington Post, 50% of all marriages end in divorce. Despite taking a toll on the divorcing couple, divorce affects the couple’s children the most. Parental divorces result in children being more susceptible to loneliness, future cohabitation, and child abuse. One apparent effect of divorce on children is that it causes them to feel lonely. One student expressed that after her parents’ divorce, she felt increasingly lonely. Her father, the person she loved the most, suddenly drifted away; thereforeRead MoreChild Sexual Abuse in the Catholic Church Essay1044 Words   |  5 Pagesto the problem of child sexual abuse in the church. While churches, and other facilities which care for children, have had their experience of this problem, most attention has been brought to the abuse in the Catholic Church. Around the world, case after case has been seen in the press of clergy and members of religious orders being charged with sex offenses against children. Some of these cases go back decades. The issue has certainly brought attention around the world. The reason why, is the questionRead MoreWhy Spanking Children Is Wrong1453 Words   |  6 Pagesstrike their children. Child abuse is defined as any unnecessary or intentional physical or emotional or sexual mistreatment of children. Spanking is not the only method of child discipline. Spanking is not even the most effective method of child discipline. Numerous studies have made it evident that spanking does have a negative effect on children. Spanking children should be considered child abuse because it teaches children the wrong message about hitting, it does not teach a child to act out of conscience

International Journal of Strategic Change Management- Expert sample

Questions: Understand and critically comprehend and discuss the theories, contexts, principles and practices which contribute to the development of the effective management practitioner within an organisation or business context. Plan management activities in an effective reflective, and applied manner in a variety of organisational contexts. Answers: Introduction Alas and Vadi (2015) have described workplace multiplicity as the variety of dissimilarities between the populace in any organization. Diversity in the place of work can be easily defined as recognizing, understanding as well as accepting the differences in individual irrespective of their race, gender, ethnicity, physical ability, sexual orientation. The term diversity has many interpretations, as many scholars have explained the topic differently. Armstrong and Armstrong (2011) have suggested that multiplicity must be understood as the varied perceptions as well as advances to work that the members of an organization are of the different identity groups. With the passage of time, the global market has created the requirements for the international corporations and the global leadership effectiveness has been one of the major issues of concern. In order to understand the significance of effectiveness as well as efficiency in managing the workforce diversity, Tesco has been selected. Tesco is a British multinational grocery and a general merchandise retailer and headquartered in England, United Kingdom. The company serves their products in different parts of the world. Therefore, managing workforce diversity is one if the major concerns of this company. Presently, the company has been focusing on doing the right things for the customers and the colleagues as well as the communities they serve (Tesco plc, 2016). Reviewing the related literature Bell (2014) has demonstrated diversity is the persistent second best of the developed world. The ever-increasing diversity in the workplace represents an underlying requirement of the active communication process among the diverse people in the organization. It has been found that the global economy has moved diversity at the top of their agenda and with the passage of time, immigration, migration of the workers, ethnic and gender differences has continued to change dramatically (Brooks 2011). It has been found that in many workplaces present diversity challenges as well as opportunities that are generally not present in the homogeneous workgroups. Therefore, it can be said that tactfully managing multiplicity means proper understanding the effects and then putting into practice the behaviors, work policies and practices that counter to them in an effectual way. Choi (2016) has suggested that cultural diversity is one of the major issues in the diversity management and this is the differences among the team members in case of race, background, sexual category, religion, population or some other magnitudes of the communal individuality. Figure 1: Dimensions of Diversity (Source: Clausen Kruuse, 2015) Cullen (2013) has stated that diversity becomes one of the most advantageous at the time when an organization wants to expand their perspectives, tactics of the strategy, reposition of the company, launching new products. If diversity in the organization can be well managed, any association can provide assistance from both the synergistic and the exact background advantages taking into account the enhanced creativity, flexibility and the potentialities to solve any organizational issue. In this part, it is important to mention that the probability of the managers to identify along with the potential advantages and disadvantages largely defines the approach of the organization towards managing workplace diversity. Czegldi, Reich and Fonger (2011) have identified three important approaches to manage the diversity and they are Parochial, Ethnocentric and Synergistic. Figure 2: Approaches to Managing Diversity (Source: DiTomaso, Post Parks-Yancy (2011) Any organization can adopt any of the above-mentioned methods in the workplace to manage work diversity. Apart from the approaches, it can be stated that there are some effective strategies that might help an organization to manage tactfully their workplace diversity and this have been explained here. Figure 3: The strategies for managing diversity (Source: Du Plessis, 2011) Eraulj (2011) has discussed that organizational effectiveness is how well an organization achieve the purposes. In order to be successful, the company is required to have the proper cooperation of all the people working in the company along with their support and commitment towards decision-making. Need of diverse workforce It has been seen that the present day commercial traditions believe massive pressure on the labor marketplace because of the steady changes in some places like globalization, financial system, technology, demography, flexibility and feminization in the workplace. It is no doubt to say that globalization influences any business and retail industry is no more exception in this regard. Big retail companies have been operating in different parts of the world and thus, the workplace diversity is one of the common scenarios. Therefore, the management of the company is required to deal with this part carefully in order to get the best result in the company (Ferner, Almond Colling, 2015). Harraf (2015) has stated that as the activities of the organizations spread in different parts of the world, it demands the need of diverse workforce of various places and cultures. This is because heterogeneous and varied workforce can easily satisfy the requirements of both the markets and the customers. Diversified workforce encourages the company to attain high competitive advantage for the retail organization. It helps the retail organizations for making efficient operations in different places by making the use of the excellent diverse workplace (Jackson, 2012). Analysis and evaluation In general, a self-assessment for the intercontinental human resource managers is to assess as well as progress the companys worldwide administration skills. However, this creates challenges for the personality executives who need to direct the workplace diversity transversely both geographical and civilizing areas. Jang (2011) has said that the key perception of managing assortment accepts that dissimilar cultural personnel consist of a diversified employee. The main objective of the company is to engage in the diversified workforce and to make Tesco one of the best places for shopping. Tesco has always tried their best to manage ever-increasing workplace diversity in all the stores in the operating countries. Changed workforce demographics and the new organizational forms are gradually mounting the variety of the work teams in general and the decision-making teams in particular. Equal opportunities in the organization are often seen as treating everyone in the same way. Kossek and Lobel (2011) have argued that the social justice and business issues for diversity are complementary because unless the people are treated fairly in the workplace, they will automatically underperform. All the employees in the work place are aspired to work for the employees with proper service practices and experience properly appreciated at the specified workplace. It has been stated that to be competitive; the organizations are required to receive the best assistance from everyone and the need to produce an inclusion workplace civilization in which everyone feels highly valued. It has been seen that the company especially focuses on gender diversity and ethnicity diversity and age diversity. Through several case studies, it has been understood that the company believes in inclusion along with the diversity practices that tends to provide them the best customer service. The main viewpoint of Tesco is to make the employees and the customer lives better by the power of their diverse workforce and through their products and services (Kumar Gopinadhan, 2011). It has been seen that Tesco always encourages as well as motivate the existing employees to behave as well as act like the owners in regards to exceeding the expectation of the customers (Oishi, 2016). Apart from that, the company wants to collaborate with all their employees that ensure the Tesco is of a true success. It can be said that diversity of Tesco can help the organization in strengthening the relationships with more specific customer groups with the help of making the communication system more effective (Kumar Gopinadhan, 2012). The company at some parts of the world has reported that the unenthusiastic approaches and behaviors have been the barricades to the managerial multiplicity because they can damage the existing operational relation and spoil the morale as well as the work efficiency. The depressing approaches and the behaviors in the workplace take into account prejudice, stereotyping as well as discrimination. The management of the company has become biased to some places and thus, the female employees of the company have felt that they have been discriminated from the male employees (Kummerow Kirby, 2013). Recommendations to the Management Kushata (2016) has opined that diversity is one of the prominent and continuous techniques and process that has no end. Therefore, it is required to balance against the other considerations like clustering of skills and focusing on the best customer service. It can be suggested that the companies must block their ears to the diversity consultants who think that there exist the only solution to every question (Torbert Tolley, 2016). The company needs more diversity of thought on the subject of diversity. In some stores, the managers of Tesco have used management for hiring, retention and the termination practices. It is no doubt to mention that the powerful managers are well aware of the fact that certain skills are required for the creation of a successful and diverse workforce (Mullins, 2011). At first, it can be said that the managers of any company are required to be well aware of discrimination and its consequences. After that, the managers are recommended to recognize their personal cultural biases and prejudices. It is no doubt to mention again that diversity is not about the differences among the existing groups in the company rather about the differences among the individuals (Torbert Tolley, 2016). Each of the employees in the organization are entirely unique in nature and thus naturally that employees does not represent or speak for a specific assembly. Therefore, the organizations as well as the managers of the company are required to learn that that how to manage diversity in the workplace in order to achieve success in the future and stay competitive in the long-run (Nicolas, 2011). Oishi (2016) has critically stated that unfortunately, there exist no single recipe for achieving success and this largely depends on the ability of the managers to understand the best for the company depending on the teamwork and dynamics of the workplace. Therefore, the management of the company is required to focus on this part, as managing work place diversity is one of the comprehensive processes that create such an environment where everyone is valued (Torbert Tolley, 2016). Both the management of the company as well as the associates of the organization is required to be aware of the personal biases. As it has been said that managing diversity is about equal work opportunity and the affirmative action, the managers are required to look at this part sincerely (Schneider Northcraft, 2011). In this regard, another important aspect that can be addressed is that at the time of dealing with variety is endorsing a safe place for the acquaintances to converse easily. Therefore, the management of the company is recommended to hire some powerful leaders who can look after diversity matters carefully in order to avoid any negative impact on the organization. The associates of the company should never be denied essential, productive and the significant response for knowledge about both blunders and success (Shaker Ardakani et al. 2016). Conclusion After the conduction of the entire study, it has been found that managing work force diversity in all the organizations is important. In order to carry on the entire study, Tesco has been selected, as this company operates in different parts of the world and diverse work force is one of the common matters in this regard. In order to analyze the concept, a detailed literature review has been done and several ideas and parameters have been analyzed here. After that, the scenario and the issues of the company have been addressed. After addressing the issues and scenarios in the workplace, some of the effective recommendations have been discussed here. The provided recommendations might help the company to get rid of the issues they have been facing inside some of the stores of Tesco. References Alas, R., Vadi, M. (2015). The impact of organisational culture on organisational learning and attitudes concerning change from an institutional perspective. International Journal Of Strategic Change Management, 1(1/2), 155. doi:10.1504/ijscm.2006.011109 Armstrong, M., Armstrong, M. (2011). Armstrong's handbook of performance management. London: Kogan Page. Bell, C. (2014). The Impact of Participative and Directive Leadership on Organisational Culture: Brooks, I. (2011). Organisational behaviour. Harlow: Financial Times Prentice Hall. Choi, S. (2016). Workforce Diversity and Job Satisfaction of the Majority and the Minority Analyzing the Asymmetrical Effects of Relational Demography on Whites and Racial/Ethnic Minorities.Review of Public Personnel Administration, 0734371X15623617. Clausen, L., Kruuse, M. (2015). Securing the Workforce. Cullen, J. (2013). Towards an organisational suicidology. Culture And Organization, 20(1), 40-52. doi:10.1080/14759551.2013.852550 Czegldi, C., Reich, M., Fonger, J. (2011). Work Place Health Management as a Diversity-Management-Tool. DiTomaso, N., Post, C., Parks-Yancy, R. (2011). Workforce diversity and inequality: Power, status, and numbers.Annu. Rev. Sociol.,33, 473-501. Du Plessis, M. (2011). The impact of organisational culture on knowledge management. Oxford: Chandos. Eraulj, J. (2011). Organisational Culture as Organisational Identity Between the Public and the Private. Organizacija, 42(3). doi:10.2478/v10051-009-0004-3 Ferner, A., Almond, P., Colling, T. (2015). Institutional theory and the cross-national transfer of employment policy: the case of'workforce diversity'in US multinationals.Journal of International Business Studies, 304-321. Harraf, A. (2015).The relationship of diversity and performance in the 100 best companies to work for in the United States(Doctoral dissertation, INDIANA STATE UNIVERSITY). Jackson, S. E. (2012).Diversity in the workplace: Human resources initiatives. Guilford Press. Jang, H. (2011). Performance, performance system, and high performance system. Perf. Improv., 48(3), 16-20. doi:10.1002/pfi.20058 Kossek, E. E., Lobel, S. A. (2011).Managing diversity: Human resource strategies for transforming the workplace. Cambridge, MA: Blackwell Business. Kumar, V., Gopinadhan, S. (2011). Organisational behaviour and mass media. Mumbai: Himalaya Pub. House. Kumar, V., Gopinadhan, S. (2012). Organisational behaviour and mass media. Mumbai: Himalaya Pub. House. Kummerow, E., Kirby, N. (2013). Organisational Culture. Singapore: World Scientific Publishing Company. Kushata, T. (2016). The Perceived Impact of Workforce Diversity on Shopfloor Performance in the Clothing and Textile Industry: Case Study of Blue Collar South Africans Working with African Foreign Nationals. InThird ISA Forum of Sociology (July 10-14, 2016). Isaconf. Mullins, L. (2011). Essentials of organisational behaviour. Harlow, England: Financial Times Prentice Hall/Pearson. Nicolas, C. (2011). Determining the impact of organisational culture on organisational learning. IJCENT, 1(2), 208. doi:10.1504/ijcent.2009.029290 Oishi, N. (2016). Workforce Diversity in Higher Education in Australia: The Representation of Scholars with Asian Backgrounds. InThird ISA Forum of Sociology (July 10-14, 2016). Isaconf. Schneider, S. K., Northcraft, G. B. (2011). Three social dilemmas of workforce diversity in organizations: A social identity perspective.Human Relations,52(11), 1445-1467. Shaker Ardakani, M., Abzari, M., Shaemi, A., Fathi, S. (2016). Diversity Management and Human Resources Productivity: Mediating Effects of Perceived Organizational Attractiveness, Organizational Justice and Social Identity in Isfahans steel industry.Iranian Journal of Management Studies. Tesco plc,. (2016). Tesco plc. Retrieved 19 February 2016, from https://www.tescoplc.com/index.asp Torbert, J. W., Tolley, B. (2016). Workforce Diversity--Orange County, Florida: Community and Utility Join in Water Education Event (PDF).Journal-American Water Works Association,108(2), 18-21.

Ronald McNair Essays - Ronald McNair, , Term Papers

Ronald McNair Ronald Erwin McNair was born on October 21, 1950 in Lake City South Carolina. Ronald had two brothers, Eric and Carl Jr. He had a mother and a father also. His mother's name was Pearl and his father's name Carol Sr. His mother was a well-educated teacher and his father was automobile mechanic. Ronald's mother and father were both determined to see their children succeed in life and get a good education. By the age of 3 Ronald was already able to read. A year later Ronald's father Carl Sr. decided to sent Ronald to school a year earlier because he was so intelligent. Ronald's parents always brought home books for Ronald to read them. Most of Ronald's childhood was spent on reading and studying. Ronald loved to read. Ronald was born during the time of segregation so that made it very hard for Ronald to grow up as a normal child that would have lived in peace. Where Ronald lived was mostly an African American neighborhood. At the age of 9 Ronald had already began to change society. One day Ronald had decided to go to the library which was a "white's only institution" where African Americans were not allowd but Ronald decided to go anyway because he wanted to learn more. When Ronald was cought he refused to leave the building.