The Complex Codes Of The United States Essay - 1574 Words

While Americanah is considered a novel by most literary assessment standards, I would suggest that it is perhaps a unique reference manual, a commentary on the complex codes and various ways that we have developed when talking about race in the United States. These complex codes, as presented by Adiche, is the notion that will propel the following road map for this essay. I will begin by examining Ifemelu’s initial landing and introduction to the United States, followed by a sense of depression which ensued post her various life disappointments. Then we will take a peek at a few racial identifiers, not originally known to Ifemelu, that exist to categorize people in the US, with a slight focus on the role that hair plays in Americanah. Finally, we will examine the ways that Ifemelu is compelled to voice her unique perspective via blogging and her compulsion to spread her insights to the world. Ultimately, it will be my mission to analyze Americanah, and the unique insights it g ives us in regards to race through an outsider’s perspective, to conclude that it is a crucial text for better understanding race in America. Ultimately supporting our guiding question that Americanah is an essential text for an African-American studies class. For the sake of length and effectiveness, I will omit the themes of romantic love and other various major perspectives found within the book, such as Obinze’s, and just focus on Ifemelu’s experiences with race. Let us begin by examining why anShow MoreRelatedThe Long And Complex Tax Code The United States1241 Words   |  5 PagesThe issue at hand is the long and complex tax code the United States currently has in place, there are more than 74,000 pages in the tax code. From 2001-2010 4,430 pages were added to the tax code, an average of a page a day. 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How to Study for an Open Book Test

Open book tests teach you how to find information when you need it, and under a significant amount of pressure.   Even more importantly, the questions are designed to teach you how to use your brain. And contrary to popular belief, you do not get off the hook when it comes to studying for an open book exam. You just need to study a little differently. Open Book Test Questions Most often, the questions on an open book test will ask you to explain, evaluate, or compare information from your textbook. For instance: Compare and contrast the different views of Thomas Jefferson and Alexander Hamilton as they pertained to the role and size of the government. When you see a question of this nature, dont bother scanning your book to find a statement that summarizes the topic for you. Most likely, the answer to this question will not appear in a single paragraph in your text—or even on a single page. The question requires you to have an understanding of two philosophical views that you could only comprehend by reading the entire chapter. During your exam, you will not have time to find enough information to answer this question well. Instead, you should know the basic answer to the question and, during the test, look for information from your book that will support your answer. How to Prepare for an Open Book Test If you have an upcoming open book test, take the following steps to prepare. Read the chapters ahead of time. Dont expect to find quick answers during the test.Know where to find everything. Observe headings and sub-headings and make your own outline. This reinforces the structure of the text in your mind.Mark all important terms with sticky notes and flags. If the teacher allows it, mark your texts with these removable tags wherever you notice important concepts and terms. Be sure to ask first!Review lecture notes for themes. Your teachers lectures usually provide an overview of the themes and concepts that appear on tests. You wont always get this by reviewing the book alone.Make your own notes if allowed, and write down important formulas or concepts that you’ve covered in class. What to Do During the Open Book Test First, evaluate each question. Ask yourself if each question requires facts or interpretation. The questions that require facts may be easier and faster to answer. Fact-based questions will begin with expressions like: List five reasons . . . What events led up to. . .? Some students like to answer the fact-based questions first, then move on to the interpretation questions, which require more thought and concentration. As you answer each question, you will need to quote the book when appropriate to back up your thoughts. Be sure to quote only three to five words at a time—otherwise, you may find yourself copying answers from the book, which will result in a loss of points.

Marketing Efforts Paper Free Essays

Big Brothers Big Sisters Metro Atlanta – Marketing Efforts Paper Tolejala Keel PA 572 Managing Nonprofit Development Programs Keller Graduate School Professor Ian Coyle Table of Contents I. Introduction 3 II. Historical Background 3,4 III. We will write a custom essay sample on Marketing Efforts Paper or any similar topic only for you Order Now Mission Statement4 IV. Marketing Methods- Organization Centered4,5 V. Marketing Methods- Customer Centered5,6 VI. Recommendations6 VII. References7 Big Brothers Big Sisters I. Introduction The greater metro Atlanta organization is one of the most successful and diverse chapters of Big Brothers Big Sisters. Big Brothers Big Sisters (BBBS) helps at-risk children beat the odds. Big Brothers Big Sisters is the world? s largest mentoring program helping over 270,000 children around the world reach their potential through professionally supported one-to-one relationships. They nurture children, help them realize their potential and build their futures. In doing so they also strengthen communities. Each time Big Brothers Big Sisters pairs a child with a role model, one-to-one relationships are built on trust and friendship. These friendships often develop into a future of unlimited potential. II. Historical Background In 1904 Ernest Kent Coulter, a young New York City court clerk named noticed the increased of young boys introduced to the court system. He knew something needed to be done to help these kids and set out to find willing and caring adults volunteers that could help these boys stay out of trouble. That marked the beginning of Big Brothers Big Sisters of New York City and the Big Brothers movement. At around the same time, the members of a group called Ladies of Charity were befriending girls who had come through the New York Children’s Court. That group would later become Catholic Big Sisters. Both groups continued to work independently until 1977, when Big Brothers of America and Big Sisters International joined forces and became Big Brothers Big Sisters of America. Big Brothers Big Sisters of Metro Atlanta (BBBS) has been serving the Metro Atlanta area for nearly fifty years. Our goal is to enrich children’s lives and provide a solid foundation to allow the next generation to be all they can be—one child at a time. III. Mission Statement The mission of Big Brothers Big Sisters is to provide children facing adversity with strong and enduring, professionally supported one-to-one relationships that change their lives for the better, forever. Vision: all children achieve success in life. Accountability: by partnering with parents/guardians, volunteers and others in the community we are accountable for each child in our program achieving: * Higher aspirations, greater confidence, and better relationships * Avoidance of risky behaviors * Educational success IV. Marketing Methods- Organization Centered Big Brothers Big Sisters plan involves the development of a more robust, sustainable resource engine focused on our mission and vision, led by strong board and executive leadership, and strengthened by investments in our fund development systems Below are some of their marketing programs that are organization-centered: A. School-Based Mentoring program is built on partnerships between Metro Atlanta corporations and Big Brothers Big Sisters of Metro Atlanta (BBBS) with the goal of creating mentoring friendships between corporate volunteers and elementary or middle school within close proximity of the corporate site. The corporations sponsor such programs as job shadowing and career day activities on site. The School-Based program includes partnerships with local colleges in addition to those with local corporations. B. Big Brothers Big Sisters of Metro Atlanta is a well established, recognized and respected charity, and has been changing the lives of disadvantaged children for over 100 years. With the support of their valued partners, they can provide and expand many programs, activities and services. They offer many attractive partnership opportunities, from cause marketing campaigns, Workplace Mentoring, and event sponsorships. These partnerships helps businesses achieve their own business objectives while empowering (BBBS) to strengthen the resiliency of the children, heightening their self-esteem, improving their school performance, enhancing their social and family relationships, and helping them avoid trouble with the law. V. Marketing Methods- Customer Centered When people think of mentoring programs, they think of Big Brothers Big Sisters. As an established youth organization, we’ve worked for more than 100 years to develop youth mentoring programs that work. Our experienced approach to recruiting, screening, matching, and supporting our mentoring relationships has resulted in thousands of lasting relationships and helped change the lives of young people across the country. Below are some of their marketing programs that are customer-centered: A. Mentoring Towards College (MTC) is a comprehensive curriculum with a dual mission: to support academic success in each grade level AND to ensure on-time graduation and college matriculation. In this program, the Mentor uses the MTC curriculum to provide direction and guidance while the child is actually responsible for completing the objectives which include workshops, discussions and programs. All MTC activities work toward the goal of academic success in high school and college preparation. B. The Star Program allows the mentors and children matches to experience theatre first-hand, and explore their imaginations as well as the world around them. Through special after-school performances, matches experience the Atlanta’s many unique and artistic performances and exhibits geared towards complementing student development. VI. Recommendations Research has shown that most non-profit organizations have an â€Å"organization-centered† mindset. However moving from an â€Å"organization-centered† to a â€Å"customer-centered† approach to marketing will provide a better opportunity for non-profit organizations to increase their competitive advantage and aid in meeting the terms organizational mission. There are two ways in which Big Brothers Big Sisters can become more customer-centered in their marketing efforts: A. Big Brothers Big Sisters can capitalize on Atlanta’s reputation as a very cultural city and professional sports teams. Most Valuable Kids (MVK) will provide (BBBS) children with ticket donations to attend cultural events, professional and collegiate sports and entertainment events. Live entertainment provides a positive source of inspiration for children in a world where there are many negative alternatives. B. Hispanic Mentoring Program- According to the U. S. Census Bureau. Latinos make up about 14 percent of the nation’s population and more than one-third of all Hispanics in the United States are under age 18. Over one-quarter of Hispanic children under 18 in the U. S. live in poverty. The Hispanic Mentoring Program continues the Big Brothers Big Sisters tradition of outreach to at-risk youth by emphasizing the connection with Hispanic communities and the recruitment of Latino volunteers. References Andreasen, Alan R. , and Philip Kotler. Strategic Marketing for Nonprofit Organizations. Upper Saddle River, NJ: Pearson/Prentice Hall, 2008. â€Å"Big Brothers Big Sisters of America. † Wikipedia. Wikimedia Foundation, 15 Sept. 2012. Web. 16 Sept. 2012. http://en. wikipedia. org/wiki/Big_Brothers_Big_Sisters_of_America. â€Å"The Big Move! † Big Brothers Big Sisters of Metro Atlanta. N. p. , n. d. Web. 10 Sept. 2012. http://www. bbbsatl. org/. â€Å"Start Something for a Child Today-Big Brothers Big Sisters. † . N. p. , n. d. Web. 11 Sept. 2012. http://www. bbbs. org/. How to cite Marketing Efforts Paper, Essay examples

Leadership in Child Care Sector for Growing Place - myassignmenthelp

Question: Discuss about theLeadership in Child Care Sector for Growing Place. Answer: Introduction Growing place is an organization that provides childcare to the small kids. The founder of the organization is Evan Brever. Currently he is the Chairman of the organization. The company is operational from past seven years. The Chairman of the organization is looking for sponsors for their new program. The boards of directors of Growing places have decided that they will be providing scholarships to those children that belong to unprivileged families. They will be providing scholarships for some of the day care facilities. Thriyand is one such firm that the organization has approached for sponsorship of its new program. The head of PR of Thriyand Delores Dayton is being invited for a meeting as well (Trahms, Ndofor Sirmon, 2013). The CEO of the organization is Rob Miranda who is well known for his rude behavior, he is quite outspoken and does not think twice before speaking. His rude behavior has caused lot of discomfort for the staffs as well as the board of directors. The problem here is that the board of directors are threatened that the sponsors might not like his rude behavior and they might not want to invest in Growing places. His behavior towards Delores was also rude, the board of directors are worried that his rude behavior might ruin staff morale, clients might not choose their services and their share prices will also fall. Under the leadership of Rob, the organization has grown at a fast rate, despite the fact that child care industry is not much of a profitable industry (Trahms, Ndofor Sirmon, 2013). Scope of Essay- The Board of directors of Growing places are worried about the rude behavior of the CEO Rob Miranda. He impolite behavior and blunt nature according to them is affecting the organization. Analyzing the leadership theories, comparing and suggesting Evan Brevers for helping Rob correct his behavior serves as the scope of the essay. Objectives To study the leadership theories To compare the characteristics of Emotional Intelligent leaders with Rob To provide solution for correction of the behavior of Rob To Provide solution to the dilemma of Evan Brevers, whether Rob should be fired or not To provide solution so that Robs behavior can be changed. Types of leadership style Autocratic leadership- This kind of leadership is focused on the boss of the organization, the leader takes all the decisions and the employees are not involved in the process of decision-making neither their consultation is taken. In this type of leadership style, the decisions are communicated to the subordinates once it is being taken. This kind of leadership is generally practiced in very rare situations where the involvement of staffs in the decision-making is not necessary. Democratic leadership- The next type of leadership style is democratic leadership style, this type of leadership is employee oriented as they are considered in the decision making process of the organization. The ultimate responsibility lies with the democratic leader but the authority can be delegated among the other staff members. One of the positive features about the democratic leadership style is that the communication is both upward and downward. It is one of the most preferred leadership styles (Arnold et al., 2015). Transformational leadership- The motive behind this type of leadership is to bring change in the organization, in teams or departments. This type of leadership has comparatively more followers and the reason behind this is that this type of leadership empowers the followers. Transactional leadership- In this leadership style, exchange process is involved in which the leaders give their followers immediate rewards for fulfilling their orders or expectations. The important elements of this leadership are performance, expectations, feedback and rewards. Turnaround leadership- Turn around leadership is defined as a leadership in which the leaders turn an adverse situation in to a favorable situation. Leaders with their skill and wisdom strategically take the crisis situations as a challenge and change it into favorable opportunity (Herrmann Felfe, 2014). Situational leadership- This leadership changes with the situations, the leaders apply the style which best suits any particular situation, it could be Autocratic or Lassez faire depending upon the situation (Herrmann Felfe, 2014). Coaching leadership-This style of leadership involves teaching and supervision of followers. It is required when the staffs need some assistance for the work from their leaders. Lassez-faire- This type of leadership is when the authority is given to the employees. Employees take their own decisions and are not required to consult with their superiors, all power is give to them, and there is decentralization of authority (Coley, Lombardi Sims, 2015). The leadership style followed by Rob is autocratic leadership; he does not consult his subordinates in the process of decision-making. He is very outspoken and does not care about the impact his speech on the listeners. Rob is also a turnaround leader because because of his leadership, the organization has seen rapid growth. This style of leadership used by Rob is not appropriate for Childcare industry, he should used democratic type of leadership or transformational and transactional leadership so that his subordinates can be motivated (Trahms, Ndofor Sirmon, 2013). Emotional intelligence Emotional intelligence is defined as the ability of individuals tom understand the emotions of other people, be emphatic rather being sympathetic. It helps the employees to understand the problems of the employees and help in finding the appropriate solutions to their grievances. It is not always necessary that the problems of the employees require any immediate solutions, sometimes mere listening to the employees is sufficient, because they are satisfied that they are being heard. In conflicts of employees or conflicts with the management, it is very important for the leaders to be emotionally intelligent and restrain from furnishing any biased decisions. In such cases, the leaders are required to listen to both the parties. A manager or a leader whose emotional intelligence quotient is very high will only be capable for handling this situation. Managers should follow diplomacy it helps to a great extent to give fair judgments, their personal views or opinions might be different at times and might even be against the interest of any particular employee. Listening to other people patiently is one of the key attributes of a good leader whose is emotionally intelligent (Padilla, 2013). Short temper and being outspoken are not the attributes of a good leader, they need to have balance in their emotions as well so that they misbehave and lose temper and misbehave with the employees. It can be said that an emotionally intelligent manager is one who knows to control his own emotions, shows the right kind of emotions and respects the emotions of his or her staff members. Rob can develop his emotional intelligence by inculcating a habit to listen to other people as well; he should listen more and talk less while he talks to his employees, he should try to understand the problems of the employees. He can take some classes of personality development and develop his managerial skills. Learning to manage stress will help in becoming emotional intelligence (McCleskey, 2014). Values of Childcare Industry Child care sector is one such industry where it is very important that the professionals show care towards their clients, health sector have values that are different from other industries, professionals here needs to pay attention to the needs and requirements of their clients, their health and concern are given priority rather than profit. Profit making should not compromise the concerns and problems of the clients (Corr Carey, 2017). The culture, values and rules of an organization determines the leadership style that is to be followed by the management. The leaders in the initial stage of the business shape the culture of the organization, later as the business grows the culture of the organization shapes the features of the leadership style that should be followed. It can be said that leadership and organizational culture has a bilateral relationship (Saeed et al., 2014). Robs rude behavior is in conflict with the values of the industry, he is rude and outspoken (Corr Carey, 2017). The leaders of Childcare sector are required train their staffs to be polite, caring and humble. They should set an example for their staffs by being kind and humble. If the leaders themselves are not following the values of the organization and the industry, it is obvious of that the employees will do the same. Rob is holding a very important position in the organization, his behaviors are in conflict with the values of the industry. If he is not being confronted or stopped from continuing the same behavior then there are chances that the organization will very soon lose its trusted clients, the business in this particular field depends upon the trust clients have on the organization, but rude behavior can make the clients unhappy. The clients will not rely on the caretakers, because care and good behavior are the services that are provided in the childcare industry (Herr mann Felfe, 2014). Persuading the Board of Directors for not firing Rob Evan should persuade the board of director to keep Rob and not to fire him, Robs behavior might be not appropriate for the childcare industry but he provides good ideas for the organization. His ideas are very beneficial for the organization; he is an intelligent man, and appropriate for the post he is holding, it is just the industry, which needs more emotionally intelligent leaders. Rather than firing Rob, who is an old and valuable part of the organization, the board of directors can give Rob training so that he can improve his interpersonal skills (Corr Carey, 2017). Evan should confront Rob and tell him to be polite and talk less, it has been observed that Evan does not confront or stop Rob from being rude and outspoken, although he has the authority to do that but still he chooses remain silent. If Rob is treated exactly in the same way, by immediately confronting him, that he was wrong then it might help. Evan needs to exercise his authority and command by showing Rob his flaws (Arnold et al., 2014). The other option could be to give Rob some other roles where he does not have to deal with the staffs and the clients. His designation could be changed, if he is demoted to a lower position then it could be beneficial for him, he might put some effort himself to improve his behavior and attitude. It is possible that Rob is not aware about his behavior because he had not been told or confronted, so if he is given a chance surely it could beneficial for both. Under his leadership the organization has grown rapidly, the industry is not much of a profitable industry yet the managerial skills of Rob have ensured growth. He is an asset for the organization; his presence is required in the organization. Instead of firing him, he should be provided some counseling sessions that will help him to improve his behavior. He should be taught to be sensitive towards the feelings of other people and think about the consequences that would follow by his behavior (Min, 2014). Conclusion Childcare is one such industry where right behavior is very much essential, to win the trust of the customers that their babies are safe and are getting the childcare services. Robs behavior is contradictory to the values of the industry and the organization. He is a very intelligent and effective leader, because under his leadership the organization has grown rapidly. The concern of board of directors cannot be ignored, his behavior towards PR of Thriyand was rude ad very unprofessional, but considering his inputs to the organization Evan should persuade the Board of directors not to fire Rob, they can demote him or provide him behavioral counseling sessions for improvement of his behavior because he is valuable for the organization. References Arnold, K. A., Connelly, C. E., Walsh, M. M., Martin Ginis, K. A. (2015). Leadership styles, emotion regulation, and burnout.Journal of occupational health psychology,20(4), 481-490. Coley, R. L., Lombardi, C. M., Sims, J. (2015). Long-term implications of early education and care programs for Australian children.Journal of Educational Psychology,107(1), 284. Corr, L., Carey, G. (2017). Investigating the institutional norms and values of the Productivity Commission: The 2011 and 2015 childcare inquiries.Australian Journal of Public Administration,76(2), 147-159. Herrmann, D., Felfe, J. (2014). Effects of leadership style, creativity technique and personal initiative on employee creativity.British Journal of Management,25(2), 209-227. McCleskey, J. (2014). Emotional intelligence and leadership: A review of the progress, controversy, and criticism.International Journal of Organizational Analysis,22(1), 76-93. Min, H. Y. (2014). The verification of path model on director's servant leadership and childcare center teacher's organizational citizenship behavior: Focused on teacher's organizational committment and cynicism.Korean Journal Of Human Ecology,23(4), 587-598. Padilla, A. (2013). Leadership: Leaders, Followers.Environments. Wiley. Saeed, T., Almas, S., Anis-ul-Haq, M., Niazi, G. S. K. (2014). Leadership styles: relationship with conflict management styles.International Journal of Conflict Management,25(3), 214-225. Trahms, C. A., Ndofor, H. A., Sirmon, D. G. (2013). Organizational decline and turnaround: A review and agenda for future research.Journal of Management,39(5), 1277-1307.