The Effect Of Interracial Adoption On A Child s Racial...

The Effect of Interracial Adoption On A Child’s Racial Identity In 1972 the National Association of Black Social Workers (NABSW) passed a resolution, which said, â€Å"Black children should be placed only with black families whether in foster care or adoption. Black children belong physically, psychologically and culturally in black families in order that they receive the total sense of themselves and develop a sound projection of their future.... Black children in white homes are cut off from the healthy development of themselves as black people.... We have committed ourselves to go back to our communities and work to end this particular form of genocide†(Silverman). Since then, family scientists have conducted extensive research on whether the negative affects of transracial adoption is as detrimental to the development of racial identify in children as the NABSW claims. Ultimately, many have come to the conclusion that it is better for a child to be in a loving family, regardless of race than to be orphaned. In this paper, I will outlin e arguments both for and against transracial adoption as well as offer suggestions on how parents can foster the development of a racial identity in their adopted child. Immediately after the NABSW report, numerous additional studies emerged, backing their claim. The Child Welfare League of America (CWLA) stated, in Standards for Adoption Service-1973, â€Å"In today’s climate, children placed in adoptive families with similar racial characteristicsShow MoreRelatedThe Challenges of Transracial Adoption Essay2059 Words   |  9 Pagesthousands of children in foster care, adoption means being part of a family. Adoption signifies a chance to be loved, wanted, and cared for properly. Every year thousands of children enter the foster care system. In the year 2010 alone, 245,375 children entered foster care, of that number over 61,000 were black. An astounding 30,812 black children were waiting for adoption in 2010 (AFCARS). With so many children needing homes, it would seem th eir adoption would be open to any and all loving familiesRead More Colorblind Love Essay2639 Words   |  11 Pageswitnessed the civil rights movement of the 1960’s. So why do interracial marriages still only account for 2.9 percent of all American marriages according to the latest U.S. Census data? Or more specifically, why do Black/White couples like Aretha and me account for only 0.7 percent? Of course there is no simple answer to this question; researchers and writers have been studying this phenomenon for decades. Understanding some history of interracial marriage helps begin to put things into perspectiveRead MoreRacine V. Woods1804 Words   |  8 Pagesthe apprehension of a six week old infant named Leticia Grace Woods, on October 20th, 1976, by C.A.S. of central Manitoba. Upon removing her from her mother’s custody, in an effort to protect her, she was placed in a foster home as stipulated in the Child Welfare Act, C.C.S.M., c. C80. After several months in foster care, Mrs. Woods’, Leticia’s mother consented to a year extension on her daughter’s stay in Society care, followed by an additional six month period. At which time Leticia was situated inRead 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 Pagesparadoxical shift. Its constitution of 1791 guaranteed the â€Å"natural and civic right† of freedom â€Å"to move about, remain and depart.† At the same time, it is credited with the â€Å"invention of the passport,† inasmuch as this new passport was a standardized identity document issued by a central government and required of all people moving within the nation.18 Trends toward liberal migration started to reverse with the exclusion of Asians from many white settler nations after the 1880s, the rise of medical Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesand permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this work, please submit a written request to Pearson Education, Inc., Permissions Department, One Lake Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290. Many of the designations by manufacturers

Bill Gates and Nolan Bushnell - Pioneers Of Computer...

Pioneers of Computer Programming When you think of 21st century computing, two things come to mind: Windows and video games. Learning Team A introduces you to the two men responsible for these phenomena Ââ€" Bill Gates and Nolan Bushnell. William Henry Gates III During that late 1960s and early 1970s, BASIC was one of the premier programming languages. At that time, Bill Gates and his friend Paul Allen made the commitment to learn BASIC by reading the user manuals. In exchange for computer time, they made an agreement with a local company called the Computer Center Corporation to provide de-bugging services for software on the companys DEC machine. This time was used not only to search for errors, but also to study the operating†¦show more content†¦After seeing the magazine article, Gates contacted Ed Roberts of the MITS Company and proposed to that he write some BASIC software for the Altair. The MITS personnel were impressed with the initial work that Gates and his friends had completed and decided to meet with them to test the teams code. After a successful demonstration of the code, Gates made the decision to leave school and move to Albuquerque and work with MITS on the Altair. After the move Gates would devote his energies to Microsoft, a company that he would establish in 1975 with Allen. Guided by a belief that the computer would be a valuable tool on every office desktop and in every home, they began developing software for personal computers. Microsoft would sell its BASIC system to MITS, NCR and Intel. It proved to be more cost effective for companies to buy Microsoft software rather than spend the time and money to develop their own. In January of 1979, Gates made the decision to move Microsoft to Seattle, Washington. Gates believed that part of the country was better suited for recruiting programmers. Microsoft adopted a new standard for hiring employees; the company decided to hire only the most gifted and intelligent new college graduates rather than experienced programmers. The company was looking for talent that came with no previous programming biases. The expansions of personnel would lead to the development of a

Policy for the Melting Pot Restaurant

Question: Explore policy for The Melting Pot Restaurant. Answer: Introduction: The current paper is deeply focused on developing Equitable Reward Structure as well as Base Pay Structures for The Melting Pot Restaurant. In order to address the developing equitable reward structure and base pay structure, the paper outlines the basic principles for evaluating the job. In addition, comparing and contrasting the job ranking method and point method for evaluating the job. The paper will determine equitable remuneration policy with the help of collected data from the market. The paper also presented relationship between market rates and mid-points. This paper discusses the process of translating the policy for base pay positioning. It also focuses on the market allowance working. Moreover, the pay grades and pay bands are effectively compared and contrasted. Progression policy is also discussed in this paper. The preference between team based incentives and individual incentives is explained through the paper. Team based incentives as well as individual incentives ar e also illustrated here. The paper has been able to address three cost effective employee benefits. 1. Four Basic Principles of Job Evaluation: There are four basic principles which are highly influential for providing a clear understanding of the respective task (EL-Hajji, 2015). These principles are Definition and Evaluation: The definition of the job must be clear to the employees so that they can effectively perceive the job description. In addition the definition must be properly identifiable and can be distinguished properly so that the employees dont get confused. Job understanding: It is the basic responsibilities of job evaluators which is deeply concerned with achieving the most crucial understanding in relation with the job. The job evaluators must have the methodological perception regarding every kind of task (Kutlu, Ekmekiolu Kahraman, 2013). Concern: It is evident that the evaluation of the job must be concerned with the job itself rather than focusing on the person. The most principle of the job evaluation is focusing on the associated person. Assessment: The evaluation of the job is properly assessed in such a manner that can be highly accepted with the competent people. Moreover, the job evaluation is generally assessed by proper judgment as well as scientific aspects. 2. Comparison and Contrast between job ranking method and point method: The simplest form for evaluating the job is the ranking method. The major function of the job is comparing between various jobs till every job has been properly ranked and evaluated. The ranking process is operated according to the order of ease that is highest to lowest or simplest to hardest. The major factors which are most influential in respect to judging the jobs are responsibilities, demands and duties. The ranking process is operated through a whole job rather than focusing on different factors which are compensable (Hendry, 2012). On the other hand, point method is the most used process of evaluating the job. The major factors which are crucial for breaking down the jobs are effort, skill, knowledge, training, responsibility as well as hazards. This particular points rating method allocate the points on the basis of these factors. The major concern regarding the point allocation is importance in respect to job performance. The jobs which acquire similar pay grades are categorized into same place. In the context of categorization, the points are summed which is considered as index of relative significance (Foster, 2014). The point method is therefore evidently most profitable for the organizational success. The employees are focused on improving their skills and job performance which in turn enhances overall organizational performance. 3. Determining an equitable remuneration policy: The collected market data regarding the salary of the similar restaurants has been used for developing the scatter-gram. The scatter gram will represent the salary range of the various employees in the contemporary restaurants. The scatter-gram will contain a line of best fit which is also referred as central tendency of the salary scale. Chart 1: Scatter-gram of the market data of salary (Source: Created by the Author) The line of best fit depicted in the scatter-gram shows the most centrally aligned salary amount via the chart. This way the scatter gram can depict that the major salary structure which is practiced in the market. The line of best fit indicates the most agreeable salary structure for The Melting Pot Restaurant (Purce, 2014). In this context the equitable remuneration policy is deeply impacted by the scatter gram as well as line of best fit. The company will be able to construct their most attainable structure of the salary. In other word it can be stated that the line if best fit reveals the salary trend of the markets which is most influential in respect to developing the reward structure as well as base pay structure of The Melting Pot Restaurant (Bennett Ho, 2014). Grade Median 1 33750 2 37750 3 47025 4 80000 Table 1: Median ranges for market data (Source: Created by the Author) 0-25 25-50 50-75 75-100 23500 35000 46500 70000 30000 39520 50000 80000 32000 40000 60000 90000 Table 2: Quartiles ranges for market data (Source: Created by the Author) Chart 1: Upper quartile, median and lower quartile range for market data (Source: Created by the Author) According to the developed scatter-gram it can be observed that the grade 1 employees of Pippa restaurant are remunerated within the range from $23500 to $32000. However, it is also displayed in the scatter-gram that the restaurant is mostly focused with concentrating the salary scale near $30000. At the same time, the grade 2 employees are remunerated with the salary range from $32000 to $39520. In addition, the salary structure of grade 2 employees are concentrated around 35000. Moreover, the grade 3 employees are paid within the range of $35000 to $50000. The scatter-gram also represents that maximum employees are remunerated below $40000. Furthermore, the salary structures of grade 4 employees are remunerated either below $50000 or below $60000. In addition to that, Pippa restaurant mainly hires the grade 5 employees with a single remuneration amount i.e. $80000. 4. Relationship between mid-points and market rates: The mid points of the salary range are referred to the average point of the salary scale which represents the equality of the salary structure at the time of construction of the salary. The mid points also represent the central tendency of the entire salary structure at Pippa restaurant. This midpoint of the salary structure is considered as the average pay of the Pippa restaurant. At the same time the market rate entails the standard rates which are normally practiced in the restaurant market (Storey, 2014). The market rate is mainly tended to be concentrated towards the central point of the range. At the time of recruitment attracting the talents along with saving the employee cost mostly drives the salary structure towards the middle of the salary range. In this context, it is also noted that the market competition forces the companies to offer similar range of salaries to the employees. Therefore, it is evident that the market rate as well as mid point is deeply related. The midp oint can effectively indicate the market rate as well (Jiang et al., 2012). 5. Relationship between well payment and base pay positioning: The base pay positioning refers to a certain amount of fixed money which is paid to the employees in order to ensure that they carry out their responsibility with an effective sincerity. Now, the decision of paying the experienced and efficient employees with a grater base salary structure will certainly uplift the motivation level of the employees (DeCenzo, Robbins Verhulst, 2015). This scenario will eventually increase their inclination towards completing the task with an enhanced sincerity. The Melting Pot Restaurant will position the pay ranges near around the market rate so that the employees will be attracted towards the restaurant and the organization will not be affected economically (Renwick, Redman Maguire, 2013). 6. Concept of market allowance: The market allowance refers to the process by which the organization can remunerate the employees higher in comparison with the prescribed level. The market allowance is also quite effective for enabling The Melting Pot Restaurant to compete in this contemporary market. In this particular competitive market The Melting Pot Restaurants has perceived the importance of the marketing allowance as effective basis of attracting as well as retaining the talented employees. There are two different kinds of allowance which are most commonly practiced in this world (Alfes et al., 2013). These allowances are attraction allowances as well as retention allowances. Attraction Allowance: The attraction allowance is known by the additional payment which is used for attracting the key talent for the organization. The attraction allowance is highly effective for emphasizing on the uncompetitive remuneration in order to influencing the talented employees to join the organization. Retention Allowance: The retention allowance is referred to the additional payment which is used for retaining the employees. The employee turnover is greatly critical for the business achievement as well as aims and objectives of the organization. The retention allowance is considered as the most important factor in the case of emphasized uncompetitive remuneration for influencing the talented employees not to leave the organization (Mello, 2014). 7. Comparing and contrasting the pay grades and pay bands: The pay grade is referred to the amount of remuneration which is paid to the employees in order to compensate the employees (Buller McEvoy, 2012). The major factors in the context of defining the pay grade are performed responsibilities of the job, exercised authority of the job along with total time taken for performing the job. On the other hand, pay band refers to the range of the compensated amount to the employees. Whilst the pay band is defined by the range of job category the pay grade is considered as the basic pay for individual employees (Hoque, 2013). 8. Explanation of progression policy: The progression policy of The Melting Pot Restaurant is aimed to construct the process of payment as well as reviewing the salaries of staff (Nickson, 2013). There are several different routes which is able to outline the progression of the salary. In addition, it also formulates employees responsibilities in order to achieve the forecasted success of restaurant. The progression rules are also responsible for guiding the duties of the employees under the rules of rewarding system. 9a. Characteristics of team based incentives and individual incentives: The team based incentives refer to the reward remuneration payment system based on the performance of the entire team (Riley, 2014). The major characteristics of team based incentives are Team based incentives are applied at team level on the basis of team size. The team based incentives is highly useful for recognizing the contribution of employees within the team The team based incentives is considered as the means extrinsic motivation. The individual incentives refer to the reward remuneration payment system based on the performance of individual. The major characteristics of the individual incentives system are Individual incentives are applied in the case of individual employees. Individual incentives can be used for recognizing the efforts of individual employees The individual incentives are considered as the basis of intrinsic motivation. 9b. Justification of team based incentives: The team based incentives is highly beneficial for several crucial activities in the context of achieving the success for the organization. It is observed that the team based incentives are highly effective for encouraging the team members so that the employees can work together in an effective fashion (Jiang et al., 2012). In addition to that, the team based incentives can be proved to be most crucial for the cooperation as well as collaboration between the team members. The teams which are highly collaborated can be most effective for using the skills as well as abilities in an effective fashion. Team based incentives is also quite popular for enhancing the efforts of the team members aiming not to hinder the performance of the team members so that the overall team can gain the incentives. The motivation is also quite impacts the workplace environment of the entire organization. The organization is also benefitted by the reduced employee turnover rate due to the attractive total team based incentives scale (Ulrich, 2013). Considering these most crucial advantages The Melting Pot Restaurant has selected the team based incentives as their primary incentives method. The team based incentives will be quite helpful for The Melting Pot Restaurant in the context of achieving their goals with a increased team performance as well as reduced employee turnover rate. 10. Three cost effective benefit for the employees: The total remuneration policy for The Melting Pot Restaurant has considered three major benefits for the employees which will not be directly paid by the employees. In addition it will be cost effective for the employers. These cost effective benefits for the employees are Health Maintenance Program: The employers will be able to generate the wellness program for maintaining the health condition of the employees. The employees will be deeply satisfied with the organizational support in the context of their health maintenance. Work/Life Balance Program: The organization can help the employees with a support to maintain their work/life balance program in a significant way. There are lots of cost effective processes which are crucial for programming the work/life balance. These processes are paid time off program, telecommunication arrangements as well as flexible schedule (Kehoe Wright, 2013). Short Vacation Tour: The restaurant can also offer a short vacation tour to the employees every year. This way the employees will be motivated as well as encouraged to contribute to the success of the companies. This process is highly cost effective as the restaurant will provide a part of payment of the tour program (Mondy Martocchio, 2016). Conclusion: The above described paper has been highly focused to construct the total remuneration policy for The Melting Pot Restaurant. It has mainly focused on various aspects of the Equitable Reward Structure as well as Base Pay Structure. There are various crucial activities which are influential for the development of the entire total remuneration policy. The paper has addressed market allowances, pay grades, incentives selection as well as cost effective benefits for the restaurant. Reference List: Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Bennett, J. M., Ho, D. S. (2014). Human resource management. InPROJECT MANAGEMENT FOR ENGINEERS(pp. 231-249). Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. DeCenzo, D. A., Robbins, S. P., Verhulst, S. L. (2015).Fundamentals of human resource management. Wiley Global Education. EL-Hajji, M. A. (2015). The Hay System of Job Evaluation: A Critical Analysis.Journal of Human Resources,3(1), 1-22. Foster, E. C. (2014). Human resource management. InSoftware Engineering(pp. 253-269). Apress. Hendry, C. (2012).Human resource management. Routledge. Hoque, K. (2013).Human resource management in the hotel industry: Strategy, innovation and performance. Routledge. Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), 73-85. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of Management,39(2), 366-391. Kutlu, A. C., Ekmekiolu, M., Kahraman, C. (2013). A fuzzy multi-criteria approach to point-factor method for job evaluation.Journal of Intelligent Fuzzy Systems,25(3), 659-671. Mello, J. (2014).Strategic human resource management. Nelson Education. Mondy, R. W., Martocchio, J. J. (2016).Human Resource Management Fourteenth Edition. Pearson Education Limited. Nickson, D. (2013).Human resource management for hospitality, tourism and events. Routledge. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: a review and research agenda*.International Journal of Management Reviews,15(1), 1-14. Riley, M. (2014).Human resource management in the hospitality and tourism industry. Routledge. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Ulrich, D. (2013).Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.

Social Media and Interpersonal Relationships

The social media has become popular with the number of the social networks increasing drastically. The developers of the social networks like Face book, MySpace, and Twitter, among others, have been competing so as to offer excellent features.Advertising We will write a custom essay sample on Social Media and Interpersonal Relationships specifically for you for only $16.05 $11/page Learn More This can be categorised in terms of privacy, interaction, socialization as well as entertainment. Through the use of wide range of communication platform, the sites can be accessed from laptops, mobile phones, iPhones, and iPads. This has made it easy for people to interact freely anytime given that they have internet connections. The social media has made it easy for people to communicate without need for face to face interactions. However, the concern has been whether social media is eradicating the essence of interpersonal relationship. Interpersonal relationship s involve the association between people for a long period, where the association is based emotional feelings, social commitments as well as regular interactions. The relationships can occur in different situations, such as friends, clubs, acquaintances, family, workplaces, and churches among others. The difference between the two is that interpersonal relations are determined and regulated by society, law and customs that are shared. Social media has both the negative and positive impacts to individuals’ relationships that affect daily activities. The social media has both negative and positive impacts on relationships. However, the social media is expected to have more positive than negative impacts because of lowered constraints of traditional communication (Anderson, 1). This has made it possible for people to connect more rapidly with more zeal and zest. According to Jain (1) the social media enables people connect easily with many other people from different parts of li fe far more than the people we meet in the street. This is true because people share what they have in common and they make a relation out of it. However, this is degrading the traditional ways in which relationships were initiated and accomplished. But the social media has that ability of bringing people from different social and cultural backgrounds more easily than the traditional mode of communication. Therefore, social media can help one meet many friends than they could ever meet in their life thus enriching their relationships. Introverts have the chance of strengthening their relations through the social media. Relations in the workplace can be strengthened through the social media and it has been made easy for employees to exchange ideas (Conlin and MacMillan 1). Through the social media brands can be enriched through the wider range of friends and followers. However, it also ruins the relationships in the workplace and reduces productivity. This is because a lot of time is spent and hate and hatred can be spread over through social networks.Advertising Looking for essay on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More In a negative way, social media is ruining some of the relationships based on the comments made by other people. For instance, intimate relationships can ruined because of some post like in face book or twitter. Meraji (1) note that some posts made on face book or tweets made can lead to resentment that generates hate and hatred. This can ruin closer relationship because of some comments made on your wall. Some forgotten relationships can no longer be forgotten and escaped if one is using the social media. This is because it has become a platform where everybody meets and friends of friends are on it. Social media can be detrimental to relationships because of the negativity it may arouse. For example, negative or moody response can affect the real time relationships. Soc ial media and the internet are robbing off people the time that can be used in a more constructive and intimate face to face communication (Anderson 2). This is because most of the friends in the social media use fake names, give wrong information about themselves, and even create the aspect of intolerance and impatient. This harms the real relations more and it is happening in the real world. The communication that creates the feeling of remorse when wrong is done, is not present in the social media relationships. Social media interactions can now strengthen far away relationships. This is because the people can easily communicate and according to Anderson (2) geographical distance is no longer a hindrance to relationship. This has made some of the relations blossom It can be concluded that social media has both positive and negative effects on relationships. The mode in which they are necessitated consumes a lot of people time that could have been applied in a more face to face co mmunication. This has endangered the traditional mode of communication and can be detrimental to relationships. However, it has made it possible to enhance the communication and keep long distanced relationships in check. It has also made it easy for people to interact more easily and one can make friends online rapidly than it can occur in real life. Contrary, the social media can break relationships and create aspects like intolerance and impatient. It is believed that social media would be having more positive impacts on relationships as time goes on. Works Cited Anderson, Jenna. Q. â€Å"The Future of Social Relations†. Pew Research Center’s Internet American Life Project, 2 Jul. 2010. Web.Advertising We will write a custom essay sample on Social Media and Interpersonal Relationships specifically for you for only $16.05 $11/page Learn More Conlin, Michelle and Douglas, MacMillan. Web 2.0: Managing Corporate Reputations. 20 May. 2009. Web. Jain, Rachana. 4 Ways Social Media is Changing Your Relationships. 30 Jun, 2010. Web. Meraji, Shereen. In The Age Of Social Media, Can You Escape Your Ex? 5 Jan. 2010. Web. This essay on Social Media and Interpersonal Relationships was written and submitted by user Giana Greene 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.