Diverse Families Essay Example for Free

Diverse Families Essay The modern society is marked with many challenges, which are transforming the traditional social way of life. For instance, the traditional two parent family seems to be losing the originality and substance which was associated with it in the past. This is evidenced by the increasingly high rate of divorce which has resulted to high number of single parented and remarried families. Clearly the challenge in this matter is encountered in appreciating that a two parent family is full of challenges which when left unattended can result into far reaching effects. Many people therefore find solution to these challenges in single parent and remarried families. This fact is underscored by sociologist Paul Bohannan who defines divorcees as people who have failed in their marriage but would also do not like to settle in a bad marriage (Gladding, 2002). This paper is written with an interest of discussing how single and remarried families differ from traditional Two-parent families as well as discussing their challenges and strength. How Single parent and Remarried families are treated differently from traditional two parent families. Single parent and remarried families are treated as failures of their original two parent family in the modern society. This is because the society still holds the sanctity and originality of a two parent family at esteem and as a command from their supreme being (Gladding, 2002). They therefore believe that any deviation from this command is a betrayal of their religion’s requirement and has a well defined punishment documented in their holy doctrines. Further to this, many religions hold that all men and women must marry and stay in their marriages irrespective of the challenges they meet. Single parent and remarried families are therefore depicted as non official and against the requirements of the Supreme Being (Harris, Abernethy, Smenta, 2000). Still to be noted here is the perception that single parents and remarried parents are sexually immoral. In the modern society, sexual immorality is still perceived to be more pronounced and associated with women than men. This compounded by the fact the number of unmarried single parents are women. To avoid being branded a feminist, I find it necessary to mention here that the considerable number of unmarried single parented men in the society cannot be ignored in this discussion. This perception is overstressed by the fact that human beings reproduce through sexuality which is believed by many members of our society to be legitimate only when it occurs during marriage and with only one partner in life time (Harris, Abernethy, Smenta, 2000). Based on this discussion, it is apparent that having children outside the wed lock or divorcing as well as remarrying another partner and having other children is treated as a form of sexual immorality which in the broad and normal sense of the word is not acceptable in the society. Strengths and special challenges associated with culturally diverse families Single parent families face a number of challenges in the society. Top on the list of these challenges is financial problems. Available statistical research results shows that single parent families have financial problems, which are more severe than in the case of two parent families (Gladding, 2002). As a matter of fact, the financial contribution of one parent cannot be compared to the contribution of two parents. This fact becomes worse if the family was rendered single parented by divorce. This is because the family might have been used to a given standard of living which changes all of a sudden due to lack of financial support from the other partner. As a result, a period of stress and depression follows before the divorced person adapts to the new ways of living. This challenge becomes more serious if the parent undergoing this traumatizing experience has the custody of the children. Remarried families have for long faced the challenge of neglect. This is evidenced in cases where one of the parents had children. It therefore follows that each of the parents has to appreciate each other as well as loving the children. It is believed that the biggest gift an individual can give to his or her partner is by loving the kids (Harris, Abernethy, Smenta, 2000). This undoubtedly shows that you where not only looking for a spouse but you were willing to join a family. However, available studies shows that in many a time, people find it hard to love kids whom they have not fathered or mothered. The desire to have a spouse can overcome the importance of loving the kinds and hence it can amount into another form of conflict of interest (Gladding, 2002). This problem is compounded by the possibility of getting in the present marriage what was lacking in the previous marriage or life. The effect of neglect is also evidenced in cases where the grand parents or either of the parents fails to recognize the step children and therefore they deny them their right of inheritance. One of the major strengths associated with the single parent and the remarried families is that they are put in a position to enjoy there life as well as to enhance the goodness of their children (Gladding, 2002). Some family relationships are marked with many challenges which can have negative far reaching effects and therefore detaching from a non satisfying marriage gives an individual an opportunity to restructure his or her life as well as the life of the children. Although it is argued that divorcees are marriage fails. It is also important to appreciate that they are people who are not willing to stick into a bad marriage. In conclusion therefore, single parent and remarried people are perceived negatively in the society as compared to the two parent family but this kind of family can be a solution to other problems which otherwise could be more hurting to the parent and the kinds at large. References Gladding, S. (2002). Family Therapy: History, Theory, and Practice. Michigan: Merrill. Harris, A. , Abernethy, A. , Smenta, J. (2000). Adolescent-Parent Interactions in Middle-Class African American Families: Longitudinal Change and Contextual Variations. Journal of Family Psychology, 14 (3), 458-474.

Success and Failure Essay Example for Free

Success and Failure Essay Failure is important and essential part of success because we can gain the skills and particular techniques through numerous experiments, the failure is one of motivations to inspire us to keep trying until achieving success, and the failure helps us to build a type of stubborn character. They agree that failure is the essential part of success and they disagree that failure is a kind of blemish of our lives. For example, they said that success requires that learning from mistakes and missteps along the ways rather than falling into despair and giving up. Failure and success are two opposite meaning, but failure can lead us to success if we can learn from failure and take effort to overcome it and it is inspiring for people who are aggressive to measure how success they can do. I agree with Donald’s article that failure is not the imperfection of lifetime; it is a tool to inspire us and guide us the ways to success. I disagree with Rick’s perspective that failure always shocks us to stop investigation the ways to achieve success with aggressive attitude. That issue is important because the majorities of people only concentrate on how important to success and neglect the value of failure. In their lives, success seems to be the whole idea in education, career and lifetime. They are afraid of failure and they can not to rise again after falling down at once. We should have aggressive attitude to identify why failure is the closer answer to success. Their perspectives of their articles are definitely associated me to spread my scope of the main idea of failure. The discussion raises my original question to â€Å"what level of failure cause people to try again until achieving success without losing confidence?† I might try to add other elements or examples to demonstrate and prove what idea I decide to support.

A Case Study Of Telenor Management Essay

A Case Study Of Telenor Management Essay 1. Introduction This study endeavors to develop comprehension of how transformational leadership style of top management affects innovation at the organizational level. The topic is of paramount importance because of the ever increasing pressures of modernization and innovation on todays global economy. It has become indispensable to practice a leadership style that makes firms innovative and adaptive to change. Firms are shifting their focus from knowledge economy to creative economy, where corporations will compete on the basis of imagination, innovation and creativity (Oke, Munshi Walumbwa, 2009) Boston Consulting Group Inc surveyed over 900 senior executives and identified innovation as the key driver of top-line revenue. Analysis of firms transforming due to innovation provides evidence for this statement. For example, the highly successful iPod of Apple Inc.s, that earned devastating revenues for the company; the role of Blackberrys success in the transformation and emergence of Research in Motion; process innovation at Southwest Airlines Co. that transformed it as an economical and triumphant airline; and Procter Gamble Co. outperforming its competitors by focusing on design innovation. Innovation aims at bringing about change in the status quo. It can be defined as discovering (creative thinking ideas) and commercializing those discoveries (implementing the creative ideas). Creativity new idea generation alone are insufficient for innovation; implementation is also a cornerstone of the innovation process. (Oke, Munshi, Walumbwa, 2009) Plentiful studies have led to the identification of factors that can stimulate innovation at the organizational level. In broad terms, innovation is the adoption or execution of unaccustomed and convenient ideas by individuals in organizations (Amabile Conti 1999) p.360). Factors that are known to have an influence on innovation include leadership (Mumford Gustafson, 1998; Amabile, 1998), a work environment that is conducive for innovation (Amabile, 1998; Oke, Munshi Walumbwa, 2009), CEO salary (Markman, Balkin and Gomez-Mejia, 2000), organizational culture and climate (Mumford Gustafson, 1998; Jung, Wu Chow, 2008; Oke, Munshi Walumbwa, 2009), environmental attributes (Jung, Wu Chow, 2008), learning capability and intra-organizational networks (Tsai, 2001) and job complexity type of supervision (Oldham Cummings, 1996). Among these abundant factors, the leadership behavior of managers has been spotted as one of the most important of all (Amabile, 1998; Jung, 2001; Mumford, Sc ott, Gaddis Strange, 2002). Leadership was merely a concept before the 19th century and it was in the start of the 19th century that it emerged as a word in English language (Davis Cushing). Over the years, leaders and leadership have been distinctly defined by various scholars. Leadership is a process whereby a leader changes the course of action of another group, due to the interaction of his personality characteristics and those of the group (Bogardus, 1934). Leadership is the direction of human collaborators for the accomplishment of a goal. A leader successfully guides his human assistants for the achievement of particular ends. (Prentice, W.C.H. 1961). Leadership is a goal directed endeavor with the aim to influence the activities of followers through communication process. (Donelly, J.H. Ivancevich, J. M. Gibson, J.L. 1985 Leadership is the situational effort towards goal achievement by the process of influencing the individual or group activities. (Hersey, P. Blanchard, K, 1988). Leadership is the f ormulation of a transparent and complete system of expectations for the purpose of identification, arousal and utilization of strengths of all the resources of an organization, the most important of which is human resource (Batten, J.D. 1989). Leadership is the art of influencing individuals to yield their best output/ performance for the accomplishment of a goal, project or objective. (Cohen, W.A. 1990). Leaders are the people who obtain commitment from a working group of individuals and then motivate them to accomplish the outcomes of a pre-planned direction. (Conger, J.A.1992). Leadership is a process in which a leader sets the goal for an individual or group of individuals and takes all of them together with him or her with proficiency and devotion (Jacques E. Clement, S.D. 1994). Leadership is an unrealizable trait that cannot be distinctly defined. This in fact is a good phenomenon, because if the followers were aware of the definition of leadership, they would probably overr un their leaders. (Scott Adams, 1996). Effective leadership is about enabling ordinary people to deliver extraordinary results in the face of challenge and change and to constantly turn in superior performance to the long-term benefit of all concerned (Charlton, 1993). The more recent definitions conceive leadership in terms of influence relationships, power differentials, persuasion, influence on goal achievement, reinforcement, role differentiation, initiation of structure, and perceived attributions of behavior that are consistent with what the perceivers spotted leadership to be. Recently, many management scholars and gurus have identified adaptive leadership as the key enabler to cope with the ever increasing challenges of the corporate world. (Bass, Avolio, Jung Berson, 2003). So the adaptive leadership behaviors that have proved to be more effective than other leadership styles in organizational innovation have been labeled as transformational. (Lowe, Kroek, Sivasubramaniam, 1996; Gardner Avolio, 1998; Howell Avolio, 1993). Transformational leadership capabilities continue to be the hallmark of innovative firms. Successful leaders like J.R. Immelt, CEO of General Electric; A.G.Lafley, CEO of P&G; Ratan Tata, chairman of Tata Motors Tata Group and Steve Jobs of Apple are the prominent figures who have fostered innovation by their adaptive behaviors. Transformational leadership holds four theoretically discrete dimensions: charisma or idealized influence, inspirational motivation, intellectual stimulation and individual consideration. Idealized influence reflects the degree to which followers admire and hold their leaders as role models. Leaders exhibiting idealized influence are ethical, consistent, share risks with followers and prefer the needs of their followers above their own needs. Inspirational motivation points to the degree motivation of followers by delineating new opportunities, providing meaning and challenge to followers work and articulating a strong, realistic and shared vision of the future. Intellectual stimulation refers to the ability of a leader to question the assumptions and thinking of followers, reframe problems, stimulate intellectual curiosity, approaching problems in new ways, soliciting creativity and innovation from followers through novel approaches and avoiding open criticism for individual errors. Finally, leaders who provide individualized consideration pay attention to individual needs for growth, development, support and achievement. They act as coaches or mentors and establish a favorable environment for innovation; where values are diversified and learning opportunities are created (Bass Avolio, 1993) (Some versions of Bass Full-Range Leadership Theory identify 5 components of transformational leadership by breaking down idealized influence/ charisma into idealized influence or attributed charisma. For the sake of simplifying this research, idealized influence and charisma have been grouped together in this study). 2. Research Design 2.1 Main Objectives The aim of this study is to probe the following objectives: To discuss the philosophy, attributes and elements of transformational leadership and innovation To spot the existence of transformational leadership style at Telenor Pakistan To the asses the level of organizational innovation Telenor Pakistan To identify the effect transformational leadership style on organizational innovation 2.2 Hypotheses to be tested The objective of this study is to spot the presence of attributes of transformational leadership i.e. idealized influence, inspirational motivation, individualized consideration and intellectual stimulation, estimate the level of organizational innovation and examine the effect of transformational leadership on organizational innovation. The working hypothesis within this context will be as under: H0: Transformational leadership has no effect on organizational innovation. H1: Transformational leadership has strong effect on organizational innovation. 2.3 Scope of the study The range of application of this study is limited to the telecommunication sector in Pakistan with specific focus on Telenor (Peshawar). Transformational leadership style will be judged on the basis of four dimensions, that is, charisma or idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. Furthermore, the effect of transformational leadership on organizational innovation will be analyzed. 3. Review of Literature (Burns, 1978) stated that transformational leaders stand above the common place. They indulge in a mutual interaction with their followers that raises the understanding, goals and mission that results in the ultimate arousal and transformation of both the leader and the followers. (Bass, 1985) At the other end to transformational leadership lies transactional leadership; where the leaders try to maintain the status quo. Followers are motivated on the base of extrinsic rewards, such as promotion and monetary benefits. It is an everyday terrestrial transaction of value, where leaders only provide needed value to individuals in exchange for their services. (Jane. M. Howell, Christopher A. Higgins, 1990) The most successful leaders are gifted with qualities of transformational leadership and charisma. They are far more influential and innovative than the leaders having style other than transformational. (David A. Waldman, Bernard M. Bass, 1991) linked the themes of nurturant and persistent leadership with transformational leadership theory. Furthermore, the role of transformational leadership behavior in various stages of successful innovations was clarified and implications were presented regarding the proposed model. (Dougherty Hardy, 1996) Transformational leaders intellectually stimulate their followers. This fosters unaccustomed and creative thinking and working processes that pave the way for new technology and knowledge, which are necessary for organizational innovation. Amabile, Conti, Coon, Lazenby, and Herron (1996) have spotted the damaging effects of transactional leadership on creativity. Bono Judge (2004) have supported this proposition in their recent meta-analysis. (Sosik, Avolio Kahali, 1997) Transformational leaders easily adapt to exploitative and exploratory thinking processes which in turn yield creative ideas and effective solutions to problems. The effectiveness of transformational leadership at stimulating unconventional and innovative thinking of followers is far greater than that of other leadership styles. (Bass, 1985; Gardner Avolio, 1998) proposed that transformational leaders have the ability to create personal and professional commitment from their followers towards satisfying upper-level needs like self-actualization and self esteem. (Oldham Cummings, 1996; Amabile, 1998; Zhou, 2003) added to this research finding by suggesting that this commitment boosts the inherent motivation of followers, which is considered to be an essential driver of individual creativity and organizational innovation. (House Shamir, 1993; Jung Avolio, 2000; Mumford et.al, 2000) Leaders possessing transformational attributes have the ability to regroup the values and norms of their followers in a better way. They encourage the progress of personal and organizational changes and facilitate their followers to go beyond their initial performance expectations. (A.Oke, 2002) was part of a study carried out on the organizational innovation of AXA insurance, Ireland. It was revealed that due to the transformational leadership style of John. ONeil, the CEO, a non-innovative firm was transmuted into an innovative one. To achieve this level of creativity, the physical spaces were decorated with eye catching colors and employees from all levels and functions were made to work together in order to stimulate creativity. The results of this transformational behavior were soon evident in the form of 150 new business ideas during 6 months. (Shin Zhou 2003) found that positive relation was discovered between transformational leadership and creativity of subordinates on the basis of a study conducted on 290 employees and their supervisors belonging to 46 Korean companies. (Jung, Wu, Chow, 2008) concluded in their research that a positive relation has existence between the transformational leadership of CEO and organizational innovation. This effect is moderated by variables such as organizational structure, culture and external environment. These results are agreed upon after testing multi-sourced data from 50 Taiwanese electronics and telecommunications companies. (Oke, Munshi, Walumbwa, 2009) found that transformational style of leadership strongly enhances creativity and innovation regarding exploratory (creating something of a totally new and radical nature) and exploitative innovation activities (incremental improvements and refinements to something that already exists). These leaders have the ability to transform or change, which makes them the main drivers for innovative processes. (Lale Gumusluoglu, Arzu IIsev, 2009) suggested that transformational leadership style has strong influence on both the individual and organizational innovation. Individually, transformational leadership is positively related to the creativity of employees. Furthermore, transformational leadership and organizational innovation are spotted to have a positive association between them. These results are the outcome of a study conducted on 163 managers and RD personnel from 43 Micro and small sized software development companies from Turkey. (Khan, Rehman and Fatima, 2009) studied managers from telecommunication sector in Pakistan and explored the positive effects of transformational leadership on organizational innovation. (Mariana Makri, Terri A.Scandura, 2010) identified the strong relation of operational leadership (the dimension of leadership which reflects the ability of a CEO to refine the existing paths to growth or tapping new paths by reframing and extending the boundaries of the firm to products and markets) and creative leadership (the ability of a leader to contribute to the social, human and knowledge capital of his firm) with the quantity and resonance of innovation. The hypothesis was tested over a sample of 77 high technology firms. 4. Research Methodology 4.1 Sources of data This research will make use of both primary and secondary data. Transformational leadership style will be judged on the basis of primary data obtained through interview and questionnaire. The level of organizational innovation will be assessed by primary data obtained through questionnaire and secondary data gathered from the companys publicly disclosed financial statements. 4.2 Research instruments Questionnaires and structured interviews will serve as instruments of this research. The extent of transformational leadership will be measured using Multifactor Leadership Questionnaire (Bass and Avolio, 1995) (Annexure-A). MLQ is a well validated measure of transformational leadership and has been used extensively in prior research (Awamleh and Gardner, 1999). Each respondent will be asked to rate five aspects of his/her leaders/ top-managers behavior related to each of the four dimensions of transformational leadership (idealized influence/charisma, inspirational motivation, individualized consideration, intellectual stimulation). The responses will be anchored by a 5-point response scale (1-not at all, 2-once in a while, 3-sometimes, 4-fairly often, 5-frequently, if not always). While measuring organizational innovation, a composite measure will be used to capture the broad aspects of innovative activities (Balkin et als, 2000). Two measures will be used to tap into different aspects of innovation. First is the annual RD expenditure as a percentage of sales revenue over three years prior to this study (i.e.2008-2010). This ratio indicates a firms emphasis on innovation (Hitt, Hoskisson and Kim, 1997; Balkin et al, 2000). These figures will be obtained from the companys publicly disclosed financial statements. Second, different respondents actively following the telecommunication industry will be contacted. The reason is to include different fruits of innovation such as process and service improvements. Each respondent will be offered two sets of questions about the sample firm. The first set includes a single question regarding his/her familiarity with the company. The possible answers will be 1-not familiar with the company at all, 2-somewhat familiar with the company, 3-very familiar with the company. Only the respondents with responses 2 and 3 will be considered. The second set comprises of 20 questions (4 questions each for scanning five types of innovative activities i.e. product innovation, process innovation, marketing innovation, strategic innovation and organizational climate innovation) in order to rate the level of organizational innovation (Annexure B). The 5-point Likerts Scale (1-strongly disagree, 2-disagree, 3-neither agree nor disagree, 4-agree, 5-strongly agree) will be used to anchor the responses. 4.3 Sampling design (a) Universe / population There are many national and multinational telecommunication companies operating in Pakistan. All these national and multinational firms collectively form the population/ universe of this research. Results will be generalized and recommendations will be forwarded considering all these firms. (b) Sample size and selection This research will adopt a case study approach by focusing on Telenor (Peshawar) as the sample firm. A simple random sample of 30 employees of low, middle and top-management of the company will be selected with the aim of assessing transformational leadership. Furthermore, organizational innovation will be judged by studying a random sample of 30 respondents that are directly or indirectly associated with the telecommunication industry in Pakistan.

Shakira is a Pop Poet :: essays research papers

The poem, Hips Don't Lie, represent for me, pop poetry of the highest quality: Hips Don't Lie Ladies up in here tonight No fighting, no fighting We got the refugees up in here No fighting, no fighting Shakira, Shakira I never really knew that she could dance like this She makes a man want to speak Spanish Como se llama, bonita, mi casa, su casa Shakira, Shakira Oh baby when you talk like that You make a woman go mad So be wise and keep on Reading the signs of my body And I'm on tonight You know my hips don't lie And I'm starting to feel it's right All the attraction, the tension Don't you see baby, this is perfection Hey Girl, I can see your body moving And it's driving me crazy And I didn't have the slightest idea Until I saw you dancing And when you walk up on the dance floor Nobody cannot ignore the way you move your body, girl And everything so unexpected - the way you right and left it So you can keep on taking it I never really knew that she could dance like this She makes a man want to speak Spanish Como se llama, bonita, mi casa, su casa Shakira, Shakira Oh baby when you talk like that You make a woman go mad So be wise and keep on Reading the signs of my body And I'm on tonight You know my hips don't lie And I am starting to feel you boy Come on let's go, real slow Don't you see baby asi es perfecto Oh I know I am on tonight my hips don't lie And I'm starting to feel it's right All the attraction, the tension Don't you see baby, this is perfection Shakira, Shakira Oh boy, I can see your body moving Half animal, half man I don't, don't really know what I'm doing But you see to have a plan My will and self restraint Have come to fail now, fail now See, I am doing what I can, but I can't so you know That's a bit too hard to explain Baila en la calle de noche Baila en la calle de dia Baila en la calle de noche Baila en la calle de dia I never really knew that she could dance like this She makes a man want to speak Spanish Como se llama, bonita, mi casa, su casa

Mag Lev Trains :: Magnetic Magnet Train

The basic concept of how a magnetic train works is very simple. The train has magnets all along the underbody. Each magnet is faced the exact same way, with the poles all facing the same direction. As you know from playing with magnets, opposites attract and alike kinds always want to push away. The track which the train rides on is lined with these magnets, with alike poles facing the train. This creates an air cushion between the train and the track. Forward motion of these magnetic trains, resides on the magnetic propultion of the track. The track is lined with magnets that can be switched rapidly back and forth to attract and push the train. Each magnet has an electronic swith attached to it. All the magnet switches are computer controled to accelerate or decelerate the train. Today's world has an ever growing need for higher speed and less travel time, and Mag lev trains meet this demand. Maglev trains use superconducting magnets to propell them, and can reach speeds of up to 550 kilometers per hour. Japan is on the forfront of Maglev technology. Japnanese engineers have built a Maglev train known as the MLX01 which is the fasted train reaching a speed of 552 kilometers per hour. There are two tracks for the MLX01 currently in Japan. One of them is featured above. The Yamanashi test line is where most of the research and testing is performed. The track stretches a span of 42.8km (26.6miles). As stated earlier the MLX01 can reach speeds over 550km/h. However, its main purpose was to test and confirm the miniumum radius curve and steepest gradient and to confirm a steady travel speed of 500km/h (310mph). Japan has a large number of high speed trains. They hold the world record for speed of any train with the MLX01, known as the "Bullet Train". Japan is one the elite leading countries in Mag lev technology, innovation, and design. Look forward to seeing more Mag lev creations from Japan. Germany has shown much interest in Mag lev technology. They too are also on the forfront of Maglev design and technology. The principal high speed line in Germany runs between Wurzburg and Hanover, and part of the railway from Stuttgart to Frankfurt is high speed, and there is a major high speed line under construction which will run between Berlin and Hanover. The only high speed line in Italy runs between Firenze and Rome, a non-stop service using Pendolini trains taking 1hour 30 mins with an average speed of only 103mph, 165km/h.

US Immigration Policy Before and After September 11 Essay -- Septembe

America is home to a plethora of nationalities, cultures, religions and practices. The reason for this richness in different backgrounds is that since the day it was discovered by outsiders, the United States has always been open to immigrants. The Statue of Liberty, one of America’s greatest attractions, symbolizes America’s open arms to immigrants. So when America’s own symbol of freedom to immigrants stood in the waters and watched the catastrophe unravel the placidness of her surroundings by outsiders, it was a direct blow to not only the United States’ immigration policy, but also to the United States’ national security. On that unforgettable day, September 11, the United States, the world’s most richest and powerful nation, discovered the hard way that even money and power could not annihilate vulnerability. After September 11 Americans wanted to feel safe again in their own home so the United States restricted its immigration poli cy to help prevent terrorists from entering the country. The US government, however, kept economics in mind when altering the policy. The new immigration policy includes unfair procedures for certain countries. The result is a more restricted immigration policy, with major loopholes for countries that benefit the US economy. The US immigration policy before September 11 was very lax, partly because the Immigration and Naturalization Services (INS) was under funded. Whenever immigrants were cited a deportation, INS could not follow up on many of these immigrants who usually remained in the country. Because it could not operate as if should due to lack of money, it is easier to understand that almost all of the alleged terrorists involved in the September 11 attacks obtained a US vis... ...partment’s own inspector general released a report that confirmed charges made by civil right groups when it was reported that the roundup of immigrants would produce huge problems. There is no clear cut, one solution to the US’s immigration problems. America must maintain safety for its citizens, but it is hard to adopt a strict immigration policy when America is deeply dependent on immigrants, especially migrant labor. Until the US lessens its great dependency on immigrant labor, the US will continue to be vulnerable to terrorists’ attacks. Bibliography Atkin, Beth S. Voices From The Fields. Little, Brown & Company. 1993. Gonzales, Camille Guerin. Mexican Workers and American Dreams: Immigration, repatriation, and California Farm Labor, 1900-1939. Wright, Dale. They Harvest Despair: The Migrant Farm Worker. Boston: Beacon Press, 1965.

Breaking a social norms

What Is your paper about? What will you say? Theory: Discuss in detail the theoretical issues that are related to social norms in general and to the one you chose to break in particular. Where do social norms come from? What Is the social norm that you chose and how and why did It evolve? How does your behavior break the social norm? Why is the social norm you broke a social norm? How might normative and Informational social Influence relate to obedience to this arm?Is it a descriptive or an injunctive norm (what are those and why)? What predictions did you have about how you would feel or how people would react? Tell everything you know about social norms and why It relates to the theory. Make sure to address each of these questions at some point in your paper or you will lose Your experience: Describe how your behavior breaks the social norm. What did you do? Describe the reactions of the people when you broke the social norm. Did they get angry?Did they give you weird looks? Did a nyone say anything? Did different types of people react in different ways? Why did they react this way? Did they react how you predicted? You will also want to talk about how you felt. Did you feel embarrassed? Sick to your stomach? Liberated from society? Discuss any reactions or feelings in terms of the relevant theories and studies. It might be also fun to speculate about how someone else might have felt if they were in your position. Integration:How does your experience relate to the theories? Do different theories of conformity predict the reactions you got when you broke the There are many other interesting questions and issues that you might choose to raise when thinking theoretically about the experience of breaking a norm. Conclusion: Take a step back to look at the big picture of social norms. Evaluate your feelings and the behavior you observed in the context of the theories. What does your experience have to add to the theory?