by Herman Bailey | Apr 24, 2023 | Essays |
Introduction
Cultural Revolution refers to a socio-political movement formed in the Republic of China. The body started in 1965 during Mao Zedong’s leadership, after his movement: Great Leap Forward failed, and his government position began to feeble with a great increase in economic crises (Acfarquhar & Schoenhals 2006, Pp. 114-13). He became scared of the actions of other parties who he believed were driving the country towards an undemocratic direction. The notion of this paper is to discuss the purposes of the Cultural Revolution, the changes in Chinese views on the movement, and its socio-political effects on the people of China.
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According to Mao, the movement started to reassert the beliefs he had on Chinese political parties. He wanted it to be a long-term permanent movement that adopts public opinion and good motives. Mao used the Cultural Revolution to re-enforce his authority over the government of China. He formed the movement to disapprove of the positions of other political leaders in the party. The revolution was to target the organizational innovation, and adaptability culture. Chinese by influencing their opinion on the party leadership among three leaders: Mao Zedong, Liu Shaoqi, and Deng Xiaoping (Gao 1987, Pp.107-201). Mao believed that the leadership of the other two party leaders was only beneficial to the middle class and the intellectuals. For instance, the Chinese education system was transformed and made favorable to rich urban families. He criticized the high rise in the number of specialists and experts in the Chinese economy. Mao knew that the only way to overthrow the people in power was to challenge their positions and strategies.
Another reason that led to the formation of the Cultural Revolution was to ensure equality in the value of mental and physical labor among the huge mass of Chinese people. The movement was to transfigure people’s philosophy and accomplish more economic effects in all fields of work. Mao Zedong’s main goal was to promote fairness among workers of any class (Acfarquhar & Schoenhals 2006, Pp. 114-13). He advised that all employees should receive better treatments and rewards. That is improved quality of employee inter-relationship in terms of payment and job opportunities regardless of their working industries (Kimball 2000, p.56). He encouraged the creation of a conducive working environment and other welfare such as life insurance for all workers. By doing this, he was certain of capturing the attention of the public since most citizens were victims of job discrimination and underpayments.
Furthermore, the Cultural Revolution was to destroy old cultures that gave more opportunities to the royal families. The heroes and heroines were the main characters in the health care, cultural factors have a strong influence on patients’ and families” decisions. Some cultural events and only the privileged attended such occasions. With the support of his wife Jiang Qing, Mao promoted controlled cultural productions by applying new ideas in art in all areas. His wife ensured continuous performance of the arts and made attendance compulsory to everyone. However, the movement encouraged many people to attend cultural events since this equipped them with more knowledge concerning their society (Acfarquhar & Schoenhals 2006, Pp. 114-13) During Cultural Revolution, the youths from urban centers were allowed to go to remote areas to share ideas and learn from the peasantry. According to Mao, this created a new society that closed the gap between the laborers and the intellectuals.
Changes of Views on the Cultural Evaluation
When the Cultural Revolution began, Mao planned that it would be a permanent revolution without any change in the authority. The opposition leaders Liu and Deng were started betraying the movement from within since they viewed it as an anti-economic movement. Mao’s wife, on the other hand, began destroying the Chinese traditional culture after being influenced by new ideas. The Cultural Revolution instigated the destruction of all the old ideas, habits, customs, and humans from centuries back as early as 14th century. It has been a backbone of cultures (Kimball 2000, p.56). The new ideology of the Cultural Revolution was lured the Chinese including, the students and other youths. They praised the thought of Mao and began to put up posters all over the country reading, ‘thoughts of Chairman Mao’. Publishing companies later produced the events in one of the books called a ‘Red Book’.
The youths formed a group by the name, ‘Red Guards’, whose main objective was to attack all the old ideas. They initiated the destructions in learning and working institutions where they attacked lecturers, scientists, intellectuals, and civil servants. Although these had consequences of punishment, the Red Guards never admitted their crimes (Domes & Nath, 1977 P. 45). After all, they were in full support of the Cultural Revolution. The strikes went on until the Red Guards took over public transport and radio and television networks, which they used to manipulate their actions
The movement, unfortunately, started facing a great challenge from the opposition. After the introduction of the Revolution in most industries, it began showing its effects on the worker. The workers formed an organization consisting of a large group of people called, General Headquarters of the Revolutionary Workers (Sochor 1988, Pp. 132-140). However, the people in opposition especially leaders used economic schemes to influence workers to be against the movement. Managers paid their workers extra wages and bonuses to lure them from the new ideology of the Cultural Revolution.
A large number of workers began to see the sense in Mao’s teachings. He talked about revolutionary responsibility contrary to the Party persons in authority. The General Headquarter received more members giving them greater hand to stand strong for the revolution put forward by Chairman Mao (Kwong 1988, Pp. 82-87). All the workers were assigned the relevant responsibilities and duties including those who quitted their jobs and equality at work made compulsory. Later, workers and students triggered rebellions in terms of power transfers and mass organizations. These disagreements turned into a war, which led to the destruction of historic sites, death, injuries, and the burning of important books.
The violent acts stopped after a while in the late 1960s and were taken over by peace and order among the Chinese cities. The war promoted the formation of more revolutionary committees and the redefinition of organization parties. Implementation of new education programs and restoration of peace was the major called by the government (Kwong 1988, Pp. 82-87). The Revolution ended by calling upon the congress of victory and unity to re-educate the intellectuals and consolidate peasant workers, as this would create unity among people (Gao 1987, Pp.107-201). In summary, the Cultural Revolution achieved its goal of preventing the destruction of opinions and judgments, and disapproval by governmental ladders. The movement reunited the masses and party in exercising democracy and togetherness
Effects of Cultural Revolution on Chinese Politics
The major lesson learned was victory after convincing the people of China especially those in opposition to retreat and accept the defeat. Politically, the Cultural Revolution laxative the party, thus weakening the influence and power of the opposition leaders, which is Liu and Deng (Kimball 2000, p.56). The movement had several long-lasting effects on the political party of Chine. The effects caused both positive and negative results. To begin with, China began to experience steady growth in its economy with a very short time after the reunion. It was a result of the rapid rate of recovery after the damages and reduced production during the war. The growth has been increasing steadily over time rating China one of the richest countries.
Besides, the governmental parties were greatly reduced into troops, and simple administrations were initiated by Mao’s teachings (Domes & Nath, 1977 P. 45). This led to the destruction of bureaucratic movements formed earlier by the leaders. As a result, the masses owned the leadership as the control was on their hands regulated by new bodies instead of governmental leaders. Several revolutionary committees comprising members who belong to both party and non-party got formed with the party nucleus playing the core leadership role. Thereby giving peasants and workers a certain degree of self-importance and making them put greater effort into the economic sector (Kwong 1988 Pp. 82-87).
The Cultural Revolution endorsed a new leadership style of appointing or elections of educated leaders into the government. He created an opportunity to retrain leaders and intellectuals and equip them with role in creating gender equality in society. Issues such as education, job position, leadership, and political and organizational skills. The training instigated Mao to rehabilitate experience cadres, indicating how he was willing to promote an experimental change in politics. He discouraged untrained leaders who wanted to assume national responsibilities without any knowledge of leadership and management skills (Sochor 1988, Pp. 132-140).
Also, Cultural Revolution had numerous achievements including education, health care, and civil workers services reforms. More jobs were created and allocated to both peasants and workers. Better education programs were introduced for the Chinese children to increase their chances of getting a high-quality education. Health care service establishment took place in both rural and urban centers with more trained doctors. The basis for improving people’s lives is to raise their health and productivity. Thereby enabling everyone to enjoy the wealth within the society and get a better education, living, and working conditions (Chang 1999, 18-20)
Another effect of the Cultural Revolution was the abolition of all laws and organizations. The absence of laws and policies governing the masses of Chine led to the formation of arbitrariness in future leadership. The inability to formulate new laws and regulations with the original set of values brought many challenges such as the opposition from the Ninth Congress. The lack of new laws to govern the country continues for a while due to the existence of small bodies and revolutionary committees that were controlled by arbitrary decision-making style. For an appropriate safeguard to democracy, there should be well-defined rules and regulations that administer masses or organizations (Gao 1987, Pp.107-201).
In fact, the Cultural Revolution was a movement with very minimal leadership. This interfered with the smooth development and acceptance of revolutionary ideology. The short time from the start to the peak created discontent among followers and stronger comrades of the Cultural Revolution. Inadequate time allocated for the few leaders to associate with the masses and correct their participation caused this. After the victory, the movement could not manage its new responsibilities easily due to a lack of leadership. For that reason, the creation of new laws and amendments took some time (CHONG 2002 p. 57).
Furthermore, the movement faced great obstacles to real democracy for the large masses. Given the innovation of the socialist system, it became difficult to achieve a genuine democracy. The inability to foster new laws brought a challenge of who, how, and where to vote in leaders. The problem of leadership transaction needs to be taken into consideration by the socialist sectors (Domes & Nath, 1977 p. 45).
With a lack of information and experience regarding formal democracy, the broad masses made their own decisions. The main goal of the movement was to allow the masses to exercise power over society, but this later caused several mistakes in the democratic government. (Kimball 2000, p.56). Real democracy requires that the masses gain an understanding of what is right and wrong and play the biggest role in decision-making (Gao 1987, Pp.107-201).
Conclusion
In conclusion, the Cultural Revolution was a war fought by the people of China against the revisionists that threatened the gains of socialism. The movement never achieved its main objectives but instead won a victory. The victory brought unity and peace to the political parties in China, although it met several oppositions and challenges during its development (Sochor 1988, Pp. 132-140). However, the movement taught many lessons from its strengths and weaknesses and brought great consequences in the political life of the Chinese on the other hand. Some socialist countries fear losing valuable lessons from the Cultural Revolution and therefore, transformed socialism into communism or still safeguard them. Some Chinese still keep the records of the Cultural Revolution and even give threats of another same movement in the future.
Bibliography
Acfarquhar, R., & Schoenhals, M. (2006). Mao’s last revolution. Cambridge, Mass, Belknap Press of Harvard University Press. http://site.ebrary.com/id/ Pp103-504
Chang, T. H. (1999). China during the Cultural Revolution: 1966-1976: a selected bibliography of English language works. Westport, Conn. [u.a.], Greenwood Pp 15- 26
Chong, W. L. (2002). China’s great proletarian cultural revolution: master narratives and post-Mao counter-narratives. Lanham, Md, Rowman & Littlefield. Vol.3, no. 2, Pp 240 – 305
Domes, J., & NäTh, M.-L. (1977). China after the Cultural Revolution: politics between two party congresses. Berkeley, University of California Press Pp. 45
Fairbank, J. K., & Macfarquhar, R. (1991). The Cambridge History of China. Cambridge, Cambridge University Press Pp. 80
Gao, Y. (1987). Born Red Chronicle of the Cultural Revolution. Palo Alto, Stanford University Press. http://public.eblib.com/choice/publicfullrecord.aspx?p= Vol. 10 no. Pp. 17 — 71.
Habinek, T. N., & Schiesaro, A. (1997). The Roman cultural revolution. Cambridge, Cambridge Univ. Press Pp. 780
Hitchens, P. (2008). The abolition of Britain: from Winston Churchill to Princess Diana. London, Continuum Pp. 56
Kimball, R. (2000). The long march on how the cultural revolution of the 1960s changed America. San Francisco, Encounter Books.
Kwong, J. (1988). Cultural Revolution in China’s schools, May 1966 – April 1969. Stanford, Calif, Hoover Institution Press Pp. 80 -107
Lu, X. (2004). The rhetoric of the Chinese Cultural Revolution: the impact on Chinese thought, culture, and communication. Columbia, S.C., the University of South Carolina Press P. 47
Sochor, Z. A. (1988). Revolution and manage the business. He has 34 years of experience in vehicle maintenance in the military in Florida, so has a vast experience in its regional culture: the Bogdanov-Lenin controversy. Ithaca, Cornell University Press Pp. 131-154
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Apr 24, 2023 | Essays |
High-Quality Web-Based Patient Education Resource
The ongoing health care changes are increasing the attention on patient education. According to Krau & Prevost (2011), education for patients has emerged as a significant component of disease management programs and health promotion. Making response to the increased pressure of providing more interactive and informed information sources to patients at affordable costs, the patent educators are beginning to understand the significance of using computer technology in supporting learning processes of health care. The paper conducted an internet search and found a high-quality web-based patient education source called America Diabetes Association found in this link https://professional.diabetes.org/content/diabetes-educator-resources. These web-based patient education sources focus solely on diabetes patients.
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I would teach my patients or my clients about this American Diabetes Association education sources in many nursing practices in many ways and for several reasons. First of all, in teaching my client, I would focus on my curriculum integration after choosing the website. America Diabetes Association website is connected to my specialty and the curriculum of diabetes. I will then build my lesson plan that has learning objectives, web-based handouts, and collaborative notes. Using my checklist, I will smoothly keep the lesson running by setting clear rules, brainstorming on the group members’ etiquette, monitoring my students’ progress, and conducting my assessment after a period.
I would also teach my client about this America Diabetes Association website because it has important information and is free. Moreover, the America Diabetes Association website is a “.org” which is for a reliable organization. Moreover, the website is informative, detailed and help patients be educated on matters concerning diabetes. America Diabetes Association website will prevent my patients from being misled by potential health quackery, dangerous or inaccurate information existing on the website
The elements of the America Diabetes Association website that fit the needs of my diabetic patient population are diverse. The website has all the needed information from the at-risk groups, diabetics basic, living with diabetics, food and fitness, community diabetes help groups, advocacy, research, and practice. Furthermore, they have an online community where diabetic patients can discuss issues, share their experiences. The America Diabetes Association website has online diabetic professionals that can assist the patients where their local doctors are unreachable and a magazine that is sent monthly to educate members.
However, there are few elements in the America Diabetes Association website that I would like to be changed to fit the needs of my diabetic patient population. I would like my community to be structured in a way that starts from the family unit support before embracing the larger community help groups. Moreover, the online professionals that offer advice to the patients need to be changed. I think a patient needs to be provided with an online form where they fill their diabetic health history before an online professional could offer their advice rather than offering health advice randomly.
Proposal
To the unit manager/ Department Chair,
I would like to bring to your attention and explain how the unit/department could incorporate the use of web-based patient education resources in patients’ plans of care. Four the past decade, technology has rapidly increased and has become an integral part of healthcare. To incorporate the web-based patient education resources, the following steps should be implemented.
1. Establish teams such as provider, administrator, and clinical content teams
2. Develop and conduct curricula training for the providers, staff, and online customer care representatives
3. The portal should first be piloted for six months before fully implementing it
4. Register patients to the portal using different sources like fliers, advertising about the portal in different clinics
Yours Faithfully,
(Insert Your Name)
References
American Diabetes Association, (2015). Patient Education Materials. American Diabetes Association. Retrieved 9 October 2015, from https://professional.diabetes.org/content/diabetes-educator-resources
Krau, S. D., & Prevost, S. S. (2011). Patient education. Philadelphia, Pa: Saunders.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Apr 24, 2023 | Essays |
Introduction to the Case Study
Jamjoom Pharma is a well-established pharmaceutical company in Saudi Arabia. The company started in Jeddah in the year 2000 with less than ten to improve its customer service to its clients. The associates or the employees. The head office is still located in Jeddah City. Currently, the company has over five hundred employees in different departments of the company such as the factory, sales, marketing, and registration. There is also an export team in twenty-one countries. The company has a rapidly growing and successful track record contributing to 4.1 percent in the pharmaceutical market in Saudi Arabia (Jamjoom Pharma 2012).
Since its inception, Jamjoom Pharma has grown and emerged as one of the leading pharmaceutical companies in the Afrasia region. Jamjoom Pharma’s markeextendsnd from the Middle East, the whole of Africa, and the CIS region just to mention a few. As a company, Jamjoom has dedicated its resources to building a market share in these areas. As a result, the firm has improved its competitive advantage while the companies that are rigid to changes are left behind. This eventually can lead to drastic losses in profit and market share and growth, its products have also been widely accepted. This strategy has resulted in the success of the company. With the growing number of employees in the company, Jamjoom Pharma’s plan is to be enlisted as a top ten company in the pharmaceutical market in Saudi Arabia. To achieve this goal a supportive corporate function has been established. The Human Resource Department in Jamjoom Pharma was created in 2003 to support the exit-re-entry visa from Saudi Arabia and IQAMA cards to other nationalities within the organization since Jamjoom has more than 80 percent of its team who are of non-Saudi nationality.
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Definition of HRM
Armstrong defines HRM as a planning process that requires the use of and the combination of logical processes to employee approach. He adds that HRM involves all processes of developing a system that will lead to the success of the employees and the company at the same time. In other words, HRM should focus on the well-being of the affecting the rate of premiums. For instance, an insurance firm that operates with many employees (Armstrong 2009). The second definition of HRM is that it is a unique process of managing employees. Through this kind of management, the competitive advantage of the company is attained. After the attainment of the competitive advantage then is used to make plans for the company. This is only achievable if three aspects are integrated, the structure of the business or company, the cultural aspect of both the employees and the business, and the human resource or personnel in the company (Storey ed 1991).
The Objective of HRM within an Organization
In an organization, HRM aims at ensuring that the organization attains its goals and visions. Through maximization of organizational effectiveness and capability, HRM helps the organization achieve its goals by making the best use of the resources available (Armstrong 2009). As Mathias, (2011) explains for organizations to achieve the goals they need to take care of the human capital or the intellectual capital by considering employees as the most precious resource. Through this mechanism, the organization can attain important core competencies. Some of the organizational objectives may include building a competitive advantage by the ideal future state. Obstacles are not just corporate investing in its people. Armstrong and Baron (2002), People who have collective skills, abilities, and experiences deploy these interests into the organization by making a significant contribution to organizational success. This creates and constitutes a resourceful, competitive advantage.
Schuler and Jackson (1987), are of the view that HRM is a system. Through this system, the company or business can understand its employees making it easier to motivate and retain them. Besides, the HRM system is created to ensure that employees creatively survive in the organization helping it achieve its goals.
Scarborough and Elias (2002), explain that HRM consists primarily of human capital. It is this human capital that links organizational practices and its employees. If linked successfully, then the organization or company can successfully achieve its goals. The HRM process should, therefore, contain a clear appraisal system, a career management system, a proper rewarding system for its employees, and a proper recruitment system (Armstrong, 2009).
In Jamjoom Pharma, the HR department and team coordination to produce an annual appraisal that is used to discuss with its employees. The content of the appraisal report may include business behavior, teamwork, attitude, innovation, time management, and commitment towards customers. Consequently, it may include the measurement of how employees run the business to comply with corporate calibration, development plan agreements, and additional skills the employees need to improve their productivity. For example, in February 2012, there were some complaints regarding salaries in the company. To respond to this complaint the company contacted the third party to run a transparent survey in other pharmaceutical companies to measure the productivity per head in each company. The survey revealed that Jamjoom employees needed to have a salary increment it was then that the company increased its employee’s salaries.
Companies that are faced with numerous competition and challenges require employees that will strive for the success of the company. For example, employees must be able to handle extra working hours with enthusiasm. All these tasks require an employee with a solid psychological contract to make them work even harder. A psychological contract concerns the perceptions of both parties in the employment relationship as explained by Guest (2007). Additionally, as the psychological contract may be a form of silent contract between the employer and employee, for instance, requiring the employer to provide the employee with training, good working conditions, work and personal life balance, a bonus, career pathways, and compensation if the employee chooses to leave the company in return the employee is expected to give the best efforts at work to increase the company’s profits and growth. This paper will outline two HRM functions, the employment process, and performance appraisal systems for Jamjoom Pharma
In Jamjoom Pharma, most employees have a psychological contract but this is dependent on the market feedback. This is a safe approach since it keeps the company on up to date strategies to remain the second or third best choice for the employees influencing employee retention.
TASK 1
Identification of hard and soft approaches in managing people
The concept of HRM is associated with the strategic approach to managing people. The proper approach to managing people should aim at adding value to the organization. According to Legge, there are only two approaches to managing people (Legge, 1987). Hard approaches to HRM focus on communication through a tough language. It emphasizes quantitative, calculative, and business strategic aspects of management. The hard approach reduces people to objects and they are assessed by their skills and attributes that the organization requires (Storey 1987). In this approach, employees are seen as a cost to the organization as well as factors of the production process. The soft approach, on the other hand, is more human focusing on human relations. This approach focuses on treating the employees as the most valued assets of the organization to improve the organization’s competitive advantage. Employees are involved in the activities and decision-making of the organization (Legge 1995). This kind of management approach assumes the low employee commitment approach that aims at producing reliable and outstanding performance (Walton 1985). Jamjoom Pharma assumes the soft approach whereby it involves the company employees in the decision-making process. For instance, when employees ask for a salary increment the company took a step, conducted research, and eventually increased employees’ salaries. Also, in soft HRM the organization focuses on training to develop individual employee skills.
TASK 2
Recruitment and Selection
Recruitment is the process of attracting people promptly, sufficient in numbers, and with appropriate qualifications to apply for jobs in a particular organization. Selection, on the other hand, is the process of choosing from a group of applicants the individual best for a particular position and the organization (Mandy, R. W. 2008). Recruitment is a vital process for the Business Ethics, Hoffman, W. M., Frederick, R., &Petry, E. S. (2009). The ethics of organizational transformation: mergers, takeovers, and corporate need to expand own human capital, the risk of choosing the wrong candidate can cause the failure of job and operation entitled for while a right candidate can rise business to a maximum extent. HRM has some responsibilities that include recruitment, selection, monitoring, measuring, and appraising their attitude and performance in different ways. The steps in the recruitment process are;
a. Recruitment and a case study in Los Angeles. Los Angeles: School of Architecture and Urban Planning
This is the initial step in the process of recruitment. It entails the drafting of the vacant positions’ job specifications, indicating the responsibilities that are major and minor, the qualifications, experience, and skills needed, the grade level of pay, starting date, and whether the employment is temporary or permanent. Special conditions should also be included if any is needed (Jamjoom Pharma 2012).
b. Strategy Development
After it is clear how many candidates are required for the vacant position, the next step is to the identification of the best strategy for recruiting the candidates to the organization. Before the strategy is chosen certain considerations must be placed in mind. For example, whether to use the company candidates or select from outside; the type of recruitment method to be used, the geographical area to be considered when searching for the candidates; the source of recruitment to be practiced and the consequence of activities to be followed after recruiting candidates into the organization (Jamjoom Pharma).
c. Searching
Here the job seekers are attracted to the organization. Two main sources are used to attract the right candidates, first the internal and external resources. These steps may include some form of advertisement that is published in newspapers or company websites. Internal sources could include asking the employees in the company to recommend the right candidates for the job.
d. Screening
This is an integral part of the recruitment process. Sometimes screening is viewed as the starting point of the selection process. The selection process starts only after the candidates have been shortlisted. For example, in a University advertisement that requires filling the post of professors, applications are received in response to the advertisement. The candidates are then screened and shortlisted on their eligibility basis and suitability. It is only then the screened candidates are invited for seminar presentations and personal interviews (Jamjoom Pharma).
The job specification is not important at the screening stage since applications are screened for the qualification, knowledge, skills, abilities, interest, and experience mentioned in the job specification. The candidates that do not qualify are then eliminated from the selection process. The techniques used for screening candidates vary depending on the source of supply and method used for recruiting. The preliminary applications, de-selection tests, and screening interviews are common techniques used for screening the candidates.
e. Evaluation and Control
The evaluation and control involve looking at the cost incurred during the selection phase. Some of the costs include the salary of recruiters, administrative expenses, the cost of time spent in preparing job analysis and advertisement, the cost incurred in recruiting unsuitable candidates. Considering these costs, the employer must establish whether it is necessary to recruit candidates into the organization. The method of recruitment is also put to test here. Also, the necessary control measures are put in place to cost saving in the whole process. After understanding the practices involved in the recruitment process, it is necessary to understand the recruitment process in India.
In Jamjoom Pharma, the method of choosing the appropriate candidate by the line manager or the Human Resource Coordinator is usually electronically done. LinkedIn and recruitment agencies in Egypt are used to screen to select the best candidate.
Legal Aspect of Selection
It is right to argue that Jamjoom Pharma chooses its candidates from Egyptian citizens since it is estimated that 90 percent of healthcare providers are of Egyptian nationality. Since there is a restriction, where only men are allowed to drive in Saudi Arabia most of those selected are male since women are not allowed to enter particular premises.
TASK 3
Employee Performance and Reward
Performance management involves a combination of delivering success in organizations through the improvement of the output of the human resource or people through the development of teams and individual contributors (Armstrong and Baron, 1998). Performance management has been numerous been linked to employee performance and objectives of the organization. Performance managements go together with the identification, measuring, and development of the organization. Performance management aims to enhance the production of high-quality leaders who can successfully face challenges and changes within the organization as a result producing competent results in the organization. Performance management includes several skills such as;
a. Planning
This is an effective way of preparing for the future. A successful organization must have a clear plan for its activities. A planned strategy is only successful if the organization’s employees are involved. In the Business models, business strategy and innovation. Long range planning process, the goals of the organization are identified, and employees are given a clear path for channeling their efforts to achieve the organizational goals. The regulatory requirements for planning employee’s performance include setting up the standards and elements for any performance appraisal plans.
The elements for measuring performance are supposed to be easy to measure, easy to understanding of employees, can be clearly verified by the investors, those that incorporate principles of equity, and easily achievable by the company. Using critical elements employees are accountable as individuals for the assignments and responsibilities. To ensure the attainment of these targets, the plans set should work for both the company and employee and easy to adjust to the changing work requirements and demands. When effectively used these plans are beneficial working documents that can often be discussed (Jamjoom Pharma).
b. Monitoring
Monitoring ensures that every project is followed up until its goals are attained. Through monitoring the performance, plan effectiveness is measured through a feedback mechanism. For monitoring to be effective, it is important to include employees in the monitoring plan. For example, employees can be asked about their reviews on a particular program, and how effective it is for employee motivation. Monitoring offers an opportunity for the project supervisors to determine how well the employees are finding the working standard in the company. Monitoring can help provide the acceptable working standards in the company and which employees deserve a salary appraisal or a rise up the ladder of employment. At the same time, monitoring can help identify problems in the company projects before it is too late (Jamjoom Pharma).
c. Developing
The HRM should focus on addressing and developing the needs of its employees. The monitoring and planning strategies should be dedicated to building a happier employee lot creating a successful organization in return. Some of the developmental strategies include employee training for the acquisition of skills; skills can also be introduced through practice, for example, the company can introduce new tasks that require particulars skills. Employees can also be encouraged and motivated for higher performance, such as salary increments, recognizing the effort of the employees. The introduction of new technology is also another developmental strategy; this can make employees eager to participate in technological projects. The performance management plan is another chance for the company to identify the needs of its employees (Jamjoom Pharma). At the same time, areas for improving good performance stand out and help in the improvement and recognition of employees who have done well improving their performance even further.
d. Rating
From the time to time, organizations find it important to summarize their employee’s performance. This helps in comparing performance over time or across a set of employees. Organizations need to identify their best-performing employees or department; this is where rating comes in. Rating is a tool used for evaluating employees or a group of employees against the constant elements in the performance plan (Anon., n.d). Rating as a tool can be used to determine performance appraisals.
There are many techniques used in performance appraisal. One is through appraisal interviews. The primary aim of appraisal interviews is to improve the performance of the employee. During the interview, the employee can communicate to the employers, at the same time the employee can communicate to the employer what his or her overall performance appraisal stands. This is also an opportunity for the employee to clarify any misunderstanding regarding the performance appraisal by the management who went for a strategy known simply as satisficing to make the decision. Normally managers are forced by their employers.
The 360-degree appraisal is a mechanism, which requires the employees and other subordinate staff to rate each other anonymously. The information received is then included in the person’s performance reviews. In this kind of appraisal, feedback is obtained from employees on how they think about each other performance. The 360-degree appraisal can be used to determine how the employees function as a team.
Competency-based involves understanding the skills and competencies of the employees. The competency of an employee is critical to the achievement of organizational goals. The employees are listed down according to the skills that the organization needs. For example, they may be rated based on their educational qualification. The employees that do not meet the performance threshold scale set, and then their issues are addressed in the Performance development plan. Competency appraisal could be based on the responsibility of each employee. A competency-based appraisal is used to encourage focus hence improved performance among employees. Also, such a system is used to encourage feedback in the organization.
Other appraisal mechanisms include critical incidents, self-appraisal or narrative reports, rating scales, comparison with objectives. All these mechanisms are used to motivate, understand employees better at the same time encouraging high performance among the employees.
Like any other tasks in the organization, performance appraisals are affected by several challenges. The first and most common is employee resistance to the appraisal method used or general appraisal. Employees are prone to resist processes or actions that they think will jeopardize their job security. Appraisal performance mechanisms closely scrutinize employees and employees may view the whole process negatively. At the same time, this may happen if the whole appraisal process is not explained to employees on what it intends to achieve.
Another obstacle to performance appraisal is if only employees are subjected to the system. If the system is likely to explore some form of discrimination among the company employees, then it will create an obstacle to the whole process. Also, if the senior management of the company is not committed to the appraisal method or the results then these can be an obstacle to consequent appraisal plans.
Lack of a proper appraisal mechanism is essential for the appraisal performance process. The process is supposed to be fair to all employees. For example, managers should not be subjected to a different appraisal mechanism from the subordinates. Employees need to be provided with solutions to their problems during the appraisal process, and if the mechanism used does not provide a solution, then they are likely to resist the whole appraisal process.
Jamjoom Pharma has a comprehensive appraisal process. The primary aim of appraisal at Jamjoom Pharma is to give bonuses to employees. After each appraisal period, an increase in salary increase percentage is reflected in the employee’s salary. With flexible working HRM working practices, the achievement of flexible employee has achieved hence the high commitment to their projects. Employees are less fatigued since they have fewer or flexible working hours. If the HRM practices are not flexible then flexible employee commitment is less likely to be achieved. Consequently, the establishment of a good working environment is primary for the success of the company. For example, Jamjoom Pharma gives its employees an annual international trip to increase inter-relations and encourage information exchange and acquisition of new skills. At the same time, family gatherings of all employees are held every quarter to show that the company cares about the employees’ welfare by giving their families a unique experience.
Conclusion and Recommendations
The main of this paper is to demonstrate how Jamjoom Pharma embraces different HRM practices to improve its competitive advantage. At the same time, the paper looks at identifying the main HRM strategies that Jamjoom Pharma adopts. Jamjoom focuses on a soft approach to Human Resource Management such as training of the company employees, and strategies to improve the company’s competitive advantage. The soft approach to employee management focuses more on the welfare of the employees while the hard approach focuses on the achievement of the company’s goals and sees employees as objects to be used to attain this goal.
References.
Armstrong, M & Baron, 2002, Strategic HRM: The route to improved business performance, CIPD.
Armstrong & Baron, A.2004, Managing performance: Performance Management in Action. London: CIPD London.
Armstrong, M. 2009, Armstrong’s Handbook of Human resources management and practices. 11th edition ed. London: Kogan Page Limited.
Guest, D. 2007, Human Resource Management: Towards a new psychological contract. Oxford: Oxford University Press.
Jamjoom Pharma, 2012. jamjoompharma. [Online]
Available at: http://www.jamjoompharma.com/index.php?option=com_content&view=article&id=114&Itemid=195 [Accessed 5 june 2015].
Jamjoom Pharma, 2010, LinkedIn. [Online]
Legge, K. 1995 Human Resource Management: Rhetorics and Realities,
Basingstoke: Macmillan.
Mathis, R. L. &. J. H. J., 2011, Human resources as organizational core competencies. In: human resource management. Mason, USA: Joseph Sabatino, pp. 4-6.
Mandy, R. W. 2008, Human resource management (10th Ed.). Prentice-Hall, NJ: Pearson
Story (ed), J., 1991, New Perspectives on Human Resource Management. Issue Asia Pacific Journal of Human Resources, September, 29(1), pp. 141-142.
Schuler, R. S. & Jackson, S. E. 1987, Linking competitive strategies with human resource management practices. Academy of Management Executive, Vol.1, No.3, pp. 207-219.
Scarborough, H & Elias, J 2002, Evaluating Human Capital, CIPD, Londo.
Storey, J. 1987 Developments in the management of human resources: an interim
Report. Warwick Papers in Industrial Relations, 17, IRRU, School of Industrial and
Business Studies, University of Warwick (November).
Walton, R. E. 1985 From control to commitment in the workplace. Harvard
Business Review, 63, 2, 77-84.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Apr 24, 2023 | Essays |
Introduction
Orange Aboriginal Medical Service (OAMS) is an incorporated aboriginal health service that is an organization that is operated, owned, and controlled by the community, and has been providing primary health care and medical services successfully to the local orange community since 2005 February (OAMS, 2014). OAMS is a nonprofit organization governed by seven members of the board of directors who local people are skilled and independent. Five positions on the board including four executives posts are held by aboriginal people, while the two remainings are reserved for professionals who have relevant skills. The services provided at OAMS include women’s health, antenatal care, early childhood services, postnatal care, immunizations, sexual health, lactating specific consultations, well persons check, Pathology collections, preventive advice, and home visiting (OAMS, 2014).
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Historical development of the aboriginal health service
In 1971 at Redfern saw the first establishment of Aboriginal medical service (AMS), after high pressure and agitation from the local service (Andrews et al, 2002). This was a part of the self deterioration and aspirations of the aboriginal people in the melting-pot and intense environment of the intellectual life of Redfern. Moreover, this was also a response to the urgent need for the provision of accessible and decent health care services to the large and swelling medically uninsured Redfern aboriginal populations.
The aboriginal medical services are separate from the state government-controlled services and are controlled by the aboriginal communities through their elected board of directors (Blais & Hayes, 2011). Rigby et al (2011) pointed out that the approach of primary health care that Redfern adopted as well as the early ACCHS’s mirrored international aspirations and was innovative for appropriate, effective, accessible need-based health care with social justice and prevention focus
The National Aboriginal and Islander Health Organization (NAIHO), a national umbrella organization was foreshadowed in 1974 in Albury during a national meeting on the health of the aboriginal people, and in 1976 was established to promote the aboriginal community control principle in the health of the aboriginal people, to lobby for new service establishment and holistic approach (Australia, 2009).
From 1970 to 1978 saw the new establishment of ACCH in various parts of Australia to 12.however, was halted for the next 15 years due to the minimal government financial support (Atwal & Jones, 2009). In 1992, NAIHO was replaced by the new national umbrella organization, the national aboriginal community controlled health organization (NACCHO). The name change showed that the Torres Strait Islanders decided to campaign for themselves to establish their own organization (Australia, 1999).
There were 140 aboriginal health services funded by the Australian government by 2003/2004 of which 127 ACCH were operating in remote, rural, and urban areas (Blais & Hayes, 2011).
OAMS is a controlled health service by the aboriginal community providing primary and medical healthcare to the community. OAMS was established on 18th February 2005 and operates under one roof. In 2012, OAMS expanded its services to include outreach dental services to Cowra, Bathurst, and Parkes aboriginal communities, and in 2013 to outreach to Forbes (OAMS, 2014).
Interprofessional practice
The staff involved in the OAMS center include general practitioners, midwives, family and child health nurses, health workers, dentists, and doctors. Inter-professional practice according to (Harding, B., & VEA, 2003) is when more professionals learn from, about, and with each other to improve quality and collaboration in care. It is about the creation of environments where health professionals can learn about and from each other, and the focus should be on the patient, not the health professionals.
The inter-professional practice of indigenous health is very important because it is about preparing and modernizing the aboriginal health workforce in Australia for the challenges they will face in this 21st century. These include an aging population, chronic diseases, and a workforce trained in acute care. Another importance to the inter-professional practice to the indigenous health is because it will keep the workforce be updated with changes in technology that they currently experience. This is all about the organizational change of the entire aboriginal health systems, as well as the way the health professional thinks, manages, sees, and does (Andrews et al, 2002).
Cultural competent nursing care includes skills, attitudes, and knowledge that support the care of people from different cultures and languages (Blais & Hayes, 2011). Culture influences the health practices and also how the patient and the health care practitioner perceive illness. According to Rigby et al (2011), healthcare professionals need to be cognizant of the aboriginal culture such as the shared values and traditions, common genetic elements of the aboriginal people. For instance, a manifestation of disease, epidemiology, and medication effects on the aboriginal people. Similarly, health professionals should address attitudes, should be aware of how individual thinking and behavior is influenced by culture, and be aware of how to interact with the aboriginal people.
Health promotion
The services offered at OAMS included general health checkups, primary health care, adult health checks, family and child health checks, antenatal care, dental services, mental, alcohol, and drug health, home visits, transports services such as the ambulances, visiting specialists, and consultations (OAMS, 2014).
Community knowledge
The aboriginal cultures in Australia are diverse and complex. The aboriginal communities keep alive their cultural heritage by passing rituals, arts, knowledge, and performances to new generations through teaching and speaking, protecting their cultural materials, significant and sacred sites, and objects. Their history spans between 40,000 to 45,000 years ago (Blainey, 2006). At the time of the European settlements, the population of indigenous populations in Australia was estimated to be approximately 310,000 and 750,000 people (Australia, 2014). The aborigine society was organized into language groups of over a hundred, with some containing subgroups and of varying sizes. According to Australia (2010), each language group was characterized by common culture, territory, and language. Most of the groups also were semi-nomadic and traversed defined territorial areas of varying sizes from 500km2 to100, 000km2
Name
The aboriginal people call each other by their state (boundary name). Moreover, if an aboriginal person who is residing in a particular state may not be originally from that state, and will still retain his or her original state they came from (Blainey, 2006). The table below lists states and names
| STATE |
NAME |
| New South Wales |
Koor/Goorie/Koorie/Coorie/Murrri |
| Victoria |
Koorie |
| South Wales |
Nunga/Nyungar/Nyoongah |
| Western Australia |
Nyungar/Nyoongar |
| Northern Territory |
Yolngu (Top End), Anangu (Central) |
| Queensland |
Murri |
| Tasmania |
Palawa/Koori |
The aboriginal people also call themselves by their nation name. The table below lists the names by the nation
| NATION NAME |
AREAS |
| Bundjalung |
Grafton, Yamba, Gold Coast |
| Dunghutti/Thungutti |
Kempsey |
| Eora |
Sydney, La Perouse |
| Kamilaroi/Gamilaraay/Gomeroi |
Goondiwindi, Lightning Ridge, Tamworth |
| Tharawal/Dharawal |
Wollongong, Kiama |
| Wiradjuri |
Gilgandra, Dubbo, Wagga Wagga, Bathurst |
Elders
Australia. (2014) indicated that certain male members who are senior of a traditional language group may be initiated to be elders. They are selected based on their personal abilities such as compassion and bravery to be ritual leaders and also on their knowledge of the law. The elders’ roles are to provide leadership such as on education for the young, dispute resolution, and advising the marriage partners. Australia (2010) stated that in the traditional aboriginal communities, elders’ advice is usually unquestioned and heeded
Similarly, the elders have responsibility for spiritual matters, sacred objects, and in ritual performance and spiritual performance. They are the custodians of the law and to pass it to the generations down the line.
Customs
In the culture of the aboriginals, certain customs are performed by men and women separately. The aborigines have many different customs such as ceremonies, dances, songs, and music that were seen as central to the culture. For instance, performances of the dances, songs, and the decorations of the body, painting, and culture were seen as a way of preserving their culture and customs.
The aborigines also have rituals and ceremonies as part of their customs. some rituals according to Blainey (2006) are performed to ensure the continued existence of a species, and others for marking the life passage through important life stages such as puberty, marriage, and even death. Moreover, almost all dreaming stories are associated with particular locations and also to sacred objects. For instance, Australia (2014) observed that each adult must perform every year the “increase ceremonies” for his or her totem at the sacred sites to enable the release of the life force. This will make sure that the ongoing particular natural species supply which the individual is part.
Traditions and Beliefs
The land is the core of the aboriginal beliefs and their wellbeing. The land itself is not just minerals, rocks, and soil, but the whole environment that is sustained and sustains culture and people (Australia, 2010). Blainey (2006) pointed out that for the aboriginals in Australia, the land is fundamental to all spirituality and this association and the “country’s” spirit is key to the issues that are essential to the aboriginals
According to Australia (2014), the aboriginals of Australia were gathers and semi-nomadic, with each clan having designated territorial lands defined by geographic boundaries like lakes, rivers, and mountains. Therefore, they cared and understood their environments and are adapted to them. The national parks also contain important sites to the aboriginal communities like artworks and rock engravings.
Conclusion and personal reflection
The development of aboriginal health centers has developed and has come a long way. From my essay, I have learned that the aboriginal people are groups of people that embrace their culture, customs, and beliefs. As a person in the field of health, some of the strategies I can embrace and incorporate in my nursing practice are first, embracing interprofessional practices where other health professionals can share ideas on health matters for better service delivery to the patients. Secondly, another strategy is being competent in the aboriginal cultures and incorporates it into my nursing practice. This way, I will be able to understand my aboriginal patients, know how to handle them, understand their epidemiological trends, and also care for them appropriately.
The essay discussed Orange Aboriginal Medical Service (OAMS) and their services they provide to the aboriginal community. Aboriginal health service has a long history as discussed and its development up to the current level has been through many challenges and dedication of the aboriginal community for better healthcare. Embracing culture and inter-professional practice is beneficial for the health care providers for better nursing practice. Lastly, the essay explored the history of the aboriginal community.
References
Andrews, B., Simmons, P., Long, I., & Wilson, R. (August 01, 2002). Identifying and overcoming the barriers to Aboriginal access to General practitioner services in Rural New South Wales. Australian Journal of Rural Health, 10, 4, 196-201.
Atwal, A., & Jones, M. (2009). Preparing for professional practice in health and social care. Chichester, U.K: Wiley-Blackwell.
Australia. (1999). Inquiry into Indigenous Health: A discussion paper. Canberra: House of Representatives, Standing Committee on Family and Community Affairs.
Australia. (2009). A national Aboriginal health strategy. Canberra: Working Party.
Australia. (2010). Aboriginal people of New South Wales: Aboriginal Australia. Canberra: Published for the Aboriginal and Torres Strait Islander Commission by the Australian Govt. Pub. Service.
Australia. (2014). Indigenous Australia. Canberra: ATSIC.
Blainey, G. (2006). Triumph of the nomads: A history of aboriginal Australia. Woodstock, N.Y: Overlook Press.
Blais, K., & Hayes, J. S. (2011). Professional nursing practice: Concepts and perspectives. Boston: Pearson.
Harding, B., & Video Education Australasia. (2003). Indigenous health in Australia. Bendigo, Vic.: Video Education Australasia.
Orange Aboriginal Medical Service. (2014). Retrieved from http://www.oams.net.au/
Rigby, C. W., Rosen, A., Berry, H. L., & Hart, C. R. (October 01, 2011). If the land’s sick, we’re sick:* The impact of prolonged drought on the social and emotional well-being of Aboriginal communities in rural New South Wales. Australian Journal of Rural Health, 19, 5, 249-254.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Apr 23, 2023 | Essays |
- Compare the change in sales of subsidized vis-à-vis non-subsidized fuel between 2011 and 2012.
The subsidized fuel increased in sales in the years 2011 to 2012, from 41.7 million kilolitres to 44.96 million kilolitres. While the non-subsidized fuel decreased in sales from 22.91 million kilolitres to 19.92 million kilolitres.
b. Suppose that the quantity demanded of Premium petrol is 8 million kilolitres for Rp 14,500 per liter. For simplicity, assume that, before the cut in subsidy, Pertamina sold 28 million kilolitres of Premium. On a relevant figure, draw a demand curve for Premium petrol.
(i) Mark the prices and quantities before and after the cut in subsidy
(ii) Calculate the change in the buyer surplus.
Before cut in subsidy= 28 million buyers
After a cut in subsidy= 8 million buyers
Change in buyer surplus= 28-8= 20 million
Therefore, there was a reduction in buyer surplus by 20 million
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- Suppose that, before the cut, the government subsidy for Premium was Rp 3,000 per liter. Calculate the effect of the cut in subsidy on government expenditure.
In June 2013, the subsidized premium price rose to Rp 6500 from Rp 4500
Initially subsidized premium price= Rp 4500
New subsidizes premium price= Rp 6500
Cut in subsidy= (New subsidizes premium price- Initial subsidized premium price)
Rp 6500- Rp 4500= Rp 2000
Before the cut, the government subsidy for Premium was Rp 3,000 per liter
Initial subsidy= Rp 3000
Subsidy cut= Rp 2000
New subsidy= (Initial subsidy- Subsidy Cut)
Rp 3000- Rp 2000 = Rp 1000
Fuel subsidy removal will improve the budget of the government. Expenditure wise, the government will be having more rooms for various fiscal policies. The extra budget not used on subsidy will be re-allocated to various programs.
d. From the viewpoint of reducing government expenditure, which is better? Elastic or inelastic demand for petrol?
Elastic demand is whereby a slight price change results in a drastic change in demand for goods and products. On the other hand, inelastic demand is whereby a price change may have little or no effect on the demand of consumers. Petrol demand is quite inelastic because of few alternatives, and therefore price increase in petrol does no reduce its demand significantly. Therefore, from the viewpoint of reducing the expenditure of the government, inelastic demand is better because whether they subsidize it in small amounts or large amounts, there will be no change in demand.
e. How would the cut in subsidy effect:
(i) Taxi drivers
A cut in subsidies of fuel leads to a rise in the price of the fuel. The taxi drivers will have to pay more for the fuel they are using in their cars
(ii) Owners of taxi licenses
Because of the fuel price increase, they will have to receive low income from the taxi drivers they have employed. They can alternatively shift the burden to their customers and increase fare prices, but they risk losing their clients
(iii) Pertamina
Pertamina is the sole supplier of subsidized fuel in Indonesia, hence they enjoy the monopoly. Cut in subsidy may not have a significant effect on their sales because of the market power they enjoy. The consumers will have less choice, they will enjoy the market power and the demand will be inelastic
(iv) Shell
Shell, which is another alternative fuel supplier to Pertamina, may also not see significant changes in their sales. This is because they don’t sell subsidized fuels, to imply that their prices are higher than subsidized fuel being sold by Pertamina. A cut in subsidy also implies that subsidy is still being applied though in fewer amounts but is better than fuels that are not subsidized.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Apr 23, 2023 | Essays |
Introduction
In the world, there are still a few areas where there is no stigmatization of color. Most of the countries in Latin America have different policies and laws that are very helpful in preventing discrimination in relation to color of the skin. In most communities of Native America, Red-Black Cherokees were never accepted in tribes but those who had lighter skin colors were very welcomed (Richard & Stefancic, p17). Despite these occurrences in America, Asia takes lead in intense stigmatization of dark skin. For a thousand years, there has been discrimination of dark skin in India and they have been seen as untouchables. Even before the arrival of the Europeans in Japan, there was always stigmatization of dark skinned people. In accordance to the traditions of Japanese, a fair skinned woman remunerates seven blemishes. Mixed race births have been increasing largely in number and it has not made it easier for the off springs. The children from these marriages are never black enough or white enough for their people.
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Most women want to be just like men and do not put into consideration that feminism is all about equality for both men and women (Hooks p.11). Being a feminist does not mean one have to be angry and hate on men because one can be a friendly feminist. Feminism can be defined as a movement to bring sexism, oppression and sexist exploitation to an end. The feminism mission is all about the female rights and equality not anti-male. The major problem is sexism and people should know that both male and female from birth have made to accept sexist actions and thoughts. Women therefore are allowed to be sexist just as men. This however does not excuse male domination. Many reformist thinkers made a choice to emphasize on matters concerning the equality of all genders. The revolutionary thinkers were not willing to alter with the systems that were already available for they wanted more rights for women.
The many changes that was available in the economy of the nation, people losing their jobs, economic depression and many more opened doors for the citizens to come to terms with the gender equality notion in different workforces. When we look at reality concerning racism, it was very clear that most white men were very willing to put into consideration the rights of women as long as they were granted that those rights would purposely maintain and protect white supremacy. Skin color has affected job opportunities for many people all over the world. For example, female immigrants had no problem getting jobs. However, for Asian and black women had disadvantages because of color when compared to white immigrants. Some people choose workers according to color and type of hair. For example in 2014, in movie casting they wanted African-American girls for that post. The girls were ranked from A-D; where girls in group A were expected to have long hair and were to be very classy. B group was expected to have a lighter skin and have a good body. Those in group C were to have brown skin and a weave. Those from group D were taken as the lowest of all (Joseph-Dottin, p3).
Feminists who were also the reformists thought primarily focusing on equality in the workforce for men blocked the main foundation of the contemporary feminism. This is because it majorly focused on changes on the general restructuring of the society; to help the country be all anti-sexist. This caused most women more so the privileged white ones, to stop considering the visions of revolutionary feminists as they were receiving different powers. This happened after they started gaining economic power within social structures that already existed. When talking of abortion matters, women of all kinds of races, black or white have the privilege to access abortion that is safe. It does not matter where you are from but the safety of all women is the first priority. This however affects those from different class for example those from poor backgrounds. As much as they have the right to choose, sometimes these costs are too high for them (Hooks, p15).
The difference in class hierarchy has been an issue contributing to division of women for quite some time. Previously, the working class white women made recognition that there was presence in the hierarchy of class. As the movement of feminist continued, white women who were well educated was privileged enough attained the same power access just like their fellow males and this caused the struggle for feminist class to not be seen as important. The privilege whites got recognition from all corners inclusive of the media and the main issues that affected working class women were not in any case highlighted anywhere. These white women are the only ones who were able to air their problems and the rest of the women were forgotten just like that. Sexist oppression and gender discrimination is not the main reason that made privileged women from other races to stay at home, they stayed at home because the jobs that would be assigned to them are the same jobs they would have done even with lower skills. Elite women with very high education chose to stay at home instead of doing other kinds of work because they were paying very low despite their education.
White privileged women made it public about their ownership of different movements forgetting the other races that helped them come up with the movement. With their action and decision, they made poor white women, women of color in the followers’ position. They ignored all the other white women as well as the black women were heading the movement; they just took charge of it. They made it very clear that they were the owners whether or not they were present during its formation. They then overlooked race issues, gender discrimination cases in neocolonialism contemporary. The sexuality of men and women are very different. Men and women are not equal but the privileged white women are equal to these men. This shows how much power the privileged white women have over other races. This is why when they took over the movement, they became the talk of the town and no one else further paid attention to the real problems that other women have.
Women should support each other despite the race, class or religion. The fact that white women with privileges would choose to overtake an organization that is based on fighting on the rights of fellow women to focus on their own benefits is heartbreaking. These women despite their privileges should have used the spotlight they had to bring to the public on the issues affecting women out in the world. To everyone’s surprise, they used to the spotlight to gain recognition and made other founders of the movement followers. This is a clear indication of selfishness and for women to get the equality they need, they should stand strong and together to fight as one; in unity. Light women thinking or believing they are better than dark women should come to an end to bring the interests of women together.
Studies show that people of mixed race are in most cases put below white people but above black people. It even indicates that black women with dark skin suffer more in the sentences they are given in prison than those with lighter skin colors. 12000 Black women who had been imprisoned were sampled in a study between the year 1995 and 2009 in North Carolina. The results showed that the counterparts who had lighter skin colors received 12% less sentence on their time behind bars as compared to those with darker skins (Jill et al., p.254). The results indicated that those with lighter skins their color contributes to the reduction of their actual time in prison by up to 11%. A study in the University of Georgia indicates that most employees opt for black women with lighter skins than those with darker skins despite their work experience and qualifications.
Conclusion
Women should stand together and get what they want. They deserve so much better than being described as where a man gets his pleasures from. How can one use sex to describe another person? Coming up with movements to fight for their rights is a good idea. Whether black or white, light or dark we are all women so color does not really matter. People should appreciate the different diversities instead of treating people of color and black people differently. Privileged women who have the attention should wisely use that media spotlight to get other women what they need. Things like equality at their work places where men are treated as superior than them. Women need to grow together and the only way to acquire this is if they stand by each other and fight together to get their needs achieved.
Works cited
Anne Koedt. The myth of vaginal orgasm. New England Press791
Bell Hooks. Feminism is for everybody. South End Press Cambridge, 2010.
Delgado, Richard, and Jean Stefancic. Critical race theory: An introduction. NYU Press, 2017.
Tyissha Joseph-Dottin. Dark Skin Women vs Light Skin Women: Colorism Within Our Community, 2018.
Viglione, Jill, Lance Hannon, and Robert DeFina. “The impact of light skin on prison time for black female offenders.” The Social Science Journal 48.1 (2011): 250-258.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
