Reservation to Resurgence-Contemporary Context Essay

Reservation to Resurgence-Contemporary Context - Essay Example Upon establishment of the USA, the ruling political class agreed to civilize the Native Americans, voluntarily or through force, to enhance their assimilation as citizens of the USA (Treuer 44). At the beginning of the 20th century, there were an estimated 250,000 Native Americans; this represented 0.3% of the total USA population. They lived in reservations where they experienced minimal level of self government. During the 19th century, they were deprived a huge portion of their land through succession of treaties, which the white authorities mostly ignored, and also through the military actions of the USA as it increased control in the American west. In 1831 John Marshall, who was the Chief Justice, tried to define the status of the Native Americans. He illustrated the Indian Tribes as Domestic Dependant Nations. Marshall recognized the uniqueness of the American Indians because they are both independent nations and part of the USA (Edward 23). As from 1887 to 1933, the federal policy enhances the assimilation of the Native Indians into the mainstream society of the USA. This policy was explained in the Dawes Act of 1887. The act decreed that the Indian Reservation land should be divided into plots, and given to each Native American. This policy was enhance by the Supreme Court decision in 1903 (Lone Wolf v. Hitchcock) that Congress can dispose Indian Land without obtaining consent form the Indians involved (Francis 12). The Citizenships Act in 1924 gave US citizenships to Native Americans; this was seen as a success of the policy on assimilation. The current legal status in the USA recognizes 562 tribal governments. The federally recognized tribal governments have the right of establishing their governments, enforce laws within their jurisdictions, create tax policies, formulate membership criteria, license activities like business, exclude and include persons in their territories

John Rocker :: essays research papers

"Imagine having to take the (No.) 7 train to (Shea Stadium) looking like you're (in) Beirut next to some kid with purple hair, next to some queer with AIDS, right next to some dude who got out of jail for the fourth time, right next to some 20-year-old mom with four kids. It's depressing. "The biggest thing I don't like about New York are the foreigners," the 25-year-old Georgia native said. "You can walk an entire block in Times Square and not hear anybody speaking English. Asians and Koreans and Vietnamese and Indians and Russians and Spanish people and everything up there. How the hell did they get in this country?" These were the words spoken from Atlanta Braves Pitcher John Rocker in a December issue of Sports Illustrated. Those powerful lines are what people are chatting over. "Should we forgive him, or should we throw him in jail"? Those are only a couple opinions that are swirling around on what Major League Baseball should do. I, in no way agree with what Mr. Rocker is saying, however he is being treated is fair. In order to fully understand where Mr. Rocker was coming from, we have to go back to the MLB Playoffs. The Cinderella New York Mets take the Braves into extra innings in the 5th game of the National League Playoffs. In comes John Rocker, bursting with energy to try and shut the Mets down and take the Braves to the World Series. The Mets had other ideas and laced a couple base hits off Rocker, which eventually lead to the homerun that ended the game. Then when the Braves made it to the World Series, Rocker faced more harsh words from the New York Yankee's fans. The yelling and objects cascaded down from the stands whenever Rocker was out there. This threw his game off, and once again the Braves got beat in the series 4 - 0. So What? The fans where not very affectionate to Rocker, that's their job. Rocker should be able to deal with it like a true sportsman. He had to turn around and offend every human that is not like him. Was it wrong? Yes. Did he apologize? Yes, at least a dozen tim es, but to some ethnic groups that have been wronged like this for hundreds of years, this is what they have been dealing with. 	 As the people's outrage became more evident, Bud Selig, the commissioner of MLB, got involved.

Positive Organizational Scholarship Essay

Positive organizational scholarship is an emerging discipline in organizational behavior and is about positivity in organization. The need for it emerged to bridge the gap between moral and rational objectives. It is not a new science, it is the new way of looking at things, it’s like you have just changed your glasses. In today’s world, society is facing extremely tough challenges in the form of global warming, natural disasters, economic recession, unprecedented homelessness, terrorism and the draining continuation of war. So at this moment of extreme negative happenings and uncertainty, what is needed to be emphasized and brought up is positive. With all this sadness and horror, where in the world does a science based on testing happiness, wellbeing, personal growth and ‘the good life’ ? t into the modern-day agenda? So, Positive psychology; is the study of topics such as happiness, optimism, personal growth and subjective well being. It promotes the factors that allow the groups and communities to thrive or flourish. At the current stage in this world of negativity, positive psychology focuses on positive experiences at three time points a) past centering contentment; b) present focusing current happiness c) future including optimism and hope. We should know that what a good life is ? Aristotle and Plato used to believe that when people carried out a virtuous life they would become authentically happy. The happiness are of two types in positive psychology according to Seligman, one is hedonic happiness which is high level of positive affect and low levels of negative effect, in addition to high subjective life satisfaction. See more: how to start a scholarship essay Other is eudemonic wellbeing which focuses more on creation of meaning and purpose in life. (Hefferon & Boniwell, 2011) A science of positive subjective experience, positive individual traits, and positive institutions promises to improve quality of life and prevent the pathologies that arise when life is barren and meaningless. The model of Seligman of Positive psychology is divided into three parts: The pleasurable life, the good life, and the meaningful life. The â€Å"pleasurable life† is about things like shopping, eating, drugging, meaningless sex, etc. The research is finding that having more pleasures does not increase life satisfaction. The â€Å"good life† as defined by Seligman is about understanding and using one’s core strengths/virtues in work and love and play. He, in conjunction with Chris Peterson, developed a VIA Signature Strengths Survey found that Having a life of high absorption does correlate to life satisfaction measures according to Seligman. Lastly, the â€Å"meaningful life† is when a person uses his/her strengths for the purpose of something larger than him/herself. Choosing to live a life of faith, purpose, meaning, correlates to life satisfaction measures. Marty also sees this aspect of his model directly related to Positive Institutions—those organizations that promote positive character development and/or meaning. He’s mostly focused on non-profits and religious organizations but others are applying it to for-profit organizations. (Seligman & Csikszentmihalyi, 2000) An approach that is positive to selection, development, and management of human resources in organizations has been emphasized by both scholars and professionals over the years. A wide variety of positively oriented high-performance work practices in placement, compensation, and motivation and their underlying strategies, structures, and cultures have also been extensively studied and supported for their contributions to organizational performance and competitiveness. Research and consulting by the Gallup Organization also supports the importance of positive, strength-based organizational cultures and human resource practices . (Buckingham & Clifton, 2001). For example, factors such as effective selection and placement practices that capitalize on employees’ talents, clear and aligned goals and expectations, social support and recognition, and opportunities for growth, development, and self actualization have been found to significantly contribute to employee engagement, customer satisfaction, and ultimately organizational profitability and growth(Harter, Schmidt, & Keynes, 2003) On the academic side, the positive organizational scholarship or POS movement has been instrumental in providing macro-level scholars with a conceptual framework for organizing and integrating their research on positive organizations (Cameron et al. , 2003). Positive refers to the elevating processes and outcomes in organizations. Organizational refers to the interpersonal and structural dynamics activated in and through organizations, specifically taking into account the context in which positive phenomena occur. Scholarship refers to the scientific, theoretically derived, and rigorous investigation of that which is positive in organizational setting. (KIM S. CAMERON & CAZA, 2004). Positive organizational scholarship (POS) is considered an alternative approach to studying organizations; it is argued that POS plays a critical theory role in contemporary organizational scholarship. By using essays on critical theory in organizational science to consider POS research, and drawing from the principles of Gestalt psychology, it is argued that the important distinctions between POS and traditional organizational scholarship lie in POS’s emphasis on positive processes, on value transparency, and on extending the range of what constitutes a positive organizational outcome. In doing so, it is concluded that the primary contribution of POS is that it offers an alternative to the deficit model that shapes the design and conduct of organizational research. (Caza. & Caza. , 2008) There are several reasons that exist for the neglect of positive phenomena in organizational science. They include a) Lack of valid and reliable measuring devices b) the association of positivity with uncritical science c) the fact that negative events have greater impact on people than positive events(Baumeister, Bratslavsky, Finkenauer, & Vohs, 2001) The first reason for the neglect towards POS concerning measurement and instrumentation, most positively focused at work up to now has been at the psychological level. For example only surveys had been used up till now for finding out anything related to it. Most scholarly work in POS has been conceptual and definitional rather than empirical. Little empirical work has been published. (Cameron, Dutton, & Quinn, 2003). The article by Losada and Heaphy uses a model to estimate team effectiveness. Communication patterns in 60 top management teams were observed and coded in day long strategic planning sessions. The ratio of positive to negative communication was ranging among high, medium and low performing teams. Positive teams performed significantly better Similarly Cameron, Bright and Caza’s study in which they surveyed organizations across a number of industry types, and eventually they found out that the organizations scoring higher on virtuousness had a better performance than the other ones. The second reason to the neglect towards POS is that the topics related to it have sometimes been associated with non scholarly prescriptions. Hope and optimism for example have been interpreted as wishful thinking. POS uses the word scholarship to identify its scientific and theoretical foundations. It is committed to documenting, measuring, and explaining usually positive human experiences in organizations. The third reason for the dearth of POS illustrated by Baumeisteret et al’s concluded that the events that are negative for example losing money or receiving criticism will always have a greater impact on the individual than the positive events such as winning money or receiving praise. Many good events can overcome the psychological effects of a single bad one. In case the numbers of good and bad events are equal then the psychological effects of bad ones always outweigh the good ones. This tells us that the neglect of problems and challenges might threaten the survival of individual. And the neglect of positive might only result into regret or disappointment. (KIM S.  CAMERON & CAZA, 2004) Identifying the factors that lead to joy and happiness, hope and faith, and â€Å"what makes life worth living† represents a shift from reparative psychology to a psychology of positive experience. Similarly, Positive organizational scholarship examines the positive side of organizational performance. It investigates positive deviance, or the ways in which organizations and their members flourish and prosper in especially humane and extraordinary ways. It investigates virtuous elements in organizations such as compassion, forgiveness, dignity, respectful encounters, optimism and positive effect, integrity, and wisdom. This emphasis parallels a new movement in psychology that is shifting from the traditional focus on illness and pathology (e. g.  , deviancy, abnormality, and therapy) toward a positive psychology that focuses on human strengths and virtues. (Dinnah Pladott, 2003) Pos is concerned with understanding the integration of positive and negative conditions. Positive Organizational Scholarship (POS) and Positive Psychology are focused on understanding the conditions and processes that explain flourishing. What differentiates POS is an explicit interest in understanding and explaining flourishing in organizational contexts (including individuals, groups, units and whole organizations). Flourishing refers to being in an optimal range of human functioning and is indicated at the individual level by goodness, generatively, growth and resilience. At  the collective level of groups and organizations, flourishing may be indicated by creativity, innovation, growth, resilience, thriving virtuousness or other markers that a collective is healthy and is performing in an â€Å"above normal† or positively deviant range. POS also focuses on the development of individual, group and collective strengths that represent forms of individual and collective excellence. POS unites existing domains of organizational inquiry focused on flourishing. This includes work on flourishing indicators such as creativity, engagement, flow, growth, health and well-being, as well as contributors to flourishing that consider features of the organization, group and job contexts.

Adamac Inc - 1099 Words

ADAMAC INC. Academic Honesty Verification I verify this document was prepared in accordance with my signed Academic Honesty Statement. This document was prepared by me specifically for ENTR 3140 and no other course. The thoughts, ideas and writing in this report reflect my work and my work only unless I have properly attributed credit to other sources. ____________________________________ ___________________ Signature Date Critical Issues * Adamac Inc. has grown significantly to a point where the organization is unable to meet current demand and is struggling to maintain their position as a quality producer in the unstable manufacturing industry. * Adamac Inc. has the opportunity to purchase new equipment that will†¦show more content†¦A down payment of $70,000 would be required, and a first year interest payment of $45,370 (Exhibit 9). It is expected that the two machines would run at 40% capacity bringing in incremental revenue of $613,225, and incremental operating income of $234,855. The cost breakdown structure and the incremental gains for the laser cutter and water cutter can be seen in Exhibit 10. The ROI at 40% capacity is 33.80% (Exhibit 5), which is well above the banks lending rate. The payback period at 40% capacity is the lowest of all options at 3 years (Exhibit 6). With a score of 30, this option scored the highest against the decision criteria (Exhibit 7). This is largely due strongest cas h flow, highest ROI, and emphasis on maintaining a high quality product and excellent costumer service. Recommendations Adamac should go ahead with the expansion plan to purchase a new laser cutter and water jet. The two machines should be purchased as soon as possible. Together the two machines offer the best incremental revenues, and have the shortest payback period, and highest ROI. The Down payment of $70,000 will be taken from net earning last year, and a Loan for $630,000 amortized over 4 years will be required. Adamac will no longer rely on outsourcing to competition allowing them focus on what they do well, providing a quality product with superior customer service. Exhibit 1 – SWOT Analysis Strengths * Customer service * Quality producer * Diverse group of clients *Show MoreRelatedAdamac Inc.3031 Words   |  13 PagesADAMAC  Inc. An  Analysis  of  Production  and  Cost  Theory Group  III Osvald Ronald David Tjahjo Agenda †¢ †¢ †¢ †¢ Company’s  Overview Current  Issues Case  Analysis Recommendation 2 Overview  of  Adamac Inc.   †¢ Provide  services  of  jet  cutting  (laser,  water  jet,   wire)  built  by  Ryan  Olliver and  Ben  Watts,   previously  worked  for  Perts †¢ Adamac was  built  with  an  objective  to  provide   more  efficient  and  higher  customer  service †¢ Adamac had  started  with  used  water  jet,  used   laser  cut  machine,  and  wire  cutter  machine