social or cultural ritual
Multicultural Management – Classical versus Modern
Use references attached and add 10 additional (ann
School of Social and Policy Studies (social work)
a longer, 1,000-word analysis of the representation of different ethnic or religious groups in the British media..
a. EITHER a discourse analysis of a news story engaging with issues of multiculturalism, diversity, race relations and cultural difference. You need two select two articles from different newspapers and analyse the way in which they cover the story by identifying its linguistic and ideological strategies.
Why Discourse Analysis? Discourse Analysis is a major qualitative research method in Media and Cultural Studies that seeks to uncover hidden, underlying ideological meanings and messages in media texts. It may serve as a useful methodological tool to develop students’ critical abilities in their analysis of representations of ‘race’, ethnicity and/or religion in the British media.
Aims of the assessment
• to familiarise students with a major research method in Media and Cultural Studies such as Discourse Analysis
• to encourage them to familiarise themselves with relevant research in the field
• to develop students’ analytical and critical skills in their analysis of media representations of ‘race’, ethnicity or religion.
• to develop skills of written presentation, with particular regard to structure and academic style
You should use the following as a rough guide for your work:
1. an introduction where you present your news item, your two sources, and your main thesis in relation to your analysis
2. a discussion of the methodologies involved in the collection, coding and analysis of your data
3. a discussion and interpretation of your findings in relation to critical scholarship and evidence drawn from your data
4. an appendix with copies of the articles analysed and a coding sheet
5. a bibliography of the references you have used in your work
Assessment Criteria: Discourse Analysis
• knowledge and understanding of discourse analysis as a research method and awareness of its appropriate use
• knowledge and understanding of research in the field
• evidence of analytical and critical skills in the analysis of media representations of ‘race’, ethnicity or religion
• a clear argument supported by evidence and appropriate use of citation and references.
Abbas, T. (ed.) (2005) Muslim Britain: Communities under Pressure. London: Zed Books
Alexander, C.E. (1996) The Art of Being Black: The Creation of Black British Youth Identities. Oxford: Clarendon.
Ali, N., Kalra, V. and Sayyid, S. (eds) (2006) A Postcolonial People: South Asians in Britain. London: Hirst.
Alibhai-Brown, Y. (2000) After Multiculturalism. London: Foreign Policy Centre.
Anthias, F., and Yuval-Davis, N., (1992) Racialized Boundaries: Race, Nation, Gender, Colour and Class and the Anti-racist Struggle. London: Routledge
Araeen, R. (1989) The Other Story: Afro-Asian Artists in Post-war Britain. London: Hayward Gallery.
Armstrong, K. (2001) Islam: A Short History. London: Phoenix.
Back, L. and Solomos, J. (2009) Theories of Race and Racism: A Reader. 2nd edition. London: Routledge.
Back, L. (1994) New Ethnicities and Urban Culture: Social Identities and Racism in Lives. London: UCL Press.
Baker, H. et al. (1996) Black British Cultural Studies: A Reader. Chicago & London: University of Chicago Press.
Bernadi, D. (2008) The Persistence of Whiteness: Race and Contemporary Hollywood Cinema. London: Routledge
Bonnett, A. (2000) White Identities: Historical and International Perspectives. Harlow: Pearson
Brah, A. K. (1996) Cartographies of Diaspora: Contesting Identities. London: Routledge.
Braham, P. et al. (1992) Racism and Anti-Racism. London: Sage.
Brown, A., et al., (eds.) (1999) Thinking Identities: Ethnicity, Racism and Culture. London: Palgrave
Brown, H., (ed.) White? Women: Critical Perspectives on Race and Gender. New York: Raw Nerve Books.
Byrne, B. (2006) White Lives: The Interplay of ‘Race’, Class and Gender in Everyday Life. London: Routledge
Clark, S.L. (2007) Religion, Media and the Marketplace. New Brunswick, N.J.: Rutgers University Press
Cottle, S. (ed.) (2000) Ethnic Minorities and the Media. Berkshire: Open University Press.
Davis, A. (2001) Women, Race & Class. London: Women’s Press.
Donald, J. (ed.) (1992) Race, Culture and Difference. Berkshire: Open University Press.
Dyer, R. (1997) White. London: Routledge.
Fenton, S. (2003) Ethnicity. Oxford: Polity.
Fryer, P. (1984) Staying Power: The History of Black People in Britain. London: Pluto.
Garner, S. (2010) Racisms: An Introduction. London: Sage.
Gillespie, M. (1995) Television, Ethnicity and Cultural Change. London: Routledge.
Gilroy, P. (1993) Small Acts: Thoughts on the Politics of Black Cultures. London: Serpent’s Tail.
Gilroy, P. (1993) The Black Atlantic: Modernity and Double Consciousness. London: Verso.
Gunaratnam, Y. (2003) Researching Race and Ethnicity: Methods, Knowledge and Power. London: Sage.
Hoover, S. (2006) Religion in the Media Age. London: Routledge
Huq, R. (2006) Beyond Subculture: Pop, Youth and Identity in a Postcolonial World. London: Routledge
Hyder, R. (2004) Brimful of Asia: Negotiating Ethnicity on the UK Music Scene. Aldershot: Ashgate.
Jacobson, J. (1998) Islam in Transition: Religion and Identity among British Pakistani Youth. London: Routledge.
Lewis, P. (2002) Islamic Britain: Religion, Politics and Identity among British Muslims. New edition. London : I.B. Tauris.
Lipsitz. G. (1994) Dangerous Crossroads: Popular Music, Postmodernism and the Poetics of Place. London: Verso.
Malik, S. (2001) Representing Black Britain: A History of Black and Asian Images on British Television. London: Sage.
Manzoor, S. (2007) Greetings from Bury Park: Race, Religion and Rock’n’roll. London: Bloomsbury.
Mason, D. (2000) Race and Ethnicity in Modern Britain. Oxford: Oxford University Press.
Modood, T. (2005) Multiculturalism, Muslims and Citizenship: European Approach. London: Routledge.
Modood, T. (2007) Multiculturalism: A Civic Idea. Cambridge: Polity.
Owusu. K. (1988) Storms of the Heart: An Anthology of Black Arts and Culture. London: Camden Press.
Owusu, K. (1986) The Struggle for Black Arts in Britain. London: Comedia.
Owusu, K., (ed.) (2000) Black British Culture and Society: A Text Reader. London: Routledge
Parekh, B. (2006) Rethinking Multiculturalism: Cultural Diversity and Political Theory. London: Palgrave Macmillan.
Poole, E. (2002) Reporting Islam: Media Representations of British Muslims. London: I.B. Tauris.
Poole, E. and Richardson, J. (eds.) Muslims and the News Media. London: I.B.Tauris.
Powell, R.J. (2002) Black Art: A Cultural History. London: Thames and Hudson.
Quraishi, M. (2005) Muslims and Crime: a comparative study. Aldershot: Ashgate.
Ramdin, R. (1999) Reimagining Britain: 500 Years of Black and Asian History. London: Pluto Press.
Ross, K. (1996) Black and White Media: Black Images in Popular Film and Television. Cambridge: Polity Press.
Song, M. (2003) Choosing Ethnic Identity. Cambridge: Polity.
Sharma, S. et al (1996) Dis-Orienting Rhythms: The Politics of the New Asian Dance Music. Zed Books.
Tate, S.A. (2009) Black Beauty: Aesthetics, Stylization, Politics. Aldershot: Ashgate.
Tate, S.A. (2005) Black Skins, Black Masks: Hybridity, Dialogism, Performativity. Aldershot: Ashgate.
Taylor, G. (2005) Buying Whiteness: Race, Culture and Identity from Columbus to Hip Hop, New York: Palgrave.
Tayob, A. (1999) Islam: A Short Introduction: Signs, Symbols and Values. Oxford: Oneworld.
Werbner and Modood, T. (1997) Debating Cultural Hybridity: Multi-cultural Identities and the Politics of Anti-racism. London: Zed Books.
Black Music Research Journal, University of Illinois Press
Race and Class, Sage
Race and Society, Elsevier Inc. (discontinued 2006)
Journal of Ethnic and Migration Studies
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In 500 words, apply the constructivist-intrepretive paradigm to the subject matter of the Mackenzie valley pipeline inquiry. Be sure to summarize the paradigm and make clear connections to the case study. Include a brief critical discussions of the value of this paradigm to understanding of the subject matter. DO NOT EXCEED 500 words (strict rule).
RELATE TO THE MATERIALS PROVIDED. DO NOT USE OUTSIDE SOURCES. BE FOCUSED AND CONCISE DUE TO WORD LIMIT. NO NEED FOR INTRODUCTION JUST GO STRAIGHT TO ANALYSIS OF THE TOPIC. AGAIN. ONLY USE THE MATERIALS PROVIDED.
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For Clear instructions please check the word document entitled "Instructions"
Thank you very much for your work on my pervious papers .. Here is another paper I want you to approach with the same way but I have changed the dimension. Please read my instructions.
I would like the writer to write me a paper about, " Empowering Knowledge Sharing Behaviors at Workplace through Internally Driven vs Externally Driven cultures" Please come up with interesting title than this one
Here is some information about the topic ..The writer should point out the knowledge sharing aspect through ?Internally Driven vs Externally Driven cultures" . Organizational culture has eight dimensions by Hofestede but in this paper I want the writer to focus on one dimension only which is " Internally Driven vs Externally Driven cultures " .
I want the writer to divide the paper to:
? Abstract ( I want a good abstract where the writer should explain broadly how is knowledge sharing is important for knowledge management in organizations. Also how organizational culture can affect positively or negatively on knowledge sharing. How knowledge sharing can help the competitiveness of a company etc, then start about explaining the Internally Driven vs Externally Driven cultures and its relation to knowledge sharing)
? Introduction (focus on knowledge sharing/ organizational culture/ the culture dimension by hofestde (Internally Driven vs Externally Driven cultures) then I need the writer to tell the reader about how is the paper is structured so the reader will know what to expect to read.
? Conceptual Definitions:
o Knowledge sharing behavior
o Organizational culture
o Organizational culture dimensions by Hofestde (generally but focus on defining Internally Driven vs Externally Driven cultures Literature Review:
o Hofestede?s cultural dimensions (Internally Driven vs Externally Driven cultures)
o Empowering Knowledge Sharing Behaviors Through Internally Driven vs Externally Driven cultures
? Theoretical Framework (Propositions)
I need you to explain more how an Internally Driven vs Externally Driven cultures can impact positively or negatively on knowledge sharing behavior. Try to identify which one of them is more supportive knowledge sharing and which one of them hinders the knowledge sharing.
Here is some work I have done ? but no completed:
2.1.1 INTERNALLY DRIVEN VS EXTERNALLY DRIVEN:
In internally driven culture, employees pay a lot of attention to business ethics and honesty and they distinguish their tasks to the outside world and they know what is good for the customers (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010). Therefore, in this culture employees are most likely to meet to discuss their ideas of what they believe is good for their customers. Thus, we assume that employees are willing to share their knowledge if they believe that it could contribute to providing what is best for their customers.
By contrast, an externally driven culture focuses on on customers? satisfaction and customers? requirements. They also value results and they demonstrate more of pragmatic view, rather than an ethical one (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010). This culture focuses on the customer input rather than the employees input. For example, the employees may ask the customers about their opinion about the services through surveys, interviews and so on in order to tailor the services to the customers? requirements. In this case employees communicate directly with the customers and we could assume that this culture could hinder knowledge sharing among the employees.
Internally driven vs Externally driven
? In internally driven culture where there indirect contact with customers this will affect positively on knowledge sharing.
? In externally driven culture where there is direct contact with customers this will affect negatively on knowledge sharing.
? References (Only scholarly journals ? please upload all the journals used so I can keep it as prof and I can check the cited ideas for the assignment ? just add it all to one folder and then upload it in a zip file)
Below is something I wrote for my pervious assignment when I wrote about all the hofestde?s dimensions:
?Hofstede and Bond (1984) note that, organizational culture dimensions are diverse and cover several aspects of employee behavior (including their psychological processes); but similarly, they note that, organizational culture also covers certain aspects of the business environment, such as the social, political and economic functioning, to create a group synergy for success.
Besides his interest in national culture, Hofestede also examined organizational culture in which he developed six (6) key dimensions as such: (1) process vs results oriented, (2) job versus employee oriented, (3) professional vs parochial, (4) close vs open, (5) tightly controlled vs loose, and (6) pragmatic vs normative (Hofstede,1990; Hansen,2003). In 2010, Hofstede collaborated with another theorist Bob Waisfisz and therefore they came up with six autonomous dimensions and two semi-autonomous dimensions (Hofstede, Hofstede & Minkov,2010). This study will be based on Hofstede?s dimensions after the development and the collaboration with Waisfisz.
The first type of organizational culture is ?means oriented vs goal oriented?this dimension among the other six autonomous dimensions is very much linked with the organization effectiveness. In a means oriented culture people are more concerned about how the work should be carried out. In a very means oriented culture people perceived to avoid taking risks and they will only exhibit a limited effort in their jobs and their work life is routine (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010). In contrast, in goal oriented culture people are more concerned about what should be achieved. Therefore, in goal oriented culture people are concerned about the results even if it involves risk taking even if those risks were big (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010).
The second type of organization cultural dimension is the ?Internally driven vs externally driven?. In a very internally driven culture employees are concerned about business ethics and honesty and they recognize their tasks to the outside world and they know what is good for the customers as well as the world at large (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010). Whereas, in a very externally driven culture the only stress is on customer?s satisfaction and meeting the customer?s requirements; in addition to results are also considered to be crucial. In this culture people exhibits more of pragmatic than an ethical attitude. This dimension is different from ?means vs goal oriented? because in this situation it?s not about the impersonal results but it?s about the customer satisfaction (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010).
The third type of organization cultural dimension is the ?Easy going work discipline vs strict work discipline?. This dimension refers to the extent of the organization internal structuring control and disciplineIn very easy-going culture there is a loose internal structure and low level of predictability and little control and discipline. Therefore there is high level of creativity (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010). On the other hand, In a very strict work discipline the internal structure is fixed and there is a high level of predictability and high level of control and discipline. People in this culture are very cost conscious, punctual and serious (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010).
The fourth type of organization cultural dimension is the ?Local vs professional?. In a local culture employees are identified with the boss and or the unit in which she/her works. In a very local culture employees are directed in a very short-term basis, and they are internally focused. In addition, they have a strong social control that they should be like everyone else (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010). In contrast, in a professional culture employees are identified by their profession and what they do. In a very professional culture, employees are directed in a long term basis (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010).
The fifth type of organization cultural dimension is the ?Open system vs closed system?. This dimension refers to the openness and the accessibility of an organization. In a very open system culture newcomers are welcomed and employees are open and friendly to both insiders and the outsiders. In this culture employees believe that almost anyone can fit the organization (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010). In contrary, in a very closed culture newcomers aren?t welcomed and it is very difficult for them to enter the organization. Employees in this culture are usually closed and reserved with both insiders and outsiders (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010).
The sixth type of organization cultural dimension is the ?Employee oriented vs work oriented?. This dimension is related to the management philosophy itself. In a very employee oriented culture employees feel that their personal problems are taken into consideration. In addition, in this culture the organization takes responsibility towards the happiness and the well-being of its employees even if this is at the work expense (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010).Conversely, in a very work oriented culture employees don?t feel that management take their personal problem into account. There is a high pressure on employees to perform the tasks event if it is at expense of employees (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010).
The first type of the two semi-autonomous dimensions of organization culture is the ?Degree of acceptance of leadership style?. This dimension refers to which degree of the employee?s direct boss is being associated with the employee?s preferences (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010). ?The fact that people, depending on the project they are working for, may have different bosses doesn?t play a role at the level of culture. Culture measures central tendencies (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010)?.
The second type of the two semi-autonomous dimensions of organization culture is the ?Degree of identification with your organization?. This dimension refers to the degree of the employee?s identification of the organization as a whole. Employees are able to identify and recognize the different aspects if the organization. Therefore, there is a possibility that employees feel strongly connected with the internal goals of the company, with the client, with one?s own group and or with one?s direct manager and with the whole organizations. But it is also possible that employees don?t feel strongly or unable to identify or get connected to any of these aspects (Hofstede, G.et al, 2010; Hofstede, G. & Waisfisz, B., 2010).?
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1) Only I need the second paragraph and conclusion.
2) The sources required is 2 , one of them book should be published after 2002, the second article should be published after 2007.
3) All of them should be academic, and available to pick.
4) You should give general reason and 2 specific reasons. I need evidence for each.
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You’ll read detail of Chief Justice John Robert’s decision and why it is historic. The “What the Affordable Care Act Means” chart is very informative in helping understand the intricacies of the act. And finally, as with any political decision there is room for debate and improvement and discussed in “And Now, How to Improve Obamacare” and "Doctor Shortage."
Here are this week’s guiding questions:
•Given what you have learned about the history of health care in the United States (particularly inequalities in access to quality health care), why is this act so historic?
•What are the issues with the constitutionality of the individual mandate in the act? Why did Chief Justice Roberts rule that it is constitutional?
•What are some of the recommendations for improving the act?
•Given YOUR social location (age, health, family size/structure etc.), how does this act impact you?
•What are you ultimate thoughts and opinions on the act?
ps: this is a blog entry, give a reflection essay on your opinion, and also include 5 comment of your own separate from the essay paper. list the comment so i know which is which.
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