Use of Symbolism In Ralph Ellisons Invisible Man Essay

Ralph Ellison uses several symbols to emphasize the narrator’s attempt to escape from stereotypes and his theme of racial inequalities in his novel, Invisible Man. In particular, the symbolism of the cast-iron is one that haunts the narrator throughout the book. Ellison’s character discovers a small, cast-iron bank that implies the derogatory stereotypes of a black man in society at the time. From its â€Å"wide-mouthed, red-lipped, and very black† features, to its suggestion of a black man entertaining for trivial rewards, this ignites anger in Ellison’s narrator. The cast-iron bank represents the continuous struggle with the power of stereotypes, which is a significant theme throughout the novel.1 The bank plays a significant role in the book†¦show more content†¦The narrator is so frustrated that he breaks the bank into small pieces. However, when he tries to discharge the small pieces, he cannot seem to do this. This is significant because ità ¢â‚¬â„¢s as if this stereotyping has become a part of him although he has so much hatred for it. The â€Å"big, red-lipped negro† summarizes exactly what the Invisible Man is trying to escape; the established prejudice of the early american white society. At the time, being black generalized a person into a single group. Where a white person could be a highly educated, smart lawyer or could simply be a homeless person on the street, however, if one was black, one was black, and nothing more. The Invisible Man tries to defy that stereotype by distinguishing himself. From writing the speech that gets him the scholarship to the University, to joining the Brotherhood for the sake of black progressiveness. He constantly tries to break free of the bigotry and stereotyping that confines him in the eyes of the white society. As he tries to escape the racism that surrounds him, he realizes that he is an Invisible Man, and will amount to nothing more than any black person walking down the street. The piece of early Americana represents his inability to escape the deeply-instilled bigotry in white society.2 Even though few white households in the north at the time would have had something as racist as the coin bank, and so plainly in sight, the Invisible Man isShow MoreRelatedThe Tone and Style of Ralph Ellisons Battle Royal Essay963 Words   |  4 PagesA short analysis of the major theme found in Ellison’s Battle Royal, supported by a literary criticism dealing with the tone and style of the story. Introduction: Ralph Ellison’s short story, Battle Royal, is mainly an account of the African American struggle for equality and identity. The narrator of the story is an above average youth of the African American community [Goldstein-Shirlet, 1999]. He is given an opportunity to give a speech to some of the more prestigious white individuals. HisRead More Invisible Man Essay: Tone and Language966 Words   |  4 PagesTone and Language in Invisible Man      Ã‚  Ã‚  Ã‚  There are not many novels that can produce such a feeling of both sorrow and jubilation for a character as Ralph Ellisons Invisible Man. There is such a wide range of emotions produced by the novel that it is impossible not to feel both ways. Invisible Man is a wonderfully well written novel about an African American living in pre civil rights America. The novel is an excellent example of a bildungsroman, a character finding himself as the story progressesRead MoreThe Struggle for Equality and Identity in Ralph Ellisons Battle Royal915 Words   |  4 PagesRalph Ellison’s short story, Battle Royal, is mainly a description of the African American struggle for equality and identity. The narrator of the story is an above average youth of the African American community [Goldstein-Shirlet, 1999]. He is given an opportunity to give a speech to some of the more prestigious white individuals. His expectations of being received in a positive and normal environment are drastically dashed when he is faced with the severity of the process he must deal with inRead More The Search for Identity in Ralph Ellison’s Invisible Man Essay1107 Words   |  5 PagesThe Search for Identity in Ralph Ellison’s Invisible Man It is through the prologue and epilogue, that we understand the deeper meanings of Ralph Ellison’s Invisible Man. The prologue is essential, laying down a foundation that allows us to understand the meaning and reason behind the symbolism and relevance of events the that follow. The prologue allows us to understand the extent and level of intensity the novel is trying to achieve. Acting in the same way, the epilogue further illustratesRead MoreAnalysis Of Ralph Ellison s Battle Royal 990 Words   |  4 PagesSebastian Arroqui Professor Madden English 1102-217 October 21, 2015 â€Å"Battle Royal† By Ralph Ellison: Racial Symbols Ralph Ellison’s â€Å"Battle Royal† is an excerpt from his book Invisible Man, and throughout out this short story Ellison tells a great story about a nameless boy. The story starts off with the narrator speaking about the life of his grandfather, and how he led people to freedom after the Civil War because he thought they were spate but equal. He tells us that later his grandfather livedRead MoreColor Symbolism, The Invisible Man, By Irving Howe1584 Words   |  7 Pages Color Symbolism In The Invisible Man Lucinda Gainor As described by Irving Howe in his 1952 review of Ralph Ellison’s Invisible Man â€Å"This novel is a soaring and exalted record of a Negro s journey through contemporary America in search of success, companionship, and, finally, himself;†. Invisible Man paints a portrait of self-discovery through a narrator who journeys through the dialects and microaggressions of American Multiculturalism. Displaying an Alternate Universe whereRead MoreAnalysis Of The Invisible Man By Irving Howe1584 Words   |  7 Pagesolor Symbolism In The Invisible Man Lucinda Gainor As described by Irving Howe in his 1952 review of Ralph Ellison’s Invisible Man â€Å"This novel is a soaring and exalted record of a Negro s journey through contemporary America in search of success, companionship, and, finally, himself;†. Invisible Man paints a portrait of self-discovery through a narrator who journeys through the dialects and microaggressions of American Multiculturalism. Displaying an Alternate Universe where obvious symbolism isRead MoreThe Narrator Of Invisible Man942 Words   |  4 PagesThe narrator of Invisible Man was subjected to the racism that was prevalent in New York City in the 1950’s. This â€Å"invisible man† is called such because he is an African-American male, and is looked down upon by the rich white citizens. The narrator, who is nameless to maintain the characteristic of invisible, is subject to a kind of Hero’s Journey of his own, in which he is kicked out of his college by the president of the college, wh en â€Å"he discovers that the president he admired humbly is a cynicalRead MoreRalph Ellison Battle Royal Short Story Analysis819 Words   |  4 PagesThe civil war ended slavery but African Americans still suffered from racism. Ralph Ellison touches on this topic in his short story â€Å"Battle Royal† which portrays the life of a young African American post-civil war. Before the narrator in Ralph Ellison’s â€Å"Battle Royal† was an â€Å"invisible man† he was a young African American who had to deal with oppression in order to survive in his modern time. Ralph Ellison uses symbolism, metaphors, and imagery in â€Å"Battle Royal† in order to enhance the portrayal ofRead More The Symbolic Briefcase in Ralph Ellison’s Invisible Man Essay964 Words   |  4 PagesThe Symbolic Briefcase in Ralph Ellison’s Invisible Man The narrator of Ralph Ellison’s Invisible Man is the victim of his own naivetà ©. Throughout the novel he trusts that various people and groups are helping him when in reality they are using him for their own benefit. They give him the illusion that he is useful and important, all the while running him in circles. Ellison uses much symbolism in his book, some blatant and some hard to perceive, but nothing embodies the oppression and deception

Middle Managers - 1322 Words

Middle Managers Middle management is the intermediate management of a hierarchical organization, being subordinate to the senior management but above the lower levels of operational staff. Operational supervisors may be considered middle management or may be categorized as non-management staff, depending upon the policy of the particular organization. Middle management may be reduced in organizations as a result of reorganization. Such changes include downsizing, delayering and outsourcing. The changes may be made in order to reduce costs, as middle management is commonly paid more than junior staff, or the changes may be made to make the organization flatter — empowering the employees and making the organization more innovative and†¦show more content†¦For customers who need to communicate with us in other languages we can arrange for a telephone interpreter. In addition we can arrange a range of face-to-face communication support such as British Sign Language interpreters. Equality Monitoring Equality monitoring is the process used to collect and analyse data about people’s backgrounds to help us understand if our equality policies and plans are working and if we are treating people fairly. The purpose of equality monitoring is to help us to identify equality risks and prevent inequality. This information also helps us to understand the impact of our decisions on different people. We gather a range of diversity information from and about our staff and customers because we are required to gather this information to comply with the law. We gather a range of diversity information including age, disability, gender, race, sexual orientation, religion and belief. We use this information to improve our services and ensure that we are a fair and inclusive organisation. Equality Impact Assessments Equality impact assessment (EIA) is the term that describes the process of assessing the possible or likely consequences of a proposed or revised policies or practices. The Council carries out equalityShow MoreRelatedPower Strategy for Middle Managers5528 Words   |  23 PagesChapter 6 POWER STRATEGIES FOR MIDDLE MANAGERS David P. Boyd Northeastern University Timm L. Kainen University of Massachusetts Lowell Copyright 2005: Global Scholarly Publications. All rights reserved. POWER STRATEGIES FOR MIDDLE MANAGERS David P. Boyd Timm L. Kainen Introduction Read MorePrivate And Public Middle Managers1890 Words   |  8 PagesIn the corporate world, both private and public middle managers are the most critical assets to any organization. As managers and leaders of an organization, they are expected to be strong and assertive to act decisively with strong decision-making skills. 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Managing Generational Diversity Workplace â€Myassignmenthelp.Com

Question: Discuss About The Managing Generational Diversity Workplace? Answer: Introduction The following report is based on the action plan to resolve the issues related to racial discrimination that often arise in the workplace. One of the most difficult aspects of racial discrimination is that it could often take place in the workplace entirely undetected. There are many instances where an organization could show some discriminatory intent. It is observed that racial discrimination in the workplace could bring its ugly head in several forms and some of them can be obvious. Thus, to deal with such issues, the present report provides an action plan consisting of issues, objective to resolve the issues and action points. The action plan is expected to resolve the issues as each method is justified with appropriate action point. Eventually, to measure the outcome, appropriate action points have been provided. Background to the issues It has been identified that one of the most difficult elements of racial discrimination at work is that it could take place wholly undetected. It has been observed that racial discrimination is referred to the practice of treating individuals in a different way due to their race, cultural norms or color. It is also observed that racial discrimination also encompasses the discrimination based on the skin color. As put forward by Angeline (2011), the discrimination in terms of race could occur if an individual is treated on their association with the organizational members of another race. Such discrimination could take place directly, such as when an organization intentionally targets a particular member of a racial group. For example, when a seemingly neutral employment policy tends to exclude minorities for a reason that is not related to their job. Racial discrimination is certainly against the law to discriminate any individual in the workplace due to their actual or perceived rac e. It is observed that employees should be protected from the discrimination at all stages of employment including workplace terms and condition, dismissal and recruitment. The following are some of the issues related to racial discrimination. Hiring/Firing/ Promotion- I an individual applies or a job for which she/he has experience as well as excellent qualification but the individual is not hired due to some organizations long-term clients are not comfortable dealing with a person who is culturally or racially different from others. Hence, the organization could lay off the individual because of the cutback as well as recognition whereas another white individual with the less qualification grab the position. Hence, the individual has probably served for many years for the organization but she/he did not receive the adequate the benefits. Pay- Some organizations have been observed to be discriminating people even in the recruitment phase. For example, the company publishes the information related to job vacancy and people come for the interview. A skilled individual performs well and deserves the position butt a white project manager with similar work experience has recently been hired and he is paid higher than first individual. Women and girls- It is observed that the experience of women and girls elaborate the nature of discrimination. In many places, despite the existence of laws, the women are treated as the second-class citizens. In some of the workplaces, the organizations made some rules in-terms of dresses code. Some women usually prefer to wear the dresses of their own choices such as Burqa, scarf and other preferred dresses. Due to the organizational rules and ethics, those employees are treated differently- they have to wear the dresses recommend by the organization or they are victims of social discrimination. As put forward by Bobbitt-Zeher (2011) discrimination is not referred to a lack of equality, rather it actually perpetuates the damage. It is observed that when the state dismisses the violence against women as the private or domestic matter, it certainly sends a clear message that threat or violence against women is condoned. According to Angeline (2011) discrimination against women is oft en made worse when they belong to more than one disadvantages group of their income, race, ethnicity, sexual identity, religion, class and others. Physical and emotional impact- Exclusion or the rejection directed to the individual by others for reasons that the individual does not have any control of the cause. It could result in anxiety, sadness, depression and the feeling of guilt. The employees who work in such organizations tends to go through a weak and emotional phase that widely affects their performance. Social and Business impact-As put forward by Dipboye and Colella (2013) the communities and business that could fail to take strong action on the discrimination to become lower in the productivity. This happens as people tend to feel disgruntled as well as lose interest in putting more effort. Hence, one could observe a significant drop with the talents and expectation on the part of the individual or the employees. It is identified that people with talents as well as high exceptional skills and abilities are not attracted to these places, as they do not want to be discriminated against. According to Bobbitt-Zeher (2011) people who tend to face racial discrimination could regroup with some vengeance in mind against other group in the workplace or the in the community. Thereby, this could fuel conflicts as well as social disorders. There are certain strict laws on discrimination that could be applied to individuals who discriminate. It is observed that there is no excuse, even one doe s not know that their discriminatory. Employees and the individuals could bring legal action on the business. The individuals who did the act, and there are consequences for guilty parties. It is necessary to focus on these issues as social or workplace discrimination occurs against the laws or the social ethics. A proper action needs to be developed to find out the issues and develop appropriate solutions against such discrimination. In order to implement the action plan, following objectives have been developed and the objectives are developed on the basis of the issues found. Objectives of the Action plan To present the importance of diversity at the workplace To critically develop the strategies to maintain diversity in the workplace To apply the relevant laws against such discrimination in the workplace To monitor the performance after the implementation of diversity Viability and practicality of the objectives It is certain that racial discrimination cannot be treated without applying the policies of diversity. The organizations in the recent time pay a significant attention to the diversity. It has been observed that in order to develop a mix or a supportive culture, it is necessary for the organization to develop a work practice where a proper respect should be given to the individual who come from different cultural backgrounds. Firstly, the importance of diversity should be communicated among all who are working in the organization. If the organizational members do not have any ideas to about the importance of keeping all in a grip with equality, the issues could arise. Therefore, first thing that should be applied as an action is conveying the importance of diversity. The next action is to develop the strategies for diversity, which is supposed to be applied to the workplace. These objectives are relevant to context of action plan as without the principles of diversity, it is not poss ible for any organization to implement any actions for maintaining a balance among the people with different cultural backgrounds. In addition to this, it is also mandatory for the organization to monitor the implemented action. This means the organization might face some challenges or the issues in implementing the new culture; therefore, it is necessary for the authorities to supervise whether the individual in the workplace are complying with the newly applied policies. An appropriate action should be developed to deal with the non-compliances. More specifically, to measure the outcome of the new policies, the organization could deal measure the performance of the organization after the implementation of diversity policies. Resources required to meet the objectives In order to implement the above-mentioned objectives, the attention should be given to the people or human resource. The organizations that are facing such issues in the workplace and wish to develop strategies against the issues, should focus on the human resource department. The human resource department could look after the issues and apply the policies when required. In addition, to this, financial resource is another requirement that organizations should focus on. Proposed Action Objectives-1- To present the importance of diversity at the workplace In order to implement this objective, the authorities or the human resource manager should call all the employees and make them understand about the importance of workforce. Action Point- Diversity programs need to be aligned with strategic plans One of the significant aspects to the long-term success of diversity programs is to enhance a diversity strategy with the help of same deliberate goal-setting process developed to formulate conventional business related goals. The organizational should be made aware of the goals of diversity and the extended focus of diversity. In addition to this, the strategic plans around the diversity should include the quantitative goals along with the particular timeline for meeting the benchmark as well as measuring the process. These goals certainly help to provide direction and promote action by employees. Moreover, having well-defined strategies certainly help the business to attain goals and it is expected that these goals help to create a more enhanced and inclusive workplace culture. Eventually, the organization will find it easy to recruit and retain highly qualified and talented diverse employees. To critically develop the strategies to maintain diversity in the workplace As put forward by Barak (2016), a strong diversity management could provide the organization with a competitive edges in the market. It is also observed that as global as well as regional demographics change, the continued growth of an organization could be dependent on attracting and retaining the qualified workers who provide different perspectives and are effectively capable to understand the diverse backgrounds of the customers, clients and the people they serve. In addition to attract as well as retain these highly desired employees, the organizations should work diligently to incorporate an effective diversity program into the workplace. Action point- Developing a diversity committee- The organizational members buy-in is mandatory to achieve the goals and objectives action plan-diversity programs. One significant way to accomplish this buy-in is to develop a stand-alone diversity committee consisting of the members presenting all aspects of organization and it should be ensured that organizations leadership plays a significant role. In addition, the organization needs to empower the diversity committee to enhance a diversity statement, which should be consistent with the strategic goals. The organization also needs to empower the committee to enhance programs to sustain diversity. More specially, in order to develop such committee, the propose programs should include lunch and learns with the featured speakers, diversity workshop and mentoring. To apply the relevant laws against such discrimination in the workplace Action point- Use of code of conduct and the policies- The organization needs to implement the code of conduct and other policies related to diversity management. The code of conduct will help to maintain the ethical grounds. If the employees follow the policies, the organization might not have to face or deal with the internal barriers. However, the large organizations find it easy to maintain the code of conduct for the sake of their brand reputation. On the other side, the organizations need to make their employees aware of these diversity policies. At the time of recruitment and selection, the human resource manager or the recruiter should share the policy form with the employees. To monitor the performance after the implementation of diversity Developing a diversity committee is not the only activity that should be included in an action plan. The employees should be encouraged to take part in professional as well as civic organization that promotes diversity. Moreover, the engagement with these organizations not only delivers excellent networking opportunities, it also provides the collaboration that could enhance access to a larger pool of diverse individuals. This involvement will help to supervise how the policies have been applied to the workplace. According to Barak (2016), community involvement carries the added benefits of strengthening the relationship among the individuals as they could ahead to serve the group. Action point- Use of company internet- If the organization has internet availability, the organization should develop and include a diversity page where the diversity committee could post update data and other relevant information regarding the what the organization is doing from the perspective of diversity- coming community programs events as well as other relevant programs. Workforce diversity and inclusion could help to promote employee productivity, retention , employee commitment and all of them altogether add values to the services provided to the customers (HuffPost 2017). It is expected that a successful diversity programs could provide organization with an edge if the program is managed properly. Anticipated outcome The outcome of first action point- Diversity programs need to be aligned with strategic plans It is expected that if the diversity programs are aligned with the strategic plan, the organization could observe effective team collaboration. This means that when all employees start working together under a diverse work culture, they become more conscious about the organizational goals and objectives. The employees could understand that unity in the internal environment of the organization should have a positive consequence. In addition to this, the organization and the employees might observe a more convenient convention communication practice. This means that the communication network will be developed and if the communication is developed, the members become more responsible about their work and duties. As the result, the team cohesion will increase. Eventually, the organization as a whole will achieve a better result under a diverse organizational culture. Outcome of Developing a diversity committee It is expected that diversity committee will contribute to the development of a healthy work culture. If the diversity is maintained among the organizational members, they will become cooperative to each other. The diversity committee will supervise each employee and their actions, behavior towards others. It can be added that productivity of the teamwork will increase because while working in a diverse team, the members could develop a practice of knowledge and information sharing, helping each other in the team. This certainly boosts the production of the team. In addition, if the committee successfully implements their jobs properly, the organization will have a strong brand presence in the community. In the internal environment, each employee working in the firms will receive an equal treatment and the employees will grow a sense of reliability toward the organization. Outcome of Use of code of conduct and the policies- It is anticipated that the use or implementation of this policy could help to guide the employees towards the ethical grounds. This means, the employees will not get into any unethical activities that are against the diversity. The employees will understand the importance of integrity and united workplace. From the stage of recruitment, the employees could learn value of a diverse culture and provide a suitable input to the organization, which means the organizational performance will enhance. Outcome of Use of company internet- It is expected that this action point could help to increase the awareness among the employees regarding the necessity of a diverse work-culture. If the organization becomes successful in developing a diversity campaign through a broad internet network, the people inside and outside the organization will be aware of the importance of a diverse world. The individuals will start respecting each other in the workplace and even outside the work. Moreover, when the organization is using a digital media to promote diversity in the workplace, the organization will gain reputation from the external environment. As the result, the organization could strengthen its brand image in the market and the community. This reputation and market position gained through the promotion of diversity works as the corporate social responsibility. Timeline and the resource required Activities Timeline Resources Required Diversity programs need to be aligned with strategic plans This might take a 1 to 2 months The organization needs to focus on the human resources, as the human resources staff will audit the entire activities. However, to compare to performance between the existing outcome and the present outcome, the auditors may use the technology such as the statistical tools. Developing a diversity committee This might take 2 to 3 months for a complete establishment Developing a diversity committee team certainly requires experienced candidates who have much knowledge regarding the corporate ethics and responsibility. The people who have knowledge about the corporate ethics are aware of the diversity and its importance. Hence, the organizations have to hire new experienced people, who will work in the department of human resource management. Use of company internet This might take a month only but the design and the updates on the pages will be done throughout the year In order to implement this action, the organizations require technological resources. The organizations need to have proper internet access to update the information regarding diversity, ethics, values and other significant aspects required for a healthy work environment. Use of code of conduct and the policies- The preparation of policies and implementation might require 3 to 4 months The organization might not have to hire employees to implement these policies. The existing human resource manager and the operational manager could implement these policies and make their employees understand about it. Table 1: Timeline and Resource Key risks While implementing this action point, the organizations might have to face certain risks because not all employees might agree with the policies. Moreover, while complying with such policies, other employees might have to compromise with other culture and norms. The employees come from different cultural background, which means their culture might not be similar to others. If the action point of aligning diversity with the strategic plan is implemented, the employees have no option left but accepting the culture that they are not accustomed to. When the employees have to reluctantly accept something, their performance might be affected. Risk of diversity programme committee As discussed earlier, in order to form a diversity committee, the organization assign the human resource department- senior human resource executive, manager, auditors and other senior members. However, the committee will make policies based on their own thoughts and consideration that might be different from the opinions of others. The employees in the organizations might not accept those policies. The employees might form an idea that the policies related to diversity are biased. The organization might have to deal with internal resistance from the workers. In addition to this, the members of diversity committee supervise the diverse culture considering their own opinions; this means, if any individual is found to be disobeying the policies, the committee will look into the matter and apply their own decision-making skills. Hence, employee involvement in the decision-making practice is less. Risk of Code of conduct It is expected that risk that not all employees understand about the ethics and compliance policies. The compliance policies have several grounds that an employee might not intend to understand. Eventually, the committee might not receive the same expected outcome. Evaluation method Evaluating the action plan- Diversity programs need to be aligned with strategic plans Whenever the organization applies a new strategy to the operation, the management needs to focus on the workforce, which means, they need to observe how many members are supporting the strategies and how many of them are opposing. This will certainly help to determine integrity of the employees among themselves. For example, the organization develops a campaign related the products and the campaign will be used as the promotion of branding; hence, if all employees come ahead and support the campaign to make it happen. If the percentage of the employees who are supporting the campaign is high, the management could assume that the employees have the unity and they are concerned about the organizational goals and objectives. If a diverse culture is not developed among the team members, the employees might not find the integrity among themselves. Therefore, when the employees show such support towards any organizational initiative, the cultural diversity is often observed. Therefore, the organizations have to observe such scenario of employee engagement where they could measure the impact of diverse culture. Evaluating the progress of diversity committee Hence, the management of the organization should collect feedbacks from the employees about the policies related to diversity. In order to evaluate the effectiveness and impact of diversity committee, the senior executives of human resource department could collect information about whether or not they are complying with the strategies developed by the diversity committee of the organization. In addition to this, the management could observe the level of employee engagement to the organizational activities and campaign. It is expected that not all employees will accept or comply with the policies and strategies. However, if the level of employee engagement is high to the organizational activities, it is expected that the employees of the organizations have positively accepted diversity policies. Conversely, if the level of engagement is lower than the expectation, the management should reconsider their strategies and policies. Moreover, to evaluate the performance, the organizations could measure the existing level of employee engagement, which means the degree of employee engagement before developing the diversity committee and the level of employee engagement after the development of employee engagement. Evaluating the impact of using the company internet This method would certainly be relevant for the management and the employees themselves. If the employees have the access to internet and they go through the details of diversity policies on a regular basis, they will be more concerned about the policies and guidelines. However, here the effectiveness of the diversity policies depends on how the employees are following them and implementing them in the workplace. This is again depended on the degree of employee engagement to the organizational internal and external activities. However, in the external organizational activities, the organizations need to promote the diversity campaign, where they could involve their employees. This activity would certainly provide the opportunity for measuring the extent of employee engagement. Hence, if the organization found their employees less interested or reluctant regarding such activities related to diversity, the management needs to devise new strategies and plan to bring diversity in the wor kplace. Evaluating the impact of using code of conduct and policy forms- In order to evaluate the impact of code of conduct and policy forms, the senior executives and the operational managers could collect the feedbacks about the implementation of policy forms and code of conduct. This feedback should be taken and considered on a regular basis. In addition to this, the executives and senor authorities could assign the responsibilities to the human resource department of the organization. The human resource department could effectively conduct this activity and meet the goals. Nonetheless, it is important for the human resource department to make their employees aware of such policies at the time of recruitment and selection. Conclusion In conclusion, it can be mentioned that action plan developed to deal with the issues of racial discrimination would certainly provide the positive outcome. However, it might not be possible for any organization to entirely remove the occurrence of such issues but to a large extent these issues can be resolved. References Angeline, T., 2011. Managing generational diversity at the workplace: expectations and perceptions of different generations of employees.African Journal of Business Management,5(2), p.249. Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. BBC News. (2017).Third of ethnic minority staff face racism. [online] Available at: https://www.bbc.com/news/business-41243550 [Accessed 17 Sep. 2017]. Bobbitt-Zeher, D., 2011. Gender discrimination at work: Connecting gender stereotypes, institutional policies, and gender composition of workplace.Gender Society,25(6), pp.764-786. Dipboye, R.L. and Colella, A. eds., 2013.Discrimination at work: The psychological and organizational bases. Psychology Press. HuffPost. (2017).Haters Don't Work Here: How Strong Leaders Handle Racism At Work. [online] Available at: https://www.huffingtonpost.com/entry/haters-dont-work-here-how-strong-leaders-handle-racism_us_59a06618e4b0a62d0987aebf [Accessed 17 Sep. 2017].

Should the US declare China a currency manipulator

Introduction There has been a raging debate as to whether the US should declare China a currency manipulator. The debate has resulted from Beijing’s behavior in international trade that seeks to dominate the international market. China intentionally maintains its exchange rate lower than that of the United States to make its products cheaper than products of the US (Brown par2). This gives them an unfair trade advantage.Advertising We will write a custom essay sample on Should the US declare China a currency manipulator? specifically for you for only $16.05 $11/page Learn More The debate involves two sides: opponents and proponents. Opponents claim that declaring China a currency manipulator will harm relations between the two countries and create a trade war (Klein par3). On the other hand, proponents claim that China should be declared a currency manipulator because it gains trade advantage over other countries using dubious means (Brown par3). The US should declare China a currency manipulator because it uses illegal, unethical, and unfair means to gain trade advantage over other countries. Supporting arguments First, China should be declared a currency manipulator because it uses unethical means to gain trade advantage (Lazear par4). Laws of the United States give power to the Treasury Department to identify countries that use dubious means to manipulate their currencies in order to gain trade advantage. The Chinese currency is cheaper compared to the American currency. This gives China trade advantage over the US. It intentionally keeps its currency value lower than that of the US dollar (Klein par5). This is unethical because the value of a country’s currency should be dictated by trade activities on the international market (Lazear par4). A low exchange rate enables China to produce goods cheaply and sell them at a higher price against the American dollar that is more expensive. American companies cannot compet e with Chinese companies fairly because their exchange rates vary significantly (Lazear par5). As such, costs of production are higher in America. China has dominated American merchandise markets with cheap goods that make it difficult for American companies to sell their products. Entry into American markets has been described as a strategy to keep exchange rate low and block its currency from rising to a market-determined value (Lazear par7). Secondly, China should be declared a currency manipulator because its low exchange rate has adverse effects on economy of the United States (Roach par3). Legislative action is necessary on China because America’s trade deficit is enlarging mainly due to economic pressure exerted on jobs and national income. Currency manipulation has led to loss of market share by the United States (Lazear par5). This has affected companies, workers, and reduced availability of jobs. Research has shown that trade deficit has averaged at a value of 4.4 p ercent of the total GDP, a figure that has not changed for the last eight years (Roach par5). China is responsible for increase in trade deficit. It presents a serious economic threat to the US because it does not facilitate a level playing ground for trade on the international market.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Thirdly, China manipulation of their exchange rate is a threat to the global economy (Roach par6). It is therefore in the interest of the world to adjust its rate to a fair market value. Global trade imbalance between countries is a threat to stability and sustenance of global economy. Many economists have argued that China’s saving glut is a major source of global economic instability. Counter argument Opponents argue that China should not be declared currency manipulator because such a decision will cause trade wars and strain the relationship between t he two countries. They argue that China’s actions are not to blame for US’s widening trade deficit (Wu par4). The main cause of the trade deficit is a shortfall of net national saving rate. The rate has deteriorated since 2008 and has not shown any signs of improvement. They also refute claims that China manipulates their exchange rate because their currency has risen by 31.4 percent since 2005 (Lazear par8). This increase is more than is required by the Schumer-Graham bill. China is cautious because a sharp increase in the value of its currency might have adverse effects on its economy (Lazear par9). Furthermore, it has shown willingness to bring its currency to fair market values gradually. Conclusion The debate on whether the US should declare China a currency manipulator has been ongoing for a long time. China has been accused of manipulating its exchange rate in order to gain trade advantage. Currency manipulation is a threat to the economy of the United States an d the global economy because it leads to loss of jobs and poor performance of companies. It has led to loss of a significant market share by the US. Opponents claim that China is not the cause of the widening trade deficit but a declining national saving culture. They also argue that China has shown willingness to adjust its currency value because its value has increased by 31.5 percent since 2005. Currency manipulation is a threat to global economy and the economy of the US. Therefore, China should be declared a currency manipulator by the United States. Works Cited Brown, S. Currency Manipulation Gives Chinese an Unfair Advantage. 2012. Web. Klein, E. Five Facts You Need to Know About China’s Currency Manipulation. 2012. Web.Advertising We will write a custom essay sample on Should the US declare China a currency manipulator? specifically for you for only $16.05 $11/page Learn More Lazear, E. Chinese Currency Manipulation is Not the Problem. 20 13. Web. Roach, S. China’s Currency Manipulation: A Policy Debate. 2012. Web. Wu, M.  China’s Currency is not Our Problem. 2011. Web. This essay on Should the US declare China a currency manipulator? was written and submitted by user Bryson Goodwin to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.