Cultural Diversity and Economic Performance

Question: Discuss about the Cultural Diversity and Economic Performance. Answer: Introduction Cultural diversity among the employees is a major issue for an organization. In many workplaces, the workers come from different countries carrying with them different language, cast, religion, and lifestyle. Cultural diversity has both positive and negative aspects. Whereas diversity can enhance creativity of the employees, it can also create a situation of conflict. Therefore, the leaders of the organization are required to take effective measures to handle cultural diversities. According to McInnes (2013), in many instances, the leaders face resistance from the employees. Those employees belonging to culturally diverse background often suffer from insecurities. Vance Paik (2015) explained that they feel that the organization would show discrimination towards them. However, it might not be the issue. In such a situation, even the leaders could not communicate with them effectively. It is primary to understand where the problem lies, and if the leaders fail to interact properly wit h the employees, measuring the situation becomes difficult. Again, the organization could not make them realize that cultural diversity conflict is harmful for the organization. Here in this case study, the focus will be on the Australian organizations and their leadership practices that emphasize on managing cultural diversities because Australia is a culturally diverse country. According to Bellini et al (2013), cultural diversity, if maintained properly, can become advantageous to the companies as it helps the leaders to take better decisions. On the other hand, diversities can be a reason of decreased productivity due to various reasons. People of different cultural background not always get along with each other well. As discussed by Trax et al (2015), they indulge into heated debates and try to dominate the other person. If diversity exists in a large scale, the differences in opinions make the situation worse. Again, the minority people may feel that their sentiments are not considered by the organization. Turnovers and absenteeism are two serious results of diversity conflict. It is the responsibility of the leaders to remove the barriers. Otherwise, the conflicts may damage the reputation of the organization. According to Barak (2013), the AHRC (2016), Leading for change publication has identified that the leaders should find out the cultural diversity within the organization. The success of the leaders depends not only on the productivity of the organization but also on the reputation of the organization as a place of work. Conflict arises when the leaders do not pay attention to empowering the employees and understanding their sentiments. Australia is among worlds most culturally diverse countries. However, it is found that many workplaces still does not practice inclusive leadership that should consider the contribution of all employees. It is also found that most of the senior leaders do not fall into this culturally diverse section. Walsh (2014) explained that cultural diversity is not found in large numbers among the members of the ministry. Therefore, in many instances the leaders are unaware of cultural diversity management. Inclusiveness and belongingness are the two methods through which diversity can help the leaders and the employees to work under the same roof cooperatively. According to D'Netto (2014), under-representation of diversity found in leadership can encourage discrimination and bias. Favoring someone over others within a same workplace is often found because the leaders do not belong to the culturally diverse group. As a result, the company has to face financial crisis. It is found in a large scale within the workplace. According to Forrest Dunn (2013), two most important elements of the process to incorporate diversity within the organization are the inclusiveness and belongingness. Harvey Allard (2015) opined that the employees should feel they are integral parts of the organization. Leaders should practice inclusive leadership that encourages such an inclusion. According to Zaballero Kim (2014) Tesltra, the practice of inclusiveness is found. It actually improved their productivity. Many other companies can follow the practices done by Testra to manage cultural diversity. According to Dobbin Kalev (2013), the leaders can remove such barriers through training programs. However, they should have an effective strategy that respects sentiments and perspectives of all the employees. Al Ariss et al (2014) opined that the training program should also encourage the employees to communicate and share with the culturally diverse colleagues. Cultural diversity is a serious issue and it is mainly the duty of the organization to manage them. Inclusiveness ensures an improved workplace environment. All the employees start to feel that they are part of that organization. The keep their faith on the leaders and happily give their best performance for the organizational development. According to Singal Gerde (2015), employees often face racism within the companies by the leaders and they dont gather the courage to stand against their employers. Martn Alczar et al (2013) opined that the company does not understand the diversity situation. According to Peretz (2015), the leaders, instead of encouraging the employees, they judge them according to their races. They inherit negative perceptions about the minorities and incorporate the notions into their decision-making. Guillaume et al (2013) opined that people bore some stereotype notions about people of Asian background. Griffin (2013) said that many Australians feel that they are submissive and quite. Leaders often misjudge the employees merits and demerits because their subjective beliefs about any particular race. According to Wrench (2016), the organizations should employ more culturally diverse people in the senior positions of the company. Marfelt Muhr (2016) discussed that it cannot be denied that if the leaders themselves belong to the culturally diverse community, they try to understand the perception of the minorities present in the organization. Even the employees can feel the urge to communicate with them. Kirton Greene (2015), once CEO of German America Andrea Jung, shared her experience about how much her employees considered her unable to become a leader and she proved them wrong through her work. One can say that such practices give immense encouragement to the employees and the leaders belonging from different cultural background. According to Janssens Zanoni (2014), it also improves performance. Faems Subramanian (2013) opined that the employees do not feel alienated in such a situation. Cultural diversity should be seen a natural phenomena. It should not be correlated with anyones merits and capabilities. In workplaces too, the employees should feel that they are not judged according to their races, instead the organization is capable of considering their performance. This is the main reason of conflicts among the employees. They start believing that the organization is biased toward the majority. The culturally diverse people, therefore, try to justify their own points. They see everything in a negative light. Organization should understand the situation before extends further. It is difficult for a company to measure cultural diversity. According to Lauring (2013), the more improved the data is, the better the assessment can be done. Leadership commitment plays an important role here. Sabharwal (2014) opined that the leaders cannot analyze the situation and understand the diversity related issues without data. As discussed by Richard et al (2013), however, it is a fact that diversity is not always possible to measure through quantifiable data. Therefore, it is difficult for the leaders to measure the progress or deterioration on cultural diversity. Ashikali Groeneveld (2015) opined that again, measuring the cultural diversity is a complex issue. It is more complex than measuring gender diversity because someones perceptions about culture might be a result of more than one feature. According to Christiansen Sezerel (2013), for example, a person might be an inhabitant of Australia and bore the sense of identity of an Australian, yet he might have a backgro und of Italian culture. The setting of targets is an effective solution rather than the quotas that is found in the workplace. Through target setting, the capable employees will get a chance to prove their works. Ortlieb Sieben (2013) discussed that the setting of target should be guided by various policies for maintaining the performance level and also the targets should be achievable so that the employees do not feel the organization forces them. According to Kramar (2012), again, the wrongly set targets might send wrong perception about the leadership and the organization. Nica (2013) opined that target setting is a useful method although it is found that many organizations do not feel the need and they do not understand how to implement it. Therefore, the companies do not implement such policies. According to Chrobot-Mason Aramovich (2013), Australian Human Rights Commission propounded the cultural diversity tool. The tools help the employees and leaders to monitor the progress on cultural diversity. Sultana et al (2013) opined that it sends a message to the employees that the organization is concerned about their employees. The employees also feel that cultural diversity is a concern. Many companies are not legally approved to conduct such a research through collecting data. Still, some companies feel that measurement of cultural diversity is important to evaluate the situation. The leaders should understand the cultural diversities first before influencing the employees. However, it is important to motivate the employees to care about the company. They should be encouraged to perform. This is what the leaders can do by effective tools. Step 5: Recommendations: There are multiple problems regarding cultural diversity within the organization. However, these could be eradicated if the organization plans the diversity management. Some recommendations for diversity management are as follows: The organizations can initiate inclusive leadership. By doing this the leaders will get to know and understand the employee background and cultural diversities. It will help them grow as a leader and solve crisis situations. The organizations can make bias interrupted programs. Through this, they can explore various perspectives about otherness. It can be done through recruitment, leading the team, and talent identification. Through effective training sessions, professional skills of the employees can be increased. The employees from different cultural background can be offered various types of scholarships as a token of encouragement. The leaders can stand and talk against the racial discrimination. The leaders belonging to different cultural background should be recognized by the organization as an integral part of the organization. Communication networks can develop interactivity among the employees. If the employees start respecting each others perspectives, the situation of conflict will not arise. It is the duty of the organization to establish such network groups. Employee action groups can also give effective results. However, it is a part of inclusive leadership. Such groups promote and celebrate the diversities in the workplace. Through websites and serious videos, the knowledge of diversity can be imparted to the employees. The leaders should encourage the employees to practice emotional intelligence that develops self-control among them. The leaders should practice it themselves too. The organization should not neglect any minor issues related to diversity conflict. They should gather knowledge about it through collection of data. Diversity should not be promoted negatively. It should be encouraged by the organization. Conclusion: It can be said that cultural diversity is not a negative aspect rather the organizations should see it in a positive light. Identifying the racial discrimination is not an easy task. It is a fact that some prejudices are deliberately practiced by people rather they are inherited from the age-old traditional beliefs. It may also be that those who feel the biasness are feeling it in multiple dimensions. For example, the women of culturally diverse background may feel the discrimination from double aspects. Therefore, identification becomes complexMany organizations such as Facebook, Tesltra, Mastercard are seen implementing diversity management initiatives. Those have given positive results too, which is the increased productivity. Inclusive leadership is such a step. However, it has a wide connotation and includes multiple steps. It should be remembered that organizational success depends on its stakeholders. Therefore, the leaders should encourage and motivate them for the developmen t of the company. Through the problems, solutions and recommendations these issues are tried to highlighted. References: Bellini, E., Ottaviano, G. I., Pinelli, D., Prarolo, G. (2013). Cultural diversity and economic performance: evidence from European regions. In Geography, institutions and regional economic performance (pp. 121-141). Springer Berlin Heidelberg. Trax, M., Brunow, S., Suedekum, J. (2015). Cultural diversity and plant-level productivity. Regional Science and Urban Economics, 53, 85-96. Barak, M. E. M. (2013). Managing diversity: Toward a globally inclusive workplace. Sage Publications. D'Netto, B., Shen, J., Chelliah, J., Monga, M. (2014). Human resource diversity management practices in the Australian manufacturing sector. The International Journal of Human Resource Management, 25(9), 1243-1266. Walsh, J. P. (2014). The marketization of multiculturalism: Neoliberal restructuring and cultural difference in Australia. Ethnic and Racial Studies, 37(2), 280-301. Forrest, J., Dunn, K. (2013). Cultural diversity, racialisation and the experience of racism in rural Australia: the South Australian case. Journal of Rural Studies, 30, 1-9. Harvey, C. P., Allard, M. (2015). Understanding and managing diversity. Pearson. Singal, M., Gerde, V. W. (2015). Is diversity management related to financial performance in family firms?. Family Business Review, 28(3), 243-259. Martn Alczar, F., Miguel Romero Fernndez, P., Snchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal, 20(1), 39-49. Jonsen, K., Tatli, A., zbilgin, M. F., Bell, M. P. (2013). The tragedy of the uncommons: Reframing workforce diversity. Human Relations, 66(2), 271-294 Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Routledge. Marfelt, M. M., Muhr, S. L. (2016). Managing protean diversity An empirical analysis of how organizational contextual dynamics derailed and dissolved global workforce diversity. International Journal of Cross Cultural Management, 16(2), 231-251 Kirton, G., Greene, A. M. (2015). The dynamics of managing diversity: A critical approach. Routledge. Lauring, J. (2013). International diversity management: Global ideals and local responses. British Journal of Management, 24(2), 211-224. Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 0091026014522202. Richard, O. C., Roh, H., Pieper, J. R. (2013). The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter?. Human Resource Management, 52(2), 215-242. Ashikali, T., Groeneveld, S. (2015). Diversity Management in Public Organizations and Its Effect on Employees Affective Commitment The Role of Transformational Leadership and the Inclusiveness of the Organizational Culture. Review of Public Personnel Administration, 35(2), 146-168 Christiansen, B., Sezerel, H. (2013). Diversity management in transcultural organizations. Global Business Perspectives, 1(2), 132-143. Nica, E. (2013). Organizational culture in the public sector. Economics, Management and Financial Markets, 8(2), 179. Srinivasan, M. S. (2015). Integrating Workforce Diversity in Global Business: A Psycho-spiritual Perspective. Journal of Human Values, 21(1), 1-10. Peretz, H., Levi, A., Fried, Y. (2015). Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation. The International Journal of Human Resource Management, 26(6), 875-903. Guillaume, Y. R., Dawson, J. F., Woods, S. A., Sacramento, C. A., West, M. A. (2013). Getting diversity at work to work: What we know and what we still don't know. Journal of occupational and organizational psychology, 86(2), 123-141 Griffin, R. W. (2013). Fundamentals of management. Cengage Learning. Ewoh, A. I. (2013). Managing and valuing diversity challenges to public managers in the 21st century. Public Personnel Management, 42(2), 107-122. Zaballero, A. G., Kim, Y. (2014). Theoretical Frameworks and Models Supporting the Practice of Leveraging Workforce Diversity. Cross-Cultural Interaction: Concepts, Methodologies, Tools, and Applications: Concepts, Methodologies, Tools, and Applications, 266. Janssens, M., Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331. Faems, D., Subramanian, A. M. (2013). RD manpower and technological performance: The impact of demographic and task-related diversity. Research Policy, 42(9), 1624-1633. Ortlieb, R., Sieben, B. (2013). Diversity strategies and business logic: why do companies employ ethnic minorities?. Group Organization Management, 1059601113497094. Kramar, R. (2012). Diversity management in Australia: a mosaic of concepts, practice and rhetoric. Asia Pacific Journal of Human Resources, 50(2), 245-261. Chrobot-Mason, D., Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity. Group Organization Management, 38(6), 659-689. Sultana, M., Rashid, M., Mohiuddin, M., Mazumder, M. N. H. (2013). Cross-cultural management and organizational performance: A content analysis perspective. Cross-Cultural Management and Organizational Performance: A Content Analysis Perspective, 133-146. McInnes, R. (2013). Workforce diversity: Changing the way you do business. Vance, C. M., Paik, Y. (2015). Managing a global workforce. Routledge. Dobbin, F., Kalev, A. (2013). The origins and effects of corporate diversity programs Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179.

Road not taken analysis Essays - The Road Not Taken, Robert Frost

Road not taken analysis a decision to make road not taken is a poem written by Robert Frost. first I will start with the tittle of the poem "road not taken" the title of this poem marks a great interpretation of the entire poem, both what it means and also the intended message Robert Frost is passing along to it's readers through the poem. The title of this poem can be interpreted in so many ways, because road is a distinct long path usually whenever I hear the word "road" I interpret it as something tat will take quite awhile to accomplish or something that will be sticking around for a long while and if possible something that is permanent. so in this poem the speaker maybe referring to the road as career path, a life partner or a decision of moving perhaps to another city or country. according to famouspoets.com Frost and his wife Elinor tried several endeavors, including poultry farming, all of which were fairly unsuccessful and he relocated with his family from US to England and back to United States again. This might ha ve all played a role in this poem. the speaker seems to be a man who is alone in his thoughts and he is speaking to him self, because he used the word "I" in most o his line like when he said "long I stood and looked down as far I could". the speaker seems to be maybe in his late forties or early forties because he said the leaves on the woods are yellow, the yellow might just be a metaphor for his age which means he is getting old and he is getting closer to the fall of his life. first line., the ttle "road not taken" and the first line "two roads diverged in a yellow wood" the first line looks more like is a continuation of the title because it talks about a road and then continues with the what about the road. the speaker seems to have an apologetic tone like when he said "sorry I cannot travel both" he apologized for not being able to travel both roads at the same time, but then again that could actually leave one pondering on why he is apologizing to himself. though the speaker speaks with self confidence but he seems unsure and confused on what to do for example when he said "Then took the other, as just as fair And having perhaps the better claim"

Personal Experience College Essay Sample

Personal Experience College Essay SampleWriting a personal experience college essay can be quite the challenge. Some students may not want to tackle this very difficult task. The first step to take is to decide what you are going to write about. The second step is to think about your own personal experience.Now that you have a list of possible topics for your college essay sample, you will need to figure out the direction in which you are going to write. What do you have to say about your experiences? How is your life story going to go? You need to decide where your topic will come from. You will need to focus on one area or event at a time.When thinking about your topic, ask yourself some questions: How can you use a positive action step in your story? How does this help the reader understand you better? What has changed?As you begin writing your personal experience college essay, don't worry too much about the structure and flow of the essay. Think about the change and the specific situations that brought about the change.This year you might have had a rough time with your family and your relationships. Maybe you started to have some anger issues and decided to get counseling. Maybe you felt tired of everyone else's jokes and could not take it anymore. Whatever it was, try to focus on how you made the change and why you did it.There is nothing wrong with having fun while writing your essay. Give it your all, even if you have to cut your losses a few times to see where you are headed.New Year's is coming, and it is time to start the semester off right. Write your personal experience college essay sample this year, and let it tell your story. Make a fresh start this year.

Gatsby Reinvention

Gatsby Reinvention The clock strikes four and the guests are starting to arrive, and the housewarming party has begun. "Jeeves, open the door" the successful lawyer, Max power requests while taking his greeting position about seven feet from the door in the newly polished and furnished entrance hallway. "Wow...this is...divine..." remarks a female guest in a snobbish fashion. "Yes, that simply MUST be the way to describe...THIS..." answers the seeming husband of the first guest. As the guests look around, Max tries to capture their attention by pointing out miscellaneous flashy objects in the room. Max points out what seems to be an African doll, and gazes at it for a second, as to come up with a last second explanation of what it is, "See this? This is a...an...African...sacrifice...doll..." Max hesitantly continues the explanation, "I got it in Africa, when I was with a tribe of headhunters." The guests, seeming to be bored, appear to want to look around at the house more than the miscellaneous rando m objects thought to have brought sophistication to the home.Max Weinberg watches as his son takes over the dru..."So, is that banister made of...real mahogany?" asks the husband. Max, cautiously trying not to say the wrong thing, nods. The husband, inquiring more about the atrociously decorated house, asks, "How many floors would a house like...this have?" "Four." "How much did it cost?" "I...umm, somewhere in the...OH LOOK! More guests!" as four or five more guests walk through the door, and Max instantly scrambles into his greeting pose about seven feet from the door, and a little out of breath. "Wu-Welcome! I am Max Power, welcome...chaps, to my wonderful house!" Max exclaims through panting from the quick dash he had earlier made. The new guests seem to be disgusted at the interior d ©cor of the house, and inaudible whispers are heard. "Well,

Information Technology (IT) Vocabulary for ESL

Information Technology (IT) Vocabulary for ESL The Information Technology Field is large and accounts for a lot of jobs. If English isnt your native language, it can be difficult to know what vocabulary you need to use for work or talking about the industry. You can find the right words in the Occupational Handbook provided by the United States Department of Labor, but looking through all of them can be overwhelming. To make things easier, here is a list of some of the most important English vocabulary items for the information technology field, selected from the Occupational Handbook. This list is by no means complete. However, it provides a good starting point to further explore the vocabulary youll use in the industry. Each word includes its ​part of speech. There are a number of suggestions at the end of the list to help you build on and further improve your vocabulary. Top Information Technology Vocabulary Ability - (noun)Accounting - (noun)Addition - (noun)Adequate - (adjective)Administrator - (noun)Advance - (noun / verb)Analysis - (noun)Analysts - (noun)Analyze - (verb)Annual - (adjective)Application - (noun)Architect - (noun)Area - (noun)Arise - (verb)Associate - (noun / verb)Background - (noun)Business - (noun)Carpal - (adjective)Carrier - (noun)Certification - (noun)Chapter - (noun)Chief - (noun)Code - (noun / verb)Common - (adjective)Communicate - (verb)Communication - (noun)Competitive - (adjective)Computer - (noun)Computing - (noun)Concentrate - (noun / verb)Considerable - (adjective)Consultant - (noun)Consulting - (noun)Coordinate - (verb)Create - (verb)Customer - (noun)Cyber - (adjective)Data - (noun)Database - (noun)Deal - (noun / verb)Decline - (verb)Demand - (noun / verb)Design - (noun)Designer - (noun)Detailed - (adjective)Determine - (verb)Developer - (noun)Development - (noun)Discussion - (noun)Effectively - (adverb)Efficiency - (noun)Electronic - (adjective)Employ - ( verb) Engineering - (noun)Engineer - (noun)Enterprise - (noun)Environment - (noun)Equipment - (noun)Expertise - (noun)Eyestrain - (noun)Finance - (noun)Financial - (adjective)Firm - (noun)Force - (noun / verb)Function - (noun)Goal - (noun)Graduate - (noun / verb)Hardware - (noun)Implementation - (noun)Install - (verb)Institution - (noun)Instruction - (noun)Insurance - (noun)Integrate - (verb)Intranet - (noun)Introductory - (noun)Involved - (adjective)Keyboard - (noun)Knowledge - (noun)Laboratory - (noun)Language - (noun)Latest - (superlative adjective)Lead - (noun / verb)Leadership - (noun)Level - (noun)Location - (noun)Lowest - (superlative adjective)Maintain - (verb)Maintenance - (noun)Marketing - (noun)Mathematics - (noun)Matrix - (noun)Median - (noun)Mobile - (adjective)Monitor - (noun / verb)Nature - (noun)Network - (noun)Networking - (noun)Officer - (noun)Office - (noun)Offshore - (adjective)Order - (noun / verb)Organization - (noun)Outsourcing - (noun)Oversee - (verb)Pdf - (noun)Per form - (verb) Performance - (noun)Period - (noun)Plan - (noun / verb)Prevailing - (adjective)Problem - (noun)Process - (noun / verb)Product - (noun)Program - (noun / verb)Programmer - (noun)Project - (noun)Projections - (noun)Promoted - (adjective)Prospect - (noun)Provide - (verb)Publishing - (noun)Rapid - (adjective)Reduce - (verb)Relevant - (adjective)Remote - (adjective)Replace - (verb)Research - (noun / verb)Resource - (noun)Respond - (verb)Rounded - (adjective)Sales - (noun)Science - (noun)Scientific - (adjective)Scientist - (noun)Section - (noun)Security - (noun)Service - (noun)Simultaneously - (adverb)Site - (noun)Software - (noun)Sophisticated - (adjective)Specialist - (noun)Specialized - (adjective)Specific - (adjective)Spend - (verb)Staff - (noun)Statistic - (noun)Substantial - (adjective)Sufficient - (adjective)Support - (noun / verb)Syndrome - (noun)System - (noun)Task - (noun)Technical - (adjective)Technician - (noun)Technological - (adjective)Technology - (noun)Telecommunications - ( noun) Title - (noun)Tool - (noun)Training - (noun)Transfer - (noun / verb)Uncommon - (adjective)Understanding - (noun)User - (noun)Variety - (noun)Vendor - (noun)Web - (noun)Webmaster - (noun)Wireless - (adjective)Worker - (noun)Workplace - (noun) Improving Your Vocabulary Tips Review each word in the list. Do you know its meaning? If not, look it up in the dictionary.Use each word in a sentence. Using a new word both when speaking and writing will help you remember it.Use the words to describe your job, or working in the information technology profession in general. How specific can you be? Which words do you need beyond this list? Make sure to keep track.Learn synonyms and antonyms by using an online thesaurus  to further extend your vocabulary.Use a visual dictionary. It  will help you learn the names of specific equipment used in the industry.Listen to co-workers and note how they use these words. Ask co-workers about new words when youre not sure.Ask co-workers questions about how new words are used at work.Search online for information about information technology. Listen to podcasts on the subject, read a blog about agriculture. Keep informed in English and your knowledge of related vocabulary will grow quickly.

Midterm Essay Example | Topics and Well Written Essays - 750 words - 8

Midterm - Essay Example hy of Islamic was a continuous operation that was started by the Roman and Greek scholarship that was considered lost and found by Christian in Europe. They added their already have knowledge in Al-Idrisi, Ibn-Batuta, and Ibn-Khaldun. The various collections and translations the Islamic scholars have, provided the knowledge to the rest of the world. Judgments that involve geographical matters have various disciplinary perspectives. Economically, the oil sands contributed greatly over the economy of Canada over the next ten years. Politically, the Alberta government portrays more political capability in handling difficult instance raised by oil sands. Legally, it is unconstitutional for sovereign nation to impose regulations and guidelines on the producers of oil sands. Environmentally, the pollution generated from the production of oil sand is a disaster for the domestic environment. Ethically, the domestic residents are treated fairly by multinational organizations that work on the project. Additionally, the judgment can be derived from perspectives of various regions like western Canada, northern Alberta, United States and Middle East. The assessment can be positive from a single point of view and undesirable from another angle. For instance, coming up with Alberta sands appear to be desirable economically, but undesirable en vironmentally. a) Political geography is a section of geography, that integrated the geographical and political platform in a single platform. Addtionally, it deas with geography that highlights the political framework of a nation. Political geography entails studying politics connected to factors like states and territories. Enclave is a situation where by a single nation exists in another nation. The perfect example of an enclave is UAE and Oman. Exclave is a section of a nation located distantly from the nation or in another nation. A perfect example for an exclave is Alaska and Oman. d) Human geography can be explained as the number

New Social Issues Essay Example | Topics and Well Written Essays - 750 words

New Social Issues - Essay Example In fact, digital media has made downloading of songs, photographs, movies, books and a host of other materials available on the Internet very simple. However, those whose rights are being infringed through piracy have not been at ease with this new revolution. This is because piracy makes them lose millions of shillings to pirates. Report indicates that a day seldom passes today without a lawsuit being filed in court regarding copyright infringement. However, going by cases that have been decided pertaining to piracies, it becomes apparent that the U.S. copyright laws have so far achieved appropriate balance in protecting the conflicting rights concerning copyright protection and digital surveillance (Thomas and Scholar, 2004). To begin with, it has to be appreciated that the digital media has transformed the world a great deal by making things, which initially looked impossible extremely easy. This is not withstanding the fact that it has increased the level of piracy, which is an illegality. However, going by the changes that the Internet has come with, it can be argued that copyright was designed for analogue generation. This is because, with today’s digital era, billions of videos, images, and texts that can easily be copied from the original source at no cost. In fact, lost of piracy today go unnoticed. It can also be seen that the framers of the U.S. constitution had the idea of the digital revolution in mind at the time of making the copyright laws. This is because the law attempts to balance the rights of individuals and those of society as regards copyright protection. This is because as much as the law protects the rights of original authors from piracy, it also gives society room to advan ce their ideas and to be innovative (Heald, 1991). The fair use doctrine contained in Section 107 of the U.S. Copyright Act of 1976 is one such law