Fye Reflection - 827 Words

Over the course of this semester, I have learned a lot about who I am. I have discovered things that I did not know about myself. Choosing Spelman College as an institute to education myself at was only the first step that I took. Overcoming the challenges that it has brought is the second step that I am yet taking. I am slowly, but surely transforming into a Free Thinking Woman. When I reread my first essay, I realized how much I changed. I am still positive that majoring in Economics is the right major for me, but now I want to do more. I still want to work in an office while managing financial records, but now I feel like I have a gift to teach as well. Over the next few years at Spelman, I would love to get certified to teach. I have†¦show more content†¦Being here at Spelman has taught me so much. I am responsible now than I have ever been. I do not have to wait on people to tell me to do anything because I know that I can do it on my own. At first I could only imagine what the future holds for me, but now I can see it because it is getting brighter and brighter. Spelman College is my choice and I will chose to change the world with the education that it has bestowed inShow MoreRelatedStudent Adjustment - A Critical Issue Concerning Student Retention 1771 Words   |  8 Pagesthe First Year Experience (FYE) is critical to retaining students. S ome schools go to great lengths to help their freshman students adjust to being away from home and being a college student. Whether the university chooses to or not the FYE is an important factor in determining the success of a student at that university. 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William Shakespeare s Hamlet - Hamlet And The Ghost Essay

Although written over 400 hundred years ago, Hamlet remains a puzzling and complex play, partially due to the ambiguous Queen Gertrude. The Queen is a puzzling character as her motives are unclear and readers question her intentions throughout the play. Townsend and Pace in The Many Faces Of Gertrude: Opening And Closing Possibilities In Classroom Talk view her â€Å"as a simple-minded, shallow woman...who has no self beyond a sexual one† while Harmonie Loberg in Queen Gertrude: Monarch, Mother, Murderer sees Gertrude as murderess who â€Å"is responsible for the death of Ophelia.† Although Gertrude seems innocent of the death of King Hamlet, Graf believes â€Å"Gertrude is considered to be guilty not by her own actions or words but by the words of two key characters, Hamlet and the Ghost;† these two characters suggest that the Queen is â€Å"sensuous and disloyal,† even if not openly aware of her first husband’s murder (Graf). These contrasting vie ws of Queen Gertrude reveal the many possible answers to readers who question whether Queen Gertrude’s words and actions are genuine or self-serving. Queen Gertrude, although a fairly minor character, is a primary example of dramatic irony in the play as she is evidently unaware of the murder of her first husband and her new husband’s plot to eliminate her son. Her seeming disloyalty in marrying Claudius less than two months after King Hamlet’s death, her seemingly willful naivete at those who conspire against Hamlet, and her apparent tendency toShow MoreRelatedThe Ghost Of William Shakespeare s Hamlet1030 Words   |  5 PagesIn William Shakespeare s Hamlet, the ghost of King Hamlet is a subtle character who has a major effect on Hamlet during the play. Although he appears very little, the ghost causes Hamlet to not think correctly, not act his normal self, and make people think he has gone insane. 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Media Summary Blogs and Journals

Question: Discuss about theMedia Summaryfor Blogs and Journals. Answer: Introduction Diversity at workplace is the difference between the people working in an organisation. In order to understand the diversity at workplace, ten media pieces relevant to workplace diversity is studied. The media pieces include reviewing the news article, blogs and journals. Workforce Discrimination is Costing Business $64 Billion Every Year Date: July 27, 2016 It has been reported that the owner of the business has to pay a price of $64 billion annually because of replacing more than 2 million Americans workers due to discrimination and unfairness. Many organisations find the workplace diversity issue very uncomfortable and thus they try to avoid discussion regarding it. The White Men As Full Diversity Partners (WMFDP) has been founded in order to help the white male executives to educate one another about their individual blind spots (Barak 2013). Link: https://www.workforcediversitynetwork.com/res_articles_WorkforceDiscriminationIsCostingBusiness64BillionEveryYear.aspx Diversity isnt Dead, but weve Been Doing it Wrong Date: January 23, 2014 The diversity professionals have been claiming that diversity in workplace is a waste of time and the return on investment for the diversity efforts is low. However, Guillaume et al. (2015) mentioned that diversity in workplace fail as the managers perform diversity for the wrong reason and in the wrong way. The diverse groups tend to outperform on crucial human activities such as cooperation, coordination, cognition, problem solving and prediction. Link: https://www.workforcediversitynetwork.com/res_articles_WorkforceDiscriminationIsCostingBusiness64BillionEveryYear.aspx 8 Initiatives that Show Tech Wants to Solve its Diversity Problem Date: 2016 Tech industry have been facing diversity problem where companies from Google to the White House have near about 55% white and 68% male employees. The companies try to take up many initiatives to solve the diversity problems such as setting goals by Pinterest to increase internal diversity, Intels diversity in Technology initiative, Toptal Global mentors program, Googles NextWave etcetera. These initiatives taken by the various companies in order to increase the diversity in the workplace and reduce the problem related to diversity as the companys productivity is hampered (Thomas 2012). Link: https://www.workforcediversitynetwork.com/res_articles_8InitiativesThatShowTechWantsSolveItsDiversityProblem.aspx Why Diversity Matters Date: January 2015 From the various researches carried out on the workplace diversity it can be referred that the companies are able to perform better financially when there is more diversity in the workplace. Although the correlation between gender and diversity in the company does not create profit, yet it can be inferred that the companies are more successful when commitment is made to the diversity of the company (Gotsis and Kortezi 2015). Reports from research signify that companies in the top quartile for ethnic and racial diversity have 35% higher chances to get financial returns above the national industry medians. Link: https://www.workforcediversitynetwork.com/res_articles_Whydiversitymatters.aspx Just A Few More: The Importance of Diversity and Representation Date: July 13, 2015 One of the important issues faced by the game industries is diversity. The industry witnessed changes in the game development and in the audiences. In the interview, a gay white employee of the game industry stated that diversity indicates not tolerating the discrimination and making spaces so that employees feel safe to express to ideas and feelings without fearing recrimination. However, Bond and Haynes (2014) argued that diversity is more than the concept of creating spaces as it broader context of inclusion and acceptance. Link: https://www.workforcediversitynetwork.com/res_articles_JustAFewMore-TheImportanceDiversityRepresentation.aspx Diversity Fatigue Date: February 2016 The article infers that the business owners need hard work and enhanced intention to make the most of workplace diversity. There are strong arguments in the favour of diversity. There is a huge number of women entering into the workplace. Increased number of women and the gay men no more feel to stay closeted in the workplace. Companies that ignore this tend to lose potential employees and customers. The firms with increased female executive have reported to earn higher profit. Link: https://www.workforcediversitynetwork.com/res_articles_Diversityfatigue.aspx The Stress of Workplace Discrimination. What can Employers and Employee do? Date: 2016 In order to deal with the stress of discrimination in the workplace, the employers can carry out certain actions that help to address the biasness in the workplace. The difference between the job level and the job title needs to be understood (Patrick and Kumar 2012). The barriers to enter and develop have to be identified. The targeted recruitment strategies have to be stressed on. The employees need to participate in the company-sponsored affinity and networking groups, join with external professional organisations, develop informal social support network. These steps will help to reduce the workplace discrimination issues. Link: https://www.workforcediversitynetwork.com/res_articles_StressWorkplaceDiscrimination.aspx Is Diversity a Science or an Art? Date: July 11, 2014 There is more than one way to bring diversity in the workplace and the successful companies have developed and enhanced their own methods. Diversity can either be achieved by hiring staffs of all races, genders or by implementing algorithm in the workplace (McCann and Aravamudhan 2013). Link: https://workforcediversitynetwork.com/res_articles_DiversityScienceOrArt.aspx Diversity Defines our Global Economy. Do you Speak the Language? Date: March 31, 2014 Diversity encompasses more than the ethnicity as women representation, recognition of gays, inclusion of individuals with disabilities have a positive impact on the culture and performance of the company. Link: https://www.workforcediversitynetwork.com/res_articles_DiversityDefines.aspx How Diversity can Drive Innovation Date: March 14, 2014 Many managers of the organisations conclude that new research provides huge evidences that diversity helps to increase market growth and bring up innovations. By correlating diversity with the outcomes from the market, it can be said that firms that follow 2-D diversity have out-innovated and out-performed others. Link: https://www.workforcediversitynetwork.com/res_articles_HowDiversityCanDriveInnovation.aspx References Barak, M.E.M., 2013.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bond, M.A. and Haynes, M.C., 2014. Workplace diversity: A socialecological framework and policy implications.Social Issues and Policy Review,8(1), pp.167-201. Gotsis, G. and Kortezi, Z., 2015. Workplace Diversity: A Resource or a Source of Conflict?. InCritical studies in diversity management literature(pp. 1-12). Springer Netherlands. Guillaume, Y.R., Dawson, J.F., Otayeà ¢Ã¢â€š ¬Ã‚ Ebede, L., Woods, S.A. and West, M.A., 2015. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?.Journal of Organizational Behavior. Landrito, L. and Sarros, J.C., 2013. Effective Leadership and Workplace Diversity.BOOK REVIEW, p.3. McCann, J. and Aravamudhan, S., 2013. Employee perceptions of workplace diversity in the manufacturing industry.International Journal of Human Resources Development and Management,13(2-3), pp.224-239. Patrick, H.A. and Kumar, V.R., 2012. Managing Workplace Diversity.Sage Open,2(2), p.2158244012444615. Thomas, K.M. ed., 2012.Diversity resistance in organizations. Psychology Press.