Etruscan Art - Stylistic Innovations in Ancient Italy

The Right For Co Adoption - 1515 Words

Society has changed to fit the â€Å"norms† of its time throughout America. Some groups are still fighting every day to try and fit the norm. Legalizing same-sex adoption is moral because it would help complete a family for a child who doesn t have one and for a couple that wants one of their own. Morality is defined as what is good and bad in who we are as humans. The right for co-adoption has prolonged throughout the years and there have been milestones which changed the course of history for the LGBT community. In 1973 was the first known opinion in a Colorado court involving a transgender parent to have a child’s custody. A homosexual couple in California became the first throughout the country to jointly adopt a child in the year 1979.†¦show more content†¦There are many celebrities who I consider to be heroes due to the sole fact that they have gone through their own tough times and stand up for what they believe. One of these people is Denis O’Har e who is commonly known for his acting in the FX show American Horror Story where he has the one of the main roles as a transgender woman. It took O’Hare 4 years for he and his partner to adopt which is common for a foster couple but harder for a same-sex couple. â€Å" We saw the inside of many courtrooms and had our hearts broken on at least 2 occasions but in the end, the world finally legally recognized what Hugo and I had known since April 18, 2011 when he arrived at our house: that Declan was our son and that we were his parents.† Another person who has faced a difficult predicament is Neil Patrick Harris who is commonly known for his role as Barney Stinson in the comedic show How I Met Your Mother. Harris and his spouse David Burtka became parents to twins in 2010 through surrogacy. One of the main problems he and his partner faced were the roles they will provide for their children, such as who would stay home and raise the children and who would go out to mak e the money. Burke mentions that in most scenarios they are similar to a heterosexual couple with kids, but also their family is â€Å"uniquely shaped†. These two demonstrate the virtue of unity due to living in

Communication Gap Among the Generations Free Essays

string(30) " confusion among the members\." Executive Summary: This report is an analysis of the different communication styles among Baby boomers, Generation X, and Generation Y/Millenials. The report discusses the different mindsets, values, and goals among the different generations. The differences above make it hard for organizations to place emphasis on the real issue; the communication gap among the different generations due to different communication styles. We will write a custom essay sample on Communication Gap Among the Generations or any similar topic only for you Order Now The report recommends ways for organizations to integrate the different communication styles to create a more driven, cohesive, and successful organization. The research enforces the fact of the differences in communication styles among different generations causes a communication gap in organizations, making organizations less effective. The research further reveals the gap in communication amongst the different generations makes it difficult to manage Baby boomers, Generation X, and Generation Y/Millenials. The research shows that bridging the communication gap will decrease misunderstandings and motivate the different generations to be more interdependent and team oriented. Finally, the research reveals integration of the different communication styles among the generations will create effective and successful organizations. According to the research communication is the most intricate part of any successful business relationship. There is a 20 year gap between each generation. Organizations’ inability to bridge the 20 year gap will be a cost factor, make organizations less efficient, and dismiss interdependency amongst the different generations. It is recommended: Organizations need to ensure the employees’ goals are aligned with the organizational goals * Ongoing training and workshops to ensure all employees are knowledgeable of the organization’s product Closing the Communication Gap Communication is the most intricate element of any type of relationship; whether business or personal. In corporate America the different styles of communication among Baby-boomers, Generation X, and Generation Y has caused a communication gap in to day’s organizations. Integrating the different communication styles across generations will improve the effectiveness of communication in organizations, bridging the communication gap to create a more driven, cohesive, and successful organization. The communication gap among the different generations has made communicating difficult for individuals to work effectively and efficiently. The lack of attention organizations give the communication gap among generations makes organizations less capable of reaching their organizational goals. From my experience when communicating with Baby Boomers I receive pushback, Generation X is more receptive, and Generation Y/Millennial will receive the message, yet look for an incentive. Many organizations are unable to attract motivated or driven employees due to unsuccessful attempts to integrate the different communication styles among the different generations. For example, the wages, benefits and incentives offered to the different generations differ due to the time each group entered the workplace. The younger generations are not attracted to organizations who are not trying to bridge the gap of communication among the different generations. The younger generations aren’t attracted to businesses that aren’t trying to bridge the gap because they know that there are thousands of other businesses that are up to date with the current technology. Example, Verizon and Apple give their employees devices to help with training. By doing so, employees will have more of a hand on training, versus reading multiple books on the device(s). Baby boomers and Generation X make up the largest part of the workforce, because Baby boomers were born in a rich economic era filled with job opportunities and stable their work ethics and moral are stronger than those of Generation X and Generation Y/Millennial. Baby boomers are more self absorbed, and individualized. Baby boomers are not fans of teams and have to be trained to work in a team environment. Baby boomers prefer a directive leadership style approach. They want to know exactly what to do, how to do it, and when to do it. Generation X is more innovative, team oriented, and self sufficient. This generation will research an issue and make a decision based upon their knowledge and good judgment; they are entrepreneurs. Generation Y/Millennial brings back to the workforce a strong sense of self worth. They welcome feedback because it helps advance their career to the next level. Generation Y/Millennial communicates openly and is always looking for ways to improve the work process. Baby boomers live to work, Generation X work to live, and Generation Y/Millennial work to satisfy personal goals; the different work characteristics and birth eras makes organizational communication difficult. Baby boomers do not trust authority therefore they avoid communication with superiors; Generation X has an informal approach to superiors they are not afraid to voice their opinions or refutes, and Generation Y/ Millennial communicate openly. The different styles of communication among the three generations cause different perspectives, thoughts and problem solving methods to arise when organizations are trying to complete a task. Organizations bridging the communication gap among the generations will enhance the values and knowledge of their employees. By doing so, this motivates them to align their personal goals with the goals of the organization, which contributes success of the organization. The different views on communication causes the generation to take focus off of the goals the organization is trying to achieve and put more focus on how the company is communicating the goal. Once organizations find a way to integrate the communication styles of the different generations the organization will be able to motivate their employees to be more driven towards achieving the goals of the organization. If employees feel they are not receiving the information they need to fulfill the role of their position. Organizations have to find a way to get Baby boomers onboard with electronic communications. Most Baby boomers shy away from text message, email, social media and other electronic communications. Generation X and Generation Y/Millennial prefer the electronic communication; concise and saves time. Organizations do not consider the communication gap when considering the elements that are causing the organization to fail. Organizations do not realize ineffective communication among the different generations affects the quality of the teams and causing confusion among the members. You read "Communication Gap Among the Generations" in category "Essay examples" Baby boomers are workaholics, while Generation X and Generation Y/Millennial do what is required and go home. Baby boomers will stay until the project is complete; Generation X and Generation Y will leave the work for the next day. Organizations have to learn how to deal with the differences among the generations to improve the drive of the members. To get everyone to focus more on bringing the different generations together, organizations have to stop categorizing people into groups based on their birth era. Organizations need to understand employees who are more driven will produce more high quality work. To put the drive in employees organizations have to know what motivates all their employees and how it affects them personally. Organizations have to close the communication gap among the difference generations to effectively deliver feedback and receive feedback from employees. To create team cohesiveness, organizations must bridge the communication gap so the different generations will be interdependent on one another. The generation gap eliminates team cohesiveness because some team members are unable to effectively express themselves or are to self absorbed to ask for understanding of a problem. The different styles of communication among the generations can cause individuals to be stubborn towards change, while others welcome change and see change as an opportunity for growth. Bridging the communication gap will prevent manipulation of the organizational system for self gain and put more focus on developing the team. An organization must have great communication skills to be successful. Organizations must be willing to put forth the extra effort to successfully communicate among the different generations. Organizations have been unsuccessful in many ventures due to lack of loyalty, lack of productivity, and lack of respect caused by the gap in communication. The gap in communication has caused organizations to downsize and lose customers. Organizations have to give individuals the cause and effect of successfully integrating the different communication styles. The organization has to let the employees know how the integration of communication styles can be a benefit for them. Due to the birth era different generations are comfortable communicating face to face versus using an electronic source. Organizations have to respect the difference in the styles of communicating and create a work environment where people aren’t afraid to voice their opinions to make the organization successful. Organizations inability to accommodate different communication styles and promote open communication has caused them to be unsuccessful Organizations have experienced cost issues due to the communication. The cost associated with resolving the communication gap is minimal. Changing the way things are viewed is a key component to organizations being successful. Promoting organizational communication among the different generations will assist organizations with successfully integrating the different communication styles. The organization has to be more aware and put them in a position to apply the strengths of each generation. Once organizations understand the different styles of communication the gap will begin to close. Organizations have to do their research to understand the communication styles of the different generations. Organizations will need to establish a relationship among the generations to integrate the different communication styles, increase employee drive and be more successful. In order to save highly efficient employees, organizations will need to take more time to construct plans to integrate the different communication styles. Today Corporate American employs various generations across different departments. The mixture of Baby Boomers, Generation X, and Generation Y has caused conflicts with communication due to misunderstanding. Implementing a plan or strategy that will capture the key values and personality of each generation is a way to avoid challenges due to the communication gap among the different generations. The different communication styles of the generations is more difficult to understand or respect the difference among the generations. In 2011, Hahn stated understanding generational differences can be a source of creative strength and an opportunity or a source of stifling stress and conflict (p. 20). Communication is the most intricate element of any type of relationship whether business or personal. In corporate America the different styles of communication among Baby Boomers, Generation X, and Generation Y causes a communication gap in today’s organizations. Integrating the different communication styles across generations will improve the effectiveness of commun ication in organizations, bridging the communication gap to create a more drive, cohesive, and successful organization. Management would really need to step it up when it comes to managing multiple generations. The different generations will be able to gain a better understanding of the values, work characteristics, and customs of each other’s generation if organizations are able to bridge the communication gap. Bridging the communication gap will decrease misinterpretation of information at meetings and will create a more driven organization. According to the article â€Å"Managing Multiple Generations,† familiarization with the characteristics and core values of each generation will help organizations to better understand the differences in the communication style of the generations and lead to improved team work (Hahn, 2011, p. 20). Once corporations gain an understanding of the differences in communication style among the generations and begin to implement work processes bridging the communication gap they will be able to attract and retain quality employees. According to the article, â€Å"Managing Multiple Generations,† the outcome of bridging the communication ga p among the different generations will decrease workplace stress and tension creates a stronger more driven organization (Hahn, 2011, p. 120). Remember that your research has to be tied to your specific problem. Baby boomers make up most of corporate America, are very loyal and are very serious about their careers or job duties. According to the article, â€Å"Managing Multiple Generations,† this population grew up in a time of economic prosperity (Hahn, 2011, p. 120). Baby boomers are now being managed by people who are the ages of their children. For example, I have a friend and her manager is 15 years younger than she is. When her manager instructs her to do a task she hesitates due to the age gap and the difference in communication style. She reacts this way because she feels the younger generation does not take the time to weigh the pros and cons of a situation, they go with what is good for right now, which isn’t good for the organization. By being a Baby Boomer, she’s resistant to change and feel as if a thirty year old is experienced enough to be a manager. She enjoys working independently and defines herself through her work title. Today many corporations gravitate to team environments; Baby boomers are unfavorable to team environments. Baby boomers have strong work ethics and measure work with self worth and fulfillment. Baby boomers are the group that arrives early to work and views overtime as a moral obligations (Hahn, 2011, p. 120 Organizations identifying the different communication style among the generations help them use the correct tools and sources to effectively communicate with their employees. Once an organization implements an effective communication style accepted by Baby boomers, Generation X, and Generation Y/Millennial have overcome the obstacle that has caused many organizations to lack cohesiveness and the communication gap due to ifferent generations in the workplace. Organizations are more successful when they effectively integrate the different communication styles across generations. Without great communication skills an organization will fail. According to Gibson, Greenwood, and Murphy (2010) organizations have effectively integrated the different communication styles among the different generations when they are able to identify the unique characteristics and values of each generation (p. 40). Once the unique characteristics and values are indentified, the organization creates processes that manage and reconcile the differences in the communication styles among Baby boomers, Generation X, and Generation Y/Millennial (Gibson, Greenwood ; Murphy, 2010, p. 42). I have noticed in my workplace how management has implemented different ways to bridge the communication gap among Baby boomers, Generation X, and Generation Y/Millennial. For example, they will send out an email advising they are having refresher courses on the different electronic communication applications. Sending out a mass email to everyone in the organizations does not stereotype a particular group; it allows anyone the opportunity to attend a training class to become more familiar with the different media applications. According to Gibson, Greenwood, and Murphy (2010) by doing the refresher trainings organizations are able to reconcile the different styles of communications among the different generations, and understand the strengths of each generation (p. 42). The refresher courses also prevent generational exclusivity (Gibson, Greenwood ; Murphy, 2010, p. 43). Once the company effectively integrates the different communication styles among the different generations, they’ll be able to send the right message to the right channel to each generation; therefore, creating a more successful organization. Effective communication is the key in any successful relationship; an organization, just like a marriage, will fail if there’s a gap in communication. According to Gibson, Greenwood ; Murphy (2010) understanding and accommodating value differences, organizations can effectively close the communication gap among the different generations and eliminate the barriers to attaining a successful organization (p. 43. ) The ultimate question is, what would we need to do in order to bridge the gap? According to all the data and research, an organization would need to make sure the employee’s goals and way of thinking is in line with the company’s organizational goals. The company should also conduct workshops to help the employees bring efficiency to the organization. Motivation and incentives also play a big part in generation gaps. An example would be, some generations would be motivated by higher salaries and/or bonuses, while other generations would be motivated by recognitions/awards. Another factor would be, technology. As I stated earlier in the paper, Verizon and Apple gives more of a hands on training, rather than administering paper manuals/test. Technology is the key in this age, and technology will make or break a company’s success. The younger generation IM (instant message), send text, and/or emails as their source of communication (indirect). On the other hand, the older generations would choose more of a direct source of communication. With the job markets changing, the demands for all generations are needed. The key would be to balance the generations to utilize all the advantages. References: Bailey, A. , ; Ngwenyama, O. (2010). Bridging the Generation Gap in ICT Use: Interrogating Identity, Technology and Interactions in Community Telecenters. Information Technology For Development, 16(1), 62-82. oi:10. 1080/02681100903566156 Hahn, J. A. (2011). Managing Multiple Generations: Scenarios From the Workplace. Nursing Forum, 46(3), 119- 127. doi: 10. 1111/j. 1744-6198. 2011. 00223. x Murphy Jr. , E. F. , Gibson, J. , ; Greenwood, R. A. (2010). Analyzing Generational Values Among Managers and Non-Managers for Sustainable Organizational Effectiveness. SAM Advanced Management Journal (07497075), 75(1), 33-55. Och s, L. , ; Adams, R. (2009). Generational stereotyping and group communication. Radiation Therapist, 18(2), 155-158. How to cite Communication Gap Among the Generations, Essay examples

Innovation Diffusion and new Product Growth Models

Questions: Task 1 1. Discontinuity vs. disruption? 2. Positioning to inform the marketing manager? Task 2 a) Schumpeterian view of sources of economic growth? b) Creative destruction and new product management? Task 3 a) Cognitive-Affective-Conative structure of an attitude? b) High and Low involvement of attitude development? Answers: Task 1 1. Discontinuity vs. disruption In most of the marketing strategy the dominant factor remains the production of services that are mainly sophisticated that helps in satisfying most of the customers round the world. Disruptive innovation is the creation of value network and the creation of new market. The thoughts of the innovation have been defined by Clayton Christensen. The major issue or work of disruptive innovation includes the disruption of the existing market. The products and the services are manufactured keeping in mind most of these aspects. The examples are personal computer, cell phones (Peres, Muller Mahajan, 2010). The highest prices are paid by the customers with the inclusion of such sophisticated and high end implementation of the technology. The major elements of disruptive innovation include the following: Sophisticated technology that is simplified for the customers Low cost and innovative business model Value network that is economically coherent All the above elements are related to the regulations that are standardised and facilitate innovation and change. On the contrary continuous, Dynamically Continuous, and Discontinuous Innovations include the following. Continuous The innovations that are continuous like the electronic gadgets are the ones that are part of the continuous innovation. However, the difference with disruptive innovation is the absence of learning curve in continuous innovation. This could be electric kettle or induction oven. Dynamically Continuous innovation- Behavior pattern is the most important aspect that is part of the dynamically continuous innovation. Apart from this the influence and the usage of the innovation is the most important part (Hall, Daneke Lenox, 2010). This is not the case in disruptive innovation. Behaviour is analyzed along with sophistication in disruptive innovation. This could be the move from the use of walkman to new age CD player. Discontinuous Innovations- This is the innovative process that is required in revising an old problem with newer ways. In case of disruptive innovation the innovation is made sophisticated right from the initial stage. This is not the case in case of discontinuous innovation. The major example in this filed could be inkjet printers by different companies. 2. Positioning to inform the marketing manager In case of marketing the information relating to disruptive innovation is received through the method of survey. The key sophistication and the need of the company are understood by the manger with respect to innovation and sophistication. The manger can study the market and can come out with the simplified technology that includes high cost technology. Managers make use of demand of the customers, through different surveys to know about value network in the area of disruptive innovation. In case of continuous innovation the marketing manger understands the complaints and accordingly improves the older model. This is as per the new requirement in the market with respect to demand like is cars. Dynamically continuous innovation is the simple design that may be space saving ideas like in toilets. The major understanding of the manager in the area is to implement simple ideas with innovative requirement. Discontinuous innovation is the one that requires new experience like in microwave oven (Agapito et al. 2013). The idea that is grabbed by the manger in the market is used to inform the high level officials for understanding. However, the major challenge is the positioning of the product through marketing. Task 2 a) Schumpeterian view of sources of economic growth Creative destruction is the continuous process of innovation and that replaces the older ones. This has been termed by Joseph Schumpeter in the year 1959. The sources of economic growth as have been defined by Schumpeter with the following: Production process The analysis of the economy through Dynamic analysis Growth trends The end of capitalism through demise The entrepreneurship theory of Schumpeter has been effective in dealing with the theory of economics that has been proposed by him. This can be the base of understanding the theory with the help of gold monetary standard. This is more important than that of flat monetary standard. He opined to the fact that automatic gold currency s dependent on free trade and laissez faire economy. b) Creative destruction and new product management The major idea that is presented by the creative destruction includes the fact of changing the production units that are part of the innovation process. This leads to the development of new products based on the change that is to be incorporated (Han, Kim Kim, 2011). The essential fact of capitalism is to be analysed with the help of creative destruction (Figueiredo and Margaret, 2003). The new products manufactured helps in getting the older system replaced with the perfect implementation of creativity (Johngaynardcreativity.blogspot.in 2015). Task 3 a) Cognitive-Affective-Conative structure of an attitude Most of the customers have the essential buying attitude that can be described with the help of the following attitudes: Cognitive- These are the generalized ideas that is used by the customers in buying the items. They might have the stereotypes relating to a brand or particular product (Whan et al. 2010). Affective- The feelings of the emotions that are attached to the buying of the products is the basic analysis in this case. The emotions of the teenagers may be different from the customers who are aged. Conative The behavioural component in the most important thing in the present scenario. The customers have the drive that they implement in case of buying the product. This is the major understanding of the behaviours that individuals act in a certain perspective. b) High and Low involvement of attitude development In case of the attitude development of the customers it is important to deal with involvement. In the current research this analysis in effective. In the high levels of involvement there is more attention that is placed along with the advanced understanding of the demands (Petty, Brinol, 2010). Higher levels of the consumptions of the evaluation are the major issue. In the low level is less attention along with the basic understanding of the needs. In case of lower involvement most of the consumption evaluation is lower. This is the basic difference that makes use of the issues along with the understanding of the involvement of the attitude. Reference list Petty, R. E., Brinol, P. (2010). Attitude change.Advanced social psychology: The state of the science, 217-259. Whan Park, C., MacInnis, D. J., Priester, J., Eisingerich, A. B., Iacobucci, D. (2010). Brand attachment and brand attitude strength: Conceptual and empirical differentiation of two critical brand equity drivers.Journal of Marketing,74(6), 1-17. Han, H., Kim, Y., Kim, E. K. (2011). Cognitive, affective, conative, and action loyalty: Testing the impact of inertia.International Journal of Hospitality Management,30(4), 1008-1019. Agapito, D., Oom do Valle, P., da Costa Mendes, J. (2013). The cognitive-affective-conative model of destination image: A confirmatory analysis.Journal of Travel Tourism Marketing,30(5), 471-481. Peres, R., Muller, E., Mahajan, V. (2010). Innovation diffusion and new product growth models: A critical review and research directions.International Journal of Research in Marketing,27(2), 91-106. Hall, J. K., Daneke, G. A., Lenox, M. J. (2010). Sustainable development and entrepreneurship: Past contributions and future directions.Journal of Business Venturing,25(5), 439-448. Figueiredo, de M. John and Margaret, Kyle K. (2003). Surviving the Gales of Creative Destruction: The Determinants of Product Turnover: journal of The Determinants of Product Turnover, 2-4. Johngaynardcreativity.blogspot.in (2015) Johngaynardcreativity.blogspot.in. 'Creativity, Innovation, KM, Internet Freedom And French Management: Creative Destruction And Innovation In The News Industry'. https://johngaynardcreativity.blogspot.in//2009/01/christian-science-monitor-is-to.html2015. 13 July 2015.