African American Criticism Essay

Lois Tyson in the â€Å"African American Criticism† segment of his well known book â€Å"Critical Theory Today† attempted to make comfortable the perusers with the basic parts of African American scholarly history. In this crucial clarified distinctive significant and concerning factors which emerge in the brain of the peruser while perusing the book. In reality to fulfill the need of the understudies who are oblivious or less educated about various significant issues of African American History like the Great Migration, the Civil Rights development, the Black Power Movement and numerous others, he composed this book. In addition African American being an enormous populace in the United States contributed colossally to expressions of the human experience and writing of the American culture. He likewise drew the consideration of the perusers of the book to the unjustified actuality of avoidance of the African American history and culture from the approved portrayal of American history during 1960s. All through the area the creator required a significant change in the self-recognizable proof and mindfulness of the African Americans in the late 1960s. In addition he additionally brought up the way that then numerous African Americans were survivors of disguised bigotry which â€Å"results from the mental programming by which a supremacist society influences non-white individuals to have confidence in white superiority† (Tyson 383). Referencing a few models the creator demonstrated this disguised bigotry here and there prompted intra-racial prejudice by bringing forth extreme segregations to the dark individuals. This intra-racial bigotry had its own unfriendly consequences for the financial structure of the Postcolonial American culture. Perusers additionally come to realize that separated from being the survivors of both disguised prejudice and intra-racial bigotry which have wrecking mental impacts among the African Americans, they likewise experienced â€Å"economic hardship and social minimization brought about by regulated racism† (Tyson 383). The story likewise pleasantly depicts that how these African Americans experienced â€Å"double consciousness† or â€Å"double vision† in this Postcolonial American culture. All things considered they need to follow two unique societies. The first is unique dark culture which is followed at the home and the other is European culture talented by the white-cleaned Americans which is followed at the school or school or work environment. This book additionally talks about the development of American writing and the impact of Afro driven writing on it. Pundits regularly concur that the vast majority of the African American writing featured distinctive sociological and policy centered issues which significantly impact the lives of African Americans. So far what we have talked about the various parts of African American Criticism and the much anticipated reaction which became possibly the most important factor to make this ancient rarity a great achievement and therefore helping the African Americans to get a harmonious and positive condition to live in. In this manner the book had the option to depict the states of African Americans giving a lot of significance to their history and scrutinized the entire thing with an inspirational demeanor which left a profound effect on countless individuals. Works Cited Tyson, Lois. Basic Theory Today: A User-Friendly Guide. New York: Garland Publishing, Inc. , 1999.

Semiotic analysis free essay sample

On the front of More! the character again exemplifies the self for the peruser. She speaks to the more! ethos of energetic, nervy rudeness (in Curran 1996: 189) Her red, low profile dress recommends that she is cheeky; a lady that has sexual needs and isn't hesitant to satisfy them. Once more, the reasonable skin and impeccable highlights urge the peruser to accept that there is an inward delight inside everybody that will radiate through. Be that as it may, the More! model doesn't show up as blameless as the 19 model. Her hair is cleared all the more vivaciously from her face and in this way makes a progressively upset, disordered picture than the past. The honesty portrayed by the away from of the 19 model is tested here as the More! model raises her eyebrow into a curve; she has a flash in her eye and mopes her lips gladly. As we notice the nearness of a man in the left hand side of the intro page, we along these lines decipher this outward appearance as sexual ability this young lady comprehends what she needs and she knows precisely how to get it. We will compose a custom paper test on Semiotic examination or on the other hand any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The male figure isn't customized; in reality we just observe a leg, an arm and a groin but then we are completely mindful of the manliness of the character. This could propose that, in disruption to the portrayal offered inside male magazines, the man is the sexual item here. It is likewise noteworthy that the male is wearing a kilt as it could recommend that the female is figuratively wearing the pants in the relationship. This understanding would possibly get obvious if the peruser was acclimated with the applicable social codes and printed codes of gendered magazines. In the event that the peruser knows about mainstream society be that as it may, they could accept the man in the kilt to be the entertainer James Redmond who depicts Finn in Hollyoaks (a half-Scottish Lord) and along these lines assume that there is a top to bottom meeting with him in the magazine this is recommended by the content at the highest point of the magazine spread Finn-tastic! We Check out James Redmonds Morning Glory. By investigating the title, slogan, and focal pictures of the magazine spread, we have in this way concluded the readership and substance of the magazines adequately. As McRobbie notes, sex currently occupies the space of the magazines pages. It gives the edge to womens magazines during the 1990s and imprints another second in the development of female sexual personalities (in Curran 1996: 177). It is stressing to feel that the express sexual portrayals inside the magazines, (for example, More!s Raunchy goals to zest up your sexual coexistence) are being perused by underage youngsters; sex has been bundled as an item (McLaughlin 200: 13) by these magazines as of late and the youthful perusers have excitedly seized the opportunity to purchase such (what was already) controlled material. Undoubtedly, fifty years prior the high school magazine industry contrasted incredibly to that of today. As per Vestergaard we have seen a move from parenthood and childcare to the upkeep of physical appearance (Vestergaard Schré · £er 1992: 81) (in the talked about models, we see Be your own beautician take insider know-how from the ladies who dress the stars on the front of 19, and on More! Glad New Gear what each glitz young lady will be wearing this season). Dr Nancy Signiorelli of the University of Delaware embraced an investigation on A Focus on Appearance in the media in November 1996, and she found that one out of three (37%) articles in driving teenager young lady magazines remembered a concentration for appearance, one out of three (35%) concentrated on dating and under 2% examined either school or professions (websources Kellner and ChildrenNow). This is unquestionably thought about the intro pages broke down over each component on the spreads allude to magnificence, design, dating, sex and big names. Kimberley Phillips contends that these magazines in this way strengthen the social desires that a juvenile lady ought to be increasingly worried about her appearance, her relations with others, and her capacity to win endorsement from men than with her own thoughts or desires for herself (websource Hermes). It can likewise be contended anyway that young ladies are urged to create freedom by these magazines. As of late the magazine business has consequently effectively broadened the idea of what it is to be a lady. A high school young lady will see chasing sweethearts and embellishing as a standard; it is contended without a doubt that these are translated as their sole purposes throughout everyday life. The magazines don't appear to provide food for minority interests, for example, governmental issues, natural issues, or any sort of music that adventures past Westlife or Britney Spears. The high school young lady has subsequently been intensely generalized by the adolescent magazine industry, and her understanding of the codes and shows utilized in the magazine will rely upon her own insight into this culture and society. To be sure, a portion of the perusers of these magazines are male (for example the brothersâ or beaus of the female perusers Bignell alludes to these as non-perfect perusers (Bignell 1997: 58)), and they will decipher the codes diversely to their female partners as they apparently don't share their inclinations in excellence items and design. Their translations of the sex issues may likewise vary, as they will look at the pictures of ladies as sex questions rather than symbols and good examples. Chandler sees that social semiotics makes us aware of how a similar book may produce various implications for various perusers (web source, Semiotics for Beginners), and this is surely valid for the gendered readings of high school magazines. Chandler further notes that the signs (or codes) inside the content don't simply pass on implications, yet establish a medium wherein implications are developed (in the same place). Through perusing a magazine focused on her segment gathering, an adolescent young lady will consequently come to discover that society anticipates that her should be keen on young men, sex, design, excellence and notoriety. The magazine is in this way an incredible ideological power in the public eye (McRobbie 2000: 69); the picture and social belief systems introduced inside the magazine covers become the cliché standard for the high school young lady. Applying semiotic examination to the magazine message in this manner permits us to distinguish social philosophies of the high school young lady. One could investigate the intro pages of magazine broadly, deciphering the codes of shading, textual style, design and spatial courses of action just as the titles, slogans, language and focal pictures to show the development of the adolescent young lady in the media. High school magazines may not give an out and out precise portrayal of every adolescent young lady today, however it is absolutely a medium that gives idealism and happiness to the peruser while subconsciously instructing and advising simultaneously.

Slavery in the USA - Free Essay Example

With the discovery of the New World by Christopher Columbus in 1492, the new opportunities were endless, and everyone wanted their share of the riches. Spain, England, Portugal all wanted pieces of the New World and were willing to pay the ultimate price in search of gold and glory. Across Europe, Africa, and most of the Old World, slavery has been used in almost every society dating back to before the ancient Greek and Roman empires. The need for labor is ultimately what fuels the desire to own slaves to build what would eventually become the Americas that we know today. Just as in their homelands, the people who came to the Americas brought over their version of slavery. For years, Portugal and Spain were enslaving Africans and transporting them all over the world. This is the beginning of the slave trade that will ignite the expansion of agriculture economies in the Southern half of colonial America. In England, and also in the colonies, there was no English law on slavery. There were indentured servants that would serve for a specified amount of time and then would eventually gain their freedom but none were actual slaves as we know the word today. Even though to the south in Spanish colonies, the slave trade was exploding, the British Colonies did not adopt race based slavery right away. Instead it was a gradual transition from servitude to slavery that also encompassed a transition from slavery based off of individual circumstance to slavery based off of race. This occurred due to a multitude of reasons but two crucial factors were ease of acquiring African slaves and the need for massive amounts of labor. The discovery of the New World was not only about land, there was also the discovery of all new goods that were otherwise not known to anyone in Europe or Africa. Goods such as tobacco from Virginia or Sugar from the Caribbean were in high demand across Europe and thus resulted in the vast expansion of production in the Americas. Tobacco farms expanded immensely across Virginia due to the states excellent growing conditions. With many people flocking to the Chesapeake region to stake their claim in order to get rich, there was a major need for labor. In the beginning, the English farmers knew that in order to get rich off of tobacco, it would need to be produced in massive quantities. First, the English tried to enslave the Chesapeake tribes that were native to the region. This proved very difficult due to their numbers and knowledge of the region. At the time in Virginia, land was readily available to anyone who wanted some. This in turn created a huge problem for plantation owners because People who could make a living for themselves from the land had little reason to work for someone else (Clark, 68) which created a major labor shortage. In order to solve this problem, many land owners turned to indentured servants. In the early days of tobacco farming, most laborers were indentured servants (Clark, 64) rather than African slaves. Meanwhile, back in England, their own economic hardships made recruiting indentured servants very easy for land owners in Virginia. Men would sign contracts for periods of four to seven years with the promise of receiving their freedom and fifty acres of land after the completion of their term. For low skill agriculture workers, this was a great opportunity to get transportation to the colonies with the prospect of receiving a large amount of land in the future. When this did not meet the needs for labor, English authorities turned to the undesirable population of England itself. Orphans were shipped to the colonies to serve as indentured servants until the age of twenty-one when they would be freed. This did not become successful due to a large number of them dying after only a couple years of hard work in the fields. Another option that was tried was using convicts from England. This was not very popular amongst land owners because these people have already broken the law foreshadowing difficulty keeping them disciplined on the plantations. After exhausting these other forms of labor, the English colonies began to rely more and more on race based slavery just like the Spanish and Portuguese colonies to the south. After exhausting other means of labor and still failing to meet the requirements of plantation owners, people living in the English colonies in the southern half of the colonies turned to race based slavery of Africans. Although this clearly did not happen overnight, there was always an underlying tone of racism in the colonies towards Africans. Whether it was in judicial proceedings or in everyday life, the Africans always seemed to be on the receiving end of a harsher punishment. Starting in the middle of the seventeenth century, laws were written to codify the enslavement of Africans. In 1662, Act XXI states that negro womens children to serve according to the condition of the mother (Henning 42) which began the tradition of passing on the chains of slavery from parents to children. Following this, Africans were no longer protected by the law that stated that an Englishman could not enslave a fellow Christian. And if that did not make it easy enough to enslave Africans, it was enacted that all servants imported and brought to this country, by sea or land, who were not Christians in their native country shall be accounted and be slaves (Henning 42). It was laws like these that laid the foundation for the Chesapeake region and the rest of the south to transform into slave society. Another factor that contributed to this massive change was the expansion of the colonies and the improvement of the English economy. Less and less indentured servants were coming over from England and the ones that did were headed to new colonies such as Pennsylvania in search of better op portunities. The creation of laws against Africans plus the underlying notion that whites were superior to blacks was just the beginning. When people moved south to form the colonies of North and South Carolina and then Georgia, they brought the tobacco agriculture with them. At first, these colonies relied on both indentured servants and on slaves. Georgia even had a law prohibited slavery. After a shortage of servants, the land owners turned to African Slaves and Georgia removed the law prohibiting slaves. This paved the way for the slave society of the south. The final nail in the coffin for potential African slaves was the English takeover of the slave trade. This monopolization of the slave trade made it easier and cheaper for English land owners in the colonies to buy and sell slaves. This drastically increased the number of slaves in the colonies as the plantation owners turned to an all slave workforce to cultivate their wealth. In addition to the English monopoly on the slave trade, African rulers also sold their own people into slavery. Seizing the opportunity to gain wealth and to be able to trade for goods otherwise unknown to Africans, leaders of tribes and kingdoms betrayed their own citizens to achieve personal power and wealth. This made is easier for Europeans to enter Africa and take people hostage to transport across the Atlantic. Throughout the history of the world, slavery has always been present and is not just an American invention. With the discovery of the new world, there was numerous opportunities for many men to get rich. The southern half of the American colonies were very well suited to grow cash crops whose demands soared in England and across Europe. Land owners needed one thing, cheap labor. After experimenting with servants and other types of labor, the colonies ultimately resorted to race slavery and it worked very well. This labor force was able to be harshly disciplined and worked hard all day without the need to care for them creating a relatively low-cost business.

Major Differences between Cultures - 765 Words

The final major difference between cultures has to do with their economic system. There are three worldviews on how we make money: dependent, independent, and interdependent. In an agricultural economy or dependent worldview, there is a great discrepancy between the peasant class and the elite ruling class. The masses are more reliant on family and village groups, and they believe putting the group first is beneficial for society as a whole. The downfall is that because of the oppression of the ruling class, people lack personal choice to make their own decisions and chase their dreams. Next is an industrial economy or independent worldview. Because a society is more manufacturing-based, success in the workplace is what’s needed. People are more in control of their own lives, put their own goals first, are more competitive, demand equality, take risks, and use a direct communication style. It provides for greater personal power and freedom, but can leave others behind in the d esire to succeed. Rounding out the economic systems is a post-industrial economy or interdependent worldview. This is best described as a mix of the previous two economies. On the surface, some values and customs seem similar to a dependent worldview, that is, people work together to achieve greater good for the company and society as a whole. But they are aware of their individuality and independence. They aren’t dependent on the group for survival, but choose to team up and work with others to haveShow MoreRelatedCollectivism : A Different Brain Pattern Known As Collectivism1257 Words   |  6 PagesA very clear difference has emerged between different societies. This goes beyond the varying dress, food, and laws that are in difference cultures. It also penetrates the mindset of the people. In some cultures, such as China, there is a different brain pattern known as collectivism. In a study done by Zhu and Others (2007), participants used a different part of the brain to think about their mothers (Meyers ___, 42). Simply put, collectivism is a society where family or a society comes beforeRead MoreCross Cultural Psychology And Social Psychology1723 Words   |  7 PagesSignature Assignment Cross-cultural psychology involves the examination of relationships between cultural context and human behavior (Berry, Poortinga, Breugelmans, Chasiotis and Sam, 2011, p. 2). Research in the area of cross-cultural psychology is aimed at comparing specific covert and overt behaviors of two or more cultures. More specifically, cross-cultural psychology examines the â€Å"†¦similarities and differences in psychological functioning in various cultural and ethnocultural groups†¦Ã¢â‚¬  (p. 5). HenceforthRead MoreWhat ´s Psychic Distance? 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The first, and most important, is the lack of cultural competency between Brighton and Wallach, the two merger officiators. Both parties are displaying characteristics of ethnocentrism and misperception. Second, is the lack of corporate competency resulting from dissimilar corporate cultures, histories and business strategies. If the merger ofRead MoreCulture And Ideologies Shape Relationships1567 Words   |  7 Pages Culture and ideologies shape relationships, in which both define to whom one associates with. The question arises about which has more influence in international relations. Is it cultural factors such as customs, language or societal norms or political polices and philosophy. 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lies,damned lies and statistics - 2353 Words

1. Introduction Lies, damned lies, and statistics is a phrase describing the persuasive power of numbers, particularly the use of statistics to bolster weak arguments. It is also sometimes colloquially used to doubt statistics used to prove an opponents point. The term was popularised in the United States by Mark Twain (among others), who attributed it to the 19th-century British Prime Minister Benjamin Disraeli (1804–1881): There are three kinds of lies: lies, damned lies, and statistics. This Line stresses on the fact that common errors, both intentional and unintentional, associated with the interpretation of statistics, and how these errors can lead to inaccurate conclusions. It is a phrase attributed to the power associated†¦show more content†¦Some of them are:- 1. On a historical Note:- Something of a historical subversion: During World War II, the Royal Air Force wanted to add more armor to their planes, but because of weight limits they needed to know which places needed the armor most. So, they examined the planes after they came back and counted how often bullet holes were found in certain areas... and then placed armor in places that showed the fewest bullet holes. This is because, they assumed, that any place that did have bullet holes was a place that planes could be hit and still fly . Helped by the fact: No plane that ever came back had holes where the gas tank was. Because planes whose tank was hit would explode and not come back. 2. Ridiculous Conclusions:- Its a bit like the statistics on shark shows. You are more likely to die on the toilet than be eaten by a shark. When you compare how much time you spend around sharks versus how much time you spend around toilets ... really, the toilet has time to plan out its move in advance. Same deal with most accidents occurring in the home. Considering that you spend the majority of your time in your home, this should come as no surprise to anyone. The same for the example above about most vehicular accidents occurring near the home (some say within 25 miles from your home). This is because most people do most of their driving near their homes, not that the home or the surrounding area is more dangerous than areas distant from theShow MoreRelatedAssumptions Statistics : Data Statistics1192 Words   |  5 PagesIntroduction Assumption/Hypothesis Confirm a common assumption about data statistics: data statistics are accurate in calculation but can be misleading in interpretation and decision making. Background â€Å"There are three kinds of lies: lies, damned lies, and statistics.† This quotation is often attributed to Benjamin Disraeli, the 19th century British Prime Minister. 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Business Research Method Research Proposal Value and Beliefs

Question: Discuss about theBusiness Research Method Research Proposalfor Value and Beliefs. Answer: Introduction Organizations have their own distinct cultures. They have their values, beliefs and assumptions, which influence the people within the organization. According to Martn Alczar et al (2013), it is the managers responsibility to take decisions of how to retain the culture and motivate the employees to behave according to the organizational culture. Lauring (2013) opined that however, cultural diversity and various employee behaviors often lead to disruptions in the workplace. The leaders, therefore, should find out the solutions. In this research, the leaders role in maintaining cultural diversity in the organizations culture and motivating the employees will be analyzed. Background of the Study According to Canas Sondak (2013), the dominant culture of the organization refers to the business structure and the environment in which the organization operates. It includes the objectives of the organization, the belief system of the stakeholders, and the management style of the organization. Employees of different cultures need to work according to the structure that the management has set and this often creates the problem. They added that Cultural aspects influence the way the people interact with the other employees within the organization. It influences how one conducts his work, use his language, and solve various matters, takes up challenges and create relationships. The differences in these give birth to conflicts within the organization. Wrench (2016) discussed that an organization that has its base in a country and nurtures specific sets of values, should design their business culture considering the cultural diversity present among the employees. Often, they fail to un derstand what the employers want as a part of that organization. As he pointed out, the lack of understanding from their part creates misunderstanding, damages the workflow and demotivates the employees. The employees encounter dissatisfaction from the organization in which they serve. With the expansion of market, it becomes a serious problem, which can ruin the organizational set up. According to Patrick Kumar (2012), however, it is important to make the employees realize the core values of the organization. Situations such as limited efforts by the employees to develop their workflow, less information and knowledge sharing within the organizational structure, dejections, and not taking the responsibilities are the primary issues that create big problems. Here, the leaders should come up with the solutions. As discussed by Kulik (2014), for the improved employee satisfaction, the leaders should recognize multiple dimensions present in the structure and its impact on the employees . Kirton Greene (2015) outlined that researchers over the ages, focused on a two-dimensional model of leadership underlining the relation between employee and production. During 1970s, impact of employee behavior in organizational development and change gained value to the leaders. They started considering that leadership is not about exerting power, rather to structure the framework of the organizations operations and maintain a healthy workplace environment. Through this research, the prevalent issues will be discussed and probable recommendations will be outlined. Research Aims The aim of the study is to understand the problems that evolve within the organizational culture because of the cultural diversity. The research will focus on the leaders role in solving the problems and motivate the employees to work cooperatively. Research Objectives The objectives of the study include the following: To investigate the problems found in the organizational culture due to cultural diversity To analyze the relation between cultural diversity and employee relations in the organization To demonstrate the leaders role in solving the issues and motivate employees Research Questions The research questions are the following: How does cultural diversity affect organizational culture? What is the relation between cultural diversity and employee relations within the organization? How can the leaders solve the issues and motivate the employees? Problem Statement Nowadays, cultural diversity of the employees is one of the primary issues. The leaders can manage the situation by restructuring the framework of business culture. Literature Review Introduction Various authors have discussed the impact of cultural diversity on organizational culture. In this literature review section, some books and articles based on the impact of cultural diversity on business culture and the leaders role in managing the situations will be discussed. Cultural Diversity Management The article by Shahzad et al (2012) discusses the negative impacts of cultural diversity in the workplace environment. Cultural diversity, which means the difference in race, language, nationality, ethnicity, gender orientation, distinguished the belief systems and the mindsets of the people. Inside an organization, the differences can develop conflicts among the employees. However, most of the recent literatures and journals have focused on how the cultural diversity has been instrumental in enhancing the creativity of the employees. This may be true in some instances, yet the researchers cannot ignore the negative impacts of cultural diversity in the workplace. Miscommunication, dysfunctional behaviors, creation of barriers is some of the negative impacts of cultural diversity that obstructs smooth flow of work. According to Bock et al (2012), the article has mentioned that the organizational personnel often turn argumentative with one another due to differences in mindset. It is a prevalent problem because the workers carry with them different opinions, norms and traditions. Bock et al (2012) stated that generally, they try to impose their own beliefs by ignoring the sentiments of others. This article has described the aspect of cultural diversity by comparing it with an iceberg. The visible portions of the icebergs are compared to the various dimensions of cultural diversities including race, age, and gender. Hogan Coote (2014) discussed that one can find the three levels of organizational culture as found in this article. The levels are the following: The first level is various organizational process and various artifacts such as offices, facilities and furnishings. The second level includes the organizational philosophy, goals, objectives, and missions. Various strategies that an organization takes are included in this level. The third level is referred to as underlying assumptions. It indicates the feelings and perceptions of the group or community. All the levels are interrelated as they operate together to get the desired outcomes. As discussed by Bschgens et al (2013), this article brings out that the without mutual effort no organization can work effectively. Therefore, cultural diversity is a serious issue if the organization is full of diverse people. It is because of this reason; many organizations avoid employing culturally diverse people. They opined that the conflicts found in the workplace might not be work related. Some employees can indulge into conflicts out of personal reasons. For example, a South African employee and an Indian employee might hurl on each other over a cricket match in which India was defeated by South Africa. In another instance, workers may fight over any historical or regional issues. For example, an American employee and a Japanese employee could argue over Battle of Pearl Harbor. By underlining the examples, the article argued that conflicts might develop out of any trivial and critical issues. The obvious result of this conflict is a low productivity and spoiled relationship among the workers. It affects the organizational environment apart from lowering the organizations overall productivity. According to Goetsch Davis (2014), this article also brings to the focus how the individual values try to retain itself within a group. Most of the times people try to adapt to the core values of the group yet, it seems to happen sometimes that they do not cooperate. They said that the adaptation of the groups core values suggests that they shed some of their individual beliefs, customs, and opinions for a communitys sake. The workplace is such a community or group with core values. As Richard et al (2013) discussed, it might happen that the organizations try to avoid the conflicts that are found in a culturally diverse workplace by not employing people from different cultures. It may decrease the number of customers because most of them prefer doing transactions with people belonging to their own communities. Therefore, the more the organizations have employees from different communities, more they get customers for the benefit of their business. According to Barak (2013), the main problem is that not every individual within the organization emphasizes on growing together. Teamwork is the key word for success in a business and it is the responsibility of the managers to incorporate the sense of togetherness into the employees psyche. Managers should be able to tackle the cross-cultural issues within the organizational structure to achieve the common organizational goal. One can find in this article the ways to solve various problems regarding the impact of cultural diversity on business culture. According to Sabharwal (2014), the problems related to external adaptation consists of mission of the organization and also the process of implementing those plans into actions. However, the problems regarding internal integration are based on the group roles and limit of the authority. It involves methods of interaction within the organization. He opined that this article focused on these issues and defined the managers role to solve the problems. He is on the drivers seat with responsibilities of bridging the communication gap and internalizing the culturally diverse employees into the structural framework of the organization. According to Janssens Zanoni (2014), this article elaborated the responsibilities of the leaders. Focusing mainly on how the leaders could effectively manage the staffs and motivate them to develop individual and group performances despite having cultural differences, this article has explained in detail the definition of a good leader. They opined that the article demonstrates the leaders role to be goal-oriented. The strategy that he constructs to set the specific organizational culture should comply with the organizations objectives. In this process, he should raise the employees awareness about the significance of the proposed outcomes. Secondly, he should encourage them to prioritize organizational interests over self-interests. It is called transformational leadership. Podsiadlowski et al (2013) added that diversity could be managed by maintaining the following things: Do not make favorites from employees Respect the others religious rituals and plan organizational holidays according to that Be empathetic and understanding Use visual methods of communication in case of language barriers Research Methodology Introduction The research methodology includes the process through which the research work on the subject is conducted. According to Madera (2013), it will give a clear idea about the approach of the study, which suggests the considerations kept in mind while doing the research. The data collection process will also be discussed along with the sample size of the data. Research Approach Research approach means the approach towards the research. In this study, various articles and books have been analyzed to get the theoretical perspectives. According to Pieterse et al (2013), it helps in developing the basic ideas about how the cultural diversity in workplace affects the overall organizational culture. They added that as the leaders or managers hold the position of decision-makers within the organization, their role in the diversity management is also studied. Research works done by various authors and their perspective about the leaders role is what this study focuses on. Another aspect is the recommendations of the discussed problems. Apart from describing the problems detected in a workplace, the recommendations to solve them will also be analyzed in this study. The theoretical perspectives will be supported by practical approaches to reach the desired objective of the study. It includes the collection of primary and secondary data. Research Design Before starting the data collection process, it is important to predict the outcome of the data analysis. Therefore, it is important to have a research design. The research design is based on the objectives of the study. Here, in this research work, the objective is to analyze the leaders responsibility in solving cultural diversity related problems in an organization. This study aims at finding the prevalent issues and recommending the solution for an improved business culture. To achieve the desired objectives, therefore, the study will follow the method of explanatory research design. Such a process helps in finding out the reasons behind the problem that is being addressed. As the study will proceed, various literatures related to the topic will be analyzed to understand the reasons of disruptions in workplace due to cultural diversity. The practical examples will also be cited. In an age of globalization, cultural diversity in the workplace cannot be avoided although it often da mages the overall business culture of the organization. According to Hentschel et al (2013), recognition of the problems will make the process of problem solving easier. The study will also follow the descriptive research design to be able to relate the research objectives with research outcomes. They opined that data analysis is the main process that follows the descriptive research design model. By linking the data analysis with the research objectives, the study can gauge the level of consistency present in the desired objectives and research methodology. The study will focus on collecting data concerning the various problems that exists in a workplace due to cultural diversity of the employees. It will help to understand the managers approach towards the culturally diverse employees. Data Collection Method As discussed by Van Knippenberg et al (2013), data collection method is a practical approach to a research work. It helps in finding out the prevalent and current situation associated with the subject concerned. Keeping in mind the objective of this research, which is the impact of cultural diversity on the business culture of the organization, the data collection process will try to identify the key factors that are operating as barriers in the development of business. Here, it is important to collect data from multiple employees of different organizations. Different organizations will be considered while collecting data for a better understanding of the prevalent situation. Data will be collected from multiple employees belonging to diverse cultures so the study can find out the most encountered problems. Data will be collected from the managers of the organizations to understand their perspective. The study will focus on how the managers take responsibilities to solve the problems related cultural diversity. While collecting the data, this will also be considered as an important parameter. According to Guillaume et al (2014), cultural diversity is a multidimensional issue. They added that various cultures are imbibed with various belief systems, rituals and values. People speak in different languages, eat different foods, and think differently. Therefore, to enlist some of the problems will not help. This research work needs as many numbers of data as possible to find out the real situation. Primary Data Collection Primary data collection involves the direct communication with the employees and managers to know from them what they face. It is a useful method to understand the real situation, which is sometimes difficult to know from the theories. For the purpose of this research work, two sets of questionnaires will be prepared. One set will be given to the employees of the organizations and the other set will be given to the managers. The one set of questionnaire prepared for the employees will include questions related to what problems do they face as an individual employee within a culturally diverse business culture. The managers initiatives or his approach towards the employees will also be questioned through the questionnaire. It is helpful in assessing the perspective of the employees. Another set of questionnaire given to the managers will question about how the business culture is affected due to employees cultural diversity. It will also include questions related to how he tackles the problems for an uninterrupted workflow within the organization. Thus, the perspective of the managers can be analyzed. It is a fact that cultural diversity is a multidimensional issue. It involves a large section of people with varied perspectives. Therefore, it is mandatory to understand the situation from both the manager and employees perspectives. Secondary Data Collection Secondary data collection involves the review of various theories and analysis already given by the renowned authors. Books, articles and journals that have dealt with the cultural diversity management theories will be discussed. Data will be collected from the opinions of the authors about the managers responsibility to solve he cultural diversity related issues. Sampling Method Sampling method is the technique that will be followed while gathering the data. In this study, collection of the primary data is a major task. According to Rhode Packel (2014), the entire research work depends on the sample size. Gong et al (2013) discussed that if the researcher fails to determine the necessary sample size for the prefect outcome of the research objectives, the research will not be effective. As there will be two different sets of questionnaire, the sampling them properly is a huge responsibility. Otherwise, there will be high chances of misunderstanding during the assessment of the collected data. As pointed out by Vaccaro et al (2012), sampling method is the selection process of the objects on which the research will be conducted. In this study, the data will be collected from two the employees of two multinational business organizations of Australia. Two business organizations of Australia named CSR Limited, and Rio Tinto Group will be focused. According to Rho de Packel (2014), these are Australias two renowned business organizations where people from different cultural backgrounds work as employees. Kissi et al (2013) pointed out that, here, the managers are quite successful in maintaining a healthy work environment. Questionnaires will be given to the employees and managers of these two organizations. According to Gong et al (2013), two basic sampling methods can be found. These are the following: Probabilistic sampling Non-probabilistic sampling For this study, the non-probabilistic sampling method will be most useful. The objective of the study is to carry out the research only on culturally diverse employees and managers of multinational organizations. The research, therefore, requires specific samples from whom the necessary data will be collected. Non-probabilistic method of data collection will be suitable for this purpose. Sample Size Ng Sears (2012) discussed that determining the sample size is one of the crucial aspects of data collection method. It refers to the specific number of people on whom the research will be conducted. The study will focus on collecting data from the already mentioned two Australian companies. As the number of employees in these two companies is huge in quantity, it may be problematic to reach to each employee. According to Bratton Gold (2012), the more the people are incorporated within the structure of business culture, the more it makes the situation complex. Keeping this in mind, data will not be collected form a huge number of people. The research will be based on 1200 employees who belong to different cultural communities. The number of managers will not be much in size. The General Managers, Managing Directors and Executive General Managers of the companies will be considered. It will be six in total number. Ethical Consideration Ethical consideration is an important part of any research work. The researchers should give consider the ethical issues related to the subject on which they want to conduct the study. It is a method to validate the research work. The primary data collection, which involves the people, should be done keeping the ethical issues in mind. The researchers must conduct in research giving full respect to these people. According to Bratton Gold (2012), during the research, every individual should be considered as an autonomous entity. In this study, the employees and the managers are the subjects of the research. They hold their respective positions in the organizations for which they work. Therefore, the questionnaire that will be set for them will try to extract information from them without hurting anyone. It may happen that while conducting the research, the managers of the organizations might not be comfortable in revealing the business culture related problems within their organizati on. They might feel that it could damage the companys reputation. Thus, they will be informed in detail the procedure of conducting the research. Their privacy will be ensured by through non-declaration of either the companys or the managers names. The main research work will only mention the cultural diversity issues without outlining the names of the companies. The employees might also feel the same. They could feel insecure in revealing any secret issues that they face. The insecurity is from the leaders of the organization. Therefore, the process of research will ensure them that their privacy will be maintained. As the subject of the study is the culturally diverse people, they might be hurt if they are asked questions related to their cultural specificity. These people might feel the risk to express their cultural orientations. Any controversial questions might hurt their sentiments. Therefore, the research will try not to ask any such questions that hurt them. Another point is that, the employees and managers will not be asked any personal questions. Most of the questions will be limited to their workplace conditions, business culture, and relations with one another. Questions related to employee relations with the managers will also be included in the questionnaire, although no question will highlight on their personal relationship with the managers. The workplace related issues are the focus of this study. The research work must not forget that the subjects are first humans and then they are people with different cultural identities. Throughout the study, this humanitarian factor will be maintained. Apart from the employees and the managers, no other third party intervention will be entertained while collecting the data. This study will collect information only from them and not from the family members of the managers or the employees. If anyone tries to intervene willingly, it will be completely rejected. Again, the employees and the managers will not be forced to give answers. They will be informed all the benefits and risks associated to the study and their willful cooperation will be accepted as a n ethical process. References Barak, M. E. M. (2013). Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bock, A. J., Opsahl, T., George, G., Gann, D. M. (2012). The effects of culture and structure on strategic flexibility during business model innovation. Journal of Management Studies, 49(2), 279-305. Bratton, J., Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan. Bschgens, T., Bausch, A., Balkin, D. B. (2013). Organizational culture and innovation: A metaà ¢Ã¢â€š ¬Ã‚ analytic review. Journal of product innovation management, 30(4), 763-781. Canas, K., Sondak, H. (2013). Opportunities and challenges of workplace diversity. Pearson Higher Ed. Goetsch, D. L., Davis, S. B. (2014). Quality management for organizational excellence. pearson. Gong, Y., Kim, T. Y., Lee, D. R., Zhu, J. (2013). A multilevel model of team goal orientation, information exchange, and creativity. Academy of Management Journal, 56(3), 827-851. Guillaume, Y. R., Dawson, J. F., Priola, V., Sacramento, C. A., Woods, S. A., Higson, H. E., ... West, M. A. (2014). Managing diversity in organizations: An integrative model and agenda for future research. European Journal of Work and Organizational Psychology, 23(5), 783-802. Hentschel, T., Shemla, M., Wegge, J., Kearney, E. (2013). Perceived diversity and team functioning: The role of diversity beliefs and affect. Small Group Research, 1046496412470725. Hogan, S. J., Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model. Journal of Business Research, 67(8), 1609-1621. Janssens, M., Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331. Kirton, G., Greene, A. M. (2015). The dynamics of managing diversity: A critical approach. Routledge. Kissi, J., Dainty, A., Tuuli, M. (2013). Examining the role of transformational leadership of portfolio managers in project performance. International Journal of project management, 31(4), 485-497. Kulik, C. T. (2014). Working below and above the line: The researchpractice gap in diversity management. Human Resource Management Journal, 24(2), 129-144. Lauring, J. (2013). International diversity management: Global ideals and local responses. British Journal of Management, 24(2), 211-224. Madera, J. M. (2013). Best Practices in Diversity Management in Customer Service Organizations An Investigation of Top Companies Cited by Diversity Inc. Cornell Hospitality Quarterly, 54(2), 124-135. 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. Ng, E. S., Sears, G. J. (2012). CEO leadership styles and the implementation of organizational diversity practices: Moderating effects of social values and age. Journal of Business Ethics, 105(1), 41-52. Patrick, H. A., Kumar, V. R. (2012). Managing Workplace Diversity. Sage Open, 2(2), 2158244012444615. Pieterse, A. N., Van Knippenberg, D., Van Dierendonck, D. (2013). Cultural diversity and team performance: The role of team member goal orientation. Academy of Management Journal, 56(3), 782-804. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C., Van Der Zee, K. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations. International Journal of Intercultural Relations, 37(2), 159-175. Rhode, D. L., Packel, A. K. (2014). Diversity on corporate boards: How much difference does difference make. Del. J. Corp. L., 39, 377. 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. Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 0091026014522202. Shahzad, F., Luqman, R. A., Khan, A. R., Shabbir, L. (2012). Impact of organizational culture on organizational performance: an overview. Interdisciplinary journal of contemporary research in business, 3(9), 975. Vaccaro, I. G., Jansen, J. J., Van Den Bosch, F. A., Volberda, H. W. (2012). Management innovation and leadership: The moderating role of organizational size. Journal of Management Studies, 49(1), 28-51. Van Knippenberg, D., van Ginkel, W. P., Homan, A. C. (2013). Diversity mindsets and the performance of diverse teams. Organizational Behavior and Human Decision Processes, 121(2), 183-193. Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Routledge.

What Is Pschology Essay Example

What Is Pschology? Essay Nature is described as innate behavior that we are born with, it involves involuntary responses , such as, jumping when startled, this is a body’s reaction to help protect us from harm. These are behaviors that cannot be changed. Nurture is learned behaviors, we learn these through life experiences from our environment. Learned behaviors can be changed. Sometimes it is hard to say whether a behavior is innate or learned, such as, thumb sucking, which seems to be innate but may in fact be learned behavior. I feel that behavior is a result of both nature, behaviors we are born with, and nurture, learned behavior. I strongly believe nurture, opportunity and environment,account for way more influence on our life than nature does. I feel that nature is only â€Å"beginning behavior† inborn for survival purposes. Let us look at the different environments people grow up in. It is my strong opinion that family values and resourses are a major influence on peoples behavior. Take for example, a familys income, if a person grows up in poverty, no matter what the familys values or lifestyle, that person has less opportunity to explore his surroundings or be involved in extra curricular activities as a child. We will write a custom essay sample on What Is Pschology? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What Is Pschology? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What Is Pschology? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Therefore he/she may grow up to be a less well rounded person. That person may grow up with poor self esteem, making them less likely to explore their options as adults. If a child grows up in an environment where getting a good education is a high family value that child is more likely to pursue higher education than the child that grows up in a family that doesn’t believe that higher education is a necessity for success. If a child grows up in an environment where the adults are cigarette smokers and don’t put a high value on their health, that child is more likely to copy these behaviors as adults. If a child grows within a family that puts a high priority on their spiritual well being, that child is more likely to pursue spiritual growth in adulthood. People that grow up in different countries adapt to that countries culture. People that grow up in a mountainess terrain have different behaviors than those that grow up on the beach. There is a difference in being a country person and being a city person. A person born in a third world country has different behaviors than someone born in a developed country. It is my opinion that although nature supplies us with the same innate behaviors, our personalities and behaviors develop mainly because of our environment and opportunities available to us. How and where we are raises plays a big role in what we become as adults, although I believe that our behaviors are mainly formed while we are still children, I don’t think that our learning ever stops. We learn and grow, again from our environment outside the family home. We learn at work, we learn to develop behaviors that pleases our boss, such as, efficiency, promptness, and willingness to excel in our field. At school we learn good study habits among other life skills. At play we may learn a whole new sport which is in itself a behavior. In relationships we learn new behaviors that enable us to be compatable with others. We never stop learning through our environment.

Legislation passed to address computer crimes essays

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Finding and Expert and Interviewing Expert Effectively - Essay Example Reviewing the phone book and yellow pages directory can be a good option while searching for experts. Going through the faculty directory can allow the researcher to know about the different expert research studies conducted and therefore can easily find the one most suitable for his or her research. Internet is a vast database of getting out all the available and accessible contacts of the experts. The encyclopedia is another good database for knowing about the relevant organizations and the experts present in them (Ballenger 2009). Once an expert has been found, the researcher or interviewer needs to carefully devise the interview mode so that maximum amount of useful information can be gathered from the experts accordingly and conveniently. The interview mode needs to be decided to find out the best mode of interviewing the expert candidate, the interview modes can be personal interviews, telephonic interviews or email interviews. After deciding upon the interview mode, the interviewer needs to carefully design the questions that will be posed towards the expert for gaining the information. Questions need to be designed systematically and should be made sure that all important aspects are covered for the research. Open ended questions tend to provide more in-depth information and clarification about any certain area. Close ended questions do not provide much detail. Personal experiences of the expert and their reflection are highly important to be incorporated in the research as it gives the study more weight and authenticity. Interview sessions should be regarded as conversations rather than surveys and during these interview conversations the researcher can get maximum detail about his questions. At times informal behavior may be required so as to get maximum details. The researcher needs to make a note of all the information being gathered during the interview session and this can be done

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Knowledge partner-VP - Essay Example Besides, this is the people who gave their assistance from the Island to develop their vision, and have the same vision with Lab Vlieland. Moreover, Lab Vlieland provides municipality the information. However, the move is to make value proposition. That is; if one needs to earn extra money, one need to understand correctly customer’s demands. The producer or the company should have adequate information on what the customer will be getting as well as what the customer will be willing to pay. Moreover, the organization should be able to analyze who is this person to pay for the network and to be in the inner cycle. Ecological stability, Economic security are also factors that will enable one to understand clearly their customer. Therefore, Suitability is an act of trying to find people in who are willing to want to finance and participate in the project. Moreover, they should be able to share the dream of a community that is about energy independence. However, with sustainable energy, they will be able to earn more income in any particular period. The project is all about generating the solar power field, water or sustainable energy. Time is also another major factor that needs to ensure their efficiency and effectiveness of the operations. Moreover, knowledge sharing helps speeds up the response to the right individuals with the required knowledge and skills. Therefore, time consideration will enable the firm timely identify the right personnel to partner with the business. Also, partners like Google can offer to give time instead of cash. That is; they can use their staff to help Vlieland in their presentation. They can just provide approximately 1% of their employee’s time. Pain relievers are also another thing that needs to be considered. That is; it will help describe the techniques that Vlieland’s service will able to address the challenges. There will be various challenges that the business will be expecting

Digital Rights Mischief :: Ethics

Digital Rights Mischief Imagine a world where media is kept privately. A world in which the books you read and the music you listen to is as protected as your social security number – maybe even more so. What if someone asked to borrow your laptop, the very place you kept your media? â€Å"This put Dan in a dilemma. He had to help her – but if he lent her his computer, she might read his books. Aside from the fact that you could go to prison for many years for letting someone else read your books, the very idea shocked him at first. Like everyone, he had been taught since elementary school that sharing books was nasty and wrong – something that only pirates would do.† Thus begins a short story by Richard Stallman, who paints a very bleak future of the technologies we have today. Yet the gradual way this society became so controlled begins with a single step. That step is digital rights management. Digital rights management, DRM, and Trusted Computing, TC, infringe upon consu mers’ rights and should be met with public boycott. DRM and TC limit rights by controlling digital media. In order to control content, DRM and TC use a computer identification system to verify a user’s right to use media. The Electronic Privacy Information Center defines DRM as systems that â€Å"restrict the use of digital files in order to protect the interests of copyright holders.† DRM systems can control many aspects of the usability of a particular file. They can limit portability, the ability to share or print a file. They can control access, the ability to read, write, or save a file. DRM systems commonly use one of two methods to achieve control. Encryption protects files from outside sources, giving only authorized software access to a file. This authorized software will then follow the policies set forth by the DRM system. The other method, marking, is a way of telling software to treat the file as protected. This works best in proprietary systems where only a few applications can read a particular f ile. Both methods then enforce rules that the DRM system applies to the file. Generally these include determining the identity of the computer trying to access the file, often using a unique numbering scheme. Digital Rights Mischief :: Ethics Digital Rights Mischief Imagine a world where media is kept privately. A world in which the books you read and the music you listen to is as protected as your social security number – maybe even more so. What if someone asked to borrow your laptop, the very place you kept your media? â€Å"This put Dan in a dilemma. He had to help her – but if he lent her his computer, she might read his books. Aside from the fact that you could go to prison for many years for letting someone else read your books, the very idea shocked him at first. Like everyone, he had been taught since elementary school that sharing books was nasty and wrong – something that only pirates would do.† Thus begins a short story by Richard Stallman, who paints a very bleak future of the technologies we have today. Yet the gradual way this society became so controlled begins with a single step. That step is digital rights management. Digital rights management, DRM, and Trusted Computing, TC, infringe upon consu mers’ rights and should be met with public boycott. DRM and TC limit rights by controlling digital media. In order to control content, DRM and TC use a computer identification system to verify a user’s right to use media. The Electronic Privacy Information Center defines DRM as systems that â€Å"restrict the use of digital files in order to protect the interests of copyright holders.† DRM systems can control many aspects of the usability of a particular file. They can limit portability, the ability to share or print a file. They can control access, the ability to read, write, or save a file. DRM systems commonly use one of two methods to achieve control. Encryption protects files from outside sources, giving only authorized software access to a file. This authorized software will then follow the policies set forth by the DRM system. The other method, marking, is a way of telling software to treat the file as protected. This works best in proprietary systems where only a few applications can read a particular f ile. Both methods then enforce rules that the DRM system applies to the file. Generally these include determining the identity of the computer trying to access the file, often using a unique numbering scheme.

A Short Story Of Denim Essay

Denim is more than just a cotton fabric; it inspires strong opinions within the hearts of historians, designers, teenagers, movie stars, reporters and writers. Interest bordering on passion can be found among textile and costume historians today, especially in the debate over the true origins of denim. These experts have put decades of work into their research; here are summarized the prevailing opinions about the birth of denim, followed by a discussion of the way Levi Strauss & Co. has helped to contribute to denim’s movement around the world. In 1969 a writer for American Fabrics magazine declared, â€Å"Denim is one of the world’s oldest fabrics, yet it remains eternally young.† If continuous use of and interest in an item makes it â€Å"eternally young† then denim certainly qualifies. From the 17th century to the present, denim has been woven, used and discarded; made into upholstery, pants and awnings; found in museums, attics, antique stores and arc haeological digs; worn as the fabric of hard honest work, and as the expression of angry rebellion; used for the sails of Columbus’ ships in legend; and worn by American cowboys in fact. Legend and fact are also interwoven when scholars discuss the origin of the name denim itself. Most reference books say that denim is an English corruption of the French â€Å"serge de Nimes;† a serge fabric from the town of Nimes in France. However, some scholars have begun to question this tradition. There are a few schools of thought with regard to the derivation of the word â€Å"denim.† Pascale Gorguet-Ballesteros, of the Musee de la Mode et du Costume in Paris, has done some interesting research on both of these issues. A fabric called â€Å"serge de Nimes,† was known in France prior to the 17th century. At the same time, there was also a fabric known in France as â€Å"nim.† Both fabrics were composed partly of wool. Serge de Nimes was also known in England before the end of the 17th century. The question then arises: is this fabric imported from France or is it an English fabric bearing the same name? According to Ms. Gorguet-Ballesteros, fabrics which were named for a certain geographic location were often also made elsewhere; the name was used to lend a certain cachet to the fabric when it was offered for sale. Therefore a â€Å"serge de Nimes† purchased in England was very likely also made in England, and not in Nimes, France. There still remains the question of how the word â€Å"denim† is popularly thought to be descended from the word â€Å"serge de Nimes.† Serge de Nimes was made of silk and wool, but denim has always been made of cotton. What we have here again, I think, is a relation between fabrics that is in name only, though both fabrics are a twill weave. Is the real origin of the word denim â€Å"serge de nim,† meaning a fabric that resembled the part-wool fabric called nim? Was serge de Nimes more well-known, and was this word mistranslated when it crossed the English Channel? Or, did British merchants decide to give a zippy French name to an English fabric to give it a bit more cachet? It’s likely we will never really know. Then, to confuse things even more, there also existed, at this same time, another fabric known as â€Å"jean.† Research on this textile indicates that it was a fustian – a cotton, linen and/or wool blend and that the fustian of Genoa, Italy was called jean; here we do see evidence of a fabric being named from a place of origin. It was apparently quite popular, and imported into England in large quantities during the 16th century. By the end of this period jean was being produced in Lancashire. By the 18th century jean cloth was made completely of cotton, and used to make men’s clothing, valued especially for its property of durability even after many washings. Denim’s popularity was also on the rise. It was stronger and more expensive than jean, and though the two fabrics were very similar in other ways, they did have one major difference: denim was made of one colored thread and one white thread; jean was woven of two threads of the same color. Moving across the Atlantic, we find American textile mills starting on a small scale at this same time, the late 18th century, mostly as a way to become independent from foreign producers (mainly the English). From the very beginning, cotton fabrics were an important component of their product line. A factory in the state of Massachusetts wove both denim and jean. President George Washington toured this mill in 1789 and was shown the machinery which wove denim, which had both warp and fill of cotton. One of the first printed references to the word â€Å"denim† in the United States was seen in this same year: a Rhode Island newspaper reported on the local production of denim (among other fabrics). The book The Weavers Draft Book and Clothiers Assistant, published in 1792, contains technical sketches of the weaving methods for a variety of denims. In 1864, an East Coast wholesale house advertised that it carried 10 different kinds of denim, including â€Å"New Creek Blues† and â€Å"Madison River Browns.† (They sound rather contemporary, don’t they? Another example of denim appearing â€Å"eternally young.†) Webster’s Dictionary of the same year contained the word â€Å"denim,† referring to it as â€Å"a coarse cotton drilling used for overalls, etc.† Research shows that jean and denim were two very different fabrics in 19th century America. They also differed in how they were used. In 1849 a New York clothing manufacturer advertised topcoats, vests or short jackets in chestnut, olive, black, white and blue jean. Fine trousers were offered in blue jean; overalls and trousers made for work were offered in blue and fancy denim. Other American advertisements show working men wearing clothing that illustrates this difference in usage between jean and denim. Mechanics and painters wore overalls made of blue denim; working men in general (including those not engaged in manual labor) wore more tailored trousers made of jean. Denim, then, seems to have been reserved for work clothes, when both durability and comfort were needed. Jean was a workwear fabric in general, without the added benefits of denim as I just mentioned. In Staple Cotton Fabrics by John Hoye, published in 1942, jean is listed as a cotton serge with warp and woof of the same color, used for overalls, work and sport shirts, doctors and nurses uniforms and as linings for boots and shoes. Of denim, Hoye says, â€Å"The most important fabric of the work-clothing group is denim. Denims are strong and serviceable; they are particularly strong in the warp direction, where the fabric is subjected to greater wear than the filling.† Twenty years after this was written, the magazine American Fabrics ran an article which stated, â€Å"If we were to use a human term to describe a textile we might say that denim is an honest fabric – substantial, forthright, and unpretentious.† So how did this utilitarian and unpretentious fabric become the stuff of legends that it is today? And how did pants made out of denim come to be called jeans, when they were not made out of the fabric called jean? One very important reason can be found in the life and work of a Bavarian-born businessman who made his way to Gold Rush San Francisco more than 150 years ago. Levi’s ® jeans, of course, are named for the founder of the company that makes them. A lot of people over the years have thought that Levi Strauss & Co. was started by a Mr. Levi and a Mr. Strauss; or even by the French philosopher/anthropologist Claude Levi-Strauss. The truth is, the company was founded by a man born as â€Å"Loeb† Strauss in Bavaria in 1829. He, his mother and two sisters left Germany in 1847 and sailed to New York, where Loeb’s half-brothers were in business selling wholesale dry goods (bolts of cloth, linens, clothing, etc.). For a few years, young Loeb Strauss worked for his brothers, and in 1853 obtained his American citizenship. In that same year, he decided to make a new start and undertake the hazardous journey to San Francisco, a city enjoying the benefits of the recent Gold Rush. At age 23, Loeb either decided to go into the dry goods business for himself (perhaps thinking that the easiest way to make money during a Gold Rush was to sell supplies to miners), or he was sent there by his brothers, in order to open the West Coast branch of the family business. No matter what the reason, San Francisco was the kind of city where people went to reinvent themselves and their lives, and this proved to be true for Loeb, who changed his name to â€Å"Levi† sometime around 1850, – for which we should be grateful, or else today we would all be wearing â€Å"Loeb’s Jeans.† We don’t know how young Levi Strauss got his business off the ground; what his thinking was; if he travelled into the gold country in search of customers, because LS&CO. lost virtually all of its records, inventory, and photographs in the great San Francisco earthquake and fire of 1906. This has led to many problems for company officers, researchers, and certainly thos e interested in LS&CO.’s history. Chief of these is digging up the true story of the invention of blue jeans, and separating popular myth from historical reality. For decades, the story ran like this: Levi Strauss arrived in San Francisco, and noticed that miners needed strong, sturdy pants. So he took some brown canvas from the stock of dry goods supplies he brought with him from New York, and had a tailor make a pair of pants. Later, he dyed the fabric blue, then switched to denim, which he imported from Nimes. He got the idea of adding metal rivets to the pants from a tailor in Reno, Nevada, and patented this process in 1873. Luckily, the company obtained copies of the patent papers for the riveting process a number of years ago so we know that Jacob Davis, the Nevada tailor, did come up with this idea and worked with Levi Strauss to manufacture riveted clothing. However, the brown canvas pants story is really just an attractive myth. This story likely arose because evidence had been found of some brown pants made of a heavy material which the company sold in the 19th century. However, historical research done at institutions in the San Francisco area provides us with the truth within the myth. Levi Strauss was a wholesale dry goods merchant beginning with his arrival in San Francisco in 1853. He sold the common dry goods products, including clothing whose manufacturers are unfortunately unknown to us. Levi worked hard, and acquired a reputation for quality products over the next two decades. In 1872 he got a letter from tailor Jacob Davis, who had been making riveted clothing for the miners in the Reno area and who purchased cloth from Levi Strauss & Co. He needed a business partner to help him get a patent and begin to manufacture this new type of work clothing. Well, Levi knew a good business opportunity when he saw one, and in 1873 LS&CO. and Davis received a patent for an â€Å"Improvement in Fastening Pocket-Openings.† As soon as the two men got their manufacturing facility under way, they began to make copper riveted â€Å"waist overalls† (which is the old name for jeans) out of a brown cotton duck, and a blue denim. It’s likely that a pair of these duck pants (which survived the 1906 fire) confused early historians of the company, as duck looks and feels like canvas. The denim, however, was true blue. Of course, Levi did not dye any brown fabric blue, as the myth has proclaimed, nor did he purchase it from Nimes. Knowing that the riveted pants were going to be perfect for workwear, it’s likely he decided to make them out of denim rather than jean for the reasons mentioned earlier: denim was what you used when you needed a very sturdy fabric for clothing to be worn by men doing manual labor. The denim for the first waist overalls came from the Amoskeag Manufacturing Company in Manchester, New Hampshire, on the East Coast of the United States. This area, known as New England, was the site of the first American textile mills, and by 1873 their fabrics were wellknown and well-made. Amoskeag was incorporated in 1831 and their denim production dated to the mid-1860s (this being the time of the American Civil War, the company also manufactured guns for a few years). In 1914 an article about the association between LS&CO. and Amoskeag appeared in the mill’s own newspaper. It read in part, â€Å"In spite of the many cheaper grades offered in competition, the sale of the Amoskeag denim garment has kept up due in part to the superior denim used in its construction and in part to superior workmanship such as sewing with linen thread, etc. Doubtless the Amoskeag denim has contributed in no small degree to the success of Levi Strauss & Co. and, in return, that concern has contributed in an equal degree to the success of Amoskeag denims, advertising as it does, their superiority over all other denims.† At Levi Strauss & Co., the duck and denim waist overalls were proving to be the success that Jacob Davis had predicted. Levi Strauss was now the head of both a dry goods wholesaling and garment manufacturing business. In addition to the waist overalls, the company made jackets and other outer wear out of denim and duck; they also branched out into shirts of plain or printed muslin. Levi Strauss died in 1902, at the age of 73. He left his thriving business to his four nephews Jacob, Louis, Abraham and Sigmund Stern – who helped rebuild the company after the disaster of 1906. The earliest surviving catalog in the Archives shows a wonderful variety of denim products for sale. Within a few years, it became obvious to the Stern brothers that they needed a new source of denim. Near the end of the 19th century Amoskeag and other New England mills had begun to experience a slow decline, due to competition from mills in the southern states, higher labor and transportation costs, outdated buildings and equipment and high taxes. The demand for waist overalls was so great that LS&CO. needed a more reliable method of obtaining the fabric they needed. Interestingly, by around 1911 the company had stopped making garments out of cotton duck. It’s possible that this was due to customer preference: once someone had worn a pair of denim pants, experiencing its strength and comfort – and how the denim became more comfortable with every washing – he never wanted to wear duck again; because with cotton duck, you always feel like you’re wearing a tent. By 1915 the company was buying the majority of its denim from Cone Mills, in North Carolina (by 1922 all the denim came from Cone). Founded in 1891, it was the center of denim production in America by the turn of the century. Cone developed the denim which brought Levi’s  ® jeans their greatest fame during the following decades. By the 1920s, Levi’s ® waist overalls were the leading product in men’s work pants in the Western states. Enter the 1930s – when Western movies and the West in general captured the American imagination. Authentic cowboys wearing Levi’s ® jeans were elevated to mythic status, and Western clothing became synonymous with a life of independence and rugged individualism. Denim was now associated less often with laborers in general, and more as the fabric of the authentic American as symbolized by John Wayne, Gary Cooper and others. LS&CO. advertising did its part to fuel this craze, using the West’s historic preference for denim clothing to advertise Levi’s ® waist overalls. Easterners who wanted an authentic cowboy experience headed to the dude ranches of California, Arizona, Nevada and other states, where they purchased their first pair of Levi’s (the products were still only sold West of the Mississippi). They took these garments home to wow their friends and help spread the Western influence to the rest of the country, and even overseas. The 1940s, wartime. American G.I.s took their favorite pairs of denim pants overseas; guarding them against the inevitable theft of valuable items. Back in the States, production of waist overalls went down as the raw materials were needed for the war effort. When the war was over, massive changes in society signalled the end of one era and the beginning of another. Denim pants became less associated with workwear and more associated with the leisure activities of prosperous post-war America. Levi Strauss & Co. began selling its products nationally for the first time in the 1950s. Easterners and Midwesterners finally got the chance to wear real Levi’s ® jeans, as opposed to the products made by other manufacturers over the years. This led to many changes, within the company and on the products. Zippers was used in the classic waist overalls for the first time in 1954. This was in response to complaints from non-Westerners who didn’t like the button fly (the jeans the y were used to wearing had zippers). We received similar comments from men who had grown up using a button fly, saying rather rude things about finding a zipper where buttons should be. We did offer both products all over the country, but making changes to people’s favorite pants is always a risk. Some things took longer to change. One of them was the attitude that denim clothing was appropriate only for hard, physical labor. This was dramatically demonstrated to LS&CO. in 1951. Singer Bing Crosby was very fond of Levi’s ® jeans and was wearing his favorite pair while on a hunting trip to Canada with a friend in that year. The men tried to check into a Vancouver hotel, but because they were wearing denim, the desk clerk would not give them a room; apparently denim-clad visitors were not considered high-class enough for this hotel. Because the men were wearing Levi’s ® jeans, the clerk did not even bother to look past their clothing to see that he was turning away America’s most beloved si nger (luckily for Bing, he was finally recognized by the bellhop). LS&CO. heard about this, and created a denim tuxedo jacket for Bing, which we presented to him at a celebration in Elko, Nevada, where Bing was honorary mayor. Interestingly, the day set aside for this special presentation was called â€Å"Blue Serge Day† not â€Å"Levi’s Day† or â€Å"Blue Denim Day.† Was the word â€Å"denim† not sophisticated enough for the organizers of the event (who were not from LS&CO.)? I don’t think we’ll ever know the answer to this. The 1950s brought great acclaim to Levi’s ® jeans and denim pants in general, though not in the way most company executives would like. The portrayal of denim-clad â€Å"juvenile delinquents† or, as one newspaper put it, â€Å"motorcycle boys† in films and on television during this decade led many school administrators to ban the wearing of denim in the classroom, fearing that the mere presence of denim on a teenager’s body would cause him to rebel a gainst authority in all of its forms. Nearly everyone in America had strong opinions about what wearing blue jeans did to young people. For example: in 1957 we ran an advertisement in a number of newspapers all over the U.S. which showed a clean-cut young boy wearing Levi’s ® jeans. The ad contained the slogan, â€Å"Right For School.† This ad outraged many parents and adults in general. One woman in New Jersey wrote, â€Å"While I have to admit that this may be ‘right for school’ in San Francisco, in the west, or in some rural areas I can assure you that it is in bad taste and not right for School in the East and particularly New York†¦Of course, you may have different standards and perhaps your employees are permitted to wear Bermuda shorts or golf togs in your office while transacting Levi’s business!† Interesting, isn’t it, how this woman predicted the future trend toward casual clothing in the workplace? But even as some Americans tried to get denim out of the s chools, there were just as many who believed that jeans deserved a better reputation, and pointed to the many wholesome young people who wore jeans and never got into trouble. But no matter what anyone thought or did, nothing could stop the ever-increasing demand for Levi’s ® jeans. As one 1958 newspaper article reported, â€Å"†¦about 90% of American youths wear jeans everywhere except ‘in bed and in church’ and that this is true in most sections of the country.† Events in this decade also led the company to change the name of its most popular product. Until the 1950s we referred to the famous copper riveted pants as â€Å"overalls;† when you went into a small clothing store and asked for a pair of overalls, you were given a pair of Levi’s ®. However, after World War II our customer base changed dramatically, as referred to earlier: from working adult men, to leisure-loving teenage boys and their older college-age brothers. These guys called the product â€Å"jeans† – and by 1960 LS&CO. decided that it was time to adopt the name, since these new, young consumers had adopted our products. Now how did the word â€Å"jeans† come to mean pants made out of denim? There are two schools of thought on this one. The word might be a derivation of â€Å"Genoese,† meaning the type of pants worn by sailors from Genoa, Italy. There is another explanation: jean and denim fabrics were both used for workwear for many decades, and â€Å"jeans pants† was a common term for an article of clothing made from jean fabric; Levi Strauss himself imported â€Å"jeans pants† from the Eastern part of the United States to sell in California. When the popularity of jean gave way to the even greater popularity of denim for workwear, the word â€Å"jeans† seemed to get stuck with the denim version of these pants. Certainly the word jeans has been used to describe any type of pant made out of denim, and not just the riveted, indestructible, working-man’s pants originated by Levi Strauss & Co. in 1873. We even called some lightweight denim Western Wear pants in the 1940s â€Å"jeans.† But until America’s youth decided what j eans meant to them, we stuck with the classic moniker â€Å"overalls.† From the 1950s to the present, denim and jeans have been associated with youth, with new ideas, with rebellion, with individuality. College-age men and women entered American colleges in the 1960s and, wearing their favorite pants (jeans, of course), they began to protest against the social ills plaguing the United States. Denim acquired a bad reputation yet again, and for the same reasons as it had a decade earlier: those who protest, those who rebel, those who question authority, traditional institutions and customs, wear denim. Beginning in the late 1950s, Levi Strauss & Co. began to look at opportunities for expansion outside of the United States. During and after World War II, people in Japan, England and Germany saw Levi’s ® jeans for the first time, as they were worn by U.S. soldiers during their off-duty hours. There are letters in the company Archives from people who traded leather jackets and other clothing items to American G.I.s for their Levi’s ® jeans, and wrote to the company asking how they could get another pair. Word began to spread via individual customers, and American magazi nes which made their way overseas. Letters came to us from places as diverse as Thailand, England and Pitcairn Island in the South Pacific, written by people begging us to send them a pair of the famous jeans. British teenagers would swarm the docks when American Merchant Marine ships came into port, and buy the Levi’s ® jeans off the men before they even had time to set foot on dry land. By the late 1960s, the trickle of jeans into Europe and Asia had become a flood. Denim was poised to re-enter the continent which had given it birth, and it would be adopted with an enthusiasm shown to few other American products. Indeed, despite its European origins, denim was considered the quintessential American fabric, beginning even in the mid-1960s, when jeans were still a new commodity in Europe. We entered the Japanese market a few years later. One writer wrote prophetically in 1964: â€Å"Throughout the industrialized world denim has become a symbol of the young, active, informal, American way of life. It is equal ly symbolic of America’s achievements in mass production, for denim of uniform quality and superior performance is turned out by the mile in some of America’s biggest and most modern mills. Moreover, what was once a fabric only for work clothes, has now also become an important fabric for play clothes, for sportswear of all types.† By the 1970s, these â€Å"play clothes† tended toward the flared and bell bottom silhouette. At the same time, new fabrics were used for products that had traditionally been made out of denim. The product line of Levi Strauss & Co. was no exception. â€Å"Blue Levi’s ®Ã¢â‚¬  were still a staple of the company’s collection, but a glimpse at sales catalogs will reveal that customers also wanted plaid, polyester, no-wrinkle flares with matching vests. What looked almost like the end of simple, cotton denim as the fabric of everyday wear, was merely a pause in denim’s continued ascension to global dominion. A closer look will show that denim never really disappeared. Even in the 1970s, when it seemed that denim was being pushed aside in favor of these other fabrics, writers, manufacturers, and marketing executives worked hard to keep denim in the public eye. A writer in the Fall 1970 issue of American Fabrics said, â€Å"Indigo Blue Denim†¦has become a phenomenon without parallel in our times. To the youth of this country, and many other countries in this shrinking world, Indigo Blue Denim does not stand for utility. It’s the world’s top fashion fabric for pants.† By the mid to late 1970s the craze for doubleknits and other like fabrics began to slow. At the same time, marketing reports in various trade magazines showed an upward surge in the popularity of denim, as seen in the number of denim-clad models in print and television advertising. Those who followed clothing trends into the late 1970s were quoted in the trade papers with comments such as, â€Å"Jeans are more than a make. They are an established attitude about clothes and lifestyle.† This attitude could be seen very clearly in the â€Å"decorated denim† craze which saw beaded, embroidered, painted and sequined jeans appearing on streets from California to New York and across the ocean. Personalizing one’s jeans was such a huge trend in the United States that Levi Strauss & Co. sponsored a â€Å"Denim Art Contest† in 1973, inviting customers to send us slides of their decorated denim. The company received 2,000 entries from 49 of the United States, as well as Canada and the Bahamas. Judges included photographer Imogen Cunningham, designer Rudi Gernreich, the art critic for the San Francisco Chronicle newspaper, and the Curator for San Francisco’s De Young Museum. The winning garments were sent on an 18month tour of American museums, and some of them were purchased by LS&CO. for the company Archives. In the Introduction to the catalog published to accompany the museum tour, contest coordinators wrote that Levi’s ® jeans had become â€Å"a canvas for personal expression.† Personal expression found another medium in the 1980s with the â€Å"designer jean† craze of that decade. It seems you can’t keep a good fabric down, no matter what form it takes. We all remember the ways in which denim was molded onto our bodies and the way that jeans were now worn almost anywhere, including places where they would have been completed banned in previous years (such as upscale restaurants). A writer for American Fabrics predicted this trend all the way back in 1969, when he wrote, â€Å"What has happened to denim in the last decade is really a capsule of what happened to America. It has climbed the ladder of taste.† Today, LS&CO. employees wear Levi’s ® jeans to work. Looking back, we see that the very first people to wear Levi’s ® jeans worked with pick and shovel, and though our tools are computer keyboard, PDA and cell phone, we have both been moved to wear the same thing each and every work day: denim jeans. Born in Europe, denim’s function and adaptable form found a perfect home in untamed America with the invention of jeans; then, as now, denim makes our lives easier by making us comfortable; and gives us a little bit of history every time we put it on.