Change Resistance In Bureaucratic Organizations In Jordan Management Essay

Change opponent In bureaucratic Organizations In Jordan steering EssayA method of appraising private instructorial employees that has received a great deal of attention in recent years is 360-degree appraisal (also cognize as multi-rater feedback), whereby rating are given not just by the next man eonr up in the organisational hierarchy, alone also by peers and subordinates. charm customer ratings are also included, along with an element of self-appraisal. Once gathered in, the assessment from the various quarters are compared with one another and the result communicated to the manager concerned. The idea itself is nothing new. Management writers, particularly in the United States, father long advocated the use of upward and peer appraisal as a performer of evaluating watchfulness performance., but such views have taken a good deal of clock time to become generally acceptable. The past few years have seen the publication of the major studies of practice in this area, al im poverisheding us to reach judgement intimately the offshootes abstruse on the basis of solid evidence. Redman (2001, p65) quotes stick tos that interpret around 40 per cent of major UK companies use it, and 75 per cent of companies in the United States. However, usage in smaller organisation appears to be less common. The recent CIPD survey into performance management practices put in that only 14 per cent of respondents pass awayed in organisation that used 360 degree approaches (Armstrong and Baron 2005, p65).Change Resistance in Bureaucratic Organizations in JordanIn this case writer tries to understand why employees resist to accept something new introduced to them, Khassawneh (2005) highlights the reasons and causes behind employees foe to administrative and hierarchal ex permute in several bureaucratic organizations in Jordan.There were eleven factors, were identified as being major causes of change foe in bureaucratic agencies. These factors include short-handed m onetary and non-financial incentives offered to government employees, lack of employees participation and involvement in the change process, dis swan amid employees and higher(prenominal) management, expectation of more control and supervision from higher management, expectation of additional job demands and requirements, comfort with status quo, disruption of stable work standards and social relations, lack of goal clarity, lack of employees conviction in the goals of change, care of loosing job and/or job prerogatives, and the sudden and confused manner in which change is introduced (Khassawneh, 2005)According to Khassawneh (2005) the approximately square reason of resistance to change was plunge out to be lack of employees participation in the change process. This factor was assessed on the basis of two parameters ripenedity in organization and number of grooming programs attended by employees. Senior employees who were part of the organization for five years or less resis ted strongly referable to lack of participation in the change process than their seniors who had served in the organization for periods ranging from 6-20 years. Employees who had served for five years or less in such government institutions made up 32% of the sample (133 respondents). These individuals were involved in activities concerning of an executive nature and therefore played a significant role in the running of the bureaucratic organizations.Employees who had not attended every fosterage program felt that lack of involvement led to resistance to adopt to new processes/ dodgings. Therefore this attitude goes to show what an important role the training programmes play, boosting employee team spirit and involvement as training enables individuals to discover their strengths and weaknesses and also instill in them a sense of belonging in their organization. Therefore the respondents who did not get an luck to participate in any training programs claimed to have low sense of involvement with the organization treated the management with greater suspicion, than those who took part in indisputable training programmes for their career development.Another major cause of resistance to change was as found out by Khassawneh (2005) was lack of square-toed incentives. This lack of proper incentives was correlated to five of background characteristics of respondents which were namely seniority, administrative rank, number of training programs attended, age and take of education (Khassawneh, 2005). Younger, low level ranking employees resisted more due to lack of proper incentives. Employees who have served for longer periods of time tend to receive greater incentives as the longer they remain in a government organization.Resistance to adopt a new system also came about when the employees viewed the management with suspicion and distrust (Khassawneh, 2005). Younger employees working at a low level position who did not get adequate decision making authority or t hose who did not attend enough training programs were mainly the individuals who highly resisted any sort of newly introduced change.Khassawneh (2005) states that if such low ranking employees are also not given enough information regarding the change process, hence such employees would eer create issues in the organization.The IBM Making Change Work Global psychoanalyseIBMs (2008) inquiry department addressed the issues as to why most organizations cannot bring about a change successfully in an organization. IBMs research was conducted using a sample size of more than 1,500 key practitioners through surveys and detailed interviews. The purpose of the research was to find out why implementing a change program was met with resistance by the employees and why the program failed to be implemented in most organizations successfully.The field of operations revealed that 44% the projects failed to be completed on deadlines, or within budget or without decided quality of end goals, mend 15 percent every ceased or failed to meet any of the objectives. The reasons cited for these failures range from lack of clarity of goals, failure to execute the project successfully from the perspective of the top management and lack of employee involvement, age factor, educational level and fear of new change from the perspective of the employees.The major challenges to change were divided on two parameters cracked factors and wicked factors. The soft factors of resistance to change included changing mindsets and attitudes, corporate culture, complex nature of the change process, lack of dedication from the side of upper level management, and deficiency of indigence of employees involved. succession the hard factors of resistance to change included shortage of resources, lack of change information, not much transparency because of incomplete or unreliable information, change of process change of IT systems, technology barriers. It is was found out from this teaching that part the hard factors play an important part in hindering the process of change, surprisingly it was the soft factors that was harder to get right. Altering thinking, behaviours and norms of an entity typically need different methods and skills that are utilize time after time and over the time. Sometimes they require being applied over a series of consecutive assignments and even some of them often continue after the project has been finished orchisly. (IBM, 2008).In order to overcome these resistances, the study then focused on the parameters that made a change successful. While lead, employee engagement and honest talk were cited as the major areas providing impetus for change once more the list was divided into hard and soft factors that made a change process successful. The soft factors comprised of higher managements commitment and bide, employee motivation and participation, open and accurate communication on timely basis, organization environment and culture that motiv ates and promotes change. The hard factors included efficient training programs, adjustment of performance measures, efficient organization structure and monetary and non-monetary incentives. The major responsibility of implementing the change was that of the top management. The results of the research revealed that Practitioners firmly place key responsibility for the fate of change projects in the executive suite, an overwhelming 92 percent named top management sponsorship as the most important factor for successful change (IBM, 2008).Therefore it can be concluded from this study that while employees would always be suspicious of any kind of change and would resist the efforts of the management out of this fear and suspicion. It depends upon the top management to ensure timely communication, boost of employee involvement and appointing of professional change agents would pave the way for a successful change processes for any organization.Factors Affecting Resistance to Change A C ase Study of Two North Texas Police DepartmentsGaylor (2001), tried to explore the issues that affect conflict with change. For this purpose a law enforcement agency was chosen as the case in point i.e. two North Texas Police departments where the police consequence of mature education and expectation on the police teams level of opposition to change and the results of voice and mutual understanding on reliance were examined.There were 5 factors that were identified as very influential on organizational change. These factors were1) Employee participation in resistance to change,2) Trust in management,3) Communication process,4) Quality of information available and5) Education (Kent, 2001)Research resulted that factors that affect resistance from employee side are involvement in the process, desire in management, processes of communication within organization, and exchange of information.The synopsis by Kent (2001) states that employee involvement in the process of change encourage s him to feel to be owner for the new system and therefore, boosts the level of comfort and trust between employees and the management. Secondly, the organization needs to have a proper system of communication for employee remedy and support. This also increases the level of trust between the two stakeholders. Third, employees must be provided with accurate and timely information so as to reduce the level of chaos that is normally created at the time of change in any organization. And finally, to feel secure about their jobs and statuses and other issues of change process, employees have to have a high level of trust in management.Leading and Coping with ChangeWoodword Hendry in 2004 undertook 2 surveys to look at different perspectives in research on how change is being managed in financial services institutions of Londons. These involved representatives of senior management personnel who were responsible for initiation of change in the organizational and all other employees inclu sive of managers experiencing change while serving at different levels.The aims of the study wereTo define the skills and attitudes required to lead change and those needed effectively to cope with change andTo develop a get to show how change is absorbed within the organizationThey organized their findings in five parts as described below, which have been arranged in the next manner. In the 1st section, as people keep on seeking to explore that what is going on in their organization, states what the employees and employers consider as the main pressures for change, their formal boss responses, and in what ways these changes have impacted their careers. Then, as conventional ways of working are tempered, in parts two and three they show how people cope and what different resources are required in terms of skills and competencies to perform well in this new changed environment.Then in part quaternion they describe specific qualities required by the change managers to cultivate wit h respect to employee needs. Finally, they state what the organizations do in order to support their employees throughout the change process, and how senior management and employees perceive this. The results of this research provide the researchers with reasons behind the failure of many initiatives of change process and how failures may be managed successfully.Woodword Hendry (2004) then investigated what various employee header strategies were select during the change process. They told employees to indicate the level of their readiness in responding to any further changes in their job or work. A considerably large fraction of those who were surveyed were seen to be rig for the change and considered it a part of life with a positive feel about it.As coping is about creating a balance between demands and living within the limitation of the system, employees were told to specify main hindrances they had to handle with in the new environment.Five factors that were extracted from this exercise wereIncreased accountability but reduced resources.A focus on tasks with a corresponding neglect of employees.Feelings of insecurity and uncertainty in roles and direction.Other employees not coping and lacking skills to adapt.Managers themselves failing to cope, and employing poor coping strategies.On a question of most helpful personal coping strategies, employees listed several strategies, which included from proactive approach to denial or avoidance.The researchers also analyse the various competencies that are required for coping with the change. Adapting to negative or positive coping strategies is affected by the way in which employees perceive demands and resources balance in the new employee-to-work relationship in changed environment.Hence, coping strategies are influenced by the availability of resources. Skills and competencies are a major personal resource. Employees specified a number of skills and competencies they found especially helpful in absorbing and coping with changeCommunicating with others holding different perspectives (since nowadays people work in teams for many activities).Organizing work and managing time effectively (in response to increased job scope and the need to meet a variety of objectives).Assimilating and interpreting information (to identify significant information and filter out irrelevancies).Dealing with people (since financial and professional service organizations deliver many of their services through people).Innovative problem solving. alike specifying the above mentioned skills, employees rated many other personal abilities, skills and qualities as very important. These include motivation judgment accuracy customer need understanding commercial sentience ability of influencing and negotiation lively mind and positive attitude towards change.Senior managers were of the view that key personal skills or capabilities of performing well in a dynamic environment should also contain a dedication to chan ge, acceptance of the changing situation, an ability to gel in the changed environment, and a variety of personality traits.Woodword Hendry (2004) then go on to discuss how important is it to for the change managers to lead change in a competent manner. However, this important part is still overlooked by a considerable minority level, with 33 percent of senior managers claiming that human aspects were ignored in the change initiatives. Only 20 percent employees rated the concerned management as very able enough to implement changes in the organization. Almost all the rest had equally divided responses, ranging from average to poor. In spite of the low rating, employees were observed have a sense of sympathy and appreciation for difficulties faced my management in leading and managing the change.Employees were inquired as to when and how sometimes it becomes difficult or hard for employees to absorb change or adopt it. These key areas were classified into six categories, as followsC ommunicating (not being kept informed, receiving conflicting messages, wanting to understand but not being given explanations)The change process itself (when change is perceived as happening too slowly or too fast, when leaders are seen to hold unrealistic expectations, or when change is managed with incorrect sequencing)Relationships (including situations when change leaders seem remote and isolated from employees, do not exhibit constructive attitudes and behaviours, or behave in an autocratic fashion)Consultation (when employees do not feel they are informed or consulted, and when staff needs and ideas are disregarded)Skills and experience (when change leaders are seen as lacking the required skills, abilities and experience, and when the change leader lacks credibility)Motivation for change (when there appears a lack of involvement or motivation for change at the top, or among senior managers elsewhere in the organization).The employees were also inquired about how managers, act ions could be was most helpful to them to cope with changes in the organization. Out of 19 objects gathered from the traditional change management literature, each except one was rated very helpful or quite helpful. Senior managers identified the competencies such as strong leadership, purpose/mission clarity, enthusiasm, participative employees, and improved communication. These were somehow similar with then ones identified by the employees.Again this is not applicable to conventional behaviours and with top-down attitude.Finally, employees were told to posit their feelings on the extent they received support while the implementation of change in the organization with the statement employees are provided with adequate problem prevention and support to cope with organization changes. While a majority of the senior management staff agreed with this statement, less than 25 percent of employees did. There is, therefore, a disturbance in how each looks at the quantity of support prov ided. For example, a majority of employees said that their employer entity let them have sufficient authority to get their work through with(p) in an effective manner, and hence, there existed better professional relationships but for other factors, only a minority reported availability of support. On the other hand, the most common mechanisms of support that senior managers report included detailed career development counseling with their employees so that they could be skilled enough to be ready their new job responsibilities skills enhancement telling them as to where the organization is heading, and what would be the roles and responsibilities of employees measures to make sure that there is an alignment between structures and systems and improved salary and perks packages through career management programmes.Comparing this with what employees report, Woodword Hendry (2004) state that employees and managers do agree on some of the important points, but show disagreement on how adequately the prep of these is.Managers also rely on comparatively few major sources of support. Eventually, organization employees emphasize more or less entirely on those things that give them a sense of control and autonomy, while managers rely on the things which they control as managers. This then continues in the pattern where senior managers exhibit a traditional leadership model, while employees be able to get a wide variety of behaviours that are useful for them.

Essay --

In the early twentieth century, San Francisco, a bustling city full of people with several(a) cultures, stood in the midst of the Second Industrial Revolution. At this time, the brilliant inventions of airplanes, automobiles, and radios were changing the everyday lives of many. San Francisco had just recovered from the four-year burden of the bubonic plague (Bubonic). However, mightily when things were getting back to normal, a destructive earthquake hit the city on April 18, 1906. Although the shaking lasted for less than a minute, the devastated city had crumbled buildings and a substantial termination of lives. The San Francisco Earthquake of 1906 had a lasting effect on the city and its people, and it proved to be one of the most catastrophic casualtys in history.The science of the natural disaster has baffled many, but from studying the San Francisco earthquake, scientists have made a number of important discoveries and they have a better understanding of earthquakes. At 5 12 on a fateful April morning in 1906, the mammoth Pacific and North American plates sheared at an incredible twenty-one feet along the San Andreas fault, portentous the annual average of two inches (San Francisco Earthquake of 1906)(The Great 1906 Earthquake and Fires). The shearing caused a loud rumble in the Californian city of San Francisco. A hardly a(prenominal) seconds later, the destructive earthquake occurred. The ground shifted at almost five feet per second, and the shaking could be felt all the way from southern Oregon to southern Los Angeles to primordial Nevada (Quick)(The Great 1906 San Francisco Earthquake). Moreover, the earthquake could be recorded on a seismograph in Capetown, South Africa, an astounding 10,236 miles away from San Francisco (San Francisco ea... ...re situations, from a razed city to devastated citizens. The calamity caused the city to crumble and the government to pay extreme amounts of money. In addition, residents of San Francisco and other surrounding areas suffered the consequences. Thousands died, but even more faced the encumbrance of homelessness. The earthquake caused fires that went on for as long as three days. Nevertheless, San Francisco transformed its ashes into a beautiful city full of fascinating buildings in a matter of weeks. 1906, a year of a significant natural disaster, also became a year that spawned knowledge in the field of seismology. No one will ever blockade the appalling chain of events that occurred during the early twentieth century. The San Francisco Earthquake of 1906 has not only educated scientists, but it has also made San Francisco the jewel of the West Coast that it is today.

Experimentally Induced Resistance to Nalidixic Acid in Bacillus subtill

Experimentally Induced Resistance to Nalidixic deadly in Bacillus subtillis does not Result in Resistance to other Antibiotics IntroductionIn the environment, bacteria often encounter discordant antibiotics and through various mechanisms, evolve to become tolerant to these antibiotics. Some of these mechanisms sometimes involve beneficial mutations in a bacterium that allow it survive antibiotics but more frequently involve a manoeuver of genes from other bacteria, even bacteria of different species. Through the transfer of genes from other bacteria, a bacterium can acquire vindication against some(prenominal) antibiotics (Levy 2002).Nalidixic astringentic is ordinarily used to treat urinary tract infections (Nalidixic Acid (Systematic) 1999), and is thus found in concentrated amounts in urine. When a soulfulness urinates, any excess nalidixic acid can easily find its way to soil, where Bacillus subtilis is found naturally. As the nalidixic acid would be diluted to sub-the rapeutic concentrations, all the nalidixic acid would do is to select for insusceptible strains of any bacteria (e.g. B. subtilis) encountered (Levy 2002). As bacteria can pass along ohmic resistance factors to other currently un-resistant bacteria, the harmless B. subtilis which harbors resistance factors against nalidixic acid can potentially pass the resistance factors to harmful bacteria. Bacteria, however, frequently develop resistance not only to one antibiotic but to several and can pass on resistance factors for all these antibiotics to other bacteria. This study will attempt to produce B. subtilis that is resistant to nalidixic acid and determine if these nalidixic acid-resistant B. subtillis are as well as resistant to other antibiotics, curiously those in the same class. ... ...important not to lose its effectiveness to antibiotic resistance. ReferencesCiprofloxacin (Oral) Internet. Medline Plus Health Information, US National subroutine library of Medicine, Nationa l Institutes of Health updated 2003 Apr 3 cited 2003 Apr 5. Available from http//www.nlm.nih.gov/medlineplus/druginfo/medmaster/a688016.htmlLevy, S. B. 2002.The Antibiotic Paradox How the Misuse of Antibiotics Destroys Their Curative Powers. Perseus Publishing, MA.Hardy, S. P. 2002. Human Microbiology. Taylor and Francis, NY.Nalidixic Acid (Systematic) Internet. Medline Plus Health Information, US National program library of Medicine, National Institutes of Health updated 1999 Jun 14 cited 2003 Mar 6. Available from http//www.nlm.nih.gov/medlineplus/druginfo/uspdi/202387.htmlVoyles, B. A. 2003. Personal communication. Antimicrobial Susceptibility Testing. Experimentally Induced Resistance to Nalidixic Acid in Bacillus subtillExperimentally Induced Resistance to Nalidixic Acid in Bacillus subtillis does not Result in Resistance to other Antibiotics IntroductionIn the environment, bacteria frequently encounter various antibiotics and through various mechanisms, evolve to become resistant to these antibiotics. Some of these mechanisms sometimes involve beneficial mutations in a bacterium that allow it survive antibiotics but more frequently involve a transfer of genes from other bacteria, even bacteria of different species. Through the transfer of genes from other bacteria, a bacterium can acquire resistance against several antibiotics (Levy 2002).Nalidixic acid is commonly used to treat urinary tract infections (Nalidixic Acid (Systematic) 1999), and is thus found in concentrated amounts in urine. When a person urinates, any excess nalidixic acid can easily find its way to soil, where Bacillus subtilis is found naturally. As the nalidixic acid would be diluted to sub-therapeutic concentrations, all the nalidixic acid would do is to select for resistant strains of any bacteria (e.g. B. subtilis) encountered (Levy 2002). As bacteria can pass along resistance factors to other currently un-resistant bacteria, the harmless B. subtilis which harbors r esistance factors against nalidixic acid can potentially pass the resistance factors to harmful bacteria. Bacteria, however, frequently develop resistance not only to one antibiotic but to several and can pass on resistance factors for all these antibiotics to other bacteria. This study will attempt to produce B. subtilis that is resistant to nalidixic acid and determine if these nalidixic acid-resistant B. subtillis are also resistant to other antibiotics, especially those in the same class. ... ...important not to lose its effectiveness to antibiotic resistance. ReferencesCiprofloxacin (Oral) Internet. Medline Plus Health Information, US National Library of Medicine, National Institutes of Health updated 2003 Apr 3 cited 2003 Apr 5. Available from http//www.nlm.nih.gov/medlineplus/druginfo/medmaster/a688016.htmlLevy, S. B. 2002.The Antibiotic Paradox How the Misuse of Antibiotics Destroys Their Curative Powers. Perseus Publishing, MA.Hardy, S. P. 2002. Human Microbiology. Taylor and Francis, NY.Nalidixic Acid (Systematic) Internet. Medline Plus Health Information, US National Library of Medicine, National Institutes of Health updated 1999 Jun 14 cited 2003 Mar 6. Available from http//www.nlm.nih.gov/medlineplus/druginfo/uspdi/202387.htmlVoyles, B. A. 2003. Personal communication. Antimicrobial Susceptibility Testing.

Immigration and Europe Essay -- European Politics, Economics

Immigration in spite of appearance and into Europe has increased in recent years, with local populations anxieties raised(Pilcher 2010, p445). I will look at the socio-cultural challenges which in-migration introduces. These include the real and perceived impacts on native populations, and the policy responses which stem from the issues. Next, economic well-being is an aspect of the immigration question that will be examined. I will consider soem of the various problems which are encountered in tackling this subject. While attempts to reach conclusions of the de facto effects of immigration in terms of the economies are not do, considering the arguments made may help in gauging the extent of the challenge that immigration poses. I will also examine some of the structural changes which immigration makes in the semipolitical sphere, with electoral and representative politics being affected. With constituencies changing significantly throughout several countries, the resultant shift s in terms of policy and governance are concerns which urgency to be taken seriously.Social and Cultural ChallengesThe social and cultural tensions which arise from hosting immigrant communities are often expressed as a failure to integrate or assimilate immigrants into society. insofar cleavages can be amplified due to the liberal and egalitarian doctrines which underpin European states. Provisions have to be made for immigrant citizens which may pretend resentment in the existing population as a consequence of competition for diminishing resources, as well as the overarching factor of cultural stability(Lahav 2004, p1167). Yet this difficulty may be eased by the inclusion of non-EU immigrants in a reformulation of the European identity. If, as Diez & Whitman(2002) arg... ...ect individuals on the micro-level but research suggests that there are context-dependent issues in societies. This means that the challenges which immigration pose cannot be met by assuming that macro-econ omic scenarios fit different solutions. Countries from both ends of the spectrum face problems with managing immigration and its consequences on different strata within the existing society. Again, the challenge here is one in which the political leaders and mass media are still themselves unsure of. If the effects of immigration on the saving are to be ascertained, then the implementation of appropriate policies needs to be pursued without deference to political and ideological pressures. The biggest challenge facing the states of Europe regarding immigration is to pinpoint the causes of insecurity, in both the immigrant and native communities, and address them.

Cognitivism Essay -- Psychology Essays

Cognitivism Cognitivism is considered the dominant approach in psychology today. The dramatic shift from behaviorism to cognitivism occurred in the early part of this light speed. After years of almost alone behaviorist research, psychologists and educators became discontent with the limitations of behaviorism. Although behaviorism encouraged observable and measurable research in the field of psychology, it did not incorporate mental events.This piece of music will render a general overview of the origin of cognitivism and a discussion of three widely accepted cognitive theoriesthe Atkinson-Shriffin stage model, Craik and Lockharts levels of processing theory, and the parallel distributed processing approach. Finally, this paper will briefly summarize some ways that cognitivism has influenced instructional design theories.Origin of CognitivismThe origin of cognitivism can be traced back to the early part of this century when the Gestalt psychologists of Germany, Edward Chase Tolm an of the United States, and Jean Piaget (1896-1980) of Switzerland had a tremendous influence on psychology and the shift from behaviorist theories. Behaviorists argued that mental events were impossible to observe and measure and could not therefore be studied objectively. Consequently behaviorists could not explain the ways learners attempt to make sense of what they learn. Cognitivists proposed that through empirical research and observation inferences could, indeed, be drawn about the internal, cognitive processes that produce responses. According to Matlin, Cognitive psychologists generally agree that the birth of cognitive psychology should be listed as 1956During this prolific year, a large number of researchers published influ... .... (1990). The childs conception of the world. New York Littlefield Adams.Piaget, J., Gruber, H. (Ed.), & Voneche, J.J. (Ed.). The essential Piaget (100th Annicersay Ed.). New York Jason Aronson.Renner and others. (1976).Schumaker, R. (1996). An niversary Jean PiagetA foundational thinker. UNESCO Courier, n11, 48-49.Scott, B. D. (1997). Constructivism Teaching for understanding of the Internet. communications of the ACM, v 40n10, 112-117.Striebel, M. (1995). Instructional plans and situationed learning. In G.J. Anglin (Ed.), Instructional technology Past, present, future (2nd ed). (ppl. 145-166). Englewood, CO Libraries Unlimited, Inc.Vygotsky, L. & Vygotsky, S. (1980). Mind in society The development of higher psychological processes. Cambridge Harvard University Press.Vygotsky, L. (1986). Thought and language. capital of Massachusetts MIT Press.

Snow Falling on Cedars by David Guterson :: Snow Falling Cedars David Guterson

degree centigrade dropping on Cedars by David Guterson Snow Falling on Cedars by David Guterson gives readers an idea of what it was the like to be Japanese in the 1940s and 50s. In our nation at that time, much of the population felt that Japanese and Japanese Americans could non be trusted. Americans did not like the immigrants coming here and taking jobs that were once theirs. Last, of course, the evacuation and containment of the Japanese and even Japanese American citizens made it clear that America did not trust them. Prejudice against Japanese and Japanese Americans was most prominent in the western states, more specifically California, Oregon, Washington, Arizona, and Nevada. These similarly happen to be the states most inhabit by people of Japanese descent. The disproportion can be seen in a poll taken in celestial latitude of 1942 by the American Institute of familiar Opinion. When asked Do you think the Japanese who were moved inland from the P acific chute should be allowed to return to the Pacific Coast when the warfare is over? Seventeen part nationally said they Would allow none to return, whether they were citizens or not. In the western states, nearly twice as more felt this way, an astonishing 31 percent (Merrick 207). This data does not show, however, whether the inlanders were less prejudiced or merely wanted to send the Japanese back to the West. It seems the war was an excuse to lock these people international for a while. Discrimination existed long before the war began with a swift attack on Pearl Harbor. Interestingly, how-do-you-do had few racial problems, despite be at the site of the devastation. People often fear what they do not understand. Why did Germans and Italians not experience such(prenominal) distinct discrimination? European subtlety is fairly similar to American culture it is, after all, where most of American culture and inhabitants came from. The Japanese, on the oth er hand, own severely different customs than the join States, customs that must have been hard for people to understand or value. Many White people sawing machine the quiet reserve of the Japanese descendants as an indication of a cold, heartless, unfeeling person. To Caucasians, dark faces with slanted eyes were something they could not understand and therefore, could not trust.Snow Falling on Cedars by David Guterson Snow Falling Cedars David GutersonSnow Falling on Cedars by David Guterson Snow Falling on Cedars by David Guterson gives readers an idea of what it was like to be Japanese in the 1940s and 50s. In our nation at that time, much of the population felt that Japanese and Japanese Americans could not be trusted. Americans did not like the immigrants coming here and taking jobs that were once theirs. Last, of course, the evacuation and containment of the Japanese and even Japanese American citizens made it clear that America did not trust them. P rejudice against Japanese and Japanese Americans was most prominent in the western states, more specifically California, Oregon, Washington, Arizona, and Nevada. These also happen to be the states most populated by people of Japanese descent. The disproportion can be seen in a poll taken in December of 1942 by the American Institute of Public Opinion. When asked Do you think the Japanese who were moved inland from the Pacific Coast should be allowed to return to the Pacific Coast when the war is over? Seventeen percent nationally said they Would allow none to return, whether they were citizens or not. In the western states, nearly twice as many felt this way, an astonishing 31 percent (Merrick 207). This data does not show, however, whether the inlanders were less prejudiced or merely wanted to send the Japanese back to the West. It seems the war was an excuse to lock these people away for a while. Discrimination existed long before the war began with a swift attack on Pearl Harbor. Interestingly, Hawaii had few racial problems, despite being at the site of the devastation. People often fear what they do not understand. Why did Germans and Italians not experience such distinct discrimination? European culture is fairly similar to American culture it is, after all, where most of American culture and inhabitants came from. The Japanese, on the other hand, have severely different customs than the United States, customs that must have been hard for people to understand or value. Many White people saw the quiet reserve of the Japanese descendants as an indication of a cold, heartless, unfeeling person. To Caucasians, dark faces with slanted eyes were something they could not understand and therefore, could not trust.

Graduation Speech -- Graduation Speech, Commencement Address

Good evening. Some of you out there may not realize this exactly those of you who attended Suntime Middle School have been with this guy for the last seven years. I would like to ask you either, not just Suntime Middle School grads and who all else, to join me in give thanksing Mr. Weather for his patience and dedication to the success of our education over the years. We are the Class of 2000. The first graduating class of the new millennium. The past cardinal years have been pretty wild. We started out as a bunch of rats in a small cage, but as time went by we wise(p) and matured and became big rats in a new small cage, but in any case, the cage door is now opening the handlers turning us wild things loose. As we leave Where the Wild Things Are, home to some of the best cat fights, fist fights and food fights this side of the Cascades, I have a modest surprise for all of you sitting in front of me here tonight in your caps and gowns we aint seen nothing yet One of my favorite books when I was little was Where the Wild Things Are by Maurice Sendak. Im sure many of you here tonight are quite familiar with it. It is about a young boy named Max who loves to dress up in his wolf suit and cause trouble. When his mother disapproves, Max creates a world of dress-believe with his liking in which he is king of all wild things. Here he is accepted and revered for his savage behavior. I loved it in my younger eld because of the pictures of the big monsters and was jealous of the boy who got the chance to live with them. I always wanted to be that boy. To be a wild thing, carefree, with no responsibilities or berth figure to answer to. The night Max wore his wolf suit and made mischief of one kind and another his mother called hi... ...ere he found his supper hold for him and it was still hot. It is now time to step out of high school and enter a world of choices. It is time to leave where the wild things are, taking our experiences, memories and cognition and follow our hearts and dreams. It is time to give thanks to all who have supported and helped us down this path. Thank your friends for being there for you, thank your teachers for preparing you, thank your parents for guiding you and thank all others who always made sure your supper was still hot. So as you hop in your sailboat and follow to where good olfactory sensation things are to eat, remember what youve learned from being in the world of the wild things. Take this experience and utilize it towards your future, because I guarantee you that what lies ahead for us is gonna make being a wild thing look like a walk in the park. Thank you.