Case Study Analysis of Casual Togs The WritePass Journal

Case Study Analysis of Casual Togs Introduction Case Study Analysis of Casual Togs ). There is a wide range of problems that may adversely affect the progress and competitiveness of organizations. These include structural problems, communication, management issues and failure to embrace change. Given that there is no fixed approach to management that is ideal for all organizations, each company has to ensure that it adopts the most ideal approach, which can be determined by several factors in the internal and external factors that are specific to the company (Hill et al., 2014). Businesses also need to ensure that they are flexible enough to promptly change in response to the adjustments that might be taking place in the tastes and preferences of their clients or even the tactics that their competitors in the industry are using. Companies that are not flexible enough might fail to maintain their relevance towards their target market segments and lose their competitive edge (Carter et al., 2013). This report presents a case analysis of Casual Togs, a women’s apparel company that is known for its moderately priced products. Most of the company’s products are blouses, shorts and knit dresses. In the analysis, the report highlights the problems that are being faced by the company and the factors that might have contributed to these issues. The importance of addressing these issues in a business is that it provides a guidance or basis for formulating strategies that will help to improve the company’s performance. The report also provides recommendations for Cy, Casual Togs’ principal stockholder, on the changes that he needs to make in the company. It also provides recommendations on how the company should change its management practice, structure and response to change, so as to avoid a recurrence or the problems it faces. The major problems facing the firm With reference to the case study of Casual Togs, there are a number of problems that are currently being faced by the company. One of these is that many of its products are being returned by consumers because of their low quality. For any business, the quality of products that are offered to clients is among the key attributes that determine its performance in the market (Bhardwaj Fairhurst, 2010). For Casual Togs, this also led to the loss of a major portion of its old loyal consumers. It also posed a challenge to the company in attracting new clients. Consequences of this issue include a drop in the company’s revenue and its overall brand position in the industry. It has also been outlined in the case study that the company also faces stiff competition from companies that have long been in the apparels industry as well as new upcoming ones. Another issue that faces Casual Togs lies in the human resource department. The company has failed to attract the necessary skills for it to run successfully. This is evidenced by the halt in the construction of the company’s distribution centre in the middle of the construction, which was attributed to the fact that the company did not get a qualified person who could supervise the construction project. In addition to this, two of the company’s designers resigned. This contributed to a drop in the company’s overall production in its nine centres by approximately 15%. The fact that Andy Johnson, the company’s budget manager and Sol Green, the market analyst could not speak to one another also clearly depicts a communication flaw among the employees in the firm. Judy, who was the company’s vice president, is also depicted in the case study as being aggressive in her communication with other employees. There are several incidents mentioned in the case study that highlight the failure by a section of the company’s executives and employees to embrace change. For instance, Judy objected most of the proposed changes, arguing that they were either too expensive or that they had been suggested by incompetent individuals. Another incident was when Andy rejected suggestions that were made by Bill Smith, his assistant, on new approaches that could be used in the collation and analysis of daily sales printouts so as to make better sales forecasts. Even though there are several other issues that are faced by Casual Togs in its operations, three main issues have been outlined in this section. These include the decline in the company’s competitiveness, human resource issues and the resistance to change among a section of the company’s staff. Causes of the Problems The first problem about the company is the fact that it is losing its old customers, and more of its products are being returned as a result of either poor quality or late delivery to customers. For any business to effectively win over the loyalty of its target customers, it has to be dependable in terms of the products and services it delivers (Dervitsiotis, 2011). Prolonged incidences of poor quality products and services or inconsistencies tend to repel customers. As earlier mentioned, there is high competition on the apparel and fashion industry, which also increases the purchasing power of buyers. Failure of one company meet consumer expectations, regardless of how slightly the gap may be, will make even the loyal customers to switch brands (Talib et al., 2011). Late delivery of products to customers also denotes the incompetence of the department that is concerned with the delivery of the company’s products. Another issue that is affecting Casual Togs lies in the human resource management approaches. With reference to the case study presented, there is evidence of a lack of equal of opportunities for career advancement in the company. An example is Andy, who had worked with the company for 15 years without any promotion because was not related with the other managers and was also of a different nationality. According to Choi et al. (2012), one of the causes of employee turnover is the failure of organizations to provide all the employees with a chance to attain their ultimate career goals. The aggressive nature with which Judy addresses employees in the organization also intimidates the employees and lowers their self esteem. This has an adverse effect on the organizational commitment of employees and has and ultimately, affects their levels of productivity (Adler, 2013; Lutgen-Sandvik Tracy, 2012). The issue of rigidity and failure to embrace change has also contributed to the problems being faced by Casual Togs. One of the organizational aspects that have led to this is the fact that Cy, the company’s president gave all the departmental heads the freedom to make decisions that they considered to be fit for the organization. Whereas it can be argued as an approach that is relevant to the present-day business environment, it poses a challenge to decision making when rapid change are to be made because the opinions of every departmental supervisor have to be considered (Myers et al., 2012). These factors have affected the effectiveness with which Casual Togs adjusts in response to the changes in the market, leading to its dwindling performance. This shows the need for organizations to be flexible enough to maintain its relevance to the target markets (Dervitsiotis, 2011). This section has presented some of the main factors that have led to the existence of the issues that faced by Casual Togs. These include the failure of the company to adhere to quality in the design of its products and the failure to motivate employees, which adversely affects their levels of commitment. Several measures have to be put in place to ensure that the earlier mentioned issues have been overcome. Suggestions for changes to be implemented by Cy, Casual Togs’ President In regard to the issues that have been earlier identified, there are different approaches that ought to be used to change the current situation of the organization. With regard to the quality issues that have led to a loss of clients by the company and increased returns of goods, the direct measure that has to be taken is to ensure that the designers of the company’s apparel products pay attention to detail so as to enhance the quality of the products (Bhardwaj Fairhurst, 2010). There is also a need to intensify the quality management process to ensure that defective products are minimized (Rosenfeld, 2012). As presented in the case study, market research that is carried out mainly focuses in the levels of sales that should be expected in certain seasons. However, it is also vital for the organization to incorporate the on-going trends in fashion so as to effectively address customer needs (Witell et al., 2011). Human resources in any organization are among the most valuable assets, and have a key contribution towards its overall success. However, it is vital for organizations to motivate them so as to increase their productivity and organizational commitment (Bratton Gold, 2012). One of issues that are evident at Casual Togs is that employees from a certain nationality are more likely to be promoted than the other employees. In this regard, Cy, the company’s president, needs to ensure that an equality policy is implemented to provide all employees with an equal chance of promotion within the organizational ranks (Giuliano et al., 2011). This will not only motivate employees to work more, but will also attract talented job seekers. The management meetings that were held between managers and other departmental leaders within the organization were informal, marred with emotionally charged arguments, shouting and door slamming. This is a clear indication of the failure to recognize authority an order during these meetings. It is also quite unlikely that such meetings met the intended objectives. To avoid recurrence of such scenarios, the company’s president needs to change the way board meetings are held from informal to formal (Diefenbach Todnem, 2012). This will instil a sense of order, and will increase the possibilities of attaining the goals set to be met in the meetings. In the presented case, there is evidence of interference of departmental operations by managers or vice presidents of different departments. An individual from a different department could question an action carried out in another department that has no connection to his. Whereas there is need for cross-functional communication and cooperation within an organization (Hongjun Yajia, 2012), such interferences as those depicted at Casual Togs are destructive. To limit this, the company’s president needs to change the structure of the organization (Deb, 2009). Suggestions to prevent future issues at Casual Togs To prevent future problems from occurring at the organization, it is necessary for Casual Togs to ensure that it makes the necessary adjustments. These include structural changes, management practices and their response to changes taking place in the competitive environment. Suggestions for change are provided in further detail below. Management Practice There are a number of changes that ought to be made in the management practices of Casual Togs. The individual in management that raises concern in the case study is Judy, the vice president. Her aggression towards employees, as well as her interference with operations across all departments within the organization, has to be addressed. Given that she is among the majority shareholders in the company and related to the president, there is no possibility of sacking her from the position she holds. Instead, she needs to be encouraged to attend management seminars so as to improve her employee management approach (Bratton Gold, 2012). Rather than being autocratic in her management and aggressive in communicating with other employees in the organization, she needs to change and become a persuasive or democratic in her management and assertive in communication (Adler, 2013). In persuasive management, managers provide a clear explanation to their employees as to why they have made a certa in decision. In democratic management, employees are allowed to make suggestions in the decision making process, and the opinion with the highest votes is selected (Hill et al., 2014). By being assertive in communication, points or arguments are firmly put across to other employees, but respect is still maintained (Adler, 2013). Cy’s approach of management is too lenient to departmental heads within the organizations. This has also affected the way in which he handles suppliers, who often take advantage of his leniency to secure tenders even though they are supplying products at a higher price. Even though his consultative approach to management allows departmental heads to take part in decision making, there is still a need for him to exercise authority, especially when holding meetings with them (Diefenbach Sillince, 2012). Structural Change Before making a suggestion on the structural changes that ought to be implemented in the organization, it is vital to describe the organizational structure of Casual Togs as depicted in the case study. Based on the informal nature of meetings between departmental heads and the company’s president and the lack of a clear hierarchy of authority in the firm, it can be argued that the organizational structure of the company is adhocratic (Deb, 2009). Even though such a structure is ideal in encouraging creativity and innovation among employees and effectively adjusting with the changes in the market, it also has several demerits. These include a difficulty to solve routine problems that may arise in the organization, an unclear line of authority and high exposure of the organization to risk (Diefenbach Todnem, 2012). With reference to the case study, even though Judy is the vice president, she seems to have more authority that the company’s president, Cy. In this regard, the company needs to consider changing its structure to a more formal and well structured bureaucratic structure (Dervitsiotis, 2011). Even though such structures are known to limit innovation and creativity within the organization, it may be ideal for Casual Togs for a number of reasons. These include easing the decision making process, reduction of the exposure to risk and the acknowledgement of a certain structure of authority that has to be adhered to (Bratton Gold, 2012). Implementing such a structure is likely to eliminate the emotionally charged informal meetings’ scenarios and also the interference of individuals like Judy in all organizational departments. Responding to Changes in the Competitive Environment Based on the fact that the apparels industry is highly competitive and dynamic, it is also necessary for the company to be flexible enough and ready to implement changes that will maintain its relevance to the target markets (Rugman et al., 2012). One of the measures that have to be undertaken to attain this objective is to intensify market research and carry it out on a regular basis. This could be through seeking customer feedback or studying the changing trends through observation. Market research also involves studying the tactics or strategies that are being used by competing companies in the industry (Witell et al., 2011). It is through these market research efforts that the Casual Togs will be able to adjust its product designs and marketing strategies to fit the market preferences while at the same time ensuring that it effectively competes with other players in the market. Maintaining a competitive edge in the industry also depends on the skills that the company has in its human resource force (Dervitsiotis, 2011). It is important for Casual Togs to hire employees that are not only qualified, but also innovative enough to come up with designs that will be well accepted by the target markets. Innovation can also be nurtured among employees in the organization by utilizing appropriate motivational and reward strategies (Wright et al., 2012). Workers at Casual Togs also need to be informed on the inevitability of change in organizations, and why they should always be ready for it. By so doing, resistance to change among employees will be reduced. Some of the changes that may need to be implemented at Casual Togs include technological advancements in the production of its apparel and alteration of product designs to reflect the needs in the market (Myers et al., 2012). Conclusion and Recommendations Conclusion This report has presented a case study analysis of Casual Togs, a fashion business that mainly deals in the manufacture and distribution of women’s apparels. After two decades of operation, the company’s performance in the market dropped due because of a number of reasons, which have been highlighted in the report. One of these is the poor quality of products, which led to an increase in the volume of returned products. It also led to the withdrawal of many old customers. Another issue that has been identified is the failure to keep employees motivated enough to increase their organizational commitment. The causes of these issues at Casual Togs have also been presented in the paper, as well as some suggestions on how the president of the company can make the necessary changes to improve the situation at the company. Suggestions that have been provides comprise of management changes, structural changes and how the company can respond faster to changes and competition in the market. Further recommendations that can improve the company’s brand position are presented hereunder. Recommendations In order for the company to appeal to a wider market and increase its returns, it needs to consider expanding its product line. As opposed to the current products that only target ladies, Casual Togs can also consider introducing men’s and children’s clothes. As presented in the case, the products that the company distributes are mainly shorts, blouses and some knit dresses. Introduction of other female apparel like skirts, trench coats and pants can also be advantageous for the company. The case has also highlighted the high costs of production that the company incurs. Though some of these costs are inevitable, the company can reduce the overall costs by using appropriate lean production strategies, which are aimed to minimize the cost and maximize production. Some of the approaches that can be used include minimization or even elimination of errors in the design and production of products and standardization of work processes. In terms of human resource management, the company needs to ensure that it hires and strives to maintain talented and innovative employees that will contribute towards its progress in the market. Some of the approaches to motivation include offering them a reasonable remuneration and rewarding them for unique contribution. Given that the fashion industry is quite competitive, failure to motivate and retain skilled employees may tempt them to cross over and work for competitor companies, which may be detrimental for Casual Togs. References Adler, G., 2013. Management Communication. New Jersey: Prentice Hall. Bhardwaj, V. Fairhurst, A., 2010. Fast fashion: response to changes in the fashion industry. The International Review of Retail, Distribution and Consumer Research, 20(1), pp.165-73. Bratton, J. Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave. Carter, M.Z., Armenakis, A.A., Feild, H.S. Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-58. Choi, S., Cheong, K.K. Feinberg, R.A., 2012. Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality, 22(5), pp.492-516. Deb, T., 2009. Managing Human Resource And Industrial Relations. Excel Books. Dervitsiotis, K.N., 2011. The challenge of adaptation through innovation based on the quality of the innovation process. Total Quality Management Business Excellence, 22(5), pp.553-66. Diefenbach, T. Sillince, J.A., 2012. Crossing of Boundaries–Subordinates’ Challenges to Organisational Hierarchy. Research in the Sociology of Organizations, 35, pp.171-201. Diefenbach, T. Todnem, R., 2012. Reinventing Hierarchy and Bureaucracy: From the Bureau to Network Organizations. Bingley: Emerald Group Publishing. Giuliano, L., Levine, D.I. Leonard, J., 2011. Racial Bias in the Manager-Employee Relationship An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm. Journal of Human Resources, 46(1), pp.26-52. Hill, C., Jones, G‎. Schilling, ‎M., 2014. Strategic Management: Theory: An Integrated Approach. Mason: Cengage Learning. Hongjun, L. Yajia, G., 2012. Study on Chain Companies Human Resources Management. Information and Business Intelligence, 267, pp.227-32. Lutgen-Sandvik, P. Tracy, S.J., 2012. Answering Five Key Questions About Workplace Bullying How Communication Scholarship Provides Thought Leadership for Transforming Abuse at Work. Management Communication Quarterly, 26(1), pp.3-47. Myers, P., Hulks, S. Wiggins, L., 2012. Organizational Change: Perspectives on Theory and Practice. Oxford: Oxford University Press. Rosenfeld, S.A., 2012. Competitive Manufacturing: New Strategies for Regional Development. New Jersey: Transaction Publishers. Rugman, A.M., Oh, C.H. Lim, D.S., 2012. The regional and global competitiveness of multinational firms. Journal of the Academy of Marketing Science, 40(2), pp.218-35. Talib, F., Rahman, Z. Qureshi, M., 2011. A study of total quality management and supply chain management practices. International Journal of Productivity and Performance Management, 60(3), pp.268-88. Witell, L., Kristensson, P., Gustafsson, A. LÃ ¶fgren, M., 2011. Idea generation: customer co-creation versus traditional market research techniques. Journal of Service Management, 22(2), pp.140-59. Wright, B.E., Moynihan, D.P. Pandey, S.K., 2012. Pulling the Levers: Transformational Leadership, Public Service, Motivation, and Mission Valence. Public Administration Review, 72(2), p.206–215.

A Revolution In Perception English Literature Essay

A Revolution In Perception English Literature Essay Speaking of modernist literatures revolutionary project, Maren Linett correctly states that writers had to break with convention and show how life was experienced rather than as it was conventionally recorded.Such a notion is highly relevant in elucidating how writers such as George Egerton and Katherine Mansfield strove, through their revolutionary use of the short story, to expose the failure of the Victorian novel’s dominant male perspective at accurately rendering the reality and ‘terra incognita’ of mothers and wives.   [ 2 ]   This essay will therefore argue that, in Egerton’s ‘A Cross Line’ (1893) and Mansfield’s ‘Bliss’ (1918), the use of a ground-breaking female perspective allows them to facilitate the reader’s gaining of ‘new eyes’ on the commonplace subject matter of motherhood and matrimony; a purpose that will be shown to be far more concerned with revolutionizing the Victorian percepti on of these roles as idyllic and harmonious destinations for women, than with creating ‘some new particular thing’.   [ 3 ]   The first half of the essay will consider the ‘new eyes’ that Egerton and Mansfield give to motherhood and will demonstrate that each writer revolutionizes the reader’s perception of maternity by exposing what Nicole Fluhr confirms was the inadequacy of inherited nineteenth-century ideologies and symbols, and also by subverting the eugenic perception of motherhood, meaning highly nurturing or affectionate, provided by their Victorian antecedents.   [ 4 ]   Firstly considering ‘A Cross Line’, I will analyse how Egerton achieves her reversal of Victorian beliefs in an innate maternal instinct through a realist aesthetic and focalized narrative which exposes Gypsy’s repugnant reaction to the bucolic image of the chicks, before demonstrating how this revolutionary perception is reinforced in an aposiope tic statement. Secondly, an examination of ‘Bliss’ and Mansfield’s critical use of the symbolic pear tree will demonstrate that this inherited symbol provides an invaluable framework for exposing Bertha’s aesthetic, rather than eugenic, approach to motherhood that is then explicitly reinforced in her interaction with ‘little B’.   [ 5 ]   The second half of the essay will then move to Egerton’s and Mansfield’s depictions of matrimony, and reveal that each writer adapts this subject to their purpose of providing ‘new eyes’ by revolutionizing two components of the Victorian marriage plot: the elision of female sexuality within marriage, and the predominating perceptions of adultery provided by omniscient narrators in sensation novels.   [ 6 ]   In my analysis of ‘A Cross Line’, I shall illustrate that the psychological moment of Gypsy’s Salomà ©ic dream-vision provides an elucidating frame of reference through which to reassess Egerton’s illustration of the marital union from an unexplored and eroticized female perspective. The final examination of ‘Bliss’ will then demonstrate that Mansfield revolutionizes an omniscient narrator’s perception of the subject matter of infidelious marriage by mediating it through Bertha’s female perspective in two of her psychological moments, which expose its stagnant and adulterous reality as a rejection of the Victorian ideology of marriage as a sacred institution.   [ 7 ]   Ultimately, by appropriating commonplace and eternal subject matter, rather than ‘new particular thing[s]’, within the most appropriate form for exploring and revealing the inner lives of women, Egerton and Mansfield refashion their reader’s normative view of motherhood and marriage and succeed, as Jenny McDonnell confirms, in presenting excellent examples of ‘mak[ing] it new’; in accordance w ith Ezra Pound’s summation of the modernist project.   [ 8 ]

Sexual Orientation, poverty, and homophobia Research Paper

Sexual Orientation, poverty, and homophobia - Research Paper Example Homophobia refers to a hostile social ideology towards gay or homosexuality. Homophobia is a negative feeling and attitude of people towards the homosexual community, relations and behaviour that eventually contributes towards discriminating and violent experience faced by many gays, lesbian and bisexual people. Homophobia is widely practiced in many societies due to which there are some very serious problems faced by the people with homosexual alignment because they always face the fear of social opposition after being identified as gay. The lives of these people are strongly affected from homophobia (Cozza, 2003). Social scientists and analysts frequently discuss the issue of homophobia and its impacts upon people and society. It is commonly believed that homophobia bounds people into rigid gender based roles where their creativity and self-expression rights are badly destroyed. Blumenfeld (1992) explains that homophobia often inhibits gay and bisexual people to develop self-identity and due to intense social pressure, they have to spend their lives under stress, and that affects their mental condition. The fictional character of Ennis Del Mar in the movie Brokeback Mountain is an important and prominent example of depiction of homophobia through the cinematic expressions and characterization (Stacy, 2007). The character reflects the problems and troubles encountered by a person in homosexual relation and his efforts to keep his relations hidden from people. It indicates the social pressure upon people to hide or discontinue their homosexual relations due to the fear as homophobia makes it impossible for the societies to accept homosexuality. The typical Wyoming society of Ennis represents the typical society and thinking style of the people observed everywhere. Like Ennis’s town, the people in different societies reject and oppose

Workplace related issues Research Paper Example | Topics and Well Written Essays - 2250 words

Workplace related issues - Research Paper Example Many factors affect workers at the work place. With the growing business world, more opportunities are presented for employees to venture into; hence, the management is left with no choice but to find means of making sure that the employees are satisfied with the working conditions. These issues at a glance appear minor, but in the actual projection, they determine a great deal the motivation and efficiency of the worker (Hancock & Szalma, 2008). These issues range from the office design, office layout, the furniture in the office and the lighting systems. The services provided to the employees, such as refreshments, recreation facilities, health care plans and the rules and regulations as well as the policies of the organization (Hancock & Szalma, 2008). The level of interaction with the management and the influence of technology on the employees are also major issues. The employers are thus in the run to provide quality environment and services to the employees in order to be able to keep them for tomorrow. The ego of the employees determines a lot their motivation, and since the worker spends most of his or her lifetime at work, it is true that the quality of the place of work will affect the employee’s ego. A well-designed office, well built, partitioned and painted is a key motivator to a person’s attitude towards the work (Hancock & Szalma, 2008). For instance, if the work designated requires privacy for the employee, and the office does not provide such, the worker may feel an easy while executing their duty hence underperforming. A good design of building attracts and motivates the employee to stay around and provides essential factor for enhancing the creativity and innovative skills of an employee. The human mind is such that it makes preferences over color, and this generally affects the attitude of an individual towards a place. If the office is painted in such colors that the worker does not like, this will cause them to be de-motivat ed to stay in the office. Thus, it is important for the office to be painted in standard colors. The lighting system also matters a lot. A dimly lit room will cause low mood and negative attitude to the worker, toward the work. A moderately brightly lit office provides a serene working atmosphere hence motivating the employee to work. The arrangement of the office equipment and furniture is another key determinant factor to the attitude of the employee towards the office (Burke & Witt, 2002). A shabbily organized office will represent a job that is not taken seriously. The workers will tend to dislike the office hence this will affect his or her concentration in work, resulting to poor results. The furnishing of the office also affects the attitude of the worker towards their job. An office with old and shaggy looking office furniture will discourage the worker. For instance if the furniture is old and rugged, the employee who is expected to sit on them for most of the hours of his day will definitely not look forward to a new day at work. They as a result will just come to work for the pay but not to give quality work as is expected of them (Hancock & Szalma, 2008). The worker will do a job that is as good as the environment allows him or her to do. However, if the furniture is of quality, every worker will enjoy being at their workstation. In addition, they will be motivated to put in their best efforts and skills to work, since the setting is comfortable. A healthy health is essential for an individual to deliver quality service in all areas of life. An ailing person is not in a good state of mind

Self-Validation and Social Acceptance Essay -- Culture Cultural Essays

People often need to have validation from themselves, in regard to both their sexuality and general self, before being able to be accepted others. Too often this important fact is disregarded by today's culture and societal norm. This appears to be a recurring theme throughout the many passages and articles we have read in class, as well as in various piece of fictional literature. I will be using the 1991 film "Paris Is Burning," a short work of fiction by Jane S. Fancher called "Moonlover and the Fountain of Blood," the lecture given by Carolyn Dinshaw on the twenty-third of September, and Cherrie Moraga's "The Breakdown of the Bicultural Mind" to support my thesis. Originally, I started thinking about this paper in a manner quite different from that which will be shown here. I thought I knew everything I had learned and that I could take a single idea and 'run with it,' as the saying goes. Then I began reviewing the articles and rereading my classmates' posts. I have always had an unusual interest in how 'outsiders' interact with a society that tends to be somewhat exclusive. Being on the receiving end to this sometimes painful exclusiveness, having had a disability from an early age, the ideas of censorship and prohibition toward people discovering themselves intrigued me. Due to illness, I watched "Paris Is Burning" after sending in my original plan for this paper. I was impressed by the complexity of the homosexual community in New York during the eighties. Despite the fact that all of these men were living outside of societal norms, they had a sense of belonging and home. They created Houses and families to replace what they had lost, but also to give them something they had not experienced in their previous liv... ...Call Home: Autobiography on Racial Identity, ed. Becky Thompson and Sangeeta Tyagi, New York, Routeledge. 7. 234. Moraga, Cherrie (1996), "The Breakdown of the Bicultural Mind," in Names We Call Home: Autobiography on Racial Identity, ed. Becky Thompson and Sangeeta Tyagi, New York, Routeledge. 8. 234. Moraga, Cherrie (1996), "The Breakdown of the Bicultural Mind," in Names We Call Home: Autobiography on Racial Identity, ed. Becky Thompson and Sangeeta Tyagi, New York, Routeledge. 9. 238. Moraga, Cherrie (1996), "The Breakdown of the Bicultural Mind," in Names We Call Home: Autobiography on Racial Identity, ed. Becky Thompson and Sangeeta Tyagi, New York, Routeledge. 10. Moraga, Cherrie (1996), "The Breakdown of the Bicultural Mind," in Names We Call Home: Autobiography on Racial Identity, ed. Becky Thompson and Sangeeta Tyagi, New York, Routeledge,

Advantages and disadvatages of going on an organised

They take you door to door to different locations, not the life you have to find transportation or renting a car. C] You benefit from being a group offers. They take you to good hotels usually not the pension flea that we like adventurers. Cons of an organized trip C] The inevitable crowds and crowds at the entrances to the sites. C] You are always linked to the timetable set by the trip and the planned order.You lose contact with the real world of the country. You get too close to people living in tourism. C] lose the essence of the traveler, adventure and risk. For many this would be a strong plus point for the traveler travels for free is a but. C] Being tied to transportation. You are bound to make you meals for restaurants and places to stop. C] As friends do not, maybe you're the weird one. Occasionally can visit any souvenir shop or carpet. What were we?In conclusion add that although everything was a success, because I was not able to spend better, and keep a nice souvenir of the trip, as In the case of Jordan Ã'› I confess that I enjoy the before, with the study of the guides, maps, searches for hotels, different destinations, to put the world map on a table and choose the best destination that you wear long wanted to know, enjoy the adventure, the risk though sometimes cost you some shock, I Like to feel free, no strings, no one to tell me what mime I have to wake up Ã'› next stop trip travels free style and you Advantages and disadvantages of going on an organized tour when traveling By correctional people, never alone and above all speak your language. 0 They provide guides that 0 They take you door to door to different locations, not the life you have to find transportation or renting a car. 0 You benefit from being a group offers. 0 They take you to good hotels usually not the pension flea that we like adventurers. 0 The inevitable crowds and crowds at the entrances to the sites. 0 You are always linked to the timetable set by the trip and th e planned order.You lose contact with the real world of the country. You get too close to people living in tourism. 0 lose the point for the traveler travels for free is a but. 0 Being tied to transportation. 0 You are bound to make you meals for restaurants and places to stop. 0 As friends 0 Occasionally can visit any souvenir shop or carpet. Spend better, and keep a nice souvenir of the trip, as in the case of Jordan I confess sometimes cost you some shock, I like to feel free, no strings, no one to tell me what time I have to wake up next stop trip travels free style and you

A Discussion of Martin Luther King Jr.s Letter From...

A Discussion of Martin Luther King Jr.s Letter From Birmingham City Jail Martin Luther King Jr. discusses the advantages and purposes for his theory of nonviolent direct action in his Letter From Birmingham City Jail. He shows four basic steps that must be taken to achieve nonviolent action. They include 1) collection of facts to determine whether injustices are alive; 2) negotiation; 3) self-purification; and 4) direct action. Each of these steps will be explained as part of Kings argument later in this essay. The main purpose of a nonviolent campaign is to force any community to confront a problem rather than refuse to negotiate or face a specific issue. In the letter, King discusses his groups reasons for coming to Birmingham.†¦show more content†¦He also looks unfavorably at the white Christian churches that have not lent a hand to help their black brothers in the Christian religion. Overall, he is trying to show how his way of nonviolent direct action is the best way to solve racial injustices against blacks. The argument of the letter is that direct action must be taken in specific ways for changes to be brought about. King says that nonviolent action can only be achieved by following four specific steps. The first step he says is to determine if there really are injustices being made towards a certain group. He shows these injustices with examples of violent acts against Negroes including police attacks, bombing of homes and churches, and lynching by mobs. He says that Negroes have been victims of discrimination in their inability to receive the benefits that their white counterparts receive. More have also been in poverty due to prejudices against them. He sees a flourishing, affluent society in which blacks are not allowed to play a role in. King knows that the Negroes are not free and in order for freedom to be gained it must be demanded because it is simply not given. The second step in the process of starting a nonviolent movement is the attempt to negotiate with your oppressors. K ing spoke with white merchants in Birmingham and asked that racial signs be removed from store windows. These merchants promisedShow MoreRelated Maya Angelou, Martin Luther King and the civil Rights Movement1353 Words   |  6 Pages1950’s and 60’s. The struggle of African Americans to gain equal rights in America during this time was a major problem. The civil rights movement was not only about stopping racial segregation amongst African Americans but also to challenge the terrible economic, political, and cultural consequences of that time. But with the help of great leaders and organizations in the civil rights movement, help brake the pattern of African Americans being discriminated against and being segregated. 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