Urban Space For The Latin Americans Immigrants Essay

The United States of America immigration policies exercised several measures in an effort to confine urban space for the Latin Americans immigrants in Atlanta. These efforts include restriction to access social space by the federal immigration officials, which limited their ability to build and sustain social and community life. The Department of Homeland Security effectively expelled undocumented immigrants from obtaining driving licenses, this made it hard for them to travel to job places, health centers as well as when taking their children to and from school. Several ordinances were passed that banned laborers from gathering in street corners and Roswell City Council closed the day labor centre in Gwinnett County. The first effort to restrict urban space for the Latin immigrants was by restricting the undocumented immigrants from accessing social space. Federal immigration officials conducted intermittent raids in their workplaces, residential areas and other gathering places. A dditionally, the undocumented immigrants were rounded up and deported to their home country and the Latino immigrants’ access to higher education, employment opportunities and transportation services was also restrained. Furthermore, the effort to restrict urban space was conducted by the Department of Homeland Security when they effectively expelled unlawful immigrants from obtaining driving licenses. Georgia like many states in the United States of America prohibited unauthorized immigrantsShow MoreRelatedAn Influx Of New Immigrants914 Words   |  4 Pagesof new immigrants came to America. A majority of these new immigrants came from southern and eastern Europe, as opposed to the northwestern Europeans who came in abundance before them. Between 1820 and 1920, less immigrants with northwestern European origins were coming to America and an increase of immigrants from southeastern Europe, countries in North America, Asia, and Latin America. 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The Story of my Life Free Essays

As a 15-year-old, in my life, there has been a lot of setbacks, challenge and some failure in my personal and in my academic life, though I am not proud to admit. When I was a little girl I was the happiest person you would ever mean, well for the most part. No matter what people did to me, I would instantly forgive and move on regardless of what they did to me or the pain they cost me. We will write a custom essay sample on The Story of my Life or any similar topic only for you Order Now Now it may seem like I would go from being happy and content to bleak and dull, because of the most important people in my life, who was supposed to be there for me when others are trying to tear me down, but the person tearing me down is my own mom and dad.All I did and do was try and be good enough for them, but no matter what I did, it’s like I will never be good enough for them. Sure they loved me, or that’s what I wanted to think, but when it comes to showing it, it was like they don’t care. Emotional and physical abuse was a daily routine in my everyday life. My father had no patience and always assumed he was right about everything, and my mom always assumed the worst in me and followed my father with his accusation, so as a child my voice was taken. I begin to keep everything to myself and became a shadow of my former self. No one noticed because of the smile on my face I would force every time I leave my home, the place I would fear to return, without noticing.At first, school failed to be my safe haven. People saw me as the new quiet and fragile girl, so they took advantage of me by verbally and emotionally abuse me. If someone wanted something from me, I would willingly give it to them, fearing they would say or do something to me. I was always trying to please everyone and trying to change something about myself that people did not like. I remember on the mouth after school starting all my teachers would ask everyone to describe their partner, my partners would say that I was nice to work with, but behind my teacher back spiteful words were being thrown at me like dodgeball except I was not dodging it. Sure I had friends, but none that was very close because my parents would not let me go to my friend’s house or let them come over to mine and of course they couldn’t stop the hateful words that were being thrown at me all they did was pity me. I never like being pity by someone, so I never told anyone about what happened at my home, I would avoid the subject but couldn’t keep avoiding it the subject, so I would tell my friends, my fantasy of the family I wanted as if it was the reality. I never understand why people and my parents were mean to me. It took me years to realize that it was impossible to please everyone, so I just didn’t even try to please them. When I realize this, it’s like the world was lifted off my shoulder. I did not care about anyone’s opinion of me because I was too distracted by my new founded happiness and was too busy living my life. I stopped have the urge and need to have everyone like me. I start standing up for myself, saying no to people and speaking what’s on my mind, but at sometime’s I would keep quiet when necessary. The naive part of me was out of my mind, things were improving in my life and was more than better.The man who was supposed to protect me and love me would leave early in the morning and come in the afternoon. If he asks for something and I didn’t do it at the same time, he would yell at me and threaten to hit me saying he ‘would slap me’ or ‘knock some of my teeth out’, sometime if he would accuse me of doing things I did not do or acts like he know everything and if I dare to say otherwise he would yell and sometime he would slap me, and my mom would stand there and do nothing, sometimes she would try and stop him. He was the only person I truly fear but will not show it, he would be the only person that can bring me to my lowest point. Despite what happened at my home, at my middle school I would be in one of the highest classes in my school and always passing my classes with the high score. All of the hardship I have been through in my life made me a stronger person. I pray and hope God gives me the strength to keep going forward despite all the obstacles in my life. I am my own person and I will never change myself to please anyone ever again. My future is in my hands and I also believe in myself, to make anything possible for myself. How to cite The Story of my Life, Papers

Organizational Behavior and Change Process-Samples for Students

Question: Prepare an essay from attached articles identify difficulty, what the writers are saying, create a view if they agree or disagree, identify basic ideas and state your view. Answer: Organizational behaviour is the process of human behaviour within an organization and discusses about the pattern of behaviour of the employees within that organization. This study of behaviour is done in different levels such as individual level, group level and organizational level and is useful to apply interventions so that the process within an organization and the employee interaction can be improved (Abernathy and Lattal 2014). For every organization, it is important to focus on its organizational behaviour so that employees performance can be influenced. Further, assessment of employees behaviour provides the managers and leaders with a clear idea regarding managing the organization through the implementation of ideas and effective utilization of human resources (Morgeson et al. 2013). The prime purpose of this assignment to discuss several articles regarding organizational behaviour and discuss the difficulty in managing any organization through such interventions. Further, this assignment will conduct a comparative study to discuss the agreement and disagreement of authors of those articles regarding components of organizational behaviour and their implementation. The first article discusses about the prevalent and stagnant as well as dominant nature of the organization that makes the organization complex to manage and difficult to understand (Ghorashi and Sabelis 2013). This situation leads the managers become confused and leads to managerial failure. In such situation they take the help of constricted models to understand the organizational behavior however, through this they are not being able to understand the entire organizations behavior. Further, this articles discussed about the four structural framework which are rooted in social structure as well as managerial knowledge (Westwood and Johnston 2013). Where the structural framework discusses about the architecture of the organization, rules, regulations and policies on the other hand the social construct discusses about the human resource, their strengths and weaknesses and their desires emotions and fears while working in the organization. Further, according to Abernathy and Lattal(20 14), if any process that has been implemented in the organization according to its policy, then it is the duty of the manager to implement several strategies to manage the process. For this purpose, he can also hire consultants so that proper solution to each difficult situation can be achieved (De Vries 2013). Thus author here is of the opinion that the main cause of managerial failure is faulty decision making. So I believe that it is the duty of the managers of the organisation to explore the in depth understanding of the employees and their capacity. This will help to meet the organisational demand while keep the employees satisfied (Seaward 2013). Secondly, managing change and stress was discussed in the chapter with discussion about the internal and external sources that lead to the requirement of change in the process. Further, different change model theories such as Lewins change model theory and Kotters eight step model was discussed along with the dynamic model of resistance to change. There are five key elements that enforces change both internally and externally to an organization. According to Yukl (2012), these forces are market and customer related changes, social and political pressure, the demographical characteristics, organizational crises and technological advancement whereas the internal forces for change are managerial behaviours and employee related problems. In this section as well, the author focused on the holistic approach for change and discussed that to reduce the domination and stress of change management the organization should provide the employees with intervention so that they can reduce their stre ss and help to lead the change process (Cooper and Marshall 2013). The author here is of the opinion in order to avoid frustration and failures; it must be the intuitive capacity of the managers to implement the change management with grace and skills. As per my view, the author was able to connect the change management, behaviour pattern. I think it is the duty of the managers to update themselves with the perspectives of the change management so that they and successfully implement the same. The third article mainly discuss about the external and internal forces that generates the need for organisational change under the light of the Lewin change model and Kotters eight step organisational change. It also discusses about the stress moderates and type A behaviour. While describing the reason for stagnant and dominance and emergence of stress, researchers discussed about the Type A behaviour syndrome and according to that If any person undergoes very strict and chronic and tough struggle, then an action and emotion added behaviour can be observed in that individual. Which is known as the Type A behaviour pattern. This behaviour pattern is the result of obsession of hard work and not related to any psychotic symptoms (Shin, Taylor and Seo 2012). This section of people is open to criticism, harassment, hard mental as well as physical work, positive as well as negative feedback. However, due to such kind of people in any organization, stress and pressure condition increases. For example, if the manager or leader of the organization is a Type A person, then the employees are unable to cope up with the work speed and pressure, leading to change in the behavioural pattern of the organization. Hence, stress reduction techniques should be applied (Gssling et al. 2012). These techniques involves muscle relaxation techniques, meditation between working hours, cognitive restructuring, application of holistic wellness approach, and biofeedback process so that harsh change management process cannot harm the health of the employees. I think more employee interaction and employee oriented fun activities will help in reducing employee stress and thereby helping to optimally implement change management. Fourthly, the author discussed about the mental models that reflect an individuals perspective and reflection about all the surrounding environments and through this model, the author connected the organizational behaviour pattern and change management process. However, these mental models are perception and therefore can be changed (Prochaska 2013). Hence, it is the prime duty of the organization, its leaders or managers to reshape the employees thinking in a way, which is positive for the organization. The author discussed two benefits of the deconstruction of flaws within the mental model. The first one is related to the training and social awareness program and through this the employees will be able to point out the internal industrial needs of the organization (Nielsenand Randall 2013). Secondly, this process can become a diagnostic tool that they employees can identify the potential hazards present in the organization and different unexpected contingencies. Therefore, through these two approaches, the organizational leaders will be able to identify the disasters and eliminate them to create learning and improving condition in the organization. Finally the discussion about complexity of the organization and the difficulty related to management occurred. Employees and their pre-conceived knowledge about process and different theoretical models decide the organizational behaviour pattern (Pieterse, Canilsand Homan 2012). If the thinking of employee and managers working in the organization is narrow, then working in such environment will become depressing and frustrating whereas, broader mindset and approach for work will create a healthy environment and working in such environment will be easier for employees as in change management (Prochaska 2013). Author here mainly focused on the better understanding of poor learning process but does not provides the detailed overview of the internal complications faced by the employees during the learning process. Henc e, according to my view, each organization should broaden its perspective so that achieving change management related targets become easier and through the stress reduction techniques, stringencies and dominance of the organization can be reduced. Further managers and leaders should take four perspectives so that managing the mental model of employees and their preconceptions can be managed (Gssling et al. 2012). In the conclusion, it can be mentioned that organizational behaviour is an important aspect for any organization as assessment of this helps the organization to identify issues that affect the organization to achieve success. However, there are situations that makes the organization stringent and dominant leading to increased harassment and stress among the employees. Therefore application of stress reduction technique should be done to reduce the stress of the organization. Further, the change management process and its consequences were discussed in the assignment. References Abernathy, W.B. and Lattal, D., 2014. Organizational behavior management.The Wiley Blackwell Handbook of Operant and Classical Conditioning, pp.645-668. Cooper, C.L. and Marshall, J., 2013. Occupational sources of stress: A review of the literature relating to coronary heart disease and mental ill health. InFrom Stress to Wellbeing Volume 1(pp. 3-23). Palgrave Macmillan, London. De Vries, M.F.K., 2013.Organizational paradoxes: Clinical approaches to management. Routledge. Ghorashi, H. and Sabelis, I., 2013. Juggling difference and sameness: Rethinking strategies for diversity in organizations.Scandinavian Journal of Management,29(1), pp.78-86. Gssling, S., Scott, D., Hall, C.M., Ceron, J.P. and Dubois, G., 2012. Consumer behaviour and demand response of tourists to climate change.Annals of Tourism Research,39(1), pp.36-58. Morgeson, F.P., Aguinis, H., Waldman, D.A. and Siegel, D.S., 2013. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), pp.805-824. Nielsen, K. and Randall, R., 2013. Opening the black box: Presenting a model for evaluating organizational-level interventions.European Journal of Work and Organizational Psychology,22(5), pp.601-617. Pieterse, J.H., Canils, M.C. and Homan, T., 2012. Professional discourses and resistance to change.Journal of Organizational Change Management,25(6), pp.798-818. Prochaska, J.O., 2013. Transtheoretical model of behavior change. InEncyclopedia of behavioral medicine(pp. 1997-2000). Springer New York. Seaward, B.L., 2017.Managing stress. Jones Bartlett Learning. Shin, J., Taylor, M.S. and Seo, M.G., 2012. Resources for change: The relationships of organizational inducements and psychological resilience to employees' attitudes and behaviors toward organizational change.Academy of Management journal,55(3), pp.727-748. Westwood, R.I. and Johnston, A., 2013. Humor in organization: From function to resistance.Humor,26(2), pp.219-247. Yukl, G., 2012. Effective leadership behavior: What we know and what questions need more attention.The Academy of Management Perspectives,26(4), pp.66-85.