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The Controversy Of The Black Lgbt Community Essay

Maybe we should just do away with subliminal messages. Those tricky messages never quite show themselves, but make thoughts arise later on. Could we imagine a major piece of history, totally hidden in subliminal messages? The Black LGBT community has been forever present, just hidden in subliminal messages. They have been involved with major civil rights movements. They have been the backbone of the black church dating back to its origin. They have been present in the entertainment realm dating back to its inception as well. All of these prominent roles of the Black LGBT community is often either swept under the rug, or hidden from the public. It is time to remodel the history books. To be homosexual in the sixties was looked at on the same scale as a crime. Whenever there is a picture of the monumental marches of the sixties, there is generally a picture of men, arms locked, on the front line, and prepared for battle both physiological and physical. On the physiological end the pi cture sends a message of strength. If we look further into the image there is a mass of black women in the crowds, just as the men, locked in arms, just not on the front lines. That is a very intriguing idea. The bulk of the supports back in those movements were women, but they very seldom were ever featured on the front lines. How much more meaningful would it have been to see a women on the frontline just as the men? Would it hurt the movement to know that one of the men depicted as strong onShow MoreRelatedDr. Martin Luther King Jr.786 Words   |  4 Pagesconvenience, but where he stands at times of challenge and controversy.† The same dictum can be applied when analyzing the challenges associated with religious bias and LGBT inequality, especially within the black church. These issues should have a pronounced platform in the black church, which has had the lived experience of challenging oppressive societal systems that were anchored in religious rhetoric. In the same vein, the LGBT community endures an exorbitant amount of hate via a religious interpretationRead MoreRacism And Heterosexism Within African American Churches1349 Words   |  6 Pages The struggle that Black chu rches have on homosexuality has been an ongoing battle. The issue of homophobia and heterosexism within African-American churches is a difficult one. Regardless of the complexity of the matter, it is one that the black community must address. It is, to ensure, time for the black religious leaders to truly live into its justice asserting social, political, historical, and theological beliefs which would lead to eliminating any manifestation of the sin of homophobia fromRead MoreThe Civil Rights and the LGBT Movements Essay example890 Words   |  4 Pagesagainst the unfair treatment of blacks became more frequent. New leaders, such as Martin Luther King, manifested themselves. The civil rights activists thus found themselves searching for the â€Å"noble dream† unconsciously conceived by the democratic ideals of the Founding Fathers to be instilled. However, such goals came too slowly for some, who further disagreed that the nonviolent tactics would be successful to liberate blacks; thus, in approximately 1965, a black nationalistic spirit arose. TheRead MoreThe Debate Over Same Sex Marriage1555 Words   |  7 PagesFor years on end, same-sex marriage has been a topic of controversy. It has always been an on-going argument; there is the for-side and there is the against-side. There are many arguments for each side but which side has the most convincing argument? Maybe some of these arguments can be debunked. There needs to be a discussion about the holes in arguments and which side is the most convincing. The history of same-sex marriage was anti-climatic for a long time. It seemed that for too many years itRead MoreThe United States And The Civil Rights Movement1727 Words   |  7 PagesNow, since the late 1960s it is the homosexuals who still struggle for their equal rights. The homosexuals movement is a civil rights movement that advocates for equivalent and social rights for the lesbian, gay, bisexual, and transsexual or â€Å"LGBT† community in America. Homosexuals should have the same rights as heterosexual in the United States because the Declaration of Independence gives all Americans natural rights. The constitution guarantees to each person of the United States equal protectionRead MorePop Music Has A Long Established History1557 Words   |  7 Pagesbe called ghetto , trashy , or not get acknowledged at all for. The fact of the matter is in the eyes of pop music white is always right . Which bring me to this thought: in what ways does intersectionality affect w hite artists and the communities of color whom they culturally appropriate? In this paper I will address how current rap/pop artist Iggy Azalea edginess is not the realist, while comparing her to another queen of appropriation, Madonna, and explain how these women use their benefitsRead MoreOpinion Essay On Hockey Game1221 Words   |  5 Pagespage. The first one I encountered was a post congratulating America’s current president Donald Trump on winning the 2016 election. I felt my heart sink in my chest as I realized that if I started liking this player, he would not like me back. The controversy surrounding the 2017 Election is much too extensive to cover, especially in a letter about ice hockey, but I will state this: the former and latter intertwine much too often. As a girl and a person of color, I, and people who share similar characteristicsRead MoreA Queer Theory : Written By Richard Blanco1134 Words   |  5 PagesAccording to My Grandmotherà ¢ (2012), which explains how the authorà ¢ s grandmother views his open gayness, as well as the photograph titled à ¢ Two Men Inspecting the Grass Closelyà ¢ (Details unknown), together deal with how society views the LGBT community, which is illustrated in the arguments of human identity, stereotypes held by others, and values held by society. First, the poem titled,à ¢ Queer Theory: According to My Grandmotherà ¢ is from the perspective of Richard Blancoà ¢ s Grandmother showingRead MoreTyler Dudley. Ms. Elliott. Ap English/2P. 24 January 2017.1481 Words   |  6 Pagesoften swayed by one’s political views, and one of the biggest topics that sparks controversy are the rights of all people. Some of the bigger groups are Black Lives Matter and feminists. While these are very big and prominent, the one that sparks the most controversy is the LGBT community, and one of the biggest claims they make is that they don’t have the same rights of marriage as straight people. The LGBT community have protests and parades to try to spread the message that homosexuals should haveRead MoreThe World Epidemic On Gay Marriage1959 Words   |  8 Pagesfirst connection that pops into their mind? Does it mean happiness, love, or does it have a negative connotation? Throughout the years, the world epidemic on gay marriage has always been a controversy in the press. In the 1600s, if a gay man or woman practiced sodomy, they were put to death (ProQuest Staff â€Å"LGBT†). From the 1600s to the current day, gay rights are still a critical political debate in today’s society that needs a solution. For one to understand at this problem, he or she needs to analyze

Maltese Village Cores Free Essays

THE MAIN CHARACTERISTICS OF THE MALTESE VILLAGE CORE [pic] Name: Daniel Cossai Class: F4 Matteo Ricci Table of Contents: ? Introduction p. 3 ? A typical Maltese village core p. 4-6 ? How is the village core being protected nowadays? p. We will write a custom essay sample on Maltese Village Cores or any similar topic only for you Order Now 7-8 ? An example of a Maltese village core – Attard p. 9-10 ? Conclusion p. 11 ? References p. 12 Introduction In the Maltese Islands one can find around 67 villages all around the island. Since Malta is quite populated some villages are close to each other, like the three villages of Attard, Balzan and Lija, and one might think that they are actually one village, while others are more isolated with surrounding rural areas. Villages vary from old and modern but they all have distinct features and characteristics and they are mainly built around the village core. In this project, the various characteristics of a typical Maltese village core are discussed followed by a detailed example of the old village of Attard. A typical Maltese village core A typical Maltese village core usually has several characteristics which can be seen in most of the older villages, which are much more common than the more modern ones. The parish church The main focal point of any old village is the parish church which is mainly of the baroque style and occupies a central position. It is a grand style and the village church contrasts strikingly with the flat roof tops of the nearby houses and other buildings. Attard Parish Church The majority of the Maltese people are Roman Catholic and the church has always played an important role in the villagers’ lives. In olden times when villagers worked in the nearby fields they would return home when the church clock struck 6 tolls of the ‘Ave Maria’. Nowadays after mass many people gather in the church parvis to talk about daily events. This is a typical scene in any village and shows the social aspect of the Maltese people. The village core comes to life during the feast of the patron saint. During this time the streets are decorated with flags, banners, garlands, flowers, multi-coloured lights and statues on wooden pedestals. There are kiosks selling traditional food, nougat and candy floss. Brass bands entertain the crowds, together with fireworks in the main square. The procession with the saint’s statue passes through the narrow streets of the village core. The narrow streets Another particular feature of the old part of a village is the narrow, winding streets which normally lead to the church. These are usually quite narrow as cars and buses did not exist in the time in which they were built. It is said that the streets were winding as a way of defense against enemy attacks. Most streets in the village core have alleys. A narrow street in Attard In these streets one can usually find several niches dedicated to saints. They were a form of beautiful and artistic decoration and showed the devotion which the Maltese had towards their religion. They also served as a point of easy reference to find a particular place in times when people were highly illiterate and could not read street names. An example of a niche in |ebbu[ The main buildings The buildings in the old village core are usually farmhouses or houses of character with a central courtyard, outer staircases and rubble-walled rooms. Many of these are being renovated by expert architects to restore their natural beauty. Since they are built after the baroque or neolithic style these buildings are quite big with large doors and windows. A particular feature is the different door knobs which one can find at every door. Another reason for such large houses was that noble people used to live in the village core. Also, most extended families used to live in one house. In the village core one can also find various shops, like the grocer, butcher, baker and vegetable vendor. The most important buildings are also found in every typical village. These may include the local council, the police station, the parish priest’s office, the parish hall, the cemetery, the school and the band and political clubs. Another characteristic feature is the village bar where men usually meet to have tea, eat ‘pastizzi’ or ‘]ob bi-ejt’, gossip or watch a football match. Other characteristics In the village core one can usually find several decorations including statues, fountains, street lamps and benches. Local activities are normally held in the village square. These are either held by the church or local council as an occasion for villagers to meet and have some fun. Bazaars and car washes are often held as fund raising activities. In recent years some villages are becoming more innovative and organize unique activities, such as a chocolate or strawberry fair, to attract outsiders and tourists. How is the village core being protected nowadays? As the name implies the village core is the most important part of any society. All of the important buildings can be found there and it is also the place where the majority of people meet and socialise. Therefore it goes without saying that the village core must be an attractive and safe place to attend. Local councils have the duty of ensuring a clean, safe environment and fight against vandalism to preserve the beauty of the village. A short interview with a representative of the Attard Local Council was held regarding the protection of the village. Interview: ? The village core is an important part of the village. Does this make it a main target for vandals? Yes, unfortunately, our village core has suffered from a lot of acts of vandalism. For example, the garden of Thomas Dingli, which can be found in the village square, has been vandalised several times. What does the council do the try and protect the village core from these acts of vandalism? Recently, we have asked the local police and wardens to increase their patrols, and to keep better watch over certain places especially the gardens and street decorations. We also do our best to repair any damage done as quickly as possible. ? Is the village core protected in any other way not related to vandalism? Yes, the village core i s a very important part of the village because most people often gather here. We are doing our best to keep the village core as Bring-In Sites – Attard Village Core clean as possible. For example, we have set up Bring-In Sites in the village core, so that people will recycle more for a cleaner environment, and at the same time avoid throwing away their litter outside. The Bulky Refuse removal truck comes around the village every day so that bulky items such as fridges do not end up thrown away in one of the gardens. Unfortunately, this has happened in the past. Street sweepers are also employed so that the environment is as clean as possible. ? What about traffic? The streets in the village core are quite narrow. Are there any special rules which help to avoid pollution and damage to streets and buildings? Yes, like you said the streets are quite narrow and this makes it hard for large trucks to pass. They could easily hit the buildings and cause damage, plus they cause congestion of traffic. Signs are put up so that heavy vehicles cannot pass through the village core unless they need to render a service to a particular street. The village core must not be used as a by-pass. This has also reduced the amount of pollution and hence we have a cleaner environment. An example of a Maltese village core – Attard The old village core of Attard is made up of the Church Square and several streets and alleys. These are Qormi Road, |ebbu[ Road, Valletta Road, Main Street, Church Street, Small Square Street, St. Dominic’s Street, St. Mary’s Street, and Thomas Dingli Street. The village core is the oldest part of Attard. It dates back to 3,000 years B. C. The Parish church dedicated to The Assumption was built between 1613 and 1616. It was designed by the architect Thomas Dingli. Adjacent to the church is the Parish Hall where social functions take place. Attard Parish Church The architect Thomas Dingli is still remembered in Attard, and in 1998 a new village square was built and named after him. In the square one can find a small garden used as a relaxation area. There is also a monument which mentions the names of all the residents of Attard who died during World War II. Thomas Dingli Square The Local Council is also found in the village core. It is in the same building as the local Police Station. On its wall, there is a mail box which dates back to the time of Queen Victoria. It is the only mail box remaining in Malta from the time of Queen Victoria. Attard Police Station Attard Local Council In front of the parish church one can find the parish priest’s office, where people go to get information relating to births and marriages, or talk to the parish priest. Nearby is the Stella Levantina Band Club. Club members and musicians meet here throughout the year either to practice the band’s music in preparation for the village feast and other occasions, or else simply to talk with each other. As the feast starts approaching, the club becomes more crowded. The parish priest’s office In St. Dominic’s Street, there is a museum about the train’s history. In olden times the train used to pass from Attard on its way to Mdina. Recently, the Council has decorated all the streets in the village core with decorative street lanterns. Conclusion The village core is a very important part of every village because it is the centre of all activity. It is vital for the local community and something which cannot be removed or easily changed, in fact certain old buildings cannot be modernized and have to keep their characteristics. This is ruled by the MEPA. As one can see from the characteristics mentioned in this project, living in the village core can be a different experience from living on the outskirts. Some people, especially the new generation, would prefer somewhere quieter and more modern buildings. In the future, every local council in the Maltese Islands should continue working on improving the situation of their village’s core. Most localities are already protecting the core, but there can always be more room for improvement. For example, cameras can be installed near places in the village core which suffer from vandalism frequently. References: Alfie Guillaumier (2002): Bliet u Ir]ula Maltin. Malta: Klabb Kotba Maltin Magazine: }’Attard Magazine: Malta this Month (July 2002) Magazine: Grip (Issue 4) http://en. wikipedia. org/wiki/Attard http://www. attard. gov. mt/default. asp http://www. malteseislands. com/malteseislands. asp Attard Local Council How to cite Maltese Village Cores, Papers

Social Inequality free essay sample

All that a good government aims at, is to add no social constructs to the force of its own unavoidable consequences, and to abstain from strengthening social inequality as a means of increasing political inequalities. With that said, in this paper I will briefly address the race, class, gender debate with greater emphasis on diversity and social development policies taken up by post apartheid South Africa to redress inequality. It is imperative that we define key concepts in order to fully grasp the notion of this paper. Firstly inequality is defined as the unequal distribution of power, wealth, income and social status. But what creates structural inequalities in societies? Race, class and gender! Hence the term â€Å"social inequality†, it refers to the ways in which socially-defined categories of persons (according to characteristics such as gender, age, ‘class’ and ethnicity) are differentially positioned with regard to access to a variety of social ‘goods’, such as the labour market and other sources of income, the education and healthcare systems, and forms of political representation and participation (Web 1). Creating inclusive organisations that welcome diversity and meet needs of different social groups is termed as diversity management (Beall 1997:3). Social development policies refer to the social relations necessary for human wellbeing and the systems by which wellbeing may be promoted. Social inequality as mentioned above was created through power struggles on which colonialism, apartheid and segregation were based (Terreblanche 2002:26). We live in a country where our worth has been minimized to a social construct , where individuals identities are shaped by these factors which decide if one is a â€Å"have or have-not† and are denied the same level of access to rewards and resources as other groups. As a result many participants in the workplace experience discrimination. Discrimination in the workplace is based on the â€Å"so called differences† of workers in an organisation relating to the â€Å"evil triplets (race, class and gender) of South Africa as described by Cebekhulu in (Simon, Madimeng Khan 2011:31). Discrimination is largely influenced by the power of one class over the other in the context of South Africa we are talking about the capitalists over the working class. In South Africa exclusion has gone beyond inter racial inequalities and now it is intra racial(within one race group) hence the development of black elites created by Black Economic Empowerment(which we will discuss in the latter part of this paper) and the poor black. This gap between the haves and the have-nots originates from the apartheid regime due to the impact of institutionalized discrimination which saw the advent of extraction of cheap labour therefore leading to the exclusion of majority of South Africa to fall under â€Å"elite class†. However companies have adopted diversity management to try mending the cracks between individuals in an organisation. Firstly what is diversity? According to Beall it is variation and modification according to wealth, race and gender issues, education and occupational level (1997:9). We understand that our differences create conflict amidst social identities therefore the need for diversity management is crucial. Diversity management assists members of an organization to embrace the fact that we are not the same therefore differences in opinions and views may arise(Web 2) therefore members are encouraged to be tolerant and accepting of others and their ways of doing things because it brings a variety of â€Å"ingredients†( interests, values, physical and emotional characteristics to the â€Å"pot† (workplace). The crux of this paper is on the social development policies which are concerned with meeting the needs of individuals by redistributing resources to the most needy, however we find that by targeting a certain â€Å"deserving group† further creates more problems. Why is this so? Because the people that are said to be needy are socially constructed, we tend to decide who needs what based on their current state which therefore attaches a stigma or a label to that person. When we label and categorize people according to identities they assert we fail to recognise their full potential (Beall 1997:10). For example a disabled person can come to be seen as disabled as compared to others which clouds ones vision of that person’s strengths, weaknesses and qualifications and therefore we tend to undermine their capabilities. The act of targeting â€Å"a specific group† further perpetuates status and class which was discussed above in the race class debate, further widening the gap between the haves and the have-nots. As mentioned above that an effective diversity management program will promote recognition and respect for the individual differences found among a group of employees, we must note that organisations face numerous problems associated with managing diversity and culture therefore it is of utmost importance that when policy making and management takes place it should collaborate with diversity(Beall 1997:10). Hence why he states that diversity management requires employment equity in its implementation. The Employment Equity Act (EEA) no. 55 of 1998 was set in place to redress inequality in South Africa which was created by discriminatory laws and related practices of the apartheid regime, its aim was to ensure no individuals were denied employment opportunities for reasons unrelated to ability. (Butterworth, 2001: 11). Its great focus was on developing the previously marginalised which also included women. In a report on Pretoria news by the South African Reserve governor, Marcus (2011), statistics show that South African women make up 52 percent of the total population according to Statistics South Africa (Website 3) and contribute 41 percent of a total national labour force but hold 19. 3 percent of top senior positions in management as relatively compared to their other countries, in Australia 8 percent, Canada 16. 9 percent and US 14. 4 percent on gender economic empowerment. There are a number of reasons for why women did not participate equally in the workplace like males, firstly past policies were more gender insensitive, cultural patterns placed women in domesticated positions such as secretaries because they feminine and compassionate. Whereas majority managerial positions are assigned to men because they masculine and tough. Hence, employment changes have undermined the effectiveness of redress legislation. When considering the success of redress legislation, we need to consider the nature of employment in the labour market by assessing the pressures from international labour markets as well as recent trends of employment. Like the Skills Development Act it negatively affected employment creation because they have increased non wage cost of labour. Secondly Affirmative Action is also viewed as a diversity management tool. According to Human affirmative action â€Å"is a temporary intervention to achieve equal opportunities and to eliminate disparities between diverse employees† (1996:2)). Note, there tends to be confusion between affirmative action and EEA, well evidently enough they are both government initiatives that promoted fairness for â€Å"a specific group† that shows the pool of skills available in the labour market. As highlighted in the topic â€Å"targeting specific groups poses danger† I support this statement because managing diversity should not put a label on individuals as noted by Beall because as individuals we differ even in our abilities. When we use iversity management based on differences, we note that these differences tend to lock people into distinct categories, and can imply social discrimination(Cassim 2012) hence the â€Å"danger†. Take for instance a black student from a rural background and one from the suburbs then ask them to present a lecture in IOLS, there is a greater chance that the student from a suburban background will have greater communication skills as opposed to the other yet they both qualified to study IOLS at tertiary level. Hence whilst a person maybe black, he may differ greatly from other black employees (Cassim 2012). I believe it is incorrect that we may manage diversity based on stereotypes and prejudices (Herselman 2004: 157) we have about others and apply it to the organisational culture rather we understand that people share common aspects but differ gradually. Without affirmative action promoting diverse employees, organizations would rarely have the diversity of staff to reach a stage where differences are valued and diversity is effectively managed. We need to understand that managing diversity is crucial for the development of individuals in organisations. If we are to truly eradicate social inequalities in our society, the better management of diversity will assist organisations in doing so. Thirdly it is interesting to note that Black Economic Empowerment (BEE) is linked to employment equality just like we found affirmative action to be. Pay careful attention to the fact that BEE is not affirmative action but EEA forms part of it (Butterworth; 2001:36). BEE is a program launched by the South African government to redress the inequalities of Apartheid by giving previously disadvantaged groups (black Africans, Coloureds and Indians, who are South African citizens) economic opportunities (Southall 2004:456). The main objective of BEE is to address the systematic exclusion of the majority of South Africans from full participation in the economy (Ronnie 2006: 6). But the question is,did BEE meet its objectives? David Masondo criticized BEE accusing the ANC of collaborating with the white capitalists to transfer wealth to the black elite. This statement is supported by the minimalist approach of BEE which promotes black businessmen and black businesses in the private sector (Southall 2004: 456), due to this commonly known definition of BEE it is the reason why we view it as only favouring a few elite blacks. Few elite blacks? Target specific groups†? Iis there a link here? Yes, because initially BEE also targeted a certain group of people it did ot address inequality on a broader scale it was only with the advent of Broad Based Black Economic Empowerment which took the maximalist approach which entails the comprehensive restructuring of institutions and society which aims to empower black people on a whole as a collective (Southall 2004:456). To answer the question of whether BEE could be used as a manager of diversity I stand to say no, because apartheid witnessed white capital built through the exploitation of black people and today from the first few years of ANC led government saw the rise of black elites. The elites enriched themselves through BEE instead of contributing actively to the broader transformational process meaning BEE is used by black elites to comfortably position themselves. Note, apartheid created a divide between blacks and whites and today BEE has created a further divide within blacks themselves hence creating â€Å"class† ( black elite and poor blacks). Therefore I would conclude that BEE would not have dealt with diversity management effectively. Given this it is important for whites to realize that it will not be easy to resolve inequality. Policies have been put in place to address these gaps, but how effective have they been? Another policy that has been introduced is the Basic Conditions of Employment Act, 75 of 1997 which aimed to protect workers. However it is said to contribute to failure to create more jobs in South Africa, reason being the act creates minimum working conditions that employers have to abide by, this increases cost of labor/ productivity. Some believe employers are reluctant to hire more workers (it will create more employment opportunities) due to this act. However if implemented correctly the BCEA can have more promising benefits, it could improve working conditions of low paid workers in South Africa. We must note that it might not have a positive effect on employment creation but has a positive effect on the composition of employment. The best diversity management tool must set out to increase productivity and the quality of work life. It encourages tolerance of those we believe are different to us and also celebrates diverse opinions and views which color a workplace. Also it must encourage employees to understand that the needs and behaviours of other cultures will be different to ours therefore clear respectful communication is important between cultures is. Therefore a tool that I believe could manage diversity effectively is Ubuntu. In my understanding ubuntu is showing an act of humanity and compassion to others, hence, we need to accept cultural differences but manage diversity for example, respect the cultural belief of Africans, the Muslim dress code and so forth. This concept is based on brotherhood and unity- It is a unifying vision or world view coined in the Zulu â€Å"umuntu ngumuntu ngabantu†, meaning a person is a person through other persons (Shutte, 1993:46). I believe South Africa could find Ubuntu as a winning strategy at managing diversity instead of using methods of other points on a compass for they fail in our country because they not suited for our SA organisations for we must note that each organisation in a different region operates differently and faces different challenges. Its’ strategy was used as a stepping stone to develop unified visions of the community and to create a sense of belonging in the workplace therefore it will encourage and motivate individuals to being team players and work as a team effectively. What is important and a very good point is the fact that ubuntu believes the way forward and to succeed is through human dignity and respecting one another. Hence, if South African organisations aim to be competitive and to manage diversity appropriately simultaneously, they need to adopt it as a practice within their processes. As a management approach it should address the main challenge in South Africa which is the lack of skills, how so? By training the current scholars with the goal to develop skills within them. Mindsets of individuals must shift away from assigning people labels because this creates more problems on its own. Using ubuntu to manage diversity will lead to people working together and reach a point of competitive spirit and advantage (Cassim 2012). Lastly we must pay attention to the fact that ubuntu is an attempt to move away from solidifying identities based on race etc. s it creates a â€Å"danger†. In conclusion since South Africa’s first democratic elections in 1994 that country has underwent great transformations in the workplace. As we see today the growing number of women entering the labour force and the inclusion of blacks. However one of the biggest challenges faced by South African organisation’s is managing our cultural differences that hinder progress. It is advent that diversity is not going away especially as we continue to develop policies that â€Å"target a specific group† all we are doing by singling a group we are enlarging the ap between the haves and the have-nots. Diversity is here to stay and all leaders and managers have to find methods that will help eradicate inequalities based on social constructs and cope with diversity. Implementation of social policies led to South Africa redefining itself as a non racial and democratic society. Research shows that parliament merited the employment equity act which is said to have eradicated inequalities in the business organisations towards true meaning of diversity. As stated above diversity problems will always be tattooed over our country because for centuries it was faced with oppression which lead to blacks feeling inferior and as a result to date some blacks believe that they are less capable than whites. These stereotypes lie beneath the surface but are still very much alive and shouting. Sad reality is that our labour market is still dominated by white ownership and management. Some believe that opportunities for whites irrespective of their income or educational status remain abundant. There have been a number of wealthy blacks rising, and a rise in the middle class thanks’ to the development of BEE. However not all is lost, on the positive side, the number of blacks in higher education dramatically increased, the number of blacks as business owners’ increased, black managers and black professionals have increased. But yes on the other end of the scale the quality of education received in primary years is still questionable. The question is when will we stop using race as a measure in employment?

Employee Attitudes and Work

Introduction Job satisfaction refers to the general attitude of a worker in liking or disliking his job (Mitchell, 2011, p. 43). Researchers studying the concept of job satisfaction include employee attitude as an important component. It may be difficult to explain what job satisfaction implies without considering employee attitude.Advertising We will write a custom essay sample on Employee Attitudes and Work-Related Behaviour: Ongoing Challenge for the Contemporary Manager specifically for you for only $16.05 $11/page Learn More As Saari and Judge (2004, p. 396) confirm, job satisfaction refers to an emotional state of pleasure and positivity on the part of the employee. The emotional state emanates from one’s job or experience appraisal. The two most critical characteristics of job satisfaction include the fact that job satisfaction is linked to cognition, or thinking, and feeling (Saari Judge, 2004, p. 396). Organisational commitment, on the o ther hand, refers to an attitude that reflects the loyalty of an employee to his organisation. It is a continuous process expressed out of the members of the organisation’s concern for its general well-being and continued success (Tella, Ayeni Popoola, 2007, p. 6). Three important concepts come into play when defining organisational commitment. They include a strong desire, on the part of the employee, to continue serving as a member of his organisation, a readiness to exert high efforts for the benefit of the organisation, as well as a definite acceptability of and belief in the goals and values espoused by the organisation (Tella, Ayeni, Popoola, 2007, p. 6). This paper seeks to explore the concepts of job satisfaction and organisational commitment. In particular, the discussion will examine the social scientific researches that have been concluded about both concepts. The paper also analyses the impact of different phenomena, such as globalisation, technology, as well as general social change, which are common in the present-day era. The paper will also analyse specific factors that have an impact on the job satisfaction of employees. Social Science Research Findings: Job Satisfaction, Organisational Commitment, and Job Performance Aamodt (2007, p. 64) notes that satisfied employees will often remain committed to the organisation they work for by attending work regularly, staying in employment with the organisation for long, arriving on time for duty, and performing well in general. They are also more likely to engage in behaviours that help their organisation achieve its set objectives and goals easily. There exists a strong correlation between employee commitment and job satisfaction. A strong relationship also exists between job satisfaction and employee retention (Kotze Roodt, 2005, p. 48).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, orga nisational commitment depends on several factors, including the level of autonomy that is involved in the execution of the job, the variety or type of work, the responsibility level that is linked to the job, and the social relationship quality at work. Other critical factors include the level of remuneration and reward, as well as the available promotion opportunities and the general career advancement within the company (Riggio, 2009, p. 55). There are close relations between satisfaction and pay, satisfaction and promotion, satisfaction and supervisors together with co-workers, as well as satisfaction and job. In all these scenarios, the level of satisfaction is correlated significantly with the affective commitment. Employees who are motivated in their jobs are also committed to their roles and performance. The motivation comes from a number of factors, including good remuneration, supervision levels and standards, and the learning environment within the organisation. Managers w ho have a strong motivation ensure they work hard to achieve their goals and objectives. They also willingly share the knowledge with their employees, thereby improving the overall performance. As the force that pushes organisational commitment, motivation can only be achieved when the employees are satisfied with their job (Budihardjo, 2013, p. 58). Effects of Global Trends on Job Satisfaction and Commitment Globalisation has created a large pool of skilled and talented individuals owing to the increasing educational opportunities. Over this period, demand for these talents and skills is also expected to rise, especially in the emerging nations. This trend is set to create vast talent gaps because of the changes in the demand and supply sides of skilled workers (Rosenblatt, 2011, p. 345). A multiplicity of skills is also required as a result, on the part of the potential employees, to serve in their positions effectively. As multinational organisations take advantage of the globali sation phenomena to spread all over the world, they require employees with the ability to speak different languages, have the ability to fit culturally, and possess high levels of education.Advertising We will write a custom essay sample on Employee Attitudes and Work-Related Behaviour: Ongoing Challenge for the Contemporary Manager specifically for you for only $16.05 $11/page Learn More However, these skills are inadequate and those employed to work in such organisations do not develop the needed job satisfaction because of the gap in skills. Growing workforce diversity resulting from social change and other contemporary trends is equally piling a lot of pressure on the human resource departments of many organisations. Organisations are failing to develop a global mindset that can adequately manage their multicultural employees. This, in turn, deprives the employees the chance to address many of their employment-related issues (Rosenblatt, 2011, p. 34 5). The lack of, or poor human resource management skills, is denying workers the quality management that can help them improve their motivation and improve their job commitment and satisfaction. Employees working for multinational corporations, in particular, face this challenge the most because some of these organisations have not integrated diverse value systems within their frameworks; thus they do not champion for shared international work values (Rosenblatt, 2011, p. 345). Factors that Influence Employees’ Job Satisfaction and Organisational Commitment The employee’s personal characteristics The personal characteristics and perceptions of employees form important qualifications of organisational commitment. Employees develop a strong correlation that influences their affective, as well as normative commitments when they perceive that they are satisfied with their job (Mahanta, 2012, p. 45). Organisational characteristics, such as provision of support to workers a nd work experience on the part of the employee, result in a strong correlation with both organisational commitment and job satisfaction. For instance, an employee who is sure about his great experience in the occupation field will feel a great commitment to his organisation and will easily be satisfied with his job.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In studies already performed, it has been established that managers who have served their respective organisations for long have a higher affective commitment, intrinsic job satisfaction, and normative commitment as well. Important personal characteristics such as emotional intelligence and work-role salience significantly predict workers’ organisational commitment (Mahanta, 2012, p. 50). The employee’s job characteristics A job or occupational role comprises of various components that influence an employee’s job satisfaction and organisational commitment (Hanly, 2013, para 1). Such components are valued by the employee and include job safety and relationship with other workers. Employees have their social needs that their manager and organisation need to address. Employees have the propensity to want things that fellow employees want. This is explained by the social influence hypothesis. This influences job satisfaction as an individual worker feels empowered, especially where the organisational culture allows employees to have authority over their projects. Job safety gives satisfaction to the employee and commitment because there is no worry about losing the job. The employee’s supervisor Employees need to be recognised and praised in their roles to get motivated. Supervisors have a greater role in recognising and praising their workers because they are in charge of their performances directly. Employees get demotivated in their work if they perceive that their performance is good for the organisation, but they fail to receive the recognition from their supervisors. The loss of motivation also affects the level of their satisfaction with the job, thus interfering with their organisational commitment. The interaction between the employee and his supervisor is important in improving job satisfaction. The supervisor is the closest representative of the organisation that the employee can approach and share his feelings about the job. A friendly supervisor will be ready to learn about the challenges faced by his employee and help him to improve on his performance. This will create satisfaction on the part of the employee and influence the organisational commitment in turn (Saiyadain, 2003, p. 54). The employee’s work environment Employees often wish to work in an environment that makes their performance comfortable. A worker’s mental, as well as physical well-being, is attached closely with the environment within which he operates. Thus, an unfavourable working environment can have a direct bearing on the worker’s mental and physical state. This would eventually result in poor commitment to the organisation and job dissatisfaction on the part of the employee (Qasim, Cheema, Syed, 2012, p. 34). The work environment comprises of several important aspects that managers must ensure conform to the requisite standards. The environmental components include noise, hygiene, temperature, working hour s, lighting, ventilation, and the resources used during role performance. Once the environment affects the mental and physical tranquillity of the employee, it may lead to either satisfaction or dissatisfaction on the job depending on how the individual perceives the surrounding (Qasim, Cheema, Syed, 2012, p. 34). The employing organisation’s human resource management practices Human resource management practices comprise of various important aspects that directly touch on the employee. Such aspects include training and development, remuneration, and recruitment activities. According to Harzing and Pinnington (2011, p. 324), high-quality performance of these HR practices increases the satisfaction of the employees. The employees will often compare their remuneration, for instance, with that earned by workers in other organisations. Employee perception on the salaries earned will have a positive influence on their job satisfaction after comparing the salary with that earned b y workers in a different organisation. Equally, the training standards offered by the employer will increase job satisfaction and commitment of the employee. The employees deem it as a gesture that does not only seek to improve the productivity of the organisation, but one that also improves their skills. It equips them with the technical knowledge that they can still apply elsewhere in case their employment ceases. As research conducted by Harzing and Pinnington (2011, p. 320) confirms, effective HR practices convince the employees to work for their organisation for long. The long duration of working ascertains the job satisfaction levels and commitment that employees have for the organisation. Conclusion An important role of a contemporary manager is to work consciously to build and sustain the job satisfaction and organisational commitment of their workforce. Employees’ commitment to their organisation and the overall job satisfaction help in improving the performance of t he organisation. Managers must seek to motivate the employees in working toward influencing the commitment of their employees to the organisation and their job satisfaction. A motivated employee is satisfied with his job and will have a positive commitment to the organisation. New global trends are changing management needs of organisations and require full participation by the contemporary manager to get the needed positive results. Multinational corporations are increasing in number as the globalisation phenomenon grows. Education and technological advancements are also increasing, thus piling pressure on individuals to acquire skills that are more competent. However, the gap between technical skills needed and organisational demand affects job satisfaction and organisational commitment on the part of employees. The changes are taking place at a higher rate and the skills possessed by the employees are not adequate to meet the demands of the organisation. The organisations also la ck adequate human resource management skills to cater for the challenging employment demands, including cultural fit and language skills. Employee job satisfaction is affected by personal characteristics because an individual’s own affection results in motivation and organisational commitment. Supervisors who fail to strike a rapport with their subordinates affect the concentration of their employees, leading to loss of job satisfaction and organisational commitment. Contemporary managers must learn their subordinates properly and understand how to interact with them to enhance their motivation and job satisfaction. The work environment must be favourable for job performance to increase participation, satisfaction, and overall performance. Managers must be involved in determining the environmental requirements of the workplace and work towards providing them for their employees. List of References Aamodt, MG 2007, Industrial/organisational psychology: an applied approach, Wad sworth Cengage Learning, Belmont, CA. Budihardjo, A 2013, ‘The relationship between job satisfaction, affective commitment, organizational learning climate and corporate performance’, GSTF Business Review (GBR), vol. 2, no. 4, pp. 58-64. Hanly, S 2013, The job characteristics and theories of job satisfaction. Web. Harzing, A Pinnington, A 2011, International human resource management, SAGE, London, UK. Kotze, K, Roodt, G 2005, ‘Factors that affect the retention of managerial and specialist staff: An exploratory study of an employee commitment model’, South African Journal of Human Resource Management, vol. 3, no. 2, pp. 48–55. Mahanta, M 2012, ‘Personal characteristics and job satisfaction as predictors of organizational commitment: an empirical investigation’, South Asian Journal of Management, vol. 19, no. 4, pp. 45-58. Mitchell, LD 2011, ‘Job satisfaction and affective events theory: What have we learned in the last 15 years?à ¢â‚¬â„¢, Business Renaissance Quarterly, vol. 6, no. 2, pp. 43-53. Qasim, S, Cheema, F, Syed, NA 2012, ‘Exploring factors affecting employees’ job satisfaction at work’, Journal of Management and Social Sciences, vol. 8, no. 1, pp 31-39. Riggio, RE 2009, Introduction to industrial/organisational psychology, Pearson London. Rosenblatt, V 2011, ‘The impact of institutional processes, social networks, and culture on diffusion of global work values in multinational organizations‘, Cross Cultural Management: An International Journal, vol. 18, no. 1, pp. 345-367. Saari, LM Judge, TA 2004, ‘Employee attitudes and job satisfaction,’ Human Resource Management, vol. 43 no. 4, pp 395-407. Saiyadain, MS, 2003, Organisational behaviour, Tata McGraw-Hill, New Delhi, India. Tella, A, Ayeni, CO, Popoola, SO, 2007, ‘Work motivation, job satisfaction, and organisational commitment of library personnel in academic and research libraries in Oyo Stat e, Nigeria’, Library Philosophy and Practice, no. 1522-0222, pp 1-16. This essay on Employee Attitudes and Work-Related Behaviour: Ongoing Challenge for the Contemporary Manager was written and submitted by user Jul1us to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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