You might “skim” this article for help; the ‘twist’ in this hypothetical is that the “straight” employee does not really have any sexual interest in the gay employee.  It doesn’t fit the usual situation (e.g., a male supervisor “hitting on” his female secretary, who fears for her job if she complains to anyone). Complex Law Review Article on Same-Sex Sexual Harassment 1.  Provide your analysis of the situation in 200- 400 words.

Topic 1

A male employee complains to his supervisor.

The employee is gay.

He says another employee – who is straight – says things whenever the gay employee passes the straight employee’s cubicle.

The gay employee says the straight employee makes sexually suggestive remarks to him, like “Nice buns” or “Nice basket.” of “I’d let you ‘do’ me, even if I am straight.”

The straight employee shows pictures of handsome men from his sports magazine to the gay employee and says, “I bet you wouldn’t throw him out of bed for eating crackers!” or “I bet you’d like to see his baseballs!”

The gay employee finds this behaviour offensive; he is in a long-term relationship and has no interest in the straight employee.  He finds it offensive to have pictures of these handsome athletes shoved in his face along with suggestive comments.

The gay employee demands that something be done or he will seek legal advice.

The supervisor shows up at your door.

“Can he really sue?” he says. “Federal law doesn’t protect against anti-gay discrimination, does it?  Can’t I tell him he has to live with this?”

You might “skim” this article for help; the ‘twist’ in this hypothetical is that the “straight” employee does not really have any sexual interest in the gay employee.  It doesn’t fit the usual situation (e.g., a male supervisor “hitting on” his female secretary, who fears for her job if she complains to anyone).

Complex Law Review Article on Same-Sex Sexual Harassment

1.  Provide your analysis of the situation in 200- 400 words.

Topic 2

Your company was approached by the lesbian and gay association formed by a small group of employees.

They asked the company to let them celebrate “Gay Pride” during the week in June when this is usually “celebrated.”

The company agreed.

The LGBT group used the employee notice board to post pictures of same-sex couples, of transsexuals, of same-sex couples raising children – along with rainbow flags and slogans such as “Gay is Good” and two posters: one showed three men, and had the caption, “He’s gay – and that’s cool with us.”  There was the same type of poster featuring three women.  The implicit message was that gays are like everybody else.

Another employee – a committed Christian — posted on the same employee notice board the following:

“Leviticus 20:13”

A gay employee looked up the reference in her Bible.  It says:

“If a man has sexual relations with a man as one does with a woman, both of them have done what is detestable. They are to be put to death; their blood will be on their own heads.”

The gay woman complained to her supervisor.  The supervisor spoke to the man.  He said gay sex was a sin and he had an obligation to urge lesbian and gays to repent or they would be condemned to eternal damnation.

He said the employer had to accommodate his sincere religious beliefs.  Tne Christian employee said they could do this either by 1) removing his Bible citation AND the “gay pride” material, or 2) allowing both points of view to be expressed.

He said forcing him to be exposed to messages like “gay is good” violated his religious beliefs, and said he would sue.

The supervisor comes to you and asks, “What do I do?”

Does the recent case of Hobby Lobby have any bearing on this scenario?

Hobby Lobby Decision

[or, in lieu of No. 2 ” BFOQ’s and “business necessity” sometimes serve as exceptions to the rule that you cannot discriminate in employment decisions.  Locate a decision from a court or other tribunal where a BFOQ or business necessity argument carried the day–or did not. Briefly summarize it and explain why you agree or disagree with the decision.  ]

 

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You might “skim” this article for help; the ‘twist’ in this hypothetical is that the “straight” employee does not really have any sexual interest in the gay employee.  It doesn’t fit the usual situation (e.g., a male supervisor “hitting on” his female secretary, who fears for her job if she complains to anyone). Complex Law Review Article on Same-Sex Sexual Harassment 1.  Provide your analysis of the situation in 200- 400 words.

Topic 1

A male employee complains to his supervisor.

The employee is gay.

He says another employee – who is straight – says things whenever the gay employee passes the straight employee’s cubicle.

The gay employee says the straight employee makes sexually suggestive remarks to him, like “Nice buns” or “Nice basket.” of “I’d let you ‘do’ me, even if I am straight.”

The straight employee shows pictures of handsome men from his sports magazine to the gay employee and says, “I bet you wouldn’t throw him out of bed for eating crackers!” or “I bet you’d like to see his baseballs!”

The gay employee finds this behaviour offensive; he is in a long-term relationship and has no interest in the straight employee.  He finds it offensive to have pictures of these handsome athletes shoved in his face along with suggestive comments.

The gay employee demands that something be done or he will seek legal advice.

The supervisor shows up at your door.

“Can he really sue?” he says. “Federal law doesn’t protect against anti-gay discrimination, does it?  Can’t I tell him he has to live with this?”

You might “skim” this article for help; the ‘twist’ in this hypothetical is that the “straight” employee does not really have any sexual interest in the gay employee.  It doesn’t fit the usual situation (e.g., a male supervisor “hitting on” his female secretary, who fears for her job if she complains to anyone).

Complex Law Review Article on Same-Sex Sexual Harassment

1.  Provide your analysis of the situation in 200- 400 words.

Topic 2

Your company was approached by the lesbian and gay association formed by a small group of employees.

They asked the company to let them celebrate “Gay Pride” during the week in June when this is usually “celebrated.”

The company agreed.

The LGBT group used the employee notice board to post pictures of same-sex couples, of transsexuals, of same-sex couples raising children – along with rainbow flags and slogans such as “Gay is Good” and two posters: one showed three men, and had the caption, “He’s gay – and that’s cool with us.”  There was the same type of poster featuring three women.  The implicit message was that gays are like everybody else.

Another employee – a committed Christian — posted on the same employee notice board the following:

“Leviticus 20:13”

A gay employee looked up the reference in her Bible.  It says:

“If a man has sexual relations with a man as one does with a woman, both of them have done what is detestable. They are to be put to death; their blood will be on their own heads.”

The gay woman complained to her supervisor.  The supervisor spoke to the man.  He said gay sex was a sin and he had an obligation to urge lesbian and gays to repent or they would be condemned to eternal damnation.

He said the employer had to accommodate his sincere religious beliefs.  Tne Christian employee said they could do this either by 1) removing his Bible citation AND the “gay pride” material, or 2) allowing both points of view to be expressed.

He said forcing him to be exposed to messages like “gay is good” violated his religious beliefs, and said he would sue.

The supervisor comes to you and asks, “What do I do?”

Does the recent case of Hobby Lobby have any bearing on this scenario?

Hobby Lobby Decision

[or, in lieu of No. 2 ” BFOQ’s and “business necessity” sometimes serve as exceptions to the rule that you cannot discriminate in employment decisions.  Locate a decision from a court or other tribunal where a BFOQ or business necessity argument carried the day–or did not. Briefly summarize it and explain why you agree or disagree with the decision.  ]

 

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What do you consider your job or career? How has it changed over your life? Is what you are doing different than you had envisioned when you were a child?

I already did the interview video and I attach the video contents below!!!

1. Write a paper paper—

a. Requirement details below.

b. that provides a narrative or story about this person’s life.

c. Use examples and direct quotes to illustrate aspects of the story.

d. This is a scholarly comparison of one individual’s life compared and contrasted to what you have learned about leisure, women, and gender.

e. The paper is not meant to be a “psychoanalysis” but a means to understand the life of another person in relations to leisure.

2. Interview Questions

a. What do you consider your job or career? How has it changed over your life? Is what you are doing different than you had envisioned when you were a child?

b. What has been the nature and relationship between paid and household work over your life? Discuss your satisfaction with your paid and unpaid work life? How has your spouse/partner contributed to unpaid work in the home? Was childcare ever an issue for you?

c. Describe any discrimination (i.e., gender, race, income, age) you have experienced in work and/or leisure. Have you experienced any problems in work or in relationships with male or female superiors?

d. How do you define leisure? What have been meaningful leisure/recreation activities in your life over the lifespan (i.e., what do you love to do)?

e. How has your leisure changed over the lifespan (i.e., in childhood, before and after marriage, before and after children were raised)? How do you think your parents viewed leisure?

f. How do children and your spouse/significant other (if applicable) relate to your leisure today and in the past?

g. What does feminism mean to you and how has it influenced your life?

h. How have you balanced your work, family, and leisure? What priorities do these three areas have in your life?

i. What do you want your work and leisure to be like in the future? What do you want work and leisure to be like for your children?

j. Other questions are wide open to you…

3. Paper format: 

a. 5-6 pages in length, double spaced, 1 inch margins, Size 12 font] more

b. Introduction. Describe who you interviewed, their relation to you or why you chose the person, demographic information (in a paragraph) including marital status, age, age at marriage and childbirth, family background of the respondent (parents, siblings, geographic location, culture, ethnicity), education, work background, religious involvement, socioeconomic status both past and present, and children raised. Depending on who you interview, you may know the answers to these demographic inquiries.

c. Body of paper. Be sure to organize your paper.

i. Part I is written from the viewpoint of the researcher (you). This section consists of the guiding questions and their analysis. Remember: You are scholarly.

ii. Part II is written from a personal viewpoint. This section consists of the interpretation of the process questions.

1. These questions include:

a. What conclusions can you draw about work and leisure in the life of this woman?

b. What did you learn that you did not know before?

c. How are you like or unlike this person?

d. How has this woman influenced your attitudes toward work and leisure?

e. What did you learn from doing this research biography project?

4. Criteria for Evaluation:

a. The grade for the assignment is based on:

1. a thorough analysis of the guiding questions asked in the interview (40%),

2. the analysis of the questions related to concepts discussed during the semester and in the book (20%),

3. the writing style and organization (15%),

4. your analysis of the “processing questions” (listed below) (15%),

5. and the informal video presentation (10%).

  • attachment

    Interview3204.odt
 

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Create a job aid using one of the topics below. This is a job aid you will develop and not one that already exists. The point is to demonstrate you can develop job aids.

PART 1: Start the paper by explaining the following:  (done as a word document)

  • How the job aid will be used – for what specific job or task…
  •  How will changes be made to the job aid as needed and how will employees know there have been changes? ?
  • Analyze if any technology will be utilized with you job aid.
  • Summarize what the outcomes will be when using a job aid.

PART 2: YOU MUST CREATE YOUR OWN JOB AID AND NOT JUST COPY ONE YOU FIND. THE PURPOSE IS TO SHOW YOU UNDERSTAND HOW TO CREATE A JOB AID.

Create a job aid using one of the topics below. This is a job aid you will develop and not one that already exists. The point is to demonstrate you can develop job aids.

NOTE: A job aid should be a step by step process that is written using a seperate sentence for each step in the process. A job aid should not be written in paragraph format, Each step of the job aid MUST include a visual that helps show what needs to be done.  

# Build a product from scratch including getting materials, assembly and quality checks.

#Purchase a product from a vending machine that has many selections.

# Make a complete turkey dinner that includes a vegetable and mashed potatoes and desert

#  Use your mobile device (cell phone) on an automated Teller machine (ATM) to obtain cash from your checking account.

# build a table from wood that includes one drawer.

# Planting flowers in a garden including ground prep and after care.

Remember this should help someone with no idea of how to do the task be able to complete it. The job aid should be done as follows:

Choose one of the topics make sure you follow directions and no plagiarism.

 

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After two days of negotiation, the team lands the contract and returns to Boston feeling great. Meanwhile, Hellman is furious and worried about Nunez’s actions and is thinking; “How can I not report Nunez and Kerry for their infractions? Does getting the contract make a difference? Leaking proprietary information to non-clients to get the sale is forbidden. It can bring the company down financially if such actions continue because eventually it is likely that the information will be utilized to our competitors. Why didn’t Kerry stop him?”

Scenario:

Jorge Nunez and Jaqueline Kerry are members of a young account sales team for AgroLaunch Enterprises, Inc. (ALE), a new firm of high tech agro-farmers. The business provides beverage manufacturers with plant products designed with unique specifications (e.g., herbs, spices, corn, wheat, yeast, etc.). Using high tech processes, ALE can produce the plant products without the use of traditional farmland to provide the client their own cheap ingredient source. Nunez and Kerry, who are in their late twenties, are both trained in the sciences. They are very well versed in their chosen field. They are salaried employees of ALE who each receive a 1% bonus of the total value on every contract for every client account they bring to the company worth over $500,000. ALE holds their talent in great esteem.

Wanting the star team to field a big client, ALE recently sent Nunez and Kerry on a trip from Boston to Manila to meet with a new client who could potentially bring a million-dollar contract to the firm. There was a long delay at the Boston airport due to a snowstorm. Nunez and Kerry took a different flight than originally planned to avoid the risk of not leaving Boston for several days. They had to take economy seats apart from each other to get on the plane. The new flight was full and the seating uncomfortable.

Grumpy from the delay and uncomfortable seating, Nunez, still had to work with Kerry to prep for the meeting. He decided to employ the plane’s new in-flight networking technology to carry on a video chat with Kerry who was sitting towards the back of the plane. Nunez was simultaneously using the plane’s Internet connectivity to engage in over a dozen “chats” with friends, a marathon chess game, and a Tweet conversation with the Manila client on the ground – all the while sipping tequila. After 8 hours on the plane and a stop at the Azores, Kerry signed off to get some sleep. Nunez relaxed by the drink and in a “social” mood from conversations with friends, shared ALE proprietary information about growing methods with the potential Manila client via Twitter before signing off to get some sleep as well. Nunez was sure sharing information would help clinch the sale but was forgetting that the information would go to all of the contacts on his ALE Twitter account. Nunez knew disseminating proprietary information to persons not under contract or not members of the firm was against company policy.

Kerry and Joshua Hellman, the team’s boss, are both contacts in Nunez’s account. They both recognized the infraction upon receipt of the text messages.

Immediately upon landing, Kerry confronts Nunez with the problem. Nunez replied, “Well I can’t do anything now but I am sure it will seal the deal. That is why I tweeted the information. They won’t care at home if we come back with a signed contract.” Worried, but thinking about her bonus on a million dollars, Kerry says, “You’re probably right. I won’t say anything for now.” Nunez never told Kerry that Hellman probably received the texts as well.

After two days of negotiation, the team lands the contract and returns to Boston feeling great. Meanwhile, Hellman is furious and worried about Nunez’s actions and is thinking; “How can I not report Nunez and Kerry for their infractions? Does getting the contract make a difference? Leaking proprietary information to non-clients to get the sale is forbidden. It can bring the company down financially if such actions continue because eventually it is likely that the information will be utilized to our competitors. Why didn’t Kerry stop him?”

 

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Discuss how policy makers can incorporate the Domestic Climate Policy Framework into a widely accepted environmental policy. Provide examples.

Week 4 Discussion 1

Domestic Climate Policy

Discuss how policy makers can incorporate the Domestic Climate Policy Framework into a widely accepted environmental policy. Provide examples.

Class Text

Dye, T.R. (2017). Understanding public policy (15th ed.).

Chapter 12, Chapter 13 & Chapter 14

Week 4 Discussion 2

Immigration Policy

The American public has become increasingly accepting of immigration reform. In addition to using social, legal, and political perspectives to argue for immigration reform, advocates for this policy assert that there are economic reasons for encouraging changes in America’s immigration policy. Read the following articles, and watch the following video, and explain if promoting growth within certain sectors of the American economy is a good reason for the federal government to engage in immigration reform.

Kramer, H. (2014, February 11). How immigration reform – or lack thereof – is hurting our economic competiveness (Links to an external site.)Links to an external site.. Forbes. http://www.forbes.com/sites/hilarykramer/2014/02/11/how-immigration-reform-or-lack-thereof-is-hurting-our-economic-competitiveness/

Flannery, N.P. (2014, March 24). Can corporate leaders push through immigration reform in 2014? (Links to an external site.)Links to an external site. Forbes. Retrieved from http://www.forbes.com/sites/nathanielparishflannery/2014/03/24/can-corporate-leaders-push-through-immigration-reform-in-2014/

Forbes. (2013, March 10). Steve Case crowdfunds America: SXSW Forbes exclusive (Links to an external site.)Links to an external site. [Video file]. Retrieved from https://www.youtube.com/watch?v=5SxKRfVjTP8

 

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Read the article  Millennials: Don’t get tricked by food marketers.   Identify the 7 claims and write a 3 sentence description of each one.   Which 2 claims did you find to be most deceptive and why (4sentences each).  

Read the article  Millennials: Don’t get tricked by food marketers.   Identify the 7 claims and write a 3 sentence description of each one.   Which 2 claims did you find to be most deceptive and why (4sentences each).

 

 

Millennials: Don’t get tricked by food marketers

Lucky enough to be born between the early 1980s and 2000? Whether or not you want to think of yourself as a “millennial,” food marketers have their eyes on you.

Roughly a quarter of Americans fit the generation’s definition, which means a combined $200 billion in annual buying power, Forbes reported last year. Cue the industry reports full of strategies for “how nutrition could be used to target the Millennial generation” and how food brands “can tap into the millennial mindset.”

Here are seven mischievous ways that food companies market to you—and how to sort through their claims.

1. Make it sound oh-so natural.

Companies know that many millennials are demanding more natural foods. And that’s easy to deliver when “natural” labels don’t mean much. Federal rules for “natural” don’t permit the use of artificial ingredients or added colors. In the case of meat, chicken, and eggs, the U.S. Department of Agriculture also requires that the foods be “minimally processed.”

But there are plenty of other ways to make a food sound natural, even when most people won’t consider it natural. Marketers call foods “wholesome,” “simply,” and “real” or tout “no artificial flavors” and “no high-fructose corn syrup”—even if the foods contain artificial sweeteners or have been (in the case of meat) injected with salty broth. And any of those foods may be no more nutritious than their competitors.

Take Nabisco Good Thins for example. “No artificial colors. No artificial flavors. No cholesterol. No partially hydrogenated oils. No high-fructose corn syrup.” That’s what makes Good Thins so good, says the box.thins

But Original Triscuits, Multigrain Wheat Thins, and plenty of others could make those same “No…” claims. (Heck. So could Lay’s Classic Potato Chips.) And their labels are honest, unlike many of Good Thins’. For instance, “The Potato One” Sweet Potato variety has more white potato flour and even cornstarch than sweet potato powder, and “The Chickpea One” Garlic & Herb has more white flour and oil than chickpea powder.

Bottom line: Use the Nutrition Facts label and ingredients list to check if a food lives up to its claims. See an ingredient you don’t recognize? The Center for Science in the Public Interest (CSPI), NutritionAction.com’s publisher, rates the safety of all major food additives in Chemical Cuisine.

2. Claim it has no added hormones.

Market-watchers say “hormone-free” is a selling point. (Of course, no meat is hormone-free—all animals produce hormones!) But maybe that selling point is why the ad for Oscar Mayer Natural Slow Roasted Turkey Breast says, “Some things are full of hormones. We’re not.”turkey

But hold on! Did you notice the teeny-tiny print in the ad? “Federal regulations prohibit the use of hormones in poultry,” the ad says. So hormones are not allowed to be administered to any turkey. Ditto for chicken and pork.

And when it comes to how food is produced, it’s not just about hormones. Companies have heard that millennials “feel particularly connected to brands that keep sustainability and social responsibility top-of-mind.” And who wouldn’t want to buy food produced with more sustainable or responsible methods?

But it also means that labels now sport a dizzying array of claims, from cage-free to free-range, grass-fed, organic, pasture-raised, etc. And not all of those claims mean what you may think they do.

Bottom line: Check CSPI’s infographics on organic foods and buying eggs to see which claims are verified and which don’t mean much.

3. Promise “sustained energy.”

Millennialmarketing.com tells food companies that products should showcase foods’ benefits. A prime target, according to those marketing tips? “Sustained energy” that can come from cookies like belVita’s Breakfast Biscuits. “4 hours of nutritious steady energy,” says belVita Breakfast Biscuits. Other companies play the same game. “Helps keep you going,” says Quaker Breakfast Flats. “Long-lasting energy,” says Nature Valley Biscuits.

Do companies have evidence that their biscuits (cookies) can keep your energy level up longer than other foods? If they do, it hasn’t been published. Odds are, they’re banking on the idea that we break down and absorb whole grains like oats (belVita calls them “slow-release carbs”) more slowly than sugar or refined grains. That keeps blood sugar steadier (at least compared to Frosted Flakes or Oreos), but it’s no guarantee that the biscuits will keep you energetic.

Bottom line: Don’t assume that a whole-grain cookie makes a healthy breakfast.

4. Make it a mash-up.

Market research firms are advising companies to create the “newest crazy-mixed-up food or beverage” like Cronuts, ramen burgers, or even nacho lasagna. They say it’s because millennials are “thrill-seeking foodies.” Maybe that’s what some of America’s restaurant chains were thinking when they created some of the unhealthiest restaurant meals, some of which landed on CSPI’s annual Xtreme Eating Awards list of nine “dishonorees.”

Take drive-in chain Sonic’s “Candy Slushes” for example. Last year, USA Today reported that these sugary slushes mixed with candy pieces were a “a direct attempt to appeal to Millennials” and a “wild success.” The Sonic Route 44 Grape Slush with Rainbow Candy adds 370 calories’ worth of candy to a 44-ounce grape-flavored sugar slurry. The tab? 970 calories. That’s 1¼ cups of pure sugar—as much sugar as three XL (40 oz.) 7-Eleven Fanta Wild Cherry Slurpees. That earned Sonic recognition as one of our Xtreme Eating “winners.”

And earlier this year, perennial Xtreme Eating “winner” The Cheesecake Factory introduced a mash-up of fried chicken & waffles and Eggs Benedict. That dish tops a day’s worth of calories (2,580), four days’ worth of saturated fat (86 grams), and two days’ worth of sodium (3,390 mg), plus about 15 teaspoons of refined sugar.benedict

Bottom line: Mash-ups like these extreme foods may sound “interesting,” but can mean even more calories than usual if you’re dining out. Because most chain restaurants don’t list calories on their menus and menu boards yet, be prepared. Check chains’ websites to see if the Nutrition Facts and ingredients are listed.

5. Label it non-GMO.

Millennials are more likely to buy products free of GMOs, articles say. But when you see a food with a “No GMO” label, know that most foods that allegedly contain GMOs actually don’t have any genetically modified DNA or protein. That’s because ingredients like soy, corn, cottonseed, or canola oils; cornstarch; or sugar from genetically engineered sugar beets have been purified so greatly that they don’t contain any trace of genetic modification. But even if they did, ingredients from currently grown genetically engineered crops are totally safe, according to the National Academy of Sciences and other such scientific bodies around the world.

Bottom line: While certain genetically engineered crops, like conventional crops, have led to environmental problems, ingredients from “GMO” and “non-GMO” crops are equally safe to eat. For straight talk about GMOs, check out this FAQ.

6. Juice it.

Juices, especially green juices, are hot, Beverage Daily reports. But you may not find many greens in them…or in your wallet after you leave the cash register.suja

Take Suja’s organic juices, which sell for roughly $5 per 12 oz. bottle at Whole Foods, Safeway, Target, CVS, and other chains. The company’s website uses such millennial-bait as “cold-pressured, always organic, never (ever) GMO, chemical-free, filler-free, gluten-free, preservative-free, juice without the junk.” But many “green” juices from Suja—Easy Greens, Green Charge, Green Delight, Green Supreme, King of Greens, Mighty Greens, Noon Greens, and Probiotic & Greens—have cheap, nutrient-poor apple juice as the first ingredient.

Suja Power Greens doesn’t have any apple juice, but it’s got more cucumber, celery, and grapefruit juices than juice made from chard, kale, or spinach.

Bottom line: Why not eat your greens? Leafy greens like kale, spinach, collards, Swiss chard, and turnip and mustard greens are loaded with nutrients like vitamins A, C, and K, folate, magnesium, potassium, calcium, iron, lutein, and fiber. And they’re delish.

7. Make it “with” whole grain.

Millennials have been called “the whole grain generation.” That’s a good thing if it means choosing more whole grains instead of refined grains. But what about foods that claim to be “made with” whole grain?

Companies use that claim to sell foods that actually contain relatively little whole grain. Thomas’ Plain Made With Whole Grain Bagels, for example, have more white flour than whole wheat. And Udi’s Gluten Free Soft & Hearty Whole Grain Bread has more tapioca and potato starch than brown rice and teff flour. Even Kellogg’s Special K Red Berries, with white rice as the first ingredient, touts “whole grain

 

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 Introduce the topic. What form of discrimination are you discussing? Where does it occur? Who is affected? How serious of an issue is this in the society in which you live? Include general information about the issue and also provide specific examples. Examples can be from your own experience and/or from research material.

Discrimination in Society)

For the Unit VI Assignment,  a three-page essay addressing discrimination in society by answering a series of response questions applying concepts you learned in this unit’s reading (gender and race/ethnicity).

Please choose one of the following topics related to discrimination for your assignment:

Gender discrimination that occurs at work, home, in the media, and/or in the community.

LGBT discrimination that occurs at work, home, in the media, and/or in the community.

Race/ethnicity discrimination such as racial profiling, hate crimes, white privilege, or institutional discrimination. You can also discuss discrimination against a subcultural group in society.

For this assignment, complete Part A, Part B, and Part C as follows:

Part A:

Introduce the topic. What form of discrimination are you discussing? Where does it occur? Who is affected? How serious of an issue is this in the society in which you live? Include general information about the issue and also provide specific examples. Examples can be from your own experience and/or from research material.

Part B:

As part of introducing your issue, it is required that you apply one or more of the perspectives (functionalism, interactionism, or conflict theory) to help explain why this type of discrimination occurs. (See page 294 and 325 in your textbook for information on applying the perspectives to these topics.)

Part C: Discuss solutions. What are some things that are currently being done to address this form of discrimination? If you were a community organizer tasked with creating a program to address this form of discrimination, what type of program would you create? What role can an individual take to help fight against this type of discrimination and promote equal treatment in his or her community?

 

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What are three (3) personal or career goals that you would like to accomplish in the next three to twelve months? Based on the information presented on setting and managing goals in the webtext, identify three personal or career goals you would like to accomplish and explain why these goals are important and how achieving them will help you improve your life. In addition, summarize the research on goals from the “Managing Multiple Goals” Investigation in Chapter 3 and explain how your goals follow the principles of setting good goals.

What are three (3) personal or career goals that you would like to accomplish in the next three to twelve months? Based on the information presented on setting and managing goals in the webtext, identify three personal or career goals you would like to accomplish and explain why these goals are important and how achieving them will help you improve your life. In addition, summarize the research on goals from the “Managing Multiple Goals” Investigation in Chapter 3 and explain how your goals follow the principles of setting good goals.

Specify and explain one personal or career goal you have that can be accomplished in the next three to twelve months. – One paragraph of 3-5 sentences.

a. Include a succinct, clear statement of the goal or the change you want to make.

b. Include a deadline within the next three to twelve months by which you want to have achieved this goal or change.

c. Discuss why this goal or change is important to you and how it will help you improve your life.

2. Specify and explain a second personal or career goal you have that can be accomplished in the next three to twelve months. – One paragraph of 3-5 sentences.

a. Include a succinct, clear statement of this goal or the change you want to make.

b. Include a deadline within the next three to twelve months by which you want to have achieved this goal or change.

c. Discuss why this goal or change is important to you and how it will help you improve your life.

3. Specify and explain a third personal or career goal you have that can be accomplished in the next three to twelve months. – One paragraph of 3-5 sentences.

a. Include a succinct, clear statement of this goal or the change you want to make.

b. Include a deadline within the next three to twelve months by which you want to have achieved this goal or change.

c. Discuss why this goal or change is important to you and how it will help you improve your life.

4. Summarize the research on goals from the “Managing Multiple Goals” Investigation in Chapter 3 that you found most relevant, and explain how your goals follow the principles of setting good goals. – One paragraph of 3-5 sentences

 

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