How Income Inequality Affects The Health Of The American...

Fusco (2015), interviewed a random sample of 336 women who were currently low income and receiving some welfare assistance. Of the 336 mothers interviewed, Forty-two percent reported a story of family welfare involvement (Fusco, 2015). The forty-two percent that had a childhood history of welfare involvement were more likely to have depression and anxiety than those who were not raised in a low-income family, who relied on some form of government assistance (Fusco, 2015). In the article, Squeezing Blood From a Stone: How Income Inequality Affects the Health of the American Workforce. The researchers presented the new role that the term poverty has brought within the United States, who submits that â€Å"poverty now has deleterious effects on†¦show more content†¦Another study has shown workers who held positions where they lacked job control, and high demanding low reward positions were more likely to gain weight, and live in an unhealthy body weight, including unhealthy body mass index, and waist circumference. The researchers concluded that the effects of the adult workers have a tremendous impact on the children in the household and that addressing income gap could show an increase in the health of the low-income workers. In the article Does a Higher Income Have Positive Health Effects? Using the Earned Income Tax Credit to Explore the Income-Health Gradient. The researcher relied on using several reports and surveys to gather information. The researcher used self-reported health status and the functional limitations indicated on the Survey of Income and Program Participation (SIPP), as well as the self-reported health status shown on the March Current Population Survey (CPS), the researcher focused on the low-income population, with an income below 200 percent of the federal poverty line.The purpose of the research had been to further investigate the already shown existence of a positive relationship between income and morbidity. The researcher wanted to explore the relationship of increased health in higher-wage workers and wanted to see if the increase was due because of the ability to purchase more health inputs, or if higher wage workers were moreShow MoreRelatedAmerican Upper Class Vs. American Lower Class1743 Words   |  7 Pages American upper class vs. American lower class Income inequality has been seen throughout different societies. It has always been separated with the poor on bottom and the rich on top. Most societies in past and present have had little to no movement between the separations of classes. The reality for the poor in most of those societies is that they can almost never get to the level and quality of life of the rich. America compared to other societies in our past and present is a society that stronglyRead MoreEconomic Inequality And Its Effects On Economic Growth1709 Words   |  7 Pagesâ€Å"The rich get richer, and the poor get poorer† is an aphorism elicited from the topic of economic inequality. Over the past decades, economic inequality has been rising and at an increasing rate, expanding the gap between the rich and the poor. The direct relationship between inequality and poverty has shown that while inequality increases, so too does poverty. Increased inequality is harmful for economic growth and its effects als o bear social implications. Although there are arguments on theRead MoreThe Education and Healthcare Gap1686 Words   |  7 Pagesthe relative equality or inequality in America. Over the past one hundred years, we have seen a sizable shift toward equality in the legal rights of minorities. However, this legal equality is undermined by a pervasive and broadening socioeconomic inequality, especially in regards to healthcare and education. These issues disproportionately affect minorities. This paper will first touch on two other types of inequality: civic and income. Then it will move into how healthcare and educationRead MoreThe Perspective On Income And Privilege Essay985 Words   |  4 Pagesobtaining power and privilege. For example, White households have a higher income than non-White Hispanics or Blacks. The data provided on page 82 illustrates the income gap, â€Å"Black household had the lowest median income in 2013 ($34,598), non- Hispanic White households ($58,270). Median income for Hispanic households was $40,963† (Leon-Guerrero 2016). This data obtained from the U.S. Census reveals there are differences in income and wealth depending on race. Employment is also important when discussingRead MoreIncome Inequality in the United States Essay788 Words   |  4 Pagesof all income, while the richest earned 88.9% of all wealth. A big gap between the rich and poor is often associated with low social mobility, which contradicts the American ideal of equal opportunity. Levels of income inequality are higher than they have been in al most a century, the top one percent has a share of the national income of over 20 percent (Wilhelm). There are a variety of factors that influence income inequality, a few of which will be discussed in this paper. Rising income inequalityRead MoreHigh Rates Among Various Ethnic Backgrounds1060 Words   |  5 Pagesdeterminants such as poor education, low income, limited access to quality care, as well as environmental factors have contributed to healthcare disparities. If society could improve barriers like health education, communication, and healthcare cost, quality healthcare could be successfully provided to every person. Different levels of wellness, the underutilization of available care, and outcomes of illnesses and injuries are all concepts that define health disparities, (Buchbinder Shanks, 2012)Read MoreThe Issue Of Gender Inequality947 Words   |  4 PagesConstitution and passed the Nineteenth Amendment, allowing women to vote. This sparked a wildfire for women’s rights and equality seemed to be on the horizon. Now, in the 21st century, the issue of gender inequality is still being discussed. Feminism is a growing trend among the new generation of Americans, but an aspect that is continually overlooked is the workplace. In the workplace, females are not treated the same as their male counterparts. They receive lesser pay, and because of discrimination,Read MoreThe Structural Functionalist Perspective On Poverty1499 Words   |  6 PagesEven though having the â€Å"poor class† is a necessary evil needed for society to function, most Americans, at some point in time, will expe rience what it is like to live in poverty or live below the poverty line. One main reason for having a high percentage of people living in poverty is because the U.S. policy makers have ignored the poor and have given tax breaks to those with a much higher income. Funding for welfare was slashed and extended unemployment benefits were ended. With little success withRead MoreEssay on wealth inequality in america1518 Words   |  7 PagesClosing the Income Gap In today’s capitalist economy, where economic transactions and business in general is centered on self-interest, there is a natural tendency for some people to make more than others. That is the basis for the â€Å"American Dream,† where people, if they worked hard, could make money proportional to their effort. However, what happens when this natural occurrence grows disproportional in its allocation of wealth within a society? The resulting issue becomes income inequality. WhereRead MoreIncome Inequality : The American Economy Essay1735 Words   |  7 PagesIncome Inequality in the Workplace The American economy has been in a constant rise since the economic decline earlier this decade and keeps on being the vigorous beast it was amid the twentieth century. The Center on Budget and Policy Priorities and the Economic Policy Institute concluded that the income wage hole between the wealthiest and the poorest one fifth of families is altogether more extensive than it was two decades prior. The middle class has not seen the advantages of this powerful American

Comparing similarities and differences between Medieval...

Relationships between the individual and society vary between cultures, religions and ethnicities. Nevertheless, throughout history, how the individual is seen in society varies accordingly. In Medieval Europe, China and Islamic countries, religious beliefs and different philosophies greatly contributed and effected how individuals in a community acted and interacted with their society and other countries. Different lifestyles and common norms contributed to the differences in relationships because how the community interacted with each other influenced the way society acted in general. In some societies individualism was stressed where as in others the importance of community was emphasized. As a result, these ideas shaped the way society†¦show more content†¦Like Medieval Europe, the idea of the importance of the society was significantly emphasized. In Islam, God, grants human rights and therefore they can never be taken away or changed, for any reason. As a result, these concepts are part of the way Islamic individuals are portrayed in society. Every Muslim is required to accept them and recognize the peoples right to have them enforced and obeyed. Islam allows complete freedom of thought and expression, provided that it does not involve spreading anything that is harmful to individuals and the society at large. The value of the community and society as a whole is greatly emphasized in Islamic traditions, as the common wealth of the society is important. This in turn reflects on society, because in Islamic culture, it is important to act in a lawful way as it is entrenched not only in their Muslim religion but in their general lifestyle as well. These factors greatly affect society because their customs, traditions and beliefs are embedded in their laws and individuals must act accordingly. Chinese culture is also greatly embedded in religious and philosophical beliefs. The way a relationship is developed between and individual and the society differs according to various beliefs. In China, two common philosophical and religious ideas are Confucianism and Taoism. ConfucianismShow MoreRelatedBible Versus the Toran12356 Words   |  50 PagesCOMMANDMENTS VIII. COMPARING THE LIFE OF TWO AFRO-AMERICANS (1) MALCOM X - ISLAMIC MUSLIM/QURAN PAGE 35-43 8 (2) MARTIN LUTHER KING JR. - CHRISTIAN/BIBLE PAGE 44-48 9 (3) BOTH MENS POLITICAL VIEWS ON VIOLENCE AND PAGE 49-56 CHANGE IN SOCIETY (4) THE STRONG CONNECTION BETWEEN BOTH MEN PAGE 57 (1) I am writing this paper based on the comparsion of two religions; the Islamic faith andRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagessystem that resulted from the cold war standoff extended the retreat of globalization, but nurtured the liberation of most of humanity from colonial rule. The collapse of the Soviet empire, and the freeing of its satellite states across Eastern Europe beginning in the late 1980s, marked another major watershed that further problematizes uncritical acceptance of the historical coherence of the chronological twentieth century. And the reunification of Germany and the reemergence of internationalRead MoreA Picatrix Miscellany52019 Words   |  209 PagesZiel des Weisen von Pseudo-Magriti, Translated into German from the Arabic by Hellmut Ritter and Martin Plessner, London, The Warburg Institute, University of London, 1962 French B. Bakhouche, F. Fauquier, B. Pà ©rez-Jean: Picatrix Un traità © de magie mà ©dià ©val. 388 p., 130 x 210 mm, 2003, Paperback ISBN 2-503-51068-X, EUR 37.91. Newest critical edition. French S. Matton, La magie arabe traditionelle, Paris, 1977 (incomplete) Latin Picatrix: The Latin Version of the Ghà ¢yat Al-Hakà ®m, ed. David PingreeRead MoreMarketing Management130471 Words   |  522 Pagesafter the initial purchase. Satisfying Relationships - A key objective of marketing is to provide products and services that customers really want AND to make customers feel their contact with the marketer is helping to build a good relationship between the two. In this way the customer is made to feel as if she/he is a partner in the transaction not just a source of revenue for the marketer. In recent years this has lead to the concept of Customer Relationship Management (CRM), which has emerged

Cultural Intelligence in Organizations Group

Question: Discuss about the Cultural Intelligence in Organizations Group. Answer: Introduction: A collection of workers that is chosen among two countries or more that unite to take control of some business aspects of a firm that operates globally is called a global team. These teams are in place with an aim of enhancing the organization efficiency through effectively using diversity and viewpoints. Since the inception of globalization, here has been a transition in many business concerns (Lipnack, and Stamps, p. 3). The challenges of globalization are being addressed by various organizations by reconsidering their traditional ways of working. With the increasing global business environment teams are being built by companies which cross national borders and are inclusive of people from different countries. People from different racial backgrounds are expected to work together in either a local or multinational organizations. Many of the teams are expected to increase operational efficiencies as well as pool resources together. However, following the diversity of team members cultures there is likely to be a learning curve that is longer in establishing processes that are effective than just culturally homogeneous groups (Sridhar, p. 159). The main challenges faced by business managers in global teams is the ability to access as well as utilize strengths of individual members and still minimize the losses incurred due to language barriers, communication difficulties, variation in work styles and many other misunderstandings. The most reported challenge is the recognition of the cultural causes of conflict and ensuring the intervention gets teams working and still makes members to be able to tackle future challenges (Davis and Khazanchi, p. 58). Why use global teams Diversity in culture is more of a twinned sword an organization can use it to enhance its performance if managed well but if at some point its neglected it can drastically decrease the team performance. Some of the reasons as to why it should be used include (Peters, and Manz, p. 118). Such teams always enable businesses to easily address the demands and needs of various markets. This in return ensures proper relationships are developed with their customers. Through this, global research and development teams are created by multinational corporations where they benefit from scientific expertise that is site specific and may not be available in one location. The businesses also get a number of services and perspectives which can still fulfill the needs of global clients (Shachaf and Hara, p. 85). These teams are able to provide organizations with different viewpoints. This is because the team members belong to different cultures and are in a good position to bring unique views and approaches onboard. This also exposes the teams to new methods of dealing with problems. A reasonable understanding about individual norms and cultures is achieved in global teams. This brings about better managing of employees. An expert team is also easily developed from such groups. Global teams face many challenges that come from differences in language, culture and geography. Some problems are faced by both domestic and global teams and they include but not limited to; dearth of required skills and knowledge, misalignment of team members, lack of clarification regarding objectives of the teams (Badrinarayanan and Arnett, p. 243) When teams fail to win trust of their members, they can easily fail. The failure can also be as a result of not breaking down some formidable barriers to communication. Challenges faced by global teams Failure to win team members trust; since trust leads to cooperation and also reduces conflict, it is very important to the success of the teams that are operating globally. A rare cognitive lens is brought to the team by each member. If these cognitive ideas are harnessed well, the diversity that results from them is able to generate good synergies and generate some unique wisdom which is more superior to an individual contribution (Hunsaker and Hunsaker, p. 96).Members of the team may however be timid in revealing their real benefits to the global team if there is no trust. This can turn team diversity into a liability and not a n asset. Quality of communication, institutional context that is broad and individual characteristics are the factors that determine how much trust can be felt by people. Communication barrier; this results from differences in culture, language and geography and they are likely to sabotage the global teams. For the geographical barriers members live in different countries and are therefore separated conflict schedules and time zones. To arrange team meetings becomes a logistical challenge (Shachaf, p. 131). In as much as technology such as use of emails and phone communication can facilitate team members working despite geographic distance it should only be a compliment and not a substitute to team meetings. This is because familiarity and trust are well fostered through face to face meetings. Failure to see the body language of someone as well as not have an experience of some elses reactions, the dimensions of the emotions which is always important to the success of a tem suffers a setback. For barriers in language the failure to know what someone wants to say is a great hindrance to communication among culture settings. Creation of an atmosphere which is conducive to the sharing of views and hence getting solutions that are creative, is highly lost if the language barrier problem is not dealt with (Kankanhalli, Tan, and Wei, p. 237). Cultural barriers; in a global team members come from diversified cultures and therefore bring different norms, values and assumptions related to decision making. Generally, the culture of nations has often had ahuge impact on the characteristics of people. Lack of unstructured communication prior to meetings global teams in most cases have meetings either online like via teleconferences or Skype. This is unlike the face to face to face meetings where team members have a chance to have a chit chat before the meeting begins. Such unstructured communications are usually positive because they lead to the organic unfolding of the processes which is necessary in all business meetings. This small talk promotes trust (Davis and Khazanchi, p. 61). Failure to access some technology required in global teams; virtual teams can function technically well in other parts of the world. Some employees in different areas may not have access to some new communication infrastructure such as the ISDN mostly those in the rural places. Some employees fall victim of the release of software dates late or incompatible networks, network traffics and slow computers. Solutions to challenges facing global teams To create a supportive environment for global teams there, exist four design techniques as discussed below (Zigurs, p. 341). The task objective should be clearly specified and aligned with the strategic initiatives of the organization The task objective established should be well aligned with the initiatives of the organization in question regardless of whether the said initiatives are in line with the local responsiveness, global efficiency, and creation of knowledge or organizational learning (Badrinarayanan and Arnett, p. 243).For the team members to fully commit themselves in participating in the activities of the organization, they should be able to know how their tasks will fit well in the general objectives as well as their own priorities. Some teams have urgent deadlines to meet and also operate under short life cycles and therefore if the managers can clearly specify and define the tasks these deadlines are met with great success (Brake, p. 117). The leaders in the organization should be known early so that they participate in the identification of tasks for the achievement of alignment across the boundaries of the organization. If basic task boundaries are set up early they can assist the organizations to start off their work with less complexity (Triandis, p. 22). Team members need to be provided with some outlines for their work descriptions by managers and these will give the workers some baseline to begin their exercises well. All new members of the team need to start their work with a small structure which theyll use to adapt to their needs. To avoid the confusion created by ambiguous reporting relationships, guidelines that can assist members of the team to understand where the authority of decision is and what their relationships of reporting are need to be offered (Jackson, Klobas and Gharavi, p. 219). The given boundaries are crucial regardless as to whether the team members are meant to work together for a short period of time or on part time basis. For the teams that are in existence for a short time and have tight deadlines the structures are very necessary because the teams may not have enough time to create such structures by themselves. Therefore task complexity among global teams can be managed by the organization leaders by engaging in some steps which include (Kerber and Buono, p. 8). Active endorsement of the objectives of the teams Provision of a well defined and strategically aligned objective to the teams Offering minimal structure which covers the teams scope of work together with some general guidelines Giving their teams some basic guidance in regards to the responsibilities of the organization and decision to authority relating to objectives. Making resources to be available to the team Teams that are globalin many contexts poses different systems of supporting the organizationwhich include work processes, budgets and policies related to human resource. A major frustration source and complexity for collaboration in the global team is the insufficient or incompatible resources (Howells, James, and Malik, pg 395-409). A resource assessment exercise should be conducted by managers before a team is formed so as to manage the said complexity. This enables them to determine the state of available resources. In case they get an imbalance in the rich and poor resources they may be forced to invest in resources before the teaming begins. Its necessary to invest in collaborative support systems that are global for a firm to remain relevant in this competitive world (Qureshi and Vogel, p. 28). Therefore all the managers are expected to secure many resources in advance before forming a team or clearly state how theyll get the resources so as to save team members time of searching for the resources and instead focus on more relevant issues. This may make them frustrated and fail to execute their objectives. If there is any technology that needs to be used by the team they should be taught in advance so as to avoid the downtime of technology that is likely to distract them from their tasks (Shachaf and Hara, p. 89). The managers should allow team members to negotiate and agree on the shared norms on the means of communication. Managers can easily control the complexity of resources if they (Pihkala, Varamaki and Vesalainen, p. 335). Carry out an assessment on the resources and technology early enough before the starting of the team Make a decision on how to acquire the missing resources early enough before starting up the team Inform the team on how to access the available resources Allow the team members to make decisions on which resources best works for them. Choose members with abilities, skills and experience in working in a global team Most managers select team members basing on professional experience or how available they are to perform the tasks (Sridhar, p. 162). Yet good global team members are supposed to be good at working on various uncertainties, diversity of members and tackling different team situations. Employees work well in an environment where they can freely share information and get feedback. The selected members of the team should be ready to accommodate cultural differences from other team members and seek alternative approaches to various processes. They should be able to handle any uncertainties. They should show commitment to business and be good enough in using various forms of technology (Bergiel, Bergiel, and Balsmeier, p. 99). Some self assessment tools can be used by team members to assess their ability to work in a global team. Such tools include cross cultural adaptability inventory tool. Managers should select team members who are capable of carrying out intercultural communication with ease since its critical to communicate effectively in the global team. Therefore, when selecting people to work in a global team, managers shouldconsider the following (Johnson, Heimann, and ONeill, p. 24). Select members of the teamthat know each other or have ever worked together in another environment especially for the short deadline work Select effective intercultural communicators Seek the help of human resource professionals that are able to use selection tools to measure an individual ability to work in a multicultural environment Select professional expertise as well as those people who have the ability to handle uncertainties in the tasks. Creating a sense of urgency Managers should structure their team in a way that they convey some sense of urgency. They should however be careful so as not to assign a lot of urgency making members to feel anxious concerning their ability to achieve tasks (Lipnack, and Stamps, p. 7). However with pressure people can be pushed to finding solutions to their various differences and also agreeing so as to protect their self interests. There are different ways in which managers can communicate someurgent information to the teams such as listening to the customer who is credible into the extend of the task or coming up with a very good business idea for the organization aims (Peters, and Manz, p. 117) To energize global teamwork managers have to understand what is more appealing to the sense of urgency to team members and exert pressure that is positive so as to carry out collaborative work. In helping team members align with their task objectives managers can use the following actions (Hertel, Geister, and Konradt, p. 69). Issue deadlines, have the objectives connected to peoples careers as a form of motivation, and make the objectives to appear important through selecting credible sources for their endorsement. Conclusion To manage global teams effectively and steer them towards the intended goals is not an easy task. The competitive advantage of every global company is depended on their ability in coordinating the resources that are critical and the information which are usually spread in various geographical regions. Due to the increase in global business environment many teams are being built by different companies which include people from different cultures. These teams are formed with an aim of enhancing the organizations efficiency through making effective use of the available diversities. However various challenges are faced by the organizations running global teams most of which include cultural differences, language and geographical barriers. These challenges may hinder the organizations from reaching their specific goals and its therefore important that strategies are put in place to deal with such challenges in case they arise. References Hertel, G.T., S. Geister, and U. Konradt (2005). Managing virtual teams: A review of current empirical research. Human Resource Management Review, 15: p. 69-95. Johnson, P., V. Heimann, and K. ONeill (2001).The wonderland of virtual teams. Journal of Workplace Learning, 13(1): p. 24 30. Howells, J., A. James, and K. Malik (2003).The sourcing of technological knowledge: distributed innovation processes and dynamic change.RD Management, 33(4): p. 395-409. Peters, L.M. and C.C. Manz (2007).Identifying antecedents of virtual team collaboration. Team Performance Management. 13(3/4): p.117-129. Bergiel, J.B., E.B. Bergiel, and P.W. Balsmeier (2008).Nature of virtual teams: a summary of their advantages and disadvantages.Management Research News, 31(2): p. 99-110. Kankanhalli, A., B.C.Y. Tan, and K.-K. Wei (2006).Conflict and Performance in Global Virtual Teams. Journal of ManagementInformation Systems, 23(3): p. 237-274. Lipnack, J. and J. Stamps (2000). Why The Way to Work, in Virtual Teams , Second Edition, John Wiley Sons: New York. p. 1-25. Shachaf, P.(2008).Cultural diversity and information and communication technology impacts on global virtual teams: An exploratorystudy. Information Management, 45(2): p. 131-142. Sridhar, V. (2007). Analyzing Factors that Affect Performance of Global Virtual Teams, in Second International Conference onManagement of Globally Distributed Work: Indian Institute of Management Bangalore, India. p. 159-169. Badrinarayanan, V. and Arnett, D.B. (2008).Effective virtual new product development teams: an integrated framework. Journal ofBusiness Industrial Marketing, 23(4): p. 242-248. Pihkala, T., Varamaki, E. and Vesalainen, J (1999).Virtual organization and the SMEs: a review and model development.Entrepreneurship Regional Development, 11(4): p. 335 349. Shachaf, P. and N. Hara (2005).Team Effectiveness in Virtual Environments: An Ecological Approach, in Teaching and Learning withVirtual Teams, P.a.G. Ferris, S.,, Editor., Idea Group Publishing. p. 83-108. Qureshi, S. and D. Vogel (2001).Adaptiveness in Virtual Teams: Organisational Challenges and Research Directions. Group Decisionand Negotiation. 10(1): p. 27-46 Brake, T. (2006). Leading Global Virtual Teams. Industrial and Commercial Training, 38(3), 116-121. Hunsaker, P. L., Hunsaker, J. S. (2008). Virtual Teams: A Leaders Guide. Team Performance Management, 14(1/2), 86-101. Zigurs, I. (2003). Leadership in Virtual Teams: Oxymoron or Opportunity? Organizational Dynamics, 31(4), 339-351. Triandis, H. (2006). Cultural intelligence in organizations. Group Organization Management.31(1). 20-26. Davis, A., Khazanchi, D. (2007). Does mutual knowledge affect virtual team performance? theoretical analysis and anecdotal evidence. American Journal of Business, 22(2), 57-65. Jackson, P., Klobas, J., Gharavi, H. (2006). Technologies of the self: virtual work and the inner panopticon. Information Technology and People, 19: 219-243. Kerber, K.W., Buono, A.F. (2004). Leadership challenges in global virtual teams: lessons from the field. Advanced Management Journal, 69(4), 4-10.

Marketing Strategies FedEx and UPS free essay sample

An analysis of the marketing strategies involved in entry into the Chinese Market by these express mail leaders. This paper compares and contrasts the marketing strategies of FedEx and UPS for entry into the Chinese market. The areas discussed include market entry strategy, marketing mix and the effects these have on the decisions of client firms on placement of their manufacturing locations. FedExs market entry strategy is what is described as a frontal-assault strategy. FedExs strategy is aggressive, high cost and Americanized. The first thing noted is that their strategy in China is exactly the same as in any location. As the executive vice president of FedEx is quoted as saying weve got a pretty good formula for attacking any marketwhether its China or Japan or Germany, it really doesnt make any difference. Market entry strategies will normally take into account the environment of the market to be entered and develop a strategy that best suits that market. We will write a custom essay sample on Marketing Strategies: FedEx and UPS or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Considering the high cost of entry into the Chinese market adopting an American approach without considering whether it is the best approach could be concerning.