The Significance of the Role of Malcolm X on African...

To what extent was the role of Malcolm X significant in the rise of radical African American activism (1965-1968)? A. Plan of the Investigation To what extent was the role of Malcolm X significant in the rise of radical African American activism (1965-1968)? This investigation will assess the significance of Malcolm X’s significance in giving rise to African American activism. Malcolm X’s motives, involvement in the civil rights movement and his leadership will all be discussed in order to understand the extent of his significance. To add further understanding and provide justification a summarization of evidence will be included. Also, an evaluation of sources will allow for details which provide justification in saying that Malcolm†¦show more content†¦However, this source is limited due to the lack of discussion about his impact on many people and how he laid the foundation for many activist groups and organizations. D. Analysis When making the final evaluation of Malcolm X’s role of significance in bringing rise to African American activism, tow aspects of his role must be evaluated. One includes his motivation and the other is what he wanted to accomplish. Malcolm X’s motivation was his oppressed youth. When Malcolm was younger he and his family were harassed by the Ku Klux Klan which caused them to move to another part of Michigan. Sadly enough, after they moved, the racism became worse. A racist mob set his family’s home on fire and all of the white emergency responders and firefighters watched their house burn down. Shortly after this, Malcolm X’s father died and this sent his mother into a deep depression of shock and grief which eventually caused her to be submitted into a mental institution. Malcolm left home and after leaving, he became involved in drugs and crime. This became his motivation. He wanted to fight back and provide young black youth with better an d more positive opportunities. However, it was not just young black youth he was advocating for, but it was all African Americans. As an outspoken civil rights leader in the 1960s, Malcolm X wanted to encourage blackShow MoreRelatedEssay on Waiting Til the Midnight Hour1733 Words   |  7 PagesMidnight Hour lays a treasure chest of information for anyone interested in Black or African American history, particularly the civil rights movement that took place during the 1950’s and 1960’s. I am a self-professed scholar of African American history and I found an amazing amount of information that I was not aware of. Like most who claim to be Black History experts, I was aware of the roles of Martin Luther King, Malcolm X, Rosa Parks, W.E.B. Du Bois and Marcus Garvey. 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Although without events such as the Montgomery Bus Boycott, WWII or the actions of the NACCP to change attitudes towards African Americans, these individuals would have had little effect. 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Bhopal Gas Disaster Of 1984 - 1247 Words

The Bhopal Gas Disaster of 1984 INTRODUCTION On the Night of December 2, 1984, there was a horrific accident at the Union Carbide Pesticide Chemical Factory in Bhopal, India. The factory produced a chemical called methyl isocyanate (MIC) also know by Union Carbide as â€Å"Liquid Dynamite†. It is an organic compound with the molecular formula CH3NCO MIC is a highly reactive intermediate chemical used to manufacture various pesticides. This chemical reacts exothermically with water and produces a poisonous gas that can be fatal. Carbide’s greed for a profit proved to be catastrophic for both Union Carbide and the town of Bhopal. Carbide reduction of the safety features in the factory resulted in the world’s largest industrial disaster in history. Safety features are in place for the safety of the workers, the surrounding area, the environment, and the repetition of the company and its owners and sure always be adhered to. DECISION The Bhopal disaster could have been prevented on many different levels. The Bhopal plant had many different safety features that would have prevented the disaster from happening altogether, however, there were more thing that could have prevented the tragedy as well. The Union Carbide received many reports about MIC and on the conditions of the plant. The most recent being a few months prior to the disaster. The plant had a medical officer, Kumkum Saxena, whose job was to understand the chemicals the Union Carbide Company handled in its factories. Ms.Show MoreRelatedBhopal, Bhopal And Its Effects900 Words   |  4 Pagesyears ago in Bhopal, India, an accident at the Union Carbide pesticide plant led to around thirty tons of highly toxic gases to fill the air and spread through the nearby towns. When the accident occurred, over 600,000 people were exposed to the very deadly gas. Over the past years, 15,000 people have been killed by the disaster and it’s effects. 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A Union Carbide India, Limited (UCIL)s plant released 40 tonnes of methyl isocyanate (MIC) gas which instantly killed over 3,000 people and carrying on causing the death of more than 20,000. This tragic event involved not only the technical, safety issues at the time, but also ethical issues on the responsibilityRead MoreBhopal Ethical Issues1350 Words   |  6 Pages1. Introduction: In the morning of December 3, 1984 a tragic event occurred in the city of Bhopal, the state of Madhya Pradesh, India. It has been known as the world s worst industrial disaster. A Union Carbide India, Limited (UCIL) s plant released 40 tonnes of methyl isocyanate (MIC) gas which instantly killed over 3,000 people and carrying on causing the death of more than 20,000. This tragic event involved not only the technical, safety issues at the time, but also ethical issues on the responsibilityRead MoreDisaster Is A Blind Killer1457 Words   |  6 PagesDisaster is a blind killer as it erupts and affects thousands worldwide. The severity of disasters is expected to increase as a result of contemporary threats (biological, cyber, nuclear, etc.) in addition to increased globalization and climate change. Yet sometimes government bodies, corporations, and the like fall short in instituting preventative systems to avert a disaster, oftentimes causing the general populous to be inadequately pre pared should a catastrophe occur. 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Essay on Critical Thinking and Writing Free Essays

Critique on the Importance of Critical Thinking and Critical Writing in the Social Sciences Critical thinking is defined as the most objective way to interpret, analyze, explain or evaluate a specific topic or conflict. An easy way to explain critical thinking is as an intelligent way that judges use in court to sentence people as guilty or innocent. The way judges use critical thinking at court is by asking lawyers from both sides of the case to show him whatever factual evidence they have so that he or she can take the best decision on the case. We will write a custom essay sample on Essay on Critical Thinking and Writing or any similar topic only for you Order Now Basically the side who should win the case is the one that has sufficient evidences to prove to the judge whatever statement they are making. There is no way a lawyer should win a case only by expressing his or her opinions before the judge; that wouldn’t be an objective way to try to win the case. Critical thinking is the most rational way to react to any matter. By using critical thinking on a daily basis people from any environment are able to take better decisions than by using any non-critical thinking method. For example when someone is offered drugs for a first time; with the use of critical thinking that person can analyze whether to take it or not. The person can look at the advantages and disadvantages of taking the drug in order to make the best decision for him or her. A non-critical way of looking at it would be if the person tries the drug only because he or she is offered. Basically to not think critically means to not make the use of intelligence to analyze or evaluate any matter before making a decision. In writing about a topic or conflict the use of critical thinking is very important in order to get the best conclusion possible. The first thing the writer looks for are what the two sides of the conflict are. There is no way someone can write a good paper if there is no factual evidence to support both sides of the conflict in order to make a conclusion. A good paper is based on evidence rather than pure subjective claims or opinions. A writer who gives pure opinions on a paper does not make the use of critical thinking to write it because in order to do so he or she needs to analyze evidences to support his or her conclusion about it. How to cite Essay on Critical Thinking and Writing, Essay examples

Managerial Decision Making Conflict in the Workplace

Question: Discuss about the Managerial Decision Making for Conflict in the Workplace. Answer: Problem Background Conflict is present in every firm and this to a certain extent indicates a healthy exchange of ideas and creativity among the employees in the workplace. However, there is a type of conflict which causes reduced productivity, workers dissatisfaction, and provision of poor service to clients, increased employee turnover, workplace stress, and a hostile work environment. It is critical to understand that workplace conflict is inevitable in the organization due to a longtime commitment to the vision and mission coupled with long hours of work and the managerial styles used in the firm (Rahim, 2010). Conflict may arise due to cultural differences, communication problems, and personal differences. For the managers to control the levels of conflict breaking between employees and management, there is need to be apprehensive in identifying the causes and apply suitable measures to contain the spread of the opposition. To detect a conflict, necessary to look is the level of tension, verbal and non-verbal behaviors in different teams. The report explores the work of the managers in dealing with the day to day conflict between workers in the workplaces and identifies the ways of evaluating the problem and implementing the solution(Katz Flynn, 2013). Problem Definition The focus of the report is conflict in the workplace, and this section defines conflict as applied in the organization context. The term workplace conflict is defined as the forms of conflict that occurs in the workplace. It can be among workers, employees and management and others such as between management. In broad terms, it covers various forms of conflict which are different such as labor-management conflict and employment conflict. Besides, it also involves the workers, managers, customers, owners. On the other hand, it does not include a union, gender, and race oriented discrimination (Slaikeu Hasson, 2012). Solution Generation There are various ways which can be used to solve conflict problem as enunciated by wood, 2008. These includes brainstorming, brainwriting, fishbone diagram, De Bonos six thinking hats and mind mapping. The focus of the paper is how it can be used in solving the conflict in the workplace. Other tools applicable to solving workplace problems will be explored and expanded. Brainstorming The first process of resolving conflict using the brainwashing tool includes preparing the participant where the team is introduced to the information regarding nature, causes and the parties involved in the conflict in the workplace(Morgan, 2012). The ideas are generated and recorded by an individual participant who is not necessarily the leader of the group. The next step includes presenting the problem by clearly defining the conflict and laying out the criteria to be met to solve the conflict and recording the suggestions by all the members. The next process includes guiding the discussion where the workers participating are told to express the ideas on how to solve the issue. For example, participants are encouraged to comment on how the conflict can be quickly resolved. After these stages, then the management must take action based on the ideas explained (Deuja, Kohn, Paulus, Korde, 2014). The solution to conflict situations in the workplace will be solved through the ideas presented in the workplace where the managers pick the best of ideas and act on it. The management can use the affinity diagram and decision matrix analysis as will be explained later to fix the issues. When well-managed, the process of brainstorming is very beneficial as it helps the managers generate radical solutions to conflict(Ergu, Kou, Shi, Shi, 2014). It is also a way of encouraging the workers to commit to the solutions because of their input in formulating them. It is also necessary to avoid criticism and to promote high level of creativity. For instance, workers participating in the process will explain why they feel conflict emerges and how the management can solve it (Deuja, Kohn, Paulus, Korde, 2014). Brainwriting This is a process which can be used to generate solutions to conflict in the workplace. The method is more effective and can be utilized by the management to make employees or those involved in the conflict come up ideas on the best way to approach and end the issues. Virtually all the brainstorming sessions are best-known for generating creativity(Deuja, Kohn, Paulus, Korde, 2014). In the case of resolving the current conflict, all the employees are invited to contribute ideas that can work and express them without the fear of victimization and judgment. Then the ideas generated are given consideration and then censored based on their workability(Potts, et al., 2014). Fishbone Diagram The fishbone diagram is an important component of dealing with the conflict in the group. It is paramount because it identifies the party in the conflict, where the problem lies. For example, the workers have a conflict with the management. The diagram also helps determine the factors present in the problem such as poor communication, external forces, stress, and others(Morgan, 2012). For all the factors identified as causing conflict, such as communication, the management then brainstorms to find the solution to each cause. For example, the causes of poor communication, competition, different values can be tackled individually. When the management analyzes the diagram, it helps in exploring the possible causes and the approaches to the solutions. For example, without using the layout, the management cannot understand the reasons for the conflict and perhaps there would be wrong assumptions used to treat the problem (Wong, Woo, Woo, 2016). De Bonos Six Thinking Hats According to the De Bonos six thinking hats tool, each problem has a purpose behind it. The tools will be used to offer a solution to the conflict in the workplace. Edward de Bonos Six Thinking Hat is essential in taking control of the problem and provide solutions to it. The tool introduces the managers to Blue Managerial hat for the management of the thinking process. The White Neutral hat plays a role of collect the information, facts, and data about the conflict in the workplace and this lays the foundation for the thinking process about the problem(Vernon Hocking, 2014). On the other hand, there is a Red Intuitive hat where the managers and other involved parties can make use of intuition to explore appropriate solutions to the conflict problems between workers in the organization (Kivunja, 2015). The managers knowledge about the issues can help him in coming up with the solutions of the conflict affecting the organization. The fourth hat in the tools is known as Black Pessimistic hat which employs a negative approach solving the conflict between employees in the organization. However, it is one of the essential hats as helps in better understanding the weakness of dealing with the issues in the workplace. This is paramount because it helps in knowing what next because the issues have been addressed. Afterward, lies the different Black hats which is the Yellow Optimistic hat where the parties involved in finding the solution are introduced to the logically and definite plans of overcoming the conflict problems by confronting the reality or by tackling the underlying issues(Vernon Hocking, 2014). For instance, if the problem is bad communication and intercultural issues the management face these matters at hand. Finally, the Green Creative hat is used when the manager wants to bend the rules and expand the possibilities to find unique ways of dealing with the issue. Solution Evaluation Affinity Diagram The managers would also use the relationship diagram to find answers on the causes of conflict between workers in the organization. The tool seeks to respond to the following question namely, is the problem hard to understand, uncertain, overwhelming and disorganized? Further it also attempts to provide more solutions to the problem such as whether there is support needed in the process (Lucero, 2015). In search for a conflict issues solution, the leaders and the participants construct the affinity diagram to help them develop thoughts and ideas needed to come up with the solution to the problem and also reach agreement between members. The tool is made to generate, consolidate and organize the information about the problem in the company, and thus the diagrams help in developing its system to come with a solution to the compound issue. For example, the leadership team may use the tool during the process of understanding the causes of conflict between employees and coming up with a s olution(Boutros Purdie, 2013). Decision Matrix Decision Matrix is used to narrow the options to solve the issues with one method, when several criteria are used to come up with flexible solutions. In our case, it can be used to solve conflict in the workplace only in situations where one opportunity and method can be used to address the issue. To arrive at the process, the team need to brainstorm about the situation and the criteria to be used. Also paramount is the discussion and refinement of the criteria by reducing it to the one which is likely to acquire much support from the people(Ergu, Kou, Shi, Shi, 2014). Then there is assigning it a relative weight depending on how the management can use it to come up with the solution. In the process, an L-shaped matrix can be drawn where criteria and options are ranked from lowest to the greatest regarding importance to find the best choice. For example, the leaders can list the probable cause of conflicts such as communication, personality difference, cultural variation and competi tion between workers and come up with the greatest and lowest to know how they can tackle them(Haimes, 2015). Pareto Analysis Pareto Analysis can also be used to solve the conflict problem in the workplace. The tools calls for focusing on possible changes through identification of the challenge and solving it. The method uses "80/20 Rule" which means that solving 20 percent of causes results to 80 percent desired results. The approach will be used to identify the causes of conflict in the workplace and responding to them immediately through decision making. The method analyses the challenge, list the causes and make a decision on which to solve first depending on their weight (Champoux, 2016). In resolving the conflict the method would analyses the most probable causes, calculate their frequency, exploring the fundamental causes and making a decision on how to overcome them. Implementation and Action Plan Field Force Analysis Force field analysis is a tool used by management to bring change and helping the team deal with the forces causing conflict. The tool will be used to solve the conflict issues in the organization by looking at the forces that contribute to the issue such as communication, personal differences, and competition between workers in the organization(Meese Ortmeier, 2004). Using the tool requires the leaders to bring some members together, propose the challenge to be addressed and come up with the list of driving forces. For instance, they will be divided into the forces supporting, and those against the problem and the possible barriers of dealing with each is identified. These issues are rated on scale 1-5, and the forces that significantly contribute to the problem are treated first(Swanson, 2014). On the other hand, the managers will use The How-How Diagram to come up with a solution to the issues of conflict in the organization. The leaders will use the tool to seek an answer for the questions and use a particular structure to where the possible reward and risks for each option is enumerated. Once the management discovers the causes of the problem, then a permanent solution is implemented right away(de Haan de Heer, 2015). For instance, after a thorough review, we have noticed that competition between workers is the cause of conflict and we are going to change the way we reward our employee performance for dealing with the problem. If communication is said to contribute to the problem, the management will implement employee training programs on how to communicate better with the colleagues and clients to reduce the issues(Meese Ortmeier, 2004). What-If Tool What-If Analysis is a useful tool for the managers to identify hazards and other precarious situation which produces undesirable sequences in the organization. In the case of conflict in the group, the managers will use the tool to discover the issues that are building conflict in the organization. The tools also help to identify the existing safeguards concerning the problem and then suggests the possible alternatives for reducing the risks associated(Lucero, 2015). The first step will include identifying the what if question in regard to conflict issues in the organization. An example includes maybe there is poor communication; the management is not providing the right leadership and others. Then the team will then search for answers such as we do not have the right platform of communication as the reason for conflict in the workplace. Further, the leaders will assess the level of risk to the causes identified(Potts, et al., 2014). For example, communication has no severe risk, and competition among workers has serious risks involved and therefore requires. Then after the process is through, the feedback is provided and recommendations to the appropriate departments. In our case, the communication problem will be handled by corporate of public relations department to ensure the solutions are addressed. References Boutros, T., Purdie, T. (2013). The Process Improvement Handbook: A Blueprint for Managing Change and Increasing Organizational Performance. New York City: McGraw Hill Professional. Champoux, J. E. (2016). Organizational behavior: Integrating individuals, groups, and organizations. Routledge: New York. de Haan, A., de Heer, P. (2015). Solving Complex Problems: Professional Group Decision-making Support in Highly Complex Situations. The Hague: Eleven international publishing. Deuja, A., Kohn, N. W., Paulus, P. B., Korde, R. M. (2014). Taking a broad perspective before brainstorming. Group Dynamics: Theory, Research, and Practice, 18(3), 222-229. Ergu, D., Kou, G., Shi, Y., Shi, Y. (2014). Analytic network process in risk assessment and decision analysis. omputers Operations Research, 42(4), 58-74. Haimes, Y. Y. (2015). Risk modeling, assessment, and management. Hoboken, New Jersey: John Wiley Sons. Katz, N. H., Flynn, L. T. (2013). Understanding conflict management systems and strategies in the workplace: A pilot study. Conflict Resolution Quarterly, 30(4), 393-410. Kivunja, C. (2015). Using de bonos six thinking hats model to teach critical thinking and problem solving skills essential for success in the 21st century economy. Creative Education, 60(3), 380. Lucero, A. (2015). Using affinity diagrams to evaluate interactive prototypes. In Human-Computer Interaction. New York: Springer International Publishing. Meese, E., Ortmeier, P. J. (2004). Leadership, ethics, and policing: Challenges for the 21st century. Upper Saddle River, New Jersey: Prentice Hall. Morgan, J. (2012). The collaborative organization: A strategic guide to solving your internal business challenges using emerging social and collaborative tools. New York City: McGraw Hill Professional. Potts, H. W., Anderson, J. E., Colligan, L., Leach, P., Davis, S., Berman, J. (2014). Assessing the validity of prospective hazard analysis methods: a comparison of two techniques. BMC health services research, 14(1), 41. Rahim, M. A. (2010). Managing conflict in organizations. Transaction Publishers: Transaction Publishers. Slaikeu, K. A., Hasson, R. H. (2012). Controlling the costs of conflict: How to design a system for your organization. Hoboken, New Jersey: John Wiley Sons. Swanson, D. J. (2014). Sharpening the focus of force field analysis. Journal of change management, 28-47. Vernon, D., Hocking, I. (2014). Thinking hats and good men: Structured techniques in a problem construction task. Thinking Skills and Creativity, 46(8), 41-50. Wong, K. C., Woo, K. Z., Woo, K. H. (2016). Ishikawa Diagram. In Quality Improvement in Behavioral Health. New York City: Springer International Publishing.