Diversity Essay -- essays research papers

Diversity   Ã‚  Ã‚  Ã‚  Ã‚  America’s workforce is continuously changing. Businesses today hire and retain culturally diverse employees to compete in the globalize market. Companies are developing ways to tap into and capitalize upon the talents of their workforces. They are discovering how to value the diversity of their workforces and the potential that diversity brings in flexibility, ingenuity and problem solving are helping them achieve their goals. Diversity can be differences in age, gender, ethnicity, and religion. Having such a diverse workforce can be very challenging. (1) Today’s workforce is very diverse in respect to age. Before, corporate America consisted of workers ranging from twenty one up to late thirties to early forties. Now, we see people in their mid to late fifties going back to work. This trend has both advantages and disadvantages. One advantage of an older employee over a younger employee is his ability to use his years of experience in situations where a younger employee lacks experience. Another advantage for an older employee is his built relationship with existing customers. The disadvantage of an older employee over a younger employee is his inability to quickly adapt to his changing environment. Younger employees are more â€Å"hungry† compared to their older counter parts. Their hunger is fired by their goal to quickly move up the corporate ladder. (2) Gender also poses a challenge in the work force. Today, more and more women are entering the workforce. As such, the working environment has greatly changed. Companies make sure that sexual harassment does not happen. Men are expected to carefully say things without offending the opposite sex. The same rule also applies to women. Sexual harassment includes requests for sexual favors, sexual advances or other sexual conduct when (a) submission is either explicitly or implicitly a condition affecting academic or employment decisions; or (b) the behavior is sufficiently severe or pervasive as to create an intimidating, hostile or repugnant environment; or (c) the behavior persists despite objection by the person to whom the conduct is directed. Companies considers such behavior, whether physical or verbal, to be a breach of its standards of conduct. It will seek to prevent such incidents and will investigate and take corrective actions for violations of this policy. There are two types of... ...Filipina, he had spent some time in the Philippines a few years back.   Ã‚  Ã‚  Ã‚  Ã‚  (4) Religion plays an important part on an individual’s behavior. Being part of the same religious group can mean belongingness. For example, in a work place environment, if the four out of the six team members were Jewish, they would be closer to each other since they were all of the same faith. This closeness will result in openness among the four members which would improve productivity. However, such action could also have a negative effect. The other two members would feel excluded. They would also not be likely included in the other four members’ decisions which would mean that communication would not flow across the whole group, but only with in sub-groups. It would also lead to misunderstanding and poor performance.   Ã‚  Ã‚  Ã‚  Ã‚  In summary, most workplaces are becoming increasingly diverse as people from different genders, races, cultures, ethnic origins, and lifestyles find themselves working together. The key to making diversity work is management. Knowing what they are and understanding what effects (positive or negative) they have on the organization is very important to the success of the company.

The Use Of Animal Imagery In Othello Essay -- William Shakespeare

In William Shakespeare’s play â€Å"Othello† the use of animal imagery was evident throughout the telling of the story. Shakespeare explained several characters actions by comparing them to similarities in animals. The characters in â€Å"Othello† were often depicted as having animal-like characteristics. Some characters were even compared to animals by other characters in the play. By defining characters in terms of these characteristics one can get a clear description of what the character is doing or saying as compared to certain animals.   Ã‚  Ã‚  Ã‚  Ã‚  In this paper I hope to give examples of animal imagery used in â€Å"Othello† that assist in explaining the play. The specific examples I present will describe a character either as seen by himself or by a fellow character.   Ã‚  Ã‚  Ã‚  Ã‚  The first use of animal imagery I noted occurred came in Act One when Iago, Othello’s standard bearer, has awaken Brabantio, who was a Venetian senator and the father of Desdemona, to tell him that Othello has taken his daughter Desdemona, and as they speak is making love to her. Iago was attempting to instigate a fight between Othello and Brabantio, using Desdemona as the bait. Iago stated, â€Å"Your heart is burst. You have lost half your soul. Even now, now, very now, and old black ram is tupping your white ewe† (p. 13). In that statement Iago was comparing Othello to an old black ram by comparing Othello’s skin color to that of the black ram’s, and the white ewe, a young female sheep, to Desdemona. Shakespeare was trying to illustrate in his writing the act of and old black man making love to a young white woman. The use of a black ram and a white ewe to compare Othello and Desdemona helped in the visualization of their affair.   Ã‚  Ã‚  Ã‚  Ã‚  Shakespeare displayed animal imagery again in Act Two when Cassio was explaining to Iago that if he had as many mouths as Hydra, a many headed monster slain by Hercules, he could silence the many questions asked of him. In this Shakespeare presented Cassio as being burdened by many questions that he could not answer all at once, but if he had as many mouths as Hydra it would be more accessible for him to do so. Cassio said, â€Å"I will ask him for my place again; he shall tell me I am a drunkard! Has I as many mouths as Hydra, such an answer would stop them all† (p.101). Cassio was explaining to Iago that if he went to Othello now... ...eceptive tears. Desdemona, in the eyes of Othello, was not sorry, but was rather hiding something from him. Shakespeare’s use of animal imagery here was similar to his earlier uses. Shakespeare was trying to display a woman, who in the mind of her husband, was crying tears of deception. Othello had let his mind be so altered by Iago’s lies, that he had even began to believe everything he said. This action of Othello was fueled by his earlier animal-like change caused by Iago.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion, Shakespeare’s use of animal imagery in â€Å"Othello† was crucial to the description of the story. In â€Å"Othello† certain scenes would have been harder to understand or relate to if it was not for the animal imagery related to it. Shakespeare’s comparison of characters to certain animals is unlike any other’s. Shakespeare’s portray of a character’s emotions and thoughts through animal imagery helped in the understanding of that particular scene. Lastly, without the vivid comparisons of animals and characters, this play would undoubtedly have been more complicated to both interpret and understand. Works Cited Shakespeare, William. Othello. Toronto: Pocket Books, 2008.

Job Hunt Based on the Education Stream

Exploratory Essay Being in college is a great opportunity to study the major everyone has always dreamed of. I am sure that not everyone that is in college at the moment knows exactly what direction to go with their specific major. By doing some research on my major I plan to gain some knowledge of what type of job opportunities my accounting major can offer me. At this moment I do not know exactly what different jobs I can pursue with my major. I am also sure that there are a several jobs that can deal with accounting that I will learn about. As I started my research on my major I came to one job title that every person with accounting experience start off with to make a way onto higher positions. This job title is called an accounting clerk. An accounting clerk usually deals with activities like preparing for basic management and ledger maintenance. One essential and basic duty they have to do is assume much responsibility to perform assigned accounting and related clerical support functions. This is where they maintain files, type a variety of reports or documents, print account payable checks and insert checks to mail daily, and prepare worksheets to the general ledger system. A second duty they maintain is resolving accounting or documentation problems by tracking and investigating these problems (Accounting Clerk 1). A third is establishing coordination with the company’s personal and effective communication. This duty deals with assisting and maintaining contact with any other departments to convey any transactions, keep the management informed about any problems or area activities, and involving themselves in any meetings (Accounting Clerk 1-2). A last duty they are responsible for is ensuring the place in which they work is maintained secure and complete any special projects assigned (Accounting Clerk 2). An accountant clerk has many responsibilities they have to take care of at all times. This Google PDF document informed me about the certain responsibilities an accountant clerk has to achieve to maintain this certain position. It showed me the great significance it can play in my life if I chose to go into this position and the things I would have to over go. For example, I can hold the responsibility of maintaining and over looking documents for a company or even finding any issues with any of the documents. It also informed me that becoming an accounting clerk can be a great first step to start off with, so that sooner or later I would be able to pursue bigger and greater things. Starting with this job title could better prepare me for any future positions I would like to get into. Being an accounting clerk sure is one good job title that I would keep in mind, but there are also a couple more that have caught my interest. A second job title that can be a possibility for me to look into that can as well deal with a great amount of responsibilities is bookkeeping. Bookkeepers are responsible for taking many records of the transactions for a company’s business. They must also be able to maintain the records within a certain computer program or given ledger. The type of records bookkeepers need to maintain can include those which calculate accounts payable and receivable, expenditures, receipts, and profit and loss (Bureau of Labor Statistics). Bookkeepers have a lot of tasks they have to do so having a wide range of skills will be the only way they would be able to handle this type of job. A bookkeeper may choose to work for a small business or a large company. Either job they choose to work for requires some sort of the same tasks, but if they liked to work for a large company they would have to have much more experience with the task bookkeepers encounter (Bureau of Labor Statistics). If they do not have the great amount of experience than working for a large business would not be a good fit for them and working for a small business would be a much more comfortable start for them. This bookkeeping job deals with a lot double tasking skills that can be complicated to master. The Bureau of Labor Statistics website has gained me a little knowledge about bookkeeping and what it consist of. From this website I took an understanding that a bookkeeper needs to feel comfortable working with a computer at all times because it is one main source they work with. They also have many responsibilities to take into account and in order to accomplish them they have to have the right amount of experience to be successful in this job. Knowing that they work a lot with computers was one main thing that I like about this job. To calculate, put in records and type out data has caught a little of my interest because having experience with computers is something I can perform well with. A last job title that I looked into that caught my attention was a tax specialist. A tax specialist is the person who fills out tax return forms for many clients. Their ultimate goal is to reduce their client’s tax debt by including any possible deductions. They have to conduct many interviews with each client in order to get important personal and financial information. Their duty does not only limit to reporting on tax returns, but they could also have the responsibility of informing their company of any expenditure that has any association with the business transactions (Solis). Tax specialist can also have the option to work year round or only during the season of taxes. To work year round they would have to be working with a business and to work during the season they can do it to earn themselves extra money.

Case Analysis: Job Dissatisfaction and High Turnover

Case Analysis: The Treadway Tire Company: Job Dissatisfaction And High Turnover at The Lima Tire Plant Case Analysis Questions: 1. Briefly describe the situation today at the Lima Tire plant. 2. What is the relationship between line foremen at Treadway’s Lima Plant and other groups within the plant: general supervisors and area managers, top management, the union, hourly workers, each other? Why do you believe the relationships are as they are? 3. How do you feel line foreman feel about their jobs and why? Be specific about their sources of dissatisfaction.How engaged are the line foreman? How would they respond to Gallup’s 12 Questions of a Strong Workplace? Expand on your position. 4. What are the costs of turnover within the Lima plant? Direct? Indirect? How would you calculate the cost of turnover if you were Ashley Wall making a presentation to top management? (Hint: Look at number of hours worked per month, salary plus benefits, and how long it takes to come up to speed in the role) What is the magnitude of the turnover problem? formula for calculating the direct cost of turnover:Average Hours Worked/Month x Wage/Hour (including benefits) x Number of Months for Learning Curve x Productivity during Learning Curve x Number of Positions Turned Over = Direct Cost of Turnover 5. Discuss the elements of the current work system that are contributing to the problem. How does each negatively impact engagement and job satisfaction? 6. What action plan should Ashley Wall recommend? Be specific in describing your recommended actions. 7. What key lessons will you take away from this case relative to building an engaged work culture and being an effective manager?Analysis Q. 1]Treadway Tire’s Lima Plant is faced with a critical problem of employee dissatisfaction and high turnover among its line foremen. The turnover rate ran 46% in 2007. Additionally, the plant was facing skyrocketing raw materials costs and intense global competition. The plant, at Lima, Ohio, had 970 unionized hourly employees and 150 salaried employees. 50 Line foremen were floor level managers who supervised hourly employees. The plant operates 24Ãâ€"7, with four rotating shifts.Problems associated with the foremen are part of deeper concerns with workforce management and the role that these people play in the production process. The foremen are caught in the middle of an adversarial relationship between the union and management. Ashley Wall, Director of Human Resources at Lima plant, identified the cause of turnover as serious morale issues with line-foreman segment, and their job dissatisfaction. Turnover is one obvious area where plant could focus to reduce costs & increase productivity. Analysis Q. ]An employee satisfaction survey and exit interviews of departing foremen revealed significant discontent in the plant and highlighted concerns about the line-foreman position. Several other incidents highlighted tension between hourly workers and foremen . Foremen expressed concerns about their lack of authority and adversarial relations with the hourly workers. General supervisors, the next management level after line foremen, judge foremen by their ability to meet or exceed forecasts. Foremen express that a lot of expectations, are beyond their control and management does not understand that.Serious morale issues in the line foremen segment also lead to imperiled relations between management and the union. Serious morale issues in these relationships are apparent as every group feels isolated. Foremen were only expected to achieve production forecast. They were not communicated about long run goal or strategy. Be it foremen, hourly workers or upper management, they had not shared a common value-based work environment. Foremen often pulled in different, conflicting directions by management, workers and the union. They had no clear understanding of upper management expectations.They were not involved in the grievance committeeâ€⠄¢s ruling and disciplinary decisions. Hourly workers had trust issues with foremen. They did not understand what kind of authority and tools a foreman would require in meeting the objectives. Analysis Q. 3]Unequipped: Line foremen complained that they were placed on the job without any training and given no coaching once they got there. They felt disengaged on the job without the required skills and competencies. In a Lima Employee Survey, 96% foremen do not feel prepared to accomplish duties of their job.Little discretion dealing with employees: Union contracts dictated annual pay raises, & grievance procedures had not involved foremen. General supervisors appear to look favorably upon traditional management methods which tended to be adversarial. Career frustration: Few foremen, those were external hire, must have felt frustrated by their low potential for advancement as almost all of promoted positions at Lima were filled from within the plant. Isolated / not involved: Foremen h ad not felt recognized or connected. Foreman lack required authorities to perform assigned duties. 6% foremen felt the management is not sensitive to their problem. Although foremen’s job involved different duties, they do not feel engaged due to lack of communication with hourly employees as well as with upper management, conflicting situations and morale issues. Gallup’s 12 questions: Based on the current scenario, foremen’s responses would reflect their dissatisfaction and disengagement at work: Foremen would not agree to the Base Level questions. Due to conflicting management direction, they were not sure what is expected from them.Foremen would not agree they had required development tools, training and authorities to drive their work duties. They would not agree to Level 1 questions. They are expected to meet or exceed forecasts in their 12-shift but they also had to perform other administrative duties that had little to do with their daily deliverables. T hey expressed insensitivity of upper management in the survey where only 3% foremen see their supervisor is a positive role model. Their responses to Level 2 questions would also be alarming.Upper management had lack of communication with them and operated according to their own priorities and had unresponsive and unsupportive to the foremen. They were not involved in union grievance process and had lack of control over various tasks measured as their duties. Their responses to Level 3 questions would be concerning too, as illustrated in the employee survey where 68% foremen thought they had no opportunity for career progress. Due to lack of trainings, foremen felt their learning and development curve is not much forwarding. Analysis Q. ]Turnover costs are categorized as direct costs and indirect costs. Based on the research, referenced in the attachment, we considered employee benefit as 40% of the base remuneration; 4 months for new hires to become 100% productive and 50% producti vity during the period of learning curve for new hires. Based on the case study, average days worked in a month for line foremen was about 15 days, with 12-hour shift or workday, giving us 180 work hours; foremen’s hourly rate as $42 (including 40% benefits with current base rate of $30); Positions turned over in the current year is 23.Based on the cost model, provided in the questionnaire, direct turnover cost will be: 180 x $42 x 4 x 0. 50 x 23 = $347,760. Indirect turnover cost may include loss of productivity from other employees filling in for vacant position; hiring costs; administrative costs; training/induction costs etc. These costs are more difficult to quantify and assign a dollar figure to, but they are very real. Based on the references, provided in attachment, the indirect costs of turnover can be 2 to 5 times higher than direct costs.Taking an estimated figure of 2 times direct turnover cost, the indirect cost can be calculated as: $347,760 x 2 = $695,520 This will give us total turnover cost in Lima plant as: Direct Cost $347,760 + Indirect Cost $695,520 = $1,043,280. This calculation although not a comprehensive assessment of the cost of turnover, but it is a quick way to illustrate the fact that turnover is indeed expensive, even when looking at the most basic costs. We see that Lima plant could save $589,680 as annual turnover cost even if the turnover rate could be reduced to even 20%; that is twice the average turnover rate in manufacturing industry.Attachment provides a more detailed analysis of this saving*. Analysis Q. 5]Following key elements contributed negatively towards building a strong work force at Lima plant. These elements had resulted in unprepared, isolated and despair foremen that kept them from putting their best at work and provided dissatisfaction. 1. Lack of training: Many of the foremen are placed on the line after only a few hours’ training: â€Å"The general supervisors expect them to just sink or swim. † Foremen felt unmotivated by their lack of preparedness.Such lack of knowledge made commitment to the total organization difficult and enhanced feelings of dissatisfaction and disengagement towards the job. Ashley Wall initiated training program, was not considered a priority and removed from the budget. 2. Lack of communication: Much of the alienation felt by line foremen was due to the almost total lack of communications from other groups within Lima plant. Other departments operated separately, according to their own priorities and seemed unresponsive and unsupportive to the foremen. . Motivation and Development: General supervisors were not connected to their team. They had no understanding of where an individual will fit right or what area he is stronger in. Supervisors’ expectations from foremen had no intention of personal advancement of every foreman. 4. Support and Recognition: 94% foremen did not think their immediate supervisor is a role model. With this en vironment, foremen would not consider themselves as part of the company nor would they see any opportunity to advance themselves further. 5.Recruitment process: There was little evidence that interpersonal skills such as the ability to communicate, ability to delegate, ability to work well with others, etc. , were given much weight at all in the recruitment and screening process, the emphasis seemed to be on the task and short-term results rather than selecting best talent for the job. Analysis Q. 6]Action Plan 1. The training programs need to be a top priority and should provide new foremen with extensive, formal, and on-the-job training that can make them feel stronger while performing job duties.The benefits of the training program will outweigh the costs in reducing time for a foreman to work at 100% productivity and providing tools necessary to be successful on the job. Wall must provide Bellingham* with a cost-benefit analysis. 2. Instead of expecting lower level managers to m eet forecasts and control hourly employees, immediate supervisors should be more involved with the team and leadership should connect and communicate long term vision to help make their lower management feel involved. 3. Technological innovations should be introduced to reduce foremen’s efforts and operating costs.Pay for performance and other psychological rewards should be made available to help increase both productivity and employee engagement at work. 4. Human Resources should institute regular meetings with salaried work force & bring in representatives from every department to help make flexible organization structure and to discuss common issues, problems, and concerns. Lower management should also be given opportunity to express their opinions and proposed changes that may prove cost effective and high productive. . Balanced hiring policies should be adopted like the one proposed by Ashley Wall i. e. ; 60% internal hires, 30% college graduates, and 10% company transf ers. Then foster formal & informal interaction among foremen, by promoting the exchange of individual skills and competencies. Analysis Q. 7] Lessons Learned 1. Although high expectation from employees is an important key yet they should also be provided with required tools and trainings necessary to make them feel strong for the job.Based on individual employees’ talent at job, they should be provided with advance learning and development opportunities to advance their career and personal progress. 2. Employees should feel connected to the organization. This can be achieved by recognizing their work, rewarding their performance, develop them regularly, and continuously communicating with them to listen their concerns, appreciating their achievements and providing necessary help to increase their job satisfaction. 3.Management could incorrectly think about saving time and reducing cost by ignoring employees’ concerns and job related learning & development. On the contr ary, organization could save more by having satisfied employees that helps in reduced turnover cost and increased productivity. 4. Long organization hierarchy only creates isolated groups and lack of clear communication. Flat structure is necessary to improve communication and make strong connections. Attachment *Turnover cost saving by reducing turnover rate to 20%: Current turnover rate is 46% that resulted from 23 foremen turned over from total 50 hence 23/50 = 46%.As part of the 2007 edition of its Compensation Data Survey, CompData Surveys publishes 10. 2% as average turnover rate in the manufacturing industry. By the turnover cost presented above, it can be illustrated that if Treadway Lima plan could reduce turnover rate to a conservative 20% then cost savings will be $884,484 (Turnover reduced to 20%; 50 x 0. 20 = 10. 23 – 10 = 13 fewer foremen turning over. Using above mentioned costing model, and considering 13 positions turned over, Lima plant could save Direct Cos t $196,560 + Indirect Cost $393,120 = $589,680). Brandon Bellingham is the plant manager at Treadway’s Lima, Ohio Tire Plant. References: http://www. workforce. com/article/20000126/DEAR_WORKFORCE/301269997/idear-workforce-i-indirect-cost-of-turnover http://www. workplaceinfo. com. au/human-resources-management/hr-strategy/costs-of-employee-turnover http://www. jemperformance. com/Articles/highcostofturnover. htm http://www. beta. mmb. state. mn. us/doc/wfp/turnover. pdf http://www. compensationforce. com/2008/02/2007-turnover-r. html

Ethics Essay Example | Topics and Well Written Essays - 750 words - 12

Ethics - Essay Example Walzer approaches the ethics of war using Utilitarianism. The theory approaches ethics by defining morals by use of actions. The actions can be used to define what is wrong or right. In theory, an action that yields beneficial consequences is as right or moral while actions leading to negative results are as wrong. The theory is the consequentialist theory because it focuses on the outcome of actions rather than the action themselves. The theory holds that any action is by the extent of benefits or harms it is within the society. According to the theory, the greater good means greater happiness, and the moral duty of the individual is to maximize human happiness. The problem with the theory is; the development of individuality, and encouraging the use of immoral actions to achieve success. According to Walzer, the humanitarian approach employed in the world has not been successful due to the several challenges associated with human behavior. In fact, the society is into the right win g and the liberal as recorded in the book Arguing About War. The 20th century is with a simple lesson on politics, which focuses on motivation for political action. The most lethal concept in the era is the ideology which is different from the accepted or focus on the interests of the nation. The desire for wealth or money, power ignoble and devotees to the criminal excess are the product of shifting ideologies. In fact, the challenge in the society is the war between values or values against social pressures and desire for wealth and money. The development of the concept of international security is a product of the war study and its effect on the society. The book by Walzer covers the contemporary issues associated with war and the impact of the various issues and the role of humanitarian intervention. It describes accurately, the challenges faced by country and organization seeking to help or support the society and the impact of global politics in the whole process. Humanitarian intervention is an armed intervention without agreement of the other state to which the invasion occurs. In fact, it focuses on combating humanitarian disaster rather than invasion based on country’s interest. The focus of the humanitarian intervention is to capture or reduce large-scale violation of human rights with the focus being on stopping the violation of human rights. The challenge posed by the process is massive. However, Michael Walzer states that human intervention is when it responds to the need of the citizens or acts that shock moral conscience of mankind. In other words, states cannot kill or attack citizens from other states legitimately, not even within their borders are they allowed to do the same. Despite the existence of justifiable ground for humanitarian intervention, the level or point at which human intervention occurs is an issue of great debate. In fact, agreement has never been reached on whether to have a standard approach or evaluate the situatio ns independently. However, according to Walzer human intervention has improved the level of security and protection of human rights within the society. The first obligation of the government is to offer security, but it may become unattainable leading to the need for humanitarian intervention. After the world war, the world plunged into a state of uncertainty. Instead of peace, there were minor conflicts within the state’s leading to genocide and ethnic cleansing. However, the challenge of the new threats led to the development of various approaches to

PRICE MEDIA LAW MOOT COURT COMPETITION CASE Essay

PRICE MEDIA LAW MOOT COURT COMPETITION CASE - Essay Example llow the expression of opinions by any people. Amendments were made to give all people this freedom. The International Covenant specifies that a person is not guilty if he has an opinion about something. It also specifies that withholding such opinion should not render a person guilty of any offense. The International Covenant provides that a person is given freedom to interact in assemblies with others and this should be done without compulsion. These rights are to be exercised without compulsion, i.e. these freedoms are to be exercised at liberty of a person involved (International Covenant on Civil and Political Rights, 2003). Specifications are not given for the type of information to be contained by the opinion of a person. The law also does not prohibit an individual to associate with a group of people of his or her own choice. In this respect, it is violation of the law if a person is held in jail for shouting words which others may consider violent. The case of Ezelin V. Fran ce, where conviction was given by evaluation of the tone, is a clear example of the violation of freedom of expression (Price Competition Problem, 2013). T

The Phenomenon Of Globality Essay Example | Topics and Well Written Essays - 1000 words

The Phenomenon Of Globality - Essay Example This essay discusses that such as a scenario, should it ever occur would be reflected in a universal consciousness and sense of value as a human beings. This nevertheless requires that people expand their loyalties and concerns past people of their immediate geographical or ethical circles. While admitting that humanity is quite far from achieving a global â€Å"intellect†, the writers concede that in the  last  few years major steps have been made in this direction in a clear break from the recent past. For example in the late 80’s and early 90’s, people from all over the world united albeit in different forums to express their outrage over the imprisonment of Nelson Mandela. The world felt that his incarceration represented the abuse of basic human rights to freedom as well as amounting to racial discrimination. Cohen, Paul, and Maud argue that although imperialism had retrospectively being used to bring about â€Å"civilization† by western cultures through oppressive policies this era was at an  end. The union with which apartheid was collectively decried proves this. The argument for globality is further supported by the fact that the fact that the world is becoming more tolerant of different cultural identities and practices. The reasons systems like South Africa’s apartheid were opposed are because, in the contemporary globalized world, it is possible for governance to be shared rather than imposed. The concept of superior and inferior culture was only a tool used by imperial powers to subjugated subjects and acquired new territory by forcing their way of life and governance on people. Cohen, Paul, and Maud propose that there is a rise in the number of individuals who practice reflective thinking. This is the sort of thinking that promotes the appreciation of diverse culture, â€Å"reflexive people tend to be self-conscious and knowledgeable and they plan to shape their own lives while redefining the world around them†.