My Shattered Dream

My Shattered Dream

Living in the United States of America had been what I had wished for since my first grade. I had fancied of living the best life ever. USA had what I believed I was chasing and it was here in the world of untapped opportunities that my dreams would be achieved. I had been driven to believe that this was the land of a great breakthrough. The celebrities that I saw in the television movies, music videos and personality shows made me believe that moving to America would make my dream of becoming an all-time achiever fulfilled. My trance was to accumulate wealth, own sleek cars and live in a modern bungalow with servants a beautiful wife with kids.

The company that my father worked for appeared to be on my side. It was a multinational organization with branches worldwide. It got my dad a transfer and moved him to an American branch during my second grade when I was barely ten. We moved to a state known as Dallas and it was here that all I had fantasied on would come to a fulfillment.

My dream that I was chasing that I later referred to as the American dream was to start here. I completed my 8th grade and joined high school with no much change in my life though I had great hopes that my college life would be the turning point.

I loved studying and becoming a scholar was a part of my dream. As an immigrant to the USA that I had now known to be my home, my American dream started to break when my father got his retrenchment. It was traumatizing and shocking and having had saved little with much invested in educating the three of us myself being the first born, I saw challenges line up in front of me. Life changed drastically with my family moving to a slum into a cottage that my father could barely afford with his shoddy jobs that had little income. I successfully completed my 12th grade and I was ready to join college under an education insurance cover that had not yet expired. It was here in college where all my wishes were to come true. I went for the enrollment of my college education and that was when it dawned on me that I was undocumented and my name was nowhere in the government system. It was heartbreaking and frustrating with a lot of regrets in minds. I broke the sad news to my parents and as their hope I made them believe in me. I looked for jobs in restaurants and pubs and worked tirelessly during the day and night. Life as an immigrant youth became more challenging with threats of deportation, little payments, poor working conditions and poor housing, (Flores 1). I saved for some months and finally maneuvered to hire an immigration lawyer who led us to securing passports and went back to our native country where I was forced to live a simple life of a commoner.

Conclusion

The essay is a literary essay of a broken dream in the chase of material possessions in the United States of America. What I did not think as a teenager was that the American dream does not always go the way I wanted and that is why I ended up disillusioned with no achievement but frustrations.

Work cited

BIBLIOGRAPHY l 1033 Flores, Timmons. M. A DREAM Deported: What Undocumented American Youth Need their Schools to Understand. Journal of educational controversy. Web 26th October 2013 http://www.wce.wwu.edu/Resources/CEP/eJournal/v007n001/a003.shtml .

BIBL. O. RAPHY l 1033 Flores.T.M. (2012) A DREAM Deported: What Undocumented American Youth Need their Schools to Understand. Journal of Education Controversy. [Online] http://www.wce.wwu.edu/Resources/CEP/eJournal/v007n001/a003.shtml retrieved on 26th November 2013.

Class 2, week 12, Peer Response 1

Class 2, week 12, Peer Response 1

Name

Institutional Affiliation

As the author details, strategic leaders are a significant part of any organization. Without them, then it is impossible for the organization to thrive. With the example of BP trying to balance its profits and safety for the people and environment, failed strategic leadership is seen, especially in light of the essential skills that they ought to possess. These essential skills are anticipating, challenging, interpreting, deciding, aligning, and aligning (Schoemaker, Krupp, & Howland, 2013). In the case of anticipation, for instance, strategic leaders are expected to start from within the organization growing outward. However, in the case of BP, the company began outward as a means of blinding people from the real issues. The failure to appreciate and analyze the impending risk during maintenance, as well as ineffectiveness in timeliness and communication ailed the company, so much so that the company leadership brushed off the need for continued maintenance (Pranesh et al., 2017). There were already hazardous conditions in play way before the explosion happened, and they happened due to mismanagement and lack of concern from the leaders, as the author identifies in detail.

Leadership ineffectiveness is clear in the anticipation phase, and in the same fashion, absent in the challenging phase. As the author identifies, the leadership in this case is said to have made poor decisions that led to the explosion. The Transocean leadership had a hand in this regarding the oil well’s materials coming up and resulting in the explosion. The decisions and considerations made in the process by the leaders were not challenged by other leaders or questioned for that matter, with little consideration made for the extent of impact the well would cause if it exploded (Corkindale, 2011 & US BBC, 2011). The results would have otherwise been successful. In interpreting, as the author mentions, the leaders would have been expected to have been honest with themselves and the public regarding the state of the oil well before and after the explosion. However, they either downplayed the actual state of the explosion or hid information from the public, thus losing the trust of the people. The BP leadership failed to take action at the pre-crisis stage and acute crisis stage (Heller, 2012). This would explain why the company failed to manage the situation with timeliness, which the author details on.

On deciding, BP took the approach of trying to engage in activities to help save the environment but while still making decisions that would keep the real state of the oil well hidden from the media and public. The company failed to engage in clean-up, resulting in the government and agencies taking charge. They made the wrong decision to keep the public out of the loop. On alignment, just like the author shares, the leadership was motivated to bring back the company’s glory while hiding the truth from the people (Heller, 2012). Their denial in minimization and mitigation of environmental and safety problems hang them out to dry since their priorities and actions were not in line with their words, through which the public saw through. They had also shifted the blame to other players which led to their intentions’ questioning. Lastly, on matters learning, following BP’s approach of little consideration for the environment and the people’s safety, the leaders finally agreed to taking a wrong approach. With the company receiving criticism for its unethical and dishonest approach, it learned a lot from importance of anticipation actions to being honest with the stakeholders.

References

BBC, U. (2011). oil spill:’Bad management’led to BP disaster.

Corkindale, G. (2011). Five leadership lessons from the BP oil spill. Harvard Business Review.

Heller, N. A. (2012). Leadership in crisis: An exploration of the British Petroleum Case. International Journal of Business and Social Science, 3(18).

Pranesh, V., Palanichamy, K., Saidat, O., & Peter, N. (2017). Lack of dynamic leadership skills and human failure contribution analysis to manage risk in deep water horizon oil platform. Safety science, 92, 85-93.

Schoemaker, P. J., Krupp, S., & Howland, S. (2013). Strategic leadership: The essential skills. Harvard business review, 91(1), 131-134.

Class 2, Week 12, Peer Review 2

Class 2, Week 12, Peer Review 2

Name

Institutional Affiliation

Strategic leadership is an important aspect of effectively running an organization. The absence of this can only result in devastating effects on the organization. The handling of the Hurricane Katrina is no different. It would require strategic leaders to manage such environmental and natural disasters, which is where strategic essential skills and the strategic leadership framework come in (Schoemaker, Krupp, & Howland, 2013). Strategic leadership is seen in the linkage between the plans and actions conducted by organizational leaders for the sake of meeting both individual and organizational goals, as the author mentions (Jabbar & Hussein, 2017). This especially comes to light during disasters just like the author details. In anticipation, for instance, the New Orleans’ leaders were heavily criticized for failing to manage the situation in a timely manner (Buxton et al., 2017). Despite great preparedness in the previous year for the occurrence of a hurricane, the leaders failed the people due to a lot of bureaucracy and lack of cohesiveness among departments. Anticipation, as much as it had been prepared for, was difficult to put to practice. The cultural competencies come in at this juncture.

It is detailed that the government leaders to various levels had planned for a catastrophe of such a magnitude in the previous, with considerations of the various areas that would be affected. However, this same magnitude was downplayed just before the hurricane fell in Louisiana resulting in great destruction. This describes the challenging skill of strategic leaders. Not only did the leaders fail to challenge each other on the matter, but they also failed to reveal the issue or ask for assistance from leaders in other parts of government (Pao, 2015 & Senate, 2006). There was, therefore, incompletion and inadequacy in response. With confusion in the flow of information, then there would arise issues in interpretation by leaders. Social and political competencies are considered, but in this scenario, the leaders failed to have facts to enable problem solving and effective making of decisions. In this case, therefore, I agree with the author regarding failure of leadership to take control when and where needed.

Decision making would then result from interpretation of understand the challenge and issue anticipated. However, the leadership had prepared for a catastrophe of their own magnitude without considering how different some aspects would come from a natural disaster (Senate, 2006). Better decision making would have resulted from heeding to warnings that had occurred on the short and long term. This is to say that the leaders had failed to learn from the growing magnitude of hurricanes that had befallen Louisiana previously. Like the author mentions however, effective decision making is paramount even in uncertainty (Littlefield & Quenette, 2007). As was identified in FEMA’s activities, there was a lack of effective communication among the various levels of government and the government agencies (Buxton et al., 2017). Even when the leaders had prepared for the oncoming disaster, they failed to keep their activities coordinated, cohesive, and in sync leading to disaster upon disaster. With the shortcomings of the actions of the Louisiana leaders during the hurricane, it is then needed that they learned from their actions and the need to work effectively and efficiently, before and after a catastrophe, thus reducing the negative effects. It was important to learn the need for effective communication and acting quickly and with other leaders in a strategic manner with lasting results.

References

Buxton, J., Ondracek, J., Saeed, M.O., & Bertsch, A. (2017). FEMA Leadership and Hurricane Katrina. International Research Journal of Marketing and Economics, 4(8), 58-68.

Jabbar, A. A., & Hussein, A. M. (2017). The role of leadership in strategic management. International Journal of Research-Granthaalayah, 5(5), 99-106.

Littlefield, R. S., & Quenette, A. M. (2007). Crisis leadership and Hurricane Katrina: The portrayal of authority by the media in natural disasters. Journal of Applied Communication Research, 35(1), 26-47.

Pao, M. (2015). Swept Up In The Storm: Hurricane Katrina’s Key Players, Then And Now.

Schoemaker, P. J., Krupp, S., & Howland, S. (2013). Strategic leadership: The essential skills. Harvard business review, 91(1), 131-134.

Senate, U. S. (2006). Hurricane Katrina: A nation still unprepared. Rep. to the Committee on Homeland Security and Government Affairs, Washington, DC.

My Side of the Story Scar in The Lion King

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My Side of the Story: Scar in The Lion King

In Disney’s The Lion King, Scar is portrayed as a villain. The film begins by immediately painting him as a ruthless character, one that is focused on power, selfish gains, and personal glory. His life begins in the shadows of his elder brother, Mufasa, and later to Simba, his nephew. He is bitter and angry at the choices made regarding his life, pitting him against his own brother and consequently being exiled out of the family. No one pays attention to him, right from the start. Mufasa, the already crowned future King receives all of the attention, leaving Scar marginalized and bitter. He is forced to seek attention in other ways, and even then, he is ignored and only comes second to his own brother. In adulthood, his brother continues the same line of treatment, focusing on his role as the king. Scar desires to be seen and to be heard, even when this means turning against his own family and blood.

As a former leader of the military-like Lion Guard, Scar’s role as a leader were obvious. He commanded respect and performed his tasks with extreme efficiency. Being marginalized within the Disney society has turned him into an intelligent and always-on-the-defence individual. He is always ready for a confrontation and has his claws extended at all times. He is aware of his poor genetics and takes pride in being different. Marginalization, according to Duchak (72), leads to an urge for power and attention. These two are some of the consequences of Scar’s lonely and isolated adulthood. He was not always angry, resentful, greedy, and jealous. These qualities were brought out by the powerful cobra bite. At the time, he had no one to talk to and he could only deal with his pain and loss of strength alone. Emerging out of the experience stronger, Scar begins to look out only for himself, to create the best outcome for his own life, to put his interests first, and to march forward with the knowledge that he had no one else to turn to for help.

The marginalized and deviant positions in the constructed Disney society fails to mention the role of every other character in Scar’s life that contributed to shaping him as an antagonist. This should be better mentioned because Scar was a very different character in his youthful days. He was a revered leader, a loyal servant, and an efficient manager in the Lion Guard. He executed his role with minimal effort, commanding other lions and delivering results. He was aware of the command chain and respected it. Yet, he was left out of decisions, was made to feel unequal, and was never appreciated for his efforts in keeping the kingdom safe. The sort of treatment he received created an atmosphere of resentment, disgust, and loathing to his brother and the nephew who was already crowned as the next King even before he could walk. He sees the world differently from what the Disney society portrays. First, he is all alone and left to fend for himself. After his role as a Lion Guard leader expired, he was left without a position of power, despite being of royal blood. He therefore seeks all of the elements that were never accorded to him, despite his success: respect, obedience, power, authority, and control. He was tired of always coming second, being compared to his successful brother, rejection, criticism, incompetence, disrespect, and failure.

In the eyes of the lion kingdom, Scar has weaker genes and therefore disabled. He cannot be the king with such notable qualities. He is excluded from leadership on the basis of inequality, biasness, and discrimination. All his life, the society had ignored him and never took the time to understand who he is as a leader and as an individual. He grew up always coming second to his more abled brother. Mufasa, in contrast, has the right genes. He is the “right” leader in the eyes of the society because he fits the societal constructs of what is required. He is not dark, weak, or of a frail appearance compared to his brother Scar. These characteristics and qualifications are open for every one to see. They create a low sense of self-esteem in Scar because they are mentioned from a very early age. Hurley (221) talks about self-image and how it affects young ones in ways they see themselves in relation to what the society constructs. Scar carries some lifetime scars inflicted upon him by the very society he fights to protect. He is openly discriminated and expected to take the treatment with his mouth shut while laying down. If Scar could retell his story, he would talk about the open discrimination, the unappreciative nature of his lion family, how his appearances and shortcomings were used against him, the manner in which “good” and “bad” genes determined the next leaders, and how effort and merit were awarded on the basis of a bias outlook. He is right to be angry and resentful. The discrimination against him due to his appearance and genes, things he had no control over, was uncalled for and a reason to become tougher in order to survive.

Scar is angered by the way Mufasa’s looks, age, and appearance give him an edge over him as the next leader and the favorite to rule the Pride Lands. Mufasa and Scar are brothers, yet the poor treatment that Scar continues to receive in comparison to his brother teaches them both to discriminate. Lippi-Green (79) discusses the role of society in creating a spirit of discrimination. No individual is born biased or with a desire to discriminate. These are elements that are inculcated in societies using the culture, popular belief, and actions. They are easily reflected on the next generation who inherit stereotypes, biases, and other discriminatory views on different matter. Scar was a victim of such a society. The privileged position held by Mufasa made Scar an automatic failure. He was viewed as a lesser lion, despite possessing abilities and leadership qualities that were not very evident in his brother. Scar’s bitterness is arguably understandable seeing that he was discriminated on the basis of a more privileged brother.

The deviant identity that defined Scar led to him being labeled an outlaw, the antagonist, coldhearted, and wicked. Overcome by the demands of the society and always being in the shadow of his brother, he intelligently plots for the elimination of the latter and assumes control of the kingdom, albeit short lived. Upon the return of the young Simba, he is forced into exile, partly as a strategy to plot for another hostile takeover and partly because of Scar’s need to regroup. His nature as a less-attractive and least likely to rule pushes him to the edge. He believes that he was unfairly left out of the reigns of power. He opposes the leadership of his brother and that of the younger Simba. He sees the two as the main reasons why he could not become a legitimate king. He associates all of his childhood issues with the selection of Mufasa and Simba as kings over him. He uses any means necessary to remain in power and to defeat the inner emotional and psychological issues that emerge as a result of years of playing second fiddle to a much talented brother and nephew. His inferiority complex is a direct result of the society’s construct regarding what a leader is supposed to look like and what he should possess. The discrimination based on his genes and brute strength haunts him and has, inadvertently, created a monster. He uses his intelligence to plot and execute in ways that no other lion is able to comprehend. Ultimately, even in isolation and exile, he remains a threat to the Pride Lands throne. He is giving the protagonists a taste of the bitter treatment and living in constant fear, elements that have been present in all of Scar’s life.

In conclusion, Scar’s story would be very different from what Disney has created and disbursed to the whole world. He is judged as a coldhearted murderer and a power-hungry menace, yet all he wanted was to be accepted as a legit member of the society. The society has created and fueled a monstrous individual, one who is angry, bitter, resentful, and does not understand why all others are presented as holy and unblemished. Scar’s thoughts on the society he was alienated from would be in the lines of an ungrateful and evidently discriminatory group. He remembers the days he fought faithfully to keep the entire Pride Lands safe. He is quick to retell of his loyal service to the throne without complaint. He waited patiently for his turn to be a leader and performed his roles as expected. Now, the very society he fought for sees him as a menace. The bold presence of a discriminatory and an unequal system of leadership has risen to a point that it does not care who is hurt in the process.

References

Duchak, Oksana. “Marginalization of young people in society.” International Letters of Social and Humanistic Sciences 18 (2014): 70-79.

Hurley, Dorothy L. “Seeing white: Children of color and the Disney fairy tale princess.” The Journal of Negro Education (2005): 221-232.

Lippi-Green, Rosina. English with an accent: Language, ideology, and discrimination in the United States. Routledge, 1997.

My Sisters Keeper

My Sister’s Keeper

Have you heard of “designer babies”?  Or perhaps you saw or read My Sister’s Keeper, a story about a young girl who was conceived through In Vitro Fertilization to be a genetically matched donor for her older sister with leukemia? The concept of selecting traits for one’s child comes from a technology called preimplantation genetic diagnosis (PGD), a technique used on embryos acquired during In Vitro Fertilization to screen for genetic diseases.  PGD tests embryos for genetic abnormalities, and based on the information gleaned, provides potential parents with the opportunity to select to implant only the “healthy”, non-genetically diseased embryos into the mother.  But this genetic testing of the embryo also opens the door for other uses as well, including selecting whether you have a male or female child, or even the possibility of selecting specific features for the child, like eye color.  Thus, many ethicists wonder about the future of the technology, and whether it will lead to babies that are “designed” by their parents.

Today’s post is an exploration of the ethical issues raised by prenatal and preimplantation genetic diagnosis, written by Santa Clara Professor Dr. Lawrence Nelson, who has been writing about and teaching bioethics for over 30 years.  Read on to examine the many ethical issues raised by this technology.

Prenatal and Preimplantation Genetic Diagnosis

Background:

The overwhelming majority of people on earth, due to a wide range of reasons, beliefs, bodily motives, and attitudes–some good, some bad, and some in the moral neutral zone–reproduce.  They are the genetic, gestational, and/or social (rearing) parents of a child.  Birth rates in some countries are at a historic low (Japan‘s is beneath replacement with the consequent deep graying of an entire society).  In others, mostly in the developing part of the world where infant and maternal morbidity and mortality (not to mention poverty and disease) are quite high, birth rates remain similarly high.

In the economically developed part of the world, the process of making and having babies has become increasingly medicalized, at least for those fortunate enough to have ready access to the ever more sophisticated tools and knowledge of obstetrical medicine.  From the time prior to pregnancy (fertility treatments, in vitro fertilization) to birth (caesarean delivery, high tech neonatal intensive care) and in between (fetal surgery), medical science and technology can help many to reach the goal any good parent should want: the live birth of a healthy child to a healthy mother.

“Medical and biological sciences can together determine whether a fetus will (or might) have over a thousand different genetic diseases or abnormalities”

Parallel to obstetrical medicine, science and technology have progressed immensely in another are over the last 30 or so years.  The Human Genome Project (and the related research it has stimulated) has generated an amazing amount of knowledge about the nature and identity of normal–and abnormal–human genetic codes.  Now the medical and biological sciences can together determine whether a fetus will (or might) have over a thousand different genetic diseases or abnormalities.  Ultrasound examination can look into the womb (quite literally) and see developmental abnormalities in the fetus (such as neural tube defects like spina bifida and anencephaly).  Even a simple blood test done on a pregnant woman can determine whether the fetus she is carrying has trisomy 21 (down syndrome), a genetic condition associated with mental retardation and, not infrequently, cardiac and other health problems.

Pregnant women who have health insurance that covers obstetrical care (and many millions of American women do not), particularly if they are older (>35 years), are more or less routinely offered prenatal genetic diagnosis by their obstetricians.  Chorionic villus samplingis a medical procedure that takes a few fetal cells from the placenta and can be done around 10 weeks after the woman’s last menstrual period.  These cells can then be analyzed to determine the presence of genetic abnormalities.  Amniocentesis is a medical procedure that obtains fetal cells from the amniotic fluid and is usually done later in pregnancy, typically after 14 weeks following the woman’s last menstrual period.  When done by experienced medical professionals, both procedures carry about a 0.5% risk of spontaneous abortion.  The genetic analysis done on these fetal cells can determine the presence of fatal genetic diseases (such as Tay-Sachs, trisomy 13 and 18), disease that can cause the born child much suffering (children with Lesch-Nyan, for example, compulsively engage in self-destructive behavior like lip chewing, while children with spinal muscular atrophy have severe, progressive muscle-wasting), and conditions that typically cause mental retardation (such as Fragile-X and Emanuel syndrome).

Although tremendous strides have been made in genetic science’s ability to detect chromosomal abnormalities, precious little success has been achieved in treating genetic disorders directly either prenatally or postnatally.  Some symptomatic treatment may well be available, but almost nothing that will actually cure or significantly ameliorate the effects of the disease.  A pregnant woman who wishes to avoid the birth of a child with genetic disease has little alternative but to seek termination of the pregnancy.

The science and technology of assisted reproduction (in this case in vitro fertilization [IVF]) meets the science and technology of obstetrical medicine in preimplantation genetic diagnosis (PGD).  Embryos are created in vitro by mixing oocytes taken from the woman who intends to gestate one (or more) of them from a donor, and sperm taken from her partner or a donor.  Genetic analysis is performed on one or few cells from each embryo, the loss of which does not affect the embryo’s ability to develop normally once implanted in a womb.  Only those embryos free of detectable genetic abnormalities are then implanted in the woman’s womb in the hope that they will then attach to the uterine wall and develop normally.  While success rates for implantation vary, many women have given birth following PGD.  The main advantage of PGD over chorionic villus sampling and amniocentesis for many women and couples is that it avoid the need for a surgical abortion to end an undesired pregnancy, although it does result in discarding the affected embryos.

Should people be able to select the sex of their baby?

5.  Both PrGD and PGD identify the sex of the embryo or fetus.  This raises the question of whether it is ethically permissible for an embryo to be discarded or a fetus to be aborted because of sex.  The selection of an embryo’s sex via PGD is done for two basic reasons: (1) preventing the transmission of sex-linked genetic disorders; and (2) choosing sex to achieve gender balance in a family with more than one child, to achieve a preferred order in the birth of children by sex, or to provide a parent with a child of the sex he or she prefers to raise. [2]  While little extended ethical debate exists regarding the former, sex selection for the purpose of preventing the transmission of sex-linked genetic disease, the latter is the subject of heated ethical disagreement.

The ethical objections to sex selection for nonmedical reasons can be grounded both in the very act of deliberately choosing one sex over the other and the untoward consequences of sex selection, particularly if it is performed frequently.  Sex selection can be considered inherently ethically objectionable because it makes sex a determinative reason to value one human being over another when it ought to be completely irrelevant: females and males as such always ought be valued equally and never differentially.  Sex selection can also be ethically criticized for the undesirable consequences it may generate.  Choice by sex supports socially created assumptions about the relative value and meaning of “male” and “female,” with the latter almost universally being considered seriously inferior to the former.  By supporting assumptions that hold femaleness in lower social regard, sex selection enhances the likelihood that females will be the targets of infanticide, unfair discrimination, and damaging stereotypes.

Proponents of the ethical acceptability of sex selection would argue that a parent’s desire for family balancing can be–and typically is–morally neutral.  The defense of family balancing rests on the view that once a parent has a child of one sex, he or she can properly prefer to have a child of the other sex because the two genders are different and generate different parenting experiences.

To insist [that the experience of parenting a boy is different from that of parenting a girl] is not the case seems breathtakingly simplistic, as if gender played no role either in a person’s personality or relationships to others.  Gender may be partly cultural (which does not make it less “real”), but it probably is partly biological….  I see nothing wrong with wanting to have both experiences. [3]

An opponent of sex selection for family balancing can argue that good parents–whether prospective or actual–ought never to prefer, favor, or give more love to a child of one sex over the other.  For example, a morally good and admirable parent would never love a male child more than a female child, give the male more privileges than a female, or give a female more material things than a male simply because of sex or beliefs about the child’s “proper”gender.  A virtuous and conscientious parent, then, ought not to think that, or behave as if, a child of one sex is better than one of the other sex, nor should a good parent believe or act as if, at bottom, girls are really different than boys in the ways that truly matter.

“Sex selection is at least strongly ethically suspect, if not outright wrong”

The argument in favor of sex selection for family balancing has to assume that gender and gender roles exist and matter in the lived world.  For if they did not, then no reason would exist to differentiate the experience of parenting a male child from that of a female.  However, it is precisely the reliance upon this assumption to which the opponent of sex selection objects: accepting–and perpetuating–gender roles inevitably both harms and wrongs both males and females, although females clearly suffer much more from them than males.  While some gender roles or expectations are innocuous (e.g., men don’t like asking for directions), the overwhelming majority (e.g., males are–and should be–aggressive, women are–and should be–self-sacrificing) are not.  Consequently, given that sex selection is inevitably gendered and most gender roles and expectations restrict the freedom of persons to be who they wish to be regardless of gender, sex selection is at least strongly ethically suspect, if not outright wrong.

[1]  Steinbock B. Disability, prenatal testing, and selective abortion. In Parens E, Asch A (eds): Prenatal Testing and Disability Rights 2000; Washington DC, Georgetown Univ. Press: 108-123.

[2]  Ethics Committee of the American Society for Reproductive Medicine. Sex selection and preimplantation genetic diagnosis. Fertility and Sterility 1999; 72(4): 595-598.

[3] Steinbock B. Sex selection: not obviously wrong. Hastings Center Report 2002; 32(1): 23-28.

Class 2, Peer Response 2

Class 2, Peer Response 2

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Institutional Affiliation

Like the author has mentioned, different strategic leaders employ different ways and ideas of their leadership. A strategic leader is a person who is able to develop matching competencies top their organizational needs, one who is able to develop and lead people, shows effectiveness in networking, is strategic in process development, and forges the values and culture. This is unlike what the author previously thought regarding a person who stands out strong. As the author has stated, strategic leaders stand out uniquely from one to the other, with great diversity (Ireland & Hitt, 1999; Davies & Davies, 2004). For them to remain different and stand out from the crowd, they operate within a competitive landscape that encourages them to meet the needs of those that they serve while meeting the set goals. Not only these, but their personalities, strengths, and weaknesses also help them stand out which motivates them to become strategic leaders.

As the author identifies, a strategic leader possesses certain characteristics and qualities that makes them stand out. The author identifies the essential skills of a strategic leader as being paramount to ensuring effective leadership. These are anticipating, challenging, interpreting, deciding, alignment, and learning, all of which are important to a strategic leader. However, the author identifies anticipating, challenging, deciding, and learning as the most important. The author views these as the characteristics that the leader ought to possess. This enables them to be flexible to deal with any challenges while remaining persistent, be strategic and informed of how things are bound to change in future so that they are prepared in good time, and they have to be strategic in decision making (Schoemaker, Krupp, & Howland, 2013). They have to learn from past mistakes, their surroundings, and their team. The leader has to ensure that the essential skills or characteristics are all applied for effectiveness.

The author goes ahead to identify the importance of the leader bringing the idea of courageously making decisions and coupling it with challenging the ideas of others that they think may or may not work for the organization they run. This ensures that the decision has a firm foundation. Anticipation plays a significant role in the strategic leader’s run within the organization. With good research and a good understanding of the system of the organization, the strategic leader is able to become an effective visionary of how things may turn out in the future of the organization. This way, they are able to plan ahead, while still managing to deal with upcoming issues, as the author points out. Effective decision making and the challenging aspect are applied in this case too (Schoemaker, Krupp, & Howland, 2013). Together with the team, the leader is able to receive various options of solutions to issues that may have sprung up. This will be informed by how knowledgeable the leader is of the subject as well as to the period leading up to decision making so that there may be solid grounds upon which to make the decision. Despite the uncertainty, the strategic leader should be able to wade through the mud and consider the company’s high stakes to make a decision. The flexibility in decision making is made easier by an active and informed team working with the leader for utmost effectiveness.

References

Davies, B. J., & Davies*, B. (2004). Strategic leadership. School leadership & management, 24(1), 29-38.

Ireland, R. D., & Hitt, M. A. (1999). Achieving and maintaining strategic competitiveness in the 21st century: The role of strategic leadership. Academy of Management Perspectives, 13(1), 43-57.

Schoemaker, P. J., Krupp, S., & Howland, S. (2013). Strategic leadership: The essential skills. Harvard business review, 91(1), 131-134.

Class 3, Assignment 3 – Module Diversityvvv

Class 3, Assignment 3 – Module Diversity

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Introduction

Diversity in the workplace is an important aspect, especially in today’s work environment. It helps create an opportunity for all to exercise their skills and experience, while also adding an advantage to the company’s way of doing business through providing diversified work solutions.

Definition

Workplace diversity simply explained is the uniqueness, differences, and similarities that employees in a company boast of and the considerations that a company considers as a means of recruiting and hiring talent without biasness. This can be seen in form of race, gender, culture, psychological, and social characteristics. This way, companies are able to give all and sundry a chance to put their skills and talents to work, as they gain experience in their field of work. At the same time, the company is able to enjoy greater benefits through profits and a wide skill set from its employees (Saxena, 2014). Workplace diversity also means that an organization looks for the best, possible means of meeting the needs of all its employees through the organization culture. This is made possible through meeting a threshold that cuts across all the differences and maximizes on the benefits and value.

Diversity Creation

In this day and age, organizations are finding it important to create a diverse working environment. For this to be achieved, it is important for organizational decision makers to take several aspects into consideration. First, the organizational heads have to consider the goals in place that they are striving to achieve through creating a diverse working environment (Kalache, 2019). This will give clarity to those in charge of diversity policies so that they align the policies with the organizational needs. Ensuring that the company employees are educated on the need for diversity is another consideration. This will create awareness across the company as the company heads strive to create diversity. In the process, the heads get to learn about the groups and people represented within the company. With this information, they are then able to create diversity in a manner that meets the needs of all while also considering those who may join the company later on (Shemla, 2018). This line of thought also helps the company heads understand what their employees think of the ideas put forward regarding the creation of a diverse environment. This would show that the heads value the thoughts of their own, thus informing on the best diversity implementation efforts.

Desired Outcome

As a result, the desired outcome would be a greater availability of experience and knowledge resulting in more effectiveness, increase in ideas on how to solve problems, greater flexibility in the organizational culture and activities due to a diverse group, and greater creativity. These lead to better organizational performance (Hofhuis, Van Der Rijt, and Vlug, 2016). To get here, the decision makers should have goal clarity, lend their ears to employees, bring their ideas to fruition, and align company goals with the needs. This helps with achievement of a diverse workplace.

Conclusion

To summarize, workplace diversity helps show people of all backgrounds that they are appreciated and that their efforts help improve and provided an added advantage to how business is done. Diversity creation takes into consideration the needs of the masses and aligns them with the company policies and organizational culture. The outcomes from this process are beneficial to the employees and the company, thus resulting in an improved society.

References

Hofhuis, J., Van Der Rijt, P.G., and Vlug, M. (2016). Diversity climate enhances work outcomes through trust and openness in workgroup communication. SpringerPlus, 5(1), 714.

Kalache, S. (2019, Mar 6). Six Ways to Diversify Your Workforce. Forbes. https://www.forbes.com/sites/forbessanfranciscocouncil/2019/03/06/six-ways-to-diversify-your-workforce/#54441f3b1568Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia Economics and Finance, 11(1), 76-85.

Shemla, M. (2018). Why workplace diversity is so important and why it’s so hard to achieve. Forbes: RSM Discovery.

Class 2, Peer Review 2 Response

Class 2, Peer Review 2 Response

Name

Institutional Affiliation

As identified by the author, Franklin Delano Roosevelt and Winston Churchill were strategic leaders. They possessed the essential skills and competencies of strategic leaders to their responsibilities of getting the right people aboard, symbolic communication, knowing self and their enemies, and applying strategic awareness. On strategic awareness, both had vision clarity as anticipation as a skill to know what to expect during the war. On this note, both of these leaders knew that the building of the atomic bomb could result in decisive results, especially against the Soviet Union that was trying to bring down Britain and considering the United States too. FDR, as the author details, was considering building the atomic bomb but trying to provide only a few details to Churchill, while Churchill was hopeful about the practicality of the atomic bomb that would bring the efforts of the Soviet Union to a halt (Gowing, 1989). They then aligned their efforts to bring this dream to reality while saving their countries and improving their relations while at it.

Both FDR and Churchill were great communicators. FDR was considered one of the 20th century’s greatest orators, so much so that he had fireside chats that led to the mailroom requiring 69 more staff members once he got into presidency (Yu, 2005). I, therefore, agree with the author that FDR was a strong communicator since his self-confidence made it possible for him to be convincing while still managing to overcome adversity. Unlike FDR, Churchill had to learn to be a master of communication (Bean, 2009). He mastered it so well that he was able to inspire people just through his speech, making him a strong communicator. He used a lot of proverbial language in his communication while ensuring that he communicated as clearly and simply as possible, and then explaining statements that might have seemed difficult (Axelrod, 2000). Both leaders excelled at communication, just like the author points out.

I agree with the author regarding Franklin Roosevelt and Winston Churchill having a good understanding of their enemies and a good understanding of self. This would explain why they formed an alliance against Nazi Germany and Japan. They aligned well so that Britain gain an ally to help keep Nazi Germany at bay, thus stopping the war from ravaging Britain and America gained by keeping the Nazis out of the U.S. borders at all costs (Feis, 2015). Their friendship made it possible for the leaders to correspond back and forth via letters and meetings through which they were able to plan against possible attacks from enemies. As the author mentions, the leaders were united against the Soviets and more so against Japan, for which they had an atomic bomb developed just in case it was needed (Reynolds, 2006). Their united front kept the enemies at bay.

Churchill and FDR, on top of making an impeccable team, had picked out effective and efficient people to be on their governing teams, as the author identifies. The people behind were mostly those in their cabinets as well as those who advised them on various matters (Leutze, 1975). The leaders’ communication and agreement on the building of the atomic bomb took place between each other’s complex teams. This made it possible for strategic decision making to be done and great progress to be made in the process, both in their nuclear alliance and cooperation on various other matters, including during the World War II (Mclain Smith, 2008). Working with their teams made governance smoother, on top of being strategic leaders with their successes and failures.

References

Axelrod, A. (2000). The quotable historian: words of wisdom from Winston Churchill, Barbara Tuchman, Edward Gibbon, Julius Caesar, David McCullough, and more. McGraw-Hill Companies.

Bean, L. A. M. (2009). Roosevelt, Churchill, and the Words of War: Their Speeches and Correspondence, November 1940-March 1941.

Feis, H. (2015). Churchill-Roosevelt-Stalin: The war they waged and the peace they sought. Princeton University Press.Gowing, M. (1989). Britain, America and the Bomb. In British Foreign Policy, 1945–56 (pp. 31-46). Palgrave Macmillan, London.

Leutze, J. (1975). The Secret of the Churchill-Roosevelt Correspondence: September 1939—May 1940. Journal of Contemporary History, 10(3), 465-491.

Mclain sMitH, D. (2008). the Missing piece to Building Great teams. Reflections, 9(1).Reynolds, D. (2006). From World War to Cold War: Churchill, Roosevelt, and the international history of the 1940s. Oxford University Press on Demand.

Yu, L. (2005). The Great Communicator: How FDR’s radio speeches shaped American history. The History Teacher, 39(1), 89-106.

Class 3, Discussion 1

Class 3, Discussion 1The responses received from the participants were not much different. The family member described me as happy, enthusiastic, and ambitious, while the friend description included polite, smart, and intelligent. However, I was surprised by the last explanation. The family member mentioned that I am, at times, serious and boring, while the friend thought that I am introverted. I knew that I am silent at times and may not speak much but not to the level of being boring and introverted. This description would impact workplace relationships with colleagues since leadership requires teamwork and effective communication. Being enthusiastic, smart, ambitious, polite, and intelligent are practical qualities for leadership. However, when the subordinates find someone annoying and an introvert, it would be challenging to communicate with people and to ensure that operations run smoothly.

My Reading and Writing Experiences

Students Name:

Professors Name:

Class Name:

Date Due:

My Reading and Writing Experiences

When I first learned to read the excitement was overwhelming as I tried to read out aloud all words that I came across. However, it proved difficult to read out complex words and words that did not have vowels. When I was young I enjoyed reading to me it was an adventure reading short stories and learning new words. Learning to read was not as challenging as learning the meaning of the new words that I came across. The most memorable stories that I read were short stories they were full of adventure and new discoveries. The stories were able to capture my mind and put me in a state of adventure to find out the discoveries made by the writer. My imagination developed from reading these short stories. The fact that the stories were short made the interesting to me at my young age.

Today I engage my mind in the research literature and history because it is my area of interest. I also read magazines like writer’s digest because I am able to develop writing skills by reading the magazine. Recently I read an article on American history that I did not like. The writer presented an article that was not well researched; the names of the early explorers were not well researched. It is the writer’s responsibility to research on a topic before writing about it. The work of a writer is to pass on ideas and facts to readers not confuse them. Over the summer, I read online journals on a writer’s forum blog. The journals gave me insight in writing and developing ideas for publishing.

Recently I wrote a research article on life before American civilization. The article was a success since fellow American history writers approved it. I took the time to research on the internet and local library. I also looked in a local museum for artifacts’ that I could write about. I enjoyed the writing because American history is my field of interest. I also enjoyed the writing because I had taken my time to research on facts.

I enjoy writing about American history. I enjoy writing in a relaxed environment where I am not under any form of pressure. When writing a piece of work with a set time deadline, I enjoy writing it before the deadline so that I avoid rushing on the deadline. This way I am able to provide quality content that has been well researched.

I enjoy story writing because it is engaging. I have to present the ideas in limited words; I have to manage my content so that I am objective. Story writing presents an opportunity for me as a writer to improve my skills since the reviews from readers are forwarded to me, and improvements are made based.

When writing I am held back by lack of information. Since my writing is based on research, I have to search for information before I start writing. When the information I am looking for is not available, I experience hard time writing. This is because I aim at providing only facts and providing content that can be used by young scholars to do their academic research. As a writer concentrating on research and American history, I try my best to write history without changing the facts.