Top Feminist Organizations of the 1970s

Top Feminist Organizations of the 1970s If we use the definition of feminism that feminism is about explicit organizing of action (including education and legislation) to promote equality or equal opportunity for women, the following organizations would be among the feminist organizations active in the 1970s. Not all would have called themselves feminist. National Organization for Women (NOW) The NOW organizing conference October 29-30, 1966, grew out of frustrations of women at slow movement of the EEOC in applying Title VII of the Civil Rights Act of 1964. Key founders were Betty Friedan, Pauli Murray, Aileen Hernandez, Richard Graham, Kathryn Clarenbach, Caroline Davis and others. In the 1970s, after 1972, NOW focused heavily around passing the Equal Rights Amendment. The purpose of NOW was to bring women into equal partnership with men, which meant supporting a number of legal and social changes. National Women’s Political Caucus The NWPC was founded in 1972 to increase women’s participation in public life, including as voters, party convention delegates, party officials and officeholders at local, state and national levels.  Founders included Bella Abzug, Liz Carpenter, Shirley Chisholm, LaDonna Harris, Dorothy Height, Ann Lewis, Eleanor Holmes Norton, Elly Peterson, Jill Ruckelshaus, and Gloria Steinem.  From 1968 to 1972, the number of women delegates to the Democratic National Convention tripled and the number of women delegates to the Republican National Convention doubled.   As the 1970s progressed, working for pro-ERA and pro-choice candidates became a major focus; the NWPC Republican Women’s Task Force won the fight in 1975 to continue the party’s platform endorsement of the ERA. The Democratic Women’s Task Force similarly worked to influence its party’s platform positions. The organization worked through active recruitment of women candidates and also through running training programs for women delegates and candidates. The NWPC also worked to increase the employment of women in Cabinet departments and to increase the appointments of women as judges. Chairs of the NWPC during the 1970s were Sissy Farenthold, Audrey Rowe, Mildred Jeffrey, and Iris Mitgang. ERAmerica Founded in 1975 as a bipartisan organization to win support for the Equal Rights Amendment, the first national co-chairs were Republican Elly Peterson and Democratic Liz Carpenter.  It was created to raise funds and direct them to the ratification efforts in the states which had not yet ratified the ERA and which were considered possible successes. ERAmerica worked through existing organization as well as lobbying, educating, distributing information, raising funds and organizing publicity.  ERAmerica trained many pro-ERA volunteers and created a speakers bureau (Maureen Reagan, Erma Bombeck, and Alan Alda among the speakers).  ERAmerica was created at a time when Phyllis Schlafly’s Stop ERA campaign was energizing opposition to the ERA.  Participants in ERAmerica also included Jane Campbell, Sharon Percy Rockefeller and Linda Tarr-Whelan. National League of Women Voters Founded in 1920 to continue the work of the woman suffrage movement after women won the vote, the National League of Women Voters in the 1970s was still active in the 1970s and remains active today.  The League was and is nonpartisan while, at the same time, urging women (and men) to be politically active and involved.  In 1973, the League voted to admit men as members. The League supported such pro-women’s rights actions as the 1972 passage of Title IX of the Education Amendments of 1972 and various anti-discrimination laws and programs (as well as continuing work on civil rights and anti-poverty programs). National Commission on the Observance of International Womens Year Created by an Executive Order of President Gerald R. Ford in 1974, with subsequent authorization of Congress to sponsor state and territorial meetings on the rights and responsibilities of women, members were appointed by President Jimmy Carter in 1975 and then again in 1977. Members included Bella Abzug, Maya Angelou, Liz Carpenter, Betty Ford, LaDonna Harris, Mildred Jeffrey, Coretta Scott King, Alice Rossi, Eleanor Smeal, Jean Stapleton, Gloria Steinem, and Addie Wyatt.  One of the key events was the National Women’s Conference in Houston on November 18-21, 1977.  Elizabeth Atahansakos was presiding officer in 1976 and Bella Abzug in 1977.  Sometimes called the IWY Commission. Coalition of Labor Union Women Created in March, 1974, by union women from 41 states and 58 unions, CLUW’s first president was Olga M. Madar of the United Auto Workers.  The organization was founded to increase women’s involvement in unions and political activities, including getting union organizations to better serve the needs of women members.  CLUW also worked legislation to end discrimination against working women, including favoring affirmative action. Addie Wyatt of the United Food and Commercial Workers was another key founder. Joyce D. Miller of the Amalgamated Clothing Workers of America was elected president in 1977; in 1980 she was to become the first woman on the AFL-CIO Executive Council. In 1975 CLUW sponsored the First National Women’s Health Conference, and moved its convention from a state that had not ratified the ERA to one that had. Women Employed Founded in 1973, Women Employed worked in the 1970s to serve working women - especially non-union women in offices, at first - to gain economic equality and workplace respect.  Large campaigns to enforce legislation against sex discrimination.  A case filed first in 1974 against a large bank was finally decided in 1989.  Women Employed also took up the case of a legal secretary, Iris Rivera, who had been fired because she refused to make coffee for her boss. The case not only won Riveras job back but significantly changed the consciousness of bosses in offices about fairness in working conditions. Women Employed also ran conferences to inspire women both in self-education and in knowing their workplace rights.  Women Employed still exists and works on similar issues. Key figures were Day Piercy (then Day Creamer) and Anne Ladky.  The group began as a Chicago-oriented group but soon began to have more national impact. 9to5, National Association of Working Women This organization grew out of a Boston 9to5 grassroots collective, which in the 1970s filed class action suits to win back pay for women in offices.  The group, like Chicagos Women Employed, expanded its efforts to help women with both self-management skills and understandings of their workplace legal rights and how to enforce them.  With the longer new name, 9to5, National Association of Working Women, the group went national, with a number of chapters outside Boston (at this writing, in Georgia, California, Wisconsin and Colorado).   Groups like 9to5 and Women Employed also gave rise in 1981 to Local 925 of the Service Employees International Union, with Nussbaum as president for almost 20 years, with the object of gaining collective bargaining rights for women working in offices, libraries and day care centers. Womens Action Alliance This feminist organization was founded in 1971 by Gloria Steinem, who chaired the board until 1978. More directed at local action than legislation, though with some lobbying, and about coordinating individuals and resources at the grass-roots, the Alliance helped to open the first shelters for battered women.  Others involved included Bella Abzug, Shirley Chisholm, John Kenneth Galbraith, and Ruth J. Abram, who was the director from 1974 to 1979.  The organization dissolved in 1997. National Abortion Rights Action League (NARAL) Originally founded as the National Association for the Repeal of Abortion Laws, and later called the National Association for Abortion and Reproductive Rights Action League, and now NARAL Pro-Choice America, NARAL was focused narrowly on the issue of abortion and reproductive rights for women.  The organization worked in the 1970s first to repeal existing abortion laws, and then, after the Supreme Courts  Roe v. Wade  decision, to oppose regulations and laws to limit abortion access.  The organization also worked against limits to womens access to birth control or to sterilization, and against forced sterilization.  Today, the name is NARAL Pro-Choice America. Religious Coalition for Abortion Rights (RCAR) Later renamed the Religious Coalition for Reproductive Choice (RCRC), RCAR was founded in 1973 to support the right of privacy under  Roe v. Wade, from a religious standpoint.  Founders included both lay leaders and clergy from major American religious groups. At a time when some religious groups, notably the Roman Catholic Church, opposed abortion rights on religious grounds, the voice of RCAR was meant to remind legislators and the general public that not all religious people opposed abortion or womens reproductive choice. Womens Caucus, Democratic National Committee During the 1970s, this group worked within the Democratic National Committee to push a pro-women’s rights agenda within the party, including on the party platform and in appointments of women to various positions. Combahee River Collective The Combahee River Collective met in 1974 and continued to meet throughout the 1970s as a means to develop and implement a black feminist perspective, looking at what would today be called intersectionality: the way in which race, sex, and class oppression worked together to divide and oppress. The groups critique of the feminist movement was that it tended to be racist and exclude black women; the groups critique of the civil rights movement was that it tended to be sexist and exclude black women. National Black Feminist Organization (NBFO or BFO) Founded in 1973, a group of African American women was motivated to form the  National Black Feminist Organization for many of the same reasons The Combahee River Collective existed - and indeed, many of the leaders were the same people. Founders included Florynce Kennedy, Eleanor Holmes Norton, Faith Ringgold, Michel Wallace, Doris Wright, and Margaret Sloan-Hunter; Sloan-Hunter was elected the first chairperson.  Though several chapters were established, the group died out about 1977. National Council of Negro Women (NCNW) Founded as an â€Å"organization of organizations† in 1935 by Mary McLeod Bethune, the National Council of Negro Women remained active in promoting equality and opportunity for African American women, including through the 1970s under the leadership of Dorothy Height. National Conference of Puerto Rican Women As women began to organize around women’s issues, and many felt that the mainstream women’s organizations did not adequately represent the interests of women of color, some women organized around their own racial and ethnic groups.  The National Conference of Puerto Rican Women was founded in 1972 to promote both preservations of Puerto Rican and Latino heritage, but also full participation of Puerto Rican and other Hispanic women in society - social, political and economic. Chicago Womens Liberation Union (CWLU) The more radical wing of the womens movement, including the Chicago Womens Liberation Union, was far more loosely structured than the more mainstream womens organizations were. CWLU was a bit more clearly organized than womens liberation supporters in other parts of the U.S.  The group existed from 1969 to 1977.  Much of its focus was in study groups and papers, as well as supporting demonstrations and direct action. Jane (an underground abortion  referral service), the  Health Evaluation and Referral Service (HERS) which evaluated abortion clinics for safety,  and the  Emma Goldman Womens Clinic were three concrete projects around womens reproductive rights.  The organization also gave rise to  the National Conference on Socialist Feminism and the Lesbian Group which became known as Blazing Star. Key individuals included Heather Booth, Naomi Weisstein,  Ruth Surgal,  Katie Hogan and  Estelle Carol. Other local  radical feminist  groups included Female Liberation in Boston (1968 - 1974) and Redstockings  in New York. Womens Equity Action League (WEAL) This organization spun off from the National Organization for Women  in 1968, with more conservative women who did not want to work on issues including abortion and sexuality.  WEAL supported the Equal Rights Amendment, though not particularly vigorously. The organization worked for equal educational and economic opportunity for women, opposing discrimination in academia and the workplace.  The organization dissolved in 1989. National Federation of Business and Professional Womens Clubs, Inc. (BPW) The 1963 Commission on the Status of Women was established with pressure from the BPW.  In the 1970s, the organization generally supported ratification of the Equal Rights Amendment, and to support women’s equality in professions and in the business world. National Association for Female Executives (NAFE) Founded in 1972 to help women succeed in the business world in which mostly men were successful - and often not supportive of women - NAFE focused on education and networking as well as some public advocacy. American Association of University Women (AAUW) AAUW was founded in 1881.  In 1969, the AAUW passed a resolution supporting equal opportunities for women on campus at all levels. A 1970 research study, Campus 1970, explored sex discrimination against students, professors, other staff and trustees. In the 1970s, AAUW supported women in colleges and universities, especially working to secure passage of Title IX of the Education Amendments of 1972 and then to see to its adequate enforcement, including working for regulations to ensure compliance, monitoring and reporting on compliance (or lack thereof), and also working to establish standards for universities: Title IX: â€Å"No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.† National Congress of Neighborhood Women (NCNW) Founded in 1974 out of a national conference of working-class women, NCNW saw itself as giving voice to poor and working-class women. Through educational programs, NCNW promoted educational opportunities, apprenticeship programs, and leadership skills for women, with the purpose of strengthening neighborhoods.  At a time when the mainstream feminist organizations were criticized for focusing more on women at the executive and professional level, NCNW promoted a kind of feminism for women of a different class experience. Young Womens Christian Association of the U.S.A. (YWCA) The largest women’s organization in the world, the YWCA grew out of the mid-19th-century efforts to support women spiritually and, at the same time, respond to the Industrial Revolution and its social unrest with action and education. In the United States, the YWCA responded to the issues facing working women in industrial society with education and activism.  In the 1970s, the USA YWCA worked against racism and supported repeal of anti-abortion laws (before the Roe v. Wade decision). The YWCA, in its general support of women’s leadership and education, supported many efforts to expand women’s opportunities, and YWCA facilities were often used in the 1970s for feminist organization meetings. The YWCA, as one of the largest providers of daycare, was also both promoter and target of efforts to reform and expand child care, a key feminist issue in the 1970s. National Council of Jewish Women (NCJW) A faith-based grassroots organization, the NCJW was founded originally at the 1893 World Parliament of Religions in Chicago.  In the 1970s, the NCJW worked for the Equal Rights Amendment and to protect Roe v. Wade, and carried out a variety of programs addressing juvenile justice, child abuse, and day care for children. Church Women United Founded in 1941 during World War II, this ecumenical women’s movement sought to involve women in post-war peace-making.  It has served to bring women together and has worked on issues especially important to women, children, and families.  During the 1970s, it often supported women’s efforts to have expanded roles in their churches, from empowering women deacons and women’s committees in churches and denominations to ordination of women ministers.  The organization remained active on issues of peace and global understanding as well as getting involved in environmental issues. National Council of Catholic Women A grassroots organization of individual Roman Catholic women, founded under the auspices of the U.S. Catholic bishops in 1920, the group has tended to emphasize social justice. The group opposed divorce and birth control in its early years in the 1920s.  In the 1960s and 1970s, the organization supported leadership training for women, and in the 1970s especially stressed health issues. It was not significantly involved in feminist issues per se, but it had in common with feminist organizations the goal of promoting women taking leadership roles within the church.

About the Usonian Vision of Frank Lloyd Wright

About the Usonian Vision of Frank Lloyd Wright The Usonian house - the brainchild of American architect Frank Lloyd Wright (1867-1959) - is the embodiment of an idea for a simple, stylish small house of moderate cost designed especially for the American middle class. It is not so much a style as a type of residential architecture. Style is important, wrote Wright. A style is not. When looking at a portfolio of Wrights architecture, the casual observer might not even pause at the Jacobs I house in Madison, Wisconsin - the first Usonian house from 1937 looks so familiar and ordinary compared with Wrights famous 1935 Fallingwater residence. The Kaufmanns’ Fallingwater in the Pennsylvania woods is not a Usonian, yet, Usonian architecture was another obsession of the famous Frank Lloyd Wright in the last decades of his long life. Wright was 70-years-old when the Jacobs house was finished. By the 1950s, he had designed hundreds of what he was then calling his Usonian Automatics. Wright didnt want to be known solely as an architect of the rich and famous, although his early residential experimentation in Prairie house design had been subsidized by families of means. The competitive Wright quickly became interested in affordable housing for the masses  - and doing a better job than the catalog companies like Sears and Montgomery Ward were doing with their prefabricated house kits. Between 1911 and 1917, the architect teamed up with Milwaukee businessman Arthur L. Richards to design what became known as American System-Built houses, a type of prefabricated small, affordable home easily and quickly assembled from ready-cut materials. Wright was experimenting with grid design and a less labor-intensive construction process to create beautifully designed, affordable dwellings. In 1936, when the United States was in the depths of the Great Depression, Wright realized that the nations housing needs would forever be changed. Most of his clients would lead more simple lives, without household help, but still deserving of sensible, classic design. It is not only necessary to get rid of all unnecessary complications in construction... wrote Wright, it is necessary to consolidate and simplify the three appurtenance systems - heating, lighting, and sanitation. Designed to control costs, Wrights Usonian houses had no attics, no basements, simple roofs, radiant heating (what Wright called gravity heat), natural ornamentation, and efficient use of space, inside and out. Some have said that the word Usonia is an abbreviation for United States of North America. This meaning explains Wrights aspiration to create a democratic, distinctly national style that was affordable for the common people of the United States. Nationality is a craze with us, Wright said in 1927. Samuel Butler fitted us with a good name. He called us Usonians, and our Nation of combined States, Usonia. Why not use the name? So, Wright used the name, although scholars have noted that he got the author wrong. Usonian Characteristics Usonian architecture grew out of Frank Lloyd Wrights earlier Prairie style home designs. But most importantly, perhaps writes architect and writer Peter Blake, Wright began to make the Prairie house look more modern. Both styles featured low roofs, open living areas, and built-in furnishings. Both styles make abundant use of brick, wood, and other natural materials without paint or plaster. Natural light is abundant. Both are horizontally inclined - a companion to the horizon, wrote Wright. However, Wrights Usonian homes were small, one-story structures set on concrete slabs with piping for radiant heat beneath. The kitchens were incorporated into the living areas. Open carports took the place of garages. Blake suggests that the modest dignity of the Usonian homes laid the foundation for much modern, domestic architecture in America yet to come. The horizontal, indoor-outdoor nature of the popular Ranch Style home of the 1950s is anticipated by the realization of the Usonian. Blake writes: If one thinks of space as a sort of invisible but ever present vapor that fills the entire architectural volume, then Wrights notion of space-in-motion becomes more clearly understandable: the contained space is allowed to move about, from room to room, from indoors to outdoors rather than remain stagnant, boxed up in a series of interior cubicles. This movement of space is the true art of modern architecture, for the movement must be rigidly controlled so that the space cannot leak out in all directions indiscriminately. - Peter Blake, 1960 The Usonian Automatic In the 1950s, when he was in his 80s, Frank Lloyd Wright first used the term Usonian Automatic to describe a Usonian style house made of inexpensive concrete blocks. The three-inch-thick modular blocks could be assembled in a variety of ways and secured with steel rods and grout. To build a low-cost house you must eliminate, so far as possible, the use of skilled labor, wrote Wright, now so expensive. Frank Lloyd Wright hoped that home buyers would save money by building their own Usonian Automatic houses. But assembling the modular parts proved complicated - most buyers ended up hiring pros to construct their Usonian houses. Wrights Usonian architecture played an important role in the evolution of Americas midcentury modern homes. But, despite Wrights aspirations toward simplicity and economy, Usonian houses often exceeded budgeted costs. Like all of Wrights designs, Usonians became unique, custom homes for families of comfortable means. Wright admitted that by the 1950s buyers were the upper middle third of the democratic strata in our country. Usonian Legacy Beginning with a house for a young journalist, Herbert Jacobs, and his family in Madison, Wisconsin, Frank Lloyd Wright built more than a hundred Usonian houses. Each house has taken on the name of the original owner - the Zimmerman House (1950) and Toufic H. Kalil House (1955), both in Manchester, New Hampshire; the Stanley and Mildred Rosenbaum House (1939) in Florence, Alabama; the  Curtis Meyer House (1948) in Galesburn, Michigan; and the Hagan House, also known as Kentuck Knob, (1954) in Chalk Hill, Pennsylvania near Fallingwater. Wright developed relationships with each of his clients, which was a process that often began with a letter to the master architect. Such was the case with a young copy editor named Loren Pope, who wrote to Wright in 1939 and described a plot of land he had just purchased outside of Washington, D.C. Loren and Charlotte Pope never tired of their new home in northern Virginia, but they did tire of the rat race surrounding the nations capital. By 1947, the Popes had sold their home to Robert and Marjorie Leighey, and now the home is called the Pope-Leighey House - open to the public courtesy of the National Trust for Historic Preservation. Sources The Usonian House I and The Usonan Automatic, The Natural House by Frank Lloyd Wright, Horizon, 1954, pp. 69, 70-71, 81, 198-199Frank Lloyd Wright On Architecture: Selected Writings (1894-1940), Frederick Gutheim, ed., Grossets Universal Library, 1941, p. 100Blake, Peter. The Master Builders. Knopf, 1960, pp. 304-305, 366Chavez, Mark. Prefabricated Homes, National Park Service, https://www.nps.gov/articles/prefabricated-homes.htm [accessed July 17, 2018]American System-Built Homes, Frank Lloyd Wright Foundation, https://franklloydwright.org/site/american-system-built-homes/ [accessed July 17, 2018] SUMMARY: Characteristics of a Usonian Home one story, horizontal orientationgenerally small, around 1500 square feetno attic; no basementlow, simple roofradiant heating in concrete slab floornatural ornamentationefficient use of spaceblueprinted using a simple grid patternopen floor plan, with few interior wallsorganic, using local materials of wood, stone, and glasscarportbuilt-in furnishingsskylights and clerestory windowsoften in rural, wooded settingsUsonian Automatics experimented with concrete and patterned concrete blockdesigned by Frank Lloyd Wright

Testimonies of conversion Essay Example | Topics and Well Written Essays - 2000 words

Testimonies of conversion - Essay Example Converts to Islam are generally expected to observe hard work, ethical behavior, and conservative distinctions between men and women although there other mandatory fulfillments for converts. These include; Acknowledging that, the Holy prophet Muhammad is the last messenger of Allah and after him there is no other prophet of Allah who will come, that the Qur'ran is the last of the divine books revealed and all its contents are true, that all the teachings given by the Holy Qur'an in absolute and unambiguous terms are true and acceptable and that the life hereafter will involve one facing the fate of his or her good and evil deeds. Reasons for conversion. This depends on ones belief in the right path of god, the love of another or the fact that another faith may seem, according to the convert, to be promoting a different and better way of living. Conversion and marriage. Ideally, it is not a correct practice to embrace Islam for the sake of marrying only. Therefore, one should know at the first instance that conversion to Islam is not meant for marriage. People convert just to follow a set of beliefs different from those of other family members or friends this can be termed as rebellion. It may be because someone wants to change certain aspects in their life. Forcible religious conversion, conversion may also result through coercion as it was the case during colonization in the 18th century and other periods in history. In such times, refusal to convert to Islam resulted in the massacre, destruction, rape of women and enslaving of men. Context of conversion. In college, converts may meet Muslims and get interested in their culture and religion. This develops into deep Interest in learning more and studying Qur'ran. If helped by other Muslims, one gets converted easily at this stage. Social reasons. Generally Muslims, especially women are viewed as honesty, and of high morals this strength of morality impacts on non Muslims hence making many to want to convert. Conversion through friends. Friends can help one in reading the Qur'an and answering any questions about the religion therefore it is an important mode of conversion. Almost without exception, changing to a new religious orientation takes place through what is referred to as kinship and friendship networks in sociology. Conversion through impersonal methods of communication, this happens through the electronic and other forms of media such as television. By watching an Imam preaching in television or listening to Qur'an readings in radio, many are led into conversion. Disillusionment with the western society. Many people are confused and disillusioned especially in the west about the true religion vis--vis their culture. This has led many to convert to Isla

Java Game Programming, any future Essay Example | Topics and Well Written Essays - 3750 words

Java Game Programming, any future - Essay Example The main feature of Java is that it is a platform independent language. The program can be written only once in Java and can be compiled in any operating system. To be simple it is write once, run anywhere. It is an object oriented, multithreaded programming language. (King 2000 ). Although a lot has been said about its exponential advancement rates, Java still remains to be a secondary language in field of game development. Legacy languages like C and C++ still remains to be the most preferred language for game developers. This is said in accordance with only considering desktop and playstation games, since they are the major players in the gaming industry. But, most of the mobile games that are used today are being developed in Java. One can find a number of games in the internet that are built using Java Applets. It can be used in developing interactive games in web as well as mobile phones. So this creates a conundrum of thoughts. The following research deals with this conundrum and aims to explain as to why Java is still not yet as successful as its predecessors and tries to list out the demerits that disable it from attaining that status. It also aims at explaining the future of Java in game development, which certainly looks promising provided, its disa dvantages are overcome. . (Marner, 2002) A game can be defined as software with the sole pur... (Marner, 2002) Games can be categorized based on the environment in which they run. They are basically classified into computer based, console based, web based and mobile based games. Current scenario in the market shows that Windows PC dominates the computer based category and Sony does the same in console categories. Since these two fields dominate the gaming world, the entire discussion is done considering only the above two technologies.(Mencher et al, 2004) Java - the language Before identifying the tools and technologies used with Java language, it is necessary to know few basic things about the language itself. First of all, it is based on Object Oriented Programming Concepts, commonly known as OOPS concepts. It involves higher abstraction level then C++ and provides more user flexibility. But still, it is far easier than C++ to learn. The important difference between these two languages is that in Java, there are no pointers and hence the learning and understanding is easier in Java. Basically, it consists of a Java platform, made up of two components; Java Virtual Machine and Java libraries. This platform instructs on how the Java program is run irrespective of the Operating System (OS) in which it is installed. The performance related issues that generally arise is due to the virtual machine. But with vast improvement in Java execution, several technologies have been developed which can be used in hand with the virtual environment. These include the H otSpot, Just-In-Time compilers and other embedded technologies. . (Marner, 2002) The current platform edition is Java SE 6 which has enhanced the user interface of application

People at Work Essay Example for Free

People at Work Essay There are many styles of management that produces different kinds of results. If not done right, it would either be too much or too little, bringing out effects such as being less creative, however efficient or being more creative but less efficient. Wanting to bring out the best of our employees, innovation in management tends to analyze workforce who are also more adept to technical innovations and easy practical solutions. In a generation with ever changing attitudes who are attuned to the trends of society, it is also a must that old management styles are being updated and innovated. Philips Cooke (2006) described innovation in its simplest form as the transformation of new creative ideas into new goods and services. It is not only focused on products and new technological gadgets, innovation are also most effective when applied to management. With innovative management applied in a company, results can be seen in effectiveness, production, excellence, spirited positioning, and market share. This is why, in management innovation, Emotional Intelligence or Emotional Quotient (EQ) has now become a very critical factor in the workplace and top management today because more than just smart heads and high IQ people, companies and businesses today takes more than just desks, ledgers, machines and materials to make a business work. More than anything else, businesses need people. People are needed to make a company grow, people who are working together, not necessarily on the same department or in the same building, but people pulling together so that the organization operates efficiently and can continue running the business. But sometimes, people are being funny or uncooperative. They do not pull or group together, and sometimes fail to manage their full share of load. Thus, the question now is, how will we know that our managers possessed the ability of being a leader? Does he know how to properly handle people? Does he know how to develop new ideas and implement it effectively? How will we know in the first place that we have the manager we are looking for, or how can we develop such? Literature Review Globalization had brought out a steep competition for the market of goods and services everyday and it is management innovation that brings forth key factors for company’s future survival. (Cooke. P, 2006) According to Kira Fabrizio (2006), the world is currently entirely driven by technology. Additionally business existence routines are transforming rapidly. All the same, proper innovation management skills will always guarantee future survival of any given organization for a company or a firm cannot operate smoothly if not managed properly. Due to tough competition, companies always aim to satisfy customers by producing quality products and services. Chesbrough (2006), Simcoe. T, (2006) and Allen, L. D. Evans. (1997) argued that for an innovation to be a success, correct discharge of the creative ideas already born is critical in any organization. As a matter of fact the creativity emanating from an employee and/or from a team of employees forms the basis for innovation. A successful innovation can not be attained by the Production of creative ideas alone but by correct implementation of those creative ideas to bring about new or improved product and/or service within the organization. For creative ideas to be generated there must be a room to try out the ideas emanating from the creative employees. This is usually achieved in a loose and flexible environment. Innovative work does not well with rules used for routine handling of an organization however these rules are supported by theory and practice. The efficiency of day to day within an organization requires stable routine (Sunbo F. Gallouj, 2000). This is usually achieved in a stable controlled environment. The trick is to have a management that balances the factors that allow creativity while at the same time promoting effective operations of the organization (Utterback, M. 1994). Innovation normally occurs through a management system that allows for combination of many diverse players within any particular organization. (West, J, 2006). The player may include among others managers, supervisors, technicians, employees, and consultants. Research on social networks involved in the development of innovation process points out that successful innovation normally occurs near or at the primary interface of an organization and manufacturer. With these, O’Connor (2006) said that innovation process requires the inputs of all personnel of a particular company that is from the top executives to subordinate staffs. It may also require the expertise of a consultant who is normally outsourced. Existing Management Innovations Innovative approaches are assessed based on its impact upon its profitability. Through implementing strategic management approaches in ones company, the need for customer satisfaction will be met, not only locally but world wide. Currently, there are many innovative approaches to management, which needs top management support to be implemented properly. The new ISO 9000:2000 standards promote the adoption of a process approach when devising, implementing and improving a quality management system (QMS). PCL Petts Consulting Ltd) This model of a quality management system approach acknowledge the facts that quality results are achieved by producing a company manual, complete with work procedures and work instructions, proper recording and keeping of quality records and tracking of inputs and outputs. The HACCP (Hazard Analysis of Critical Control Points) System is a systematic approach to the identification, assessment of risk and severity, and control of biological, chemical and physical hazards associated with a particular food production process or practice. When speaking of HACCP, it is always associated with food safety. By using and by being certified with this system, the customers of the company are always assured of the safe processing of food. CSR (Corporate Social Responsibility) is about how companies manage the business processes to produce an overall positive impact on society. (Baker, 2006) It is the balance between the companies performance in terms of products and services to satisfy its market, on how the company manage ,treats and train its workers, on how the company shows its concern to its environment and on how it shows concern to the surrounding community. Low Morale due to Ineffective Management These are few of management innovations that are putting a company ahead of others. Today, companies encountered dilemmas such that too much management which ceased to innovate, thus, bringing out to little or no impact or improvements to a company at all. The problem here is that, businesses need more efficient people, have an environment to let innovative people flourish, however, it wont be effective if management does not have the skills and abilities to develop new ideas effectively. Thus, the question now is, how will we know that our managers possessed the ability of being a leader? Does he know how to properly handle people? Does he know how to develop new ideas and implement it effectively? How will we know in the first place that we have the manager we are looking for, or how can we develop such? The management should be flexible enough to absorb the views of all stakeholders. Management is not always willing to accept new ideas. Most managers always want to remain in a comfortable zone. Too much management, which is commonly found in large organization, should understand innovative people. Modern executives’ definition of efficiency is operating business which can supply their customers with better products or services at lowered cost. Modern executives are forever asking questions which is more concerned in productivity and efficiency rather than employees self regard and self esteem. â€Å"How are we doing? †, â€Å"Is production going up? †, â€Å"Sales up? †, â€Å"Costs going down? † are just few of executives questions about efficiency clearly showing the classic ways of hierarchal management systems. This results to low self-esteem which has a very strong relationship with morale. The loss of self-confidence or a feeling of discouragement may also be caused by frustration, which in turn causes mental efficiency and creativity to be lowered. This situation was experienced by Oracle. Ashby and Miles (2002) cited Oracle who was facing crisis in June 1992. Its culture â€Å"win at any cost, the end always justify the means† caused low morale and its effects on day-to-day operations was out of control since employees no longer pay attention to rules either internally or with customers. Applying EQ for Effective Management Innovations Change of management structure especially for large businesses to accommodate innovation is very critical for an organization to remain competitive (Tidd, J et al 1997). The management system in place should be flexible enough to create room for creative ideas. The management should easily adapt to changes brought about by trends in technologies and human issues. The organization needs to be loose and flexible enough to allow room for creative new ideas. A tight management system hinders creativity. Management should also motivate employees by rewarding not only success but also failure. This is because you cannot produce good ideas without bad ones (Maguire, 1994). Further for innovation to be successful there is a need for key personnel who are primarily concerned with the development of new product or services. The complexity of the procedures and levels involved in the production of a new product can impact negatively on the success of an innovation. (Fabrizio. K, 2006) For the success of an innovation the key is to delegate a few personnel on that activity, as too many people are less innovative compared to a few people. The virtuous circle can also impact negatively on the development of an innovation. It follows the following steps such as organization reputation for innovation, attraction of creative people, organizational need for creativity and innovation, development of innovation product, willingness within the organization to accept new ideas, motivation of people within organization to reduce frustration, high morale and protection of creative people (Henry et al: 1991). This means that if one the above listed steps is missed then innovation would not be established. So if we ask, why is there a need to apply Emotional Intelligence (EQ) in management innovations? This is because Emotional Intelligence (EQ) is now more important and useful especially in businesses. It tends to analyze and identify why people do what they do, think as they do and think as they do; with their abilities, motives, disappointments, ambitions, queer streaks. The successful business person is almost always efficiency minded through and through whether he is the boss or not. He keeps a close eye on the efficiency, and the personal efficiency of those working with him. According to Herrera (2006) IQ is quickly losing ground to EQ when it comes to predicting success. Moreover, supervisors and executives are generally rated on still more EQ qualities such as winning cooperation, handling people, suitable use of language and accepting suggestions and criticisms. This proves that the higher the position you can attain the higher EQ qualities, tests and evaluation that you have passed. An employee with more promotional possibilities shows high EQ for higher executives take on more social responsibilities at each step on the way up. According to Bradberry, T. Greaves, J. (2005a), 16 hours of work can make a person feel 465 emotions in a day with (2005b) 90% top performers tested to have high EQ and only 20% high EQ individuals being rated as low performers. Rather than IQ, companies and corporations now opt for high EQ individuals to work for them. This is because, high EQ employees are more productive, and have great job performance and good leaders. High EQ employees and leaders are worker-centered which had higher producing work groups. And as we all know, companies aims for high productions at low cost and less turnovers. Conclusion Management systems have a significant effect on the innovation process. A tight management system normally hinders creativity because it does not allow employees to express and generate innovative ideas. All the same for small organizations suppressed management approaches can increase abilities to innovate through less formal management structures facilitating rapid decision-making, which is facilitated by having to communicate the changes to members of the organization. For innovation process to be a success there should be a â€Å"slack† element in the management Structure. To balance between effective running of an organization and creativity the management should know what is best for routine work and what is best for innovative work. And with this, management innovation and creativity is best improved by applying EQ tools. Today, EQ ratings are almost always taken with high importance in a company. During a companys periodic reviews of individual efficiency, the boss, supervisor or head of the company watch work ways and attitudes of employees. According to Laird and Laird (1979) employees are rated according to desirable qualities or social characteristics such as cooperation, communication and appearance. This shows that individual efficiency is not based on high IQ but rather based on the qualities of high EQ. Production is also influenced by the friendly interaction of members of a work group. An employee’s level of EQ is tied in with friendliness because it shapes its interaction of people towards each other. High EQ of employees encourage warm and friendly atmosphere in the work place. On the other hand, employees with low EQ will be cold and aloof towards its co-workers. This will hinder the productivity of a worker with low EQ and increase the rate of absenteeism, thus, absenteeism is an outcome of an employee with low EQ. With this, managers will think that unnecessary absence from work shows irresponsibility. The human emotions shape the interactions of people to each other. With the types of people in one company, considering warm or friendly and cold or aloof, those employees with high EQ will stand out and be more productive than the others.

Latinomics, Good or Bad? :: essays research papers

Latinomics, Good or Bad?   Ã‚  Ã‚  Ã‚  Ã‚  What are the effects of the Latino and Hispanic population on the economics of Kentucky? According to Olsen if the Hispanic population were a city, it would be the third-largest and fastest growing city in the state. The U. S. Census Bureau reports that the Hispanic population of Kentucky was 21,984 in 1990 and almost 60,000 in the year of 2000. These figures do not take into account the undocumented immigrants which are estimated by the government at over 100,000. Based on these figures, the estimates seem low. I would venture to say that in the state of Kentucky there could be as many as 140,000 to 160,000 Latinos and Hispanics combined. Just look at the number of Hispanic children being born in the local hospitals. The article states that twenty-nine percent of the births last year at Jewish Hospital in Shelbyville were Hispanic babies. Just imagine what the figures must be in the Lexington hospitals. Some of the benefits of this new immigrant population are workers with an honest work ethic and they are not afraid of a hard day’s work for a fair wage. As the article states, they are not taking jobs away from locals, they are filling a void that cannot be met by the local labor force due to the lack of persons willing to perform the jobs. The agriculture and horse industries have benefited immensely from the labor of these immigrant workers, both male and female. It takes a lot of manual labor to harvest the crops and make all the farms look so pristine. In central Kentucky we are experiencing a major housing boom and the immigrant population has stepped up to plate by providing the manpower and specific skills needed to build houses at the rate of demand that we expect. Along with this comes the satisfaction that they are helping to build the future of the community. They take pride in the fact that in fifty or one hundred years, the houses that they helped to build will still be standing for the next generation. One local builder states that he has six immigrant workers because he cannot find the help he needs locally and two of them have been with him for more than five years and one for close to ten years. He pays all of them above average wages and provides them with housing, medical care, and other benefits.

Agribusiness – Essay

The word agriculture indicate plowing a field, planting seed, harvesting a crop, milking cows, or feeding livestock. Until recently, this was a fairly accurate picture. But to days’ agriculture is radically different. Agriculture has evolved in to agribusiness and has become a vast and complex system that reaches for beyond the farm to include all those who are involved in bringing food and fiber to consumers. Agribusiness include not only those that farm the land but also the people and firms that provide the inputs (for ex. Seed, chemicals, credit etc. ), process the output (for ex. Milk, grain, meat etc. , manufacture the food products (for ex. icc cream, bread, breakfast cereals etc. ), and transport and sell the food products to consumers (for ex. restaurants, supermarkets). Agribusiness system has undergone a rapid transformation as new industries have evolve and traditional farming operations have grown larger and more specialized. The transformation did not happen over night, but came slowly as a response to a variety of forces. Knowing something about how agribusiness came about makes it easier to understand how this system operates today and how it is likely to change in the future. Initially agriculture being the major venture it was easy to become a farmer, but productivity was low. Average farmer produced enough food to feed just four people. As a consequence most farmers were nearly totally self-sufficient. They produced most of the inputs they needed for production, such as seed, draft animals, feed and simple farm equipment. Farm families processed the commodities they grew to make their own food and clothing. They consumed or used just about everything they produced. The small amount of output not consumed on the farm was sold for cash. These items were used to feed and cloth the minor portion of the country’s population that lived in villages and cities. A few agricultural products made their way into the export market and were sold to buyers is other countries. Farmers found it increasingly profitable to concentrate on production and began to purchase inputs they formerly made themselves. This trend enabled others to build business that focused on meeting the need for inputs used in production agriculture such as seed, fencing, machinery and so on. These farms involved into the industries that make up the â€Å"agricultural inputs sector†. Input farms are major part of agribusiness and produce variety of technologically based products that account for approximately 75 per cent of all the inputs used in production agriculture. At the same time the agriculture input sector was evolving, a similar evaluation was taking place a commodity processing and food manufacturing moved off the farm. The form of most commodities (wheat, rice, milk, livestock and so on) must be changed to make them more useful and convenient for consumers. For ex. consumers would rather buy flour than grind the wheat themselves before backing a cake. They are willing to pay extra for the convenience of buying the processed commodity (flour) instead of the raw agriculture commodity (wheat). During the same period technological advance were being made in food preservation method. Up until this time the perishable nature of most agriculture commodities meant that they were available only at harvest. Advance in food processing have made it possible to get those commodities all throughout the year. Today even most farm families use purchased food and fiber products rather than doing the processing themselves. The farms that meet the consumers demand for greater processing and convenience also constitute a major part of agribusiness and are referred to as the processing manufacturing sector. It is apparent that the definition of agriculture had to be expanded to include more than production. Farmers rely on the input industries to provide the products and service they need to produce agricultural commodities. They also rely on commodity processors, food manufactures, and ultimately food distributors and retailers to purchase their raw agricultural commodities and to process and deliver them to the consumer for final sale. The result is the food and fiber system. The food and fiber system is increasingly being referred to as â€Å"agribusiness†. The term agribusiness was first introduced by Davis and Goldberg in 1957. it represents three part system made up of (1) the agricultural input sector (2) the production sector and (3) the processing-manufacturing sector. The capture the full meaning of the term â€Å"agribusiness† it is important to visualizes these there sectors as interrelated parts of a system in which the success of each part depends heavily on the proper functioning of the other two.