Sunday, January 26, 2020
Impact of leadership quality on employee retention
Impact of leadership quality on employee retention Leadership and relationships play a key role in organizational success. The approach of superior to subordinates determines the quality of relationship. This tone of relationship between them either positive or negative has a strong say in the success or failure of the organization. Though the objective of either, on organizational and employee view is common, yet the human approach from the top determines the retention of employees apart from other essential needs as mentioned by Maslow. The style adopted by managers in organizations is likely to have impact with the performance of employees. In the present days were the quality of workforce has improved manifold, the practice of Authoritative or Autocratic style would result in retreat and not in progress. It would lead to stress and result in burnout in employees perspective and to employer poor quality production or less production leads to attrition of experienced employees. Leadership is the capability of a person to lead and influence others. A leader is a person who has leadership qualities, or the one who leads. Robert Tannebaum therefore, defined leadership as interpersonal influence exercised in a situation and directed through the communication process, towards the attainment of a specialized goal or goals. The behaviour or the leadership style, a superior adopts may considerably determine the orientation of the subordinates. As, how a manager has expectations of his subordinates, so too the subordinates expect their superior to behave in certain manner. It is necessary for every manager to fit his behavior within the expectation level of his subordinates and superiors for a healthy balanced relationship. Today the scarcity is not on the efficiency but on how well one is able to influence others in getting the quality work done. Failing which, will cause non-co-operation resulting sabotage, hardwork or unidentification results in lack of interest and losing interest results low production, turning the organization sick and leads to higher attrition rate. Therefore, the manager is a person who embarks on the importance of human values and emotions. His importance in the organization does not merely lies on the implementation of the policies of the management but inturn should understand the employees acceptance for their comfortable work environment. Not considering the importance on employee retention will leave the organization in holding employees of only routine skills and lose people with talents. Managers could improve retention rates by creating amiable work environment for the motivating employees. The skill sets of employees in the recent days are very significant. To how best these skill sets could be utilized from the employees for the benefit of the organizations growth is quite a challenging task for the manager. There are instances where the employees prove themselves to be more efficient than the manager. Therefore charting the target and implementing the work towards the target, from the employees perview is not at all a difficult task. As a manager, the responsibilities relies in identifying the employees and delegating the work based on the skill sets and making them feel at ease in the work environment. With this initiation it is necessary for him to navigate, if the channel of work is soothing and human values are connected in a healthy way. The inculcation of organizational values and trustworthiness is predominant as a leader manager. An employee in an organization is not an investor of finance but of efficiency. Employees comprise the most vital assets of the company. He expects compensation for his contribution and not a profit share. His satisfaction on compensation and viable work environment is a motivating factor for the organizational growth. The managers intervention during the time of inconveniences would make them feel identified and feel their presence wanting to the organization. This attitude of, willing employees would make the work environment positive towards the development of the organization. This concept of willing employee and comfortable leader is the days demand in every organization. For availability of unbounded resources and innovation, the driving operational force is the magical wand of the positive social approach by the managers. The changes in the willingness to exist with the industry and comfort ability of the managers would result in retention. Willing Employee and uncomfortable Leader Distance Avoidance Leads to lack of work update Inspite of hardwork effort unrecognized, feel isolated and lose faith Resources never revealed work planning impossible Lacks involvement timely work suffers Wrong interpretation by peers hatred towards the employee Employee Burn Out loss of positive resources Unwilling employee and Uncomfortable leader Manipulate makes use of negatives in an unhealthy way for the org.growth Less productive remain unnoticed Creates groupism try to win over the majority in hiding the flaws Organizational conflict question of industrys existence Need for Organisational change and development in both aspects. Unwilling employee and comfortable leader Manipulate finds cause and try to rectify action Less productive motivate by training and development to become more productive Creates groupism understand the cause for groupism and calls forth for the Employee redressal forum Organizational conflict identify the required interventions for finding a solution Willing employee and comfortable leader High values respect High quality motivation Needs fulfilled ensures organisational long term growth Increased production with less appraisal rejection Approachable any inconveniences learnt and jointly finds ways and means for rectification Positive attitude added responsibility to support the group effectively Better relationship among employees work planned easily and target fixed with practical possibility Innovative organizational growth expansion In a work place where employees are not able to use their full potential and not heard and valued, they are likely to leave because of stress and frustration whereas in a transparent environment the employees get a sense of achievement and belongingness from a healthy work environment by which , the company is benefited with a stronger, reliable work-force, harboring bright new ideas for its growth. Leadership Makes a Difference The style followed by every manager encompass the employees on various aspects like job satisfaction, high production, quality , achieving the target, less rejection, job involvement. It is understood from the earlier studies that the leadership style matters for job retention. à ¢- ª After 20 years of research and 60,000 exit interviews, the Saratoga Institute reports that 80% of turnover is directly related to unsatisfactory relationships with ones boss. à ¢- ª According to a recent Gallup Organization study of approximately 1 million workers, the number one reason people leave their jobs is because of bad bosses. à ¢- ª Another recent Gallup study found poorly managed workgroups are an average of 50 percent less productive and 44 percent less profitable than well-managed groups. à ¢- ª.A conclusion reached by Roger Herman is that 3/4 of people voluntarily leaving jobs dont quit their jobs; they quit their bosses. (Herman, Roger. Winning the War for Talent. The ASTD Trends Watch: The Forces That Shape Workplace Performance and Improvement. American Society for Training And Development, pp. 23-32, 1999, p. 28) Blake moutons managerial grid theory determines a managers leadersipstyle on two behavioural aspects, i.e., on its concern for people and concern for production. The former builds better harmony in work environment while the latter work towards the organizational goal. In his leadership style of Team Management he emphasizes the leader to have concern for high production and high people concern. According to him, these leaders stress production needs and the needs of the people equally highly. The premise here is that employees are involved in understanding organizational purpose and determining production needs. When employees are committed to, and have a stake in the organizations success, their needs and production needs coincide. This creates a team environment based on trust and respect, which leads to high satisfaction and motivation and, as a result, high production. The satisfaction level of employees determines the agreement/disagreement with their leader based on his style and approach. This approach has a strong say in rating the level of employee retention. The leader plays a key role in employee retention and retention management. The leader is the main factor in what motivates peoples decision to stay or leave. For organizations to keep its key employees their number one priority should be to look at their management, because people leave managers and not companies. Characteristics in a leader that are of prime importance are trust builder, esteem builder, communicator, talent developer and coach, and talent finder. The leaders relation to the employees plays a central role in retaining employees. Building rich retention starts from the first day of employment. Organisationss outlook: Ensuring right job to a right person. The necessity of the job, designing the tasks, responsibilities, and expectation from the job and position. Orientation on organisations goals and values. Making the physical and social environment feel comfortable by introduction, support and training programmes. Clarity of job. Any job should be a part of the whole. The support to be saught for the completion of the task and the support to be given to the carryover of the task. Being open to suggestions and giving feedback. Timely appreciations and corrections will build better rapport on work and social behaviour. Clarity on compensation , its revision scale schedule and periodical performance appraisal. Greivance redressal forum Considering the welfare of the employees, who in turn will value the organizations welfare. Clear communication on organizational expectations and its policies is important. Managers outlook: A person, approachable with passion. Be a role model of integrity. Uniform approach to his people irrespective of the positions held. No favoritism. Good and unbiased listener. Analysed decision making. Tough situations to be dealt from solution point of view rather than treating as problem. Look for increasing managerial skills in winning people who do their work with duty conscious. Attending leadership training programmes will help to focus on the employees retention. Giving values to the employees say. Setting procedures Non egoistic Knowledgeable person With these outlook an employee would work to the expectations of the management. Some people work for love; others work for personal fulfillment. Others like to accomplish goals and feel as if they are contributing to something larger than themselves, something important. Some people have personal missions they accomplish through meaningful work. Others truly love what they do or the clients they serve. Some like the camaraderie and interaction with customers and coworkers. Other people like to fill their time with activity. Some workers like change, challenge, and diverse problems to solve. What so ever may be, the ultimate expected reward is the monetary benefit. Fair benefits and pay are the cornerstone of a successful company that recruits and retains committed workers. If you provide a living wage for your employees, you can then work on additional motivation issues. Without the fair, living wage, however, you risk losing your best people to a better-paying employer. Mandatory Disclosure Date:22.10.10 To,            The Concept and Creative Head            Yukthi10            National Conference on Business Strategies for Sustainable Growth            Department of Management Studies            Karpagam College of Engineering            Othakkalmandapam            Coimbatore 641032 I solemnly certify that the paper titled Impact of leadership quality on employee retention authored by Dr./Prof./Mr./Ms._Sudharani.S has not been published or accepted for publication elsewhere or currently under any other review  Signature of the Author:                                            Name :   Sudharani.s                                               Designation : Placement Liaison Officer               Name of the Institution :  Avinashilingam   School of Management Technology Avinashilingam Deemed University for Women Coimbatore Department of Management Studies, Karpagam College of Engineering, Myleripalayam Village, Othakkalmandapam Post, Coimbatore-641 032. PH: 0422 2655790, 2655792. Visit us at: http://www.karpagameducation.com E-mail: [emailprotected] Dept-E-Mail : [emailprotected]
Saturday, January 18, 2020
retail staff at the Tower of London
DecisionThe Southern Cross of our undertaking was developing a new inducements program for the retail staff at the Tower of London, to hike grosss made from the gross revenues of guidebooks, Gift Aid and of ranks to HRP. While the gross revenues and retail staff were highly satisfied with the operation of the current fiscal inducements program, it had come to the notice of the Human Resources section that the program was non agreeable to the brotherhoods ( which the staff members were members of ) . Another ground for presenting a new program, was to hike figures on gross revenues – as the Tower of London direction believed that grosss in gross revenues could be higher than what was presently being achieved. The initial procedure developed by us was simple – we started by run intoing with the HR Manager at the Tower and understanding his vision and the end product that he expected from us. His initial desire was for us to run into with other HR Directors in establishments similar to that of HRP – galleries, museum and the similar ; to derive a position from them on what sort of inducements were used in their organisations. Surprisingly, none of the other organisations had similar programs in topographic point – which left us to introduce and come up with a program that was alone in nature. The first measure in planing this inducement program – would be to place what motivates persons to execute at the Tower. Bing a sales-oriented squad, we clearly had to concentrate on doing the inducements attractive plenty to actuate employees into executing good above the. Therefore we began with speaking to employees at the Tower of London and acquiring their point of position on the changing of incentive programs. To get down with, most of the junior retail staff was really satisfied with the current inducement program that was in topographic point, except with the operation of the strategy – they complained about holds in having their inducements from HR. This aside, most staff were adamantly against any sort of alteration in this inducements system. The brotherhood representative in the Tower of London, who besides happened to be an admittances director, presented us with her positions on what the inducements programs should be like. From the point of the position of the brotherhood, she did hold that the current construction was non in maintaining with the Union ‘s positions on inducements. Given this, the director is besides one of the senior directors in-charge of the retailing staff – and was highly satisfied with the current system, and believed that it was working really good for the staff. Therefore, her solution to this was to was non to talk excessively much of the program at the Union meetings – non desiring the Union to raise concerns with the Tower of London direction about the nature of inducements that were provided. The position of the above mentioned director was besides shared by other senior directors at the Tower. They all believed that the system was all right and were non interested in conveying any drastic alterations to the wagess processes at the current minute, unless perfectly necessary. A consequent survey of the responses of all these stakeholders was so undertaken to uncover what formed the footing for our survey. We picked up on three cardinal issues upon which our solutions for a new program were based – that the staff decidedly wanted fiscal inducements and non non-financial inducements, that the supervisors needed to acquire some signifier of inducements and that the group construction could be used to a greater advantage to actuate persons. It is best to do a pick between programs instead than show merely one program and do determinations based on that. That was what prompted our determination to plan three inducement programs, all really different from each other – one based strictly on fiscal inducements, another on non-financial inducements, and eventually the 3rd one being a program which amalgamates both fiscal and non-financial inducements. To get down with, one of the obvious options was to go on with a program similar to that which the Tower of London had been following boulder clay now. The inducement program used over the last few old ages in the Tower was strictly fiscal in nature. The program included gross revenues marks for single staff members which were to be achieved in an unspecified clip period. On accomplishment of marks, staff members were awarded gift verifiers to a shop of their pick for a value of GBP 50. In line with this, the other sorts of fiscal inducements that could be offered are: a hard currency inducement, gift verifiers or even paid vacations. Keeping the Tower of London in head – this strategy is much better to run on for persons instead than on groups – it might turn out to be to expensive otherwise. Traveling on, we considered non-financial inducements a feasible option every bit good. Our suggestions for non-financial inducements can be more originative and ranged from presenting staff to repasts with the senior direction, holding bonus holiday hours to endow certifications, acknowledgment amongst equals and boxes of cocoas. The advantages of holding such a system are really evidently nest eggs for the company – these options are decidedly much cheaper and so holding a fiscal inducement strategy. These strategies are besides easier to run for groups. Finally, we strove to make a balance between the above mentioned programs – which would, most significantly satisfy all interest holders concerned. To understand and categorise the demands of persons and to place what motivates them, we used Maslow ‘s Hierarchy of Needs. Maslow had said that one time the basic physiological demands have been fulfilled, persons move onto other demands which need to be fulfilled such as the demand for self-actualization, safety demands and esteem demands. Emphasis was besides put on group working and the virtues we could pull from it in planing the intercrossed inducement program. Possibly one of the restrictions of working with groups within the gross revenues squads at the Tower of London is that within the gross revenues squads at the Tower of London is that the squads are all disproportionately sized, and to further any sort of competitory spirit would intend that the squads should hold equal Numberss. One of the ways of screening through this issue could intend proportionally spliting group marks to counterbalance for unequal Numberss. Another ground for concentrating so strongly on groups in this instance was because we saw this as an ideal state of affairs to implement non-financial inducements for employees – as these inducements would be much more valid in the context of groups instead than for persons. Finally, in footings of fulfilling all the stakeholders in the inducements plan – it became obvious to us that the 3rd program – the merger of fiscal and non-financial inducements was ideal. The program involves puting single gross revenues marks for the members of the retails staff – and giving the work groups cumulative marks, over and above that, which will be rewarded by non-financial inducements. The program while all encompassing, does show a few logistical job, the chief one being disposal for Human Resources. Motivation has therefore played a really critical function in the pick of concluding recommendation for the inducement program that we made for the Tower of London to utilize. We used the constructs of intrinsic and extrinsic motive extensively to specify persons would respond to different sorts of inducements and finally what would animate optimum public presentation from employees in the given scene at the Tower. While questioning employees, another concern that had been raised was that they were non being efficaciously communicated with when incentive programs were formulated, when any kind of alterations were being made, and when faced with holds in the wagess procedure ( inducements verifiers were about 3 months behind agenda ) . We believe that for our inducement program to be successful, free-flowing channels of communicating are necessary within the Tower of London. To accomplish this, we enclosed a bill of exchange of a communicating program – basically meant for better communicating between the senior direction at the Tower of London and the junior retail and gross revenues staff. Methodolgy – pros and cons
Friday, January 10, 2020
David Foster Wallace Essay
In this essay I am going to do my best to give the reader the most informative explanation (within my constraints) of one of the most brilliant authors of the age, David Foster Wallace. He was the author of many great and insightful (at times, dark) works. Some of the more popular/well-known pieces being _The Broom of the System, Girl with Curious Hair, Infinite Jest, A Supposedly Fun Thing I’ll Never Do Again, Brief Interviews with Hideous Men, Oblivion_, and finally his incomplete novel, _The Pale King_. In all honesty, to even scratch the surface of an individual with this amount of depth would require a work similar in size and time to his â€Å"tree-killer†of a novel, _Infinite Jest_. That being said, I hold the belief that every free-thinking individual should at least know-this man’s name in hopes that it may show them the way to his works on what it means to be â€Å"a fucking human being†. Read more: Good people summary essay David Foster Wallace was born on 21 February 1962 and finally met his end 12 September 2008 at the age of 46. Wallace was born in Ithaca, New York, to his parents, James Wallace and Sally Foster. His father, a previous graduate student in philosophy at Cornell, was from a family of professionals. His mother, on the other hand, was an English major at Mount Holyoke College in Massachusetts, with a more rural background with family residing in Maine and New Brunswick. She was also the first in her family to acquire a Bachelor’s Degree. At the age of 4, David moved with his family to Champaign-Urbana, Illinois for a better job opportunity. His home life was very structured (dinner at 5:45 p.m. and lights out at precisely 8:30 p.m.) and was very conducive for intellectual growth. It was a happy home. As he gets older, Wallace starts to realize many things. First, he had a love for tennis. With his logical and calculating mind, he could easily see the geometrical angles the ball could make as it bounced off the racket, leading him to become one of the top players in his region at that time. Other things start to surface as well; sadly, these were not among some of the happier things. He started to analyze his physical and mental self, picking at each and every flaw (compared it to sort of â€Å"counting sheep†), which did nothing to alleviate his problem at being socially awkward. He eventually found his first love, Susan Perkins, who, at the time, already had a boyfriend. It’s also important to note that this was the point when Wallace discovered the joys of smoking pot. After high school, Wallace planned to attend Amherst. He chose Amherst mostly because it meant he wouldn’t have to go to another interview. His father was an alumni, so he was pretty much a shoo-in. By his sophomore year, he was developing a reputation for his intelligence. He was earning straight A’s and was actually opening up and making friends, until he returned from Christmas break at home. He was an entirely different person when the depression took him, as his college roommates described. After a few weeks of trying to tough it out, Wallace realized he was going to have to withdraw and go home. Something was clearly wrong. He returned in Fall 1984 for his senior year. Eventually, Wallace graduated and was awarded double summas for his two honors theses. _The Broom of the System_ would eventually be published and become his first serious fiction novel. This was the point when Wallace discovered his love of writing fiction. As an immature â€Å"adult†in an adult world, Wallace made the decision to start teaching to supplement his writing career and gain health insurance for his special needs. His first teaching job was at Emerson College in Boston, Massachusetts. He hated teaching. For him, he was just wasting time with kids who didn’t even want to do their homework; when he could be spending valuable time on his career as a fiction author. Up to this point, Wallace has steadily been falling deeper and deeper in to his addictions. He had been smoking pot, cigarettes, and drinking almost every night as a way to cope with the depression that can so cripple who he is as a person. As his frustration with his inability to write worsens, so does his addiction. With his frustration and addiction worsening, Wallace again breaks down and must be hospitalized. The medical professionals said he must find a different path, or he would be dead by thirty. Wallace begins rehab, and for months, will live in nothing but rehabilitation centers and halfway homes. As part of these programs, he must attend 12-step AA meetings for recovery. These really hit home for Wallace; they work for him in ways he would never have thought possible. The meetings he would attend ended up becoming major plot points in the greatest novel he ever wrote. Shortly after getting out of rehab, Wallace started working on his novel again, this time with renewed vigor. In a letter to his editor, he said he was going to â€Å"finish it or die.†Upon finishing the monster novel and the following editing, summarizing, and shortening pains, the greatest achievement in his literary career thus far was finished; 1079 pages, water-tight and ready for publishing. What followed were multiple interviews and readings, which Wallace had been signed up for in order to gain publicity and sell more books. All of which, Wallace summed up as â€Å"whorish.†He wasn’t even sure most of the people coming had even read his book. With fame comes pleasure†¦ of a sort. The more famous he became, the more women seemed to flock to him. Considering how badly his relationships had been going, one night stands were just what he thought he needed. To put it another way, he was really bad about taking the â€Å"13th step†(getting involved with a fellow recovery partner). These relationships would start out normal, maybe a little obsessive, but as time went on they would turn into violent and controlling relationships. Many of them ended terribly, which turned out to one good thing. He had found new companions. Dogs. He adopted a lab and called him Jeeves, and later adopted a stray whom he would later name The Drone. Once his fame started to settle, he no longer had book tours or things of that nature anymore. Now magazines and newspapers were going after him with nonfictions they wanted him to review, and he ended up making short stories out of them. For the most part though, these were just distractions from his real objective, â€Å"The long thing.†While he continued his progress on this novel, he was switching jobs and found a new and seemingly real relationship with a lovely woman named Karen. They would grow close over time, completing one another until they were finally married on 27 December 2004. Wallace would continue his work on â⠂¬Å"the long thing†until the day he died, never really bringing it to the point where he was satisfied with it. David Foster Wallace’s major works include _The Broom of the System, Girl with Curious Hair, Infinite Jest, A Supposedly Fun Thing I’ll Never Do Again, Brief Interviews with Hideous Men, Oblivion_, and finally his incomplete novel, _The Pale King_. During these later years of his life, he was a writing professor at the Pomona College in Claremont, California. The publications he worked on in his spare time numbered all of one. â€Å"The long thing†(The Pale King) had been his project for many years, and he could not see how to turn the idea of boredom in the story in to something intriguing. David Foster Wallace died 12 September 2008 in Claremont, California. His wife arrived home at 9:30pm, after a stint at her art show, to find that her husband had hanged himself with a garden hose on the patio. After a 20 year battle with severe depression, Wallace could no longer endure. To him, the unbearable and unending pain of his depression could only be cured by death’s sweet release. Upon announcement of this tragedy, various colleges held gatherings in remembrance of one of the most influential figures in literary history, giving the friends and family who attended, a chance to grieve and say goodbye. Karen keeps his ashes in a foil-wrapped box next to a picture of both of their mothers. _Infinite Jest_ was published 1 February 1996 by Little, Brown. It was well-received with minimal, negative reviews. It depicts our culture in the truest sense, and the fact that, beyond all the noise and false happiness, something real exists. Even though this book was released more than a decade ago, the steady continuing sales is a tribute to its realism and mesmerizing intrigue. When most of his major works were published, they weren’t really understood, and, to some degree, they still aren’t. Most of the understanding of his works was left to people of a similar caliber, and everyone else left by the wayside. I believe the works of David Foster Wallace should be standard for college education. As far as high school, to really grasp the man and his work, a student must delve into the realities of his life that, at times, can be surreal, even inappropriately grotesque. Hence, I believe his work is better suited for a mature audience. In conclusion, David Foster Wallace’s Infinite Jest is one of the most profound books in recent history, one that every man and woman should read in their lifetime. (should probably read it twice) David Foster Wallace, was a broken, yet brilliant man who left this life with profound hope in his works that we could learn to be human beings, with actual feelings and actual thoughts beyond the abyss that is our oppressive culture. Works Cited â€Å"Brief Interview with a Five Draft Man†. _Amherst Magazine_. Amherst College, 1999. Web. 13 April 2014. Max, D.T.. _Every Love Story is a Ghost Story_. New York. Penguin Group, 2012. Print. Max, D.T.. â€Å"The Unfinished†. _The New Yorker_. Conde Nast, 9 March 2009. Web.14 April 2014. McInerney, Jay. â€Å"Infinite Jest†._The New York Times_. The New York Times Company,3 March 1996.Wen.13 April 2014. Silverman, Jacob. â€Å"The artful mediation of Karen Green, David Foster Wallace’s widow†. _Los Angeles Times_. Los Angeles Times, 31 May 2013. Web. 14 April 2014. Weber, Bruce. â€Å"David Foster Wallace, Influential Writer Dies 46†. _The New York Times_. The New York Times Company, 14 September 2008. Web. 13 April 2014.
Thursday, January 2, 2020
Racsim in Sports Essays - 1020 Words
Racism if traced back to the 19th century has been predominant; we may refer to the apartheid era in South African where many of blacks were maltreated by the whites because the whites seem to view them as inferior. Does racial discrimination also exists in sports? Yes. Racial discrimination has also impacted negatively on the ethics of sports and the code of conduct of athlete. Is of no surprise that racial discrimination has mainly welcomed itself into sports, has this has been an issue which have perplexed many of sports analysts the 21st century. But, what are likely the effects of racial discrimination on sports? Firstly, an atmosphere where sport activities are performed is very hostile. An instance†¦show more content†¦It is of no surprise that many athletes who are discriminated against have been provoked to use ‘explicit languages which may spark an annoyance from the spectators in a sporting game. Tickets to sports game will decrease because of this and t his will likely lead to the low performance of athletes. An instance where spectators jeers athletes and refer to those who are black coloured as â€Å"Nigger†, that is a black man will feel dispirited by this. The number of athletes will surely reduce as a result of this. Thirdly, black coloured or brown coloured will be unfairly judged when an accolade of awards is to be given. Situations like this will make the code of conduct of sports less likely provable. If this kind of situation is not well sorted, sportive activities will in return be a disaster, since there is racial discrimination between athletes who are of different race. An example point to the recent incident between Patrice Evra’ a professional footballer and another professional footballer ‘Luiz Suarez. The two referred to themselves in vulgar languages, which in return was displeasing to the spectators and their coaches (Hartley, 2012). In addition, the purpose of sport as a means to unite na tions is affected. Sports, though diverse, its main purpose is to unite different races together, where those races are able to tolerate one another regardless of their colour is now inShow MoreRelatedThe Negative Implications Of Cultural Appropriation1718 Words  | 7 Pageseffects on minorities and facilitate intercultural barriers. In western cultures specifically, such as Canada and the United States, sports and other forms of entertainment are all a part of the patriotic Grand Narratives of the culture. What often goes unnoticed is the cultural appropriation attached to this form of representation. Specifically looking at sports teams; logos, mascots and more often include elements of American Indian culture (LaRocque et al, 2011). In the eyes of the dominant American
Subscribe to:
Posts (Atom)