White Privilege And Racial Discrimination - 1241 Words

Many people in our country do not enjoy the same privileges as others do. Some people have the best jobs, the best cars, and essentially the best life. Others, however, live in low income neighborhoods, do not even own a car, and are struggling every day of their life. The clear distinction between these two types of people is their skin color. People of color are at a constant disadvantage in our economy, society, and environment. This leads to different experiences that minorities face in every part of their life, including college. Our country has been built on institutionalized and systemic racism, which is why minorities as a whole have been displaced in America. In our society, white privilege effectively shows the many benefits that†¦show more content†¦One example of white privilege, even though it is miniscule, are bandages. They usually come in a â€Å"flesh† color, but this only truly matches a white person’s skin. But, white privilege is not just li mited to trivial things. In society, white people are looked upon as the most successful group, the ones who attend college, and the ones who have great careers. Compared to white people, minorities are rarely looked at being the intelligent ones who are capable of earning a degree. This is why there are so many white people on college campuses compared to minorities. Minorities are somewhat discouraged by our society to not attend college because of the lack of diversity. Another privilege white Americans enjoy is that they can go shopping alone without being followed or accused of stealing. I actually have had this happen to me various times. Whether I would be alone or with my friends at the mall or at a gas station, I would be yelled at saying I was stealing when I never had the intention of doing so. But if white people are able to acknowledge their privilege, they can help minorities significantly. Police brutality and racial profiling against minorities has grown strong in t he past couple years, but has been around for quite a while. The article It Pays to Be White (2016) by Jeanette Wicks-Lim, talks about how the Boston PoliceShow MoreRelatedWhite Privilege And Racial Discrimination1924 Words   |  8 PagesSince the 2016 election, the topics of white privilege and racism have become more relevant in society than ever before and is discussed by both political parties. White privilege refers to any benefits or opportunities from societal injustice experienced by white people, but not enjoyed by other races (Hossain, 2015). While this issue has been prevalent for a long time, more people are focusing on it and thus heightening tensions caused by denial. White privilege exists as part of America’s frameworkRead MoreRacial Prejudice And Racial Discrimination Essay1347 Words   |  6 PagesRacial discrimination is one of many terms used to express the suppression of a race or many races, but more specifically, it refers to the ill-treatment a pers on or group receives as a result of differences in their race, color, descent, national, ethnic origin or immigrant status. (Australian Human Rights Commission, 2016). Racial discrimination can be perpetrated by individuals within society, and corporate institutions such as schools, the work force and the government, all of which we have seenRead MoreAnalysis and Evaluation of The Pathology of White Privilege by Tim Wise1378 Words   |  6 PagesLittle White Lies: An Analysis and Evaluation of â€Å"The Pathology of White Privilege† by Tim Wise Growing up in the United States, racism is an issue one cannot help but hear about at one point or another. Racial inequality and discrimination is a topic that comes up every February with Black History Month, and is often talked about in high school history classes around the country. But that is what it is considered to the majority of people: history. Most students are taught that, while there areRead MoreWhite Privilege And Black Privilege1578 Words   |  7 PagesWhite privilege is the ability for whites to maintain an elevated status in society that masks racial inequality. It is also considered a system of advantage based on race, as well as societal privileges that benefit white people. It is usually known as the â€Å"other†, or the opposite side of discrimination. Some people in society, typically people of color, feel as though people with white skin have benefits over people of color, just because they’re white. White privilege is sometimes seen as a highe rRead MoreEssay about Racial Equality869 Words   |  4 PagesRacial and Ethnic Inequality Ashley N. Sellers Ivy Tech Community College Abstract In the article â€Å"Whites Swim in Racial Preference† whites really don’t realize how much we are readily handed compared to those of a different race or ethnicity. In this article it mainly focuses on how the University of Michigan discriminates against non-white racial groups with their points system. I have found that even though it is equally shared, it is much easier for whites to obtain points than blacksRead MoreRacial Discrimination : A Nation Of Our Nation, By Dr. Martin Luther King, Jr.1645 Words   |  7 Pageslack the strength of acknowledgment to alter the course of racial discrimination and conquer prejudice. Has the formation of structural discrimination rooted itself too deeply into our subconscious that hope for rehabilitation seems unattainable? As a nation, we voted a man with a white mother from Kansas and a black father from Kenya as the first multiracial President of the United States. Racism has not been eradicated because of the racial backgr ound of President Barrack Obama and we have not accomplishedRead MoreRacism : Racism And Discrimination1432 Words   |  6 Pagesnow and in the future, many citizens stubbornly cling to old, outdated and preconceived racial prejudices. For my experiment, I seek to further study and assess ongoing racism and discrimination by discovering and exploring the difference in potentially racist views between men and women (i.e., by gender). For instance, are white males within a certain age range more likely to hold racist attitudes than white women within the same age range? And, if so, what reasons or triggers may be causing suchRead MoreWhites Swim in a Racial Preference Essay981 Words   |  4 PagesRacial Preference 1 Whites Swim in Racial Preference assignment Pamela McCormick Third written assignment Ivy Tech Community College Sociology 111 Diana Lyerson-Breland 07/01/2012 Racial Preference 2 According to T. Wise, few whites have ever thought of our position as resulting from racial preferences which also is a demarcation of privilege that is the necessary flipside of discrimination (Wise, 2003). As a society we want to believe that racism is a thing of the past, however,Read MoreWhite Privilege And Black Privilege1732 Words   |  7 PagesWhite privilege is an advantage in society that is unmerited. Though it is practiced in every day life (whether it’s subtle or not), the majority views it as â€Å"absurd† and â€Å"non-existent†. It is a taboo that creates feelings of guilt, hostility and anger, but it must be addressed and understood in order to be eradicated. It is necessary for white people to acknowledge their part in maintaining and benefiting from a society that has thrived on racial hierarchy and white supremacy for centuries. WhiteRead MoreRacial Profiling : The United States Essay1326 Words   |  6 PagesRacial Profiling The United States of America, a country founded on diversity, remains ingrained with hypocritical ideas with respect to its very foundations of freedom and independence. America shows no mercy in the prejudice actions towards its minorities. The United States of America contributes greatly towards the injustice of minorities and giving privilege towards its â€Å"native† people yet not all â€Å"natives† are greatly loved in the country as Neil Foley, author of Becoming Hispanic: Mexican

Analysis Of The Movie The Great Train Robbery - 994 Words

The moving picture was created from a desire to expand our perceptions. The motion picture industry was a necessary born from a simple format. With the advent of photography between 1816 and 1818 by Frenchman Joseph Niepce, there was a desire for movement which made cinema inevitable. The first known images were fuzzy images on mental plates. Louis Daguerre also noted as pioneer of photography; inception of film followed 50 years later. Hollywood, the modern well oiled machine it is today started with soundless films with no story or plot. The first phase of films only focused on movement. Overtime, directors grew a desire to create stories, not just random action. Storytelling began in the early 1900s. In 1903 Edwin Porters created â€Å"The Great Train Robbery†, one of the first feature action films. Porter told a story of a robbery, chase and inevitable capture of the bad guys. What short films are today, they were the feature films of yesterday. It was average that a film would be 5-8 minutes. With the advancement of technology films did get longer, but directecdtors could only produce one reelers. Filmmakers had to cram an entire movie on one short reel of film. With the adaption of telling stories, movies goers were mesmerized with the magic and form of film. Only a handful of small companies outside of New York City. Well known giants like FOX and UNIVERSAL got their start in Fort Lee, New Jersey; the original Hollywood. Edison, Essenay, Pathe Brothers, Lubin,Show MoreRelatedMedia Violence Effects on Society1930 Words   |  8 PagesMedia Violence: Effects on society â€Å"Millions of teens have seen the 1996 movie Scream†¦Scream opens with a scene in which a teenage girl is forced to watch her jock boyfriend tortured and then disemboweled by two fellow students who, it will eventually be learned, want revenge on anyone from high school who crossed them. After jock boys stomach is shown cut open and he dies screaming, the killers stab and torture the girl, then cut her throat and hang her body from a tree so that Mom can discoverRead MoreThe Motorcycle Industry s External Environment990 Words   |  4 Pagesmajor driving forces in the motorcycle industry‘s external environment includes; growth rate changes in the industry. Two, there is change in the buyers of motor cycles and how they use it. In the recent years motor cycles have been associated with robbery and drug trafficking. Three is the marketing innovation. The motor cycle industry is yet to fully embrace the new internet technology. Four, there has been numerous entry of maj or firms that have brought imbalanced competition in the industry (RamanRead MoreTupac Shakur: A Brief Life Story1779 Words   |  7 Pagesnamed Travis Younger and he also got the chance to preform it at the famous Apollo Theater in Manhattan, New York. 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Then, in a pretty neatRead MoreModifying the Story Summer Solstice Through the Screenplay Tatarin4949 Words   |  20 Pagesliterature could be traced as far as year 1985, where the first â€Å"fiction† film, Larroseur arrosà © (The Waterer Watered), was said to be based on an 1889 comic strip by Christophe. Succeeding films that are regarded as landmarks in the movie industry like The Great Train Robbery (1903) and Dream of a Rarebit Fiend (1906) were said to be based also on theatrical and comics material. Generally, a generous population would agree that most of the resources of film come from the earlier mediums of print. TheRead MoreI Am A Police Officer Essay1805 Words   |  8 Pagesto an extremely pleasant day. â€Å"Hey, I remember you telling me you were thinking about being a k-9 police officer, I have a patient who is one, do you want me to put you in touch with him?†. My eyes widened and I excitedly said,†Yes! That would be great!†, with a mouth full of saliva and metal tools. This statement opened up an opportunity I would never forget. Ever since I was a little girl I had dreams of what I wanted to be, I wanted to be a teacher, a vet, even a flight attendant. All of theseRead MoreImpacts of Information Technology on Individuals, Organizations and Societies21097 Words   |  85 Pages 17. Chapter 17 IT Strategy and Planning Information Technology Economics Acquiring IT Applications and Infrastructure Security Impacts of IT on Individuals, Organizations, and Society Impacts of IT on Individuals, Organizations, and Society Movie Piracy Learning Objectives 17.1 Perspectives on IT Impacts 17.2 IT Is Eliminating the Barriers of Time, After studying this chapter, you will be able to: Space, and Distance Understand the changes that take place in the workplace and the livesRead MoreAmerican Slang Essay 115481 Words   |  62 Pagestwo, three, and so on, belong to this category. These common words have counterparts which look very similar in the other Germanic or European language. These words are central to mankind, no matter where and how we live, unlike words such as car, train, video recorder and astronaut. Slang is rather different. It would be very unusual for a slang word to live on in the language for a thousand years or more. If it does, it will probably not be slang all that time. In language there is both a coreRead MoreHuman Resources Management150900 Words   |  604 Pagesmost of the fastest-growing occupations percentagewise are related to information technology or health care. The increase in the technology jobs is due to the rapid increase in the use of information technology, such as databases, system design and analysis, and desktop publishing. 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Dear University Of Wisconsin Madison Admissions - 1588 Words

Dear University of Wisconsin-Madison Admissions, Growing up a Caucasian, upper-middle-class child in Baton Rouge, Louisiana, I remember feeling perplexed every time I visited my neighborhood grocery store. While the groceries in one part of the store served a demographic population similar to my own, the other items catered to the low-income, predominately African-American population located in the adjacent neighborhood. My grocery store mirrored the demographic make-up of my city, yet was not reflected in my educational trajectory. My parents, like many financially secure families in my area, sent me to a private college-preparatory school to escape the deficiencies of the public school system in East Baton Rouge Parish. While white†¦show more content†¦A conversation ingrained in my memory involved two adolescent boys from San Antonio Independent School District (SAISD). When asked about their future ambitions, one student casually responded that he would â€Å"go to prison like his father.† The other expressed a desire to rise above his inner city milieu, but had little sense his abilities or of his options. In stark contrast, students from Alamo Heights, an affluent neighboring district, held ambitions to become doctors, lawyers, and politicians, and demonstrated an understanding of the prerequisites for their desired career path. The graduation rate of Alamo Heights stood at 98% while SAISD’s graduation rate lingered around 60%. The contrast between these two districts grows more disturbing when considered through the lens of racial equality. While SAISD’s population is 98% minority, the Anglo population in Alamo Heights totals slightly over 55%. Yet, 74% of Alamo Heights graduates achieve a four-year college diploma, while only 4% percent of SAISD alumni attain a bachelor’s degree. An opportunity gap results from this discrepancy, ultimately proving detrimental to social mobility. In 2013, I became a Teach For America Corps member in Mission Texas, a small town on the border

Organisational Change Approaches Samples †MyAssignmenthelp.com

Question: Discuss about the Organisational Change Approaches. Answer: Introduction The paradigm shift in the production process is defined by high technology era demanding organizations to change their modes of operations so that they may remain relevant within the market segment (Vaara Tienari,2011). As a way of appreciating technological innovations, most organizations are on the verge of facing out the old ways of production. Having worked as a sales person, I have gained diverse skills of marketing. Such experience helps me remain innovative, creative, team player, focused, and determined to achieve. This paper structurally based on three basic approaches to change. They include; use of power to facilitate change, organizational learning approach to managing employees' stress and emotions, and finally, the concept of organizational communication strategies in managing a workforce in mergers and acquisitions (Jiali Zhanget al., 2015). The aim of choosing these three themes is to enable me study more and understand the importance of communication in managing empl oyees for mergers and acquisitions. The significance of these approaches is that leadership influences emotions and practices within the workplace. Therefore, it is paramount to learn how to approach changes to ensure the change program is acceptable to all. Use of Power to Facilitate Change Review The use of power to influence and persuade employees in organizations is a fascinating discovery I ever meet as far as organizational change approach is concerned. Managers use power to influence production practices and employee participation (Jiali Zhanget al., 2015).Therefore this topic is significant in creating a mutual understanding between the management and the staff. Power is defined as the ability to take action and influence others. To promote continued thinking, I focused on legitimate power and expert power. Legitimate power is based on the title one holds such as manager, supervisor, and others. This kind of power comes with ability and responsibility to reward and punish. For example, staff raises and restricted asses to resources. On the other hand, expert power comes from expert skills that are highly valued and personal associations with people (Riad, Vaara Zhang, 2012). Application of Power Model in Facilitation of Change Programs Expert power The management invoked a change program that encouraged customer relation through improving service delivery (Jiali Zhanget al. ,2015).Different parties were brought together to share experiences that would lead to successful customer relationships across the business. The staff became part of decision making hence a greater achievement was witnessed (Vanston, 2007). This is expert power. After observation of O2 case scenario, I established that expert power is most effective when it comes to maintaining an organizational image as well as boosting customer relationships. The comments indicate strengths and weaknesses in this approach as follows. Strengths. Expert power has the potential to influence behaviours of others within the system. In our case scenario, participative leadership was heightened through sharing experiences that would lead to successful customer relationships across the business (Graebner, 2009). Additionally, this helped me to realize that expert power builds trust and self-confidence which forms the basis of decision and opinion acceptability within organizational setup. The evidence of this collaboration between the management and the staff was systematic thinking (Weber Fried,2011). This approach acknowledges dynamic systems that impact both the external and internal populations (Xing,Liu,Tarba, Cooper, 2014). Groups easily influence people into buying the idea, product or service as stated by the collaborative theory (Vanston, 2007). Common language choice and approach is achieved collaboratively within organizations multiplying change efforts. Weaknesses. I realized that expert power needs high-level experience in terms of knowledge and skills hence daily improvement is needed. Additionally, it is easier to close one gap as others grow wider (Graebner, 2009). For instance, O2 runs the risk of delayed implementation since it has to get the response from other staff members who are as well represented. I have a greater awareness that expert power is subject to diminish as expert skills are shared across the members thus lack of influence. For instance, shared experiences that would lead to successful customer relationships across O2 would soon be common to all members linked to the organization losing their unique value before their inception into the system. (Jiali Zhanget al., 2015). Action plan Participative leadership. Competitively, use of power to influence change programs has opened my scope in participative leadership (Shook, Roth,2011). I perceive power as a management tool that sets organizational values and leadership behaviours. This approach is systematic and allows collaboration between leaders and staff members in the implementation of business processes (Weber Tarba,2011). Participative leadership leads to more staff commitments towards meeting organizational goals. Second, it bridges the distance between senior management and staff thus creating labour-management relationships leading to resourcefulness and resilient behaviours during changing period. Weber Tarba (2013) argues managers use empowerment approach to shift beliefs, values, and attitudes at every level of the organization. The study establishes that the management encouraged employees input by breaking some rules to improve customer experiences. Additionally, different parties were incorporated in to decision-making exercise and shared experiences (Vanston, 2007). In a nutshell, use of power to invoke change program is about collaborating with staff members in terms of beliefs, values, and approaches (Shook, Roth,2011). This can be enhanced through participative leadership through partnering, shared values and beliefs, and systematic thinking. The outlined approaches enhance labour-management relations leading to resourceful and resilient behaviours during change period (Jiali Zhang et al., 2015). Other Theories Other theories that have facilitated to my improved experience as a salesperson in the marketing plans of an organization towards its change include: Stage theory of organizational change: Organizations pass through a well detailed series of changes, and it is here where employees learn continuously. Through this fact, I have been learning the right means to innovations as well as the best ways to resolving the underlying marketing challenges. Behavioral theory: The proper understanding of behavioral theory by the virtue of appreciating the employees input to organizational success. The Concept of Organizational Communication Strategies in Managing Workforce in Mergers and Acquisitions Review Note that I acknowledge organizational communication strategies as a significant course to my studies as well as my professionalism as a young entrepreneur eying to establish huge market base globally (Shook, Roth,2011). Information is an important element describing the world today. With different communication strategies, individuals can stand out and shine in the business world. Communication is therefore paramount in mergers and acquisition (Graebner, 2009). The type of communications matters in various ways. Some mergers and acquisitions embrace open communication whereas others prefer restricted communication strategies (Shook, Roth,2011).Practically, interactive communication reduces employee uncertainty due to information inadequacy, rumors, and dysfunctional outcomes. Communication plays a major role in reducing uncertainty, guides business transactions enhance high commitment levels and increase mergers success (Gomes,Cohen,Mellahi, 2011). Application of Organizational Communication Strategies in Managing Workforce In the study, it is established that Pfizer, a UK based company changed its mode of communication from regional leaders to two senior directors one to deal with sales and the other with customer marketing (Shook, Roth,2011, p. 149). The directors invested informal consultations from employees through telephone broadcasts, video diaries, and face-face meetings. The video diaries made the staff more accountable and innovative (Graebner, 2009). This communication process called for a new structure with new leadership position of ten people. These ten updated other employees on the progress of the change program using video summaries (Myers, Hulks Wiggins, 2012). Other expensive measures were as well initiated into the system. These include publication of video summaries on intranet along with key messages, supporting documents and feedback tools after monthly meetings. In a way, this communication strategy increased the visibility of the ten leaders and encouraged a non-corporate style of communication (Myers, Hulks Wiggins, 2012). Communication strategies Enterprise resource planning software. The software is a management tool that suits integrated applications that will allow organizations to collect, store, manage, and interpret data from other links related to the businesses (Vanston, 2007). It will be used to plan on product costs, deliver services to clients, market organization's products and services, check payments, and enhance sales within the operational business zone as well as another outlet. It will handle cash transactions, business commitments, orders, and payrolls (Myers, Hulks Wiggins, 2012).The application will then share data across all legal systems such as institutional computers and staff mobile phones by a single click from the IT technician (Vanston, 2007). The software will allow an aggregate view of core business processes carried on a daily basis using a common database maintained by a database management system (Shook, Roth,2011). Customer relationship management software. This software will include mergers to rate performance against selected milestones over time. The signs will include; email reminders, customer contacts, email correspondence and develop tasks and event reports (Shook, Roth,2011).The software will be used to build customer feedback schedules, respond to inquiries, upload brands, and services offered by the company, testimonials, reports, and critical information on the website of the enterprise (Myers, Hulks Wiggins, 2012). Strengths of programmatic communication strategies This study prompted me to think of customer management and enterprise resource planning software as effective methods for business communication by studying strengths associated with programmatic communication strategies such as planning process and positioning in terms of resource mobilization, staffing, department, cost adjustment, and other issues linked to merging and acquisition (Delbridge Fiss, 2013). Identification of common patterns and behaviors. Organizational communication enhances cultural interactions through identifying common patterns and behaviors (Angwin, 2007, p. 99).This strategy helps in striking commonness in businesses located in different regions and parts of the world (Vanston, 2007). Publication of video summaries on intranet along with key messages, supporting documents and feedback tools after monthly meetings increased the visibility of the ten leaders and encouraged a non-corporate style of communication (Allatta Singh, 2011). Strategies such as spreading common culture through slogans, brands, objectives, modes of operations, structural designs, and mottos create alliances between people and cultures within the same company. In the long run, businesses familiarize with common elements such as customers preferences and tests giving production and marketing unit an easy time to select production processes and advertisement modes respectively (Aguilera Dencker , 2004). Action plan This study has taught me on the importance of strategic commitment to positively impact employees. It is clear from the discussions above that the selective approach of communication strategy is more effective in reassuring the target audiences and building trust (Clark,Gioia,Ketchen Thomas, 2010). Additionally, the medium selection is fundamental in the enrichment of communication. This is the means by which the message reaches the recipient, for example, face-to-face, meetings, email, and conferences (Vanston, 2007). Concisely, organization communication deals with message transmission approach from the management to the junior staff and vice versa. It is essential therefore to select targets wisely and establish common patterns that apply to the specific targets (Myers, Hulks Wiggins, 2012). Organisational Learning Approach to Managing Employees' Stress and Emotions Review Many companies are facing out the old ways of operation due to globalization, the industrial revolution, and increased technological innovation in attempts to remain relevant with the global standards (Vanston, 2007). These changes are categorically placed into structural, downsizing, mergers, subcontracting, job designs, and training (Aida Hajro, 2014). These changes have implications for workers regarding workload and quality resulting in stress and emotional challenges (Shook, Roth,2011).To manage this, it is paramount to learn how to manage employees' stress and emotions for organizational change (Myers, Hulks Wiggins, 2012). Application of organizational learning approach in managing employees stress and emotions Conflict management. Most organizations tend to ignore workplace emotions leading to misunderstanding and conflicts (Aida Hajro, 2014). Apparently, organizational conflicts can be well managed through learning emotions. Emotion is an important ingredient in theory and practice of organizational learning since emotions speak our minds and thoughts. This important element increases the organizational level of analysis for a positive organizational change. If wrongly managed, emotions cause psychological risk and physical damage (Guth MacMillan,1986). I believe organizational change is a vital tool for growth and development of firms and an effective topic for my course. Most companies reap huge profit margins due to organizational change (Shook, Roth,2011). However, most tend to ignore the negative effects that come with an organizational change such as psychological instability and physical harm attached to their staff members. (Aida Hajro, 2014). Initiating Programs. Significantly, organizational learning can be applied in initiating programs within organizations by provoking staff emotions (Myers, Hulks Wiggins, 2012). Emotional responses reflect the true state of our minds and how we feel without hiding anything (Aida Hajro, 2014, p.397) Learning emotions would enable the management and employees to know what clients, shareholders, staff, and other parties of interest expect of them. (Jiali Zhanget al., 2015). There is an assumption that organizational conflicts are as a result of intolerable human resources, lack of collective bargaining to reach a consensus for example through meetings and workers opinions, defensive reactions among individuals and groups, and underdeveloped processes of communication (Gomes, AngwinWeber, Tarba,2013). These elements arise due to lack of engagement with emotional dynamics and further graduate into hatred, envy, jealousy, and dissatisfaction (sources of conflicts within organizations). As a scholar, I agree with the psychodynamic theory which assumes that "organizations move beyond collective efforts but rather on individual behaviours." To influence workplace behaviours, most organizations are defined by selected norms. (Shook, Roth,2011).These norms act as guidelines to set relationships between workers, clients, employees, and statutory bodies. For example, arrival time, dressing codes, language choice, and observing chain of command among others get organizations going. Such rules also embrace diversified emotions and challenge collective behaviour among staff members (Aida Hajro, 2014). Additionally, organizational rules affect how individuals within the organization carry themselves within and beyond the organization (Graebner, 2009). Criticism A fascinating fact is that despite the pervasiveness of organizational changes, its success has been shifted to motivation and commitment of employees themselves. Most employers have backed off in supporting their employees. (Aida Hajro, 2014). According to this study, companies have gone viral in training their employees to master new processes neglecting their emotions and stress factors (Shook, Roth,2011). This is a dangerous move in the development of organizations since it decreases performance and ultimately leads to reduced customer satisfaction as far as services and products are concerned. (Jiali Zhanget al., 2015). In my opinion, there is a great need to re-check the practices and changes in environments to solve the stressing factors between employees and employers. Environmental demands become stressful when perceived as threatening the physical, mental, and psychological well-being of individuals (Myers, Hulks Wiggins, 2012).would include issues such as change of supervisors and task allocation. On the other hand, flexible practices may include issues such as labour contract and working hours. Such proponents are milestones for high productivity levels, staff and customers' satisfaction. Ideally, stress is manifested when demands from the environment combined with fewer resources or input to work on those demands (Shook, Roth,2011) Action plan Flexible structures. Organisational learning creates a platform for staff to share out their minds openly without victimisation. Different scholars argue that most organizations have failed in acknowledging the importance of supporting their staff. Managers and employees have gone viral on training individuals to master skills (Myers, Hulks Wiggins, 2012). These skills get to waste if not well natured for self-improvement and growth. Personally, I believe routine is a deadly disease that is killing management. For example, in an event where the organizational routine is tight and strict, employees lack a chance to express their views openly and blindly follow what they are used to even if the system or production method has defaulted. This in a way sabotages organizational development (Graebner, 2009). Openness is shielded despite the existence of differences causing failure due to fear of victimisation, weaknesses of speaking out individual's thoughts and mind, and fears of differe nce and competition between organizational sub-systems (Self-limiting processes inhibiting learning and change), (Graebner, 2009). Organisational learning on managing employees' stress and emotions would mean creating a free environment for sharing different ideas and thoughts. This would also bring a mutual understanding between individuals and groups with diverse belief patterns by appealing to their emotions and embracing diversity (Graebner, 2009). It is clear that employees are stressing factors range from structures, downsizing, mergers, subcontracting, job designs, and training. These can be managed through flexible organizational structures and support systems that suits workers level. Workers feel presented when they are capable of managing stress and emotions through a free environment that allows them to their ideas and thoughts (Graebner, 2009). References Aguilera,R., Dencker,J.(2004).The role of human resource management in cross-border mergers and acquisitions. The International Journal of Human Resource Management, 15,13551370. Aida Hajro (2014). Cultural influences and the mediating role of socio-cultural integration processes. Pp 393-456 Allatta,J. T., Singh,H.(2011).Evolving communication patterns in response to an acquisition event. Strategic Management Journal, 32,10991118. Angwin,D. N.(2007).Motive archetypes in mergers and acquisitions (MA): The implications of a configurational approach to performance. Advances in Mergers Acquisitions, 6,77105. Budhwar,P. S.,Varma,A.,Katou,A. A., Narayan,D.(2009).The role of HR in cross-border mergers and acquisitions: The case of Indian pharmaceutical firms. Multinational Business Review, 17,89110. Clark,S. 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