Johnson & Johnson Diversity Plan Essay Example for Free

Johnson Johnson Diversity Plan Essay Johnson Johnson was formed in 1885 in Brunswick, New Jersey, after two brothers, James Wood and Edward Mead Johnson saw a need to develop sterile supplies for surgical procedures. During that time, doctors operated without gloves, sterile equipment and used unclean cotton from textile mills to pack the wounds so the mortality rate for surgical patients was very high. One of the first products Johnson Johnson developed was ready to use surgical dressings which to led to large reduction in surgical mortality rates. Johnson Johnson continued developing and expanding their product line and their company. In 1919, Johnson Johnson began their first international expansion. The brothers first expanded into Canada and after an around the world trip in 1923 began to develop business in many more countries. They expanded into Australia in 1931, Sweden in 1956 and Japan in 1961 (Johnson Johnson, 1997-2007). Over the next 60 years, Johnson Johnson had established companies in over 50 countries. During their international expansion, Johnson Johnson also diversified their product line. They eventually organized their operations into three main divisions; pharmaceutical, medical devices and diagnostics, and consumer products (Answers Corporation, 2007). They became well known for the talcum powder, band-aids and the pain reliever, Tylenol. In 1932, Robert Wood Johnson II, known as General Johnson succeeded his uncle to take over running Johnson Johnson. The General believed strongly in decentralization within the entire organization and all the divisions both in the United States and internationally were given authority to make their own decisions. The General was also responsible for developing the Johnson Johnson credo in 1943 and it is still in force today. The credo is defines the four primary responsibilities of the organization in their order of their importance. Johnson Johnsons first responsibility is to its customers, then to its employees, then to the community, and finally to its shareholders (Lukas, 2003). Believing and enforcing in this credo is what has made this organization what it is today and helped Johnson Johnson overcome one of the most critical times in its history when it dealt with  the Tylenol poisonings. The first priority of Johnson Johnson was then and is still today the safety of its consumers. Johnson Johnson believes in diversity of its organization, its product line and its vendors. The organization has both an Office of Global Diversity as well as a supplier diversity program (Johnson Johnson, 1997-2007). They believe encouraging diversity increases both their economic prosperity as well as benefiting each social community where they are located. By encouraging diversity throughout its entire organization, Johnson Johnson has become one of the largest global health care leaders in the world. William C. Weldon, Chairman, Board of Directors and Chief Executive Officer for Johnson and Johnson sets a clear course for the diversity action plan for the company. He states in his Chairmans Message on the JJ website, how the company interacts with a diverse group of stakeholders daily and how both internal and external partnerships allow the company to more than it could on its own. With that in mind the company must create a Diversity Action Plan that allows employees to grow, develop and assume more responsibility, creating extraordinary leaders in the business sectors around the world (JJ.com). Cultural NormsJJ is committed to having its own operating companies purchase goods and services from a diverse supplier base that contributes to the economic vitality of the communities in which we live and work. To achieve this goal JJ has created a Supplier Diversity Program in 1998. The intent of this program is to provide value to the company and to enhance the companys role as a health care leader throughout the world. The included in the program are: †¢Certified minority-owned businesses, small and large †¢Certified woman-owned businesses, small and large†¢Certified Small Disadvantaged Businesses†¢Small veteran-owned and service disabled veteran-owned businesses†¢Small, certified HUBZone businessesThe HUBZone Empowerment Contracting program provides federal contracting opportunities for qualified small businesses located in distressed areas. Fostering the growth of these federal contractors as viable businesses, for the long term, helps to empower communities, create jobs, and attract private investment  (SBA.gov). Another area the company attempts to enhance its image both in the US and around the world is through the development of Standards for Responsible External Manufacturing. These were developed to ensure the companies who do business with the company meet the same high standards of ethical behavior, product quality, and social responsibility practiced by JJ. There has to be common commitment to:†¢comply with applicable legal requirements,†¢behave ethically and with integrity,†¢integrate quality into business processes,†¢treat people with dignity and respect,†¢promote the safety, health and well-being of employees,†¢operate in an environmentally responsible manner, and†¢implement management systems to ensure ongoing performance and continual improvement (JJ, 2006) These values and practices are determined through a vigorous benchmarking process for which any potential manufacturing partner must meet before becoming associated with the JJ Family of Companies. There is a two-fold advantage to this process. The first is it allows potential partners the opportunity to understand the values that drive the organization as well as providing them with a template for the sustainability the JJ Company has demonstrated. In addition, the high standards set by the company are not compromised by external manufacturing partners that could damage the JJ image. To maximize their diverse workforce, the company has a vision statement in place that allows the company to maximize the benefits. The following is the companys vision statement:The Johnson Johnson Family of Companies will realize this vision by:†¢Fostering inclusive cultures that embrace our differences and drive innovation to accelerate growth;†¢Achieving skilled, high performance workforces that are reflective of the diverse global marketplace;†¢Working with business leaders to identify and establish targeted market opportunities for consumers across diverse demographic segments; and†¢Cultivating external relationships with professional, patient and civic groups to support business priorities. The statement allows the diverse workforce by utilizing the vision statement by including the companys belief (Credo). The credo, Latin for I believe,  guides the company to the responsibilities as they relate to customers, employees, community and shareholders. The responsibilities are as follows:To our customers: we will embrace diversity in order to respect, understand and meet their varying health care needs. To our employees: we will ensure a diverse and inclusive workplace, offer merit-based opportunities for employment and advancement and provide the necessary resources to develop our next generation of leaders. To our communities: we will recognize opportunities to improve economic and human health care in the areas in which we live and work. To our shareholders: we will oppose acts of intolerance and be mindful of the positive impact that diversity and inclusion have on our businesses. JJ over the years has continuously looked toward technology to play key role in JJs strategic initiatives. The different approaches to productivity have varied throughout the years. Many factors contribute to the productivity and success of the JJ Company. Technology has played an important role in JJs ability to remain competitive and to continuously innovate. It is through technology that JJs management team is able to refine processes, collaborate, innovate, and increase the productivity of the organization in todays dynamic business environment that is changing continuously. The success of these companies is attributed to all the successful mergers and acquisitions that have taken place throughout JJ history. Many of these companies were opened due to successful mergers that allowed JJ to develop new products and offer them in different markets throughout the world. The successful organization of the products JJ offers allows JJ to successfully merge with other companies to gain additional control over the industry. The result of this Credo is a healthy bottom line that is socially responsible. JJ history of philanthropy through partnering with other  companies from around the world has created programs dedicated to providing needed services over the long term. JJ does not have a mission statement because the ethical principals listed in the Credo drive the company. The customer first philosophy insures the needs of the customer are met. Another principal outlined in the Credo is the dedication to producing a high quality product. Through this set of values the company has developed a trust with the consumers of their products. Trust develops into a reputation of integrity that in turn provides the company with a basis for business strategies. This ethical high road approach is a proven winner in this function. Problem solving involves many departments and many steps. Technology plays an integral part in JJs ability to innovate, perform research and development, and manage the logistics associated with the distribution of a product during the products lifecycle. JJ defines diversity as a variety of similar and different characteristics among people, including age, gender, race, religion, national origin, physical ability, sexual orientation, thinking style, background and all other attributes that make each person unique. Although some differences may not be obvious as others, Johnson Johnson strives to understand and remove barriers that one may face due to these differences. Johnson Johnson utilizes these differences to create a working environment where their employees can thrive. JJ believes that diversity helps the interaction between people as well as inspiring innovation. JJ is committed to the practice of their global diversity vision which they use to identify their key, future objectives while guiding the fulfillment of their commitments to their customers, employees, the global community and their shareholders. Johnson Johnson supports various educational opportunities such as Diversity University and Affinity Groups. JJs Diversity University provides an internal, full range of Diversity e-learning courses, diversity best practice information, and is a comprehensive diversity resource and database for employees. Affinity Groups are voluntary, employee-driven groups that are organized around a particular  shared interest or dimension. These groups have been initiated by employees and usually focus on a shared interest or characteristic, such as race, ethnicity, gender or sexual orientation. Each groups main intent is to create an open forum for idea exchange and to strengthen the linkage to and within diverse communities. The successful leadership of the workers and the quick safety decisions that have had to be made, for example the recall of 264,000 bottles of Tylenol in 1982 and then a second recall in 1986, have made JJ a reputable name that many have grown to know and trust. References Answers Corporations. 2007. Johnson Johnson. Retrieved June 27, 2007 from http://www.answers.com/topic/johnson-johnson?cat=biz-finJohnson Johnson. Global Diversity Its All of Us. Retrieved June 30, 2007 fromhttp://www.jnj.com/our_company/diversity/index.htm;jsessionid=EGT3V0ZLGAFE0CQPCCFWU2YKB2IIWTT1Johnson Johnson (2007). Supplier Diversity Program. Retrieved July 2, 2007 from http:www.jnj.comJohnson Johnson (2006). Sustainability Report. Retrieved July 4, 2007 from http:www.jnj.comJohnson Johnson. 1997-2007. Our Company. Retrieved June 26, 2007 fromhttp://www.jnj.com/our_company/index.htmLeading with Diversity The New York Times. Retrieved June 29, 2007 fromwww.nytimes.com/marketing/jobmarket/diversity/jandj.htmlLukas, P. (2003, April). Johnson Johnson. FSB: Fortune Small Business. Vol.13, Iss. 3; pg. 91. Retrieved June 26, 2007 from ProQuest database. SBA.gov (2007). HUBZone Empowerment Contracting program. Retrieved July 5, 2007 from https://eweb1.sba.gov/hubzone/internet/general/whoweare.cfm#3The Diversity Vision Statement, Retrieved 06/29/07 fromhttp://www.jnj.com/our_company/diversity/diversity_vision/index.htmThe company Credo, Retrieved on 06/29/07 fromhttp://www.jnj.com/our_company/diversity/credo/index.htm

Sexual Harassment in the Workplace :: Workplace Harassment Essays

According to the United States Equal Employment Opportunity Commission (EEOC) the definition of sexual harassment is â€Å"Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.† Regardless of position in company or type of candidate it is against the law to make passes or harass one because of their sex or gender. In order to harass a person it does not have to necessarily be physical contact but this regulation also includes any offensive verbal context that anyone may say towards a person’s sex and/or gender. Also, a lot of times sexual harassment is based on personal opinion, meaning what may come off as offensive to one person another may be fine with working. A good example is if a woman is wearing a blue dress and makes a random comment of saying â€Å"I really do love the color blue on women.† All depending how the woman wearing a blue dress perceives the comment will depend on whether or not she feel the person was looking at her and how the comment was said in her eyes. Sex and/ or Gender play absolutely no role in whether or not you can be sexually harassed any side of sexual harassment can be played by any sex and/or gender. A third party of someone that heard or saw the sexual harassment also has the right to file sexual harassment charges, so technically that person does not have to be involved in the situation directly. With sexual harassment there is a very gray area because unfortunately it does not allow teasing, general comments and minuet one on one problem. Harassment is so serious it is a criminal offense, but it also creates a terrible environment for productivity and plays a vital role many times in position movement in the company or organization. Sexual harassment is a form of sexual bigotry and is written into law with Title VII of the Civil Rights Act of 1964. To be specific this title only extends to that employer of 15 or more workers and is included for everyone from federal governments to employment agencies. Sexual harassment cases are inspected by the EEOC on a case-by-case basis usually after the victim has told or made it obvious that the harasser should stop.

Logistics Readiness

Logistics came from the word logos (), which means â€Å"calculation, ratio, reason, speech and oration.† Since ancient times, logistics is already used to supply, move and maintain armies especially during war time. Historical leaders such as Alexander the Great, Hannibal Barca, and the Duke of Wellington are said to be logistical geniuses who mobilized their army through great distances, and won numerous battles. During World War II, logistics played an important role for the United States since the resources is during that time is limited due to the depression and most of the battles happened in enemy territories in Europe. Today, logistics is now also known as supply chain management (SCM) and defined as the art and science of planning, operation, control, design and development, procurement, inventory, maintenance, storage, distribution and replacement of personnel, materials, supplies and other resources. (LogisticsWorld) Logistics or SCM does not only apply to the military but to business, production and trade well. The main objective of logistics is simple, that is, to use the resources without waste to meet or exceed the demands of the party in need. These resources that must be minimized (or sometimes maximized) include fuel, personnel, equipment, storage facilities, handling facilities, transport vehicles and most importantly, time and money. There are two criteria for which all logistics decisions and policies are based. These are production efficiency and effectiveness. (Eccles, 1959) By using the resources efficiently and effectively is to have the advantage of getting bigger opportunities, higher revenues, strategic advantage in coverage and location, and preparedness for crucial events that might happen. Developed from James A. Huston’s Sinews of War are some of the important principles considered in logistics. These principles are: Timing. Should be relative to the objective and dependent in the level of procurement, whether a high-level or a just simply a tactical supply. Proper timing is important especially when certain risks are involved in accomplishing a certain task. Feasibility. Logistics planning and design should also consider the organization’s capabilities of carrying out orders. It is crucial to determine whether the organization can possibly accomplish the task given the difficulty of the demands. Flexibility. A logistics organization must be capable of adapting to new or changes in requirements or terrain conditions. A logistics organization must be able to convert according to the present conditions or problems that are encountered anytime along the way. Information. Accurate and up-to-date information on every aspect is vital to logistics planning and distribution. False or unseen information may lead to accidents or loss of revenue. Economics. Resources allocated for logistics are almost always limited and it is necessary to use them in the best way to achieve or exceed the primary goal. Relativity. Logistics activity is all relative to time, location, availability of resources and circumstances and can never be absolute. Each logistic activity is unique and changes according to different conditions and demands. Location is also an important factor being considered in logistics. This applies for both the distribution center and the destinations at which the required product or good is needed. It is crucial to determine the location in logistics as it determines the distance, total time needed to travel, and how big is the coverage of the distribution center at which it can deliver the desired goods at minimized cost. The nearer the location of the distribution center, the shorter the time it takes to deliver and the lesser the cost of travel that will be used. Location does not only mean the distance but also the topography of the region. The topography of the place between the source and destination dictates the appropriate or best mode of transport that should be used. For example, to deliver supplies in mountainous area from a lowland city, the best way to deliver the product or good in a time-efficient manner is through air by helicopters. But if there is an acceptable and safe road present towards the destination, delivering by land is more cost-efficient. To attain higher logistic efficiency, there are a lot of factors that are involved depending on the demands and level of procurement. Location is only one but an important factor that must be considered to have a more efficient and effective method of procurement and distribution of goods. Some of these factors include: the distribution strategy; resource availability; network configuration, and; inventory management. Logistics, added with efficiency and effectiveness translates to power. (Boutelle, 2007) This applies to both the military and in trade & industry. Logistics can be seen as military power or economic power depending on the one who perceives it. As of today, the United States military does not content itself of having the most powerful army, but now also develop ways in order to create a the most cost-effective military that can withstand the long-term war on terrorism. The knowledge and foresight of supply and movement factors are the basis of a logistician’s plan. Only then he can know when and how to take risks that will win him battles and achieve the ultimate goal; which is the betterment of his fellow men. (Wavell, 1946) References: Boutelle, L. G. (2007). CIO View. Retrieved August 18, 2007, from Defense Systems Website: http://www.defensesystems.com/issues/1_5/cio_view/464-1.html Cox, M. D. (1999, September). LogisticsWorld. Retrieved August 17, 2007, from LogisticsWorld Website: http://www.logisticsworld.com/logistics.htm Eccles, A. H. (1959). Logistics in the National Defense. Harrisburg, Pa. How The Army Runs. (n.d.). Retrieved August 17, 2007, from US Army WAr College Website: http://carlisle-www.army.mil/usawc/dclm/linkedtextchapters/CHAPTER12.pdf Huston, J. A. (1966). The Sinews of War: Army Logistics, 1775-1953. Washington: Office of Military History, United States Army. Wavell, F. M. (1946). Speaking Generally. London: Macmillan. Worthen, B. (n.d.). ABC: An Introduction to Supply Chain Management. Retrieved August 18, 2007, from Business Technology Leadership Website: http://www.cio.com/article/40940   

Leadership Style Participatory Leadership Styles

Leadership Style: Participatory My style of leadership is participative. Participative leaders utilize collaboration and receive feedback from employees to guide decision making. Employees often feel that they have a significant role in the decision making process, which motivates them and can lead to greater job satisfaction. Participatory leaders acknowledge that there is information to be gained by engaging with their employees. This style of leadership is useful in cases when quality is valued higher than simple productivity. There are potential drawbacks to this leadership style, however. Team members may sense indecision on the part of the leader, because this style of leadership tends slow progress in the decision making process, â€Å"some team members may be left feeling confused and leaderless.† (â€Å"How to find out your style of leadership,† 2011) The results of the assessment were not shocking to me, as they did not differ greatly from my own assessment of my leadership style. I believe that this leadership style has enhanced my decision making process and has helped to build successful working relationships between myself and my employees. I have always had a collaborative mindset when it came to leadership, so the participatory style of leadership accurately represents my approach to leadership. Using Participatory Leadership in the Workplace Effective Communication The foundation of participatory leadership lies in having open communication between the leader of aShow MoreRelatedThe Autocratic And Participative Leadership Styles Impact Company Culture, And Conflict Resolution1175 Words   |  5 Pagesparticipative leadership styles impacts company culture, and conflict resolution. At the core of leadership, is how individuals in an organization are rewarded and punished (Nwibere, 2013). Two very successful autocratic leaders are Steve Jobs of Apple, and Jack Ma of the Chinese company Alibaba (Allen, 2011; Shao, 2014). James Parker, CEO of Southwest Airlines during the 9/11 attacks is cited as a great participatory leader (Advice America, 2015). This paper discusses how each style shapes companyRead MoreLikert Found Participative Leadership On Teamwork, Communication And Overall Participation Of Achieving Objectives982 Words   |  4 Pagesparticipative leadership to improve the teamwork, communication and overall participation of achievi ng objectives. The style engaged the whole organisation or the specific team, with the responsibility of achieving objectives being spread across. He concluded the style to be the best in terms of long-term benefits to organisations. Gary Yukl made similar findings in 1971. Yukl highlighted the different levels of participation and how behaviour affects the effectiveness of leadership. Yukl’s fourRead MoreLeadership Styles Of A Leadership Style Assessment743 Words   |  3 PagesLeadership Styles in Nursing Danny Coughlin University of Louisiana of Lafayette Leadership Styles in Nursing The enclosed information in this paper is based on a Leadership Style Assessment that was printed from a dynamic leadership handbook. I will discuss the results of the leadership style assessment, why or why not I agree with the results and which type of leadership makes the best or worst leader. I will also review a past nursing supervisor’s leadership style and state whetherRead MoreThe Atmosphere Of The Workplace1535 Words   |  7 Pagesdifferent types of leadership taken by the boss, managers, and others in authority. There are many different styles when it comes to leadership, which is based upon the personality of the one leading. The more common forms of leadership include autocratic, authoritarian, democratic, laissez-faire, and bureaucratic. The foundation of this research is to give the reader a better insight of the characteristics of democratic leadership, and why it is one of the most leadership styles utilized in the workplaceRead MoreLeadership And Leadership Of Leadership1711 Words   |  7 Pages7. Facilitative Leadership Facilitative leadership is dependent on quantities and outcomes – not a skill, though it takes much skill to master. The efficiency of a group is directly related to the effectiveness of its process. If the group is high operational, the facilitative leader uses a light hand on the procedure. 8. Laissez-faire Leadership Laissez-faire leadership gives expert to workers. According to AZ central, sections or subordinates are acceptable to work as they choose with nominal.Read MoreThe Diversity Within The Workplace1324 Words   |  6 Pagestheir look toward leadership has. The increased diversity in the workplace requires superior synchronization by identified employees to meet effectively the mission and vision of the organization. This individual must be capable of meeting the needs of subordinates with their area of expertise with set expectations for meeting organizational goals. While the world analyzed this need, several theories became known. These theories include: (1) path-goal; (2) situational leadership; and (3) contingencyRead MoreLeadership Theories Of The Great Man Theory1709 Words   |  7 Pagesthat a leader can be born with leadership traits but will then have to develop these traits and other characteristics and decision-making techniques to become an effective leader. I will jus tify this by explaining the four main categories of leadership theories âž ¢ Great Man Theory âž ¢ Trait Theory âž ¢ Behavioral Theory âž ¢ Contingency theory †¢ Situational theory †¢ Path-goal theory †¢ Participation theory model There are many different leadership theories; these leadership theories can be places into fourRead MoreCase Study : The Margin Call 1049 Words   |  5 Pagesto solve the firm’s crisis. It was decided that Leadership (Chapter 9) and Decision Making (Chapter 11) would be used to relate to the film. The Leadership (Chapter 9) will help better explain the forms of leadership tactics used to motivate the employees get through this difficult phase. More specifically, the use of Strategic Leadership that was used by John Tuld, the executive manager of the company by executing the traits associated with leadership (i.e intelligence, self-confidence, emotionalRead MoreAn Examination of Leadership Styles Essay1088 Words   |  5 PagesIntroduction Different leaders have different ways of handling their role as leader of a group, particularly in the workplace. Whatever style a particular manager chooses, however, it is expected that, as leader, that he makes the final decision. Even in a more participatory work environment, it is expected of him or her to cast the deciding vote when there is a tie. Indeed, the ability to communicate is essential to being an effective leader. For a true leader must be able to communicateRead MoreEssay on Applied Business Research Case Study935 Words   |  4 Pagesthe world’s biggest corporations to failure, researchers and business leaders realize the need for ethical and sound leadership. The need for ethical and sound leadership helps to facilitate and manage daily operations and to sustain their competitive advantage within the global economy. However, with this evolution, numerous research studies add to the understanding of leadership theories and the effects on organizational climate and culture. The following findings concentrate on research limitations

Causes And Effect Of Insulin Resistance Essay - 1108 Words

Causes of the condition Although in recent years the onset seems to be seen younger and younger type 2 diabetes normally appears in adults. Type 2 is the most common form of diabetes with over 90% of people with a diabetic diagnosis suffering from this kind (Lewis et al., 2014, p. 1221) Many people are often diagnosed during routine testing because the onset is slow and without complications individuals may go on for years without it being detected (Lewis et al., 2014, p. 1222). With type 2, insulin is still being made by the body and it is either just not enough to support the individual s needs or not being processed effectively (Lewis et al., 2014, p. 1221). There are four main ways that insulin problems are seen to have and effect, the first of which being insulin resistance. Insulin resistance occurs when there is plenty of insulin but it is not responded to by the body tissues that have built up an immunity to it. Another problem eventually producing type 2 diabetes is when there is a problem with a person s ÃŽ ²-cells. When ÃŽ ²-cells are not working or there are not enough the pancreas cannot produce the needed amount of insulin. While not the most prevalent factor the condition may also be associated with the liver haphazardly producing glucose instead of at a normal even rate. Hormone production shifting in regularity may also contribute to the onset of type 2 diabetes. Certain hormones are thought to also aid in glucose and fat breakdown and without this functioningShow MoreRelatedMsg And Its Effects On The Body869 Words   |  4 Pagespancreas to make more insulin, and insulin is a vital hormones in the body. As body is a fragi le balance of hormones, like any delicate ecosystem, one thing can be out of position. MSG is linked to making too much insulin, known as insulin resistance. There are many medical conditions are associated with insulin resistance. Now, I’m not telling you that all of them are caused only by MSG, but MSG might have some part to play in the increasing number, of people who are insulin resistant. Type 2 Diabetes:Read MoreDiabetes Is A Syndrome Of Impaired Metabolism Of Fat And Protein1494 Words   |  6 Pagessensitivity of the tissues to the insulin hormone or lack of insulin secretion. Type 1 diabetes is also known as insulin-dependent diabetes mellitus and it is caused by lack of insulin secretion. The cause of diabetes type 1 is not fully understood, however, viral infections, heredity and autoimmune disorders play a important role in the triggering of type 1 diabetes.It’s also known that type 1 diabetes arises when the beta cells of islets of Langerhans which secretes insulin are destroyed by immune-mediatedRead MoreObesity : Factors Associated With Type 2 Diabetes956 Words   |  4 Pagesalso causes an increase or decrease in insulin production. 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Changing Native American Stereotypes in the Film, Dances...

Changing Native American Stereotypes in the Film, Dances with Wolves The film Dances with Wolves, that was written by Michael Blake and directed by Kevin Costner, helps to shift our perspective of Native Americans from one of stereotypical distaste, to one of support and respect. According to an anonymous critic on www.eFilmcritic.com This is one of the few westerns that devotes its time to looking at the plight of the American Indians (particularly the Sioux), who were thought by some as even more subhuman than blacks during the 1800s (and even during parts of the 1900s). It has always been thought that Native Americans of old were savage, non-feeling, unemotional, cold-blooded killers. It is difficult for people to see them as†¦show more content†¦He sees them as real people. As people that are just looking out for their families and dont want to lose their heritage. The Sioux are very perplexed by John. He comes to the army fort and he doesnt seem to be afraid of them like everyone else is. They are not just going to go out and kill him. He didnt do anything to harm or threaten their lifestyle, so why should they bother him. They dont know how to react to him. Every time they make an appearance to him, he seems friendly and acts like he wants to get to know them. Now here is a prime instance of how the Sioux do not fit into the typical view of Indians. The typical view is that Native Americans dont care about other people and they just go around killing everyone for the fun of it. This is totally opposite of that. In the film, the Sioux make numerous appearances to John without being threatening at all. They just want to try and get to know him and see what he is there for. According to people from our my English Composition class there are a lot of scenes in Dances with Wolves that illustrate the view of Indians as brutal savages. Some of these include: beating people on the head with a mace, shooting of dog, wagon train remains, driver of the mule train killed, yanking captive lady off the horse, and killing of peasant. These are just a few that can be interpreted as savage. There were also views of when they came to think of the Indians as friends instead ofShow MoreRelated The West in Film Essay examples2952 Words   |  12 Pagesspecifically women and Native Americans, in Western film has changed drastically from the early 1930s to the late 1980s. These changes represent the changing views of American society in general throughout the 20th century. In the early part of the century, women and Native Americans were depicted as a burden. Women were viewed as a form of property, helpless and needing support. These minorities were obstacles in the ques t for manifest destiny by the United States. 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National Push for Accountability in Schools Free Essays

The pace of change dictates that schools should provide high quality learning standards to students. It requires that the school system should improve their learning approaches to enhance academic achievements of students. In this connection policymakers at the federal, state, and local levels have worked to increase accountability of the school system on the premise that the same plays a vital role in improving learning standards of students and society as well. We will write a custom essay sample on National Push for Accountability in Schools or any similar topic only for you Order Now This then pave the way to the recognition of evaluation of school performance to improve standards of learning and achievements of students. The system of accountability requires schools to define what students should know and be able to do and to measure progress and gaps in students’ achievement. It facilitates the attainment of the desired education standards anchored on quality content and high learning standards. Developing appropriate content and student achievement standards are accordingly important part of showing policymakers and the public a return on their educational investment. However, accountability of schools for students learning and achievement is impossible without a clear, focused road map on the achievement standards and what and how well students are to learn from kindergarten through graduation. Many states have developed content and achievement standards without involving stakeholders and teachers. They also have not considered how their standards are to be implemented, measured and tied to accountability. Developing content and student achievement standards without considerable contribution and input from a variety of sources is fatal as there is no sense of ownership as well as responsibility from the stakeholders and agencies not represented. The standards set are then viewed as bias and one-sided thereby defeating its purpose and rendering weak implementation of the system. Accountability system utilizes results from standardized tests to evaluate performance of students and schools, and provide sanctions, rewards or interventions for schools, educators or students. This system involves consistent monitoring and evaluation of the students’ and schools’ performance that it requires active participation of the educators, parents, stakeholders, and policy makers. The ripple effect of the system requires that these concerned people and stakeholders should be consistently committed to the purpose, implementation, and evaluation in order to keep track of students and schools’ performance and eventually facilitate desired continuous improvement of schools’ performance standards. According to Kate Nolan (2002), â€Å"it is not enough to believe that all children can learn. All elements of the system must be held accountable for the success of all children†.   The effect of the accountability system in school is all encompassing that Kate Nolan further noted that, â€Å"the improvement in school performance requires improvement in all stakeholders’ performance†. Thus change in the system should not be an isolated case for the school sector but also on the part of the stakeholders as accountability requires their active participation and commitment for the system to work. It is noted that the accountability system is designed to be a tool for instituting changes in schools that would positively benefit the students, parents, community and the country in general. This system provides opportunities and avenues for joint effort of all people and agencies concerned to raise the standards of the education system thereby improving school performance and learning of the students. The intention of the program is indeed noble and reflects an effort to bring education system to respond to the fast changing demands of the learning community, yet a lot of areas need thorough consideration and re-evaluation. According to Chuch Poochigian, â€Å"the education system reforms undertaken in the past years have greatly enhanced the ability of the parents to monitor the performance of their children as well as of the school where they are enrolled, however, the only way that the drive for accountability in education will be truly successful is if parents utilize the new tools offered to them to ensure that their children receive quality education.† This statement should give one an idea that accountability should not be limited to the school sector only. According to Douglas B. Reeves (2002), â€Å"accountability must be viewed in a different way. It must consider and address the issues in congruence of the objectives and the strategies, specificity, relevance, respect for diversity, continuous improvement, and focus on achievement, not norms.† Accountability system is highly complex and involves a range of interconnected issues and design as well as technical issues on the implementation and evaluation aspect that needs further thorough study and reconsideration. Also it must be noted that no matter how enlightened or elegant the assessment devices, if the focus is limited to gathering and reporting data rather than skillful use of those data for learning and achievement enhancement of students, little improvement to school performance will result. Thus, the best way to know whether an accountability system is working is to see whether the school system it accounts for is moving from where it was to where it wants to be. From its first implementation, an accountability system requires not only internal implementation but also external monitoring. Indeed the national push for accountability dignifies the need to improve standards of school performance and would greatly benefit the students but the approach is insufficient and has undesirable side effects. Schools do not per se reject accountability as the same is an intrinsic responsibility, but an authentic approach to accountability must be formulated. A new set of principles must be created to guide the reconstruction of accountability systems to better meet the needs of education and students, and to avoid the dangers often associated with current accountability systems. Further, collaboration and supportive effort of the school, stakeholders and policymakers must be promoted. Reference List Nolan, K. (2002). Excerpts from using accountability to build strong schools. Education Commission of States. Retrieved February 20, 2007 from http://www.ecs.org Poochigian, C. School accountability reforms. Retrieved February 23, 2007 from http://www.reasons.org/pb34.pdf. Reeves, D. (2002). Accountability based-reforms should lead to a better teaching and learning-period. Harvard Education System. Retrieved February 20, 2007 from http://www.edletter.org/past/issues2002-ma/reeves.shtml. How to cite National Push for Accountability in Schools, Essay examples