Free Essays on Group Proposal

Group Proposal I Type of Group This is going to be a task group established to perform a pre-audit on this facilities' overall safety program in preparation for OSHA "STAR" re-certification. The OSHA "STAR" Program is a program established by OSHA in 1987 that allows facilities to compare their safety performance against established standards and if the facility favorably compares, then the employees of the facility receive a national award. Only 65 facilities in the nation can claim this status. This is a high point of pride for this facility. This facilities second re-certification is to take place in April, 1995. This group will use a number of checklists developed in-house and by corporate safety personnel that follows the general guidelines adhered to by the OSHA evaluation team as the basic criteria for qualification in the OSHA "STAR" program. The OSHA evaluation team consists of an industrial hygienist, a safety engineer and a team leader who inspects documentation. The issues to be addressed are as follows: a) Polices, Procedures, and Practices, b) Incident reporting, investigation, and corrective actions, c) Industrial hygiene testing and recordkeeping, d) Required training and documentation, e) Equipment inspection and preventive maintenance documentation, f) Facility and process inspection methods and documentation, g) Safety organizational statement and three tier (management, supervisory, and hourly) structure. This group should be comprised of cross functional individuals from manufacturing and manufacturing support units such as materials handling, maintenance and other skilled trades, and production supervisors and leads. Members of the union committee will also be encouraged to join the group. The expected life of the group is from October 1994 to April 1995, however, the group may be requested to reconvene on an annual basis ... Free Essays on Group Proposal Free Essays on Group Proposal Group Proposal I Type of Group This is going to be a task group established to perform a pre-audit on this facilities' overall safety program in preparation for OSHA "STAR" re-certification. The OSHA "STAR" Program is a program established by OSHA in 1987 that allows facilities to compare their safety performance against established standards and if the facility favorably compares, then the employees of the facility receive a national award. Only 65 facilities in the nation can claim this status. This is a high point of pride for this facility. This facilities second re-certification is to take place in April, 1995. This group will use a number of checklists developed in-house and by corporate safety personnel that follows the general guidelines adhered to by the OSHA evaluation team as the basic criteria for qualification in the OSHA "STAR" program. The OSHA evaluation team consists of an industrial hygienist, a safety engineer and a team leader who inspects documentation. The issues to be addressed are as follows: a) Polices, Procedures, and Practices, b) Incident reporting, investigation, and corrective actions, c) Industrial hygiene testing and recordkeeping, d) Required training and documentation, e) Equipment inspection and preventive maintenance documentation, f) Facility and process inspection methods and documentation, g) Safety organizational statement and three tier (management, supervisory, and hourly) structure. This group should be comprised of cross functional individuals from manufacturing and manufacturing support units such as materials handling, maintenance and other skilled trades, and production supervisors and leads. Members of the union committee will also be encouraged to join the group. The expected life of the group is from October 1994 to April 1995, however, the group may be requested to reconvene on an annual basis ...

Internalized Homophobia Professor Ramos Blog

Internalized Homophobia In my adaptation of Drown by Junot Diaz I chose to create a scene where the narrator does find his friend Beto and they talk about the events that happened between them before Beto left for college. From my interpretation of the story I saw it as being a case of internalized homophobia felt by the narrator. I read it as he is a gay man who did enjoy the sexual experiences but is angry at Beto for making him to confront those feelings and face the truth and that that was why he didn’t want to see him originally. This ties in with our theme of American identity because someone’s sexuality is such an integral part of who they are and for gay people it can be such an important but dangerous aspect. For someone like the narrator who is also chicano sexuality can be tricky to navigate because there is a negative mindset towards homosexuals in many chicano families. (I’d like to take a moment to explain that I’m not saying that in judgement or anger toward any chicano or chicano culture it is just something I have read about and been told about by multiple chicano friends.) It’s especially hard because though in recent years America has passed laws in favor of the LGBTQ+ community at the time of the story those laws were not even imaginable. Because of this it was very hard to create an identity for oneself that could be honest and authentic when that identity included homosexuality in a country that didn’t make you seem wanted or protected and especially so when living in a city that’s population isn’t exactly accepting of gay people. Another way to help explain this idea and relate it to previous works we read it can be compared to the idea of double consciousness brought up by DuBois. Like with black people gay people have this double consciousness because while they are American they are also gay and that has been a tricky identity to hold in American History. Growing up in America and for most of the time seeing a negative connotation around gay people at the time of the story it was especially hard with the fear of aids which must have still been relevant because by the time of this story it was still a very deadly disease and for so long people believed only gay men got it. This can all be attributed to internalizing homophobia. By seeing homophobic propaganda in the media, being raised in a homophobic area, and have close friends and family implement the idea that being gay is wrong from a young age is destructive because you start to believe them and even if you know you’re gay you will hate yourself for it and feel wrong and dirty which I believe is the case in this story and for the narrator. I chose to write the reunion of the two friends because I felt that the original story left so many questions unanswered so I thought that by writing the scene I could answers the questions to fit how I believe it to be.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Internalized Homophobia is defined as â€Å"the involuntary belief by lesbians and gay men that the homophobic lies, stereotypes and myths about them are true†. In the book â€Å"Stigma and Sexual Orientation† there is a chapter called â€Å"Internalized Homophobia, Intimacy, and Sexual Behavior among gay and bisexual men† written by Ilan H. Meyer and Laura Dean. In the chapter they talk about how antihomosexual attitudes and stigmatization of homosexuality in society shape a cultural environment shaped by rejection and discrimination. They discuss how because of this gay people are subject to social stressors of a dangerous variety. They also bring up how this causes effects of the mental health of gay people. They write that the feeling of internalized homophobia may start in early childhood but that it can stay even when the person accepts their sexuality. They claim it’s a big part of gay men’s psycho logical adjustment throughout their lives and that it is because of constant exposure to antihomosexual attitudes. They quote Gonsiorek as saying covert forms of internalized homophobia are the most common and that it’s when an individual claims to accept themselves but sabotage themselves in various ways. Dà ­az Junot, and Klaus A. Amann.  Drown. Reclam, 2016. Herek, Gregory M.Stigma and Sexual Orientation: Understanding Prejudice against Lesbians, Gay Men, and Bisexuals. Sage Publications, 1998.

Managing Creative People Essay Example | Topics and Well Written Essays - 2000 words

Managing Creative People - Essay Example Creativity means many things to many people, and it is not only found in engineering, art, and design teams within the company. It can also be found in finance and in sales and marketing, even in seemingly mundane jobs as administration, records-keeping, and logistics, now called supply chain management, a creative way of describing a complex process that is fast becoming a source of competitiveness (Tan, 1998). Creativity can be useful in developing new products, but it also helps save costs (see those suggestion boxes scattered all over the office), time, and jobs, raise revenues, increase output, motivate people, discover new customers, and keep old ones. In fact, the problem really lies not in making people exercise creativity, because they are normally eager to exercise this power that most humans possess. The real problems are: first, how to ensure that they exercise useful creativity; second, how to choose which of the 'creative' solutions will work; third, how to 'manage' the creative process so that those whose ideas are not accepted do not stop being creative; and fourth, how to turn creative ideas into profits for the company and its stockholders (Lapierre and Giroux, 2003). In this paper, we attempt to suggest concrete strategies to solve the problems of managing employee creativity with a few basic rules based on several decades of experience of what works and what do not work. We will refer to articles in journals, periodicals, and management classics from authors who have proven themselves in the past as competent managers. But before we begin, we need to keep two points very clear in our minds. First, we consider only an organization filled with people like you and me who think, breathe, move, and have the minimum of intelligence to be employed. These pointers on managing creativity may not work, for example, in a penitentiary work detail, or in a firm where the workers are "challenged" in one way or another. For examples like those, we need different models of management. Second, the creative people we want to manage are human beings whom we assume to be motivated to do well and contribute to the world by earning a decent living. Therefore, we are not talking of criminals or cult members who exercise their creativity in ways that are not considered normal. In other words, we want to discuss how to manage a group of psychologically balanced people who are intelligent and highly motivated to exercise exceptional levels of creativity in their ordinary work, a task that by itself is tough enough and guaranteed to make any well-intentioned manager challenged and equally creative. The Rules of Creative Engagement How does an ordinary manager handle creative workers We can follow a few basic rules. Don't Fake It Before he was hired as IBM's CEO, Louis V. Gerstner, Jr. was a McKinsey & Company consultant, then an executive in a company that sold credit cards (Amex), biscuits, and cigarettes (RJR Nabisco). Tapped to turn around one of the best technology companies, he admitted in his first interview for the job that he was not qualified because he lacked the technical background (Gerstner, 2002, p. 10). In fact, one of the first pieces of advice he got from his older brother (a retired IBM