HR Policies and Practices

HR Policies and Practices Motivating and Retaining a Multigenerational Workforce Through HR Policies and Practices Abstract In todays workforce management must learn to engage their employees who are of different generations and backgrounds. With roughly half of the workforce primarily Baby Boomers who are expected to retire within the next decade, management must learn to cope with loosing primary employees and training Generation Y and X employees on how to successfully complete Baby Boomers jobs. In the meantime, management must also learn how to keep each generation motivated and feel appreciated in order to produce the companys mission statement successfully. HR professionals will need to ensure management is aware of what the future holds by strategically planning and aligning employees to reach future goals. Introduction There are three generations that make up todays workforce: Baby Boomers, Generation X, and Generation Y. In order for management to successfully manage their organization, they must understand what drives and motivates each generation, what specific behaviors each generation posses, and what values they each perceive as important for their work environment. Since each generation is different, experts suggest that managers adjust their style of leadership in order to avoid problems (Crampton, 2006). The focus of the recommendations tends to be on Generations X and Y. Less attention is given to Baby Boomers and Veterans, because after all, they are about to retire (Crampton, 2006). As management begins to focus on what makes these generations different from one another, they will be able to maximize the organizations profits and prolong competitiveness in the future economy. To better understand each generation, we must gain knowledge about each one individually. Piktialis (2006) briefly describes each generation: â€Å"-Baby boomers, ages 41-59, make up almost half the U.S. workforce. They grew up during an era of economic prosperity and experienced the tumult of the 60s at an impressionable age. Baby boomers tend to be optimistic, idealistic and good team players. They are driven, love challenge and want to be stars and build stellar careers. Because they have had to compete with each other at every step of their careers, they can be highly competitive. -Generation X, ages 28-40, makes up just 29 percent of the workforce. This generation witnessed parents experiences with corporate downsizing and restructuring in the 70s and 80s. Raised in an era of two-earner households and rising divorce rates, many of them got a childs-eye view of work-centric parenting. They value flexibility, work-life balance and autonomy on the job, and appreciate a fun, informal work environment. They are constantly assessing how their careers are progressing and place a premium on learning opportunities. They are technologically savvy, eager to learn new skills and comfortable with change at work. They appreciate frequent and honest feedback from their managers and mentors. -Generation Y, ages 27 and younger, makes up just 15 percent of the U.S. workforce. Over the next two decades that percentage will grow to approach that of the baby boom in its prime. Generation Y tends to be well organized, confident, and resilient and achievement oriented. They are excellent team players, like collaboration and use sophisticated technology with ease. They are comfortable with and respectful of authority and relate well to older people. More than any generation that has come before, they are comfortable with diversity. They want to work in an environment where differences are respected and valued, where people are judged by their contributions and where talent matters.† (Piktials, 2006) As future managers, we need to analyze each generation separately and devise recommendations on how to fully engage employees to the commitment of the company. Here we will analyze Baby Boomers, Generation X, and Generation Y in more depth and learn what makes each one unique as well as how to properly communicate and achieve success. Baby Boomers Baby boomers were born between 1946 and 1964 and are predominantly in their 40s and 50s. They are well-established in their careers by now and hold positions of power and authority. This generation constitutes a large majority of corporate executives and other managerial positions of power. Their typical characteristics include optimism, politically conservative, and they are active, competitive, and focus on personal achievement and accomplishment. They work hard maybe too hard, and are often stressed out. They like to set and reach goals, continuously seek self-improvement, care for children and aging parents, and complain about things at work but accept them as part of the job. They are an idealist generation that has predominately experienced a world of peace (Fransden, February, 2009). With single-parent households, growing children, aging parents, demanding jobs, and approaching retirement, baby boomers cant find enough time to go around. Collectively they pushed the work week from a long-time standard of 40 hours up to 60, 70, or more hours per week. They often experience conflict with younger generations who do not share their values. Their primary work focus makes them the generation most susceptible to burnout and stress-related illness (Fransden, February, 2009). Baby boomers are characteristically loyal, work-centric, independent, goal-oriented and competitive. They believe that Gen-Xers and Ys lack work ethic and commitment to the workplace, and should conform to a culture of overwork. Baby boomers equate work and position with self worth; they are clever, resourceful and strive to win. Boomers are well suited to organizations with a strong hierarchal structure, and may have a hard time adjusting to workplace flexibility trends (Brazeel, 2009). Understanding the workplace differences between generations is more important now than ever. As companies look to hire over the next several years, they will interview and evaluate candidates spanning three age generations. Interviewers will meet with a multitude of candidates, and will come face to face with generational differences. Taking into account the foundational characteristics of each generation will add to a more robust assessment and selection of talent that meets organizational values and goals (Brazeel, 2009). In 2005, one in four workers was over age 50. By 2012, it will be nearly one in three, according to the U.S. Bureau of Labor Statistics. In fact, between 2002 and 2012, the fastest-growing group in the nations workforce will be the one made up of people between ages 55 and 64 (Cadrain, 2007). Labor statistics indicate that nearly 80 million Baby Boomers will exit the workplace in the next decade. These employees are retiring at the rate of 8,000 per day or more than 300 per hour. This is an unprecedented loss of skilled labor (Kane, February 2, 2010). As the shortage of workers escalates exponentially, future-focused leaders need to be strategic about how to keep t heir boomer talent engaged. The key, according to career counselors Beverly Kaye and Joyce Cohen, is to focus on the aspirations that middle-aged people in the professional workforce have developed overtime. Most senior boomers want to remain productive and to leave their mark on their company and their profession. Good managers will find ways to engage boomers interests and in so doing reduce attrition among their ranks (Anonymous, January 2010). Kaye and Cohen suggest that there are five strategies to engage baby boomers: Contribution: Encourage boomers to tap their unused talents. Help them explore their skills and interests and determine which ones spark creativity. How to begin? Ask each senior employee pertinent questions to discover their interests and talents. Ask questions like, â€Å"What are the favorite parts of your job?† and â€Å"What would you like to do more of?† or â€Å"Less of?† and â€Å"What would you like to learn in the next two years? H ow can I help you reach these goals?† (Anonymous, January 2010). Competence: Encourage boomers to raise their competence levels and quotients. In this era of self-management, employees must continually upgrade their skills and hone their behaviors. Besides content expertise, employees should develop their technical skills, be more aware of other generations, balance work and life, expand their language ability and cultural know-how, integrate new information, deal with change, and transfer knowledge. All of these are essential survival skills and abilities in the new workplace. Good management will help senior employees find a niche in the expanding array of new competencies (Anonymous, January 2010). Competition: Help boomers look internally and externally at whats happening in their professions. Managers need to coach direct reports to ensure they are aware of the impact of globalization, competition, deregulation, new technologies, and emerging skills that change the nature of their work. Employees should know how their current organization could be threatened in the not-too-distant future. At staff meetings or informal gatherings ask all employees, but especially boomers, questions like, What areas are growing within the firm? What are trends that could impact how we do our work here? What skills would it be smart to increase over the next three to five years? To get ahead of the curve in the profession, what could you and the firm be doing right now (Anonymous, January 2010)? Choices: Help boomers identify their desired type of work, level of commitment, and plan of action. Options like cross-training, rotational assignments, travel opportunities, short-term sabbaticals, temporary assignments, and transition management need to be carefully considered and implemented as needs arise. To begin, initiate a dialogue about their interest in each of these learning vehicles (Anonymous, January 2010). Changes and concerns: Encourage their ability to transfer knowledge and take ownership for making it happen. As baby boomers retire, the issue of knowledge transfer is essential and is everyones responsibility. Are experienced boomers working every day with younger people to help them understand problems and solutions? Legacy-leaving is a viable, cost-effective way to solve problems internally, escalate creativity and build the next leadership tier (Anonymous, January 2010). These five areas are fertile ground to launch and expand conversations. It doesnt matter who or what launches the discussion; what matters is that these conversations take place. Boomers have carried the ball for years. The shift to a new backup role will not be easy for many of them. But many others, with the capable guidance of firm managers, will realize that easy or not new responsibilities will be better than walking away (Anonymous, January 2010). There are skills shortages already among health professionals, teachers and public administrators. The average age of a registered nurse is now 47. There are upcoming shortages among scientists, engineers and manufacturing employees. Employers are beginning to take more notice and more action about the impending drain on talent and loss of knowledge, according to findings of a Society for Human Resource Management Weekly Online Survey of 483 HR professionals in March/April 2007, titled Future of the U.S. Labor Pool (Cadrain, 2007). Some examples of best practices for recruiting and retaining workers ages 50 and over are the Atlanta-based Home Depot and the CVS drugstore chain. Both have created a 50-plus employee brand: CVS promotes Talent is Ageless, and Home Depot promotes Passion Never Retires. â€Å"Both companies feature pictures of older workers on their web sites and have made their hiring and screening practices age-neutral (Cadrain, 2007). Some employers, such as Stanley Consultants of Muscatine, Iowa, have formal phased retirement programs that allow employees to move into retirement gradually by reducing their work schedules and permitting them to continue to receive a portion of their salaries as well as benefits such as health care and pension funds. Carondelet Health Network of Tucson, Ariz., has a seasonal worker program where older employees work fewer than three-, six- or nine-month contracts. Borders, of Ann Arbor, Mich., and CVS have snowbird programs aimed at retirees who split their time between homes in different climates. Home Depot offers benefits and tuition reimbursement for anyone who works more than 10 hours a week. The company provides annual wellness visits to identify and prevent chronic health conditions. Finally Baptist Health of South Florida (BHSF) has raised the level of its hospital beds to ease back strain on employees caring for patients (Cadrain, 2007). Generation X Generation X is the most interesting of today, being in between the Baby Boomer and Gen Y generations. This generation consists of those born between born between 1961 and 1976. They are mostly known as the â€Å"latch key kids, because they came up during a time when their mothers had to work and they had to stay home alone (Glass, 2007). Very different life events shaped members of Generation X the term coined by British authors Charles Hamblett and Jane Daverson in their 1964 book Generation X. Canadian author Douglas Coupland popularized this terminology making it part of the lexicon in his book of the same name (Glass, 2007). A growing body of literature suggests that this current group of young potential managers (also referred to as Gen X, Xers, and the Baby Busters) is a generation that appears to be significantly different from its predecessor (Sirias, Karp Brotherton, 2007). Born at a time when the divorce rate was twice the rate of Baby Boomers when they were children; there are far less members in Generation X than that of Baby Boomers. This is because there was easier access to birth control and also because people decided to have smaller families. There was no decision or way of controlling this during the Baby Boomer times (Glass, 2007). During the time of Gen X production, the US Social Security system began to come under scrutiny as potentially not being able to pay Gen Xers in their retirement years; an issue that still exists with Gen X and Gen Y today. This was also a time when it was popular for both parents to be working; something not at all common during baby boomer time. The term latch key kids stems from this, being kids who came home to an empty house, with a key literally on a chain (Glass, 2007). Glass suggests that its also important to recognize that these parents experienced one of the first rounds of mass corporate layoffs in the 1980s, which also shaped their childrens own work-related viewpoint (2007). This was a time when many factories were coming to an end and many people were being laid off. Mothers that were used to staying home and being housewives now had to go out and work to support their family. This is the cause for Gen Xers have little trust and faith in the organization they work for, and more so putting their family first. According to Sirias, Karp Brotherton, â€Å"Since an individuals work habits first develop in the early teens, the economic and political climate prevailing at the time of formation can strongly influence an individuals work values. Although a workers values do change as the individual matures, the generational experiences tend to influence work values more than age or maturation† (2007). The way the members of this group were raised, the things they saw and went through, are all contributing factors of them being the most criticized generation. Its critical for management to understand the different traits and styles of the generations. Generation X is characterized by many traits, but the most important being work/life balance, which is something they dont feel Baby Boomers have. Compared to baby boomers, they are often seen as skeptical, less loyal, and extremely independent (Glass, 2007). According to the SHRM study, there are three main areas where the generations differ: work ethic, managing change, and perception of organizational hierarchy. Xers tend to feel that if the work is done, it does not matter how it was done or where; they are much more concerned about the outcome than the process. They have a strong since of working on their own and become extremely irritated when micromanaged (Glass, 2007). Because they have been raised in the milieu of such things as computer-training, latch key social conditions, the shopping mall, MTV, video games and a myriad of other contributing environmental factors, current literature suggests that the Xers have demands, expectations, values and ways of working that are quite different from those who make up the current strata of management, particularly the Baby Boomers (Sirias, Karp Brotherton, 2007). With this being said, boomers and Xers are constantly at odds; and its managements job to break that barrier, by offering different forms of resources and ways of communicating. Members of Generation X feel that if they did not struggle for balance in their lives, all they would do is work; since due to the prevalence of PDAs and wireless technologies, they can and are expected to work everywhere. They are results oriented, and do not focus or care about the method used to achieve the results. Many Xers see baby boomers as resistant to new technologies and change. Also, when it comes to communication, they will use whatever form is most efficient, which is similar to the preference of baby boomers (Glass, 2007). Xers strive for balance in their lives, particularly between work and family, since they would be consumed by work given the technology to work anytime from anywhere (Beautell Wittig-Berman, 2008)). Another important trait for managers to understand about Gen Xers, is the fact that they truly enjoy feedback. Regardless of if its positive or negative feedback, they want to know how they are doing; which is contrary to baby boomers, who require little feedback. This can sometimes be a problem when an Xer is managing a Baby Boomer, because the Baby Boomer can become insulted due to specific instructions. This can also be a problem, because the younger managers sometimes feel intimidated by the boomer, making it difficult for them to give accurate feedback (Glass, 2007). So, how can management overcome this important trait within Generation X? Glass suggests simply asking the employer or employee what his or her expectation is regarding feedback and instructions, and then learning to adapt ones own approach to the answer (2007). A great manager will understand that some require more and less attention than others, just as well as some require different styles of feedback than others. There are several ways management can leverage everyone and win; and when doing so, there are four basic areas to focus on for overcoming generational conflict: changing human resource policies/corporate philosophies, ensuring an environment of effective communication, incorporating collaborative decision making, and developing internal training programs that focus on the differences (Glass, 2007). Glass states that, â€Å"Every generation wants to earn money, but that is not the only deciding factor in choosing and staying with a job. To better explain this, Xers are yet again compared to baby boomers. Boomers dont care to hear or learn about stock options, because they dont have time to exercise this type of benefit. On the other hand, Xers are greatly interested in this subject and trust when their companies actually teach about and offer this type of benefit (Glass, 2007). In terms of an example of how Gen Xers and Baby Boomers get along, one can bring up mentoring. Baby boomers tend to enjoy teaching or mentoring their younger generation. At the same time, Gen Xers seek the opportunity to learn and have extremely high standards for self-improvement (Glass, 2007). As mentioned earlier, the most important trait of Generation X is work/life balance. This is critical for management to understand, because a Gen Xer will pick a lower paying job if it offers less stringent work hours and far better benefits, in turn allowing for a greater work/life balance. Gen Xers will likely focus more on firms offering maternity leave and daycare benefits, which again, allow flexibility (Glass, 2007). They tend to focus more on the benefits, culture and flexibility of an organization when making a job decision. If a promotion is available, Xers will be more concerned about how everything else is affected before making the decision. They have begun to construct the strong families that they missed in childhood. Many organizations have not achieved the flexibility and work-family support that is consistent with their way of thinking (Beutell Wittig-Berman, 2008). Although its important to find a way to motivate and retain the other generations, this is a critical area to understand when trying to reach that goal with Generation X. The needs of most employees will change throughout their working lives; they may take on caring responsibilities, want to live in another country, or decide to embark on a completely different career. If one organization cannot meet these needs, they will not hesitate to look elsewhere for one that can (Deegan, 2009). Few companies adjust to these flexibility needs, but as Gen X becomes the new managers of companies in the future, this is likely an area that will change. Generation X brings a lot to the table, including a fresh perspective, effortless techno-literacy and an easy adaptability to change. As they take their places in the workforce, their ability to work effectively in teams will contribute directly to the success of their organizations. This is why its so critical for management to understand the different traits of the generations (Sirias, Karp Brotherton, 2007). Sirias, Karp Brotherton suggests that there are three variables that are important to gen Xers, which are: * Self-reliance Xers feel that individuals have to have the self-confidence to be able to perform their individual tasks. They strive to give 110 percent and if they do less than this, they are seen as a free rider or a burden to the team. * Competiveness Xers have a high level of competiveness, which should not be seen as an obstacle, but more so an opportunity. * The willingness to sacrifice yourself for the team To gen Xers, this represents a reflection as to the team should operate and that self-sacrifice is needed for team success. If management focuses on motivation in these areas when dealing with Generation X, success is prevalent. Its important to understand whats needed to retain the generation and its things like this that assist in that area (Sirias, Karp Brotherton, 2007). Gen Xers urge for individuality and have a higher potential for task effectiveness. As the workforce becomes more heavily populated by generation x, what needs to be considered are approaches in which organizations can modify team values and structures to meet the changing needs of the individual team members. Beautell Wittig-Berman suggests that Gen Xers value work-life balance, growth opportunities, and positive work relationships. They want challenging work that can be accomplished in a single day working flexible hours. They value flexibility and expect their employer to accommodate their work-family-life issues (Beautell Wittig-Berman, 2008). Work-family-life or what one can consider to be flexibility is by far the most important aspect of any company to Gen Xers. Although this may seem odd or overwhelming, companies that learn to adapt to this need can reap the benefits of this generation. The benefits that can stem from using flexibility as a motivating factor as follows: * Increased retention Employees are more likely to stay with a company that adapts to their needs and seems to care about their overall well being and not just the company. * Higher engagement and productivity Happy workers produce great goods or service. * Enhanced recruiting and competitive position When employers enjoy where they work, they have a habit of bragging to others about the company, which can lead to those individuals seeking the company when applying for new employment. * Reputation as an â€Å"employer of choice† Again, happy employees brag about the company, which leads to the word spreading of the company being one to work for. * Improved scheduling and coverage across time zones and continents This again stems from the employer feeling happy and content at work, which makes it simple for employees to work overtime when needed. This also makes it easy for everyone to learn to work together. * Reduced real estate costs Sometimes being flexible means allowing employees to work from home, which in turn saves the company space that would have normally been used. Employers that get the business case for flexible work arrangements will reap the rewards through increased employee engagement and loyalty, which in turn will drive their business to even higher levels of performance and productivity (Beautell Wittig-Berman, 2008). Managers should try to make work meaningful and fun for Gen Xers and understand their skepticism for what it is: a reflection of their honest observations about the relationship between employer and employee (Gibson, Greenwood and Murphy, 2009). Meeting employees needs does not mean compromising on performance; its about enabling employees to their full potential (Deegan, 2009). In sum, the relationship between the employer and employee is whats being judged. They dont just care about working, but more so about how work adapts to their personal life. Companies that pay close attention to the main motivating factor of Gen X will quickly run into understanding that flexibility is the key with this generation. Generation Y Although demographers often differ on the exact parameters of each generation, there is a general consensus that Generation X ends with the birth year 1977. Born in the mid-1980s and later, Generation Y legal professionals are in their 20s and are just entering the workforce. With numbers estimated as high as 70 million, Generation Y (also known as the Millennials) is the fastest growing segment of todays workforce (Rothberg, 2006, para. 1). According to the author of â€Å"Generation Y†, these folks â€Å"grew up with technology and rely on it to perform their jobs better† (Kane, 2008, para. 2). This generation prefers to communicate through e-mail and text messaging rather than face-to-face contact and prefers webinars and online technology to traditional lecture-based presentations. They always have cell phones and all sorts of other gadgets on hand (Kane, 2008). Some suggest that Generation Y people live on the fast track, and that they are â€Å"willing to trade high pay for fewer billable hours, flexible schedules and a better work/life balance† (Kane, 2008, para. 3). â€Å"While older generations may view this attitude as narcissistic or lacking commitment, discipline and drive, Generation Y legal professionals have a different vision of workplace expectations and prioritize family over work† (Kane, 2008, para. 3). Generation Y people are also achievement oriented. Just as mentioned on the article, the author describes this generation as one that has been: â€Å"Nurtured and pampered by parents who did not want to make the mistakes of the previous generation, Generation Y is confident, ambitious and achievement-oriented. They have high expectations of their employers, seek out new challenges and are not afraid to question authority. Generation Y wants meaningful work and a solid learning curve† (NA, 2006, para. 4). The authors of Leadership and the Future: Gen Y Workers and Two-Factor Theory describe Generation Y as being more idealistic than Generation Xers when it comes to the workplace but compared to Baby Boomer workers, they are described as being more realistic (Baldonado Spangenburg, 2009). They value teamwork and seek the input and affirmation of others. Part of a no-person-left-behind generation, Generation Y is loyal, committed and want to be included and involved. â€Å"Generation Y craves attention in the forms of feedback and guidance. They appreciate being kept in the loop and seek frequent praise and reassurance. Generation Y may benefit greatly from mentors who can help guide and develop their young careers† (Johnson Hanson, 2006, p.5). Rothberg states that those workers who are part of Generation Y workers â€Å"have a reputation for experiencing boredom and frustration with slow-paced environments, traditional hierarchies and even slightly outdated technologies† (2006). Dr. Larry Rosen, author of the Mental Health Technology Bible and TechnoStress: Coping with Technology @Work, @Home, @Play, argues that: â€Å"The biggest difference between members of Generation Y and those who came before them is that they have spent their entire lives surrounded by technology.†Technology just is for them. Its part of every aspect of their lives, unlike a lot of the people they will be coming to work for (Rothberg, 2006, p. 2). He suggests that the difference is more than a generational experience gap; its a difference in personality. Some state that the reason this generation is so different is because they grew up during one of the best economic times in the last 100 years, allowing them to grow with more luxuries than other generations (Rothberg, 2006). Baldonado Spangenburg point out that a survey was conducted in order to guide a descriptive study of Generation Y. It was designed to â€Å"explore motivational needs of Gen Y and their impact in the workplace† (2009, p. 2). Upon analyzing responses, several recommendations were provided in order for managers to be able to motivate this new workforce generation. The following is a list of suggestion provided by the authors in the article Leadership and the Future: Gen Y Workers and Two-Factor Theory: The authors suggest that companies should: 1. Support work/life balance in the workplace According to the article, Gen Y believes that their personal life is just as important as their professional life. It is recommended for companies to consider options such as fitness facilities/discount membership, education/training opportunities, flexible working arrangements, family leave policies, and childcare/eldercare programs. 2. Provide Gen Y workers with opportunities to grow in their job -Managers can provide Gen Y with challenging work as their skill and knowledge progresses. 3. Use achievement as a way to reward/motivate Gen Y workers Generation Yers are very interested in being recognized in their work environment. Suggestions include: employee of the month award and gift certificates among others. 4. Managers must clearly articulate safety and fun at work to employees. Having a fun and comfortable working environment can greatly motivate Gen Y cohort, according to the author. 5. Generation Y workers enjoy challenges. That is why the authors suggest increasing responsibility as a reward. This is considered a good motivator for this ever changing generation. 6. Finally, it is suggested for managers to create a fair salary/compensation package. (Baldonado Spangenburg, 2009, para. 14). According to the authors of the article Dont be so Touchy! The Secret to Giving Back to Millenials, constant feedback is an almost critical ingredient in performance and job satisfaction (Ferry Sujanski, 2009). The children of Baby Boomers, the Millennial Generation, have been raised in an atmosphere of high expectations, plenty of feedback and heaps of praise. They have received feedback on class assignments at each stage

Rhetorical Analysis of “Pink Think”

Women have been told what to do since the beginning of time. â€Å"Pink Think† furthers that idea. This article by Lynn Peril explains what influences have impacted the way females act and think. Emotional appeal, the use of the theory pink think and her use of specific examples from history all come together to establish her case that women have been expected to fit into a specific mold in order to be a successful woman in life. Every woman feels the need to fit in with society. By fitting in, the woman would get the perfect guy, be successful in life and feel included.Lynn Peril shows how the attitude of Pink think made women feel the need to fit in. There were articles that showed the joys of housewifery. Women who read these articles felt that if they were a housewife and enjoyed the aspects of it written in the article, they fit in. It is a trait in women that all women want to fit in. We look in magazines and wish to look and dress like the models. This was what women th ought about Pink think. It was the â€Å"in† way to act and think. Women who thought this way fit in and those who did no wanted to so that they could fit in.Lynn Peril shows how Pink think made women want to fit in, and it worked. The theory of Pink Think is a set of ideas and attitudes about what constitutes proper female behavior. It was very popular from the 1940s to the 1970s. The theory of Pink think is the main argument of this essay. The cultural mindset of Pink think touched every female. The women read about it in articles, teens learned about it in their home economics textbooks, and little girls learned the feminine behaviors in games such as Miss. Popularity.With all the aspects of a woman’s life having some type of Pink think, it is no wonder women felt the need to fit into this mold. Pink think also told women that femininity was the only way to get and marry a man. And that was the only way to have a child, which was what women were supposed to do. Pink think also â€Å"made beauty, charm, and submissive behavior of mandatory importance to women of all ages in order to win a man’s attention and hold his interest after marriage. † It made women believe the only thing to do in life was to please a man.Pink think took over the way women act and thought in order to fit into what society thought a woman should be like. The use of specific examples in â€Å"Pink Think† helped Lynn Peril show that this theory influenced women in any stage of their life. Pink think influenced women from the way they put on their bathing suit to the choice of contraception. The example that had a real influence on me was the Miss America competition of 1961. Nancy Fleming’s answer to just kick both of her heals off and continue down the runway was a good one, but her answer that too many women were working and they should just be at home was shocking.Also the fact that she won after that answer really surprised me. Fleming was p utting women throughout the country down and saying they should just stay at home and have no place in the workforce. Women should have the choice to work or stay at home. I do not think the role model for America should have told the world that women are over powering men and her place is in the home. Peril’s use of several specific examples allows her to connect to deferent readers. By having several examples, Lynn Peril expands the audience that she affects.By using emotional appeal, the use of Pink think, and several specific examples Lynn Peril shows readers how women were influenced to act and think a certain way. Some of these attitudes are still looming around today. Just because Pink think was popular from 1940-1970, does not mean the idea does not show up today. Women are still expected to act and think a certain way. Lynn Peril showed how women were supposed to act back then, and it has changed in present day, but some ideas are still around. Rhetorical Analysis of â€Å"Pink Think† Women have been told what to do since the beginning of time. â€Å"Pink Think† furthers that idea. This article by Lynn Peril explains what influences have impacted the way females act and think. Emotional appeal, the use of the theory pink think and her use of specific examples from history all come together to establish her case that women have been expected to fit into a specific mold in order to be a successful woman in life. Every woman feels the need to fit in with society. By fitting in, the woman would get the perfect guy, be successful in life and feel included.Lynn Peril shows how the attitude of Pink think made women feel the need to fit in. There were articles that showed the joys of housewifery. Women who read these articles felt that if they were a housewife and enjoyed the aspects of it written in the article, they fit in. It is a trait in women that all women want to fit in. We look in magazines and wish to look and dress like the models. This was what women th ought about Pink think. It was the â€Å"in† way to act and think. Women who thought this way fit in and those who did no wanted to so that they could fit in.Lynn Peril shows how Pink think made women want to fit in, and it worked. The theory of Pink Think is a set of ideas and attitudes about what constitutes proper female behavior. It was very popular from the 1940s to the 1970s. The theory of Pink think is the main argument of this essay. The cultural mindset of Pink think touched every female. The women read about it in articles, teens learned about it in their home economics textbooks, and little girls learned the feminine behaviors in games such as Miss. Popularity.With all the aspects of a woman’s life having some type of Pink think, it is no wonder women felt the need to fit into this mold. Pink think also told women that femininity was the only way to get and marry a man. And that was the only way to have a child, which was what women were supposed to do. Pink think also â€Å"made beauty, charm, and submissive behavior of mandatory importance to women of all ages in order to win a man’s attention and hold his interest after marriage. † It made women believe the only thing to do in life was to please a man.Pink think took over the way women act and thought in order to fit into what society thought a woman should be like. The use of specific examples in â€Å"Pink Think† helped Lynn Peril show that this theory influenced women in any stage of their life. Pink think influenced women from the way they put on their bathing suit to the choice of contraception. The example that had a real influence on me was the Miss America competition of 1961. Nancy Fleming’s answer to just kick both of her heals off and continue down the runway was a good one, but her answer that too many women were working and they should just be at home was shocking.Also the fact that she won after that answer really surprised me. Fleming was p utting women throughout the country down and saying they should just stay at home and have no place in the workforce. Women should have the choice to work or stay at home. I do not think the role model for America should have told the world that women are over powering men and her place is in the home. Peril’s use of several specific examples allows her to connect to deferent readers. By having several examples, Lynn Peril expands the audience that she affects.By using emotional appeal, the use of Pink think, and several specific examples Lynn Peril shows readers how women were influenced to act and think a certain way. Some of these attitudes are still looming around today. Just because Pink think was popular from 1940-1970, does not mean the idea does not show up today. Women are still expected to act and think a certain way. Lynn Peril showed how women were supposed to act back then, and it has changed in present day, but some ideas are still around.

Life After Wpa Essay Samples

Life After Wpa Essay Samples The Most Popular Wpa Essay Samples You must find the most suitable resources for your essay along with patience when finding the most suitable inspiration to write. Following this comment, the author offers several information about the elephants' right to live. Reflection of this issue and discussion of the references utilized in the paper The topic discussed within this paper is a significant one for Americans since it reflects American history and helps to discover the right answers to existing questions in the area of social security. Be certain to adhere to these directions with care as opposed to simply agreeing or disagreeing or writing an extensive overview of the report. A lot of people find writing as an effective means to share their thoughts and opinions. One of my favourite things about writing is that there isn't any correct or wrong answer. Unless you're an extremely talented baker, most likely the reply is no. A response to this question should mention the youngster's strengths, their athletic and societal interests. It may help you brainstorm some tips for your next scholarship essay. Thus employing an expert for doing your essays could be the correct option. Writing a high school essay if you've got the tips about how to do essay effectively. Writing a persuasive essay can be challenging because you're not just presenting the research materials which you've gathered but you're trying to influence your readers. Such last-minute searching never becomes futile, which causes unfinished essay assignments and ends in a poor grade. When picking a high school essay format, step one is to recognize the kind of essay you want to write. The major portion of a brief essay is known as the body. The price generally changes depending on the essay type. For instance, the price of a persuasive essay will differ from a proposal essay. High school essays are structured very similarly whatever the topic and excellent essay structure will let you write an obvious essay that flows from 1 paragraph to the next. Moreover, our English-speaking writers make sure every order has original content and an appropriate structure. You should outline all facets of the prompt. It isn't as demanding as other kinds of academic papers, but nevertheless, it can provide you an overall insight on writing providing you with the fundamental skills of information gathering, creating an outline, and editing. Using criticism employed by the author points out that individuals have a tendency to forget the previous great deed one time a calamity perceived to have resulted from negligence hits a corporation. The absolute most important element of this sort of essay is the sort of materials you will use and cite. For instance, the WPA made an important effect on Oklahoma. In fact, millions of American people were thrown out of work on account of the negative effects of financial crisis. Roosevelt, in an effort to curb the impacts of the depression, created the New Deal. The Meaning of Wpa Essay Samples We're a company that specializes in professional writing service. Writing is a rather strong tool. Scholarship provi ders would never tell you exactly what they are searching for in an essay. Pros of selecting an affordable essay service Availability Everywhere on the web, you can get one or other essay services. What You Should Do to Find Out About Wpa Essay Samples Before You're Left Behind Our rates are reasonable, and it permits you to have your paper revised at no cost. Its cost can hamper the standard of the content produced. Buy essays from us and you could always be sure of high-quality paper that could assure you quality grade. It is a good idea to look for the one which has a superior reputation and offers high-quality papers at economical prices. You don't need to return to school to prepare for the GED test. GED Online lets you prepare for the GED test by utilizing online classes and practice tests. These tests will construct your confidence and your time management abilities. Practice tests are the best method to receive ready.

The Rise and Fall of the Roman and Islamic Civilizations

Early Rome began like many other early civilizations. Sometime between 1,500 and 1,000 B.C.E. groups of warlike people, speaking a common language we refer to as Italic, began moving into the Italian peninsula from across the Adriatic Sean. One of these peoples was the Latins. By 800 B.C.E. the Latins established Seven Hills near the Tiber River. Around this same time the Etruscans moved into present day Italy. The Etruscans turned seven villages into the city of Rome ruled by a monarchy. 509 B.C.E. the Romans overthrew the Etruscan king replacing the monarchy with a republic, in which citizens elect representatives to govern. During this time two social classes clashed for control; the patricians and the plebeians. The patricians were†¦show more content†¦The Roman Empire peaked under the rule of Trajan 98-117 CE. The Pax Romana: Piece and Prosperity reigned for 100 years (96-180 CE). Some of the accomplishments of the time were architectural domes, concrete used in the con struction of buildings, arches, aqueducts, roads and bridges, and a system of law. The fall of Rome was most likely caused by a combination of internal and external pressures. One of the external pressures was the Germanic Goths who were increasingly attacking the Northern frontier along the Danube River during the reign of Marcus Aurelious 161-180 CE. Marcus Aurelious died of chicken pox in March of 180 CE and was succeeded by his son Commodus. Commodus disliked the administrative component of being ruler and neglected it which lead to dissatisfaction among the senate. He tried to eliminate this by becoming a dictator, became feared and hated by the senate. His sister and conspirators attempted assassination in 182, ten years later he was strangled in his tub. This demonstrates the political unrest in the late period of Roman rule. By the 3rd Century plagues and increasing economic autonomy in the vast empire made it unmanageable. Emperor Diocletion thought the way to save the emp ire was to spit it into Eastern and Western halves. The Eastern Empire consisted of Anatolia, Syria, Egypt, and Greece. The western empire consisted of Italy, Gaul, Spain, Britain, and North Africa. Constantius was co-ruler in the easternShow MoreRelatedModel Essay Comparison Essay Post-Classical Civilizations1304 Words   |  6 PagesQuestion: With the collapse of the classical civilizations, post-classical civilizations arose shortly thereafter. Compare the factors that led to the rise post-classical civilizations from 500 CE to 1200CE between two of the following regions- Europe, East Asia, Africa or the Middle East. Model Essay Comparison Essay Post-Classical Civilizations With the collapse of the Roman, Gupta and Han empires, the world was left in a period of chaos with little structure in most areas. However afterRead MoreThe Contributions to the Collapse of Aksum1163 Words   |  5 PagesCollapse of Aksum Aksum was a civilization located in Northern Ethiopia between 1st and 9th century (Bard, 1997). They were a civilization that relied heavily on trade between the different Empires and a lot of their economic success came out of these relationships. In fact, the majority of their wealth came out of trade. Items of trade from Aksum are known to be ivory, gold, slaves, rhinoceros horn, hippopotamus hides, and other precious luxuries depending on the time (Butzer, 1981). AccordingRead MoreThe Islamic Religion Of The Arabian Desert1505 Words   |  7 Pagesand prestige - if I go to a mosque and see an imam, I feel inferior. He s better than me. It s about knowledge.(Hakeem Olajuwon) The Islamic religion may also be defined as your average day rollercoaster; You have your climb, your peak, your drop or fall, and of course even when this coaster has ended it still has impacted you in some sort of way. The Islamic religion arose in the Arabian Desert during the first half of the seventh ce ntury. This unique religion had essential characteristics thatRead MoreIslamic Religion And The Islamic World959 Words   |  4 PagesAs the Islamic religion rose, both the Persian, and Eastern Roman Empire began to collapse. In the seventh and eighth century, the rise of Islamic religion began to quickly move to rule the territories, taking over to create what is now a very important change in Islamic history. The rise of Islam began in the Arabian desert, showing great change for Islam as a religion, as well as the nature of the Islamic empire, but eventually this great rise began to collapse. The events that took place, is consideredRead MoreContinuity and Change-over-Time: Silk Road Trade 200 B.C.E.-1450 C.E.847 Words   |  4 Pagesthe Han Dynasty in China in approximately 200 B.C.E. The Han Dynasty facilitated trade in the east, while the Roman Empire facilitated trade in the west and in Europe. The two empires traded many goods, as well as cultural aspects of each societyâ €™s way of life. From 200 B.C.E. to 1450 C.E., the Silk Road changed in terms of trade, such as what items were traded, and contact with civilizations, such as what societies made use of the Silk Road. Although these changes affected the efficiency of trade andRead MoreThe History of Politics Essay1469 Words   |  6 Pagesa single king to a council of absolute rulers. The history of the monarchy is perhaps the longest form of ruling in world history. Its known history is marked by a time period by over 3,000 years. From the city-states of Sumeria in 2600 B.C. to the fall of Ottoman Empire in 1923, history has been dominated by kings and queens who have held or attempted to have held absolute rule. One may ask, â€Å"What drove these monarchies, and what caused their collapse?† The first question is simple, power. TerrestrialRead MoreReligion During The Middle Ages1391 Words   |  6 Pagesreligions such as Islam were on the rise in participation. After the fall of Rome , there was no unified state or government in Europe and the Catholic Church used that opportunity to become a large powerhouse. The Roman Empire had effectively split into three different worlds: Muslim, Byzantine, and western European. Various Kings, Queens, and other leaders looked to the Catholic church for power and protection in exchange for alliances. Meanwhile, the Islamic religion was growing in wealth, powerRead MoreThe Decline Of The Roman Empire Essay2032 Words   |  9 Pagescenturies, the Roman empire had undergone a series of cultural changes, including an influx of Germanic tribes, political reforms, and most of all, the rise to prominence of Christianity. These social changes have prompted a historical debate over when the Roman Empire fell. According to the Belgian historian, Henry Pirenne, the Roman empire did not die in 476 AD as many of his nineteenth and early twentieth century colleagues maintained. Instead, Pireene argued that Rome did not fall in the West u ntilRead More History of Egypt Essay1387 Words   |  6 Pagesthe Middle East as well. With a current population of over 15 million inhabitants, the city has evolved for over four thousand years with a variety of social and cultural influences. Northern Africa has been occupied by Ancient Egyptians, Greeks, Romans, Arabs, and Turks and monuments that still stand today are evidence of these influences. Cairo has been known by many names, including Memphis, Heliopolis, Babylon, and, Al-Qahira. The city was a center of religious development for Christianity, JudaismRead MoreThe World And Empires By Anthony Pagden1150 Words   |  5 PagesPeoples and Empires Throughout history there have been a multitude of different empires to rise up and conquer land, along with the people inhabiting that land. More often than not, these empires fell. Whether the empire was quickly abolished, or it maintained power for decades, most of them were over thrown. Anthony Pagden, who at the time of publication was a history professor at John Hopkins, wrote the book Peoples and Empires in 2003 to explain the history of the once â€Å"Great European Empires†