Ethnic Stratification, Prejudice, Discrimination Hispanics

Ethnicity and race have been a topic of immense concern in the United States of America since it has a wide range of ethnic and racial entities in this country, having a broad historical background of origin. The author of this paper discusses the effects of ethnic stratification on the Hispanics/Latinos, and how prejudice and discrimination are relevant to this ethnic group.Advertising We will write a custom essay sample on Ethnic Stratification, Prejudice, Discrimination: Hispanics specifically for you for only $16.05 $11/page Learn More Ethnic Stratification Ethnic stratification has resulted in differences in the distribution of resources according to hierarchical positions. The most powerful/dominant ethnic group enjoys most benefits as long as resource distribution is concerned. In the US, stratification was done based on physical appearance and religion. The white Protestants are top in the hierarchy followed by the Jews, white Catholics and Asian s. The bottom in the hierarchy includes the blacks, Indian Americans, some Asians and Hispanics or Latinos. This has changed since there have been several conversions from one culture to another. Currently, stratification is done using two main ways i.e. biological characteristics and ethnic background. To the Hispanic, what has mostly influenced their placement in the hierarchy is their ethnic background. Given their unclear origin these citizens are usually treated as non-Americans. They are currently ranked lower than the blacks especially in employment, housing and education. The Latinos are thus discriminated because of their position in the ethnic hierarchy. In fact, stratification is the main reason for racialism and racism among the American population. Prejudice and discrimination The disparity in ethnic class resulting from the social stratification in the American society has resulted to uncontained prejudice and discrimination. Price (2012) defines prejudice as peoplesâ €™ perception towards people of other cultures whose traits they consider negative because of their cultural background, religion or color (Price 802). Discrimination, on the other hand, is one’s act of prejudice on another person or a group (Price 802).Advertising Looking for essay on ethnicity studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to different surveys (Gk-survey, Pew Research poll), the Hispanics are ranked second after African Americans among those who face discrimination in the United States of America. The Hispanics are mostly discriminated against finding adequate and good housing (US Census Bureau, para 7). The pew research poll indicated a shocking statistics that three of ten Latino employees have been discriminated at least once a week at their work place. About 12% of the interviewed Hispanics in the US Census Bureau Survey believe that at one time, they had been fired from work due to prejud ice. Moreover, one in ten Hispanic men report going into prison at least once in their life due to prejudice and discrimination (US census bureau para. 6). This discrimination extends to other extremely valuable services like education, health services and leadership. The children and youth are the most affected by the discrimination though adults also phase their position of prejudice and discrimination. The discrimination has had lots of influence on the perception of the Hispanics on life and other vital activities (Price 801). The Hispanics are reported to be less motivated in life at work, low education standard and high unemployment rates. These are all results of prejudice and discrimination that they face. Policy measures to reduce the discrimination bears no evident fruit, campaigns for equality to bears no fruits. It is forecast that with the increase in Hispanic immigrants into the US, perceptions against the Hispanics increases and thus discrimination worsens. The bid to reduce this prejudice has thus to be heightened to save the situation. Works Cited Price, Patricia L. â€Å"Race and ethnicity: Latino immigrants and emerging geographies of race and place in the USA.† Progress in Human Geography 36.6 ( 2012): 800-809. Print. US census bureau, 2010, Web. www.census.gov.Advertising We will write a custom essay sample on Ethnic Stratification, Prejudice, Discrimination: Hispanics specifically for you for only $16.05 $11/page Learn More This essay on Ethnic Stratification, Prejudice, Discrimination: Hispanics was written and submitted by user Brody L. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Qualitative Data Definition and Examples

Qualitative Data Definition and Examples In statistics, qualitative data- sometimes referred to as categorical data- is data that can be arranged into categories based on physical traits, gender, colors or anything that does not have a number associated with it. The hair colors of players on a football team, the color of cars in a parking lot, the letter grades of students in a classroom, the types of coins in a jar, and the shape of candies in a variety pack are all examples of qualitative data so long as a particular number is not assigned to any of these descriptions. Qualitative data is contrasted with  quantitative data  wherein quantitative  data sets have numbers associated with them that evaluate the quantity of an object or objects with shared features. Oftentimes, quantitative data is used to analyze qualitative data sets. Qualitative vs. Quantitative Data Its pretty easy to understand the difference between qualitative and quantitative data: the former doesnt include numbers in its definition of traits of an object or group of objects while the latter does. Still, it can get confusing when thinking in terms of statistical attributes, which include size and dimensions, which are quantitative and not qualitative data. In order to better understand these concepts, its best to observe examples of particular datasets and how they can be defined. Observe which are qualitative and which are quantitative data sets in the following examples: The cats have orange, brown, black, or white fur (qualitative).The boys have brown, black, blonde, and red hair (qualitative).There are four black cats and five orange cats (quantitative).The cake was 50 percent chocolate and 50 percent vanilla (quantitative). Even when a particular feature or attribute of an object is qualitative, such as chocolate for the cake or black for the cats, the inclusion of a number in the data set makes it a quantitative one, though this interplay is important for the study of statistics as it provides categories for which mathematicians  can then compare numerically. The Importance of Qualitative Data Whereas quantitative data is important in determining the particular frequency of traits or characteristics, the sizes, and dimensions of objects, and that sort of information about a given topic, qualitative data like the color of hair or skin of employees in a company or the healthiness of a pets coat can be important in statistical analysis, especially when paired with quantitative data about these qualitative features. Essentially, qualitative data is important because it allows statisticians to form parameters through which to observe larger sets of data. For instance, a company that wanted to determine the diversity of its workforce would want to look at a set of qualitative data like race and ethnicity of its employees as well as the quantitative data of the frequency of employees to belong to those races and ethnicities. Qualitative data provides the means for which observers can quantify the world around them- there are three blondes, two brunettes, and three black-haired women at the table or there are 16  freshmen and 15 sophomores attending the annual band trip.

Performance Review Takes a Page from Facebook Research Paper

Performance Review Takes a Page from Facebook - Research Paper Example It is because of this that this essay seeks to establish the reality on these matters. It is very untenable to posit that regular conversations with employees and familiarity with their stand can overwrite the need for performance evaluation. First, it is likely that these regular conversations also include both formal and informal discourse. Informal discourse does no constitute the frameworks of performance evaluation. Conversely, taking regular conversations and an employees’ acquaintance with their stand is akin to taking an individual’s words for a fact. What an employee says he has done is not what may be the reality. Many are the cases when employees have assured their bosses that they have finished a project, to save face, and with the hope of finishing the project before the boss asks for it. Performance evaluation also factors several measures and frameworks that conversations and familiarity may not capture, the degree of regularity and familiarity notwithsta nding. First, performance evaluation should be carried out on regular basis (for instance, at the end of a fiscal year) and should be facilitated by the human resources (HR) management or a supervisor. It is debatable if the boss will follow through the frameworks that entail performance evaluation, due to the impromptu nature of a conversation. In a closely related wavelength, performance evaluation becomes only meaningful with a performance target in mind or at hand. Even if the boss may have this in mind, it is a fact that his mind will not contain all the specific frameworks of performance evaluation. It is very unlikely that the employer or the boss will keep every employee’s performance target, in order to make sensible performance appraisal. Performance evaluation also meaningful if it factors it is followed up with proper correctional action. Because there would be no proper performance appraisal, it follows that such conversations will not capture proper correctional measures such as workshop drives and training programs, or the degree to which they should be carried out. Question 2 When one looks at the possible effectiveness of the social network performance review to veterans, baby boomers, Gen X, and Gen Y, one realizes that there are changes that have taken place. For the veterans and the baby boomers, it is clear that conventional type of social network performance was used, in lieu of the online social networks. This is because the world had not yet become acquainted to the Worldwide Web. Generation Y and X began using social networks to perpetuate organizational goals, earlier and more frequently than the baby boomers and the veterans due to age. For instance, the veterans (1922-1943) always value clarity and consistency in respect to rules, performance standards and decision making processes. This generation may therefore need clarification on what it is actually expect of it, when introducing social network performance. Baby boomers ( 1944-60) in turn will also realize positive social network performance reviews since this group likes being in control. Generation X (1961-1980) may also register positive social network performance review since it has the ability to flexibly balance work arrangements and work balance. This group also has ready access to exciting and meaningful work choices. Generation Y (1981-2000) may also register pleasing social network performance review since it has a knack for teamwork, fast decision making and self-motivation. Question 3: Justification