What is community organizing what do community organzers do Essay

What is community organizing what do community organzers do - Essay Example This was the start of Alinsky’s endeavor into community organizing as we know it today. Later on, he became the catalyst for other community organizations that involved large African-American communities in the ensuing decades. The extent of the people’s participation was greatly exemplified through his initiative which became the guiding rule for community organizing. The term community organizing itself came from the budding growth of social activism which ignited in the United States after the Second World War It consists of a membership organization which usually includes churches, labor unions, individuals and so on. They then as a whole engage in a consensual campaign which aims to promote particular concerns such as that of health, education, environment etc. the triumph of these organizations include proofs that can be seen in federal actions taken towards the implementation of their causes which includes as a great example the Civil Rights Act of 1964 which was a program of the Great Society. This was a feat unto itself which propelled the country into being what it is at the present time in history and how it views its population. Alinsky’s Industrial Areas Foundation (IAS) is among the roster of these early community organizations. His model for community organizing became the basis for alternatives to ease racial tension and consequent riots. Communities took it upon themselves to call IAS and help them with the conflicts that are taking place in their territories. Alinsky was also known for satirically accusing Eastman Kodak of the contribution to race relation in creating the colored film (Sen, p.45). 1. The organizer and community leader’s role is to reflect a distinct organizational model with local volunteer leaders and professional staff. Behind the scenes, the organizer works to recruit, coordinate, take notes, research and ‘buy donuts.’ In its most basic form, the leader builds power to attain his

Business Law (7) Assignment Example | Topics and Well Written Essays - 750 words

Business Law (7) - Assignment Example Likewise, it was also emphasized that â€Å"employees bring a range of career development issues (orientation, outplacement, work, and family) in the workplace† (Mallor, Barnes, Bowers, & Langvardt, 2013, p. 459); as such, career development models would assist in designing policies and programs that were indicated to be instrumental in addressing these issues and at the same time, provide ways and means for professional growth. 2. Why should companies be interested in helping employees plan their careers? What benefit can companies gain? What are the risks? Companies should be interested, be involved and be committed in helping employees plan their careers because the benefits that would be accorded to the employees would reverberate in terms of higher productive and performance that is likewise beneficial to the organization. From among the benefits that the companies gain when they are involved in career planning and development are: ensured continuous supply of talented an d competent employees as exemplified from the positive image that these companies exude; higher employee morale and commitment; maintaining a highly motivated personnel; and effectively using the resources which would be instrumental in achieving organizational goals and sustaining financial success. The risks in assisting employees plan their careers are very minimal, which could include shouldering additional costs for career planning, development and management. 3. What are the 3 components of career motivation? Which is most important and why? Which is least important and why? The three components of career motivation are: career resilience, career insight, and career identity. Accordingly, career resilience is the ability of the personnel to address organizational dilemmas that affect implementation of their responsibilities. Career insight was explained as the ability of the personnel to discern their strengths and weaknesses and to relate these to the goals which they have ea rmarked for their respective careers. Finally, career identity was defined as â€Å"the degree to which employees define their personal values according to their work† (Mallor, Barnes, Bowers, & Langvardt, 2013, p. 448). One firmly believes that the three components are equally important; but if one were to select the most significant, it would be career resilience, or the ability of the employee to cope with the problems and challenges that are being encountered in the work setting because it takes innate skills of introspection and problem-solving to be able to resolve problems and bounce back to the level of performance expected in the organization. On the other hand, from among these components, the least important could be career identity because if the two other components are eminent, ultimately, the employee would eventually perceive personal and professional values (either consciously or subconsciously), as long as the organizational goals are effectively achieved. 4 . What is a psychological contract? How does the psychological