MasterCard CEO: Ajay Banga

MasterCard CEO: Ajay Banga Ajay Banga was born, raised, and educated in India. He received his bachelors degree in economics from Delhi University (Diversity leadership: Ajay Banga, MasterCard worldwide, n.d.). Banga has had a very diverse career where he held many senior management roles simultaneously. He began his career with Nestle in India. During his thirteen years with the company, he worked on assignments to expand sales, marketing and general management (Banga, BIO: Ajay Banga, MasterCard president and CEO, 2013). Afterwards, he worked with Citigroup where he had the opportunity to be the CEO and to travel to London, Brussels, Hong Kong, and New York (Diversity leadership: Ajay Banga, MasterCard worldwide, n.d.). Banga was appointed CEO of MasterCard in 2009 where he currently remains. (Banga, BIO: Ajay Banga, MasterCard president and CEO, 2013). He has served as a member of the U.S. Presidents Advisory Committee for Trade Policy and Negotiations as well as a member on the Commission on Enhancing Nati onal Cybersecurity under the Obama administration (Our people, n.d.). Banga has had the pleasure to have a very diverse and distinguished career and continues to share his experiences and knowledge with others. As leader of a top ten most diverse company, Banga says that being different helps to build a global workforce (Banga, What does global mean for MasterCard?, 2015). His passion for diversity came from the fact that he himself is diverse, in the sense that he is of Indian decent, runs a global company, and wears a beard and turban; something that is not common in his position (Groysberg Connolly, 2013). Status1 MasterCard has continually been considered a diverse company. This can be contributed to the fact that MasterCard is a global company that operates in more than 210 different countries and employs over 7,500 employees. The company believes that having diversity will allow a better understanding and greater access to new markets (Our Story, n.d.). In 2001, the company had launched the Supplier Diversity Program so that businesses that were owned by women, veterans, and minorities would have more of an equal opportunity to participate in the procurement process (Our Story, n.d.). However, the roles of diversity and inclusion would not be a main focus for a few years, until the appointment of Ajay Banga. The proof can be seen in the ranking of MasterCard by Diversity Inc. Magazine where MasterCard didnt hit the top 50 until 2005 at rank #49 (DiversityInc top 50 list since 2001, n.d.). Celebration, however, would be premature for the company, as it took an additional four years until it would reach the top 50 again in 2009 at rank #41. It wasnt until 2011 that the company would see momentum taking them up the list where it went from rank #31 on the list in 2011, to rank #15 in 2012, and then to the top ten in 2013 at rank #5 (DiversityInc top 50 list since 2001, n.d.). Much of the success could be associated with the introduction of MasterCards innovative creation of its Business Resource Groups (BRG) (Leading our diveristy efforts, n.d.). Philosophy       Ajay Banga has a philosophy of global diversity and inclusion. His passion for diversity comes from the fact that he himself is diverse as an Indian immigrant. Banga promotes his vision of a world beyond cash (MasterCard diversity and inclusion, n.d.). This means that his workings of diversity and inclusion go beyond the simple fact of making money, and spread farther to helping others grow as well. The company has been involved in philanthropy as well as programs that assist others in personal and professional growth (MasterCard diversity and inclusion, n.d.). He has a passion to inform others of the importance of diversity in multiple aspects of the global market. This is seen in his speeches at IIM-A class of 2015 (Banga, MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015, 2015) and to the NYU Stern graduates (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.). Here he speaks about doing well and doing good as the highest form of leadership (Banga, MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015, 2015). He feels that a company that is successful has a responsibility to help others succeed as well. Banga said, As a company, we believe diversity sits at the root of innovation. Diversity of culture, experience, and thought all drive innovative thinking. Thats why we encourage employees to express their diverse opinions and ideas. (MasterCard diversity and inclusion, n.d.). During his speech to NYU Stern graduates, Banga pokes fun at himself by saying that one of his hobbies is to be randomly searched by TSA in airports (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.). This goes along with his philosophy that people should not be focused on where they come from or what they look like and more on what they do and how they do it.   That acceptance of all cultures and development of those cultures can benefit business. Banga has said many times that a group of similar people tend to think in similar ways, reach similar conclusions, and have similar blind spots. (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.). Banga suggests that a company should try to increase its connectivity to the rest of the world by looking outside its own boarders and to get involved in other organizations, but also with the ones that connect back to it (Banga, MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015, 2015). This is what gives MasterCard its success as a global company. Banga tells of four important attributes that defines a great leadership culture of diversity. The first is a sense of urgency to solve problems and implement solutions that can be solved easier from having a diverse culture. Second is a sense of balance, third is to have the courage to take thoughtful risks. To explain this, Ajay takes a quote from Winston Churchill, Success is not final, failure is not fatal, its the courage to continue, that really counts. (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.). This means that a person must be willing to take a chance to change for the better and innovate solutions to be better. One of his attributes is to be competitively paranoid, where a person must constantly ask themselves if they are missing anything to the problem, if there is something else that can be done, or a better way to do it. We must harness the collective uniqueness of people to widen your field of vision. (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.). The bigger the window is that you have to view the world, the more you can see what works and what doesnt. This boils down to having a diverse culture in multiple locations around the world that will allow insight as to how to conduct smart business decisions. Strategy Banga has implemented his philosophy of diversity and inclusion to grow the company even stronger as a global competitor by creating innovative solutions. He states that, Diversity of thought is at the heart of innovation. (MasterCard diversity and inclusion, n.d.). To accomplish this, Banga had to be able to tap into the diverse cultures of the world and to gain their involvement so that the information can be collected and used. This was done by creating Business Resource Groups (BRG). These are similar to Affinity groups that other companies have, except for that they are more than just focused on the business of things. Each of the eight BRGs that MasterCard has focuses on a specific part of the global culture to gain valuable insight as well as to be able to assist in the development of these groups. These groups include Salute, which assists active military and veterans in transitioning to MasterCards culture, WLN (Womens Leadership Network), where help in advancing the careers of women through mentoring and coaching is available, Pride, where a culture of inclusiveness and acceptance regardless of gender identity, sexual orientation, or expression is accepted, and YoPros, where the company utilizes innovative skills of young professionals to aid in the advancement of the new world of technology such as teaching the ropes of social media (MasterCard diversity and inclusion, n.d.). The Center for Inclusive Growth was created to advance more sustainable economic growth and financial inclusion globally (MasterCard diversity and inclusion, n.d.). Its focus is in two areas, research and global philanthropy, where multiple programs are in place to help the worlds poor and financially excluded to gain more control over their financial future (MasterCard diversity and inclusion, n.d.). One of the most important strategies that has been implemented would be the EDGE program. Employees Driving the Global Edge follows the philosophy that MasterCard is a company that exists beyond boundaries and must think beyond them as well (Johnson, n.d.). The EDGE allows employees of all levels and from all over the globe to connect, communicate, and socialize on an intellectual level that enables them to share their experiences on what they have learned and essentially become advocates for MasterCard (Johnson, n.d.). It has become part of one of the cornerstones of MasterCard which is education and as such has now set the foundation for education on payments and products desired by the diverse cultures around the world (Johnson, n.d.). Goals Bangas goals were to create a diverse environment with diverse people in a diverse world culture. Often referred to as a world beyond cash in the MasterCard family. This goal was the platform for many of the innovations that were created. For Banga, owning a global company meant looking past what was only good for his company, and beyond where it was centrally located. By helping other businesses succeed, Banga knew that MasterCard would succeed with them. Banga said, Its only lonely at the top when you dont bring other people along with you. (Banga, MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015, 2015). He has put forward an increased focus on the companies eight resource groups to help extend relationships with current and potential partnerships. In doing so, BRG chapters have expanded worldwide with the addition of twelve new chapters created in 2015. MasterCard has also made further commitments with support to the LGBT community and with the help of other firms has created the Open for Business coalition (No. 7 / MasterCard/ DiversityInc Top 50, n.d.). Bangas future goals are to continue to be diverse and to continue MasterCards innovative culture and to help other businesses succeed. He has succeeded in bringing the company to the forefront of diversity leadership. Going along with his lessons on leadership, being competitively paranoid means to keep questioning the ways things are being done and to challenge yourself to do them better (Banga, MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015, 2015). He believes that being different helps in building a global workforce (Banga, What does global mean for MasterCard?, 2015). Current Status MasterCard currently holds onto its position in the top ten most diverse companies (DiversityInc top 50 list since 2001, n.d.). The company has been in the top ten for four years in a row. A major factor that many companies face in the fight for diversity is the amount of diversity in leadership positions. A company can be diverse, but if there arent any diverse leaders, then the message gets lost. MasterCard has accepted this challenge and has 80.6% more Asians in senior leadership than the rest of the top ten companies, and 25.4% more blacks, Latinos, and Asians total than that of the top ten, which is 76.7% higher than the national average (No. 7 / MasterCard/ DiversityInc Top 50, n.d.). Critical Claim My original idea of diversity was that it mainly involved the direct culture of businesses. I understood the value of having a diverse workforce to further the thinking of a business in regards to growth and marketing strategies and even to the point of social acceptance. After researching and learning more about Ajay Banga, I feel that I had much more to learn than I thought. Diversity on a global level means that a company must have the capability to understand different economic and social cultures. Only then, can the company be able to involve itself to benefit not only itself, but also everyone they do business with. MasterCard has taken upon itself to help these companies gain control over their financial future so that they can grow with the rest of the world. Business operations need to be just as diverse as the company performing them. We see today a more diverse society than ever before as it has grown far beyond the demographics of age, sex, race, and religion. Today we ha ve identities that people claim, races have become intertwined. References   Ã‚   Banga, A. (2013, November 20). BIO: Ajay Banga, MasterCard president and CEO. Retrieved from mastercard.com: http://newsroom.mastercard.com/documents/ajay-banga-bio/ Banga, A. (2015, April 8). MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015. Retrieved from Quartz Media LLC.: https://qz.com/377104/ajay-bangas-six-lessons-on-leadership-as-told-to-the-iim-a-class-of-2015/ Banga, A. (2015, June 24). What does global mean for MasterCard? Retrieved from Yale Insights: http://insights.som.yale.edu/insights/what-does-global-mean-for-mastercard Diversity leadership: Ajay Banga, MasterCard worldwide. (n.d.). Retrieved from DiversityInc: http://www.diversityinc.com/ajay-banga/ DiversityInc top 50 list since 2001. (n.d.). Retrieved from DiversityInc : http://www.diversityinc.com/all-diversityinc-top-50-lists/ Equality, diversity anchore MasterCard CEO message to NYU Stern gradates. (n.d.). Retrieved from MasterCard Engagement Bureau Video Gallery: http://newsroom.mastercard.com/videos/equality-diversity-anchor-mastercard-ceo-message-to-nyu-stern-graduates/ Groysberg, B., Connolly, K. (2013, September). Great leaders who make the mix work. Retrieved from Harvard Business Review: https://hbr.org/2013/09/great-leaders-who-make-the-mix-work Johnson, D. (n.d.). MasterCard diversity: leading on the EDGE of innovation. Retrieved from newsroom.mastrecard.com: http://newsroom.mastercard.com/wp-content/uploads/2014/10/Diversity-white-paper-final.pdf Leading our diveristy efforts. (n.d.). Retrieved from mastercard.us: https://www.mastercard.us/en-us/about-mastercard/who-we-are/diversity-inclusion.html MasterCard diversity and inclusion. (n.d.). Retrieved from mastercard.us: file:///C:/Users/vmostul/Downloads/MCUS-14012_Diversity_Brochure_v1_July23%20(14).pdf No. 7 / MasterCard/ DiversityInc Top 50. (n.d.). Retrieved from DiversityInc: http://www.diversityinc.com/mastercard/ Our people. (n.d.). Retrieved from mastercard.com: http://newsroom.mastercard.com/people/abanga/ Our Story. (n.d.). Retrieved from MasterCard Newsroom: http://newsroom.mastercard.com/wp-content/uploads/2013/09/MasterStory_Our_Story.pdf Perspectives on Ageing | Essay Perspectives on Ageing | Essay Lachlan Donnet-Jones Ageing is a term used to describe the physical, psychological and social changes that occur to an individual over time. While most individuals possess their own interpretation of ageing, the issues and challenges faced by the older population is a topic commonly misunderstood. This can be due to generational differences in morals, values, beliefs and a lack of understanding, leading to various stereotypes, prejudices and assumptions of the elderly. This paper will explore my own personal understanding of the issues and challenges faced by the elderly and how my assumptions compare to current evidence based research and the information obtained through a conversation with an elderly person. Prior to the conversation with my 71 year old grandfather, who will be referred to as George, I had formed various assumptions from my attitudes and existing knowledge about what Georges’ primary concerns and issues were at this stage in his life. To better understand George’s situation it was helpful to think about myself in 50 years’ time, and what would be primary concerns for me if I were 70 years old. The topics I thought about in relation to the issues and challenges of ageing included deteriorating health, cognitive function, physical ability, and family and relationships. I chose to focus on the issues which I would consider to be most concerning if I were an elderly person, which primarily pertained to mental and physical health and the social aspects of ageing. Given that I am technically still classified as a teenager, my experience with ageing is rather limited. This leads me to believe that many of my attitudes and beliefs about ageing may have been heavily influenced by popular stereotypes. As Kim Vickers of the University of California explores in her research article ‘Ageing and the Media’, the media can heavily influence the opinions of young person’s, such as myself, by portraying ageing in a negative light (Vickers, 2007). I believe that when you age your cognitive function and ability declines, for example, the ability to accurately memorise and recall information becomes less ‘sharp’ and reliable. I also believe that along with cognitive function, you become frail and your ability to be physically active becomes more difficult, which includes anything from walking the dog, going to the supermarket, to engaging in sexual activities. Respect is one thing that I think can be positive with ageing. I b elieve that when you become older and wiser your opinion and knowledge will be increasingly respected, especially by those who are not as wise and knowledgeable. In summary, looking at my initial attitudes toward ageing, it is quite apparent that I have formed, through my minimal life experience, a relatively limited and negative view of ageing, which is most likely due to my lack of understanding, and that our society as a whole places greater value on youth, than on ageing (Oregon Department of Human Services, 2012). During the interview with George, I discovered that a number of the assumptions I held about the elderly were not as accurate as I had thought. The first and most surprising answer I received from George was in regards to having more respect from others. George stated that he did not believe he was treated with any more respect, as he aged. This was a direct contradiction to what I had considered to be one of the positives of growing old, and I found this to be most surprising. This made me think of why George may feel that way. Perhaps it is due to the changing attitudes of youth toward the elderly, they do not recognise respecting an elderly person, as much as previous generations have done. It may also be an individual thing, where George has simply not noticed any change in the way people regard and respect him. There may be a number of reasons for this, however it appears evident that one of the primary contributing factors is the change in generational attitudes, particularly those of the young toward the elderly. Professor Jared Diamond noted that one of the reasons for the shifting generational attitudes may be due to the rapid changes in technology (Diamond, 2011). Predating the use of written records, the repositories of knowledge the elderly members of society possessed in their memories were once considered vital to pass onto future generations, for example, the telling of stories to children. However, with advancement in technology new resources have become available, that previously did not exist, such as; television, the internet, and mass media. The ease of access and availability to this endless source of information and knowledge has, in a sense, replaced the role of the elderly within some societies and, therefore, may have led to less respect by the young towards the old. Another aspect of the newer generations of elderly people is the increasing life expectancy which can be viewed as a positive thing, however, increased age correlates with increased susceptibility to chronic diseases, especially those which affect the brain and cognitive function, such as dementia (Buttrose, 2011). One of the expectations I had of old age is that of declining cognitive function. When asked about day to day life George stated that he did not particularly feel old, however, he had noticed himself slowing down. George explained that he is aware of his physical and mental capabilities not being as sharp, as perhaps they once were, however he does not feel or think of himself as ‘old’. In an attempt to further my understanding on the effects ageing has on cognitive function, I investigated the work of Melissa Lee Phillips regarding her research into cognitive ability in the elderly. Melissa Lee Phillips published an article in the American Psychological Associations (APA) ‘Monitor on Psychology’ segment that compares the cognitive function of the brain in youth and the elderly (Phillips, 2011). The adult brain has long been thought to be most efficient during youth, however in Phillips’ article she points to research that contradicts that information. The research shows that the maturing mind actually retains many of the skills learnt during youth, and continues to develop new strengths. The ageing brain is also capable of ‘rewiring’ itself and has proven to improve in various areas, such as being less neurotic, calmer, and better at sorting through social situations (Phillips, 2011). Cognitive neuroscientist, Patricia Reuter-Lorenz, PhD, of the University of Michigan stated that â€Å"there is an enduring potential for plasticity, reorganization and preservation of capacities†, providing further evidence to support this n ew theory (Reuter-Lorenz, 2012). This new evidence helps disprove the stereotypes of ageing, such as the common proverb, ‘you can’t teach an old dog new tricks’. Another study titled the ‘Seattle Longitudinal Study’ conducted at the University of Washington in Seattle, uncovered a large amount of new data on ageing and it’s effective on the brain. The research team leader Sherry Willis, PhD, states that the results show that while memory and recall skills begin to decline, skills such as verbal abilities, spatial reasoning, simple math and abstract reasoning showed marked improvement (Schaie, 2013). Relating the influx of new research back to my perspective on ageing, it would appear that whilst there are some undesirable effects on cognitive ability, there are also positives aspects to the ageing brain. I believe the way ageing is portrayed by the media in society is a narrow view which primarily focuses on the negatives of ageing. This view is supported by the findings of Doctor Jeanne Holmes in her paper ‘Successful Ageing: A Critical Analysis’, published in the Journal of the American Society of Ageing (Ho lmes, 2009). Similar to cognitive function, I had assumed that due to elderly people having increased fragility, decreased physical strength and the body ‘slowing down’ due to ageing organ systems, it would cause the libido of elderly persons to significantly decrease, if not cease to exist at all. Although I did not ask my grandfather about his sexual activities, I did do my own further research into the topic. Judith Horstman provides insight on sex and the elderly in her book ‘The Scientific American Healthy Ageing Brain’, in which she states â€Å"Recent studies and surveys show the brains of those well over 60 years old want and enjoy sex† (Horstman, 2012). This information directly contradicts what I had previously believed. In the United States, a national survey was conducted on men and women aged between the ages 75 and 85 to determine the level of sexual activity in the elderly population. The results showed that three-quarters of male participants and a pproximately half of female participants said they were still interested in sex, and were still sexually active (Pew Research Center, 2010). Growing old is an inevitable and natural process, and I think it is important to keep in mind that we will all be considered ‘old’ one day. Some may define ageing as the changes that increase the likelihood of death, which may be true, however after the conversation with my grandfather I can see that ageing is not necessarily a negative thing. I now understand how my own opinions have been influenced by popular culture, the media and society. Ageing can change many aspects of a person, and contrary to what may be portrayed in the media, these changes are not necessarily negative. Attributes such as physical agility may decline with age, others such as knowledge and wisdom continue to expand. It is my understanding, that by leading a healthy lifestyle and actively participating in all that life has to offer, one can live a fulfilled and worthwhile life well into old age. I believe that, much like fine wine, quality of life can increase with age. References Buttrose, Ita (2011).Dementia Across Australia: 2011-2050. Sydney: Deloitte Access Economics Pty Ltd. Diamond, J. (2011). DOCUMENT 163: Jared Diamond on Consumption, Population, and Sustainability, Credo Reference Collections, EBSCOhost, viewed 4th August 2014. Holmes, J. (2009). Successful ageing: a critical analysis: a dissertation submitted in partial fulfilment of the requirements for the degree of Doctor of Philosophy in the School of Sociology, Social Policy, and Social Work at Massey University, Palmerston North, New Zealand. Horstman, J. (2012).The Scientific American healthy ageing brain. 1st ed. San Francisco: Jossey-Bass. Oregon Department of Human Services, (2012).Myths and Stereotypes of Ageing. Oregon: Oregon Department of Human Services. Available at: http://www.oregon.gov/dhs/apd-dd-training/EQC Training Documents/Myths and Stereotypes of Aging.pdf Pew Research Center, (2010).Growing Old in America: Expectations vs. Reality. A Social Demographic Trends Report. Washington, DC. Phillips, M. (2011). The mind at midlife.American Psychological Association (APA), 42(4), p.38. Reuter-Lorenz, PhD, P. (2012). Cognitive neuropsychology of the ageing brain.American Psychological Association (APA), 17(3), pp.177-182. Schaie, K. (2013).Developmental influences on adult Intelligence. 2nd ed. New York: Oxford University Press. Vickers, K. (2007). Ageing and the media: Yesterday, today, and tomorrow.Californian Journal of Health Promotion, 5(3), pp.100105. Appendix Appendix 1 – Expectations Prior to Conversation Appendix 2 – Conversation Questions and Answers George. Grandfather. 71 years old. White/Caucasian. Married. Appendix 2 – Conversation Questions and Answers Cont. Page 1 of 9

Introduction to Contemporary Society Essay

STUDENT DETAILS ACAP Student ID: Name: Course: BASSIX. ASSESSMENT DETAILS Unit/Module: Introduction to Contemporary Society Educator: Assessment Name: Assignment1 Assessment Number: 1 Term & Year: Word Count: 2,121. DECLARATION I declare that this assessment is my own work, based on my own personal research/study. I also declare that this assessment, nor parts of it, has not been previously submitted for any other unit/module or course, and that I have not copied in part or whole or otherwise plagiarised the work of another student and/or persons. I have read the ACAP Student Plagiarism and Academic Misconduct Policy and understand its implications. Society is a human construct that in its most basic form refers to a group of people who share a sense of community and agree on how to behave within the community so it can function effectively. Socialisation is the process of learning, and adapting as a result of the learning, in order to successfully integrate into society. Although we believe, or wish to believe, that we make choices autonomously, free from the influences of others, this is not the case. Agents of socialisation are those people and groups within a society that influence our self-concept, which in turn manifests in our attitudes, beliefs, values and behaviours. Although a myriad of agents contribute to this process over an individual lifetime the influence and impact these agents have will vary from individual to individual. This essay reflects on three agents of secondary socialisation – national identity, the workplace and social media – and their influences on my socialisation process. Van Krieken, Habibis, Smith, Hutchins, Marton and Maton (2010) state that national identity is about identifying ourselves and others as a collective rather than as individuals; a collective that shares a common outlook shaped by either culture, lifestyle or ancestry or all three. National identity, often unconsciously, shapes our daily lives as it manifests in our beliefs, values, behaviours, views, language, lifestyle and choices. I am an Australian by choice, having lived in Australia for a number of years and attaining citizenship in June 2006, and a New Zealander by birth. Although both national identities are available to me I identify most strongly with my country of birth so I classify myself a New Zealander when asked about my nationality. MÄ ori are the Indigenous peoples of New Zealand whilst New Zealanders of European descent can be categorised in several ways; PÄ kehÄ  from the MÄ ori language, which literally translates to ‘stranger’, New Zealander or colloquially as Kiwis. The Kiwi is a flightless bird unique to New Zealand and is also one of its most recognizable national symbols. Of the three terms available to me as a non-indigenous New Zealander I use the term Kiwi as it also encapsulates symbolic aspects of New Zealand. There are a number of key characteristics that typify the national character and identity of New Zealanders according to research undertaken by Sibley, Hoverd and Liu (2011) where people who were born in New Zealand were asked what qualities classify someone a ‘true’ New Zealander. The top 5 characteristics to emerge from this research were liberal democratic values, cultural/bi-cultural awareness, rugby/sporting culture, citizenship and ancestry and patrioti c values, with each characteristic also being deconstructed into number of related elements. Liberal democratic values, which encompassed pro-social, pro-environmental elements such as friendliness, respect for people and environment, tolerance, equality and work ethic was the characteristic that I believe has most influenced my secondary socialisation and continues to do so on a daily basis. New Zealanders view themselves as egalitarian and classless and this aspect of the national character has a significant influence on me as I place no value on titles, ranks, gender or backgrounds and my underpinning belief is that everyone is equal regardless of their wealth, power, race or gender. This may also prove to be a blind spot in my socialisation, as others may perceive my interactions with them as being disrespectful due to my egalitarian viewpoint. The pro-environment outlook that I have also emanates from my sense of national identity rather than from my family of origin, as I am the only member of my family that has a green outlook and respects the environment through all forms of recycling. As a child in primary school I was exposed to MÄ ori folklore, which explains the origins of everything from a mythological perspective. As a result of this the attitude of many New Zealanders towards the environment is heavily influenced by the MÄ ori concept of the ‘mauri’, or environmental life force, which says that any negative impact on the ‘mauri’ adversely impacts its energy, which has a negative flow on effect to the lives of people and the environment. This value also underpins my support of the New Zealand Nuclear Free Zone, Disarmament, and Arms Control Act that was passed by the Parliament in 1987, which bans visits by vessels that are nuclear powered or armed. From my perspective this piece of l egislation also embodies another characteristic of New Zealanders, that of ‘punching above our weight’ or fighting for what we believe in socially despite our size. The majority of New Zealanders saw the passing of the legislation as a small nation courageously taking a clear position on a contentious topic on the world stage. Cultural/Bicultural awareness is another key characteristic identified by Sibley et.al. (2011) that has influenced me. In the late 1980’s there was a renaissance of MÄ oritanga or MÄ ori culture and a subsequent acceptance of it by the broader New Zealand. This MÄ ori renaissance manifested in a multitude of ways such  as a greater emphasis on MÄ ori cultural expression in the arts, language and ‘tikanga’ or customs and traditions. Te Reo, the MÄ ori language, was formally recognised as an official language of New Zealand and all Government departments formally incorporated the MÄ ori translation into their names. Even though I no longer reside in New Zealand this still has an influence on my language as I often subconsciously select MÄ ori words or phrases that more effectively explain symbolic concepts than English, which causes a lack of understanding from non New Zealanders. New Zealand art, which incorporates a significant amount of national symbolism and MÄ ori culture, also adorns my home. This assignment has encouraged me to question why I am a patriotic Australian but fiercely patriotic New Zealander. Upon reflection it is my belief that it was my mother, an agent of primary socialisation and a fiercely patriotic woman, who instilled in me the strong sense of national pride that I still possess today. She reminded me often how fortunate I was to be a Kiwi and to never forget that we were lucky to live in ‘God’s own country’, a phrase used proudly by New Zealanders since the late 1880’s to typify New Zealand. The primary school I attended also served to deepen this sense of patriotism, as we sang the national anthem at our weekly assembly, which only served to deepen the connection I felt. Whilst the value I place on work is determined primarily by my family’s values it also has links to national identity. In the research undertaken by Sibly et. al. (2011), which focuses on defining the national identity of New Zealanders, many New Zealanders reported that working hard and trying to get ahead, colloquially referred to as ‘the number 8 fencing wire’ mentality, were national traits, a philosophy that I was brought up to believe in. Work is also an important aspect of my life for more than economic reasons. It is a significant contributor to my identity as it allows me to be viewed as an individual rather than by my relationships with others such as being someone’s partner. From an economic perspective, I place significant value on being self-sufficient as a result of a my upbringing and this, combined with the value I place on achievement, has driven me to consciously progress my  career in order to ensure that I can remain independent financially. An output of these needs is that I am more comfortable in the role of the primary, rather than secondary, breadwinner in my intimate relationships. Meisenbach (2010) undertook research on the phenomenological experiences of women who were the primary income earners in their relationships, either through choice or circumstance, seeking to determine elements of commonality from these experiences. Six key themes emerged from the women’s experiences: the need for control, valuing independence, feelings of stress, placing value on a partner’s contribution, feelings of resentment or guilt, and placing value on progressing their careers. Although there was variation around the value the participants placed on each element, most agreed that the financial independence the role of female breadwinner gave them formed an important aspect of their identity. The value placed on this aspect was usually attributed to a parent actively encouraging their independence, or to a negative example they saw whilst growing up, so the status of main breadwinner in their lives ensured a sense of independence they felt would be a positive factor for negotiating any tough times in their lives. This resonated with me as my mother was ill educated and as a result financially dependent on my stepfather so she stayed in a non-supportive relationship, which had significant impact on me. As noted above another essential element was that the majority of participants identified as being ambitious and career driven, in many cases, much more so than their male partners. This is another aspect that resonates with me as it is my belief that one of the major reasons I am constantly studying is that continuing education is a basis for progressing my career thereby as a means of maintaining my ability to remain independent financially if the need were to arise, through either choice or circumstance. This unwavering focus on remaining financially independent, even within a committed and loving partnership, must be handled with care in order to ensure my husband understands that that my need to be in control financially in no way no way diminishes his financial contribution or status. Social media also has growing impact on my socialisation, both personally and professionally. I experience a conflicted relationship with it. From a positive perspective I use social media as a mechanism to keep in constant touch with family overseas. On the  negative aspect of social media, I find the intrusiveness of it frustrating as some individuals seem to feel the need to be on social media constantly despite being physically in my company. I am also perplexed at the self-focused culture social media is breeding in our young people where they seem to record life rather than experience it. I have a different relationship with social media from a professional perspective. I use LinkedIn a networking and job search tool so I connect with people I’ve previously worked with, join groups of other like-minded professionals, use it as a passive job search mechanism by having an online resume posted. Hemel (2013) says â€Å"In the past year LinkedIn has emerged as one of the most powerful business tools on the planet. Long considered a repository for digital rà ©sumà ©s, the network now reports 225 million members who have set up profiles and uploaded their education and job histories† (pg 68). She also goes on to say that people are using LinkedIn for a multitude of purposes such as building professional portfolios of their work, recommending colleagues and keeping abreast of trends by reading LinkedIn Today, which has news from a myriad of sources including key LinkedIn influencers. With tough economic conditions prevailing over the last few years I made the decision to leave self-employment after ten years to return to the perceived stability of full time, paid employment in order to retain my financial independence. During this time I used LinkedIn to monitor trends in employment, update my network in anticipation of the change, peruse online job opportunities posted on LinkedIn, connect with recruiters, who are prevalent on LinkedIn nowadays, and to post an updated resume and career history. I also used it to investigate and research companies prior to attending interviews. Social media also has a role to play in maintaining links with my national identity. Expatriation is a major phenomenon according to the New Zealand Government statistics as 16% of New Zealanders and 25% of overall tertiary educated New Zealanders live overseas with the largest group residing in Australia. In 2004 Kiwi Expatriates Abroad (K.E.A) was formed to connect expatriate New Zealanders to their nation, to promote New Zealand to the world and to enhance business opportunities via an online presence on Facebook, LinkedIn and the Internet. I joined at the outset and have used the group to network in order to create  business opportunities. With a membership of over 100,00 people, K.E.A demonstrates that national identity doesn’t always mean residing in a county in order to identify with it, as the use of social media now makes the world’s boundaries less relevant. Agents of socialisation do not exist as static entities that have a defined, once off influence on an individual’s identity at a given point in time but rather as dynamic entities that continue to interact with one another throughout an individual’s lifetime. These agents also vary in their influence and impact on individuals and they encourage individuals to learn and adapt in order to fit comfortably into society. References Hempel, J. (2013). LinkedIn: How it’s Changing Business (And How To Make It work For You). Fortune. 168(1), 68-1NULL. Meisenback, R. J. (2010). The Female Breadwinner: Phenomological Experience and Gendered Identity in Work/Family Spaces, Sex Roles 62(1/2), 2-19. Doi:10.1007/s11199-9714-5. Sibley, C.H., Hoverd, W.J, & Liu, J.H. (2011). Pluralistic and Monocultural Facets of New Zealand National Character and Identity. New Zealand Journal of Psychology, 40(3)19-28). Te Ara – The Encyclopaedia of New Zealand. (2013). National Identity. Retrieved from: http://www.teara.govt.nz/en/new-zealand-identity/page-6 van Krieken, R., Habibis, D., Smith, P., Hutchins, B., Martin, G. & Maton, K. (2010). Sociology. (4th ed.). Sydney: Pearson Australia.

Gap Analysis Global Communications Final Report - 2842 Words

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The Game Of The Pulse Orlando Shooting - 994 Words

The Pulse Orlando shooting was one of the deadliest shootings to happen this year. There were so many lives lost because of one man’s hatred towards a certain group of people. The shooter himself dedicated countless hours to plan his attack on the club. Hate crimes happen all the time in the United States, too many. Many people lost their lives, the shooter was well informed on how to execute his plan, and this shooting was yet another example of a hate crime. In total, 49 people lost their lives, just because of who they were and a man’s hatred towards that. In this paragraph, information about some of the victims will be told. Brenda McCool, 49, a mother of 12 lost her life that night while she danced with her son at the club. Akya Murray was 18 when her life was violently taken away from her that night, and she was the youngest victim. She had a full ride scholarship to a Pennsylvania college and unfortunately died the Monday after she graduated high school. 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