The Point of the Macro-Sociological Theory - Coursework Example

Organizational partnership al Affiliation) Introduction Macro sociological theory focuses on individuals, families, andsociety in relation to large social system, which they are part. This theory proposes that racialized social systems as the start point of framework. Racialized social systems refer to societies in which social, political, economic, and ideological levels are structured in a way that places actors in races or racial categories. Races are identified through their phenotypes characteristics but will learn later that selection of races is based on certain on social rather than biological human traits (Spivakovsky, 2013). The theory has approaches towards sociology that tries to emphasize population and social systems on a wide scale at levels of social structure and at high levels of theory concept. Racialized social systems are structured partly by race because the modern system articulates two or more forms of hierarchical patterns. Placement of people in racial categories involves a form of hierarchy, which produces a definite social relationship among the races. A race placed in a superior position tends to receive a great economic reward and access better occupation and outlook in the labor market a position in the political systems, is approved higher social estimation and is licensed to draw boundaries between other races and itself and is entitled with psychological wage(Johnston Miller & McTavish, 2013). Racializion process is embedded in structuration and they acquire autonomy and have effect. This theory regards racism as a free-floating idea in the society and in fact has structural foundations. Racialized social order is distinguished by difference in life chances. In this case, when there is high rate of similar races and life chances the outcome will be a more racialized social system but when life elements are quite similar, there will be less racialized social systems (Spivakovsky, 2013). As this race keep receiving different social rewards at each level the races develop dissimilar interests and objectives, which is observed in their struggle to maintain and transform a particular racial order. Purpose This interests and objectives are expressed in the organizations. These interests are related to concrete struggles rather than being derived from the position of the race in the racial structure. It is based on the relationship between the races but not a particular interest or need of a group. The interests are not subjective, collective and shaped by the real substitutes, which are embedded in the struggle of power by the races(Unsworth, 2001). Thus, this paper is concerned with addressing racism and microsocial behavior in an organization that has a goal of coming up with sustainable environment for both the students and communities at large. In order to accomplish the set goal the organization needs to work together with the members and discourage unhealthy coexistence in the organization. This unhealthy coexistence in the organization includes oppression and discrimination in color, gender and other factors. The paper is inclined to tackle such factors. InTER-organizational partnerships Students of community research joined together with Salina Environmental Sustainability community, we laid down our strategies and goals on how to achieve our goals. We are partnered to protect the health of Salinas’s community, university students, and the local environment. The two organizations partnered because the members involved are working towards common understanding, objective, and responsibility. The two organizations collaborated because every organization had invested resources and time in order to maintain good relationship among them(Spivakovsky, 2013). The following steps were used in forming partnership. The first step is identifying a potential partner. To us Salina Environmental Sustainability community was the most suitable. The next step is deciding on what level of relationship we want to develop. The two organizations decide to build a collaboration to help improve the environment around us. The third step is what benefits of your own organization will interest the other partner. Good, cooperative, and hardworking members of the university are what will benefit the partnership program. The fourth step was learning your partner if they are potential partners. They were the best partners we could collaborate with because of their clear goals and objectives(Unsworth, 2001). The fifth step was planning for the first meeting so that we can analyze if the partnership is viable. The sixth step in collaborating was to establish and secure resources that would help in meeting the set goals of the partnership. The seventh step was to train both members from both organizations because they need to be effective in collaborating. The final step was evaluating the partnership program delivered. Evaluating goals and outcome of the partnership based on the company objective(Johnston Miller & McTavish, 2013). InTRA-organizational diversity initiatives Initiatives in maintaining diversity in organizations is of significant benefit for organizations in the competitive market. The organization came up with initiative that deals with discrimination and racism in the workplace and it is inclined in working in an anti-discriminative environment. The company has policy of adequate representation of women in the organization. Women should secure position in the management of the organization. Their contribution to the organization should be valued appropriately. The number of women in the organization was above a third of all the members and they were represented in the management(Johnston Miller & McTavish, 2013). The organization also strived to not only be diverse but also become inclusive. They should have members from various regions and exhibit diversity. Another diversity initiative is recruiting of members who are reliable and similar to the existing members because it continues to make every member comfortable. In case of microsocial, behavior the organization can counter this by enforcing mechanism that is base in detecting violation of the organizations norms and react to this misbehavior. Integrity and dialogue constraints can be used to implement this mechanism. Microsocial behavior can be countered by norm stimulation in the organization. This can be done through spreading norms to every member of the organization until the norms are recognized and followed(Spivakovsky, 2013). In an organization, selection of a behavior follows a certain process. Behavior can be selected by carrying out a supportive approach where employees grow and develop in line to high levels of creativity, competency, and fulfillment. This behavior is encouraged and supported until it is a central norm. Selection of behavior depends on different managerial behaviors, which are required in different environment in order to be effective. Before making a decision or tradition in an organization we first require having the behavior that wants to be implemented. Then we carry out screening of the behavior to see if the behavior is necessary. After screening, the organization carries out a scope to evaluate the impact of the behavior in the organization environment. We then predict and assess the impact of the behavior in the organization. If the impact is so high we carry out a mitigation process to reduce the degree of impact. A review of the impact is then carried out and the behavior/tradition is authorized to proceed (Unsworth, 2001). Social Values Social values that can be used to address real-life challenge intern-organization include motivation of members to share valuable information with others. Members should be motivated to be open to other members. This will prevent challenges that may arise in inTER-organizations. The partners should come up with mechanism to limit free riders in the organization. This will help prevent members from enjoying benefits of receiving others knowledge but they do not contribute their own ideas(Johnston Miller & McTavish, 2013).. The organizations partnered should come up with means of promoting easy and quick manner of exchanging information between the partners. Racialized social system theory suggests that in order for our perspective on racism to change we should realize that racism is a socially created idea. Racialized social system is the new framework for racism. The theory argues that the society does not provide a well-grounded theory to help us understand racism and race relations. It keeps explaining that racism is an idea which originates from a radicalized society by eliminating radicalized characteristics in the society racism will end. In an organization, macrosocial, characteristics may lead to oppression (Spivakovsky, 2013). In organization power and advantage is conferred to certain individuals who are considered best and denied to others. White male individuals in an organization are seen right against all other members of the organization. Other individuals black or female are seen as inferior and deviant thus being oppressed. Social characteristics may lead to oppression because element of oppression are mostly institutionalized. Thus, every person acts within the norm, policy, and tradition of the institution. Another social characteristic is that individual with certain characteristics are held with certain ideology about people behavior and see them as superior individuals(Johnston Miller & McTavish, 2013). Superiority may arise in the basis of gender i.e. being male or race i.e. being white. The primary cause of oppression is public attitude or belief. Beliefs like immigrants seen as threatening to the whites and male in organizations has led to oppression. There are negative beliefs and attitude leads to actions like exploitation thus causing oppression to them. In religion, beliefs have caused oppression of people like the Catholics in the society. This oppression led to arising of ant-catholic activities. Will tackle the oppressive Legal power is responsible in transforming the mind that the constitution is good. The constitution is responsible for promoting good government, prevent oppression preventing tyranny and allows all the branches to function well or even better than they could have acted. The organization can set up laws and norms that restricts oppression through setting of standards prohibiting oppression. Measures should be set up to ensure this law works effectively. The organization can provide a platform for those who have been oppressed to lodge complaints. If the complaint falls within the organization jurisdiction, the organization will help settle their differences. The organizations can come up with a body that will have power to tackle any kind of oppression and show that the organization is committed. The organization develops policy and practices that will recognize the diversity and complexity of those oppressed. The organization should acknowledge the harm and oppression committed and tries to establish a genuine principle to tackle oppression(Unsworth, 2001). Through lobbying, we will attempt and attempt to persuade the manager of the organization to modify certain laws that will help prevent oppression. The organization should set certain laws and modify others so that they can b strict on those who try to oppress the others in the organization. Laws on oppression and discrimination on the organization should be straight and clear with severe consequences. Public education can be used to educate the members against the disadvantages of oppression. They should be encouraged to work together in harmony and be inclined to their set goals. This will be the best form of tackling oppression. The members should be compelled to act in an anti-oppressive manner. Member should be encouraged to do away with the misleading myths and concepts about discrimination. The members should be educated of the affirmative action about good citizenship. They should be taught of how the law states about oppression and its punishments. American teachers had effort to combat with science and scientific knowledge to explain racism. From journals and magazines, it portrays American teachers as being racial tolerable which was a key function during the time of war. The anthropological defines race as being central to this effort. An article “Education for Racial Equality” was used in social education and studies (Johnston Miller & McTavish, 2013). One of the teachers insisted that the students learnt not only of the cultural contribution of many races in their land but the difference in culture and not race in order to explain the diversity of humans. This provided the students to learn the facts of nature of our population that had many races and nationalist. They learnt the difference in the races of different groups of people was due to difference in cultural and environmental backgrounds but not innate ability and these diverse races have contributions to the culture. The students learned about culture and explained why minority of the groups i.e. those considered racial acted in a different way to the majority. Tis mad the author distinguish between the nationalist and races. This led to narrowing of the race concept which marked an important shift in racial discourse and which will be understood quickly in the minds of students as new forms of tolerant education arises in the school. It was thus high time for the Americans to portray democracy so that democracy itself would not be put at risk. Racial equality among the students was supervised as well as testing the student’s attitude to make sure that they have clearly internalized the concept of racial equality and demonstrated a high level to apply concrete situations on certain racial issues. The unit also forced the study of tolerable education and study of contribution of each race and combined variety of gifts to correct analysis of scientific meaning of race. Scientific experiments carried out by these students revealed showed that blood from different races were the same and thus they decided to promote unity among the different race (Spivakovsky, 2013). The students popularized their findings through writing of posters, newspaper and made a series of slides. In schools, the teachers were centered to provide anthropological knowledge about culture and race and it was a powerful weapon on war on racism. All this inTER-organization or inTRA-organizational diversity initiative will help cope with oppression and discrimination in our society and thus come up with reformed country where every person is eligible to reap the fruits of a democratic country. This initiative will lead to a productive country because every person will be motivated towards a better life (Johnston Miller & McTavish, 2013). Workers and members of organization will are encouraged to participate and be committed to hard work since they are in a suitable environment. Conclusion From the paper, we conclude that members of an organization need to work together and cooperate in a peaceful way so that they can achieve their goals. This cooperation should be there in both these inTER-organization and inTRA-organizational. Unhealthy coexistence like discrimination and oppression of members should be discouraged. Race, gender and color should not be an issue to build a gap in employees and members of organizations(Unsworth, 2001). InTER-organization or inTRA-organizational should come up with initiatives that will help tackle oppression and discrimination in the organization. Laws and regulations can be set up to help restrict and punish persons involved in oppression and discrimination(Johnston Miller & McTavish, 2013). Complains from the oppressed should be highly considered and the disagreements in the organization solved. An organization that has maintained proper diversity in its employees and members sustain competition in the market. Thus, diversity is of great benefit to organization in a competitive market(Unsworth, 2001). Education should be provided to members to help them understand the disadvantages of oppression and discrimination. All this initiative discussed in the paper should be put into action not forgetting adequate representation of women and less privileged in our organization. References Johnston Miller, K., & McTavish, D. (2013). Making and Managing Public Policy. Hoboken: Taylor and Francis. Spivakovsky, C. (2013). Racialized correctional governance. Farnham, Surrey: Ashgate Publishing Limited. Unsworth, B. (2001). The partnership. New York: W.W. Norton. Read More