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Classes within the National Council on the Aging (NCoA)
The identified classes in the organization include Domination class, Hegemony class and Resistance class. In the domination class, there are systems of religion, culture, politics, economic or social aspects which often have their taciturnity aspects rhyming with their public facets. In determining perceptible cultural domination or even authentic political domination, one has to be keen on figuring out what exactly should be unearthed from apparent, communal behavior and conduct within the organization Scott (1990).
Within the organization, those who are repressed or dominated may give the impression of acknowledging their own domination (Freire, 1970). However, they do always query on it behind the scenes. Open interactions between those who are being oppressed and those who dominate on them, so termed as organizational transcription, in a depiction of the observable feature or qualities as far as power or protocol relations are concerned in the organization. Like for the case of the organization, Scott (1990) demonstrates the account of authority which goes in secrecy and hidden away from those in power as hidden transcript. Within the organization, those who are being repressed as well as the influential ones adhere to the decorum of power relations. On the other hand, those who dominate are overconfident upon which the subsidiaries are self-effacing and put back as well.
The concept of hegemony domination as developed by Gramsci (1971), for social array is also evident in the organization whereby the subsidiaries are compelled to abide by supremacy through internalization of the expectations as well as giving in to the ordinary and customary procedure of the organization. Social order in the organization attempts to establish its sole uncertainty which more or less appears to be customary as well as repression. Therefore, all the parties involved in the organization seem to welcome the prevalent protocols. Their uninfluenced conformation is oppressing even though they are not anticipating of the same.
There is an aspect of resistance class whereby hegemony comes in as an implication of a dominant dogma which in a way is preventive to resistance as regards the organizational setting. Through this, there can be a surety that power will be transited to the persons involved in the organization (Gramsci, 1971; Lobel et al., 1999). This follows the fact that the lesser placed individuals always foretell when those above them are dominating. Where there is a genuine open class system in the organization, flexibility in individual performances as well as in the status of establishing respective positions by ranking. Classes are mostly attached to wealth rather than levels of income.
Several socio-cultural distinctions are generated from stratification of social and economic models as well as provisions and circulation of prosperity, power and stature. The organizational hierarchy in vesting of affluence and power seem to be rebellious to rivalry and transition. These values are generally connected to open social settings whereupon the focus is to suppress any pertinent privileges. The work value in this context is that there is self-consciousness. There are also social distinctions with respect to ethnicity, region, religion, occupational placement or race. However, equality is acknowledged as regards backgrounds and roles since it is viewed as an open society thereby any competent persons can direct their individual efforts at work (Bourdieu, 1977).
Individual accomplishment as well as self competence is also some of the strong values resented. This causes class backgrounds to impact on potentials for gaining of success. Even with equality held by the organization’s policies and regulations, it does apply to both men and women. But then, this is not the case when it comes to the poor and the rich even if there were supposed to be equality between them. Apart from that, there is authorization by the penal code for privileged treatment for a section of the members of the organization for example those who have attained university degrees. For some cases, there is social identification on the basis of family connections and class backgrounds in regard to what really the members view as of worth and value. Furthermore, family ties are also attached to the preferable ranking as well as settings thereby the place for which a given family occupies and the structure of their membership is attributed to contribution towards individual affluence (Bibby, 1997).
Work Values Displayed By the Classes
The values of these classes are that they facilitate mobility and ensure there is personal accomplishment. Furthermore, they help acquire merit in establishing of positions as far as ranking is concerned in the organization. Being socially aligned, individual status would be attained through ascertaining that their personal inputs are applied with regard to the organization’s work ideologies. Wealth is regarded pf essence and it is mainly based on income generation.
Ranking is valued and it grants advantages in a number of aspects as regards the day-to-day social life systems. In this case, these classes accord immediate attention to the social protocols attached to the places occupied by the varied individuals in the organization. They also take a concern into the minority issues as well as inferiority differences amongst the members in the organization. Bourdieu (1977) observed that with these classes, policies and principles of the organization are actually not equally applicable though they apply differentially as per the social classifications. Therefore, from the classes come a reflection of social equality and uncensored culture specific to the organization. One other value that surfaces in line with this is the sense of identity following what the organization initiates and thereby emerging individual identity as well.
Socio-cultural identity originates from the activities being engaged in the organization. This is featured as the individuals in the organization form part of the social network connecting them in the operations being involved in.
How the Organization Is Affected By Geographic Mobility
Geographic mobility has significant implications to organizations as well as their management. As people transit from a given place to another, they potentially allow for gaps for other forms of organizations to crop up. The organization either adds onto its membership or loses as per the constitution of the inclinational trends of the individuals who participate in the geographic mobility. Rodgers and Rodgers, (2000) noted that there are some individuals who sustain their ties with the organizations though. Other relocate and still, there are those who give up.
The scope of geographical movement is exhibited as the most prominent and generates both direct and indirect impacts with regard to the levels of participation. Geographic mobility cause massive effects upon the organization. The effects are influential within the organization to as long as the organization is existent. However, geographic mobility is also capable of causing poor labor mobility within organizations. Movements within the national boundaries by individuals may help in preserving the organizational initiatives. But then, it is evident that specialized training and earnings prevent people from moving out of their present placing. This is potentially suitable in ensuring that there is sustainability within the organization (Bourdieu, 1977).
Socially and geographically, the organizations display mobility following their inability to restore their populations. This is due to the fact that there is high rate of mortality in the environments within which they are located. Therefore, to sustain their populations there have to be existence of high immigration trends which should likewise be even higher were it that there would be increases in population. With observable growths as well as developments that take place at a wider scale, there are normally more shifts into such environments (Bibby, 1997).
The trends in the recruitments portray the organizational size whereupon a bigger percentage of the population regarded is sourced from the immediate environs while a few are from places far off the location of the organization. When the organization is large, the diversity of the immigrants that represented in it also becomes larger. Moreover, those who come from far off regions seemingly are minimal yet quite varied as compared to those who come from the immediate surroundings of the given organization.
Generally, geographic mobility as regards any organization may be widely due to a number of reasons such as social hardships especially higher costs of living as is evident with the lower strata regions (Bibby, 1997). This can be a possible influence to part of the organization’s population who are particularly affected to move out for other accommodative regions and/or organizations. The poor members are generally very mobile as they are ever searching for better provisions in life. Furthermore, such are the groups that are mostly affected by the social injustices such as crime. Following such, establishment of prisons are witnessed. Reason for this is that potential of a population harboring criminals, people susceptible to venereal diseases and those termed as dangerous are high.
There are concerns as to the inactive mobile populations following their probability to cause disorder in the organization. However, the states are to blame for creating much of the mobility. Freire (1970) noted that this comes in as a result of intentional expulsions, religious as well as political resolutions by the government which in most cases trigger emigrations. Disputes are one of the causal agents of geographic mobility in an organizational setting since some of the persons involved attempt to embrace fleeing from ravages that may come out of the same.
Geographic mobility in the context of organizations has some impacts that are linked to economic development as well. Population movements may be varying from a region to another, but it is of great essence when it comes to economic development of organization. But then, such movements are distinctly dependent on individual preferences. The set of connections plays a significant part when it does come to personal decision on the basis of migration (Freire, 1970).
Regional Variations in the Organization
There are variations based on social and economic stratification. This is also in the context of socio-cultural concerns arising from civilization. It thus defines the characteristics of the organization as aligned to power and wealth as well as effluence between different representative groups in both the social and class settings. All the strata consist of both males and females whereby the elites are honored to have access of the resources which are deemed valuable (Lobel et al., 1999; Freire, 1970). The subordinates on the other hand are not privileged since the elites have almost full control of production means in the organization. This therefore sounds as the elites have the ownership as the ordinary personalities are left without efficient access to the relevant resources.
Such variations characterize population movements which in turn threaten regional connections. That is, following mobility, there are incidents of persistent transitions as regards the organization. Most of the movements are of wider scope and rarely random movements are witnessed. These variations are at times influenced by the prevailing attractions as compared to the organization and in some cases due to the locally accessible information as well as interactions by the already migrants. Apart from these, there also exists religious mobility similar to occupational migration trends. Therefore, these variations generate ties between the migrants through interchange of relevant information.
The Impacts of Changing Family Definitions on the Management of the Organization
Work in the organization has stressful effects on family binds. A good example is the case of child care which in itself is an expensive scheme and it does compete with job requirements. Consequently, there has been reduction in the capacity of nuclear family set-ups with many couples preferring a single child to two. Families comprising children and working parents constitute quite a few numbers of households and this has a greater potential of adversely effecting work in organization in the future; there will be a lapse in sufficiency of people to employ in a number of organizations (Bibby, 1997; Miller et al., 1995). Family role as pertains to child care is quite involving since children need to be attended to yet their mothers or both their parents have to report for their respective workplaces. This renders child care be vast in terms of household characteristics as featured economically, ethnically as well as regionally.
Though there is mutual connection between families and work domains, there is normally an aspect of inter-role disputes between the two. Taking part in family chores as a mandatory role is normally made cumbersome by virtue of organizational work as a role in itself. Such are conflicting and essential both to the organization and the persons involved (Freire, 1970). They link adversaries as far as work and family is interconnected. Consequently, individual performance in the organization is affected as well.
Any observable differences are mostly experienced when family issues find their place in the work system. Such can be responsibilities aligned to home care, young children in a given family, interpersonal and domestic differences within the family and lack of support from family members.