East Asia in the Modern World Essay Example | Topics and Well Written Essays - 250 words

East Asia in the Modern World - Essay Example Therefore, the history of China and Korea cannot be narrated without considering Japan. However, following the 1866 abduction Koreans and subsequent attack made by the Korean soldiers on the ship that killed mostly Chinese crew, the Korean government rejected the trade demands from the western because of the unfortunate experiences of China in the Opium War. Korea was also concerned that Catholicism would spread. Moreover, it stopped it trades with Japan. In the year 1881, the Chinese diplomat, Haung Zunxian wrote â€Å"A Policy for Korea† where he recommended that Korea to develop close relationship between China and Japan. Additionally, this diplomat proposed the formation of alliance among these countries with United States so that they could defend themselves from the Russian aggression (Ebrey, Walthall, and Palais 366). These developments are clear indications that in the seventeenth century, China had good relationship with Korea despite of unfortunate occurrences that might or occurred between them. Notably, on August 20, 1882 Chinese forces arrived in Seoul under the leadership of General Wu Changqing. This force seized the gun from Taewon and sent him to Tianjin, China. 0n 29th august the same year, the Korean army and its citizens attacked and killed Chinese army. In October, Korea and Japan negotiated the Chemulp’o treaty that aimed at punishing the mutiny leaders (Ebrey, Walthall, and Palais 391). Later in 1 883, the Chinese asked Koreans to initiate commercial treaties. Between 1883 1nd 1886, Korea made unequal treaties with different countries including United States (1882), England and Germany (1883), Italy and Russia (1884), and France (1886). These developments indicate that China and Korea had strong relationship in the seventeenth

Annotated Bibliography Assignment Example | Topics and Well Written Essays - 750 words

Annotated Bibliography - Assignment Example Keywords: diversity, race, gender discrimination, Hispanics Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., & Jung, D. I. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 117–133. In this article, the authors attempt to provide a comprehensive account for the drivers behind diversity and its outcomes. Several dimensions of diversity have been identified including that pertaining to age, race, ethnicity, gender, culture and disability). Each of these dimensions has been examined in the article along with studying the common theme across all these dimensions. On the basis of these dimensions, the authors provide an integrated approach to understanding diversity. The authors possess sufficient academic qualifications (some with teaching experiences) that has enabled them undertake a coherent and comprehensive analysis of literature pertaining to diversity. By virtue of this study they have come to conc lude that diversity ought to be viewed more positively as opposed to the negative connotation attached with it. The very mention of diversity sparks attention towards something that is not normal. In other words, pointing towards preferential treatment of specific races, gender, age etc. is in itself a discriminatory practice. The authors have, therefore, managed to point out the limitations of previous studies by referring to specific suggestions in the form of a model for diversity. Although the model has not been empirically tested (which is its biggest weakness) it does provide a strong basis on which researchers could conduct experiments and demonstrate empirical results. Hence, this could prove to be a significant contribution in the way in which diversity is perceived, thereby marking a paradigm shift. Podsiadlowski, A., Groschke, D., Kogler, M., Springer, C., & Zee, K. v. (2013). Managing a culturally diverse workforce: Diversity perspectives. International Journal of Interc ultural Relations,159-175. In this article, the authors conduct two studies for the analysis of the approach organizations take to the management of diversity. Primary data obtained from interviews showed insights into the management of culturally diverse employees. The authors suggest the adoption of a â€Å"specific† approach linked with the initiatives to tackle diversity in organizations. Furthermore, the use of Diversity Perception Questionnaire has been suggested to account for the gap between the actual and expected diversity management outcomes. Although the authors tend to be knowledgeable and credible in terms of their analysis, there are limitations to this study. Since the study is based on Austrian organizations it is difficult to generalize its results and suggestions for global practice. The influence of organizational culture in diversity management was not explored which questions the comprehensiveness of the study. Bielby, W. T. (2000). Minimizing workplace gender and racial bias. Contemporary Sociology, 120-129. The author in this article attempts to provide the basis or justification for diversity management by defining the nature and extent of gender and racial bias in organizations. The cognitive basis for stereotyping is discussed along with a criticism on the organizational practices that sustain this bias. Finally, the approaches to counter this discriminatory behavior are described with EEO