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Caste-based Reservation Policy of India

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The caste system preserves a social function hierarchy with intrinsic traits that, more crucially, do not alter through time. Caste is an underlying position that has evolved through time from social to hereditary purposes. As a result of inherited status systems, social mobility was restricted. The caste system enabled untouchability, bigotry, and slavery, among other societal problems.  India formerly had a strong caste-based hierarchical structure; it still has, although it isn't as strong as it once was, with the higher caste receiving the majority of advantages and the lower caste being ostracized. The lower classes made up the bulk of the population, and they were denied improved social, educational, economic, and political opportunities. To put it another way, there was no social justice. Untouchability, prejudice, and slavery, among other societal issues, were made possible by the caste system. When a society is established on a social scale and dominance, the need for equa...
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Health Inequalities of India

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The health of people from varied backgrounds, social groups, and countries varies. I will try to define and contrast between unavoidable and unjust health inequalities, as well as between preventable and unavoidable health disparities. Various hypotheses have been proposed to explain group-level differences in health, including psychological, material deprivation, health behaviour, environmental, and selection causes. Understanding health inequalities necessitates knowledge of relative versus absolute differences, dose–response versus threshold, composition versus context, place versus space, the life course perspective on health, causal pathways to health, conditional health effects, and group-level versus individual differences. There is strong evidence that socioeconomic factors such as education, employment status, income level, gender, and ethnicity have a substantial impact on one's health. Health disparities are widespread in the majority of countries, regardless of their ec...
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Organizational Change and Learning

Organizational change refers to steps taken by a company or business to modify a major aspect of its operations, such as its culture, underlying technology or infrastructure, or internal processes. In organisational learning, there are three main subsystems: The first subsystem is the acquisition of fresh inputs and their analysis. New inputs can include everything from internal adjustments to organisational structure changes to technological improvements. This stage characterises the organization's creativity. The second subsystem is the retention of newly obtained input, and its performance is mainly determined by how well the new input is integrated with current operations. This subsystem can be viewed as the point at which Organizational Learning is implemented. The third subsystem is responsible for the stabilisation and application of newly acquired inputs in the day-to-day operations of an organisation. The process of developing and transmitting knowledge inside an organisat...
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MY EXPERIENCE WITH ROLE CONFLICT AND ROLE TAKING

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  ROLE CONFLICT Role conflict occurs when we are playing many roles at the same time, and those roles are incompatible with one another. Role conflict causes that person to be puzzled when determining which role to perform first over the other. It puts the person in a position of having to prioritise roles. Many positions can cause conflict, and we can see it in our everyday lives. I've witnessed and experienced my fair share of similar occasions. Here are a few examples: As someone who is heavily interested in parties, late night outs are an unavoidable part of the game. I love to party way into the night. The dilemma I faced was whether to tell my parents that I was out late (as is my responsibility as an honest son) or to lie to them so that I can continue to do so. (My role as a good friend). Once, my assignment was due in a few hours, but one of my close friends called me as she wasn’t feeling well. I did what was right according to me and calmed her down and let her r...
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MY ROLES IN GROUPS AND ITS EFFECTS

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  A social group is defined as two or more people who interact with one another, share similar characteristics, and feel a sense of belonging as a whole. Social gatherings, on the other hand, come in all shapes and sizes. For example, a civilization can be conceived of as a large social group. Social groups are divided into two categories: primary and secondary. We are members of both primary and secondary schools. Humans are a sociable animal; no human being develops in solitude, and they cannot survive without the help of other humans, yet they also have a life of their own. Every human being lives in a group, and an individual's life is an extension of that group's life. In all groups, we have something in common as well as differences with others, and this is what makes social groups so powerful. I am an Indian boy who has been living for 19 years; I practice Hinduism, and I am a member of the Singh family; in just one statement, I have identified various social groups ...
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ORGANISATIONAL CULTURE

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Organizational culture refers to the underlying concepts, assumptions, values, and ways of interacting that contribute to an organization's unique social and psychological environment. Organizational culture is defined by the expectations, experiences, philosophy, and values that guide member behaviour. Culture is a collection of shared beliefs, practises, and written and unwritten traditions that have developed over time. In business jargon, terms like "corporate culture" and "workplace culture" are also interchangeable. People aspire to work for companies with strong organisational cultures. These companies have a set of values that aren't limited to commercials in the kitchen. Employees at these companies, on the other hand, are willing to explain what they do and why they do it. The company has a distinct personality. Employees who share common values and aims outperform those who work in uncoordinated and purposeless environments. By clearly conveyi...
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BRAND HISTORY OF "DOVE"

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Dove's origins can be traced back to the invention of soap. In reality, no other skin/beauty care brand makes soap in such enormous quantities as Dove, and the company's name has been associated with soap-making since its inception. Dove began as a soap firm in 1957, setting itself apart from all other brands at the time. Undoubtedly, there were  toiletry products that were considerably older and had far more established brands than Dove, but the newer company managed to stand out from the crowd with one basic feature: moisture.   Dove soon distinguished itself from its competitors by creating soap that hydrated rather than dried out the skin. Dove's commitment to producing high-quality products for its customers was obvious from the start. Dove became known as an institution that could be trusted when it comes to personal care over time. Dove gradually expanded its portfolio, adding more items to its care line one at a time. Dove now sells skin care, hair care, antiper...
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