Aggregate Demand and Supply Models Essay Example for Free

Aggregate Demand and Supply Models Essay When examining unemployment and supply and demand it is imperative to examine the affects one has on the other and vice versa. If no new jobs are created or layoffs occur, there are no jobs to supply the needs. As the availability of money lessens a smaller amount is available for the purchase of goods, therefore fewer goods are sold. As the demand lessens sales forecasts also become smaller, these forecasts project fewer orders placed to the manufacturers. Merchants do not want to hold onto a disproportionate amount of inventory, which can be extremely expensive, both from the standpoint of cash/credit expenditure and for the storage fees. The smaller the orders are for manufactured products will result in a smaller customer supply level (United States Unemployment Rate, 2013). It is essential to amplify government funding to generate new jobs in order for the unemployment rate to be reduced. From a Keynesian viewpoint increasing government, spending is a multifaceted benefit for everyone, and this will control the aggregate level. From a Classical perspective, it is best to let the economy naturally adjust, to incorporate the unemployment ratio. Consequently, for that reason, increased spending would not be fitting in this economic model. Expectations In the first three months of 2013, the GDP in the United States has grown at a 2. 5% annual rate. Although the GDP has risen from the last quarter of 2012, 2. 5 is still almost a full point under the expectations of economists for the year. Although the economy is in a more stable point than in the 2008 collapse it has become apparent the United States economy has been stuck for quite some time now. According to Neil Irwin (2013 Washington Post) â€Å"the biggest culprit in the weak report was the government sector, which fell at a 4. 1 percent rate, after a 7 percent pace of decline in the fourth quarter. Unfortunately, this year the private sector of business has proved of no expansion and no signs point to change. As for the expectations for the rest of the 2013 year, its economist’s jobs to identify trends in the market and make assumptions of change in the economy based on those findings. Unfortunately, there seems to be little to any trends that look promising enough to quicken the recovery of the 2008 collapse. As it stands currently, the United States economy will slowly continue to grow, but not quickly. * Consumer Income According to Sivy (2013), â€Å"Personal income fell 3. 6 percent in January, the biggest decline in 20 years† (p. ). If one takes into account taxes and inflation, the accurate disposable income is closer to 4%. Many economists believe that even though there is a slow recovery from the recession the standard of living for many American’s has declined. It has become difficult for the middle-class income to keep up with rising taxes and unemployment. There does not seem to be any movement toward restoring income for middle-class households, which affects the GDP in a negative manner. The relationship to the aggregate supply and demand curve is that the consumers will only consume the number of goods and services their budget allows. When a consumer has a lower level of income, he or she is less likely to purchase high quantities of products and services, causing a negative effect on the aggregate supply and demand. Less wealth leads to less consumption, bring down the demand for goods, and causing a shift in output (to the left). Interest Rates The Federal Reserve Board (also known as the Fed†) controls interest rates. â€Å"When the Fed raises or lowers short term interest rates, banks can raise or lower the interest rates they charge borrowers, including the prime rate† (Northrop Grumman, 2013). In today’s current economy, there is a rise in interest rates. One may ask, what does this mean for the consumers in our economy as well as businesses. A number of things can happen. If the interest rates rise, consumers may not be inclined to purchase home and auto loans. Ehling (2013), â€Å"Since April, mortgage rates have jumped almost 1 percent, causing concern for those in the market to buy a home† (Para 2). This rise in interest rates can hurt businesses because fewer consumers are spending money. However, businesses can also use this to their advantage because they can put pressure on consumers to buy sooner rather than later before the rates increase even higher. When rates increase, the economy is usually strong and in good health. The Fed is usually trying to slow down economic growth. While interest rates rise, the aggregate demand curve shifts up and to the right. When interest rates are lowered, the aggregate demand curve shifts down and to the left. The short-term aggregate supply curve is also affected. When interest rates are low, this will cause the curve to shift to the right, and when the interest rates are higher the curve shifts to the left. It would be wise to lower the interest rates a little because the economy is still recovering. Raising the interest rates in a span of weeks could result in hurting the economy’s health. In today’s economy, if we lowered interest rates a small amount this would increase consumer spending and will create more jobs. Recommendations After reviewing the above mentioned, we have determined the following recommendations to help the economy grow. The above are in some way or another intertwined and affects each other as well. Our recommendation is to spend less, owe less, and grow the economy (Joint Economic Committee, 2011). To reduce government budget the use of more fiscal consolidations are essential. These programs ultimately reduce government spending, which in turn can accelerate short and long-term economic growth. Increasing tax rates are not good for the economy because it affects the long-term economic growth. In addition, decreasing the number of government workers would be a way for the government to reduce its spending, along with compensations (Joint Economic Committee, 2011). Eliminating agencies and programs is also another way to reduce spending costs. Last, reforming and reducing transfer payments to households will boost GDP growth because it will enhance the credibility of fiscal consolidation programs (Joint Economic Committee, 2011). This will also encourage younger workers to work more, save, and retire older. Part Two Evaluation of Recommendations Keynesian economists believe in applying financial and fiscal policies to lessen the effects of economic recessions. Keynes argued that in times of recession, spending is a public good that benefits everyone (Colander, 2013). The government should be spending and providing jobs to stimulate the economy. Unfortunately, during a recession most do the opposite. Businesses and government seems to cut back on military spending and cause major layoffs. Businesses are reluctant to invest because they already have more capacity than they can use. However, the government can jump-start the economy through increased spending and investment. These investments would go a long way to strengthen the economy. Currently the leadership in the White House has implemented policies that stem from the Keynesian theory. This is in large due to the previous recession that the country faced after the attacks of 9/11. The Keynesian theories allow the government to intervene and help stimulate the economy. During a stagnate or failing economy the government generates revenue and jobs sometimes by adding money into the economy and thus keeping interest rates low. This has shown to be an effective approach because the economy is starting to recover and grow again Classical economists believe on creating long-term solutions for economic problems. They argue that any imperfections in the economy will be corrected automatically, and no government intervention is needed. â€Å"While the Keynesian economists believe in implementing monetary and fiscal policies, the classical economists believe that the best monetary policy during a crisis is no monetary policy† (Patil, 2012). Although both theories are important, one may say the best solution is to have a mixture of both theories. There are many economic situations where one theory might work better than the other is; however, a wise economist is not only preparing for short-term solutions, but long-term solutions as well. Conclusion In conclusion, it is important in business to be open to looking at situations (i. e. the economy) from angles. Looking at the economy from both points of views could be critical to the success and forecasting of our economy in the future. However, after reviewing both Keynesian and Classical we still feel that the Keynesian approach will have a more significant impact on the economy. The recommendations we have suggested for the President reaffirm this.

Pearl Harbor Essay -- essays research papers

Richard Collier wrote The Road to Pearl Harbor: 1941 to talk about how the actions of individuals and governments brought the United States into World War II, as a result of the Pearl Harbor massacre caused by the Japanese. The book starts out a dinner that Winston Churchill is hosting in order to recruit the support of the United States during the war. Winston Churchill is pleased to find out that he will have access to all sorts of American war materials, thanks to the lend-lease policy, which many saw as a slick business deal for the United States. The United States gained many assets in return for war materials not worth nearly as much. One German who made a huge difference in the book was Rudolf Hess, a personal friend of Hitler’s who took it upon himself to fly an unarmed plane into Britain to try and negotiate a peace talk in order to keep Germany from having to fight a two front war following the execution of Operation Barbarossa, the code name for the invasion of the Soviet Union. The British did not know what to make of Hess, and treated him as a prisoner of war, leaving him mentally unstable and in no condition to negotiate a peace between Germany and Britain. Hitler was outraged when he found out about Hess’s mission, and played it off like Hess was the victim of hallucinations. Hitler did this because he did not really want peace with Britain and was desperate to keep up the morale of his troops getting ready to invade the Soviet Union. Hitler was also worried that Hess would be given a truth serum and reveal the plan to invade the Soviet Union to Winston Churchill. Another interesting man from Germany was called the â€Å"Desert Fox.† Erwin Rommel earned his nickname by using new tactics to defeat the British in Africa despite being outnumbered for the most part. Rommel would make it look like he had more forces than he did by putting wooden turrets on top of BMWs and placing them next to real artillery during battles, influencing the British’s decision to retreat. The turning point in both the war and the book come when the Japanese decide to invade Pearl Harbor early in the morning of December 7, 1941. Collier goes on to talk about how the Japanese got ready for the invasion by eating a traditional breakfast, wearing red shirt... ...e Collier is basically just telling the stories of people who did something important during World War II before the tragedy at Pearl Harbor. These events are all correct historically and that makes the book a little easier to read. Before reading this book I did not know who people like Erwin Rommel and Rudolf Hess were. It is different to see World War II from a view other than that of an American. Richard Collier was born in London and was a member of the Royal Air Force from 1942 until 1946. This gives him more credibility than someone who just does a bunch of research and throws it together for a book. Collier did research, citing hundreds of sources, but he also had his own personal experiences to fall back on, and that is not something that a lot of teachers and authors can say. I would not recommend this book to other people unless they are interested in history and war. If you are interested in history and war, especially World War II, then The Road to Pearl Harbor: 1941 is a good book for you. The book covers so much material that teachers could not possibly begin to cover that it is a must-read for history buffs. "The Road to Pearl Harbor: 1941 by Richard Collier Pearl Harbor Essay -- essays research papers Richard Collier wrote The Road to Pearl Harbor: 1941 to talk about how the actions of individuals and governments brought the United States into World War II, as a result of the Pearl Harbor massacre caused by the Japanese. The book starts out a dinner that Winston Churchill is hosting in order to recruit the support of the United States during the war. Winston Churchill is pleased to find out that he will have access to all sorts of American war materials, thanks to the lend-lease policy, which many saw as a slick business deal for the United States. The United States gained many assets in return for war materials not worth nearly as much. One German who made a huge difference in the book was Rudolf Hess, a personal friend of Hitler’s who took it upon himself to fly an unarmed plane into Britain to try and negotiate a peace talk in order to keep Germany from having to fight a two front war following the execution of Operation Barbarossa, the code name for the invasion of the Soviet Union. The British did not know what to make of Hess, and treated him as a prisoner of war, leaving him mentally unstable and in no condition to negotiate a peace between Germany and Britain. Hitler was outraged when he found out about Hess’s mission, and played it off like Hess was the victim of hallucinations. Hitler did this because he did not really want peace with Britain and was desperate to keep up the morale of his troops getting ready to invade the Soviet Union. Hitler was also worried that Hess would be given a truth serum and reveal the plan to invade the Soviet Union to Winston Churchill. Another interesting man from Germany was called the â€Å"Desert Fox.† Erwin Rommel earned his nickname by using new tactics to defeat the British in Africa despite being outnumbered for the most part. Rommel would make it look like he had more forces than he did by putting wooden turrets on top of BMWs and placing them next to real artillery during battles, influencing the British’s decision to retreat. The turning point in both the war and the book come when the Japanese decide to invade Pearl Harbor early in the morning of December 7, 1941. Collier goes on to talk about how the Japanese got ready for the invasion by eating a traditional breakfast, wearing red shirt... ...e Collier is basically just telling the stories of people who did something important during World War II before the tragedy at Pearl Harbor. These events are all correct historically and that makes the book a little easier to read. Before reading this book I did not know who people like Erwin Rommel and Rudolf Hess were. It is different to see World War II from a view other than that of an American. Richard Collier was born in London and was a member of the Royal Air Force from 1942 until 1946. This gives him more credibility than someone who just does a bunch of research and throws it together for a book. Collier did research, citing hundreds of sources, but he also had his own personal experiences to fall back on, and that is not something that a lot of teachers and authors can say. I would not recommend this book to other people unless they are interested in history and war. If you are interested in history and war, especially World War II, then The Road to Pearl Harbor: 1941 is a good book for you. The book covers so much material that teachers could not possibly begin to cover that it is a must-read for history buffs. "The Road to Pearl Harbor: 1941 by Richard Collier

Discrimination in the workplace Essay

Discrimination in the workplace is a common behavior that occurs in all occupations and industries. It can occur whether you work for a large or small organization, you’re a boss, or just starting out. In an ideal world people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we constantly face all kinds of neglect based on different attributes. All over the world, certain people treat others with prejudice because of particular features they possess. Unfortunately, this happens even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This phenomenon is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. So, what exactly is workplace discrimination? Basically, it can be defined as a less favorable treatment towards an individual or a group of individuals at work, usually based on their nationality, skin color, sex, marital status, age, trade union activity, or other defining attributes (Australian Human Rights Commission). It can appear as a denial of certain rights, negligent treatment, intentional underestimating of a worker’s personality or work results and achievements, and so on. A person can be discriminated by their employers, or by their coworkers as well. Discrimination can result into severe psychological consequences for the victim, such as emotional stress and anxiety. Discrimination often causes an employee to leave the workplace, resign from a position, or in severe cases, to commit suicide or act violently against the discriminators. Workplace discrimination can take more open and threatening forms, which are known as workplace harassment. It occurs when an employee is made to feel intimidated, insulted or humiliated, based on such features as race, ethnic origin, gender, physical or mental disability, or on any other characteristic specified under legislation (AHRC). The two most radical forms of workplace harassment are the application of physical violence, or sexual harassment; women are especially exposed to this kind of discrimination. Workplace violence can take several forms: the direct exercise of physical force against a worker that causes or could cause injuries to the worker; an attempt to exercise such physical force; or a statement or behavior that a worker can reasonably interpret as a threat to exercise physical force (Ontario Ministry of Labor). Sexual harassment can  take the form of obscene jokes and allusions; intrusive body contacts; inappropriate gestures, or even direct actions aimed at sexual contact. There are several ways to deal with workplace discrimination; such measures can be held both on the individual and on the collective level. Individuals who have experienced discrimination or harassment at work, are recommended to stand firm under verbal attacks, remain confident about their own abilities and judgments, and try not to stay alone with the abusive person (UnionSafe). At the same time, collective measures can be taken as well. They usually include calling for a meeting in a quiet confidential place in order to admit and discuss the problem; complaining to competent authorities; developing respective policies together with sanctions applied in case there is an infringement enacted by workers. Unfortunately, we do not live in a perfect world, and not all people can enjoy equal opportunities and rights. This refers not only to our personal lives, but to our working environment as well; employees can be discriminated and abused because of certain features they possess, such as the color of skin, their ethnicity or gender, age, marital status, disabilities, and so on. To eliminate workplace discrimination, both individual and collective preventive measures should be made. References â€Å"What Is Workplace Discrimination and Harassment?† Australian Human Rights Commission. N.p., n.d. Web. 05 July 2013. . â€Å"Preventing Workplace Violence And Workplace Harassment.† Ontario Ministry of Labor. N.p., July 2011. Web. 05 July 2013. â€Å"Bullying and Harassment in the Workplace.† UnionSafe. N.p., n.d. Web. 05 July 2013. . Discipline & Discharge An employer may not take into account a person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information when making decisions about discipline or discharge. For example, if two employees commit a similar offense, an employer many not discipline them differently because of their race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. When deciding which employees will be laid off, an employer may not choose the oldest workers because of their age. Employers  also may not discriminate when deciding which workers to recall after a layoff. Harassment It is illegal to harass an employee because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to harass someone because they have complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Harassment can take the form of slurs, graffiti, offensive or derogatory comments, or other verbal or physical conduct. Sexual harassment (including unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature) is also unlawful. Although the law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal if it is so frequent or severe that it creates a hostile or offensive work environment or if it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. Harassment outside of the workplace may also be illegal if there is a link with the workplace. For example, if a supervisor harasses an employee while driving the employee to a meeting. Prohibited Employment Policies/Practices Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law forbids discrimination in every aspect of employment. The laws enforced by EEOC prohibit an employer or other covered entity from using neutral employment policies and practices that have a disproportionately negative effect on applicants or employees of a particular race, color, religion, sex (including pregnancy), or national origin, or on an individual with a disability or class of individuals with disabilities, if the polices or practices at issue are not job-related and necessary to the operation of the  business. The laws enforced by EEOC also prohibit an employer from using neutral employment policies and practices that have a disproportionately negative impact on applicants or employees age 40 or older, if the policies or practices at issue are not based on a reasonable factor other than age. 2. Which federal laws cover language discrimination? Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals from discrimination based upon national origin and race. Some courts and governmental agencies have said that discrimination based on language is a form of national origin discrimination because primary language is closely related to the place a person comes from. So if you are being discriminated against for using that language, or because of characteristics having to do with that language, that is considered essentially the same as if you were being discriminated against because of your national origin. This area of the law is still developing, however, so you should also consult with a local attorney for more information. 6. Can I be asked not to speak my native language at work or to speak English only? A rule requiring employees to speak only English at all times on the job may violate the law, unless an employer shows it is necessary for conducting business. If an employer believes the English-only rule is critical for business purposes, employees have to be told when they must speak English and the consequences for violating the rule. Any negative employment decision based on breaking the English-only rule will be considered evidence of national origin discrimination if the employer did not tell employees of the rule, except in several western states as noted below. In California, as of January 1, 2002, there is a specific legal provision which makes it illegal for an employer to adopt or enforce a policy that limits or prohibits the use of any language in any workplace, unless both of the following conditions exist: (1) the language restriction is justified by a business necessity; and (2) the employer has notified its employees of the circumstances and the time when the language restriction is required to be observed and of the consequences for violating the language restriction. â€Å"Business necessity† is defined as â€Å"an overriding legitimate business purpose such that the language restriction is necessary to the safe and efficient operation of the business, that the language restriction  effectively fulfills the business purpose it is supposed to serve, and there is no alternative practice to the language restriction that would accomplish the business purpose equally well with a lesser discriminatory impact.† In the states of Alaska, Arizona, California (but the above state law still applies), Hawaii, Idaho, Montana, Nevada, Oregon, and Washington, there is a court decision that requires one of the following two circumstances for an employee to challenge a â€Å"speak-English-only† policy in the workplace under federal law: the rule is applied to employees who speak no English or who have difficulty speaking English; or the policy creates, or is part of, a work environment that is hostile toward national origin minority employee s. If, initially, an employee is able to show that either of those conditions applies, the employer must show some â€Å"business necessity,† a sufficiently compelling and clearly job-related need, for the policy. Even if the employer does demonstrate business necessity, the policy is still illegal if there are less discriminatory alternatives to the policy that achieve the same goals just as effectively. At this point, although the law on language discrimination continues to evolve, employees in the U.S. but not in these states do not have to show either of the two conditions. The mere existence of a policy, whether or not it affects or targets national origin minority employees, is evidence of discrimination which may only be overcome by the employer’s business necessity. In Nebraska, a statute called the Protections for Non–English Speaking Employees Law offers several protections for workers whose primary language is not English. The law applies to employers that employ 100 or more workers and recruit or hire non–English-speaking workers residing more than 500 miles from the place of employment, and where more than 10 percent of the employers’ workforces are non -English-speaking and speak the same non-English language. Employers must provide non-English-speaking workers with required written information about the job and obtain the person’s signature on a statement acknowledging having received that information before hiring. Employers are required to provide bilingual employee interpreters to assist non-English speaking workers in carrying out their job responsibilities and to provide them with information on community services. Employers are also required to transport employees who quit within 4 weeks back to the locations from which they were recruited. More people in the workforce are claiming discrimination over  their English-speaking ability or foreign accents, according to federal officials.Workplace discrimination complaints based on national origin — which often involve language ability — rose by 76 percent from 1997 to 2011, when more than 11,800 complaints were lodged with the U.S. Equal Employment Opportunity Commission. The EEOC attributes the trend to a more ethnically diverse labor force — about 45 million Americans speak a language other than English at home. Civil-rights advocates say workplace environments have grown more hostile in states enacting tough new immigration laws. It is a common dilemma: employees complain about co-workers speaking other languages at work, conflicts arise, teamwork suffers, and morale issues begin invading the organization. These complaints usually center on an employee’s perception that it is rude for co-workers to speak another language at work, that such actions are intended to be deliberately exclusive and to make other employees feel uncomfortable. Employees feel they are being talked about, laughed at or even plotted against. Yet, Title VII protects employees from national origin discrimination, and therefore, employers must allow employees to have conversations in their native languages, unless there is a reasonable business need to require English-only rules during working hours. So what can HR do to resolve this conflict when English-only rules do not apply, such as during break times and lunches, and for businesses that cannot justify such a policy? First, educate employees on discrimination laws and work to f oster inclusion. Start with presentations on national origin discrimination and show the correlation between native languages being allowed in the workplace and the law. Work to create a presentation that shows common misconceptions on both sides and engenders respect for each other. Employees should be well informed of the company’s discrimination policy, which should also include the use of languages and guidance on what would constitute discriminatory or harassing behaviors. It should be communicated to all employees that failure to abide by the company’s policy and its expectations may result in disciplinary action, including termination. HR must also search for ways to ensure that inclusion is an integral part of the company’s culture. Providing a cohesive environment where everyone is respected and valued is vital to ensuring organizational success. Employees may find it  easier to assume that others are deliberately speaking a foreign language to hide something rather th an to take the time to understand another’s point of view. Conversely, always excluding employees from conversations by using another language can be unprofessional, unfair to co-workers and not in the best interests of the employer. Diversity and inclusion training should include awareness of cultural differences and the challenges non-native-English speakers may currently or once have faced, such as trying to fit into a new culture, being understood when conducting daily activities and being accepted and included at work. Employees also need to respect those fluent in more than one language. These individuals are able to speak English, but at times choose to speak to others in another common language. This is a natural way of sharing a part of their heritage while providing enjoyment in speaking a language that they both share. Finally, the organization’s management must â€Å"walk the talk† and be ready to address situations that affect their teams or jeopardize the employer’s goals and vision for the organization. SHRM HR Knowledge Center As a professional member of SHRM, you can receive free, exclusive access to the HR Knowledge Center. Our advisors have many years of HR experience and a wide variety of resources to assist you with your HR questions. You may reach the Knowledge Center at (800) 283-7476, Option #5 or by using the HR Knowledge Center Request Form. Express Requests The HR Knowledge Center has gathered resources on current topics in HR management. Click here to view and request information. Obtain reuse/copying permission – See more at: http://www.shrm.org/templatestools/hrqa/pages/whydosomeemployeesreactnegativelytootherlanguagesatwork.aspx#sthash.961esjei.dpuf Another step HR can take to prevent discrimination is to encourage cooperation and friendly, professional work relationships by creating  diverse departments or work areas throughout the company. Make sure employees know where to report any incidents of discrimination. Be sure to list the name of the Human Resources staff member that can document the complaint or report and is able to answer any questions or respond to concerns the employee may have. It is important that the HR staff member informs the manager or supervisor about the employees mentioned in the complaint so that the manager is informed and can schedule a private meeting with the employee to explain that they will have to answer the complaint. Be sure that all employees know that discrimination complaints are taken very seriously and addressed in a professional manner. Make any decisions regarding disciplinary action in a timely manner so that employees are not left to wonder what the outcome of the situation will be. Another step HR can take to prevent discrimination is to encourage cooperation and friendly, professional work relationships by creating diverse departments or work areas throughout the company. Make sure employees know where to report any incidents of discrimination. Be sure to list the name of the Human Resources staff member that can document the complaint or report and is able to answer any questions or respond to concerns the employee may have. It is important that the HR staff member informs the manager or supervisor about the employees mentioned in the complaint so that the manager is informed and can schedule a private meeting with the employee to explain that they will have to answer the complaint. Be sure that all employees know that discrimination complaints are taken very seriously and addressed in a professional manner. Make any decisions regarding disciplinary action in a timely manner so that employees are not left to wonder what the outcome of†¦

The Fashion Industry And Manufacturing Process - 842 Words

The fashion industry is certainly not for the faint of heart. It is an industry full of ups and down. And it is one that is quite labor-intensive. Fashionable apparel begins as the aesthetic brainchild of a designer (or team of designers). And as the item(s) gain life, each works its way through the many facets of the manufacturing process. The Fashioned Body: Fashion, Dress, Modern Social Theory notes that â€Å"to understand fashion, it is necessary to go beyond the discussion of pure aesthetics. It is a chain of [events], which are industrial, economic and cultural, as well as aesthetic† (p. 220). Simply put, the fashion industry and manufacturing process is like an unintentional collaborative process - one that brings society†¦show more content†¦All in all, it sounds like globalization is the way to go. It seems like everyone has an opportunity to be a winner through potential economic stabilization and increased competition. However, as in most things in life, there is a downside to the process. When we think about offshore fashion production, our minds often do turn to sweatshops – cheap labor (often children and women) under dirty working conditions. And this is true; however, many consumers never give thought to this. All they see is fashion (or whatever the product is) with a cheaper price tag. They forget (or choose to ignore) incidents such as â€Å"the factory collapse in Bangladesh, which killed over 1,000 garment workers† (That Made in the USA Premium). It seems we are often willing to sacrifice quality and lives all in the name of mass production and saving a dime. Another issue that negatively impacts globalization is the fact that while globalization frequently brings jobs to economically deprived countries, the process itself can create global economic havoc (the caveat referred to under the pluses for globalization). The problem occurs when the process takes jobs away. When this happens, economic depression can occur – the overall global economy then takes a hit. And when the global economy suffers, everybody suffers. And while this latter problem may seem like a far cry from the beauty of the fashion