1. Case Study: Where to Work
2. Tentative Thesis Statement: Through Matthew’s portrayal of Jesus, we can set the framework to understand better where to work by following the laws from the Sermon on the Mount and judging our actions from the parables mentioned in Matthew.
3. Introduction

The many leadership books vital for understanding guidance and procedures to run a business include “Jesus the Businessman.” Other than discussing how specific Christian communities participate in blasphemy, the book further outlines critical reinforcement in the workplace Christian should align with particularly (Bailey, 1984). As noted, Jesus’s business was structured upon specific principles of ethics which should be abided in the workplace. Correspondingly, the English Standard Version various books such as Matthew in its various chapters, titled the Sermon on the Mount, articulates the new era commandments that the workforce must adhere to particularly (Coogan, 2018). The Sermon follows God’s commandment issued to David, encompassing various virtues and values Christians should follow regardless of their workforce setting.

Matthew Chapter Five through Seven outlines central practices business personnel should align to particularly. For instance, Matthew Chapter 5:27-30, whose central theme is adultery, connects it to a business setting (Heil, 2018). Thus, he argues workers to incorporate the correct business practices in their organization without getting involved in adverse acts. Also, Matthew 5:31-32 argue employees, when leaving workforces to consider the best working premises aligning with the principles of welfare. On the other hand, Chapter 5:31-37 insists that business personnel should avoid swearing falsely in their line of duty. Avoid lying on business premises means spreading the gospel on various values and virtues organization members should prompt. The latter also follows loving your enemy in the workforce, as highlighted in Matthew 5:43-48. As incorporated in the Sermon in the Mount, it is critical for organizational leadership and managerial personnel to note their competitors (Kim, 2019). As a result, they should focus on strategies prompting their competitive advantage instead of destroying their competitors’ reputations.

Matthew 13:1-30 and Presentation of Jesus

Matthew 13 at large centralizes on various parable series. In the beginning, Jesus is describing the parables to the crown at the Galilee Sea Shore (Heil, 2018). Later the incidences occur in the house, and that he explains vast parables among them includes the parables of the weeds, the sower, and the fish caught. After that, he travels to Nazareth, teaching his sermons in the synagogue.

Matthew 13:1-9 and 18-23 fully provides the parable of the seed, which is an allegory and discussing the Kingdom of God.  The parable states that a man went out in the field sowing his grains. The man, as noted, symbolizes God, where his message is based on the sowed seeds. In the contemporary world, the seed planned begins growing just as God’s word begins growing in a person’s life (Kim, 2019). On the other hand, some of the seeds fall on the path and are eaten by the bird. The birds signify Satan, and the path symbolizes individuals who hear God’s message but fail to abide by it. As noted in today’s society, the people indicate people who, despite knowing God’s teaching, the primary focus is on the world’s materialistic things (Coogan, 2018). Matthew’s teachings also note that some seeds fall on rocks, and as time goes by grow, though when the sun showed up, they choked and die. The seeds on the rocky group symbolize individuals who respond enthusiastically but fail to abide by the teachings while listening to God’s world. When faced with world troubles, the group fails to abide by God’s teaching and seek a solution to the world’s pleasures. The group rampantly fails to commit to the Christian teachings.

The parable also notes that some seed in the process falls in the thorn bush. In the parable, the thorns in the bush choked the plants. People who are only concerned about their lives and worldly riches will die with respect to human beings. The group in the contemporary world represents people who are overthinkers, angry, jealous, and only focusing on materialistic things (Heil, 2018). Lastly, the sermon teaching notes that some seeds fall on good soil and that the plant produces corns. The good soil in the chapter presents individuals who listen and apply the learned Christian teaching in their daily lives. Such categories of Christians are dedicated as they have strong faith in Christian teaching even when faced with difficulties.

Mathew 13:1-30 indeed outlines why, regardless of its type, the organization members should align with set Christian principles, virtues, and values in a business setting. In times of difficulty, they should refrain from unethical practices which will limit their growth, company reputation, and belonging in God’s Kingdom (Kim, 2019). Besides that, business personnel who follow Christian values will likely retain top talents and boost its organization’s growth (Coogan, 2018). Leaders and managerial personnel practicing Christian values such as patient, honesty, and humility, as indicated in the parable of sow seeds, are likely to boost their employee’s morale and retain them (Bailey, 1984). Consecutively, they are likely to encounter limited risks. Practical Christian values in the workplace help the company refrain from various risks as they act morally right.

Matthew 13:31-43 and Presentation of Jesus

Matthew 13:31-32 introduces additional parables illustrating growth. The Chapters mentioned above distinguishes between a mustard seed and tree sizes. Matthew 13:33, on the other hand, outlines the role of yeast in dough, while Matthew 13:34-35 discusses how various prophecies elaborate what Jesus in his second coming will do mainly. Matthew 13:36-43 discusses the reality of good versus evil (Heil, 2018). As noted in the teachings, Christians know what is right and wrong even when faced with severe challenges in the world. Christians, thus despite the challenges, must focus on what brings them positive life and growth. The chapters in Matthew mentioned above efficiently explain Jesus’s teaching to the disciples while paying attention to the parable of the seed. Jesus argues disciples follow Christian teachings. Additional parable included is the parable of the weeds and wheat (Talbert, 2010).  According to the parable of the weeds and the wheat, God, since time immemorial, has had plans for Christians. Thus, Christians are expected to be patient, and even when faced with tragedies and accidents, they should present their obstacles to the lord.

Generally, the parables of the weeds and seeds, as elaborated in 13:36-43, remind leaders and managers in an organization that God has a plan for their development and growth and that He continuously works to accomplish them (Talbert, 2010). Even in times too difficult, organization personnel should focus on remaining patient and avoid indulging in unlawful activities. They should be patient and trust God that He will help them manage their obstacles (Coogan, 2018). Additionally, the parable of the weeds and wheat remains workforce personnel that they should remain alert as other earthly powers are focusing on disrupting their God-ordained plan for them. The actions of the enemies and equivalent to devil plans remind organization members that they should focus on Jesus’s Ministry (Bailey, 1984). They should subsequently ignore the devil’s schemes.  Also, for an organization to be more fruitful, it must orient its practices to God’s purpose. Therefore, they should understand via the parable of the weed and seeds that they are the seed, and as God desires them to be fruitful, they should be humble enough to weigh for God’s set purpose and fruits in the organization.

Matthew 20:1-6 and Presentation of Jesus

Matthew 20:1-6 discusses the parable of the workers in the vineyard. The parable, as noted, is connected to the 9^th and 10^th Commandments and, from an in-depth understands, the parable of the workers in the vineyard is based on the notion of converting (Heil, 2018). It is based on human frustration with God’s grace as it applies not to them but others. Correspondingly, the parable of the workers in the vineyard is about human ongoing economic expectations. As noted in the parable, workers are compensated for their respective labors (Morgan, 2017). The elements incorporated in the parable of workers in the vineyard are further aligned in Revelation and other Gospels. The parable profoundly means that individuals considering their actions most important in God’s Kingdom are those aligned with the good deeds.

Correspondingly, in the parable of the workers in the vineyard, Jesus profoundly discusses the work of a wealthy man whose role is employing workers at fair wages (Blanchard et al., 2016). The set wage as indicated is agreed upon between the boss and the employees before they work. In the contemporary world, the parable of the workers in the vineyard insists that employees should pay their workers for the job well-done. As noted in the parable, at the end of the work, the firm owner sends his steward to pay all the laborers. Employees hired the last are paid first, whereas those who were hired first are paid last. Therefore, the organization owners must pay all their laborers regardless of their days working (Blanchard et al., 2016). The parable also told to teach various modern labor practices and reminds organization leaders to remain just in their various operations.

On the other hand, the workers in the parable are reminded to endure despite various difficulties experienced in the workplace to the end. The parable emphasizes that laborers who work to the end of the day are paid for their well-done jobs. Regardless of their various workplaces, such as harvesting and planting, they receive their wages in due time. Thus, the employees are reminded to love their respective jobs. Also, they should remember that God’s Kingdom is like a vineyard consisting of laborers (Kim, 2019). While each worker is hired for a specific purpose, they should love their work. Loving one’s job allows a worker to seeks and stay in it continuously. Besides, loving one’s work is a way of preparing for God’s Kingdom. The parable of the workers in the vineyard consecutively reminds employers why it is critical to have a fair wage’s day agreement with thee employees. The latter creates room for employer-employee agreement. As a result, the workers are adhesively protected from unduly paying. It helps create an equitable and just share in the organization, and that proper compensation for the employee’s well-done job makes them feel valued and enjoy the fruit of their labor. Besides, the firm’s overall morale is boosted, and that workers remain motivated.

Also, the parable of the workers in the vineyard focuses on the advantages of fair wages to the community and state’s economic situation and the organization (Talbert, 2010). Primarily, fair wages among organization members necessitate worker’s protection. Besides setting fair wages being economic stabilization and that employees afford primary needs, it also means protecting and retaining top-talent workers (Blanchard et al., 2016). Various empirical findings and evidence noted that employees with fair wage pay are likely to retain their workers. Generally, if organizations have an effective salary structure and have good wages, they are likely to attract and retain qualified, suitable, and experienced employees, boosting organization growth.

Matthew’s Gospel and Contemporary world

Matthew’s gospel provides various Jesus’s teachings through distinctive parables which would be applicable by various workforces. The various gospel lessons than highlighting and describing how organization leaders and managers would implement practical values and virtues, also discuss employers’ Christian practices (Coogan, 2018). Matthew’s teachings at large note how business personnel should avoid corrupt practices which would otherwise affect their firm’s reputation. Also, they would limit their chances of receiving God’s set Kingdom for them.

Tyson Foods Company is one of the well-known companies necessitating Christian values and virtues, as noted on various parables presented in Matthew’s gospel. As one of the American Multinational corporations situated in Arkansas, Springdale, Tyson Foods Corporation has remained one of the world’s best food company marketers and processors (Morgan, 2017). To meet such titles, Tyson Food Corporation, in its daily operations, incorporates Christian values. While focusing on meeting its daily set goals and objectives, the firm also meets its set core values. The firm applauds the set Christian core values: autonomy, integrity, fairness, empathy, compassion, friendship, humility, kindness, and hard work.

In Tyson Foods Corporation, applying Christian’s core values in the organization setting has aided their recruitment and retention processes. Since time immemorial, employees have longed to work with organizations adhesively aligning with their core values (Kim, 2019). Also, it has helped Tyson Foods Corporation incorporate the proper steps in decision-making processes. Vital decision-making processes aligning with the firm and Christian values help make the right choices easier (Blanchard et al., 2016). Also, the latter shapes a firm’s organizational structure and culture as every practice is based on Christian teaching practices and core values. Thus, in the long run, it prompts the firm’s overall success. One of the major factors promoting Tyson Foods Corporation’s success is its practical application of Christian core values such as integrity and autonomy. As a result, they have had a better outcome in the marketing and human resources department and their product identification and creation (Coogan, 2018). Generally, Christian leadership styles and core values, as applicable in Tyson Foods Corporation, have ensured it retains high-skilled employees, boosts their morale, and contributes to the firm’s success and growth.

Counterargument

Matthew 13:47-50 outlines the Parable of the Net and argues that fishers, having placed their nets in the water, come up with bad and good fish. The group separates the bad and the excellent fish, with the bad one being thrown away. The parable concerning the workplace educates the leaders and managerial personnel, and workers that in the world of business, there are various suitable activities, and so are the bad ones (Morgan, 2017). Thus through Christian leadership, it is the responsibility of the organization members to participate only in suitable activities. In any problematic situation testing their Christian faith, organization members should focus on Matthew’s portrayal of Jesus. Through its respective leaders, the organization should thus set the framework to understand better where to work, specifically by following the laws from the Sermon on the Mount and judging out their actions from the parables mentioned in Matthew.

Matthew 13:47-50 also discusses that God will judge every person in the future depending on their action (Morgan, 2017). The people, including organization personnel in various workforces, should therefore note that to receive the Kingdom of God, they should thus participate in righteous activities. Organization members must introduce principles, values, and virtues, thus promoting their engagement in righteous activities. Leaders in the organization’s core principles should remember that their distinction from the fiery furnace and God’s judgment on them will be final and based on their early behaviors. Besides that, organization members note that God’s Kingdom attracts all kinds only if they adhere to a good deed. As illustrated in Matthew 13:47-50, which outlines the last parable in Matthew’s gospel reminds workers that God’s Kingdom and Kinship are only meet for those doing good deeds (Morgan, 2017). The net symbolizes the Kingdom of God, which everyone is attracted to particularly. Therefore, just like the Kingdom of God, workers are likely to work in an organization with good governance (Blanchard et al., 2016). Other than such institutions providing nations with vital economic prosperity, they provide their employees with suitable living standards.

Conclusion and Personal Reflection

Through Matthew’s portrayal of Jesus, we can set the framework to understand better where to work by following the laws from the Sermon on the Mount and judging our actions from the parables mentioned in Matthew. Mathew 13:1-30, for instance, indeed outlines why in a business setting, regardless of its type, the organization members should align with set Christian principles, virtues, and values. Also, it discusses why Christians should work in a God-fearing organization.  Also, it notes in times of difficulty; they should refrain from unethical practices which will limit their growth, company reputation, and belonging in God’s Kingdom. Besides that, business personnel who follow Christian values will likely retain top talents and boost their growth. Leaders and managerial personnel practicing Christian values such as patient, honesty, and humility, as indicated in the parable of sow seeds, are likely to boost their employee’s morale and retain them.

Also, business personnel must know in their line of duty that following Christ’s teaching is essential. Thus they should work in a successful organization abiding by Christian teaching. Also, other than working in an organization abiding by Christians’ values, Christians should ensure they enjoy their respective works as outlined in Mathew 13:1-30. Work as God’s command to Christians should also remain enjoyable. Also, as Christians’ work matters to God and their eternal life, they must enjoy it for humankind’s betterment. God has provided us with unique capabilities and skills, talents, and gifts to work in respective organizations, and that it is vital, we enjoy the work. Christian workers should enjoy their work while ensuring they abide by God’s fundamental commands as provided in Jesus’s parables.

References

Bailey, R. (1984). Book Review: Sentenced to Life: A Parable in Three Acts. Review & Expositor, 81(2), 347–347. https://doi.org/10.1177/003463738408100255.

Blanchard, K. H., Hodges, P., & Hendry, P. H. (2016). Lead like Jesus revisited: lessons from the most outstanding leadership role model of all time. W Publishing Group, an imprint of Thomas Nelson. https://doi.org/10.1177/073989131701400227

Coogan, M. (2018). New Oxford Annotated Bible with Apocrypha: New Revised Standard Version. Oxford University Press. https://doi.org/10.1017/s0036930600036681

Heil, J. P. (2018). The gospel of Matthew: worship in the kingdom of heaven. James Clarke & Co. https://doi.org/10.2307/j.ctvj4sw2d

Kim, Y. S. (2019). Justice Matters, But Which Justice? Justice Matters, But Which Justice? In the Case of Jesus’ Parables. https://currentsjournal.org/index.php/currents/article/view/192

Morgan, G. C. (2017). The gospel according to Matthew. Wipf and Stock Publishers. https://doi.org/10.31826/9781463229047-006

Talbert, C. H. (2010). Matthew. Baker Academic. https://doi.org/10.1177/002096431006400408

Sociological Analysis of Mean Girls

            Mean Girls Film composes various characters, including Cady, who joins an elite societal group in her learning institution commonly referred to as Plastics (Michaels et al., 2004). Cady, in her new environment, while developing a new personality, sabotages Regina, the group leader. Indeed Mean Girls film provides various fundamental phenomena, including the relationship between conflicts and popular culture and their influences on one’s behaviors, identities, and interaction. Correspondingly, it contains various sociological perspectives and themes and is further understood via sociological theories such as social conflict theory. This paper will profoundly provide Mean Girls film sociological evaluation. This paper is also broken into two critical sections. The first part explains why most sociologists would find the film pleasant while providing various examples of public and private troubles and issues. The second part will analyze the theme of culture and socialization as applied in the movie.

Part One

Sociologists at large find Mean Girls film one of the most interesting films. As noted, sociology is the study of structure, development, and human society functioning (Tepperman et al., 2014). Therefore, a branch of social science focuses on human social behaviors, social relationship patterns, and interaction. Sociology is the understanding of human consciousness and action shaped by social and cultural structures. The sociological perspective, as first introduced by Mill Charles, efficiently relates with the Mean Girls Film. Written by Wiseman Rosalind, Mean Girls films remain interesting among sociologists.

Furthermore, from its production in 2004 by paramount Pictures Production, it is clear that Mean Girls Film reflects how the social structures will shape not only our actions but also an individual’s consciousness. Besides, the two major themes that sociologists would find interesting when comparing the film to the sociological approach are themes of emotions and conflict. In mass media today, Mean Girls Films remains prominent in elaborating how dramaturgy and conflict are connected. As incorporated by various sociologists such as Karl Marx, the film reflects adhesively to sociological theory. Marx, in his research, notes that societal factors, patterns, interactions, and structures would determine an individual prestige and power (Tepperman et al., 2014). As indicated in Mean Girls Film, it is vivid that the societal norm “plastic” reflects how the learner must behave (Michaels et al., 2004). The plastics norms control how the student should look, their power, and popularity. Besides that, as noted by various sociologists, Mean Girls Movie discusses how societal patterns and interactions determine one’s belongingness.

In the movie, the three known “plastics,” Karen Smith, Regina George, and Gretchen Wieners, are ordained to specific social classes (Michaels et al., 2004). On the other hand, Cady can only associate herself with Damian and Janis Ian due to her societal and classical position. Cady is a student from Africa, and the movie would also be interesting to sociologists as it explains stereotypes in society. The stereotype is considered a simplified idea or image of a specific thing or person(s) (Tepperman et al., 2014). As noted in the film, Cady is forced to sit with a specific group to take lunch, and she thoroughly gets questioned due to the images and ideas she grasps about her background having come from Africa. As noted, the latter is fixed to social interaction, and as further noted by Gretchen, people based in Africa are only African American. Besides that, the Cafeteria lays certain characteristics of people identified as cliques. They include ‘black hotties,’ ‘Asian nerds,’ and ‘JV jocks.’ Indeed, it is an effective film and vital for sociologists to understand human social institutions and relationships.

Part Two; Culture and Socialization and Mean Girls Film

            Regina, a major character in Mean Girls Film in various scenes, portrays two major themes: socialization and culture (Michaels et al., 2004).  Regina, having considered a “Plastics” leader based on her societal background, patterns, relationships, structures, and interactions, expects to be feared and treated with dominant respect. Her background features prompt the latter and expects her to be worshipped and rule other girls. Her conclusions, actions, and consciousness are also situated to her aspect of competition. She expects to be the most outstanding student among her classmates and friend as obliged by her social and economic class. However, her perception is ruined by Cady, a young and very brilliant student from Africa. Cady’s personality as the new student in school helps Regina retrieve moral standards, which society expects (Michaels et al., 2004). The film, via such scenes, indeed discusses how an individual relationship and interaction impacts their friendship with community members and their general well-being.

Also, Cady’s arrival and adaptation in North Shore High School profoundly illustrated how societal norms affect one’s lifestyle. Having moved to America because of the newly accessed occupation by her parents, Cady attends a new school. Throughout her learning, it is evident that social mores and norms affect her general social life (Michaels et al., 2004). For example, previously, she was homeschooling and, in her new school, she becomes a full member of the common known group “Plastics.” She broadly transforms her personality while trying to fit in though in the long run understands that social status and being popular merely mean anything in society. Through her various schooling experiences, Cady concludes that society allows one to be who one is particularly. Despite various patterns and structures, one should truly restore their values, beliefs, and standards.

Another sociological aspect witnessed in Mean Girls film is the discussion between Janis and Damien and Cady. Precisely, the two warn Cady due to her societal background on fitting in among the “Plastic” group (Michaels et al., 2004). The Plastic group is students from high social class, and other than remaining cruel, they are mean. Cady, despite the sentiments, however, tries to fit in the group. Generally, the societal held values by Janis and Damien dictate the reasons why they feel Cady will not fit in the Plastic group. They also believe that the group would spoil Cady’s personality. Despite remaining popular and cool in the group, they believe the contact relationship and interaction would ruin her personality and consciousness level. Cady’s position in the plastic group changes her values profoundly. She turns out materialistic and longs for dominant social and popularity status. She ends up being crafty and sneaky. She feels that she now conforms to the help societal norms as she fits in a group.

Correspondingly, a sociological analysis of the Mean Girls film is rampant through North Shore High School cafeteria distinctive scenes. For example, Cady walks into the school’s cafeteria and notes that tables were designed and identified based on the student societal structures, relationships, and interaction (Michaels et al., 2004). As noted, tables belong to specific groups, and it is clear that the student even in the cafeteria is distinguished based on their races. For example, the school’s cheerleaders, the Asians, and African Americans have various tables. Besides that, students such as Damien and Janis have distinctive labels in the classroom because they are considered minorities. The plastic group, on the other hand, is characterized as wealthy, popular, and gorgeous. Having noted the rules of being plastics, Cady is forced to adhere to them if perhaps she hopes to fit in specifically. Indeed, through the various class and cafeteria incidences as mentioned above, it is evidence that Mean Girls Film portrays a sociological imagination. The society and the group one belongs at large shape their behavior, interaction levels, and relationships. Other than expecting society to ordain certain beliefs and values to fit it, societal expectations and imagination create a new symbol of an individual.

Conclusion

              In conclusion, Mean Girls Films encompasses various characters, including Regina, Janis, Damien, and Cady. It remains one of the major interesting films for sociologists to understand human social institutions and relationships.  As a branch of social science and further applied in Mean Girls Film focusing on human social behaviors, social relationship patterns, and interaction, it is also the understanding of human consciousness and action shaped by the social and cultural structures. In the Mean Girls Film, it is vivid that the societal norm “plastic” reflects how the learner must behave and associate. The plastics norms in school control how the student should look, their power, and popularity. For example, a major character in Mean Girls Film in various scenes portrays two major themes: socialization and culture. Regina, having considered a “Plastics” leader based on her societal background, patterns, relationships, structures, and interactions, expects to be feared and treated with dominant respect. Her background features prompt the latter and expects her to be worshipped and rule other girls. Her conclusions, actions, and consciousness are also situated to her aspect of competition. Order a Customized Paper

References

Michaels, L., Fey, T., Waters, M. S., Lohan, L., McAdams, R., Meadows, T., Poehler, A., …

Paramount Pictures Corporation. (2004). Mean girls. Hollywood, Calif: Paramount.

Tepperman, Lorne and Patrizia Albanese (2014). Sociology: a Canadian perspective. 3rd ed. Don Mills, Ontario: Oxford University Press.

Mosaddegh’s Downfall

Iran Encounters with the West

The democratically elected government of Mosaddegh faced a lot of problems in the early 1950s. As a major oil supplier, Iran was at the center of the Cold War, and the American government became increasingly concerned with Mosaddegh’s position toward Cold War policies. This became the main cause of his downfall. The British government, in a way, played an even greater role in Mosaddegh’s fall from power than the Americans because Britain controlled most of Iran’s oil well. Thus it is fair to say that Britain was behind Mosaddegh’s fall from power. The United States and Great Britain strongly influenced Iran’s affairs, but the biggest problems for Mosaddegh were internal problems. These internal problems included high unemployment, low wages, nepotism, and corruption. The power of the monarchy was waning, as Mosaddegh tried to end the monarchy’s dependence on oil profits. In this case, it is important to understand the cold war context and the international oil cartels to come up with an objective point of view, and conclusion regarding the entire issue that catalyzed the coup.

Context of the Cold War

The Iranian oil became a pivotal aspect of the world’s economy. Iran and the Soviet Union depended on oil for a good portion of their oil revenue. According to Jenkins (2021) much of Mosaddegh’s economic policies made Iran dependent on a single foreign country, which also angered the other oil-producing countries. The British government took advantage of the power that it had in Iran. Britain was still a major industrial nation during this period, and its major industries were based on oil. Britain owns most of the oil wells in Iran. Britain deeply opposed Mosaddegh’s nationalization of Iranian oil because it would produce huge losses for Britain (Jenkins, 2021). Britain was also fearful that the nationalization of Iranian oil would set a precedent for other countries to follow. This was the reason why Mosaddegh’s government became very hostile to the British government.

The coup in Iran happened during the Cold War, and the CIA aided its facilitation. It is important to note that the Cold War strongly impacted Iranian politics. The country’s location, size, and resources turned Iran into a battlefield during the cold war. The British government was also worried about the increasing threat of communism in Iran (Laugesen & Rahimi-Moghaddam, 2022). The British government also helped the United States to bring about the downfall of Mosaddegh. Britain cut off diplomatic relations with Iran, and this move was followed by an oil embargo which increased the pressure on Iran’s economy. This embargo forced Mosaddegh to appeal for help to the Soviet Union for a loan. The United States and Britain saw this as a strategic opportunity to add to their pressure on the Soviet Union. The United States feared that Mosaddegh might turn more favorable to the West and make it more difficult for the US to dominate Soviet influence in Iran. With these events, it is evident that the British government had a crucial role in the downfall of Mosaddegh. The British government had the power to influence the Iranian affairs during this time period greatly. Likewise, we can conclude that Britain greatly influenced Mosaddegh’s fall from power.

The Oil Cartels

Even though Britain was behind Mosaddegh’s fall from power, it is also important to understand the impact of international oil cartels on his downfall. The international oil cartels also influenced Mosaddegh’s downfall (Torbat, 2020). This is due to the fact that the oil cartels greatly impacted the Iranian economy. When the British and American governments increased their pressure on Mosaddegh, he resorted to seeking help from these oil consortiums. These were very powerful organizations that held a monopoly over a share of Iran’s oil production and distribution. The international oil corporations could make or break an entire nation’s economy, as they control all aspects of an economy.

The aspect of nationalization played a pivotal part in risking the U.S and the Great Britain’s oil supply. The enactment of the nationalization law implied that the Iranian oil production would be taken over by the government, which ultimately resulted in the restriction of oil supplies (Jenkins, 2021). Thus, Mosaddegh’s nationalization law threatened the interests and long-run survival of both Britain and America. The British government was directly involved in overthrowing Mosaddegh’s position because Iran was among the top countries that contributed to Britain’s oil supply. The international oil cartels were also powerful enough to influence Iran’s government. As a result, the nationalization of Iran’s oil was the first step down the path of confrontation between Britain and Mosaddegh.

Conclusion

While evaluating the two fronts, it is evident that they played a massive part in Mosaddegh’s downfall. Although several contributing factors made Mosaddegh fall from power, these two main factors were the most important of all. The British government was greatly involved in Mosaddegh’s downfall because Britain owned most of Iran’s oil well. This is directly linked to the ability to impact Iran’s oil supply and, consequently, its economy strongly. Even so, one can affirm that the interference of the two nations (Great Britain and the US) played an enormous part in ensuring the occurrence of the 1953 coup. Order Similar Paper Now

References

Jenkins, P. (2021). Decolonization and Third World Struggles. In A Global History of the Cold War, 1945-1991 (pp. 91-105). Palgrave Macmillan, Cham.

Laugesen, A., & Rahimi-Moghaddam, M. (2022). Franklin book programs in Iran (Ca 1953–1978) and the politics of translation during the Cold War. Translation Studies, 15(2), 155-172. https://doi.org/10.1080/14781700.2021.2020685

Torbat, A. E. (2020). The Oil Nationalization Dispute and the Coup. In Politics of Oil and Nuclear Technology in Iran (pp. 93-118). Palgrave Macmillan, Cham.

Coca-Cola Company is the leading non-alcoholic beverage producer. It has more than

500 world-class brands, which it offers to people in more than 200 nations across the world

(Coca-Cola, 2017). Among these brands include Coca-Cola, Fanta, Sprite, Minute Maid, and Dasani. In recent years, Coca-Cola has added non-sugar sweetened drinks in its product portfolio due to increased health concerns revolving around sweetened beverages. The company has hundreds of bottling partners globally. It produces and sells syrups and concentrates to them.

Subsequently, these partners brand the beverage, market, package, and distribute it to the customers and consumers.

Diversity Overview

The Coca-Cola Company has multiple diversity policies, procedures, and initiatives. From a business and organizational standpoint, diversity refers to the practice of including all individuals from different cultural, social, gender, sexual orientation, religion, socioeconomic status, and racial backgrounds (Tan, 2019). Diversity promotes increased innovation, creativity, and productivity in an individual organization. Following this knowledge, business organizations globally have adopted diversity programs to ensure their employees feel included. Among these companies include Coca-Cola. This company strives to foster a diverse and inclusive culture through its core values of leadership, equality, and fairness. To ensure inclusivity in its work setting, the Coca-Cola Company has created multiple monitoring and reporting programs.

Among these programs include the compensation fairness initiative (The Coca Cola Company,

2021). This program analyzes the company’s associate’s base pay each year to ensure fairness when contrasted to similarly situated workers. Besides, it conducts an annual quantitative evaluation of incentives and merit awards to identify issues and differences that warrant a change. Some of these issues that this program eliminates include employee compensation based on gender and race. For example, paying men more than women. Coca-Cola also has a talent management fairness initiative geared towards increasing inclusivity during talent acquisition (The Coca-Cola Company, 2021). Here, the company ensures equal recruitment and selection of employees irrespective of gender, race, religion, and socioeconomic background.

In 2015, Coca Cola joined more than 400 companies to support marriage equality (Coca Cola, 2017). The Coca-Cola company did this because some laws that prohibited same-sex marriage limited businesses ‘ ability to acquire and retain a talented and diverse workforce. By 2030, Coca-Cola aspires to be 50% led by women worldwide (The Coca-Cola Company, 2020). The company also has a non-discrimination policy, which discourages workplace discrimination based on race, sex, nationality, religion, gender, and political opinion. To address diversity throughout the company, Coca-Cola has created a Global Women’s Leadership Council, made of resourceful female executives. This council develops and recommends initiatives geared towards increasing diversity.

Literature Review on Gender Equality in Workplace

According to Falk & Hermle (2018), women are fundamental to the world’s overall shared achievement. In their cross-sectional study, Falk & Hermle (2018) argue that it is thus vital for companies such as Coca-Cola Company to set goals enabling economic empowerment for both genders. Besides providing women entrepreneurs with mentorship networks, they should provide them with business training skills and other critical financial assets and services. Correspondingly, Falk & Hermle (2018) argue that for prominent companies to achieve women empowerment and equality, they should invest in sizable portions prompting overall organization development. Gender equality and empowerment, as further analyzed by the authors mentioned above, benefits not only female and male employees but also prompts higher productivity and job satisfaction levels and lower job turnover rates.

On the other hand, Dashper (2019), while challenging gendered rhetorics’ success, further argues that women in the workplace profoundly experience gender inequality. On most occasions, as noted in his research, gender inequality in the workplace is vivid through the set organization structures, practices, processes, and decision-making procedures. As one of the complex fundamentals in the organization, gender inequality is further viewed through salaries acquisition, with men being paid more than women and considered the forefront of the decision-making process. Indeed, Dashper (2019) agrees that women in the workplace are not only left out in policies and decision-making processes. Gender inequality is rampant in the workplace and further witnessed during the organization training, hiring, promotion and payment. Thus, Dashper (2019) emphasizes that it is critical to have gender discrimination elimination models reciprocating the nature of gender inequality. Any form of discrimination in the workplace should be eliminated, which in the long run necessitates benevolent and hostile sexism.

Gupta et al., (2019), in their qualitative research, argues that for firms such as Coca-Cola Company to promote gender equality, they should consider key remedies. As noted by the authors mentioned above, gender equality in organizations is profoundly achieved via in-depth outcomes and opportunities for both men and women. Correspondingly,                                   Gupta et al., (2019) agree that achieving gender equality in firms means enabling both men and women employees to enjoy and access equal resources, rewards, and opportunities. Consecutively, it means providing equal and comparable payment and value and eliminating all obstacles that prevent equal opportunity participation for both men and women in the workforce. Also, Gupta et al., (2019) argue that to promote gender equality in the workplace, top-most managerial and leadership personnel should eradicate all types of discrimination, facilitating gender biases.  Besides that, as noted by the others mentioned above, gender equality efficiently matters in the workplace. Other than improving economic growth and national productivity, it increases the firm’s performance, retains and attracts new talents, and prompts its reputation.

Company Analysis

Like other businesses, the Coca-Cola Company faces various workplace challenges that impact its employees and business operations. Most of these challenges revolve around the safety and health of its employees, equality, child labor, and corruption. The Coca-Cola Company addresses employee safety and health challenges by conducting supply chain governance audits and health and safety workshops on its manufacturing and distribution settings to identify accidents and injury risks (Coca-Cola, 2017). Early identification of these risks aid in timely mitigation and management. The company also addresses issues associated with equality through its diversity policy, which recommends equal recruitment, fair compensation, and equal work opportunities regardless of race, gender, religion, nationality, and sexual orientation. On the other hand, the company addresses child labor-associated challenges through its human rights policy, which prohibits child labor practices in its supply chain system. Besides, Coca-Cola tackles corruption issues through its anti-bribery policy, which lays down guiding principles on conducting business ethically and fairly.

References

Coca Cola. (2017). The Coca-Cola Company’s Human Rights Report 2016-2017. The Coca-Cola

Company: Refresh the World. Make a Difference. https://www.cocacolacompany.com/content/dam/journey/us/en/responsible-business/shared-future/human-rights-report-2016-2017-tccc.pdf.

Dashper, K. (2019). Challenging the gendered rhetoric of success? The limitations of women‐only mentoring for tackling gender inequality in the workplace. Gender, Work & Organization, 26(4), 541-557. https://doi.org/10.1111/gwao.12262

Falk, A., & Hermle, J. (2018). Relationship of gender differences in preferences to economic development and gender equality. Science, 362(6412). https://doi.org/10.1126/science.aas9899

Gupta, G. R., Oommen, N., Grown, C., Conn, K., Hawkes, S., Shawar, Y. R., … & Equality, G. (2019). Gender equality and gender norms: framing the opportunities for health. The Lancet, 393(10190), 2550-2562. https://doi.org/10.1016/s0140-6736(19)30651-8

Subašić, E., Hardacre, S., Elton, B., Branscombe, N. R., Ryan, M. K., & Reynolds, K. J. (2018). “We for She”: Mobilising men and women to act in solidarity for gender equality. Group Processes & Intergroup Relations, 21(5), 707-724. https://doi.org/10.1177/1368430218763272

Tan, T. Q. (2019). Principles of inclusion, diversity, access, and equity. The Journal of infectious

diseases, 220(Supplement_2), S30-S32.

The Coca-Cola Company. (2020). 2020 Business & Environmental, Social and Governance

Report. https://www.coca-colacompany.com/content/dam/journey/us/en/reports/coca-cola-business-environmental-social-governance-report-2020.pdf.

The Coca-Cola Company. (2021). Workplace fairness. https://www.cocacolacompany.com/shared-future/diversity-and-inclusion/workplace-fairness.

The World Health Organization highlights how ethical, social, cultural, and economic issues influence the care received by women before, during, and after pregnancy (Chimatiro et al., 2018). These factors include challenges like abortion debates, in vitro fertilization, genetic testing, and lack of insurance coverage. Women affected by these issues face risks such as pl

acental abruption, pregnancy-related hypertension, high infant mortality rates, and low birth weight babies. This article explores the ethical, social, economic, and cultural factors that impact the care pregnant women receive.

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Ethical Issues

Ethical concerns in women’s care include abortion, in vitro fertilization, and genetic testing (LaMarre et al., 2020). In healthcare settings, abortion is sometimes permitted if the mother’s life is at risk, but it raises significant ethical debates about the moral status of the fetus. Similarly, in vitro fertilization, which involves the ovulatory process, ova removal, and fertilization in a lab setting, sparks ethical questions about consent, parental motivation, and the fate of surplus embryos.

Learn more about ethical considerations in reproductive health.

Economic Issues

A lack of insurance coverage significantly affects care quality for pregnant women. According to the American College of Obstetricians and Gynecologists (ACOG), uninsured women are likely to receive fewer prenatal services, resulting in higher risks of placental abruption, pregnancy-related hypertension, and low birth weight babies (Winn et al., 2018). Economic challenges also lead to mental health issues, such as stress, and impact access to essential maternal health services, especially in rural and low-income regions.

Explore strategies for improving access to prenatal care.

Cultural Issues

Cultural practices heavily influence the care pregnant women receive, particularly in regions like Minnesota, where cultural beliefs shape dietary habits and healthcare decisions. For instance, some cultural traditions involve dietary adjustments, such as adding lime to maize, to support lactation and nutrition (Mengesha et al., 2017). However, healthcare providers face challenges in overcoming language barriers and educating patients about alternative medical practices.

Discover how culture impacts maternal health practices.

Social Issues

Social disparities, particularly poverty, affect access to quality healthcare before, during, and after pregnancy. Poverty leads to malnutrition, lack of clean water, and limited antenatal care, increasing risks such as preterm labor, miscarriage, and maternal mortality (Chimatiro et al., 2018). WHO reports that many women in developing countries give birth without skilled medical support, and over half suffer from anemia, increasing childbirth complications.

Find out more about reducing health disparities for mothers.

Conclusion

Pregnant women face numerous challenges rooted in ethical, economic, cultural, and social issues. Ethical dilemmas like abortion and IVF, economic barriers such as lack of insurance, cultural beliefs influencing healthcare decisions, and social disparities due to poverty all contribute to adverse outcomes. Governments and healthcare providers must address these issues by increasing access to antenatal care and modern medical technology.

Read our guide to ensuring better care for pregnant women.

References

• Chimatiro, C. S., Hajison, P., Chipeta, E., & Muula, A. S. (2018). Understanding barriers preventing pregnant women from starting antenatal clinics in the first trimester of pregnancy in Ntcheu District-Malawi. Reproductive Health, 15(1), 1-7.
• LaMarre, A., Rice, C., Cook, K. M., & Friedman, M. (2020). Fat, reproductive justice: Navigating the boundaries of reproductive health care.
• Mengesha, Z. B., Perz, J., Dune, T., & Ussher, J. (2017). Refugee and migrant women’s engagement with sexual and reproductive health care in Australia: A socio-ecological analysis of healthcare professional perspectives. PLoS One, 12(7), e0181421.
• Winn, A., Hetherington, E., & Tough, S. (2018). Caring for pregnant refugee women in a turbulent policy landscape: perspectives of healthcare professionals in Calgary, Alberta. International Journal for Equity in Health, 17(1), 1-14.

Explore more about maternal health and well-being at WriterScholar.