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Introduction
The prejudicial treatment of a person basing on being a member of a class or group is known as discrimination. It includes certain behaviors towards people such as preventing one group of people from opportunities that are available to the other groups. Discrimination is the culmination of traits and understanding of the distinctions between things, which comes in varying frames and forms (Appleby, 2007).
Fiction is a narrative work that deals with news and events that are not on facts but imaginary created by the author. A writer tries to determine peoples’ response to nature and activities by giving a report from a perspective, like a film maker through pointing of the camera shapes peoples’ reactions to a film. In fictions, a writer’s interpretation of a narrator, point of view, is essential to peoples’ experience as readers.
Narrators classified are either party or nonparticipant narrators. A narrator that is nonparticipant talks in the third person referring to actors by their names. Explicit way of stories characterized in concert known as drama. Drama is an operation performed by actors before an audience on stage assumes means of performance that are collaborative and a reaction that is combined. Combined response and collaborative writing directly prejudice it (Saputo, 2011).
Drama: No Sugar by Jack Davis
In the 20th Century, it is a recognized factor in Australia, and all over the rest of the world, that there was neglect of Aborigines since the settlement of the first western civilization, and for several years after the western culture. It is the most fundamental aim of dramas to highlight issues, such as racism, and thoughts in relation to these matters to life through dramatic presentations and the use of various techniques.
Jack Davis wrote a book of revisionist known as No Sugar in 1985, which was one of these dramas. Jack Davis brought issues and even expressed his own thoughts about issues such as the discrimination of the treatment of Aboriginal in 1930’s. The revisionist text of no sugar described life extensively, and thus offering a different perspective of the point of view of Aboriginal, on activities which came about during the period of the discrimination issue at hand (Davis, 1985).
No Sugar, the drama written by Jack Davis, highlights the exploitation of Aborigines in Australia in 1930’s. More explicitly, it concerned the relations of Millimurra, and their immense success against the whites and treated like substances in their own country. The stage play was present in Moore River and Northam, in Western Australia. Jack surveyed matters surrounding the behavior of Aborigines during that time and reflected his own thoughts concerning these issues.
One of the issues highlighted with reference to that time in No Sugar was how Aborigines were discriminated against, because of the color of their skin. For instance, in the first scene of the first act, Cissie complained because her and her brother went to get apples, and they were given shriveled up ones, while the children of the whites were given juicy apples. Jack used techniques of drama in order to make his thoughts about discrimination issues to individual. He used a conversation in this example and in a manner of characterization.
There is discrimination at the place of work. Being looked at or treated differently because of one’s race, religion, social rank, gender or any other characteristic is a form of discrimination (Rushefsky, 2008). At the place of work, discrimination takes place when a member of staff goes through harsh or discriminatory treatment because of their race, national origin, religion, experienced person or immobilized position, or any other characteristics protected by law (Mathis, 2010).
Human resources who have experienced acts of revenge for differing from discrimination of the place of work or for exposing violation to the government regarded to be discriminated against. In most of the countries, particular the developed ones, there are verdicts and laws that forbid discrimination in areas of work, such as hiring, recruiting, evaluations of job, policies of promotion, education, payments and actions of disciplinary (Nather, 2009).
Discrimination in place of work can be categorized as both direct and indirect. Discrimination that is open, entails treating a person less favorably because they possess a characteristic (for instance race, gender, age, socioeconomic status, beliefs, disability, national origin), contrasted with another person without that characteristic in the same situation (Swain, 2010).
An example of discrimination that is open would be, not recommending job to a woman because she is anticipated obtaining a maternity leave while a man is not. Discrimination that is implicit, entails setting state or a requirement, which a smaller percentage of those with the trait are capable of fulfilling, without rational justification (Heine & Lehman, 1997).
Ethics should be practiced mainly in the workplace. When given the task of being a leader, a person experiences many different situations (Wilson, 2003). What describe a leader are the way they carry on the circumstance, and the way they make up their minds (Leary & Tangney, 2003).
People working as administrators and employees have experienced and witnessed many circumstances, where personal and family matters have caused friction between the other employees and finally the leader. Like all predicaments that a leader is experiencing at the place of work, individual and family matters can be a delicate issue that requires to be handled in an assured such that the administrator is not in a situation that he or she may be blamed of managing the situation unethically (Heine & Lehman, 1997).
An administrator’s verdict in this state can also be prejudiced by social issues and sources from outside. When personal and family matters come up in the place of work, the management needs to think on how to handle the circumstances before they perform the action. If these ethics are put in practice, it will ensure that there is no discrimination against anyone (Crosby,2007).
Conclusion
In conclusion, discrimination is unethical issue. People should learn to treat the rest of people with equality and fairness. All people are the same and created by one Supreme Being. Fairness should be seen in the job markets, hospitals, market and the entire social structures (Martins, 2006).
This issue should be prevented and ensure that employers recruit with equality. People should be committed to a wide strategy of preventing discrimination, which works with organizations that regulate and assist them in developing and maintaining a culture of rights in the place of work.
More commissions and organizations should be created that will govern discrimination issues. Such institutions will be able to work with various media and technologies like the internet in ensuring that individuals access information of human rights. They should have a partner with community members and any other group to increase human rights commitment. Through stakeholders’ commitment, there is a hope of reducing the occurrence of discrimination, complaints associated to human rights, and support inclusiveness.
References
Appleby, S. (2007). Harassment and Discrimination: And Other Workplace Landmines. New York: Entrepreneur Press.
Crosby, F. (2007). Sex discrimination in the workplace: multidisciplinary perspectives. Oxford. Wiley-Blackwell.
Davis, J. M. (1985). No Sugar. New York: ABC-CLIO Publisher.
Heine, S. J., & Lehman, D. R. (1997). Culture, dissonance, and self-affirmation. Personality and Social Psychology Bulletin. London, England: Penguin
Leary, M. R. & Tangney, J. P. (2003). Handbook of self and identity. New York: Guilford Press.
Martins, M. (2006).Discrimination Law and Employment Issues. New Jersey: Thorogood Publishing.
Mathis, R. (2010). Human Resource Management. New York: Cengage Learning.
Nather, D. (2009). Discrimination: Everything You Need to Know. Health Ranger Digest, Vol. 45. New York: St. Martin’s Press.
Rushefsky, E.(2008). Civil Rights policy in Australia. New York: M.E. Sharpe Publisher.
Saputo, L. (2011). Work Place: Revolution or evolution. New York. Cengage Publishers.
Swain, M. (2010). Discrimination issues in the 90s. New South Wales, N.S.W. Parliamentary.
Wilson, F. (2003). Organizational Behaviour and Gender. Aldershot: Ashgate.
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