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Calijah, Who is she? My name is Calijah Tainee’ James. I carry the traits of having an outgoing character and being an approachable individual. My dream is to be unique, and stand out. I have the ambition to become a realtor, and start my own business. Something that is important to me is experiences and being an explorer. The reason I say that is because there is so much more in the world than just simplicity and the everyday normal. Having a diverse outlook on life is also another one of my qualities. I tend to be understanding in all situations, and have a open mind about everything I experience. A quality I believe an individual should have is optimism. To try and see the good in everything or have a way of making good out of a bad situation. There shouldn’t always be something negative or derogatory ideas coming out of ones mouth. These are a few features that gives me hope in becoming something in the future. Taking this course has molded my view point on what life has to offer in a positive prospective.

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For me this YouTube

video is so inspirational.
Soon, I intend on starting

and owning my own company.
It taught me what it takes to become a designer in clothes, and how to remain driven. It seems quite simple to see what it takes to manage, although I recognize that it will come with obstacles. Management is the technique of organizing, assembling, guiding, and influencing individuals in a business.  As a small business owner, you have to learn management first. Then you will soon create your team to operate over. The full process of managing your time, finances, and business as a whole is seen in this YouTube video.

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DAY IN THE LIFE OF A FASHION DESIGNER VLOG | TheKamSavannah

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Next, management goes into branding and how a brand's essence can be influenced. With consistent shifts in culture, it is crucial that you need to be capable of adapting your position as a manager. Anything that deals with management is personal and about what you want your brand to portray. It's all about seeing your customer's like a person. Overall, management is going to be chaos, not ideally easy. Nonetheless, having the role of a manager is being equipped for uncertainties. Chaos inside management is described in this lecture as an art. Being willing to resolve the difficulties of your business leaves a remarkable peace of recollection. This lecture is inspiring, and you won't get your work of art without obstacles. Hardships are what make a person better than they were before. Therefore, this same mentality relates to a company being managed.

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Introduction to Brand Management | Lecture 1: Fashion Is A Beautiful Chaos

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I never knew before I read this article that Blacks are typically the ones who present diversity inside other businesses. Then I agree that Blacks are typically the ones who in a corporate environment tend to go through prejudice. As time progresses, in a way, oppression reduces slightly. Its recommended that corporations integrate ethics into their industries and corporate responsibility. 2020 was the year of tremendous transition and hardships of society. This is the year where a number of corporations have made speeches in favor of Black Lives Matter. For most ethnic individuals, describing how they feel at this period is totally awkward. CEO corporations, however, took a stand to crack this recurrent curse. Ethics and corporate accountability inside race are explained in this article. In the corporate world, I think this is truly necessary because diversity can truly be embraced.

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When corporations try to belatedly address issues of diversity, equity and inclusion, they often drop the responsibility on their few Black employees.

Lindsey D.G. Dates, a partner in the Chicago office of Barnes & Thornburg. "I do not come to these conversations enthusiastically," he said. "With that said, I do believe I have an obligation to advocate for people like me." Credit... Nolis Anderson for The New York Times

Last June, Deana Jean received a strange request on LinkedIn: A software company wanted her to lead a diversity, equity and inclusion program for their executive suite.

Ms. Jean does not do D.E.I. work. Nor does her LinkedIn profile suggest as much. Her background is in educational technology sales and leadership coaching.

She is, by the way, Black. After a short back-and-forth with the company, Ms. Jean, who is based in New York, learned that she'd been recommended by a former colleague - a person she barely knew. She declined the contract, but asked if the company needed a sales consultant.

"After that, there was no response," she said. "There's never a response. On one side, they're looking at me as a Black woman, which means I'm automatically equipped to deliver diversity, equity and inclusion. But then on the other side, that is the only thing you see me as able to do."

For many Black professionals, the experience of being asked - or even required - to lead or participate in a company's diversity and inclusion work simply because of their race is an uncomfortable ritual. Ms. Jean said she has been in such situations before, often because she has been the only Black person in the room.

As the corporate world continues its attempt to respond to the Black Lives Matter movement, such requests threaten to undermine the inclusion efforts they're supposed to promote. Bosses, managers and colleagues - well-intentioned or otherwise - often fail to recognize the emotional and professional stakes of giving Black employees D.E.I. tasks, like reviewing or writing company statements, leading anti-racism meetings or heading employee resource groups, especially when it's not their area of expertise.

Many companies seek out consulting firms that specialize in D.E.I., including Awaken, the Dignitas Agency and Inclusion Strategy Solutions. Michelle Kim, the chief executive of Awaken, based in Oakland, Calif., said her company has been so inundated with requests that she created a database of Black-owned agencies to manage the overflow. The firms sometimes field requests for help from salaried Black workers whose employers have asked them to review race-related issues on their own.

"To assume that every Black person has the skills and desire and knowledge for this work is tokenization," Ms. Kim said.

Paula Edgar, a partner at Inclusion Strategy Solutions, agreed. "I find it ironic because companies outsource expertise for everything else," she said. "You're not going to say, 'We have an accounting need, does anyone know math?'"

For years, diversity, equity and inclusion issues have often been treated as a sideline or add-on in corporate America. During the first two months of the coronavirus pandemic, D.E.I.-related job offerings declined at twice the rate as overall job postings, according to a report in mid-July from Glassdoor. Many new businesses don't make those issues a priority, only taking them up when the companies reach a certain size. By that point, racism and discrimination can already be baked in.

"Diversity, equity, inclusion and anti-racism should be embedded into the DNA of organizations in a fully realized way," said Kim Crowder, a consultant based in Indianapolis, who specializes in such issues. But companies tend "to stuff D.E.I. into the corner and hand it over to HR or level it to employee resource groups."

Often, employers don't know the difference between diversity, equity and inclusion. "The No. 1 question everyone is asking right now is, 'How do we hire more people of color?' or 'How do we have more Black candidates in our pipeline?'" Ms. Kim said. That only addresses diversity; it ignores equity, equally distributing resources based on the specific needs of underrepresented groups; and inclusion, having real decision-making power. "We need to be specific about naming the problem we're trying to solve and prescribing the right medicine," Ms. Kim said. "That's anti-racism training."

Some D.E.I. consultants I spoke with said, essentially, more power to those Black employees who are happy to take on such assignments from their employers. But without proper boundaries, they said, people risk being taken advantage of.

Ms. Edgar laid out a list of questions for Black workers to consider before taking on those responsibilities: "What percentage of your time will be taken for this? How much will this benefit you - are you making the culture better, or will you have access to leadership to help your trajectory? Is there any compensation - vacation time, increase in pay or a bonus structure? Specifically for lawyers, is there credit to your required billable hours?"

Black employees must also consider whether they have the right emotional reserves, she added. "All eyes and expectations will be on you," she said. And that could have lasting consequences.

Ms. Crowder used to work for a local government agency. Once, she said, she was asked to hire a replacement for one of her team members. But when Ms. Crowder tried to get her choice - a Black woman - the same salary as the woman's white predecessor, she was questioned repeatedly about the candidate's credentials and eventually, Ms. Crowder was sidelined. It wasn't a unique experience, she said.

"When I tried to speak about my own experiences around racism within organizations, I was shunned and turned into an outcast," Ms. Crowder said. "I was bullied out of the workplace and didn't receive fair treatment, nor support or acknowledgment for my ideas and hard work."

She said she decided to specialize in D.E.I. consulting. "I feel strongly that current employees should avoid and not be asked to become the 'expert' on diversity, equity and inclusion within their organizations," Ms. Crowder said. "They are often not protected and don't have the power to make changes."

Untrained employees may also be unprepared to shoulder the emotional weight of the work. "I'm literally a therapist. They dump everything on," said Jennifer Payne, a communications strategist whose company, Social Sovereign, is consulting on D.E.I. for companies in Michigan and Los Angeles. "I don't have all the answers, and sometimes it is very emotionally draining. We're in the midst of a pandemic, an economic crisis, a racial injustice movement. And at same time, everybody wants to ask questions about what is it like to be Black."

Stacy Parson, a partner at Dignitas, which is based in Boise, Idaho, said Black employees need a chance to heal before they're asked to help bring about change. "Answering those questions comes at a cost," she said. "We're talking about trauma. If we can recognize that witnessing a man getting killed on TV for no good reason is traumatic for Black people, then it's traumatic for them to revisit it."

So many companies have issued statements in support of Black Lives Matter that it's easy for managers to believe that everyone on staff will be receptive to diversity efforts. That's not the case. This summer, Ms. Payne said, employees of all races have asked her: "Are we supposed to be having these conversations in the workplace? I thought these topics were off limits, like religion and politics."

That makes it easy for Black employees leading the diversity and inclusion efforts to end up on the receiving end of their colleagues' confusion and frustration. Even their anger. "When you start digging into political differences, like Black Lives Matter versus All Lives Matter, this can be an ugly discussion," said Lindsey D.G. Dates, a partner in the Chicago office of Barnes & Thornburg, who has been asked to lead on diversity and inclusion efforts at the law firm. "So the risk that you run by having these discussions so publicly, is that you can be ostracized by colleagues, intentionally or unintentionally."

Mr. Dates said he had taken on the work despite those risks. "I do not come to these conversations enthusiastically," he said. "With that said, I do believe I have an obligation to advocate for people like me."

Qhaurium Douglas, a lawyer and consultant in Oklahoma City, said she gave a categorical "no" when a colleague asked her to lead an educational workshop on the Black Lives Matter protests. She said she had seen other employees at her firm post articles on Twitter about the criminal records of police brutality victims. "As if that was a justification for a death sentence," Ms. Douglas said.

She understood that her co-workers were uninformed, but she said she suspected they didn't want to learn. "The willful ignorance was blatant," she said.

Further, she worried that the conversation would devolve into a political debate, which she was not emotionally prepared to handle. "I didn't want to contribute to that me vs. you dynamic," she said. "Black Lives Matter is not a statement for you to disagree with or feel bad about or have to defend."

Like Ms. Jean, Mr. Dates was approached on LinkedIn to give a talk about diversity and inclusion despite having no training in the field. The request came from a professional organization for in-house counsels, who had seen a post he'd written about systemic racism. He gave a lot of thought about whether to accept, and ultimately said yes.

But he decided to approach the presentation as a litigator. "In many ways, I was freer to make points that a diversity and inclusion professional cannot make," he said. "It's not their job to ostracize people but to bring people to the table." Mr. Dates said he had a different objective: to kick out the table's legs.

He approached the group as if he were building a legal case before a jury. Brick by brick, he said, he led them to the conclusion that American law firms are bastions for segregation and would remain so until more Black lawyers became capital partners. He wasn't subtle; he named the hypothetical law firm in his talk Jim and Crow LLP. "I got a lot of surprised looks. A lot of stunned faces," he said. But he said he believed his argument left an impression.

Mr. Dates said that diversity and inclusion professionals play an important role. His law firm is unusual in that one of its partners is an expert in the field. Her encouragement, he said, is why he decided to join a new committee addressing equity and inclusion at the firm.

"It's uncomfortable to have these difficult conversations when you have not done the hard work of building relationships with the people you want to talk to," he said. "But so many firms leave their Black lawyers in utter isolation to the point that it's embarrassing for them to reach out to them for their own self- interested purposes."

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Their Bosses Asked Them to Lead Diversity Reviews. Guess Why.

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When corporations try to belatedly address issues of diversity, equity and inclusion, they often drop the responsibility on their few Black employees. Last June, Deana Jean received a strange request on LinkedIn: A software company wanted her to lead a diversity, equity and inclusion program for their executive suite.

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Culture,  is something that reflects the life of a group, whereas diversity contributes specifically to individual distinctions. People's diverse talents continue to enrich a society, and it is often people who build a culture. I think diversity is inherited naturally and learned culturally. After all, as both occur together in society, culture and diversity in individuals are connected at the hip. In terms of culture and diversity, this vibrant wheel displays it. What should be applicable to today's culture is recognizing the diversity of opportunities and acceptance motive. We should strive for respect and not validation within the world.

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My character trait is only shown by the optimism that I am able to understand the society of others. I don't understand how people, because of their cultural distinctions, dislike others. Seeing it as a whole is very gross. Actually, cultural distinctions will enlighten you and give you insight. This will potentially make the planet a happier place in general and give humanity an opportunity to make peace in the world. I'm not suggesting, though, that it would stop the uncertainties we have with many nations, so it might organize something far larger than we do. This image shows you how diversity is taught to us in kindergarten. Nevertheless, inside households is where the bias originates from. This is why it's our responsibility to advocate as hard as possible for diversity.

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I find the video pretty tickling. Particularly when the white American man at an Asian restaurant was introduced to an eel to eat. It reflects cultural distinctions strongly. It illustrates that each human culture is exposed to something that they do not find very essential. This demonstrates how difficult it could be to adapt, but still a learning tool for everyone. I still imagine what it would be like with no such thing as culture differences. Overall, the environment would be dull.

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The priorities for planning and decision making are highlighted in this image. For preparation, it will most certainly be perfect because it offers you the chance to list what is helpful. It also offers you the chance to list what is likely to fail in the future. A budget outline, too is included. I think budget is the most critical to think about because inside a business, this is often where things go wrong.

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For planning and decision making, journaling can be very effective. It gives you the ability to set out the truth, but to bring out the pros and cons as well. Goal setting is also important. It offers you the chance to face a challenge. This video is beneficial because you have a path to pursue by preparing sometime before the new year. The first two steps to take when attempting to live healthier preparation and decision making are. Overall, I watch several YouTubers prepare and make choices for each of them to succeed. The most critical stage of all leadership roles is planning and decision-making. Decision-making and preparation have multiple connections. Which why it is in fact important to goal set, plan, and make reasonable decisions.

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Plan With Me for 2019 | JOURNAL + GOAL SETTING

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Organizational purpose is essential because it allows you to grow constantly. Focusing on what clients they will better serve is primary time, energy and money. It can constantly analyze and reevaluate what is happening in the world outside the business while creating a good organization. What is asked is what effect the organization would have on internationally. To conclude, it's objective determines by function the commitment of one to society. The organizational objective gives the corporation the justification for its creation. The desire for credibility is what needs to be remembered.

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The value of organizational culture is essentially illustrated in this photo. Since there is not a department to impose culture,

this may be quite bad for a corporation. That is why the corporate atmosphere

within the workforce is of immense interest. Organizational culture refers to the collaborative activities

of the persons that make up the business. Organizational culture influences how members of society communicate with each other, consumers and investors. Throughout the production plan, the process of incorporating culture into an institution is essentially exclusive to engaging and incorporating a wide cultural framework. Ensuring that each and every worker both recognizes and aligns with the principles and vision of the larger enterprise is central to this process. Which is generally what this image pushes for.

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The meaning of contact within culture is defined by this image. Within business and social life, communication creates respect.
This allows multiple organizations to learn and understand each other. It would also show your talents to others.
In general, information is passed along by communication. It pushes your brand and services when you own a business. Without communication, the universe inside misinformed individuals will go through too many challenges.

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The benefit of communication skills is that if appropriate, it can be implemented everywhere. When anyone wants physical or emotional support, communication helps you to investigate body language. This is why I believe the human resources role is beneficial for all individuals. Human Resources is the industry or organization sector that is called upon to ensure that the workplace is one that is healthy and equitable. In human resources, correspondence is used to convey information from directors to staff. This data refers to the business objectives or expectations. Successful communication improves performance, helping both staff and the corporation. In addition, proper communication strategies will raise the productivity of staff and create a healthy environment for work.

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The flame which sets the fire is motivation. An intrinsic process that pushes us to improve is inspiration. You won't realize your own true value without motivation. You won't realize your own true value without motivation. By wanting to, you have to find your motivation. It is a hassle to build motivation. Trials and tribulations of life will be there. Which is why motivation is beneficial. The statement "I got staying power" in this video is one of my daily affirmations to keep pushing in order to be successful.

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WHEN LIFE BREAKS YOU - Powerful Motivational Speech

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A developing set of skills is becoming a leader. Many persons do not want to bear the burden of becoming a leader. A follower's implications are worse and you have to live with it. As a business owner, you're a leader. Having this role you cannot quit. I agree that to be a better leader, you don't have to be a world leader. You can however be a leader of your own. Leading is the use of influence to inspire people to do something. This video is inspiring because Steve Harvey himself is a leader. He didn't expect people to care or follow the things he had to say. Like him a leader is everything I strive to be. I want people to respect me for my leadership as I go on to live my afterlife. Being successful requires the ability to be a leader. A leader is someone who has a sound mind when it comes to decision making. With the emergence of leaders of history, human civilization may never have evolved. It's just about choosing whether you want to be a leader or a follower. Nonetheless, you have to consider the consequences in the end.

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Be a Leader | Motivational Talks With Steve Harvey

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Business control moves back into management. Business control is to ensure that a company's actual situation is along the lines of what is expected to be. There will be a great deal of confusion without control over the business. Controls are a part of business processes that help protect the business directly against reckless, expensive, or unknowledgeable decisions or actions. All this before hand, goes back into perfect planning and decision making. As a company owner, I know I need to train myself to be able to control my brand. Without much control, this could go bad pretty quickly. Your company name will also tarnish it. This is why it is often of great importance to create a strategy to run your company. Incorporating a variety of tactics would be next. Techniques include the real actions that are required to fulfill that vision. Having these right the first time would contribute to a successful company well controlled.

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This video is a good way to learn how to improve productivity. This can lead to success I your future. Write and prepare first then you won't fail to try to work out what has to be done. You may want to take down the number of items that are important for you to do. When little tasks are done, it may make you depressed or stressed. You want multitasking and all the distractions to disappear. I honestly know distractions make me procrastinate. Even arranging your office will help you feel more inspired in your environment. Limiting more time on the assignment will help you get tasks done quicker. It will make work easier and smoother to do stuff on apps and programs. Nevertheless, you can connect a lot quicker as well. With a deal line, having smart goals will make you become more inspired and by working diligently, you accomplish something.  Productivity growth is critical for companies because supplying customers with more products and services transforms into higher income. This video's tips can be incorporated into my life to become more successful towards owning my own business. It taught me mostly to plan to manage my productivity and outcome overall.