Racial discrimination is a social challenge to development in modern communities. Individuals from different cultural, ethnic, or racial minorities have encountered social injustices in public institutions. The U.S. history indicates vital milestones regarding administrative policies aimed at eliminating discrimination (Nigro & Kellough, 2014). Most importantly, chapter nine has been critical in enhancing knowledge on combating regressive practices in public institutions. Information from the module presents arranged demonstrations in the 1950s and 1960s intended to achieve racial diversity. This personal reflection, nonetheless, analyzes the significance of using previous policies aimed at combating discriminatory practices. Peaceful processes of negotiations are critical in enhancing the effectiveness of implementing public policies against immorality. Specifically, chapter nine of this module presents fundamental knowledge essential for understanding historic fights’ significance against any form of social discrimination.
Public members of inter-cultural communities encounter varying social challenges, as evidenced across America, Europe, and the United Kingdom. Individuals from minority populations encounter discrimination in public institutions, including hospitals, schools, and administrative premises. It is objective that state and federal agencies provide leadership in reducing discrimination across the U.S. (Nigro & Kellough, 2014). For instance, the current president has ensured diversity in public offices by appointing competent professionals from diverse cultural backgrounds. The intention is to present the American society as an inter-cultural society with individuals from worldwide. Most importantly, chapter nine has been useful in understanding how to integrate administrative policies for achieving equality among all individuals. Combating a chronic social problem, such as racial discrimination, requires stakeholder involvement and collective contribution for successful implementation of social policies (Nigro & Kellough, 2014). This is to involve public members in the selection of political appointments of officials based on cultural diversity.
As indicated earlier, anti-discrimination social movements existed in the U.S. during the 1970s and 1980s. They followed successful agreements and adopted measures from activists like Martin Luther King and Malcolm X. Practically, peaceful demonstrations were organized to communicate grievances of minority communities to the authorities (Nigro & Kellough, 2014). The approach was intended to convince state and federal agencies to recognize racial discrimination in public institutions. Combative methods against the regressive practice seemed successful in the U.S. towards the end of the 20th century. Knowledge acquired from this chapter will be useful in agitating for equal social rights in public institutions. Peaceful protests will be critical in communicating the essence of anti-discriminatory practices in the U.S. (Nigro & Kellough, 2014). Chapter nine will be useful in organizing peaceful frameworks of seeking social equality in culturally diverse communities.
Finally, it is objective to recognize discrimination and acknowledge its negative impact on liberal societies. This reflection paper presents vital information concerning the best approach to communicating discriminatory grievances. The topic in chapter nine entailing historical processes of combating immorality will improve knowledge on public administration. In essence, the topic is effective in advancing knowledge on enacting anti-discriminatory policies for successful stakeholder interaction. Management practices regarding employee management will require policy transformation to ensure equality among all stakeholders. This information will ensure accurate integration of regulations for overcoming challenges related to discrimination. Avoiding disagreements with the potentiality of resulting in physical altercations is critical for public servants working in communities where members come from diverse cultural backgrounds. Public administration will require officials to exercise values and morals which contribute to the cohesion of all public members.
Reference
Nigro, L., & Kellough, J. (2014). The new public personnel administration (7th Ed.). Wadsworth Cengage Learning.