LastFriday on 21 October 2016, I went to PBS Hamilton great performancewhere Lin-Manuel Miranda and his crew presented revolutionary music.&quotHamilton&quot was established in honor of Alexander Hamiltonwho is one of the most revered statesmen in American history. With adramatic conclusion as his story states, Hamilton was killed in aduel by Aaron Burr who was the then Vice President. However, hisstory as a genius in politics, poor immigrant who established himselffrom nothing to one of the vital architects in the nation, has beengreatly forgotten by history until now when Lin-Manuel and his creware trying to teach America its history and some of the efforts andsacrifices made by its founders. This event started at 9 pm, so Iarrived 30 minutes before time. When I got inside the theater, I wentstraight to the auditorium to wait for the action to begin. I noticedthat the backlight was good and there was enough light in the roomdespite the huge number of people inside. The public address systemwas also positioned on the stage to ensure that even the audienceseated in the round and upstage could hear what the performers weresaying. When the action began, I saw a choreographer who wasdirecting the dance movement of Lin-Manuel and his crew on stage. Asthey approached downstage I clearly saw their costumes whichreflected on the American culture. At the front stage, there was afloat-mic positioned and also a painted floor-cloth on the floor ofthe whole theater. The other things I saw in this theater are thestage crew who were operating the scenery. On the walls, there wereworking drawings of Alexander Hamilton. I really had fun and enjoyedgoing to the theatre because I was able to see how a theater lookslike. The set up and décor were just amazing. This I think isimportant to my course as it is easy to apply what is learnt inclassroom to real life scenario. What is seen is less likely to beforgotten, and this has created a lasting memory. In addition tothis, the music played was inspiring and it also gave a brief historyof America. If I had the chance, I would attend each and everyperformance at the theatre.




Manyorganizations today need to install affirmative action practices asremedies against prejudices levied upon women, children, minoritiesand any other person that is under the protection of the law. Throughaffirmative action, an organization must initiate and take the stepsthat ensure higher degrees of participation of the protected teams inthe workplace. That requires a clear strategy that is laid by thecompany blueprint to take care of groups protected (Blanchard &ampFaye 40). In this article, a description of a racial or ethnicexclusionary practice in an area of choice is provided and furtherexamples highlighted to justify the case.

Ethnicexclusionary practice on Employment

Employmentdefines my point of interest that has witnessed much of the racialprejudice. Individuals get harmed on the job bureaus based on thecolor of their skin and not on the content of character orcompetencies that can bring forth valuable improvements toorganizations. However, the fight for racial equity continues as somesocieties still feel discriminated on work environments due to theirethnic affiliation (Blanchard &amp Faye 56).

Descriptionof the Prejudice

Inmy work arena, the immediate boss, who is in charge of humanresources, attained diploma level education and has a lot ofexperience. The area I have selected for scrutiny is the employmentpractices by the administrator identified above and thediscrimination scenarios that relate to it. When the companyannounces a vacant post, a section of the employees is instructed toevaluate the applications and forward shortlisted candidates forapproval by the administration. However, when the final list of theapproved candidates is released from the human resource department,it comes to the notice of the workforce that the highly competentcandidates with degree credentials are never considered. That informsthe inbuilt prejudice against the most qualified individuals foremployment in the organizations.

Also,the pass mark qualifications for particular jobs are deliberatelyreduced to suit the administrator’s interest. An affirmativeaction, therefore, needs to be enacted to ensure an efficient hiringprocess, and indeed constitute a panel to verify the applicationsbefore individuals get employed. That would be the organizationagainst wastage of quality human resources that can ensure adequateproduction and growth.


#1:The first situation touches on sexual discrimination: In my worksetting, sexual discrimination is eminent, and the persons that arehumiliated are the ladies. When a vacancy features in the company,the boss whom I respect and dependent on for my career advancement,gives more favors to women. The favor is for sexual exploitationbefore they can finally be absorbed. The ladies who don’t succumbto such wants end up losing the opportunity to work for theorganization. Hence, the necessity for an affirmative action emergesto ensure the women are protected against such discriminations.

#2:The second instance relates to racial concerns. I work in a setupthat is predominated by the White Americans and indeed my boss is oneof them. That manifests during interviews whereby,onsight of the interviewee, the manager identifies the color of theskin and stripes off the name if they are dark in complexion. Theorganization, therefore, losses value of the interview and wastesmuch time and financial resources just to disqualify individualsbased on the color of their skin. An efficient affirmative programneeds to review and avert such mere prejudices.


Inconclusion, it is notable that discrimination is real in differentsocieties. It serves to create more harm than good. Lots of racialsegregation is witnessed in various environments, and that needs tobe averted. A comprehensive and well framed affirmative action canhelp square out such menaces and ensure a peaceful society.


Blanchard,Fletcher A., and Faye Crosby.&nbspAffirmativeaction in perspective.Springer Science &amp Business Media, 2012.