Free Essays on The Handmaid’s Tale

The Handmaid’s Tale is about human relations, presented in a deliberate amplification of women’s lack of rights and equality in a futuristic world. The city of Gilead is the last of what once was the United States, the city is a psuto religious based society they has manipulated the writings of the Old Testament. In this story we are presented with a woman who once lived a normal life with a husband and son who worked and enjoyed the freedoms of life. The life she once knew she was forced to abandon, her life now lacks the freedom and the power to make her own decisions and is forced to live according to the standards of this dysutopian society. She, like many other women in this tale abandoned freedom and are told that they have attained security and safety. She lives as a handmaid, a name given to her to distinguish her class in the society. As a handmaid she lives a repressed life, she is unhappy and is slowly being manipulated and programmed to accept her life an d fait ! as a handmaid. The story is about a society divided into classes. There is the upper class, the elite, they have money, power and prestige but their wives re infertile. There are the handmaids that are fertile women who are forced to be surrogate mothers and bear children for the elite; they are placed in a household for the sole purpose of bearing children to these barren couples. They are given few privileges, they are not allowed to drink, smoke, read. They are distinguishable in public; the dresses they wear classify them. They are red and when in public they are forced to wear white wings that cover their face so their face cannot be seen, a red dress with full-length sleeves that hangs down to ankle-length, wear red shoes and gloves. They are the shoppers of the household, only in pairs, they go out of the property, but they never leave the careful watching eye. Any actions that are unacceptable can result in death, they are careful not to break the ... Free Essays on The Handmaid’s Tale Free Essays on The Handmaid’s Tale The Handmaid’s Tale is about human relations, presented in a deliberate amplification of women’s lack of rights and equality in a futuristic world. The city of Gilead is the last of what once was the United States, the city is a psuto religious based society they has manipulated the writings of the Old Testament. In this story we are presented with a woman who once lived a normal life with a husband and son who worked and enjoyed the freedoms of life. The life she once knew she was forced to abandon, her life now lacks the freedom and the power to make her own decisions and is forced to live according to the standards of this dysutopian society. She, like many other women in this tale abandoned freedom and are told that they have attained security and safety. She lives as a handmaid, a name given to her to distinguish her class in the society. As a handmaid she lives a repressed life, she is unhappy and is slowly being manipulated and programmed to accept her life an d fait ! as a handmaid. The story is about a society divided into classes. There is the upper class, the elite, they have money, power and prestige but their wives re infertile. There are the handmaids that are fertile women who are forced to be surrogate mothers and bear children for the elite; they are placed in a household for the sole purpose of bearing children to these barren couples. They are given few privileges, they are not allowed to drink, smoke, read. They are distinguishable in public; the dresses they wear classify them. They are red and when in public they are forced to wear white wings that cover their face so their face cannot be seen, a red dress with full-length sleeves that hangs down to ankle-length, wear red shoes and gloves. They are the shoppers of the household, only in pairs, they go out of the property, but they never leave the careful watching eye. Any actions that are unacceptable can result in death, they are careful not to break the ... Free Essays on The Handmaid’s Tale Depicting The Male Objectification And Sexual Control Of Women, The Handmaid’s Tale Exposes The Horror Of Woman’s Consent To Femininity. Discuss. The woman They did not kill Instead they sewed her face Shut, closed her mouth To a hole the size of a straw And put her on the streets A mute symbol- Notes, Margaret Atwood 1939 Atwood’s novel, The Handmaid’s Tale, depicts a patriarchal world where women are passive entities. Their function in society is defined by their marital history, ability to procreate and ultimately, their willingness to accept their fall from freedom. Those who do not comply with this definition are deemed undesirable and banished from society. In the novel, Offred remembers her life prior to Gilead and poignant figures within it such as her mother an active feminist. Once Gilead had begun to form Offred chose to escape her responsibility to family tradition and became an observer. Instead of joining the fight against what was to be, she waited to see the outcome and â€Å"lived as usual by ignoring†. Yet the fact that she admits â€Å"ignoring isn’t the same as ignorance, you have to work at it† (1) suggests Offred knowingly consented, along with others to become â€Å"falling women† (2). As a result of this submission, Offred’s society is faced with the complete loss of freedom. Before Gilead, Offred chose not to speak, in Gilead communication was prohibited and she would â€Å"long for it†¦any exchange of sorts.† (3). Apart from being stripped of their language, the women of Gilead are stripped of their possessions families and, as Offred has â€Å"another name, which nobody uses now because it’s forbidden† (4), finally their identities. These women are all replaceable categorised objects. They are forced to comply with social expectations where â€Å"hair must be long but covered† (5) and named in relation to men. A commander’s wife would simply be called a â€Å"wife†, but more signi...

Three Conferences That Created the Dominion of Canada

Three Conferences That Created the Dominion of Canada About 150 years ago the three British colonies of New Brunswick, Nova Scotia, and Prince Edward Island were considering the possibilities of joining together as a Maritime Union, and a meeting was set in Charlottetown, PEI for September 1, 1864. John A. Macdonald, then Premier of the Province of Canada (formerly Lower Canada, now Quebec, and Upper Canada, now southern Ontario) asked if representatives from the Province of Canada could also attend the meeting. The Province of Canada contingent showed up on the SS Queen Victoria, which was well supplied with champagne. That week Charlottetown was also hosting the first real circus Prince Edward Island had seen in twenty years, so accommodation for the last-minute Conference delegates was a bit short. Many stayed and continued discussions on board ship. The Conference lasted for eight days, and the topic rather quickly switched from creating a Maritime Union to building a cross-continent nation. The discussions continued through formal meetings, grand balls, and banquets and there was general approval for the idea of Confederation. The delegates agreed to meet again in Quebec City that October and then in London, United Kingdom to continue to work on the details. In 2014, Prince Edward Island commemorated the 150th anniversary of the Charlottetown Conference with celebrations all year long, across the entire province. The PEI 2014 Theme Song, Forever Strong, captures the mood. The Quebec Conference of 1864 In October 1864, all the delegates who had been present at the earlier Charlottetown Conference attended the conference in Quebec City, which simplified getting an agreement. The delegates worked out many of the details of what the system and structure of government for the new nation would be like, and how powers would be shared between provinces and the federal government. By the end of the Quebec Conference, 72 resolutions (called the Quebec resolutions) were adopted and became a substantial part of the British North America Act. The London Conference of 1866 After the Quebec Conference, the Province of Canada approved the union. In 1866 New Brunswick and Nova Scotia also passed resolutions for a union. Prince Edward Island and Newfoundland still refused to join. (Prince Edward  Island joined in 1873 and Newfoundland joined in 1949.)  Towards the end of 1866, delegates from the Province of Canada, New Brunswick, and Nova Scotia approved the 72 resolutions, which then became the London resolutions. In January 1867 work began on drafting the British North America Act. Canada East would be called Quebec. Canada West would be called Ontario. It was finally agreed that the country would be named the Dominion of Canada, and not the Kingdom of Canada. The bill got through the British House of Lords and the House of Commons quickly, and received Royal Assent on March 29, 1867, with July 1, 1867, the date of the union. Fathers of Confederation Its confusing to try and figure out who the Canadian Fathers of Confederation were. They are generally considered to be the 36 men representing the British colonies in North America who attended at least one of these three major conferences on Canadian confederation.

Cell Phones in China Research Paper Example | Topics and Well Written Essays - 250 words

Cell Phones in China - Research Paper Example Many religions survive in China. Different religions that are preached In China are Buddhism, Taoism, Islam, Catholicism and Protestantism, with the first three being major. Education system in china is divided into 3 categories basic education, higher education, and adult education. Education order implementation is that each child must have necessary education of 9 years. In 1900, China strictly lacked the technological progress. The past 10 years are the era of massive technological development in China and now China is among one of the most developed nations of the world. Chinese mobile phone industry has a high growth rate and during last year it supplied up to 50% of global production of mobile phones. In 1995 China started wireless telecommunication through GSM. In 2000 a fixed telecom company (China telecom) and 2 mobile phone companies (China Mobile and China Unicom) were established. Another major telecommunication company was established in China an year before the 3rd Gen eration was granted. Reference Brandt, L. Reflection on China’s late 19th and Early 20th Century, 1997 The mobile phone technology has boosted up Chinese economy due to great sales and purchases and it has also enabled china to have a stand in global market.

Financial analysis Assignment Example | Topics and Well Written Essays - 500 words - 1

Financial analysis - Assignment Example Despite the fact that there are more phones than humans worldwide the global penetration of cellular technology is 79% of the population. The market for cellular phones is attractive, particularly the sales of smartphones such as the iPhone 6. In 2012 the worldwide sales of smartphones reached 967.8 million units (Plunkettresearch, 2014). In the United States the market penetration is 104.3% with 68.8% of users using smartphones. Smartphones are revenue makers for companies such as AT&T that sell cellular talk, text and internet data services for cellular devices. Cellular devices are the biggest seller of any kind of consumer electronic with approximately 1.8 billion units sold each year. 53.76% of all cellular phones sold each year are smartphones. New phones today offers a vast array of advanced features that make smartphones the new computing device of the 21st century. U.S. wireless service company revenues in 2013 reached $189.2 billion. The average user of a cellular phone spends $48.79 on their monthly bill. The ability to sell internet data services has greatly increased the capacity of cellular phone providers to increase their revenues. A major merger that occurred in the industry in 2013 was Japan Softbank merged with Sprint Nextel. The cash flow of Sprint increased by $5 billion after completion of this deal. Cellular phones have become a mature product in the United States as market penetration exceeds 100%. Focusing on selling smartphones with better features and specifications has become the mostly utilized strategy in the industry to achieve growth. Cellular phone providers benefit from the innovation of companies such as Motorola, Apple, and Samsung. New smartphones are going to become more powerful due to the consumer desire to have a computer at the reach of their hands. A growing trend among cellular phone users is to utilize phones to pay for goods or services. 3G and 4G networks are the current standard of the industry, but beware

Family and Cousin Essay Example for Free

Family and Cousin Essay Human behavior can be explored by taking a look at the different aspects of a person’s life. These aspects include the biological, psychological, social, cultural and spiritual. These aspects can help social workers better understand the background history of a person’s life and gather information in order to do an accurate assessment of a person. This paper does not intend to make an assessment but it’s rather an informative paper in order to discover and understand the various systems of a person’s life. Furthermore this paper will also focus on how these systems interact with one another. I chose to do this paper on my cousin who just became a mother and she is currently learning how to adapt to her new way of life. I think she is in an interesting stage in her life and that is also why I chose her. My cousin and I are only a year apart in age and she chose a different path from the one that is expected after she graduated from high school. She decided not to go to college and began to work doing random retail jobs until she found a permanent job as a hostess. We are so different now but a few years ago we did get along and had a lot of things in common. Her relationship with her mother has also changed and now that my cousin is a mother, they seem to understand each other better. BIO-PHYSICAL My cousin’s name is Carla Sanchez and she is twenty two years old and the youngest of three. She is 5’5 and before she had the baby she had lost so much weight but now she regained some of that weight back. She has dark long hair and dark brown eyes. Before she became pregnant she fell in love with her baby’s father and lost a lot of weight. During her teenage years she was not as determined to lose weight as she was when she was nineteen when she met her significant other. During her pregnancy her body went through some physical changes. She did not have impulsive cravings and she ate the foods she normally eats but in larger portions. She gained around sixty pounds and now she looks like the way she did before she lost the weight. Her weight when she was a younger child before the teenage years resembles that of her mother. My aunt had an average weight because she was not skinny but she was not overweight either. My cousin’s weight then was average like her mother’s because due to the genes that were passed down to her through her mother. My cousin’s baby is a girl and looks more like her father but she has my cousin’s straight hair. Now that it has been several weeks after childbirth my cousin plans and is determined to lose the weight again. She looks like her mother and both have a healthy mother and daughter relationship. She is very open-minded and very out spoken. Her mother is also an open-minded person. According to the biological determinism theory it is evident that a person’s personality and physical appearance is embedded into a child from birth trough genetics. My cousin’s parents divorced when she was a young child and therefore she has always been close to her mother and that is why my aunt has been able to greatly influence my cousin’s behavior. Most of her life she has been more attached to her mother. PSYCHOLOGICAL According to Erikson’s theories of psychological development my cousin is in the intimacy versus isolation stage. My cousin’s childhood and teenage years have passed by. All that is left of her childhood and teenage years are memories. She began working at restaurants during her high school years and has stayed with that career. She has gone from being a waitress when she was sixteen to a hostess. However she is thinking of going back to school because she was her daughter to look up to her when her daughter is older. My cousin did not get married and she is not living with her boyfriend. She lives at home with her baby and her mother. All her time is devoted to her baby however there have been times when she is overwhelmed with the task of raising a child and her mother helps her so that she can at least have some time to rest. According to Paiget my cousin is at the stage four which is based on formal operations. At this level problems are now approached using logic, reason and combinational thought. Also individuals at this stage with formal operations can think about their own thoughts, feelings and think about thinking. I think that at this point Paiget is focusing on how we can look back at our past and reflect. My cousin is able to do this now and she now reflects on how her mother raised her so that she can raise her daughter the same way. My cousin constantly worries whether or not she is raising her child in a proper way or to the extent that it is expected of a mother to raise her child. She lives with her mother and her mother helps her by giving her advice from how to comfort the child to how to give the baby a bath. My cousin’s friend had her baby before my cousin and when her friend met my cousin’s child she was also giving her advice on hoe to take care of the baby. She is acquiring knowledge on how to raise her child from people such as her mother that have had years of experience raising children. Her friend told her that she worries to whether she is taking care of her baby the right way. My cousin has to endure a psychological as well as physical adaptation. Paiget describes adaptation as the process by which structures of the mind develop over time to achieve a better fit with the environment and external reality. My cousin is still eating food in large portions as she did when she was pregnant but now she is drinking more milk because she chose to breastfeed her baby. Therefore she keeps gaining weight and is also stressed out. As far as her mental state she is stressed and cannot focus on herself because she is constantly thinking about the well-being of her baby. She worries just as much as other mothers do because she wants her baby to be happy. She said that her baby seems to be cranky most of the time and basically she is dedicating all her time to comfort the baby. My cousin had learned to adapt to her new role as a mother and she will need to keep up as the baby goes through different stages of her life. SOCIAL She has not been working since July and her social life is not as it used to be before she had the baby. However she was visited by her godparents and many friends when she brought the baby home. They have showered the baby with gifts and seeing how other people have acted towards the baby makes her happy. My cousin is trying her best to imitate her mother because she loves her mother and wants to follow her advice so that she can raise a happy child. According to the social learning theory behaviors are mediated by thoughts, expectations as well as emotions and stresses the importance of observational learning or modeling. In my cousin’s case she sees her mom as a model mom that she wants to imitate. As far as I know my aunt really sacrificed a lot so that my cousin’s could have a better life than the one she had. I have seen how selfless my aunt has been especially with my cousin Carla because she is the youngest one. My cousin wants the approval of her mother in everything she does because she has been very attached to my aunt. Her brother and sister live far away from them. My cousin has kept in touch with her fellow co-workers and many of them came to visit her when she brought the baby home. One of her friends who is a teacher and brought her a huge box of pampers. He also gave her some parenting advice because he, as a father of three, thinks that he has had enough experience with kids. He was very happy to see the baby and many of her friends came to see the baby as well. Even though my cousin has not gone out since she gave birth in November 30th, she has had her friends come over to her place to see the baby. However her weeks have turned into the same routine of just staying at home to take care of her baby. The baby’s father also visits her but not too often because their relationship is not in good standing. My cousin is trying to be the mother that society expects her to be but most importantly she is trying to imitate her own mother. My aunt is a fervent believer in the Catholic faith and she raised her children in the same faith as she was raised in. All of her three children were baptized, did the communions and attended mass on Sundays. Until this day my aunt does not miss a mass at her local church. Her children however have not been as devoted as my aunt has been. My cousin Carla stop attending church after her teenage years when she graduated from high school and spent her weekends working. However my aunt always tries to make sure that my cousin does not loose her faith. According to James V. Fowler’s theory of faith development my cousin is at the stage 5 which is the individuative-reflective faith. In this stage young adults question the beliefs and stories they have received from family, friends and other social groups. My cousin does not believe everything that my aunt was taught about Catholicism. For example my cousin did not get married and decided to raise a child as a single mother. My aunt did not approve of this because she was taught that a woman must be a virgin until she gets married. Her other daughter moved in with her boyfriend and then got married. My aunt did not approve of this either. My aunt believes that salvation is obtained by following the church’s sacraments but my cousin believes that no one really knows how to obtain salvation. She also thinks that God is everywhere and therefore she does not need to attend mass every Sunday. My aunt was raised in a very religious home and in her native country religion plays an important role in life but her children who were raised in the United States have found a way to practice their religion however way they think is the proper way. My cousin plans to baptize her daughter and she has picked the godparents already. My family is from Ecuador which is in Latin America so that makes us part of the Latino community. My cousin Carla was born in New Jersey. She had to learn about the Ecuadorian culture and the American culture. When she was a kid my aunt would travel with her and her other siblings to Ecuador so that they could visit their grandmother and learn their cultural roots. My cousin had to learn both languages English and Spanish. She now knows them fluently and this has helped her a lot because she was able to make a lot of friends. In Ecuador gender roles are so delineated. Men are expected to work and women are expected to stay at home raising the children. It is not common for females to work outside the home. Most females graduate from high school and after high school they start raising families. My cousin knows both cultures but since she was born and raised in the United States she identifies more with the American culture. When her baby gets older she expects to go back to work and even go back to school so that she can be able to provide a better living for both. She is a single mother but has learned a lot from her mother who got divorced from her husband when my cousin was a young child. In conclusion these several aspects of a person’s life help us understand how each one relates to the other and how they affect human behavior. Human behavior can be affected by the people we associate with and by the culture we are raised in as well as other factors. These several theories described in this paper are very helpful to understand why a person behaves a certain way.

Gender Roles in Society Essay -- Sociology Gender Sex Dominant Essays

Gender Roles in Society Since the beginning of time men have played the dominant role in nearly every culture around the world. If the men were not dominant, then the women and men in the culture were equal. Never has a culture been found where women have dominated. In â€Å"Society and Sex Roles† by Ernestine Friedl, Friedl supports the previous statement and suggests that â€Å"although the degree of masculine authority may vary from one group to the next, males always have more power† (261). Friedl discusses a variety of diverse conditions that determine different degrees of male dominance focusing mainly on the distribution of resources. In The Forest People by Colin Turnbull, Turnbull describes the culture of the BaMbuti while incorporating the evident sex roles among these â€Å"people of the forest†. I believe that the sex roles of the BaMbuti depicted by Turnbull definitely follow the pattern that is the basis of Freidl’s arguments about the conditions that determine vari ations of male dominance. Through examples of different accounts of sex roles of the BaMbuti and by direct quotations made by Turnbull as well as members of the BaMbuti tribe, I intend on describing exactly how the sex roles of the BaMbuti follow the patterns discussed by Freidl. I also aim to depict how although women are a vital part of the BaMbuti culture and attain equality in many areas of the culture, men still obtain a certain degree of dominance. Friedl argues that â€Å"the source of male power among hunter-gatherers lies in their control of a scarce, hard to acquire, but necessary nutrient-animal protein† (263). This is proven by the people of the BaMbuti since they do in fact rely on the hunter-gatherer method which is a process where the people depend on wild plants and animals for subsistence. Although the women of the BaMbuti culture contribute a substantial amount to the hunting process by foraging for mushrooms and nuts and by driving the animals into the net, the men actually kill the animal and distribute it among the tribe. Turnbull states that â€Å"survival can be achieved only by the closest co-operation and by an elaborate system of reciprocal obligations which insures that everyone has some share in the day’s catch† (107). According to Friedl this distribution obligates others to the hunter and â€Å"these obligations constitute a form of power or control over others, both men and... ... to the degree of dominance held by men in the BaMbuti culture. Although this degree might not be extremely high and women do acquire a certain level of equality with the men, the patterns expressed by Friedl in â€Å"Society and Sex Roles† are consistently followed throughout Turnbull’s book, The Forest People. The Forest People is a great example of the patterns expressed by Friedl in her article. Friedl’s hypothesis that men tend to dominate based on the amount of resources distributed and on the division of labor based on sex is proven through the actions of the BaMbuti people. The present dominance that exists by men in nearly every culture is one that is likely to continue for many years if not forever. Friedl suggests that â€Å"as long as women spend their discretionary income from jobs on domestic needs, they will gain little social recognition and power† (269). She proposes that the only way women will attain equality is to â€Å"gain access to positions that control the exchange of resources† (269). If in fact women do continue to gain these higher positions, then male dominance may eventually become obsolete and egalitarianism may one day become the basis of industrial societies.

A Review of the Employee Relations in the British Airways

According to One World (n. d. ), a global union of the world’s ten biggest airlines, the British Airways, which is a founder member of the alliance, is the largest airline in the United Kingdom and is the leading international airline in the world. It has always been the first on the line at everything it did – they were the first to provide jet and super passenger services, and fully-flat beds, and the first to carry out â€Å"weather-beating autolandings†. The purpose of this paper is to discuss and clearly evaluate the quality of employee relations within the British Airways.It will cover the context of employee relations, employee relations and employee relations strategies with the said organisation. In addition, theories and theoretical perspectives will be used to explain the kind of employee relations in the British Airways. However, to begin with, two definitions of Employee Relations will be provided. Employee Relations Defined According to Heery and No on (2001), â€Å"Employee Relations is a common title for the industrial relations function within personnel management and is also sometimes used as an alternative label for the academic field of industrial relations.†On the other hand, according to the NASA’s Goddard Space Flight Centre Office of Human Relations (2001), â€Å"Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation and morale†¦is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations. † Both definitions treated Employee Relations as a part of something that is bigger – a function of industrial relations and a â€Å"body of work†.Also, both pointed out that Employee Relations deals with the people that works at a company or organisation – the employer and employee. Lastly, both have the same purpose and tha t is to manage the relationships of these people with one another as both definitions aims on the development of the company or the organisation. However, Heery and Noon’s definition of Employee Relations is more inclined as a term that refers to a certain function of industrial relations that is concerned to managing personnel in a company, organisation or a simple workplace.It gives another face to industrial relations, making it appear that it has a broad scope, it shows that the industrial relations does not only focuses on trade union but also with employee management (Heery & Noon 2001). In other words, Employee Relations, in Heery and Noon’s definition, appears to be a function under industrial relations. On the other hand, the definition of NASA focuses on the very significance of Employee Relations and not regarding it as a â€Å"branch† of industrial relations.Although it pointed out that it is a â€Å"body of work† which can be understood as a part of work that focuses on a specific task which is preserving the relationship of the employer and the employee with one another in order to sustain a healthy work environment. Context of Employee Relations and the Balance of Power Though Employee Relations always deals with the employer-employee relationship, its manner of management will vary whether in every country an environment, even between a company and an organisation. In this paper, the focus would be on an organisational context.According to Heathfield (2007), organisations should maximise their employees’ strengths or they will transfer somewhere else. The employers should make their employees feel that they are useful in the organisation in order for them to gather confidence and self-worth. They should trust them since they have a certain kind of maturity that can handle important matters in the organisation and, also, when a work is done, the employees should be given compliments and positive reactions. In a ddition, since employees are important is organisations, thus, they should not ignore them (Capital Outsourcing Solutions n. d. ).They should also be treated equally and with respect in order for them to give out â€Å"positive attitudes† in the organisation that can greatly help its â€Å"productivity, competitiveness and profits†. According to Capital Outsourcing Solutions (n. d. ), agendas like providing employee handbook, suggestion programmes, policy manuals, employee performance appraisals, employee assistance program, performance incentives, wage surveys, social activities, and management/employee committees are effective in boosting up the morale of the employees and to establish an environment of teamwork.Teamwork is important in an organisation since it enables the organisation to achieve things that cannot be done by a single person alone (Heathfield 2007). British Airways is proud to say that they are involved in every aspect of the Human Resources. One of the topmost priorities of the Human Resources of the British Airways is to treat each and every one with respect and with paramount professionalism. Another significant aspect they wish to maintain good staff morale, in addition, they make sure that every employee will work as a team through a â€Å"clear management structure† to assist them all throughout (British Airways Recruitment, n. d. ).The organisation also certify that their managers are flexible enough to take on the changes that constantly occur, in addition, they also help out in simplifying their working process in order to enable their employees to help the organisation manage its performance. They threw in their every effort on these matters to give good quality of service to their customers and to motivate the employees to work at their best. According to the British Airways Recruitment (n. d. ), the organisation values and promotes diversity and equality even at the point of recruitment.They believe that in o rder to achieve the value of respect, which is very important to an employer-employee relationship, they are responsible to treat each other equally when it comes to every opportunities. The British Airways also aims to maximise the employee’s full potential in their training and career development methods. They are proud to say that they have every extraordinary training resources which consists of computer-based interactive learning centres, library facilities, reference materials, audiotapes and video-based learning (British Airways Recruitment, n. d. ).in addition to the learning facilities, there are also various programmes that aims to develop one’s leadership skills, team-building skills , presentation and negotiation skills, etc. As for rewards and benefits, the organisation provides reduced air fare travel and travel discounts, holiday entitlements, pension and private healthcare schemes, profit share schemes, bonuses, employee share schemes, sports and social amenities and a chance to join British Airway clubs, and subsidised staff restaurant (British Airways Recruitment, n. d. ). They also keep an eye on the wages in all their industries and assure the sufficiency of the salaries.Actions mentioned above are necessary as proven by the motivations theories. There are many motivation theories since the act of motivating varies from person to person. Motivation is the most common and effective way in accomplishing work and in improving oneself and the organisation. Among the theories of motivation are Theory X that is attributed to Sigmund Freud, Theory Y by Douglas McGregor, Theory Z by Abraham Maslow, the Hygiene/Motivation Theory by Frederick Herzberg, Contingency Approach that is being supported by Fred Luthans, Expectancy Theory of Victor Vroom, and other theories by Chris Argyis, Rensis Likert (Accel Team 2008).Theory X assumes that people do not like to work at all and that in order for them to work is through giving them a reward o r through coercion and punishment while Theory Y is just the opposite, according to McGregor, people on the contrary likes to work in order for them to achieve self-discipline and self-development. On the other hand, Maslow’s Theory Z states that people has needs that they need to satisfy – â€Å"physiological needs, safety needs, love needs, esteem needs and self-actualization needs† – and he only fulfils them by working hard.Still based from the human needs is the Hygiene/Motivation Theory of Herzberg whom divided the needs into two groups – â€Å"animal needs† (supervision, interpersonal relations, working conditions and salary) and â€Å"human needs† (recognition, work, responsibility and advancement). According to Herzberg, people work to accomplish the mentioned needs and by fulfilling them one by one do they get even more motivated to work for â€Å"work accomplishment† is their â€Å"self-enlightened interests†.W hen it comes to Argyris, organisations should fully utilise their employees by involving them in decision making in order for them to be satisfied in their workplace since, according to Heathfield (2007), employees should feel relevant in the organisation and that can be only achieve in involving them in making important decisions. In connection to Argyris’ theory, Likert also agree that decision making should be done by a group involving the employees in it in order to achieve outstanding outcomes sine being able to participate in such are great way to be motivated.However, Luthans supported the Contingency Approach and believed that not all practices fit every job and organisations, thus, flexibility in leadership should be needed. Likewise, Vroom’s Expectancy Theory talks about that an employees’ rewards also varies, some will want an increase in salary while other would want promotion, that means, employers should rewards employees with something that is imp ortant to them. In the past, employees prayed and wished for them to be chosen by the employer, however, due to the changing times, it is now the vice versa.According to Rousseau and Shperling (2003), the shift in the balance of power was due to the rise of high-technology and the sudden increase of dependence of organisations in the employees. In addition, the shift was also caused by the development of the global economic conditions which result for opportunities to widen for employees in the field of the information technology, finance, sales, marketing and general management (New South Wales Higher Certificate Education 1999).The shift of the balance of power in the employer-employee relations is said to be due to the growth of knowledge-based organisations, beginning of an organisation to appreciated the intellectual and relational assets of human, and sudden necessity for them to hold on to important employees and to draw talented ones towards them (Rousseau & Shperling 2003). There is already an extra need for organisations to make themselves as interesting as possible for employees to consider them working for them.According to the New South Wales Higher Certificate Education (1999), the labour market is no longer controlled by the employers since it is already been taken over by the employees. British Airways is also affect of this shift in the balance of power; they always use their business’ diversity and the excitement one can experience in an airline industry in order to attract employees for they know that graduates or employees in general are looking for an organisation where they can develop a lot of skills and a competitive and challenging environment.They accept anyone regardless of age, sex, status, race, sexual orientation, religion and whether you are disabled or not. By doing this, they are confident to be able to gather the most talented and capable people for the job they provide. Employee Relations Issues Like in other environme nts, there would always be issues and conflicts, thus, Employee Relations is no exception. Conflicts in Employee Relations will always be present and the best thing for the â€Å"manager† – the one who maintains the relationship of the employer and employee – is to resolve it as early as possible so that it would not affect the organisation’s productivity.These conflicts exists due to the diversity of people working in the organisation, no individuals are the same, thus, disagreements are most like to occur due to differences. According to Kelly Services (2008), conflicts in a workplace can waste a huge amount of time and can really affect the performance of the organisation through lost productivity, perception costs and team erosion. On a more personal note, conflicts can result to withdrawal (physically and emotionally), job resignation, cutting of personal relations and violence (Rau-Foster 2000).However, conflicts do not always bring negativity to th e organisation for it also helps to strengthen the relationship of each people that are involved. It can improve their creativity, productivity, decision making skills, performance and interpersonal relationships (Kelly Services 2008; Graves 2007). According to Graves (2007), the conflicts that materialised can be classified into three: task conflict, process conflict and relationship conflict.Conflicts comes from disagreements over â€Å"business ideas, decisions and actions† difference in personality, vague classification of responsibility, limited resources and private interests or can easily be classified into thee – task conflict, process conflict and relationship conflict. (Kelly Services 2008; Rau-Foster 2000). The conflicts from the said causes with the exception of the personality differences are easy to solve through compromise, however, personality clashes are entirely a different matter for its resolution lies within the person.A change to a person’ s behaviour and attitude is needed, unfortunately, turning a person into another is never an easy task, and so the best solution is for the person to remain civil towards the others (Kelly Services 2008). Since British Airways is a diverse organisation with diverse employees, most conflicts may come out because of age, disability, unbalance lifestyle, gender, harassment and bullying, race, religion and sexual orientation.According to the British Airways (n. d. ), in order to maintain a positive Employee Relations, the organisation challenged all the suppositions and stereotypes regarding about age, gave additional trainings to disabled employees to maximise their potential, provides flexible working options to help the employees to balance their professional and home life, established numerous flexible working initiatives for women, guaranteed that employees know their policy regarding harassment and bullying to continue promote respect in the organisation as well as dignity, listen ed to the ideas of employees from racial minorities, provided prayer facilities and published monthly religious festivals newsletters for employees with different religions and beliefs, lastly, they offered inclusive working environment for every employees which includes those with different sexual orientation.The British Airways also joined other organisations that are concerned with disabled, racial minorities, harassment and bullying, other religions, and different sexual orientation. Employee Relations Strategies In order to maintain a positive relationship between the employer and the employee different strategies are used.According to New Zealand Qualifications Authority (2003), strategies are developed based on the external and organisational environment, current status of the organisation’s Employee Relations, influences and changes in the organisation, wants of the employees, logical conclusion, and in the process of the organisation’s decision making. To impl ement these strategies, resources should be considered, and is based on the organisational policies and legal practice. Once a strategy is implemented, it should be assessed whether it is effective or not and this can be done quantitatively (analysis and statistics) and qualitatively (survey and opinions). Changes within a strategy are necessary if problems surfaced. Back in the year 1974-1981 when the British Overseas Airways Corporation and British European Airways came together to form the British Airways, one of the major problems that they encountered was about the cultural background of the employees.In the merging of the two organisations, one culture is required to embrace the methods and practices of the other and it is here that the organisation got its biggest problem. In order to solve this cultural conflict, a Staff Development Initiative was applied, a cultural training to help the employees to do their jobs efficiently and to help them to be motivated to do their best (British Airways Case Study, 2008). In addition, the British Airways used its strategy called â€Å"Putting People First as Putting People First Again† and gave updated courses to the personnel to improve the relationship of the employees to one another for the organisation experienced another set of problems during a management change during the early 1990s.Back to the present, there is the Diversity Strategy of the organisation, which was discussed earlier, where they cater to any employees regardless of age, religion, sex, sexual orientation and also to disabled ones. To see where the British Airways is now, it is safe to say that the strategies that the organisation developed and implemented at effective and helped them to be the largest airlines in the world. The Staff Development Initiative helped to solve the problem of cultural clash that was brought by the merging of two organisations and the â€Å"Putting People First as Putting People First Again† strategy contributed in to resolve the conflicts brought by the change of management.Lastly, at present, the Diversity Strategy is currently helping the organisation to gather all the talented people to work for them. The Employee Relations of the British Airways helped them to sustain its status in the airline industries. From maximising the potential of its employees, to respecting and giving them the benefits they needed and deserved, and to resolving possible conflict at the early point in time, the employees are always motivated to work with the team for the improvement of service and productivity of the organisation. Reference:Accel Team. 2008. Employee motivations. Retrieved April 25, 2008 from http://www. accel- team. com/motivation/theory_02. html British Airways. n. d. Diversity strategy. Retrieved April 25, 2008 from http://www.britishairways. com/travel/crdivstrategy/public/en_gb.British Airways Recruitment. n. d. Training and career development. Retrieved April 26, 2008 from htt p://www. britishairwaysjobs. com/baweb1/? newms=info2.British Airways Recruitment. n. d. Equality and diversity: British Airways policy. Retrieved April 26, 2008 from http://www. britishairwaysjobs. com/baweb1/? newms=info219.British Airways Recruitment. n. d. Graduates. Retrieved April 26, 2008 from http://www. britishairwaysjobs. com/baweb1/? newms=info37.British Airways Recruitment. n. d. Rewards and benefits. Retrieved April 26, 2008 from http://www. britishairwaysjobs. com/baweb1/? newms=info3.Capital Outsourcing Solutions. n. d. Employee relations. Retrieved April 25, 2008 from http://capitaloutsourcingsolutions. com/794/5101. html.Graves, K. 2007. Managing conflict. Retrieved April 25, 2008 from http://www. thegoodmanager. com/managing_conflict. htm.Heathfield, S. M. 2007. Twenty dumb things organizations do to mess up their relationship with people. p. 1. Retrieved April 25, 2008 from http://humanresources. about. com/od/ interpersonalcommunication/a/twentymistakes. htm.Kell y Services. 2008. Workplace conflict. Retrieved April 25, 2008 from http://www. kellyservices. com/web/au/ccmanager/en/pages/110_conflict. html.New South Wales Higher Certificate Education. 1999. Influences on employment relations – the changing roles of stakeholders. Retrieved April 25, 2008 from http://www. hsc. csu. edu. au/ business_studies/employment_relations/influences_emprel/Influencesonemploy. htmlNew Zealand Qualifications Authority. 2003. Human resource management: manage employee relations strategy and plans. Retrieved April 25, 2008 from http://www. nzqa. govt. nz/ nqfdocs/units/pdf/11545. pdf.One World. n. d. British Airways. Retrieved April 25, 2008 from http://www. oneworld. com/ow/ member-airlines/british-airways Rau-Foster, M. 2000. Conflict in the workplace. Retrieved April 25, 2008 from http://www. workplaceissues. com/arconflict. htm.Rousseau, D. M. & Shperling, Z. 2003. Pieces of the action: ownership and the changing employment relationship. p. 554-560. Retrieved April 25, 2008 from http://www. heinz. cmu. edu/bio/papers/Rousseau-PiecesOfTheAction. pdf.Sloan Work and Family Research Network. n. d. Definitions of employee relations. Retrieved April 25, 2008 from http://wfnetwork. bc. edu/glossary_entry. php? term=Employee%20 Relations, %20Definition(s)%20of&area.All Thinking Made Easy. 2008. British Airways case study. Retrieved April 25, 2008 from http://ivythesis. typepad. com/term_paper_topics/2008/02/british-airways. html.

Case Study †An Ethical Dilemma Essay

Jackie, a young star with a prominent voice who gets picked up by a professional recording label after performing at a national talent competition. Overwhelmed with excitement, thinks it is a dream come true to start a career with a lucrative contract. Meets and has an intimate encounter with her soon to be manager, Kevin. Months go by as their relationship begins to flourish but soon she starts to hear rumors that Kevin has helped a new girl in the legal department get her position threw their own personal relations. Jackie has suspicions that Kevin may be having other deeper interactions with this new girl. Jackie’s suspicions turn out to be true and she is devastated. She obviously breaks off the relationship with Kevin but cannot afford to lose him as her manager. Time goes by with awkward silence between the two but eventually Jackie decides to be professional with her career and continues to keep Kevin on as her manager. This lasts awhile until Kevin starts to make inappropriate sexual advances towards her. She tries to laugh it off but as he continues she threatens to make a formal complaint to legal. He does eventually stop but has stopped all efforts to promote her music thus making it very difficult for her to continue on with her success. She eventually does decide to make a complaint with legal, there is where she runs into Leslie, the girl that Kevin had got the position for in legal. She tells her, â€Å"even I believed you, you didn’t report this relationship which goes against our superior-employee ethics code†. So either she had the choice to let the matter go or to make a complaint which would in turn have her also reprimanded. She is forced with  an ultimate decision and eventually decides to do nothing. Summarized Ethical Issue at Heart The unethical issue at heart is the manager, Kevin, making inappropriate gestures towards Jackie after they had broken up. Doing so with Jackie’s vulnerable position of whether or not to report the issue which would do more harm than good. Or to leave the matter alone and just hope that Kevin would leave her alone. Neither option are better suited for Jackie who in this case is the victim, which leads to the question of appropriate ethical responsibility of the company. Details that are missing in the case A 3rd party perspective on the details of both parties. More detail as to what accusations were being made towards Kevin and Jackie. Whether Kevin had proper ethical training. List of all stakeholders who would be involved with this ethical dilemma. Employees Other artists Board of Trustees Investors Legal Department Customers Community Media Three stakeholders and the concerns they may have. Employees Don’t like how they are working for an unethically sound company. Thinking how it could happen to them if they were put in the same situation If the  problem was ever made public how would my job security look? Would this company’s name stain my resume? Investors How will my portfolio look if this artist is to become successful with another producer? Will this story become public? Will my shares plummet from this company’s bad publicity? What would happen to the company outlook if the entire company was to go thru proper corporate ethical training? Could it be a success? Board of Trustees This will look bad if the story was to made public How must will it cost to perform proper corporate training on proper ethical behavior? Do the managerial levels need to be reevaluated? Could the company be looking at a lawsuit? Five solutions. Perform corporate training at all levels reviewing proper ethical conduct Fire the manager Workout an undisclosed settlement See if another manager is available to take her on Leave and try to find successes elsewhere Top three solutions with possible consequences. 1. Perform corporate training at all levels, monitor it and have employees sign off on regulating polices that are being implemented regarding superior-employee relations as well as all other common ethical practices. Doesn’t really solve the problem at hand, may be good for the future but doesn’t help Jackie Company sets public perception that their ethical standards are in question Very timely and costly Risk of employees losing interest/possible turnover of employees 2. Fire and Replace the Manager May get sued by Kevin for wrongful termination Jackie’s verbal threats may continue Incident is likely to be made public Board of Trustees would have to look over all management positions Loss of all positive profits that Kevin may have acquired 3. Workout an undisclosed settlement Costly Sets a standard for future wrong doings May not stay quiet Fellow employees and/or artist may exercise more scrutiny as they mature on with their job Three Stakeholders and Top Three Solutions with two pros and two cons effects on the Stakeholder. Make company employees take corporate training on proper ethical behavior Will benefit the company’s overall performance Give the media something different to talk about with regards to the company Very costly Employees may decline to take it/possible employee turnover Fire and Replace the Manager Jackie would be satisfied The company would have a bad employee released Fellow artists may lose that label Manager could sue for wrongful termination Workout an undisclosed amount Jackie would be happy and the problem would be resolved Stays quiet Costly Solves no future problems Two ethical principles upheld or violated by the top three solutions. Make company employees take corporate training on proper ethical behavior Provides positive integrity to the company As long as the training provided was paid hours it shouldn’t be seen in any way of being unethical Trust and Communication Fire and Replace the Manager Fails to meet ethical standards simply because not enough information is known Unethical towards the employees as some could suddenly be put into a disadvantage Work out an undisclosed amount Completely unethical from the rest of the company’s standpoint as this option would be odd and serve no purpose towards the rest of the company Financially unethical to use funds to serve as a settlement rather than other purposes of the company Performing corporate training at all levels, monitoring it and have employees sign off on regulating polices that are being implemented regarding superior-employee relations as well as all other common ethical practices will provide positive integrity to the company. If the training hours were paid and it didn’t have an effect on daily routine then it doesn’t seem to be unethical to request training hours. Firing the manager Kevin would solve Jackie’s problem but only hers alone. To be fair which is a principle of  ethics would be to implement a code that would benefit the company as a whole. Although what Kevin is accused of doing is warranted of being fired there just isn’t enough information for the company to let him go. Her words against his wouldn’t be enough to fire him. This is why a revamp of full corporate training probably stands to be the best possible solution for this situation. Decision and Implementation Identify the best solution. Implementing corporate training throughout the entire staff of the company maybe specializing in specific areas would be most likely to be the best possible solution. There are a lot more benefits to educating employees on proper ethics. A workplace in which an ethics code has been instilled is a naturally pleasant place. Employee morale rises in an atmosphere that promotes good behavior and honest interactions. Reasons why this is the best solution. It creates a better atmosphere in the workplace, teaches an office how to work as a team, promotes personal responsibility, and has always shown to boost staff morale. A work ethics training program promotes teamwork by instilling trust in co-workers. People are more likely to be amenable to working together when they appreciate and respect one another. Why the other solutions were rejected Firing the manager Kevin as well as making an undisclosed settlement were found to be unethical towards other members of the company. It would not be a good example to set if the company were to single out an incident and act in an irregular way towards that issue. There also wasn’t enough facts to the case to make the decision to fire the manager, Kevin. Especially doing so knowing full well it would affect other stakeholders. Possible objections to the solution The company may find that employee may complain that they do not need to take part in training. A mandatory requirement may need to be implemented for all employees. A turnover rate within the employees may be seen. Investors or Board of Trustees will look at all avenues of the cheapest method of implementing training. How would you overcome these objections? Make it a requirement to attain a certain number of ethics training hours. Find other avenues of funding that can contribute to the program to make sure that employees are receiving the best training. Self-inflicted training from the managerial level is a cheaper method to instruct employees. References Ethical Dilemma. (n.d.). Forbes. Retrieved , from http://www.forbes.com/2004/06/23/cx_da_0623topnews.html Advantages of Training Employees About Work Ethics. (n.d.). Small Business. Retrieved , from http://smallbusiness.chron.com/advantages-training-employees-work-ethics-44472.html Ethics Training in the Workplace. (n.d.). Ethics Training. Retrieved , from http://www.rctm.com/ethics.htm Institute For Ethical Awareness. (n.d.). Institute For Ethical Awareness. Retrieved , from http://www.instituteforethicalawareness.org The Online Business Ethics Training Program | Ethics Training Guide. (n.d.). Ethics Training Guide. Retrieved , from http://ethicstrainingguide.org/

3 Problems with In-Line Lists

3 Problems with In-Line Lists 3 Problems with In-Line Lists 3 Problems with In-Line Lists By Mark Nichol An in-line list, one located within a sentence rather than formatted vertically below an explanatory phrase, sentence, or paragraph, may present an obstacle to comprehension in the following ways. Each sentence represents a different type of error, and the discussion that follows each statement explains the problem and a revision resolves it. 1. Organizations must notify affected individuals of a data breach when a reasonable person would conclude that the unauthorized access to, disclosure or loss of the information would be likely to result in serious harm to the individual or individuals.   In this sentence, there should be three distinct phrases consisting of a noun followed by a preposition, but disclosure is bereft of the latter; either allow it to share one, or give it its own: â€Å"Organizations must notify affected individuals of a data breach when a reasonable person would conclude that the unauthorized access to or disclosure or loss of the information would be likely to result in serious harm to the individual or individuals†Ã‚  or â€Å"Organizations must notify affected individuals of a data breach when a reasonable person would conclude that the unauthorized access to, disclosure of, or loss of the information would be likely to result in serious harm to the individual or individuals.†Ã‚   2. Typically, the best companies: are customer-focused; understand their value proposition; develop powerful and distinctive messaging; and listen well and act to improve their processes, products, and customer experience continuously. No colon or other punctuation mark is necessarily to signal that an in-line list follows the subject of the sentence; it is redundant to the verb(s) it precedes: â€Å"Typically, the best companies are customer-focused; understand their value proposition; develop powerful and distinctive messaging; and listen well and act to improve their processes, products, and customer experience continuously.† This is true as well for vertical lists, unless the introductory wording constitutes an independent clause- compare â€Å"Typically, the best companies [vertical list follows]† and â€Å"Typically, the best companies demonstrate the following qualities: [vertical list follows].† Note, too, that with the latter format, the list items would have to be revised to be complete sentences or to not begin with a verb. 3. Its long list of supporters includes Kobe Bryant, swimmer Janet Evans, Venus and Serena Williams and other sports royalty. When the style a publication adheres to calls for omitting the serial comma in simple lists (â€Å"a, b and c†), the serial comma must still be employed on occasion to clarify organization when a compound list item occurs: â€Å"Its long list of supporters includes Kobe Bryant, swimmer Janet Evans, Venus and Serena Williams, and other sports royalty.† (This rule applies for list forms â€Å"a and b, c, and d,† â€Å"a, b and c, and d,† or â€Å"a, b, and c and d,† as well as â€Å"a and b, c and d, and e† and so on.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:Writing a Reference Letter (With Examples)16 Misquoted QuotationsKn- Words in English

The Fight for Womens Rights in the Past and Present

The Fight for Women's Rights in the Past and Present The meaning of womens rights has varied through time and across cultures. Today, there is still a lack of consensus about what constitutes womens rights. Some would argue a womans ability to control family size is a fundamental womens right. Others would argue womens rights fall under workplace equality or the chance to serve in the military in the same ways that men do. Many would argue that all of the above should be deemed womens rights. The term typically refers to whether women are treated as mens equals, but sometimes it specifically refers to special circumstances that affect women, such as job protection when they take time off for maternity leave, though men in the U.S. are increasingly taking paternity leave. While men and women may both be victims of social ills and violence related to human trafficking and rape, protection against these crimes is often described as beneficial to womens rights. The implementation of various laws and policies over the years paints a historical picture of the benefits that were considered to be womens rights at one time. Societies in the ancient, classical, and medieval worlds show how womens rights, even if not referred to by that term, differed from culture to culture. United Nations Convention on Rights of Women The 1979 Convention on the Elimination of All Forms of Discrimination Against Women, signed by many United Nations member states, asserts that womens rights belong to the political, economic, social, cultural, civil realms. According to the convention text,  which became an international treaty in 1981: Any distinction, exclusion or restriction made on the basis of sex which has the effect or purpose of impairing or nullifying the recognition, enjoyment or exercise by women, irrespective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field. The declaration specifically addresses eliminating prejudice in public education, giving women full political rights to vote and run for public office, as well as marriage and divorce rights that equal mens. The document also called for the elimination of child marriage and sex trafficking while also mentioning equality for women in the criminal justice system and in the workplace. The NOW Statement of Purpose In 1966, the National Organization for Women (NOW) formed and wrote a statement of purpose that summarizes key womens rights issues of that time. The rights outlined were based on the idea of equality as an opportunity for women to develop their fullest human potentials and to put women into the mainstream of American political, economic and social life. The womens rights issues identified included those in these areas of employment and economics, education, family, political participation, and racial justice. The 1855 Marriage Protest In their 1855 marriage ceremony, womens rights advocates Lucy Stone and Henry Blackwell refused to honor laws that interfered with the rights of married women in particular. They advocated for wives to be able to legally exist outside of a husbands control, to inherit and own real estate, and have the right to their own wages. Stone and Blackwell also campaigned for wives to be able to choose their own names and place of residence and to sign contracts. They demanded that married mothers be granted custody of their children and be able to sue in court as well. Seneca Falls Womens Rights Convention In 1848, the first known womens rights convention in the world took place in Seneca Falls, New York. There, organizers of the convention declared that men and women are created equal. As such, the feminists gathered demanded that women immediately be given the rights and privileges due to them as U.S. citizens. In their Declaration of Sentiments, the Seneca Falls participants insisted that women should be able to vote, have property rights, including the right to the income they earned, and to pursue higher education and a variety of professions, such as theology, medicine, and law. Womens Rights in the 1700s In the 1700s, influential women also spoke out about womens rights from time to time. Abigail Adams, the wife of U.S. founding father and second President John Adams, asked her husband to remember the ladies in a letter in which she discussed disparities in womens and mens education. Hannah Moore, Mary Wollstonecraft, and Judith Sargent Murray focused especially on womens right to an adequate education. They used their writing to advocate for women having influence over social, religious, moral, and political decisions. In A Vindication of the Rights of Woman (1791–1792), Wollstonecraft called for women to be educated, have equality in marriage, and have control over family size. In 1791 during the French Revolution, Olympe de Gouges wrote and published the Declaration of the Rights of Woman and of the Citizen. In this document, she called for women to have free speech, including the right to name the father of their children and equality for out-of-wedlock children, a demand that suggested that women had the same right as men to have sexual relationships outside of marriage. Treatment of Women in the Ancient World In the ancient, classical, and medieval world, womens rights differed somewhat from culture to culture. In some cases, women were essentially regarded as slaves or children under the authority of their husbands or fathers. Women were largely confined to the home and lacked the right to come and go as they pleased. They also had been deprived of the right to choose or refuse marriage partners or end a marriage. Whether women could dress as they liked was an issue during this time as well. A number of these concerns and others continued to be problems for women in the centuries that followed. They included a lack of custodial rights over children, especially after a divorce; the inability of women to own property, run businesses, and control their own wages, income, and wealth. Women in the ancient, classical, and medieval world also faced employment discrimination, barriers to education, a lack of voting rights, and the inability to represent themselves in lawsuits and court actions. In the centuries since, women have advocated for these rights and more, but the struggle for equality hasnt ended. Women still face employment discrimination and barriers to healthcare, while single mothers are at great risk of falling into poverty.

Prescription for Improvement of Organizational Behaviors- Part 5 Essay

Prescription for Improvement of Organizational Behaviors- Part 5 - Essay Example Gender discrimination was observed in the organization and as well as biases against older employees. Another negative attitude observed in the organization was that management do not let go any mistake of the employees, no matter how small it is and there is a very little mediation seen on the management side. All these create a negative impact on the organization. Budget restraint is another problem and the government should solve it. It not only creates problems during work but also restraint them to hold on their projects and activities which affects their work capabilities. The work overload is another problem in the organization and this is due to less staff and more work. Deploying more staff members can solve this problem. All these negative points increase complaining and too much complaining declines the quality of work as well as the work environment get tense. After observing the organization and the behavior of employees and manager, I am suggesting some ways to improve the environment of the organization. Drucker (2006) has given a very convincing analysis of what the effective manager should be like. As a manager, following steps can be taken in order to overcome these negative attitudes in the organization: According to Drucker (2006) â€Å"Effective executives do not start with their tasks. They start with their time.† As a manager, one must model positive behavior to all the employees, and it should never be negative. Each staff members is important for the manager and showing favoritism towards any staff member is a self-attack for the manager. So the first thing is that the behavior of the manager should be positive and a model for his employees. Manager must show confidence in the abilities of his staff members and like this a positive and constructive work place environment can be build. If a manager talks in a negative way and favors a particular employee, staff will follow him and will feel no shame in doing the same. When a

Public Awareness and Human Diseases Essay Example | Topics and Well Written Essays - 1750 words

Public Awareness and Human Diseases - Essay Example With an increasing incidence worldwide, DM will be a leading cause of morbidity and mortality for the foreseeable future. DM1 is classified on the basis of the pathogenic process that leads to hyperglycemia, as opposed to earlier criteria such as age of onset or type of therapy. The two broad categories of DM are designated type 1 and type 2. Type 1A DM results from autoimmune beta cell destruction, which leads to insulin deficiency. Individuals with type 1B DM lack immunologic markers indicative of an autoimmune destructive process of the beta cells. However, they develop insulin deficiency by unknown mechanisms and are ketosis prone. Relatively few patients with type 1 DM are in the type 1B idiopathic category; many of these individuals are either African-American or Asian in heritage. Type 2 DM1 is a heterogeneous group of disorders characterized by variable degrees of insulin resistance, impaired insulin secretion, and increased glucose production. Distinct genetic and metabolic defects in insulin action and/or secretion give rise to the common phenotype of hyperglycemia in type 2 DM. ... Likewise, prevalence rates of IFG3 are also increasing. Although the prevalence of both type 1 and type 2 DM is increasing worldwide, the prevalence of type 2 DM is expected to rise more rapidly in the future because of increasing obesity and reduced activity levels. DM increases with aging. In 2000, the prevalence of DM was estimated to be 0.19% in people 20 years old. In individuals >65 years the prevalence of DM was 20.1%. The prevalence is similar in men and women throughout most age ranges but is slightly greater in men >60 years. The prevalence of type 2 DM and its harbinger, IGT2, is highest in certain Pacific islands, intermediate in countries such as India and the United States, and relatively low in Russia and China. This variability is likely due to genetic, behavioral, and environmental factors. DM prevalence also varies among different ethnic populations within a given country. In 2000, the prevalence of DM in the United States was 13% in African Americans, 10.2% in Hispanic Americans, 15.5% in Native Americans (American Indians and Alaska natives), and 7.8% in non-Hispanic whites. The onset of type 2 DM occurs, on average, at an earlier age in ethnic groups other than non-Hispanic whites. Mortality rates in people with diabetes exceed those in the general population despite many recent improvements in care. Diabetes is one of the most common chronic diseases in the young, and is a substantial cause of morbidity as well as mortality at all ages. After the introduction of insulin in 1922 it was hoped that adverse consequences of diabetes might become a thing of the past, but mortality rates are still higher than those in the general population and, in addition,