Working Women Essays - Gender Studies, Women In The Workforce

Working Women Working Women Jasleen Singh May 24, 2001 Professor Kenneth JandaProblem Even as far back as the United States independence, women did not possess any civil rights. According to Janda, this view is also known as protectionism, the notion that women mush be sheltered from life's harsh realities. Protectionism carried on throughout the general populations view for many decades until the 1920's when the women's movement started. Women finally received the right to vote in the Nineteenth Amendment. The traditional views of protectionism, however, remained in people's minds until the 1970's (Janda et al, 2000: 538-539). Around this time, women started to take on other roles outside the typical traditional role of housewife. Women were going to college, obtaining their degrees, and starting their careers. This step forward in women's independence came with much scrutiny. What was happening to working women, to their households, their family roles, and their children? Many people from many different nations have different views based on women's rights with regards to career choice. Nations have different beliefs on women's independence by working, a working mother's relationship with her children, and the affect on the child whose mother works. These beliefs, especially of a preschool child suffering if his/her mother works, are based upon an individual's religiosity and age. These issues are imperative to politics. Many countries are giving more civil rights to women to treat them as equals to men. Women, therefore, have more power and say in the government. Yet, how much power should the government allot to women while still protecting family values. Many citizens feel that family values are core to moral beings, and allowing women to have careers will affect the future generations. On the other hand, women are humans and citizens equal to men and must therefore have the same equality of opportunity. To see what other factors play a role in individual's beliefs is important for a political figure to take in consideration when proposing bills or campaigning for office in order to respond and appeal to their voters. Method and Theory The method of research used to fully understand a society's views on working mothers is simply designed. An analysis of the 1990-91 World Values Survey is possible through the SPSS program. In Citizen Politics, the World Values Surveys are a series of representative national surveys designed to provide an empirical base for the study of social and cultural change among the publics of societies throughout the world (Dalton, 1996: 289). The nations surveyed are the United States, Great Britain, West Germany, France, and East Germany. In order to examine the dilemma of these beliefs, specific variables are chosen and run through the program using the results of the surveys. First, variables referring to women job independence and women and their children were analyzed across nation to understand what nations views on women workers. Then a cross tabulation of the variable KID.JOB (referring to the statement if a preschool child is affected by a working mother) across nation is analyzed. Then other cross tabulations of KID.JOB to religiosity (PIOUS) and age (AGE) across nation were run through SPSS to prove that these are factors in individuals beliefs toward this issue. These variables used together are essential to understanding society's views on women's career goals and how they affect the family. Theoretically, career oriented women has shaped the family and government. The general population within the nations agrees that working women are more independent and that they can still have relationships with their children. However, they also believe that preschool children suffer when their mothers work. Religiosity and age are both factors in this belief. A religious person would agree that the child suffers since the person is more concerned with traditional family values. Also, an older person would agree that a child suffers since they grew up in a decade in which families practiced the traditional gender roles. Data Analysis The United States, Great Britain, West Germany, France, and East Germany all differ in their views of women's civil rights. For example, the nations hold dissimilar ideas referring to women's independence. Most nations agree that having a job makes a woman independent according to Table 1 (Cross-tabulation of OWN.JOB across nation). Since the largest percentages for each nation agree

Sociology Paper

Sociology Paper Sociology Paper Sociology Paper: Target - Clarity Sociology is rather young but very interesting science. It helps us study ourselves. That is why if you have got an assignment to write a sociology paper, do not neglect this good opportunity to learn more about people. Papers Sociology: Subjects of Research Any sociology paper (whether it is an essay or a term paper) is a kind of research of one or another aspect of the social life of people. Sociology papers may cover positive as well as negative sides of our life. Marriage, divorce, maternity, adoption of children, slavery, discrimination, social inequality these points and many others may be discussed in such papers. The only requirement to any sociology paper is that all the matter points of its topic must be highlighted fully enough and clearly. Your reader should understand what you wanted to study, in what way you made your study and what results this study led to. Paper Sociology: making your own social research clear Taking into acc ount the above-mentioned information lets try to point out tips that will help you make your paper clear.First of all, before getting down to writing of your sociology paper you should determine an issue clearly that you are going to research. It should be some narrower point of your paper topic whether you have been provided with this topic by your tutor or you have chosen it by yourself. As a rule, such an issue is formulated as a thesis statement of a paper that is presented at the beginning of this paper (in the introduction). Making a thesis statement will help you put your research in certain frameworks. It will be much better for you to make a plan of your research stating the main points that you are going to present. Split your paper into paragraphs in accordance with this plan. Pay attention that these paragraphs should be interrelated. Such a plan will make your sociology paper well-structured and logical. Your ideas will not exist separately but build a sing le picture your research of the issue in question. Pay attention to the vocabulary that you will use in your sociology paper. Avoid different idioms, slang elements, vulgarisms as your paper belongs to the academic writing. On the other hand, do not use a large number of various terms and unknown notions. That will make your writing not cognitive but dull. Try to use transitional words and phrases that will also give your paper some clarity. Pay attention to the precise data that you will state in your sociology paper to prove your suggestions and conclusions. All numbers, results of observations or experiments should be true. So, keeping in mind this information will help you write a clear and understandable sociology paper.

How to Solve Proportions Using a Recipe

How to Solve Proportions Using a Recipe A proportion is a set of 2 fractions that equal each other. This worksheet focuses on how to solve proportions. Real World Uses of Proportions Modifying a budget for a restaurant chain that is expanding from 3 locations to 20 locationsCreating a skyscraper from blueprintsCalculating tips, commissions, and sales tax Modifying a Recipe On Monday, you are cooking enough white rice to serve exactly 3 people. The recipe calls for 2 cups of water and 1 cup of dry rice. On Sunday, you are going to serve rice to 12 people. How would the recipe change? If youve ever made rice, you know that this ratio - 1 part dry rice and 2 parts water - is important. Mess it up, and youll be scooping a gummy, hot mess on top of your guests crawfish à ©touffà ©e. Because you are quadrupling your guest list (3 people * 4 12 people), you must quadruple your recipe. Cook 8 cups of water and 4 cups of dry rice. These shifts in a recipe demonstrate the heart of proportions: use a ratio to accommodate lifes greater and smaller changes. Algebra and Proportions 1 Sure, with the right numbers, you can forgo setting up an algebraic equation to determine the amounts of dry rice and water. What happens when the numbers are not so friendly? On Thanksgiving, youll be serving rice to 25 people. How much water do you need? Because the ratio of 2 parts water and 1 part dry rice applies to cooking 25 servings of rice, use a proportion to determine the quantity of ingredients. Note: Translating a word problem into an equation is super important. Yes, you can solve an incorrectly set up equation and find an answer. You can also mix rice and water together to create food to serve at Thanksgiving. Whether the answer or food is palatable depends on the equation. Think about what you know: 3 servings of cooked rice 2 cups of water; 1 cup of dry rice25 servings of cooked rice ? cups of water; ? cup of dry rice3 servings of cooked rice/25 servings of cooked rice 2 cups of water/x cups of water3/25 2/x Cross multiply. Hint: Write these fractions vertically to get the full understanding of cross multiplying. To cross multiply, take the first fractions numerator and multiply it by the second fractions denominator. Then take the second fractions numerator and multiply it by the first fractions denominator. 3 * x 2 * 253x 50 Divide both sides of the equation by 3 to solve for x. 3x/3 50/3x 16.6667 cups of water Freeze- verify that the answer is correct. Is 3/25 2/16.6667?3/25 .122/16.6667 .12 Whoo hoo! The first proportion is right. Algebra and Proportions 2 Remember that x will not always be in the numerator. Sometimes the variable is in the denominator, but the process is the same. Solve the following for x. 36/x 108/12 Cross multiply: 36 * 12 108 * x432 108x Divide both sides by 108 to solve for x. 432/108 108x/1084 x Check and make sure the answer is right. Remember, a proportion is defined as 2 equivalent fractions:Does 36/4 108/12? 36/4 9108/12 9 Its right! Practice Instructions: Solve for the unknown variable. Check your answers. a/49 4/356/x 8/329/3 12/b5/60 k/652/949 s/36522.5/x 5/100a/180 4/100

Physiotherapy Assignment Example | Topics and Well Written Essays - 2500 words

Physiotherapy - Assignment Example All practitioners use different sources to inform clinical practice in order to increase their effectiveness in the delivery of care. Section 8.5 of the QAS in the Chartered Society of Physiotherapy (CSP) requires physiotherapists to identify the best treatment options based on sources such as clinical guidelines and empirical evidence (Chartered Society of Physiotherapy 2012, sec. 8). Other sources include utilizing the highly experienced physiotherapists and the clinical performance instruments and models, which improves delivery of care. These sources are reliable and when used in clinical practice, they enhance professional empowerment, increase the ability to solve problems and increase the quality of care delivered to patients. On another hand, the sources are prone to inadequate reporting, homogeneity and generalization of the research findings. The CSP has also provided standards that govern the reflective practice in physiotherapy. In section 3.1, practitioners are required to reflect and engage in continuing professional development (CPD) process in order to be competent in health practice. One can utilize reflective models to analyse one’s learning experience and achieve the quality assurance standards stipulated in the CSP. The most commonly used models include the Atkins and Murphy model of reflection and John’s model of reflection of 1994. Over the past decades,emphasis has been put in evaluating the quality of services delivered by physiotherapist whilst in practice. As a result, the practitioners have increasingly utilized empirical research as a source of information, which support decision making.In order to improve decision-making and problem-solving, practitioners have been encouraged to transfer the research findings into the clinical practice.As a result, the evidence based practice has been born. Research shows that evidence based practice requires three components, that is, the physiotherapists,

Term paper Essay Example | Topics and Well Written Essays - 500 words - 2

Term paper - Essay Example Towards the end of the 20th Century, widespread use of computers commenced in Western nations like Europe and North America. At first, computers belonged to the elite members of a society. With time, economics of demand and supply led to massive production of cheap computers for the general public (Wendy, 98). Today, use of computers is not restricted to specific corners of the world. Today, even communities in remote African and Asian villages have access to computers. Aside from accessing the computers, most people in these villages possess conceptual skills regarding the use of internet and other popular computer applications (Dike, 01). This widespread availability and application of computers created a computerized global village. The age of global computerization has benefits and setbacks in relatively equal measures. One benefit involves ease of communication. In the past, exchange of messages between distant persons would involve traversing the long distances between communicating parties, which was not only financially costly, but also time-consuming. Nowadays, global computerization enables two parties to conduct their social, economic or political interactions in an economically efficient manner (Smith and Angelica, 21). Irrespective of their physical locations, business partners or politicians can enter into mutually beneficial agreements through the internet. In this regard, global computerization has led to convenience in exchange of messages, hence enhancing human activities. Global computerization is not without concerns of disadvantages. Significant decline in ethics features as one setback of the computerized global village. Admittedly, widespread use of computers did not cause a correspondingly widespread advancement of ethics (Carr, 28). Traditional settings in either social or economic environments upheld ethical standards because physical interactions remained dominant. Nowadays, there are increasing

Refugee Blues Essay Example for Free

Refugee Blues Essay The speaker is talking to someone My dear (perhaps his wife), the language and tone is very conversational. Each stanza intensifies the situation in the poem. The first stanza brings out that the refugees are homeless. Though there are millions in the city all of whom have some kind of home but the refugees have nowhere to go. In stanza 2, the couple cannot stay in their country. It compares two living people with the old yew tree. Officially dead means you cannot make passport. This section tells us how the refugees are trying to get help. The refugees cannot leave the country due to lack of passport and hence they are described as officially dead, though they are indeed alive. The refugees are treated coldly by the committee and council. They are politely pushed aside but no real help is offered. At the public meeting the speaker demonises the refugees as thieves. This is made to incite ordinary people to hate Jews. A metaphorical storm breaks over the whole of Europe continent as hitler sentences them to death. The tone of the final stanza is very bitter. The comparisons that the poet uses are testimony to these; Pet animals are treated better then Jews. eg: saw a Door opened and a cat let in; Fish are free and Birds are free, Poet blames nazi regime for creating an environment in which natural things act far much better than humans. The poet further uses cruel contrast. For e. g. : he has a dream of a huge building with many rooms for everybody except Jews. In the final stanza the poet enlightens a brightening future for the Jews but now Jews are hunted down by 1000s of people.

Historic Preservation Districts Essays -- American History, Policies

Historic preservation districts. Introduction, Historic preservation is a planning device that has been around since the twentieth century, the term came about in 1966. This policy was established to protect U.S. physical history, this history being geographic locations, and buildings that are of small or great importance to its city or region. â€Å"While historic preservation takes place at the local, state, and national levels, the putative goal in all cases is the preservation of properties with historical and/or aesthetic appeal that would otherwise be neglected or even demolished† (Coulson, 2004). The policy came from a good place, meaningfully wonting to preserve our history by deeming geographic locations and building to be historic, however the policy in some ways lost its luster not sticking to it true roots. A concise history of U.S Preservation Policy. â€Å"Historic preservation as a U.S policy began in the 1966 when Congress authorized the Department of War to maintain national landmarks†(Hamer, 2000). According to Benson (1998), â€Å"After the Civil War, the national parks system was established and made the Departments of War and Interior jointly administered all National Sites† (Benson 1998). Though a series of Federal legislative actions such as the 1935 Historic Sites Act, the 1949 National Trust for historic Preservation Act, where created to promote the cause nationwide. The 1966 National Historic Preservation Act, set the stage for comprehensive programs in the 1970s. There was a national response to historic preservation as a result of the Tax Reform Act of 1976, which forced Americans to look at their social and economic priorities. Historic preservation defined. Historic preservation policy can be defined acc... ...ves, and goals to make them more compatible with modern urban planning and real estate development. Conclusion and my thoughts. Historic districts have evolved from the preserving a single house at a time, to the preserving of districts and neighborhoods. This practice eventually led up to the comprehensive application of the discipline. Historic Preservation came from a special place, a place that helps us to remember our history. As I did my research I could not help but notice that the multiplication of historic districts since 1966 has caused this discipline to lose its grass roots advocacy. In the years following 1966 the concept moved from an outstanding, and non-typical idea towards the idea that it should showcase the representative and the typical. Moreover, the idea of historic preservation still works but not in the original intended way.

Human Resource Management and Employees Essay

After an organization’s structural design is in place, it needs people with the right skills, knowledge, and abilities to fill in that structure. People are an organization’s most important resource, because people either create or undermine an organization’s reputation for quality in both products and service. In addition, an organization must respond to change effectively in order to remain competitive. The right staff can carry an organization through a period of change and ensure its future success. Because of the importance of hiring and maintaining a committed and competent staff, effective human resource management is crucial to the success of all organizations. Human resource management (HRM), or staffing, is the management function devoted to acquiring, training, appraising, and compensating employees. In effect, all managers are human resource managers, although human resource specialists may perform some of these activities in large organizations. Solid HRM practices can mold a company’s workforce into a motivated and committed team capable of managing change effectively and achieving the organizational objectives. Understanding the fundamentals of HRM can help any manager lead more effectively. Every manager should understand the following three principles: All managers are human resource managers. Employees are much more important assets than buildings or equipment; good employees give a company the competitive edge. Human resource management is a matching process; it must match the needs of the organization with the needs of the employee. HR Management: Laws and Regulations Laws and regulations at the federal, state, and local levels regulate how companies conduct staffing. Title VII of the 1964 Civil Rights Act banned most discriminatory hiring practices. Three sensitive areas of legal concern that managers must comply with are equal opportunity, affirmative action, and sexual harassment, described in the following sections. These areas, as well as other laws, impact all human resource practices. Equal Employment Opportunity Individuals covered under Equal Employment Opportunity (EEO) laws are protected from illegal discrimination, which occurs when people who share a certain characteristic, such as race, age, or gender, are discriminated against because of that characteristic. People who have the designated characteristics are called the protected class. Federal laws have identified the following characteristics for protection: Race, ethnic origin, color (for example, African American, Hispanic, Native American, Asian) Gender (women, including those who are pregnant) Age (individuals over 40) Individuals with disabilities (physical and mental) Military experience (Vietnam-era veterans) Religion (special beliefs and practices) The main purpose of the EEO laws is to ensure that everyone has an equal opportunity of getting a job or being promoted at work. Affirmative action While EEO laws aim to ensure equal treatment at work, affirmative action requires the employer to make an extra effort to hire and promote people who belong to a protected group. Affirmative action includes taking specific actions designed to eliminate the present effects of past discriminations. Employees are also protected by the Equal Employment Opportunity Commission (EEOC), which was established through the 1964 Civil Rights Act, Title VII. The scope of authority of the EEOC has been expanded so that today it carries the major enforcement authority for the following laws: Civil Rights Act of 1964. Prohibits discrimination on the basis of race, color, religion, national origin, or sex. Civil Rights Act of 1991. Reaffirms and tightens prohibition of discrimination. Permits individuals to sue for punitive damages in cases of intentional discrimination and shifts the burden of proof to the employer. Equal Pay Act of 1963. Prohibits pay differences based on sex for equal work. Pregnancy Discrimination Act of 1978. Prohibits discrimination or dismissal of women because of pregnancy alone, and protects job security during maternity leaves. American with Disabilities Act. Prohibits discrimination against individuals with physical or mental disabilities or the chronically ill, and requires that â€Å"reasonable accommodations† be provided for the disabled. Vocational Rehabilitation Act. Prohibits discrimination on the basis of physical or mental disabilities and requires that employees be informed about affirmative action plans. Most employers in the United States must comply with the provisions of Title VII. Compliance is required from all private employers of 15 or more persons, all educational institutions, state and local governments, public and private employment agencies, labor unions with 15 or more members, and joint (labor-management) committees for apprenticeship and training. Sexual harassment Few workplace topics have received more attention in recent years than that of sexual harassment. Since professor Anita Hill confronted Supreme Court nominee Clarence Thomas on national television over a decade ago, the number of sexual harassment claims filed annually in the United States has more than doubled. Since 1980, U. S. courts generally have used guidelines from the Equal Employment Opportunity Commission to define sexual harassment. Sexual harassment is defined as â€Å"unwelcome sexual advances for sexual favors, and other verbal or physical conduct of a sexual nature. † Sexual harassment may include sexually suggestive remarks, unwanted touching, sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature In a 1993 ruling, the Supreme Court widened the test for sexual harassment under the civil rights law to whether comments or behavior in a work environment â€Å"would reasonably be perceived, and is perceived as hostile or abusive. † As a result, employees don’t need to demonstrate that they have been psychologically damaged to prove sexual harassment in the workplace; they simply must prove that they are working in a hostile or abusive environment. Sexual harassment is not just a woman’s problem. Recently, a decision handed down by the U. S. Supreme Court broadened the definition of sexual harassment to include same-sex harassment as well as harassment of males by female coworkers. In the suit that prompted the Court’s decision, a male oil-rig worker claimed he was singled out by other members of the all-male crew for crude sex play, unwanted touching, and threats. From management’s standpoint, sexual harassment is a growing concern because it intimidates employees, interferes with job performance, and exposes the organization to liability. Organizations must respond to sexual harassment complaints very quickly because employers are held responsible for sexual harassment if appropriate action is not taken. The cost of inaction can be high. The Civil Rights Act of 1991 permits victims of sexual harassment to have jury trials and to collect compensatory damages in cases where the employer acted with â€Å"malice or reckless indifference† to the individual’s rights. Employers can take the following steps to help minimize liability for sexual harassment suits: 1. Offer a sexual harassment policy statement. This statement should address where employees can report complaints, assure confidentiality, and promise that disciplinary action will be taken against sexual harassers. 2. Provide communication and training programs for supervisors and managers. These programs should emphasize that sexual harassment will not be tolerated. 3. Conduct fair, impartial investigations and base actions on objectively gathered facts. The complainant must be insulated from the kinds of behavior that prompted the complaint. Other employment laws Several other laws impact staffing practices as well. The Fair Labor Standards Act specifies the minimum wage, overtime pay rules, and child labor regulations. The Employee Polygraph Protection Act outlaws almost all uses of the polygraph machine for employment purposes. Privacy laws provide legal rights regarding who has access to information about work history and job performance for employees in certain jurisdictions. Under the Whistleblower Protection Act, some employees who publicize dangerous employer practices are entitled to legal protection. Table 1 lists additional federal laws that shape HRM practices. TABLE 1 Some Federal Laws Shaping HRM Practices Law Date Description National Labor Relations Act 1935 Requires employers to recognize a union chosen by the majority of the employees and to establish procedures governing collective bargaining. Age Discrimination in Employment Act 1967, amended in 1978 and 1986 Prohibits age discrimination against employees between 40 and 65 years of age and restricts mandatory retirement. Occupational Safety and Health Act 1970 Establishes mandatory safety and health standards in organizations. Vietnam-Era Veteran’s Readjustment Assistance Act 1974 Prohibits discrimination against disabled veterans and Vietnam-era veterans. Mandatory Retirement Act 1978 Prohibits the forced retirement of most employees before the age of 70. Immigration Reform and Control Act 1986 Prohibits employers from knowingly hiring illegal aliens and prohibits employment on the basis of national origin of citizenship. Worker Adjustment and Retraining Notification Act 1988 Requires employees to provide 60 days’ notice before a facility closing or mass layoff. Employee Polygraph Protection Act 1988 Limits an employer’s ability to use lie detector tests. Family and Medical Leave Act 1993 Permits employees in organizations with 50 or more workers to take up to 12 weeks of unpaid leave for family or medical reasons for each year. Determining Human Resource Needs Staffing is an ongoing process that begins with finding the right people through proper planning, recruiting, and selecting. But staffing doesn’t end once employees are hired; management must keep and nurture its people via training, appraising, compensating, and implementing employment decisions that determine such things as promotions, transfers, and layoffs. Human resource planning The first step in the staffing process involves human resource planning. Human resource planning begins with a job analysis in which descriptions of all jobs (tasks) and the qualifications needed for each position are developed. A job description is a written statement of what a jobholder does, how it’s done, and why it’s done. It typically portrays job content, environment, and conditions of employment. The job specification states the minimum acceptable qualifications an incumbent must possess to perform a given job successfully. It identifies the knowledge, skills, and abilities needed to do the job effectively. Job analysis is then followed by a human resource inventory, which catalogs qualifications and interests. Next, a human resource forecast is developed to predict the organization’s future needs for jobs and people based on its strategic plans and normal attrition. The forecast is then compared to the inventory to determine whether the organization’s staffing needs will be met with existing personnel or whether managers will have to recruit new employees or terminate existing ones. Recruiting strategies Recruitment includes all the activities an organization may use to attract a pool of viable candidates. Effective recruiting is increasingly important today for several reasons: The U. S. employment rate has generally declined each year through the 1990s. Experts refer to the current recruiting situation as one of â€Å"evaporated employee resources. † Many experts believe that today’s Generation X employees (those born between 1963 and 1981) are less inclined to build long-term employment relationships than were their predecessors. Therefore, finding the right inducements for attracting, hiring, and retaining qualified personnel may be more complicated than in previous years. Keep in mind that recruiting strategies differ among organizations. Although one may instantly think of campus recruiting as a typical recruiting activity, many organizations use internal recruiting, or promote-from-within policies, to fill their high-level positions. Open positions are posted, and current employees are given preferences when these positions become available. Internal recruitment is less costly than an external search. It also generates higher employee commitment, development, and satisfaction because it offers opportunities for career advancement to employees rather than outsiders. If internal sources do not produce an acceptable candidate, many external recruiting strategies are available, including the following: Newspaper advertising Employment agencies (private, public, or temporary agencies) Executive recruiters (sometimes called headhunters) Unions Employee referrals Internship programs Internet employment sites But there’s more to recruiting than just attracting employees; managers need to be able to weed out the top candidates. Once a manger has a pool of applicants, the selection process can begin. Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants’ education, job experience skills, and accomplishments. According to the Uniform Selection Guidelines of the EEOC, which establish standards that employers must meet to prevent disparate or unequal treatment, any employment requirement is a test, even a job application. As a result, EEOC considerations and application forms are interrelated, and managers should make sure that their application forms do not ask questions that are irrelevant to job success, or these questions may create an adverse impact on protected groups. For example, employers should not ask whether an applicant rents or owns his or her own home, because an applicant’s response may adversely affect his or her chances at the job. Minorities and women may be less likely to own a home, and home ownership is probably unrelated to job performance. On the other hand, asking about the CPA exam for an accounting position is appropriate, even if only one-half of all female or minority applicants have taken the exam versus nine-tenths of male applicants. A quick test for disparate impact suggested by the Uniform Selection Guidelines is the four-fifths rules. Generally, a disparate impact is assumed when the proportions of protected class applicants who are actually hired is less that 80 percent (four-fifths) of the proportion of the majority group applicants selected. For example, assume that an employer has 100 white male applicants for an entry-level job and hires one-half of them, for a selection ratio of 1:2, or 50 percent (50/100). The four-fifths rule does not mean that the employers must hire four-fifths, or 40 protected class members. Instead, the rule means that the employer’s selection ratio of protected class-applicants should be at least four-fifths of that of the majority groups. Testing Testing is another method of selecting competent future employees. Although testing use has ebbed and flowed during the past two decades, recent studies reveal that more than 80 percent of employers use testing as part of their selection process. Again, these tests must be valid and reliable, or serious EEO questions may be raised about the use of them. As a result, a manager needs to make sure that the test measures only job-relevant dimensions of applicants. Most tests focus on specific job-related aptitudes and skills, such as math or motor skills. Typical types of exams include the following: Integrity tests measure factors such as dependability, carefulness, responsibility, and honesty. These tests are used to learn about the attitudes of applicants toward a variety of job-related subjects. Since the passage of the Employee Polygraph Protection Act in 1988, polygraph (lie detector) tests have been effectively banned in employment situations. In their place, attitude tests are being used to assess attitudes about honesty and, presumably, on-the-job behaviors. Personality tests measure personality or temperament. These tests are among the least reliable. Personality tests are problematic and not very valid, because little or no relationship exists between personality and performance. Knowledge tests are more reliable than personality tests because they measure an applicant’s comprehension or knowledge of a subject. A math test for an accountant and a weather test for a pilot are examples. Human relations specialists must be able to demonstrate that the test reflects the knowledge needed to perform the job. For example, a teacher hired to teach math should not be given a keyboarding test. Performance simulation tests are increasing in popularity. Based on job analysis data, they more easily meet the requirement of job relatedness than written tests. Performance simulation tests are made up of actual job behaviors. The best-known performance simulation test is known as work sampling, and other credible simulation processes are performed at assessment centers. An assessment is a selection technique that examines candidates’ handling of simulated job situations and evaluates a candidate’s potential by observing his or her performance in experiential activities designed to simulate daily work. Assessment centers, where work sampling is often completed, utilize line executives, supervisors, or trained psychologists to evaluate candidates as they go through exercises that simulate real problems that these candidates would confront on their jobs. Activities may include interviews, problem-solving exercises, group discussions, and business-decision games. Assessment centers have consistently demonstrated results that accurately predict later job performance in managerial positions. Work sampling is an effort to create a miniature replica of a job, giving applicants the chance to demonstrate that they possess the necessary talents by actually doing the tasks. Interviews Another widely used selection technique is the interview, a formal, in-depth conversation conducted to evaluate an applicant’s acceptability. In general, the interviewer seeks to answer three broad questions: 1. Can the applicant do the job? 2. Will the applicant do the job? 3. How does the applicant compare with others who are being considered for the job? Interviews are popular because of their flexibility. They can be adapted to unskilled, skilled, managerial, and staff employees. They also allow a two-way exchange of information where interviewers can learn about the applicant and the applicant can learn about the employer. Interviews do have some shortcomings, however. The most noticeable flaws are in the areas of reliability and validity. Good reliability means that the interpretation of the interview results does not vary from interviewer to interviewer. Reliability is improved when identical questions are asked. The validity of interviews is often questionable because few departments use standardized questions. Managers can boost the reliability and validity of selection interviews by planning the interviews, establishing rapport, closing the interview with time for questions, and reviewing the interview as soon as possible after its conclusion. Other selection techniques Reference checking and health exams are two other important selection techniques that help in the staffing decision. Reference checking allows employers to verify information supplied by the candidate. However, obtaining information about potential candidates is often difficult because of privacy laws and employer concerns about defamation lawsuits. Health exams identify health problems that increase absenteeism and accidents, as well as detecting diseases that may be unknown to the applicant. Orientation and Training Programs Once employees are selected, they must be prepared to do their jobs, which is when orientation and training come in. Orientation means providing new employees with basic information about the employer. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily. Orientation and training programs are important components in the processes of developing a committed and flexible high-potential workforce and socializing new employees. In addition, these programs can save employers money, providing big returns to an organization, because an organization that invests money to train its employees results in both the employees and the organization enjoying the dividends. Unfortunately, orientation and training programs are often overlooked. A recent U. S. study, for example, found that 57 percent of employers reported that although employees’ skill requirements had increased over a three-year period, only 20 percent of employees were fully proficient in their jobs. Orientation Orientation programs not only improve the rate at which employees are able to perform their jobs but also help employees satisfy their personal desires to feel they are part of the organization’s social fabric. The HR department generally orients newcomers to broad organizational issues and fringe benefits. Supervisors complete the orientation process by introducing new employees to coworkers and others involved in the job. A buddy or mentor may be assigned to continue the process. Training needs Simply hiring and placing employees in jobs does not ensure their success. In fact, even tenured employees may need training, because of changes in the business environment. Here are some changes that may signal that current employees need training: Introduction of new equipment or processes A change in the employee’s job responsibilities A drop in an employee’s productivity or in the quality of output An increase in safety violations or accidents An increased number of questions Complaints by customers or coworkers Once managers decide that their employees need training, these managers need to develop clear training goals that outline anticipated results. These managers must also be able to clearly communicate these goals to employees. Keep in mind that training is only one response to a performance problem. If the problem is lack of motivation, a poorly designed job, or an external condition (such as a family problem), training is not likely to offer much help. Types of training After specific training goals have been established, training sessions should be scheduled to provide the employee an opportunity to meet his or her goals. The following are typical training programs provided by employers: Basic literacy training. Ninety million American adults have limited literacy skills, and about 40 million can read little or not at all. Because most workplace demands require a tenth- or eleventh-grade reading level (and about 20 percent of Americans between the ages of 21 and 25 can’t read at even an eighth-grade level), organizations increasingly need to provide basic literacy training in the areas of reading and math skills to their employees. Technical training. New technology and structural designs have increased the need to upgrade and improve employees’ technical skills in both white-collar and blue-collar jobs. Interpersonal skills training. Most employees belong to a work team, and their work performance depends on their abilities to effectively interact with their coworkers. Interpersonal skills training helps employees build communication skills. Problem-solving training. Today’s employees often work as members of self-managed teams who are responsible for solving their own problems. Problem-solving training has become a basic part of almost every organizational effort to introduce self-managed teams or implement Total Quality Management (TQM). Diversity training. As one of the fastest growing areas of training, diversity training increases awareness and builds cultural sensitivity skills. Awareness training tries to create an understanding of the need for, and meaning of, managing and valuing diversity. Skill-building training educates employees about specific cultural differences in the workplace. Training methods Most training takes place on the job due to the simplicity and lower cost of on-the-job training methods. Two popular types of on-the-job training include the following: Job rotation. By assigning people to different jobs or tasks to different people on a temporary basis, employers can add variety and expose people to the dependence that one job has on others. Job rotation can help stimulate people to higher levels of contributions, renew people’s interest and enthusiasm, and encourage them to work more as a team. Mentoring programs. A new employee frequently learns his or her job under the guidance of a seasoned veteran. In the trades, this type of training is usually called an apprenticeship. In white-collar jobs, it is called a coaching or mentoring relationship. In each, the new employee works under the observation of an experienced worker. Sometimes, training goals cannot be met through on-the-job training; the employer needs to look to other resources. Off-the-job training can rely on outside consultants, local college faculty, or in-house personnel. The more popular off-the-job training methods are classroom lectures, videos, and simulation exercises. Thanks to new technologies, employers can now facilitate some training, such as tutorials, on the employees’ own computers, reducing the overall costs. Regardless of the method selected, effective training should be individualized. Some people absorb information better when they read about it, others learn best by observation, and still others learn better when they hear the information. These different learning styles are not mutually exclusive. When training is designed around the preferred learning style of an employee, the benefits of training are maximized because employees are able to retain more of what they learn. In addition to training, employers should offer development plans, which include a series of steps that can help employees acquire skills to reach long-term goals, such as a job promotion. Training, on the other hand, is immediate and specific to a current job. Evaluating Employee Performance Employee performance should be evaluated regularly. Employees want feedback—they want to know what their supervisors think about their work. Regular performance evaluations not only provide feedback to employees, but also provide employees with an opportunity to correct deficiencies. Evaluations or reviews also help in making key personnel decisions, such as the following: Justifying promotions, transfers, and terminations Identifying training needs Providing feedback to employees on their performance Determining necessary pay adjustments Most organizations utilize employee evaluation systems; one such system is known as a performance appraisal. A performance appraisal is a formal, structured system designed to measure the actual job performance of an employee against designated performance standards. Although performance appraisals systems vary by organizations, all employee evaluations should have the following three components: Specific, job-related criteria against which performance can be compared A rating scale that lets employees know how well they’re meeting the criteria Objective methods, forms, and procedures to determine the rating Traditionally, an employee’s immediate boss conducts his or her performance appraisal. However, some organizations use other devices, such as peer evaluations, self-appraisals, and even customer evaluations, for conducting this important task. The latest approach to performance evaluation is the use of 360-degree feedback. The 360-degree feedback appraisal provides performance feedback from the full circle of daily contacts that an employee may have. This method of performance appraisal fits well into organizations that have introduced teams, employee involvement, and TQM programs. Making Employment Decisions Employment decisions go beyond determining which employees are due for raises. Through regular, objective performance appraisals, managers acquire information to make and implement decisions about promotions, transfers, demotions, separations, and compensation. In most organizations, outstanding employees are recognized for their hard work and outstanding performances, and offered promotions. A promotion generally means rewarding an employee’s efforts by moving that person to a job with increased authority and responsibility. Downsizing has led many firms to rely on lateral moves or transfers instead of promoting employees. A lateral move can act as an opportunity for future vertical advancement because it can broaden an employee’s experiences and add skills. On the other hand, sometimes employees’ performances signal that they aren’t adapting well to their jobs and may need fewer responsibilities. One option is a demotion, or reassignment to a lower rank or less prestigious position. Demotions are not a popular technique because of the stigma attached to this move. A misconception is that demotions should be used as punishment for ineffective performance. The departure of an employee from an organization is referred to as separation. Separation may be voluntary or involuntary. Resignations and retirements are voluntary separations. Involuntary separations are layoffs and/or firings. Lately, the rash of downsizing throughout the United States has resulted in many layoffs. Sometimes, however, an employee must be terminated because of poor performance. Dismissal or firing of employees should occur only on the basis of just cause and only after all reasonable steps to rehabilitate the employee have failed. In some cases, such as gross insubordination or theft, immediate dismissal is required. Compensating Employees Employee compensation refers to all work-related payments, including wages, commissions, insurance, and time off. Wages and salaries are the most obvious forms of compensation and are based on job evaluations that determine the relative values of jobs to the organization. Under the hourly wage system, employees are paid a fixed amount for each hour they work. The system is generally used for lower skilled occupations. Salaried employees receive a fixed sum per week or month, no matter how many hours they work. Most professional positions are salaried; the reality is that these jobholders typically work in excess of a â€Å"minimum† 40-hour workweek. Some occupations are compensated through incentive pay programs. Salespeople typically receive commissions based upon the quantities of goods they sell. Some sales compensation plans contain elements of both a salary and commission. A production worker’s pay may be based upon some combination of an hourly wage and an incentive for each â€Å"piece† he or she makes. Some employees are offered merit awards as a reward for sustained superior performance. Employee benefits are supplements to wages or pay. Some benefits, such as unemployment and worker’s compensation, are legally mandated. Other benefits are optional and help build employee loyalty to an organization, including the following: Health insurance Pension plans E

On the Sidewalk Bleeding Monuloge Essay

All I feel is the excruciating pain entering my aching body. The irritation and agony makes me feel defenceless. I have a multitude of varied thoughts racing through my confused mind. As I am helplessly laying on the cold, wet concrete, with the rain drilling down on me, I am thinking if this is how I am going to die, my life over at the age of just 16. I can think back and faintly remember someone saying, â€Å"that’s for you royal!† and just thinking to myself, if I was not wearing this stupid jacket that I once thought was so important, I perchance wouldn’t have even been in this discomforting situation. All I can do at this point is helplessly lay here praying for someone to find me. Then finally I take a great effort and look over to the end of the street though the rain blurring my vision and see the bright neon lights of a vehicle binding me. I feel a massive relief, I see two figures coming toward me I try to yell again but they seem to just be talking to each other. I want to get their attention but all the sound I can make is the bubbling of blood filing my mouth, as if I am drowning in my own vital fluid. It sounds like the grunt of an animal and that’s the only sound I am capable of making in this state. I start to panic because the people aren’t recognising that I am there, after I tak e all my energy and frustration to get their attention they look at me for a little then they mutter to each other, I can’t understand much they are mumbling about. I just feel powerless hoping he will make the right decision and just get a cop or hep me. He looks at me, my cut body and the rain soaking my purple royals jacket. He sympathetically says, â€Å"Sorry royal,† and walks away. At this very moment I feel frustrated, overwhelmingly confused with anger and abundance. Is it that big of a deal that I am a royal? I am not just a royal, I am Andy. I feel drastically judged and labelled. Right now I will do anything and everything I am physically capable of just to take this jacket off, the only thing that jacket ever did to me was rob me of my life.

Introduction to Pronouncing the French Alphabet

Introduction to Pronouncing the French Alphabet French pronunciation can be one of the more difficult aspects of learning French, especially for English speakers, but with time and practice, it is definitely possible to develop a good French accent. It important to do so eventually.  In French, pronunciation is a very big deal.  Phonetics, the system and study of sounds uttered in speaking  a language, in short, the way a language is pronounced, is taught in every language school serving foreigners. Students are drilled in opening their mouth, pursing their lips, hitting the roof of their mouth precisely with their tongue and other techniques involved in speaking French correctly.   Consonants and Vowels The French alphabet has the same 26 letters as the English alphabet does, but of course, most of the letters are pronounced differently in the two languages. In addition, French has five accents: four for vowels and one for a consonant, which English, of course, does not have. Vowels are the most problematic for non-native speakers, especially speakers of Germanic languages like English and German, who do not use the muscles in their face and mouth as much as the French. In the table below, start at the top with the links to pronunciation guides for French consonants and  French vowels.   Links to Detailed Letter Pages Then click on the capital letters in the table below and youll move on to the letter pages, each of which offers a detailed description of the pronunciation of that letter, including letter combinations, numerous examples and information about the accents that may be used with that letter. For each letter, note the rules governing its pronunciation, and follow them. When you are comfortable with pronouncing letters, proceed to the French Audio Guide, which illustrates with sound files, rules of the road and examples how to pronounce 2,500 French words and expressions. Remember that there is only so much you can do to improve your pronunciation on your own. At some point, you will almost certainly need to take a class, go to France  or hire a private tutor. Online pronunciation lessons like these can never take the place of interaction with native or fluent speakers, but at least they can help you get started or supplement what youve already learned. Allez-y! Pronounce the French Alphabet Consonants  Ã‚  Ã‚  Ã‚  Ã‚  Vowels ​ A  Ã‚  B  Ã‚  C  Ã‚  D  Ã‚  E  Ã‚  F  Ã‚  G  Ã‚  H  Ã‚  I  Ã‚  J  Ã‚  K  Ã‚  L  Ã‚  M  Ã‚  N  Ã‚  O  Ã‚  P  Ã‚  Q  Ã‚  R  Ã‚  S  Ã‚  T  Ã‚  U  Ã‚  V  Ã‚  W  Ã‚  X  Ã‚  Y  Ã‚  Z

Bond Market Information of Bangladesh

A well-developed financial system plays an important role in accelerating economic growth by mobilizing savings and facilitating investment in an efficient manner (Mu, 2007). Financial market is composed of different markets- Money Market, Capital Market, Derivative Market etc. All the markets play an interactive role for the development of economy by formation of capital through mobilizing funds, industrialization of economy through supplying adequate funds, providing services, linking investors to the industrial entrepreneurs etc.Besides, this requires sound regulatory framework, sound and investment sensitive administrative infrastructure, fiscal supports for making their role effective for economic development. The financial sector of Bangladesh is characterized by the dominating presence of commercial banks, especially the Nationalized Commercial Banks (NCBs). Although, a paradigm shift in the degree of dominance has been observed of late with the emergence of private commercial banks-traditional and shariah based banking. Banking sector accounted for about 75 percent of the total financial system.Most of the available funds go to the NCBs in the fo rm of deposits and channeled into lending. However, the NCBs had substantial nonperforming loan (NPL) portfolios. Both insurance and mutual funds industries are very small. The debt market being an integral part of financial market plays a complementary role in developing economy through allocation of funds to the different deficit sectors. The debt market consists of money market, mortgage market, bond market and derivative market. The debt market of Bangladesh is very small. The size of domestic debt accounted for only 20 percent of the financial system.Bangladeshs bond market represents the smallest in South Asia, accounting for only 12 per cent of the countrys gross domestic product (GDP), a World Bank report said. It is surprising that Bangladesh, which is much larger than Nepal in terms of population, land area and other measures, has the smallest bond market in the region, the report added. Like in any other country, a well-developed tradable bond market is critical to ensuring stability and efficiency of the financial market in Bangladesh. An efficient bond market is important for managing public debt and bank liquidity and for efficient conduct of the monetary policy.So far the bond market has played a limited role in the economy. The priority of the development of Bangladesh’s capital markets should be to promote the bond market development. Without a functioning bond market, the monetary transmission processes of policy measures would be circumvented, and the desired impact on the real economy can not be fulfilled, which compromises the effectiveness of the monetary policy operations. In view of this, the present study has been undertaken in order to evaluate the present bond mar ket status and to identify the issues and factors that prompt the development of bond market in Bangladesh. . Objectives of the Study The principal objective of the study is to evaluate present bond market status in Bangladesh. To accomplish this principal objective, following specific objectives have been covered: a) To highlight the Bond Market status of Bangladesh. b) To highlight the benefits of bond market for the parties to the Bond Market. c) To identify the problems that impedes the development of Bond Market in Bangladesh. d) To suggest some important policy measures for the development of Bond Market in Bangladesh. 3. Scope of the StudyThe inferences of the study would be used for the development of Bond Market in Bangladesh. It has covered opinions of 22 financial executives of listed companies on the issues that impede to the development of Bond Market. 4. Methodology of the Study The study has been both theoretical and empirical one. Both primary and secondary data have been used. 1. Collection of Primary Data: The researcher has prepared a questionnaire on the basis of survey of existing literature as well as of discussions made with some executives associated with the stock market. He conducted interview of 22 respondents personally. In this case, the researcher has selected 30 companies from a list of different economically important sectors conveniently, and attempted to conduct interview of 30 financial executives of 30 selected companies. Finally, he successfully has conducted interview of 22 financial executives. The opinions of 22 experts have been captured on five point-likert scales such as 5( Most significant), 4 ( Significant), 3 ( Indifferent), 2( Insignificant) and 1( Most insignificant). . Collection of Secondary Data: The secondary data has been collected from different sources- Annual Reports of Bangladesh Bank, World Bank Reports, published research journals, published books, websites, etc. 3. Analysis of Data: The data thus collected has been tabulated first and then analyzed with the help of different financial, statistical and econometric techniques. The study has used financial ratio, percentage, mean, factor analytical technique etc. for analysis of data and drawing inferences.Factor Analysis: Factor analysis is a method of reducing a large number of variables ( tests, scales, items, persons and so on) to a smaller number of presumed underlying hypothetical entities called factor ( Fruchter, 1967). It tries to simplify and diverse relationship that exist among a set of observed variables by uncovering common dimensions or factors that link together the seemingly unrelated variables and consequently provides insight into the underlying structures of the data( Dillion and Goldstein, 1984). The purpose of factor analysis is mainly two folds: data reduction and substantive interpretation.In the present study, ‘Principal Components Varimax Rotated Method’ of factor analysis has been used in order to identify the factors influencing the development of Bond Market in Bangladesh. Principal component factor explains more variance that the loadings obtained from any method of factoring. In order to define the group membership, an algorithm may be used to uncover a structure purely on the basis of the correlation structure of the input variables. Then the number of principal components to be retained in the study has been decided on the basis of Kaiser’s criterion (1958) of Eigen value 1 .Principal components having higher reliability coefficients are more reliable in the sense that the corresponding factors would be replicable in other similar kind of studies. Then Communality, symbolized by h2 are then worked out which show how much of each variable is accounted for by the underlying factors taken together. Then, factor scores have been generated on the basis of weighted average of Principal Factor loadings and average of respective variables included into the concerned group. Ranking of each factor has been made on the basis of scores derived. 5. Organization of the StudyThe Study has been organized into three sections. The first section has covered introduction, objective of the study, scope and methodology of the study. The second section has covered findings of the study- Status of Bangladesh Bond Market, benefits of Bond Market participants, and identification of problems impeding the bond market development of the country. The final chapter deals with the summary of the findings, policy implications and conclusions. 2. 0 Findings and Their Analyses The Study has been undertaken aiming at evaluating the status of Bond Market and tracing the factors influencing the development of Bond Market in Bangladesh. These have been discussed in the following paragraphs: 2. 1 Status of Bond Market in Bangladesh Bond Market is composed of Treasury bond, Municipal Bond and Corporate Bond. This is of two kinds- Organized and OTC markets. There are various types of bond products depending on provisions, maturities, coupon rate, options, convertibility, etc. Bond Market in Bangladesh is dominated by treasury debt securities. It has now only one corporate bond; but does not have any municipal bond/debenture.In recent years, around 70 percent of the domestic savings are held in the form of bank deposits, while only 30 percent are investments in the debt market which is entirely dominated by government instruments. There hardly exists a corporate bond market in the country, it has a debenture market with only a small number f well-known issuers. As of today, only one corporate bond has been floated. 2. 1. 1 Size and Composition of the Bangladesh Market in Comparison with South Asian Countries The size, access, efficiency and stability of the bond market across countries may by used to judge the state of the bond market development in Bangladesh.

Starbucks Structure Case Study Example | Topics and Well Written Essays - 750 words

Starbucks Structure - Case Study Example This paper highlights that Starbucks prides itself in employing people who like the company’s product: coffee. The company does not advertise for servers but for baristas or bar persons. Together with the coffee they love, a barista stays behind the counter. The Starbucks employee is expected to prepare beverages, provide friendly service to customers and come up with ideas to improve operations. An applicant must have at least a high school diploma. He or she must have worked at least six months in the food and beverage industry. He or she must also be outgoing, confident, able to multi-task and enjoy coffee. Because it has expanded globally Starbucks should employ departmentalization by geographic region. This type of departmentalization is appropriate for organizations with different locations. This type allows â€Å"managerial efforts that address territorial differences† as one strategy which had worked for one branch may not be suitable for the other branches in a nother part of the world. As the discussion declares the form should not be changed in stores with lunches and food products. Although departmentalization by product or customer may seem appropriate for these Starbucks stores because food products and lunches are not available in all stores, I think departmentalization by geographic area already provides enough flexibility to the store managers, district managers and vice presidents to make decisions they think would be beneficial for their stores. Taking the example of stores with lunches and food products, the group specific to the Asian region may take note that unlike people in the Western region, their customers prefer having rice or noodles for lunch rather than bread. As such, they should try to cater to this demand rather than go against a culturally staple item.