Guidelines for Short Term Certificate Courses Essay Example for Free

Guidelines for Short Term Certificate Courses Essay Short Term Vocational Certificate Courses of Three months, Six months and One year duration are being introduced in the disciplines of Agriculture, Engineering Technology, Computer Science, Business Commerce, Home Science and Humanities, with the objective of providing training to SSC failed/passed students or candidates who are interested in acquiring job oriented skills and wish to join the world of work, to enable them to earn their livelihood. (Course details at AnnexureI . These courses are being introduced as self-financing courses. HOW TO APPLY 1. Any Private Institution / NGO having good track record in the field of providing training and having required infrastructure can start these Short Term Vocational Courses with the approval from the State Institute of Vocational Education, after they satisfy the norms prescribed herein. 2. Application forms can be obtained from the concerned District Vocational Educational Officers or from the office of the Director of Intermediate Education, Andhra Pradesh, Hyderabad by paying Rs. 100/- through Demand Draft in favour of Secretary, Board of Intermediate Education, Andhra Pradesh, Nampally, Hyderabad or can be down loaded from BIE website at: www. bieap. gov. in under â€Å"vocational courses† pages 3. At the time of filing application the institute should provide information on class room infrastructure, On the Job Training linkage, faculty, Society registration or Certificate of incorporation, track record in the field of training opted for and tie up for placements of trained candidates. 4. Maximum number of sections permitted for any institution will be 9 only, of different durations. A minimum of two courses should be offered from different disciplines. 5. The filled in application along with all enclosures should be submitted to the concerned District Vocational Educational Officer before the prescribed date. An Inspection Fee of Rs. 500/= in case of Rural area and Rs. 1000/= in case of an Urban area, in the form of a demand Draft in favour of the 3 Secretary, BIE in any Nationalized Bank, payable at Hyderabad is to be enclosed. SANCTION PROCEDURE 6. A three men inspection committee consisting of 1] DVEO, 2] Principal of GJC and 3] Subject expert will inspect the Institutions and submit the feasibility report with recommendations to State Institute of Vocational Education [SIVE]. 7. Permission will be granted by the State Institute of Vocational Education [SIVE] on receipt of feasibility report from District Vocational Educational Officers concerned, on the available infrastructure and On the Job Training facilities with MOU tie up for placements. 8. At the time of applying for Short Term Vocational Courses the Institute should indicate the Industry / Workshops / Service Organisations in which On the Job Training will be provided. They should furnish the MOU with the training establishment along with the application. FEE PARTICULARS: 9. The Private Institution / NGO should pay Rs. 500/- per section per module as recognition fee through Demand Draft in favour of the Secretary, Board of Intermediate Education, Andhra Pradesh, Nampally, Hyderabad after approval from the State Institute of Vocational Education. (Three months course; one module; Rs/ 500, six months course; two modules; Rs/ 1,000, One year course; three modules; Rs 1,500) 10. The maximum tuition fee to be collected from the student is Rs. 300/- Per Month. ADMISSION PROCEDURE: 11. The Head of the Institution / Correspondent / Principal of the concerned institute shall take up the admission process only after obtaining permission from the State Institute of Vocational Education [SIVE]. 12. The maximum intake shall be 40 [forty] students per section. 13. No age limit is prescribed for admission to these courses. 14. Selection Criteria: 4 Minimum qualifications for admission into these courses shall be as mentioned in Annexure – I. Candidates having higher qualification with an aptitude to learn the skills in the relevant field are also eligible for admission. SCHEME AND SYLLABUS: 15. The short-term courses are organized in to modules of three months duration each. The Institutions taking up Short Term Vocational Courses have to strictly follow the academic schedule, syllabus and On the Job Training pattern prescribed by the State Institute of Vocational Education [SIVE] including guidelines for conducting classes/ training, examination, evaluation etc from time to time. Copy of the syllabus can be obtained from DVEO. or can be down loaded from BIE website at: www. bieap. gov. in under â€Å"vocational courses† pages The Scheme of instruction prepared by the State Institute of Vocational Education as mentioned below has to be strictly followed. SCHEME OF INSTRUCTION FOR EACH MODULE Subject Theory Hours 72 Total 72 Weightage 30 30 Hours 216 216 On the Job Training [OJT] Weightage 70 70 Hours 288 288 Total Weightage 100 100 SCHEME OF INSTRUCTION/WEEK Subject Theory 6 On the Job Training [OJT] 18 Total 24 16. In order to provide job-oriented skills to students, greater emphasis shall be placed on, On the Job Training. The entire work relating to practicals / on the job training shall be conducted in workshops / Organisations / industries. On the Job Training to be provided in the workshops etc. shall be directly under the supervision of Master Trainer of the workshops / industries / Service Establishments. 5 SOME OF THE POSSIBLE ESTABLISHMENTS FOR PROVIDING ON THE JOB TRAINING ARE INDICATED BELOW. 1. Agriculture State Government Centres Private Reeling Centres/ ANGRAU, Hyderabad/Dairy Cattle farms/Fish farm/Government/University farms. 2. Business Commerce Banks / Commercial Establishments / Super Markets / Chartered Accountants / Tax Consultants / Commercial Institutes. NIIT/ CMC / APTECH / Locatiya Computers / Setwin / ITI /Polytechnic Colleges / only recognized Computer Labs / private computer labs Setwin/ITI Training Centres/ Polytechnics/ Tribal Welfare work centre/Automobile workshops Small medium Bakeries/Food Craft Institutions/Home science Colleges /Food catering Institution/Beauty parlors Hotels/ Garment Units/CMC ATC/Setwin. Star Hotels / Tourist Centres / Travel Agencies. 3. Computer Science 4. Engineering Technology. 5. Home Science 6. Humanities 17) There should be a Continuous check on the conduct of classes and attendance of students in the class and On the Job Training by the Principal and Master Trainer regularly. Minimum 90% attendance is essential for passing the module. The concerned District Vocational Education Officer would regularly inspect the teaching and training establishments 6 EXAMINATION AND CERTIFICATION: 18) In order to facilitate continuous evaluation for each module Theory and On the Job Training examination should be conducted at the end of first, second and third module. The Instructor associated with the course should assess the students in terms of their competency achieved. The Master Trainer/ Supervisor in the Industry / Business establishment/Organisation will also test and assess the student based on the Technical Skills acquired. At the end of the module examination will be conducted at institution level under the supervision and control of the District Examination Committee headed by DVEO as per the guidelines prescribed by the SIVE. The following system of grades has to be adopted for the purpose of performance appraisal of the students at the end of each module based on continuous evaluation duly giving 30% Weightage on performance in theory and 70% Weightage on performance in On the Job Training [OJT]. Award of Grades and entitled grade points Marks Range 90-100 70-89 Grades A B Sub Ranges 95-100 90-94 85-89 80-84 75-79 70-74 65-69 60-64 55-59 50-54 45-49 40-44 35-39 30-34 25-29 0-24 Grade Points 10 9 8. 5 8 7. 5 7 6. 5 6 5. 5 5 4. 5 4 3. 5 3 2. 5 2 19) 20) 21) 50-69 C 40-49 30-39 0-29 D E F. 7 22) Grade card will be issued for each module after clearing the Theory and On the Job Training [OJT] with ‘D’ or higher grade in the module. Those getting less than ‘D’ grade will not be considered as pass in the module and they will have to repeat the module after taking fresh admission and only those passing in initial module will be eligible to join the next module. DVEO will issue a module completion certificate. After successful completion of entire course, a competency-based certificate will be given by the State Institute of Vocational Education [SIVE] through the DVEO concerned. 23) PLACEMENTS: 24) The Institute taking up Short Term Vocational Courses should take every measure to provide placement to the students by liaison with Business establishments /Industries / other establishments. Institutions should play a major role in placement of the passouts. Placement cell has to be created in the Institution. APPOINTMENT OF FACULTY: 25) The Principal / Correspondent is authorized to engage the teaching faculty. Qualifications for the Teaching Faculty course wise shall be as mentioned in the Annexure II. Sd/- SHASHANK GOEL DIRECTOR OF INTERMEIDATE EDUCATION. 8 ANNEXURE I MINIMUM EDUCATIONAL QUALIFICATION FOR 3 MONTHS [One Module], 6 MONTHS [Two Modules] ONE YEAR COURSES [Three Modules]. Sl. Course No. I. 1 2 3 4 5 6 7 II. 8 9 10 11 12 III. 13 14 15 16 17 18 19 20 21 22 AGRICULTURE: Bee-Keeping [Apiculture] Mushroom Culture Veterinary Compounder Sericulture Assistant Farm Assistant Fisheries Assistant Gardener Training Course BUSINESS COMMERCE: Accountancy Taxation Salesmanship Typewriting English Shorthand COMPUTER SCIENCE COURSES: Web Designing Internet Computer Maintenance M. S. Office Unix C C++ V. B. Oracle VB ASP Oracle with D2K Oracle with DBA DTP Auto CAD One One One One One One One One One One Three Months Three Months Three Months Three Months Three Months Three Months Three Months Three Months Three Months Three Months SSC Failed SSC Failed Intermediate Intermediate Intermediate Intermediate Intermediate Intermediate Intermediate Intermediate Three Three Three Three Three One year One year One year One year One Year Intermediate Intermediate SSC SSC Failed SSC One One Three Three Three Three Two Three Months Three Months One Year One Year One Year One Year Six Months SSC. Failed SSC Failed SSC Failed SSC Failed SSC Failed SSC Failed SSC Failed Module Duration Qualification 9 23 24 25 26 27 28 29 Accounting Package Computer Application Information Technology Hardware Technology Data Entry Multimedia, Graphic Animation Advanced Certificate Course in Computer Application Advanced Certificate Course in Information Technology ENGINEERING TECHNOLOGY: Motor Driving Plastic Technology Auto Electrician Electrician Plumbing Welding Carpentry Building Construction Automobile Engg. Technology Air-Condition Refrigeration Radio TV Technician HOME SCIENCE COURSES: Apparel construction Tie Die, Block, Batik, Screen-printing Computer based fashion designing One One One Three Months Three Months Three Months SSC Failed SSC Failed SSC Failed One Two Two Two Two Two Two Three Three Three Three Three Months Six Months Six Months Six Months. Six Months Six Months Six Months One Year One Year One Year One Year SSC Failed SSC failed SSC failed SSC failed SSC failed SSC failed SSC failed SSC Failed SSC Failed SSC Failed SSC Failed One Two Two Two Two Two Three Three Months Six Months Six Months Six Months Six Months Six Months One Year Intermediate SSC failed SSC failed SSC failed SSC failed SSC failed SSC Failed 30 Three One Year SSC Failed IV. 31 32 33 34 35 36 37 38 39 40 41 V. 42 43 44 10 45 46 47 48 49 50 51 52 53 54 55 VI. 56 57 Soft Toys Flower Making Beautician course Embroidery Zig – Zag Cookery Bakery confectionery Hotel Management Food Preservation Processing Fashion Designing Textile Designing Interior Designing HUMANITIES COURSES: Receptionist Tourism Management Three Three One Year One Year SSC SSC One One One One Two Three Three Three Three Three Three Months Three Months Three Months Three Months Six Months One Year One Year One Year One Year One Year One Year SSC Failed SSC Failed SSC Failed SSC Failed SSC failed SSC Failed SSC Failed SSC Failed SSC Failed SSC Failed SSC Preprimary Teacher Training Three 11 ANNEXURE II QUALIFICATIONS FOR TEACHING FACULTY- COURSE WISE. I. AGRICULTURE 1. Mushroom culture QUALIFICATION. B. Sc. (Agriculture), B. Sc. (Horticulture) with background of plant pathology/ any diploma in concerned course / Certificate Course. M. Sc. (Entomology) / B. Sc. [Agriculture] any diploma in concerned course / Certificate Course. B. V. sc. , /B. Sc (Dairying)/Diploma in concerned course 4. Sericulture Assistant M. Sc. [Sericulture] / M. Sc. [Zoology] / B. Sc. , with Entomology / Diploma in concerned course / Certificate Course. B. Sc [Horticulture]/ B. Sc [Agriculture]/ Diploma in concerned course / Certificate Course. M. Sc (Zoology) with Fisheries and Aquaculture Specialisation/B. FSc / B. Sc with Fisheries. B. Sc Horticulture/M. Sc Agriculture with Two Years experience, B. Sc Horticulture/ Diploma in concerned course /Certificate Course. 2. Bee-Keeping [Apiculture] 3. Veterinary Compounder 5. Farm Assistant 6. Fisheries Assistant 7. Gardener Training Course 12 II. BUSINESS COMMERCE QUALIFICATION M. Com / B. Com. M. Com / B. Com. , with Specialisation in Income Tax M. Com / B. Com. , with P. G. Diploma in Marketing / Salesmanship. Graduation with Type Higher/ Intermediate Office Assistantship Vocational Course. Graduation with Shorthand 8. Accountancy 9. Taxation 10. Salesmanship 11. Typewriting 12. Shorthand III. COMPUTER SCIENCE COURSES 13. Web Designing and Internet QUALIFICATION BCA/MCA/B. Tech/M. Sc Computer Science Any Advanced diploma in concerned subject BCA/MCA/B. Tech/M. Sc Computer Science Any Advanced diploma in concerned subject M. CA/BCA/M. Sc/B. TEC/M. Sc Home Science Any Advanced diploma in concerned subject M. CA/BCA/M. Sc Computer Science/ B. TEC/ Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject 14. Computer Maintenance 15. M. S. Office 16. Unix C and C++ 17. VB and Oracle 13 18. VB and ASP BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. Any Advanced diploma in concerned subject BCA/MCA/M. Sc computer Science/ B. Tech. BCA/MCA/M. Sc computer Science / B. Tech. 19. Oracle with DBA 20. Oracle with D2K 21. DTP 22. Auto CAD 23. Accounting package 24. Computer Application 25. Information Technology 26. Hardware Technology 27. Data Entry 14 28. Multimedia Graphic Animation BCA/MCA/M. Sc Computer Science / B. Tech. 29. Advanced Certificate Course in Computer Application Advanced CertficateCourse in Information Technology M. CA/BCA/M. Sc computer Science/B. Tech/AMIE in CS/BOL C level of DOEA Examation/any advanced diploma in concerned subject. IV. ENGINEERING TECHNOLOGY 31. Motor Driving QUALIFICATION. Diploma in Automobile Engineering, ITI Certificate in motor driving with 3 years experience. Diploma in Mechanical Engineering/ any Certificate in Plastic Technology with 3 years experience in the concerned course. Diploma in Automobile Engineering/ITI Certificate in Auto Electrician Trade with 2 years experience. Diploma in Electrical Engineering/ITI Certificate in Electrician Trade. Diploma in Civil Engineering/ITI Certificate in plumbing with experience. Diploma in Mechanical Engineering/ITI Certificate in welding with 2 years experience. Diploma in Mechanical Engineering/ITI Certificate in carpentry with 3 years experience. 32. Plastic Technology 33. Auto Electrician 34. 35. 36. Electrician Plumbing Welding 37. Carpentry 15 38. Building Construction B. E (Civil)/Diploma in civil Eng. /ITI certificate in the field of Civil Engg. Work/An experienced (10 Years) Mason with experience in Civil Constructions Work. B. E (Mechanical)/ Diploma in Automobile EngITI certificate in the field of Automobile Engg. Work/A 2 Wheeler/ 4 Wheeler Mechanic with 5 years experience. B. E (Mechanical) /Diploma in Mechanical Engg. / A Mechanic in Refrigeration and Air conditioning field with 5 Years experience. B. E (Electronics)/ Diploma in Electronics and Communication/A Radio and TV Mechanic with 5 years experience. QUALIFICATION Any related certificate holders from Setwin/ Women welfare department/ Janasikshana Samsthan/ Intermediate (Voc) with Commercial Garment Design Making. B. Sc. , (Home Science) Textiles and Clothing/ Any related certificate holders from Setwin / Women welfare department/ Janasikshana Samsthan / Vocational lecturer of the concerned subjects. Any D. C. A with degree/ B. C. A / Intermediate (Voc) with Fashion Garment Making Any related certificate holders from Setwin/ Women welfare department/ Janasikshana Samsthan. 39. Automobile Engineering Technology 40. Air-condition Refrigeration 41. Radio TV Technician V. HOME SCEINCE COURSE 42. Apparel constructions 43. Tie Die Block, Batik screen-printing 44. Computer based fashion designing 16 45. Soft toys Flower making. Related certificate holders from Setwin/ Women welfare departments/ Jana Sikshana Samsthan/ Intermediate (Voc) with Creche and Pre School Management course. Any graduate preferable Home Science / any graduate with Diploma certificate in Beauty culture. B. Sc. (Home Science)/Graduate of Hotel Management course/ Senior Cook of reputed hotels Related certificate holders from Setwin/ Women welfare departments/ Jana Sikshana Samsthan. 46. Beautician Course 47. Cookery 48. Bakery and Confectionery B. Sc. with Bakery as one of the subject/ Certificate in Catering Technology/ Diploma in Bakery and Confectionery Related certificate holders from Setwin/ Women welfare departments/ Jana Sikshana Samsthan. 49. Embroidery Zig – Zag B. Sc. [H. Sc] with Diploma in Embroidery / Diploma in Fashion Design or Inter Vocational CGDM Fashion Garment Making with Diploma in Embroidery Fashion Design, Related certificate holders from Setwin/ Women welfare departments/ Jana Sikshana Samsthan. B. Sc (Home Science) in Home Management/ Diploma in House keeping/ two years experience in house keeping in any Institution. B. Sc Home Science in Nutrition/ Diploma in Dietics Nutrition . B. Sc Home Science / Degree with P. G. Diploma, Inter Vocational CGDM Fashion Garment Making. 50. Diploma in Hotel Management 51. Food Preservation Processing 52. Fashion Designing 17 53. Textile Designing B. Sc in textile and clothing /Diploma in Textile Designing with knowledge of computer, Related certificate holders from Setwin/ Women welfare departments/ Jana Sikshana Samsthan. B. Sc in resource Management Consumer Science/Family Resource Management/B. Arch (Interior Design)/ P. G (Interior Design) B. Sc (Interior Design), Related certificate holders from Setwin/ Women welfare departments/ Jana Sikshana Samsthan. B. Sc with child development Family relations/ B. Ed. Candidates / P. G diploma in Early child hood care Education, Intermediate (Voc) with Creche and Pre School Management course. 54. Interior Designing 55. Preprimary Teacher Training VI. 56. 57. HUMANITIES COURSES: Tourism Management Receptionist QUALIFICATION PG in Tourism / PG in Social Science with PG Diploma in Tourism and Travel Any degree with Front Office or Diploma in Hotel Management Or Degree in Hotel Management.

Girlfight and Pumping Iron II :: Film Movies

Girlfight and Pumping Iron II Our society tends to define masculinity and femininity according to rigid gender norms that are learned at young ages. These norms are apparent in language, perceptions, behaviors and pastimes. Since sport is considered a great American pastime, it is a popular realm for the separation of the sexes and the creation of socially defined proper roles for women and men. Sports like bodybuilding and boxing have come to be viewed as masculine because they involve conventionally masculine traits such as strength and aggression. In contrast, sports such as gymnastics and ice-skating have come to be viewed as feminine because they involve conventionally feminine traits such as charm and grace. Thru documenting the lives of female athletes competing in non-traditional sports for their sex, the movies Girlfight and Pumping Iron II reveal certain social and cultural costs and benefits of gender norm defiance. Girlfight portrays the sport of boxing as the savior for a confused, misunderstood and quite angry teenager who is spiraling down a path of self-destruction. Diana Guzman, the protagonist of the movie, finds discipline, self-respect, balance and love in the most unexpected of places- the boxing ring. By competing, and eventually succeeding in a sport that is not generally a welcome endeavor for females, Diana is able to transcend the bitter world outside the boxing ring and feel senses of acceptance, empowerment, pride, confidence, self-fulfillment and accomplishment. Her unconventional success is a form of communication. She shows young women and men everywhere that it is okay to hit or throw, "like a girl", and that beauty can come in many different forms. The same is true for Rachel McLish, Carla Dunlap, Lori Bowen and Bev Francis, the bodybuilders in Pumping Iron II. Their small victories in the gym and on the stage become larger victories in the fight for gender equality. Their biceps bulge out of their bikinis and cry, "We can do it too!" Diana, Rachel, Carla, Lori and Bev serve as strong and powerful feminist role models who believe in themselves and their bodies, defy patriarchy and create rights of passages. However, these females' roads to success are not paved with gold. Diana runs into many macho traditionalists who believe that equality is "crap" and that her energies should be spent elsewhere. Her trainer initially doubts and underestimates her, telling her that, "It is not right. It's dangerous.

An Analysis of Organisational Culture Essay

1 Background of Southwest Airlines Southwest Airlines is a major American airline and pioneer in low-fare air transportation in the world, based in Dallas, Texas. Southwest Airlines is known for its low prices and no-frills service. Based on the U.S. Department of Transportation’s most recent data, Southwest is the nation’s largest carrier in terms of boarding domestic passengers. (Southwest Airlines, 2014) Southwest Airlines was founded in 1967 by Rolling King and Herb Kelleher. It started its operation in 1971 covering intrastate Texas cities, Dallas, Houston and San Antonio. Originally, the airline was only serving Texan cities but few years later, the company has progressively enlarged its service to other American states. Southwest Airlines was able to differentiate themselves from their competitors by offering the lowest prices. At first, many practices of Southwest Airlines had been see as irregular and had been disdain by other airlines. However, it’s Low-cost  strategy has won a great victory in the US especially, when the airline industry suffered difficulties after the terrorist attack. In 2011, the acquisition of Air Tran Airways allowed Southwest Airlines to serve international destinations in five near-international countries. According to the Southwest Airlines’ official report, the airline has nearly 46,000 employees and operates more than 3,400 flights per day. Southwest Airlines has acquired many awards, such as it had been ranked as 18th on the World’s Most Respected Companies by Financial Times (2011) and was given the title; the world’s most admired companies for 20 consecutive years in Fortune’s 2014 list. 2 Induction of The Practice In the United States, Southwest Airlines has been the most successful airline in its industry. This success is largely due to its effective human resource practices, most of which fall under the rubric of employee. A study by Miles, S,J. & Mangold, W,G. (2005), demonstrate an interview with Colleen Barrett, President and Chief Operating Officer of Southwest Airlines that she credited Southwest’s success to its employees. On the hand, In 2008, a large number of companies cut jobs in order to face Global Financial Crisis. However, Dickler, J. (2008) reported that Southwest Airlines is committed to avoiding layoffs at all costs during the recession and employees in the company have never felt that their job is in jeopardy due to the economy. Research by Glassdoor blog (2010) indicated that Southwest Airlines is the best company to work for. Clearly, Southwest Airlines focuses its attention on its employees. Kotter researched the corporate culture and performance (2012) and come to the conclusion that organizational culture has the ability to improve organizational performance and employee job satisfaction. Southwest Airlines demonstrated a perfect performance in terms of corporate culture. Over the years, the company has imposed a strong corporate culture that made the company even stronger. I will apply Schein’s framework to approach practice of Southwest Airlines that the company centers around the relation privileged with its employees and the employee focused culture lead to Southwest Airlines successful. By adapting the Schein framework, we can  approach understanding of the organizational culture of Southwest Airlines. 3 Justification of Framework There are many reasons using Schein’s framework to analyze organizational culture. First, He divided culture into three levels, namely artifacts, values and basic assumptions. These levels are used as a basis for assessing any organizational culture.( Comer, M., n.d.) Therefore the framework can be used to analyze dimensions of organizational culture influence employees in Southwest airline. Second, it is a popular viewpoint be used in many literatures on organization culture. (Sun, S.,2008) Third, Alvesson & Berg, (1992) indicate that the framework having received less criticism. Moreover, Kong, S. H. (2000) and Miles, S,J., Mangold, W,G. (2005) also indicated Schein’s three levels model has capability to combine a number of perspectives in cultural studies. Additional, An onion diagram of organizational culture that developed by Hofstede et al. (1997) is based on Schein’s model. Hofstede divided culture in to four layers that include symbols, heroes, rituals and values. The similarities between both models are focused on the physical assumptions that shape the ideology of culture and lead to the norms and values. However, the model of Schein encompasses more aspects than the model of Hofstede. On the other hand, there are some critiques of Schein model form scholars viewpoints. First, Hatch, M. J. (1993). indicates that Schein’s model is lack of the dynamic role of assumptions and beliefs in creating and changing organizational culture. Second, Tuan, L,T. and Venkatesh, S. (2010) proposed the model developed by martins extend more on the interaction between the organizational sub-systems, the two survival functions, namely the external environment and the internal systems, and the culture dimensions. 4 Explanation of Framework Schein (2004) defined organizational culture as a â€Å"dynamic phenomenon that surrounds us at all times, being constantly enacted and created by our interactions with others and shaped by leadership behavior, and a set of  structures, routines, rules, and norms that guide and constrain behavior†. To fully understand the meaning of culture, he defined organizational culture consists with three levels as represented in Figure. 1 First level of Schein’s model is the most visible indicator of culture that consists of artefacts and creations. Artefacts represent the physical construct of the organization and its social environment and provide a superficial glimpse of an organization’s culture because the true significance or meaning that lies behind their use can be difficult to decipher and interpret.( Pierce J, G. 2004) The surface of a culture can be easily observed from Physical layout of the building, Communication methods, Dress code, social interplay and informal structure. According to Brown, G (2014) Organizational artifacts and creations be split into six characteristics : Norms are the assumptions made by employees following historical evidence as to the normal ways of achieving things in the organization. Language is the way managers speak a business term to subordinates and vice versa is a clear indicator of culture. ( Brown, G. 2014) Symbols used as the way of communicating that associated with culture. Rites demonstrated by the collective interpersonal behavior and values constitute formal or informal culture structures. Myths and stories are narrative based on events that shared among employees and used as a method of communicating core values. Taboos are the indicators of what should not be done in the organization. Those institutionalized artefacts serves as a guide to channel behaviours toward desired behavious that vest fit the value of organizational culture. Figure 1. Model of culture indicating different levels of culture Second level of Schein’s model examines the values and beliefs of the organization. Values provide organizational members with a sense of the moral and ethical codes which shape an organization. Such values and beliefs include trust, effort, basis of reward and honesty; these must be followed through to growth a culture. Schein believed that organizational values are not as apparent as organizational artifacts. However, he states that they do exist at a greater level of awareness than â€Å"basic underlying assumptions,†Ã‚  which he identifies as his third level of cultural manifestation. ( Pierce J, G., 2004) The latest is the most important since as Schein puts it â€Å"Human minds needs cognitive stability and any challenge of a basic assumption will release anxiety and defensiveness†. The third and core level of organizational cultural performance is basic assumptions. These basic assumptions especially from the continuous use of a problem solution that are often so fundamental and repeatedly been successful in the past and has unconsciously been taken for granted. Typical basic assumptions include: the basis on which individuals are respected, the basis of the firms’ ability to compete, the use of involvement and participation and How and whom makes decisions. (Brown, G. 2014) According to Comer, M. ( n.d.), the best way to identify underlying assumptions is through a process meeting where artifacts are listed, values discussed and underlying assumptions are reviewed. Schein’s three levels of the manifestation of organizational culture can be depicted as an iceberg as presented in figure 2, with the most visible level at the top which is artefacts. In the iceberg metaphor, organizational values, are closer to the surface and provide a more accurate assessment of the organization’s culture. However, the true scope of the culture still remains hidden beneath the surface. (Pierce, J, G., 2004) the basic assumptions of an organization’s culture lies beneath the surface and is very difficult to recognized. Figure 2. Iceberg Conceptual Model of Schein’s Three Levels of the Manifestation of Organizational Culture. 5 An Analysis of The Practice In the level of artefacts and creations, these visible indicators cab be observed by employee in the southwest airline and outsiders. The mission of Southwest Airlines is dedicated to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit. (Southwest, 2015) The culture at Southwest Airlines is visible in many ways. Norms are informal ground rules that provide guidelines concerning appropriate and inappropriate behavior in a group. (Calvary, W. 2014) In Southwest Airlines, fun and celebrating are the norm. Southwest Airlines has creating their own language, such as â€Å" passengers are Customers, and love is LUV†. This unusual language style also provides leaders at Southwest Airlines with many opportunities to spread and connect Southwest’s corporate culture together. ( Lauer, C. 2010) Symbols communicate the culture through unspoken messages and mental images held by employees. Logo of Southwest Airlines with a heart, it shows Southwest Airlines’ spirit with love and employees work with fun and humors. Southwest Airlines has had several slogans that have indicated company’s value and caught the attention of customers and employee, such as â€Å"Just Plane Smart† (Southwest Airlines, 1992). This slogan somewhat promotes a sense of humor that Southwest Airlines have always had that approach in an informal way (Organizational Dynamics, 1992). Southwest Airlines created many rites to do with employees. Once employees are hired, they are immediately given a celebration greeting into the company (Tyler, 1998). Through the rite in the Southwest Airlines, it shows the warmth and friendly culture in the company. There are many stories had been share in the Southwest Airlines, such as successful events and failure experiences from employees. Southwest Airlines called the story as LUV Story that enhances the customers’ experience, and that helps employees understand how they should behave in a particular situation The middle level value and beliefs, values are the foundation for an organization’s mission, vision, and defined by different beliefs of the company. The clearer an organization’s shared perceptions and values are defined, the stronger people can associate with its mission and feel a vital  part of it.( Racelis, A ,D., 2009) The core values in the Southwest Airlines are fun loving and spirited. First, Southwest Airlines focus on the situations, issues, or behavior, not on the person. People in the company should find a solution instead of judging others. Second, maintain the self confidence and self-esteem of others. Southwest Airlines offer employees not only the internal training programs, but also provide employees with external training whenever they want to advance their careers. Additional, Southwest Airlines also uses an employee recognition program to reinforce employees, such as President’s Award, Winning Spirit Award and Star of the Month. According to the Southwest report, the company will hold an event called Heroes of the Heart every year on Valentine’s Day. The event takes place at Headquarters in Dallas, where employees with good performance will be awarded by president Colleen Barrett. ( West, R. 2014) People enjoy in it and part of the fun in the party is the surprise when the winning team is announced. The winning Team holds one of the highest honors at Southwest Airlines. Therefore, Southwest Airlines won the hearts and minds of their employees. Deal, T. E., & Key, M. K. (1998) note that Southwest Airlines is a model company in providing both frequent spontaneous praise (acknowledgment) on current behaviors as well as having formal recognition programs which reward past behaviors. Third, to maintain positive relationships with employees, colleagues and managers, Southwest Airlines focuses on a team environment that enables employees embrace their connections with one another. Southwest Airlines has always placed little emphasis on formal organizational company structure, that employees are given authority to make decisions and Supervisors view their subordinates as internal customers who deserve help in doing their jobs better. (Gittell, J. H. 2004) Fourth, fun and love attitude. Southwest Airlines create an environment that combines humor with responsibility. Southwest Airlines places the highest importance in its selection process on employee that hire for attitude that based on their social skills. Employees can use any talents they have in order to entertain the customers as long as  they make them happy. There are many popular videos about the funny safety speech made by Southwest flight attendant that consists of rapping or singing when they present the safety rules such as Hilarious Southwest Airline Safety Presentation that is recently the most popular video on the internet. A relaxed atmosphere at work makes Southwest Airlines’ employees happy and this also keeps customers coming back because they like this style. It shows that having fun in the working environment is an essential value of the company. Fourth, Southwest Airlines holds variety events in many fun loving ways to implicate their value. In 2011, the celebration of 40th Anniversary Southwest Airlines held 40th Anniversary parties at three cities—Dallas, Houston, and San Antonio (Southwest Airlines, 2014). Every year Southwest Airlines hosts a huge Halloween party at its Dallas headquarters (West, R. 2014). The events convey beliefs of the fun and loving culture and made it become a tradition at Southwest Airlines. At the deepest level, basic assumptions are below our awareness. The assumptions that shape the organizational culture can be exposed by observing how employees interact and the decisions they make. Southwest Airlines is noted for operating according to basic assumptions that value employees’ welfare and providing high-quality services. (Qwabe, N. P., n.d.) Southwest Airlines implicates no layoff policy. According to Southwest Airlines’ report (2010), Southwest Airlines offers Employees the freedom to pursue good health, create financial security, travel. Southwest Airlines also has a long tradition of bridging the work divide by seeking to accommodate the needs of families through flexible scheduling and ensuring that managers do not devote too much time to the job at the expense of their families. (Gittell, J. H. 2004) These values and beliefs informs employees of exactly what is expected of them and help them understand the organization. 6 Conclusions Organizational cultures can have multiple impacts on employee performance. Normally, employees work harder to achieve organizational missions if they  immerse themselves in the organizational culture. First, the case of Southwest airlines shows that the company puts its employees in priority that they implement a no layoff policy. Employees feel secure in their job, and enjoy a high level of compensation. In addition, Southwest Airlines sees employees as the greatest assets of the company. Second, Southwest Airlines creates an happiness environment and operate with the concept, love (LUV). Southwest Airlines encourages employees to work with humor and responsibility, that happy working atmosphere not only greatly improve the efficiency of their work but also get recognized by customers. Third, team work is crucial in the company, Southwest treat employees as family member instead of worker. Southwest creates the maximum welfare to employees and returned loyalty from employees. The effect of organizational culture relates to its strength. Organizational culture strength based on how broadly and deeply employees hold the company’s values and basic assumptions. In a strong organizational culture, most employees embrace all beliefs and values that through well-established creations and artefacts, as a result of that those values are difficult to change. Furthermore, strong cultures tend to be long-lasting. (Ojo,O. 2009) According to Sun, shili (2008), a strong culture (one in which beliefs and values are widely shared and strongly held) can also offer many advantages. Southwest creates a strong organizational culture that majority of the people hold the same basic beliefs and values as applies to the organization. The performance of employees improves by strong culture in Southwest Airlines. A strong culture provides Southwest Airlines with immersing everyone in the culture immediately and has awareness of culture. Thereby, every individuals in the Southwest Airlines with shared values that assist employees achieve organizational goals successfully. References Alvesson, M., & Berg, P. O. (1992). Corporate culture and organizational symbolism. Brown, G. (2014, September 30). The learning organisation [PowerPoint slides]. Calvary, W. (2014). Beliefs and Norms [Powerpoint]. Comer, M. (n.d.). Cultural Congruence Model: A framework for examining organizational culture. The Hayes Group International. Corporate-Fact-Sheet. (2014). Retrieved from Southwest Airlines website: http://www.swamedia.com Deal, T. E., & Key, M. K. (1998). Corporate celebration: Play, purpose, and profit at work. San Francisco: Berrett-Koehler Pub. Dickler, J. (2008, December 11). Even in recession, some employers stick to no-layoff policy. CNN. Retrieved from http://money.cnn.com/ Financial times. (2011, October 31). The world’s most respected companies. Financial times. Retrieved from http://www.ft.com Gittell, J. H. (2004). The Southwest Airlines Way: Using the Power of Relationships to Achieve High Performance. Glassdoor. (2014). 50 Best places to work in the US [Web log post]. Retrieved from www.glassdoor.com Hatch, M. J. (1993). The dynamics of organizational culture. Cross-cultural Research, 18(4), 657-693.. Hilarious Southwest Airline Safety Presentation (Open Captions) [Video file]. (2014, June 17). Retrieved from https://www.youtube.com Hofstede, G. (1998). Attitudes, Values and Organizational Culture: Disentangling the Concepts. Organization Studies, 19(3), 477-492. doi:10.1177/017084069801900305 Kong, S. H. (2000). A Discourse on the Roots of Mainland Chinese Organizations. Euro Asia Journal of Management, 21, 105-142. Lauer, C. (2010). Southwest Airlines. Santa Barbara, CA: Greenwood. Miles, S. J., & Mangold, W. G. (2005). Positioning Southwest Airlines through employee branding. Business Horizons, 48, 535-545. doi:10.1016/j.bushor.2005.04.010 Ojo, O. (2009). Impact assessment of corporate culture cn employee job performance. Business Intelligence Journal, 2(2), 388-397. Retrieved from http://www.saycocorporativo.com/ Philips, M. E. (1990). Industry as a Cultural Grouping (Unpublished doctoral dissertation). University of California, Los Angeles. Pierce, J. G. (2004). Organizational Culture and Professionalism: An Assessment of the Professional Culture of the U. S. Army Senior Level Officer Corps (Doctoral diss ertation, The Pennsylvania State University). Qwabe, N. P. (n.d.). Organisational Culture, Innovation and Creativity | Nombali Qwabe – Academia.edu. Retrieved from http://www.academia.edu Racelis, A. D. (2010). Relationship between Employee Perceptions of Corporate Ethics and Organizational Culture: An Exploratory Study. Asia Pacific Management Review, 15(2), 251-260. Retrieved from http://apmr.management.ncku.edu.tw/ Schein, E. (1996). Culture: the missing concept in organisation studies. Administrative Science Quarterly, 41(2), 229-240. Southwest Airlines. (2010). southwestonereport. Retrieved from http://southwestonereport.com Tuan, L. T., & Venkatesh, S. (2010). Organizational culture and technological innovation adoption in private hospitals. International Business Research, 3(3), 144-153. Retrieved from www.ccsenet.org Tyler, K. (1998). Take new employee orientation off the back burner. HRMagazine, 43, 49-57. West, R. (2014, December 19). Flashback Fridays: Halloweens of the Past [Blog of Southwest]. Retrieved from http://www.blogsouthwest.com World’s most admired companies – Fortune. (2014). Retrieved January 5, 2014, from http://fortune.com

Groundwater Pollution - Free Essay Example

Sample details Pages: 3 Words: 1026 Downloads: 4 Date added: 2019/04/15 Category Ecology Essay Level High school Tags: Water Pollutions Essay Did you like this example? Groundwater Pollution Despite being one of the most prominent issues in our world, water pollution is commonly overlooked in our society, particularly groundwater pollution. Even environmental activists can have very little knowledge on how impactful this problem really is, but the fact remains that groundwater pollution is a terrifying reality lurking just beneath our feet. By ignoring this issue, multiple societies hace allowed themselves to pump the pure groundwater full of nitrates and other harmful chemicals. Payal Sampat, a senior researcher at World Watch Institute, puts it best by saying: Numerous studies have tracked the extent to which our increasing demand on water has made it a resource critical to a degree that even gold and oil have never been. Its the most valuable thing on Earth. Yet, ironically, its the thing most consistently overlooked, and most widely used as a final resting place for our waste. And, of course, as contamination spreads, the supplies of usable water get tighter still (Payal). Don’t waste time! Our writers will create an original "Groundwater Pollution" essay for you Create order The biggest questions people have when approaching the topic of groundwater pollution are Why does this matter? and Is it really that bad? These questions can be best answered by the Weldon Springs incident from 1980s. In the 1940s, soldiers would clean off nitrates from TNT in the fields of Weldon. Years later in the 1980s, it was found that nitrates were bubbling up in springs branching out miles away from the site, and was relatively undrinkable due to this. After knowing of this incident and the many others like it, it becomes much easier for people to accept that groundwater pollution is something that should be researched properly. In order to properly delve into the topic, it must first be discussed exactly where the groundwater contaminates come from and how they affect the environment. According to the Environmental Protection Agency (EPA), the top contaminate in groundwater pollution is sewage. It is easy for people to pass over this factor because it is out of our sight. However, sewage systems often are cracked and allow harmful pollutants to mix with the clean groundwater. Jim Davis, a contaminants taxologist who does research for MarineBio, has looked into this topic. He found that a good portion of sanitation plants do not put the water through a filter thorough enough to remove all of the waste and chemicals before it reaches the environment. Davis quotes, According to the EPA, 40 percent of all waterways in the US do not meet national water quality standards, due in large part, to leaking sewer systems (Davis). Another one of the biggest contributors are nitrates. This is because nitrates are elements in many other harmful pollutants such as pesticides and fertilizers. In addition to this, home purification systems do not work to filter out nitrates, and even boiling the water increases their affect. The EPA marks it mostly harmless so long as it is 10mg/L in drinking water, but higher rates have been known to harm infants under six months. Some interesting research comes from S.M. Rhinds academic journal Effects of environmental pollutants on the reproduction and welfare of ruminants. In this journal, Rhind looks into the health risks that come from groundwater pollution. Nitrates that find their way into the earth from pesticides, sewage leaks, and toxic metals, have often been speculated to affect the reproduction system in animals. Rhind proved this theory somewhat true with his experiments on ruminants, or sheep. The nitrates attack the endocrine system, which does play a part in repro duction. However, his experiment also included sewer sludge in the diet of the sheep, and Rhind stresses the need for further, more detailed experiments in the future. He quotes, In these studies, the concentrations of chemicals to which animals were exposed, and the specific mixture of chemicals involved, were not comprehensively defined because this would have been logistically impossible (Rhind). Toxic metals such a lead and barium also play a large role in groundwater pollution. Many of these metals are natural, and in fact healthy to drink, but others can provide serious health risks. Paul Tchnounwou, a researcher for the National Center for Biotechnology Information, NCBI, gives just a few examples of the effects of extended exposure to these toxic metals when he quotes, These metals are systemic toxicants known to induce adverse health effects in humans, including cardiovascular diseases, developmental abnormalities, neurologic and neurobehavioral disorders, diabetes, hearing loss, hematologic and immunologic disorders, and various types of cancer (Tchounwou). Unlike nitrates, toxic metals can be filtered out of water, but it can be expensive and often more beneficial to connect to another source of water. Among these pollutants lies another man-made threat to the quality of groundwater, the depletion of natural aquifers. Aquifers are deposits underground where large bodies of groundwater are stored. With the growing population of humans, society has recently begun to well up this underground water as opposed to only drinking surface water. However, this habit has made groundwater pollution even more prominent in our society. Payal quotes, Unlike rivers, which flush themselves into the oceans, aquifers become sinks for pollutants, decade after decade-thus further diminishing the amount of clean water they can yield for human use (Sampat). After depleting an aquifer in Ludhiana, India, the groundwater became so polluted that the well water was undrinkable. It can take an estimated 1,400 years before it may return to normal. A final question to be asked is How do we fix this issue? It seems as though the first place to start is in the sewage systems and septic tanks. The government funding for these things is severely under what it should be, and in turn results in faulty systems that allow waste to slip through the cracks into what was once drinkable water. The next step would be to stop depleting the natural aquifers for drinking water. Finally, taking the time to test the water supply once a month can be a clear indicator of when the drinking water is unhealthy and in need of treatment. By focusing on slowing down the heavy impact humans have on groundwater pollution, we may be able to make the world a better, healthier place to live.

Income Inequality Between Men and Women - Free Essay Example

Sample details Pages: 6 Words: 1864 Downloads: 10 Date added: 2019/07/01 Category Finance Essay Level High school Topics: Income Inequality Essay Did you like this example? On April 10, 2018, women celebrated Equal Pay Day, which is really nothing to celebrate. Equal Pay Day is the annual day that marks when finally the average womans income has caught up to a mans income. Sadly, it took an additional three months and ten days for women to finally earn what men earned in 2017. Don’t waste time! Our writers will create an original "Income Inequality Between Men and Women" essay for you Create order Women have been set aside from men since day one, and are still trying to catch up. It is usually assumed that women are the ones to do more of the household work and child care, which is one reason why women earn less money in the first place. Back in the 1920s when women were just beginning to enter the workforce, they were automatically paid less than men. In the 1930s women were required to be paid 25% less than men. Women were paid less than men because of what they were known for previously, which is to take care of the house and the children. Women continue to be paid less than men in their chosen profession, simply because of their gender, where they live, or because of events such as maternity leave. This leads to detrimental effects on the livelihood of women and shows the need to eliminate the gender wage gap. In almost every occupation, men get paid more than women, which lead many people to believe that the reason men make more than women is only because of their gender. But in nearly all jobs, average earnings for women are lower than that of men (Hegewisch). It does not seem to matter if the occupation is mostly consisted of men, women, or even an equal amount of both men and women; men still make more money. Even in the most common female occupations such as nurses, elementary school teachers, and administrative assistants, mens median earnings are more than $500 per week than womens (Hegewisch). That $500 difference has a huge impact on women, resulting in them losing thousands of dollars every year. These thousands of dollars could be used in other areas of womens lives, but instead, it is just cut off. Across almost all professions, women earn only 78 cents per dollar as compared to men. This translates into a loss of $10,000 per year, which could pay for 14 more months of child care, 74 more weeks of groceries, and an additional 10 months of rent for the average woman (Jones). Stereotypes for specific jobs clearly play a role. A contributing factor to income inequality is the choice that women make regarding the profession they take interest in. By way of example, it is more likely for men to seek out top jobs in business and or government, resulting in men earning more money. Among physicians, for example, women are more likely than men to choose lower-paid specialties (though this does not explain all of the pay gap among doctors) (MAP). Women, starting as early as high school, need to be encouraged to pursue degrees and professions that are stereotypically male professions. Doing this will help close the gender wage gap and eliminate the stereotypical aspect of different professions, because if women start to join more male dominated professions, more and more women will be encouraged to join them, resulting in employers requiring to equal the incomes between men and women. Another obvious example of the gender pay gap is one of the most popular entertainment sources in the world sports. Men significantly get more money and attention than women. In sports, more likely than not, people like to watch men play more than women. This leads to men getting paid much more money. One of the biggest improvements in the sports world was the passing of Title IX. Title IX is a federal law that states: No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance'(NCAA). Title IX led to colleges being required to give out scholarships to women athletes, further expanding womens professional sports after college. Before Title IX was passed in 1972, there were no athletic scholarships available to women, and no championship games were held for womens sports. Title IX was intended to enforce equal ac cess to womens athletics. But even with these advancements, there is still a huge difference between men and women athletes salaries. The only way to narrow this gap is for sponsors (such as Nike, Gatorade, etc.) and media networks to promote womens sports the same as men, and for the owners of sports teams to pay female athletes more. This will encourage the decrease of the gender wage gap because if the womens professional sports gets more attention, more people will want to watch it and find it more interesting, resulting in the athletes being paid a significantly larger amount than before. Maternity leave is known to be one of the largest causes of the gender pay gap because women lose a significant amount of money from going on maternity leave and often never catch up. When men and women complete school and start working, they are paid almost the same amount of money. But that is before the gender pay gap appears, which significantly increases over their working years. Maternity leave usually occurs when women are in their late 20s and mid-30s. The main issue is that so many women have children, so it has a large effect on many jobs and incomes as, unlike women who are married and have children, unmarried women without children continue on the path to earn almost as much as men, but still lag behind. A stereotype exists that when women return to work after maternity leave, they will put forth less of an effort and will be less focused on advancing their position in the workplace. The research shows that this stereotype leads the employers to think that they need to pa y them less because they think the women will act exactly like their stereotypes; less dedicated, less competent, and less efficient (Hardwick). Many companies in the United States have paid maternity leaves, but not all. However, when women take maternity leave (if their employer does not offer paid leave), they are not only missing out on their income, but they also can miss out on big opportunities, like a promotion. This puts women at a severe disadvantage because they could have had the opportunity to earn more money through a promotion, but they were not able to because of their absence at work. Maternity leave may not seem like it puts women at a major disadvantage, but it does because it lasts much longer than the typical 12 weeks that companies offer. A further detrimental effect of the gender wage gap is the impact it has on the womans family. When a woman has to leave her job for a reason such as maternity leave, she may not get paid. This could mean that the family does not receive any source of income, and when the woman returns to work, she is behind on being eligible for a raise, bonus or promotion. In some states, the gender pay gap is larger than others. The best place for women to work, where the gender pay gap is the lowest, is in Washington D.C. Female workers earn 89.5 cents per every dollar male workers earn. The state that has the biggest gender pay gap is Louisiana, where women earn only 65.5 cents per every dollar a man makes. Other favorable states are New York (86.6 cents) and Florida (84.9 cents) (MAP). Studies do not provide any clear explanations for why different states have different gender pay gaps; however, one explanation could be that major metropolitan cities such as Los Angeles, New York City, and Miami force employers to pay women closer incomes to men to attract and retain good, diverse talent. The varying salaries between states are troubling to those women who work in the states that have a large gender pay gap because they may not earn enough money to have the option of moving to another state. Gender discrimination also plays a large role in many different areas in the workplace, including income. When women are discriminated against by being paid less, this will negatively impact their motivation, productivity and work ethic. Some other significant results of discrimination in the workplace are being denied a promotion, or even a job itself. These types of discrimination against women constantly deepen the divide between men and women, and women have been trying so hard to eliminate that line for a very long time. About eight in ten women (78%) who say they have encountered gender bias at work say a major reason for the difference in pay is that employers treat women differently than men (Chapter 4). For example, people believe that women are paid less than men is because of the myth that women do not negotiate well. The stereotype for women is to just be polite and agree on everything. This stereotype affects how women negotiate and managers hire (Hardwick), which should never be the case. This puts women at a disadvantage because they are afraid to ask for a larger income. Women feel as if they were to try and argue for a larger income, they would be turned down, which is why most women just accept the offer the employers give, resulting in them receiving a lower income than men. In a very telling experiment, a woman was asked to negotiate a salary for herself, and a friend. When she was negotiating for her friend, she asked for the same pay as men. But when she negotiated for herself, she asked for a significant amount less. (Hardwick) This demonstrates that women need to advocate for themselves as strongly as they do for others. Like the passage of Title IX, another attempt is being made to eliminate the gender pay gap. Although it has not been passed into law, the proposed Paycheck Fairness Act would require employers to offer equal pay for equal work. The bill would further punish employers if they are unable to justify why they pay women less than men. Also, the law would offer programs to train women to improve their negotiation skills. Each of these are important components of the Paycheck Fairness Act, but until it is passed, income inequality between men and women will continue on into the foreseeable future. To have a chance at closing the gender pay gap, significant changes must be made by society as a whole. As to maternity leave, sadly, only women can bear children, so it immediately makes it unfair that women have no choice but to lose income and miss out on potential promotions at work. Employers need to make efforts into not holding maternity leave against women in pay and advancement. And laws such as Title IX and the Paycheck Fairness Act (if enacted) force colleges and employers to treat and pay women equally. Additionally, colleges can encourage women to pursue higher paying professions. Hopefully over time, these efforts will be taken into action and women will finally earn as much as men.

The White House Anger And Injustice - 898 Words

Chanque Peart Intro to Literature Analysis Poetry Explication Haytock The White House: Anger and Injustice Claude McKay’s â€Å"The White House† is the author’s way of speaking out against the blatant disregard and denial of his rights as an African American during the period of the Harlem renaissance. McKay demonstrates the importance of not letting your decisions be led by irrational anger because of social injustice, only then will those who chose to deny you, be free from their own ignorance. He utilizes the basic form of a sonnet, fourteen lines with his use of impeccable rhyme scheme. Some poets are known to alter the rhyme scheme to help better relay their overall theme, but McKay decides against it. He presents his poem in a perfect rhyme pattern which also relates to his very straight forward use of a normal metrical pattern which happens to be iambic pentameter in this particular poem. His great use of the basics makes his underlying theme extremely clear, making this easily accessible to and wide variety of audiences. The first two lines â€Å"Your door is shut against my tightened face, and I am sharp as steel with discontent;† (line 1-2) depict McKay’s beginning frustration with the way it had become for African American people. â€Å"The door† that is being closed signifies the lack of opportunities that are given to him because of his race and who he represents in predominately white society. He uses simile â€Å"as sharp as steel with discontent† to emphasize how displeased heShow MoreRelatedRichard Nathaniel Wright s Life1520 Words   |  7 Pagesracial discrimination between whites and blacks, as well as segregation amongst him and his own race. Once he grew older he became a man of many talents such as writing poems, novels, and even short stories. Mostly everything he wrote about was based off things he experienced as a child and teen growing up in Mississippi. 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Mediterranean Diet Other Lifestyle Changes- Myassignmenthelp.Com

Question: Discuss About The Mediterranean Diet And Other Lifestyle Changes? Answer: Introducation The current study discusses the impact of Mediterranean diet and other lifestyle changes in reducing the risk of Coronary Heart Disease (CHD). The Statin drugs have been used in order to control or reduce the levels of cholesterol in the blood of an individual. However as argued by Dalen Devries (2014), debatable results have been obtained regarding the true effects of statin in controlling cholesterol level in the Accounting. Recent studies have also shown that presence of other associated factors such as Atherosclerosis and diabetes is independent of the blood cholesterol level. However, as commented by Salvad Lapetra (2017), the breakings down of red meat in Trimethyl Oxide (TMAO) have been seen to promote the development of defective cardiovascular conditions in humans. However, research and evidences has shown that a practically vegan diet has been seen to promote a positive and healthy functioning of the heart. The mental health practices are based upon risk an assessment and management for the prevention and control of diseases such as schizophrenia and bipolar disorder on the life of an individual. In this respect, the methods are simply based upon the analysis and management of the risks, however, they to fail to measure the positive and negative consequences of such diseases. The Australian mental health system on the other hand is focussed upon provision of a holistic care regimen to the patients seeking care. This is done by providing them mental and emotional counselling, which is based upon self determination and self management principles. As argued by Mamelle et al.(2010),there are still a number of loopholes in the Australian care system. This is because diseases with profound effect on the life of an individual such as Schizophrenia and bipolar need constant management and supervision. However, no particular measure has been adopted by far which will be aimed at the improvement of the same. The article points at the use of statin as prescription drugs for the prevention and control of coronary heart disease. The current studies have shown statin to reduce the risk of heart disease by 30%. On the contrary, the Mediterranean diets have been shown to reduce the risk of statin related heart disease by 70%. Therefore, there have been disputes regrading which conventional mode of medication to be followed. As argued by World Health Organisation (2017), the uses of statin as medicinal drugs have often been found to result in a number of side effects. Some of these include increased risk of diabetes and related cognitive impairment. In my opinion, the sale of statin drugs across the globe signifies that there are still loopholes as the introduction of other similar options. However, i think that adapting to a positive lifestyle change can also bring in a positive effect and can act as a control measure. The global uses of statin have pointed out at the affectivity of the drug in lowering the blood cholesterol level along with reducing the cellular concentration of statin in the blood. However, as commented by Hughes et al. (2015), adapting to holistic care regimen and principles such as resorting to a vegan diet can help achieve the same outcomes without causing any adverse side effects. Therefore, in my opinion use of such an alternative option not only helps in increasing the longevity of a persons life. It also helps in reducing the risk of side effects brought about by constant use of statin. As commented by Kidd et al.(2015), Mediterranean diet have been seen to change gene expression and decrease inflammation through the promotion of healthy microbiota. Therefore, there is a need to bring about recommended changes in the suggested medication. This helps in prevention of the cardiovascular diseases as well as promotion of a holistic health care. References Dalen, J. E., Devries, S. (2014). Diets to prevent coronary heart disease 1957-2013: what have we learned?.The American journal of medicine,127(5), 364-369. Gutirrez-Bedmar, M., Martnez-Gonzlez, M. ., Muoz-Bravo, C., Ruiz-Canela, M., Mariscal, A., Salas-Salvad, J., ... Lapetra, J. (2017). Chromium Exposure and Risk of Cardiovascular Disease in High Cardiovascular Risk Subjects?Nested Case-Control Study in the Prevention With Mediterranean Diet (PREDIMED) Study?.Circulation Journal,81(8), 1183-1190. Hughes, P., Ahmed, N., Winslow, M., Walters, S. J., Collins, K., Noble, B. (2015). 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