Tools and Approaches of Conflict Resolution

myth of cupid and psyche essays

myth of cupid and psyche essays The myth of Cupid and Psyche is recurrent throughout Indo-Aryan cultures, from Scotland to India. The best known version of it is perhaps the Germanic fairy-story Cinderella (Slade 2003). However, the earliest documented version is by Apuleius in his book The Golden Asse (Apuleius 1566). Apuleiuss tale about a man, Lucuis, who gets turned into an ass, includes the myth of Cupid and Psyche as an application of the central theme of the book into the wider realm of mythos. The central theme in both stories is the consequences that come with the attempted satisfaction of curiosity. Bulfinchs version (Bulfinch 1855) is more meant for children and public readers, while Apuleiuss tale is directed towards the elite of society. This is why Bulfinch censored many facts of Apuleiuss story, such as the near death of Cupid by the oil, the murderous Psyche who plots with her sisters to cut off her husbands head, and the tale Psyches sisters tell her about her husband being a great serpent full of deadly poison with a ravenous and gaping throat, (Apuleis 1566) who is waiting for the death of his child so that he can devour both the infant and his wife. Bulfinch tells the tale of Cupid and Psyche much more simpler than Apuleius, while still guarding some of the same themes. A theme emphasized by Apuleius is the growing from a child to a mother, as Psyche did. Cupid and Psych are often portrayed as children by Bulfinch. Cupid, mischievous enough in his own nature (Bulfinch 1855), is described as having golden ringlets and a snow-white neck, characteristic of children. He is a servant still to his mother, and is even described by Psyche as a beautiful youth. There is no mention of Psyches pregnancy in Bulfinchs version until the very end, and it is assumed the child was conceived after her trials were completed. Apuleius, however, describes cupid as rash and hardy, who...

Recovery Hydrogen sulphide from Oil Refinery an enviroeconomic study Essay

Recovery Hydrogen sulphide from Oil Refinery an enviroeconomic study - Essay Example Additionally, the iron sulfide can cause upsets in treating systems and plugging in disposal wells. Aside from its corrosive nature, H2S is also a very toxic and very flammable gas. At low levels, H2S has a "rotten egg" smell. At levels of 100 ppm, H2S will paralyze the olfactory system, making it appear odorless. At levels above 700 ppm, H2S can kill instantly. To add to the threat this creates, H2S is heavier than air, allowing it to creep along the surface where it becomes a potentially life threatening, explosive hazard. Therefore it is extremely important to extract this compound from refineries for safety of humans and expensive machinery. However, Hydrogen Sulphide also has some significant uses. The most important industrial use of hydrogen sulfide is as a source of about 25% of the world production of elemental sulphur. The manufacturing process is based on burning about 1/3 of hydrogen sulfide to sulphur dioxide, then letting the resulting SO2 react with H2S. Other uses are in metallurgy for the preparation of metallic sulfides. It also finds use in preparation of phosphors and oil additives, in separation of metals, removal of metallic impurities, and in organic chemical synthesis. Hydrogen sulfide is also used in nuclear engineering, in the Girdler Sulfide process of manufacturing heavy water. The primary source of H2S is the Desulfovibrio sulfide reducing bacteria (SRB). SRBs reduce naturally occurring sulfate found in oilfield waters to hydrogen sulfide, which in turn reacts with iron to form iron sulfide. They are especially efficient in low-oxygen environments, such as in swamps and standing waters. Some other anaerobic bacteria liberate hydrogen sulfide when they digest sulfur-containing amino acids. Hydrogen Sulphide can be created anywhere where sulphur comes in contact with organic material at high temperatures. Processes for Hydrogen Sulphide recovery The most obvious method to avoid creation of Hydrogen Sulphide is to eliminate the sulphate from water prior to its injection. This can be done by using a nanofiltration membrane which removes all particles greater than one one-thousands of a micron resulting in high quality injection water free of silica and bacterial materials thereby insuring continued injection rates reflective of initial reservoir conditions.This process is very cost effective because it reduces the cost related to sour gas and oil treatment or dedicated "sour safe" pipelines and allows use of less costly metallurgy for the operation due to reduced stress cracking and corrosion. It also reduces the potential for necessary addition equipment on a platform with limited space and weight capacities. Another method for removing Hydrogen Sulphide is by caustic washing. Caustic treating (sweetening) removes all the hydrogen sulphide and convert most of the mercaptans to disulphides. Chlorine is also used to control odor and for H2S control. Continuous chlorination is a widely used and effective method for oxidizing hydrogen sulfide, especially if the water pH is 6.0-8.0. Chlorine is usually administered as sodium hypochlorite, which reacts with sulfide, hydrogen sulfide, and bisulfates to form compounds that do not cause foul taste or odors. Other oxidizing agents besides chlorine can be added to the water to oxidize H2S. These include hydrogen peroxide, potassium

Quantitative data analysis Assignment Example | Topics and Well Written Essays - 750 words

Quantitative data analysis - Assignment Example we also have 44 people in the 2 (v26) (N) and on average, they have 68 V01 with standard deviation of 28.175 v01.the last column shows the two groups Std error mean. Basing on table 2, the p value of Levenes test is .185.In this case, this p value is greater than 0.05 the alpha. Therefore, we will have to use the middle row of the output (‘labeled Equal variances assumed.’).So we will have to assume that the variances are equal and we need to use the middle row of the output. The labeled column ‘‘t’’, provides a calculated t value. In this case the t value is -3.961 assuming equal variance (the sign is ignored for two tailed t test). The labeled column df provides the degree of freedom related with the test. In this case we have 106 degrees of freedom. The labeled column sig (2 –tailed) provides p value related to the t test. In this case, the p value 0.185. The sixth step is to decide if we have to reject the null hypothesis. In this case: If p ≠¤ ÃŽ ± , then reject H0.Therefore,0.185 is not equal or less than 0.05.so we fail to reject the null hypothesis. This means that we failed to observe a difference in the attitude to catalogue shopping between men and women. As shown in table 3, for each dependent variable, the output shows the sample size, minimum, maximum standard deviation, standard error and confidence interval for every independent variable level (quasi) In this case, the p value of 0.520 is greater than the 0.05; we fail to reject the null hypothesis. This means that there is limited evidence that the variances aren’t equal as well as the variance assumption homogeneity may fit. The 2 is the between groups degrees of freedom, 105 is within groups degrees of freedom,0.723 is the F ratio from the F column,0.487 is the p value and 986.098 is within groups mean square estimate of

Honda in Europe Case Study Example | Topics and Well Written Essays - 2250 words

Honda in Europe - Case Study Example The paper tells that the issue of cultural diversity, in regards to international marketing, is of utmost importance. It is, therefore, critical for Honda to treat the culture of each country in its own context. Furthermore, different countries from the European region have different cultural values, which significantly affect their thinking behaviors and actions. Honda appears to have made a grave cultural mistake while designing its global marketing strategy and, therefore, it will be very wise to understand the cultural practices and values of each country and design strategies that resonate the individual’s country’s culture. The poor performance of Honda in Europe has been thought to have resulted from the failure of the company to understand the culture of European countries and instead treating the market as a homogenous block. The differences amongst different European countries have been split between high-context versus low-context cultures – Honda ough t to design its marketing strategies to be in line with these cultural divisions, to enhance acceptability of its products in the respective countries. Ideally, Honda ought to have understood that the kind of advertisement that is suitable for low context cultures is different from that which is suitable for high context cultures. In essence, the advertisement for high-context culture should encompass an embedded approach where the weight is put on the general view and feel instead of providing the literal information.... In conclusion, it is not wise for Honda to market its products the same way in all countries because it is improbable that an advertisement intended for a low-context culture will work in a high-context culture and vice versa. Given that Europe is a multicultural block, Honda should take into account the two cultural segments when designing a market strategy. Is it wise for Honda to market its products the same way in every country? It is not wise for Honda to enter the global market with a similar strategy in every country because, actually, this is the mistake the company committed, in the past, leading to poorly performance in different regions especially in Europe. It is important to pay attention to various political, social and economic forces that influence business in different countries and design strategies that resonates to those factors. These factors are very essential because they are used to define the decisions to take when producing, selling and delivering products a nd services to consumers from different parts of the world. Honda should carefully assess the style, taste, culture and values and believes of its customers from different countries because these factors are essential when designing an international marketing plan. For instance, Honda should apply marketing mix that is unique to individual countries, based on factors such as language barrier, economic circumstances among many others. Socio- economic considerations, technically, are important factors that influence the company’s taxation, transport cost, people’s taste and needs as well as the competition from other companies. From the statistics, Honda is facing stiff competition from different regions, especially the

The Impact of Occupational Segregation on Working Conditions

The Impact of Occupational Segregation on Working Conditions Zoe Stux â€Å"Critically evaluate the claim that occupational segregation in the British workforce leads to lower pay, lower status and increased insecurity among women employees† Occupational segregation finds it roots in the social behaviour of society, by definition this means a separation within job roles by gender. Feminist movements paved the way for women to have equal life styles and occupational choices for women in Britain. Legislation currently in place would lead to the assumption that inequality is not possible in today’s organisations given that there are anti discrimination and equal pay laws to protect the workforce without having to rely on the trade unions. Yet, when considering the effects of direct and indirect discrimination it becomes apparent how an organisation may apply a condition of employment to all employees which can be weighted to affect a large proportion of one gender over another if it is so designed. It is necessary here to demonstrate that current legislation allows some discrimination, for example, a disabled woman requiring a carer to help with personal duties is allowed to state only women can apply. Despite the ab ility to discriminate there is evidence to suggest that equalities within the genders are lessening and women are becoming more present in senior roles, the assumption is that the equality will pass from the top down the chain to affect the gender segregation on a larger scale lessening the increasing levels of discrimination over time. In contrast it could be the divide is not diminishing, and in fact current occupational segregation retains a level of inequality between the genders with regards pay, status and increasing insecurity. Cockburn recently (1991 p123) states â€Å"it will remain a fact of life that women are severely disadvantaged compared to men in their career opportunities†. This evaluation will assess the suggestions that women’s inferior place within the workforce leads to lower levels of pay for the same roles, lower status in general placed on their roles and the increasing insecurity of the roles performed by women whilst critically debating the various viewpoints to look at how the relationship between the employer and employee is introduced and subsequently managed. Whilst considering the view that women are disadvantaged through social constraints, biological constraints and personal choice allowing for the impact in Britain for future generations. As recently as 2004 it is suggested work status is far from equal with most management structures showing primary male domination. However, whilst many companies continue to operate within these male confines there have been an increasing number of women in management roles within recent years breaking the inequality traditions in status. However in line with feminist theories these areas are under represented within the professions and senior management. For those that achieve success on equal grounding it is often the case that women will be required to fit the male value system already established within the organisation, thus suggesting that women may achieve levels of perceived power but the opportunity to make decisions affecting the power will be biased towards the male institutionalised practices already in place. This can translate to a new mind set and change in belief system which for some this can be difficult to adapt to. For those that do not achieve a level of seniority occupations tend to be limited to clerical or secretarial roles and are primarily held as part time (Rose, E (2004) p557). Rose successfully illustrates for a small percentage of the workforce success is possible however for the masses lower status roles are the norm, assuming that these levels of employment are lower down the organisational chain the level of reward will be suitable to the roles therefore less than the male managers. However according to the equal opportunities commission (hereby referred to as EOC) in 2005 there was an average twenty percent difference between the genders in each employment section with regards wages earned on an average hourly rate. Although banking was a much higher rate at forty percent and not included in the average. It could be argued as Rose states above most female roles are primarily part time which would lead to less remuneration and increased insecurity. Although the same study shows dif ferentials between high profile roles which are assumed to be full time with the bias favouring males within these roles. Historically a biological viewpoint was used to control the workforce, and all collective bargaining would have been pursued by the trade unions led by men bargaining for men. Trade unions and workers alike were concerned with controlling wage levels and entry into trade ensuring the skills required by industry were sought after therefore controlling the flow of work and the financial demands that could be made, if women had been able to contribute to these tasks the reward level would have decreased as women were deemed cheap labour. Whilst this would be beneficial to employers who would decrease outgoings and protect profit margin it would be detrimental to the male workforce and unions, illustrating an impact of male trade unionist methods to drive towards male domination in the workplace. Biological theory was used to manipulate society to believe women were not capable of carrying out physical labour as men were; this served the purpose of providing a reason to prevent female pr esence in physical industry and at the same time set a cultural way of thinking. Biological theory argues that men are naturally stronger than women due to the way the body is constructed and this permits men to carry out certain tasks woman can not. Social acceptance of this granted the woman’s place was at home given the childbearing and nurturing ties to the female. In contrast biologically men’s behavior is seen as predatory and aggressive. However, there is the suggestion that roles are culturally determined as opposed to biologically, and the parental relationship cements social development. Children are manipulated by social norms at a young age to reinforce gender differences, for example a girl wears pink and a boy wears blue, a girl is given a doll or a tea set and a boy receives a car or a football. As the child gets older media influence will be introduced through adverts, popular television or movies to reinforce the socially acceptable roles for the genders (Oakley 2005). In support for this idea the functionality of the two genders is underpinned by analysis from several societies which concluded that there were no tasks with the exception of child birth that could be completed by only one of the two genders (Rose 2004). Biological attributes do not restrict women from roles; this was further supported through evidence observed during the Second World War where women were forced to take on men’s roles because of the shortage of people available. Based on this assumption it could be suggested that the divides seen in today’s workplace are intentional on the part of the female workforce who chose not to be equal and accept the pay differences secure in the knowledge that their income is secondary and whilst potentially insecure in the employment world it is not important to the family world and therefore of little consequence. Despite the Second World War the biological view would continue after the war had finished. This swift change in attitude back to the old social norm would prove to be difficult for some women to cope with. The myth that biologically women were incapable was squashed, however the value system that had created social structure before the war was still present with the men who returned therefore the social constraints were restored. However, the awareness of women being physically capable was a reality for society to develop and accept it was social and cultural beliefs that stopped women from working. There became an understanding that a reserve army of labour could be called on when required by policy makers and employers alike to achieve common goals, exploiting women into the workplace when it suited those in control. Male perception did not change and work was seen as a secondary focus to family, this created a vacuum where women were manipulated by others to conform to social rul es. It would appear modern society has not moved on that much, according to the equal opportunities commission in 2006, sixty seven percent of the female population of working age were in employment verses seventy eight percent of men under the same criteria, this would fit within social assumptions today where to a certain degree women remain primary family carers. Interestingly this research quantifies that forty three percent of women working were in part time employment whilst only eight percent of the men fulfilled part time roles, this would support the assumption that men remain the primary breadwinners in mass society. Purcell (2000) explains that from the 1980s changes have been seen within British society, until the 1980s women were active in the workplace until the birth of their first child, when they would remain inactive until school age or another child was born and the cycle would repeat. However by the end of the 1980s two thirds of mothers were active within the wo rkplace and approximately half of these returned to work within nine months utilising family and childcare options. Therefore gender changes and opinions within society have been demonstrated resulting in the counter argument for the gender nurturing social arguments demonstrated earlier. In contrast there is also the view that Britain’s economic climate has dictated these levels of work as increasingly families need to draw two wages in order to cover the high cost of living which is not relative to the rises seen in salaries. Supporting the view of exploitation further is the investigation of the reserve army of labour which proves to be beneficial to industries. The foundation of this idea is in Marxist explanations, suggesting that capitalism required a secondary outlay of potential recruits who could be relied on in times of both economic recession and boom to provide a flow of supply and demand in terms of workforce. This is essentially a flexible workforce with few rights and therefore the inability to make demands on the employer, whilst the employer has the right to reduce wages and increase the rate and extent of the worker exploitation at will. This is extreme and in today’s society would be tapered to meet legislation and social standards, although this does not necessarily mean the exploitation has ended, it has simply taken a different guise. In their book Women in Britain today (1986) Beechey and Whitelegg conclude that women would be less able to resist redundancy due to lack of trade union representation and their lower financial value within the workplace which makes them a high risk to increasing insecurity. However this study is dated and whilst in some areas trade union representation is valid this is not the case across mass private industry. Beechey and Whitelegg go on to suggest women are more likely to accept work at a lower rate than a male counterpart given they will not be aggressive and negotiate, and from a political viewpoint unemployed women are less likely to register unemployed as with primary incomes from their husbands they would not be eligible for benefits, thus supporting the claim that the segregation between the two genders within the workplace leads to insecurity for women. However in contrast to the insecurity being suggested this theory would imply when Britain went through a recession in the 20th Century the part time and flexible lower paid workforce would have been the first to suffer, yet this was not the case. The answer to this would be, for the same reason the reserve army of labour was considered a good idea, when in recession the primary function is to save long term financial plans, therefore making commercial sense to retain the cheaper labour on the workforce inadvertently providing incre ased security during times of recession and economic crisis. There is mass evidence to support the perception that management and trade unions perceive female workers to have a lower commitment to paid work. It is largely these ideals which populate within the labour markets of today, showing women to be secondary to their male counterparts, exploited at will, to control the labour markets and placed in insecure roles because they are not valued (Purcell 2000 p133).This is also supported by Homans (1987 cited in Rose 2004) where interview techniques were questioned when direct discrimination was uncovered and the reasons provided illustrated the view that women will project a lack of commitment to the role, either requiring time off to have a family or caring for an existing family. In contrast Rose (2004) establishes that although the majority of organizations have been traditionally dominated by men, there are a percentage of female senior managers pulling through to powerful positions and this appears to be increasing. In 1991 nine percent of the total women surveyed represented a small number of executive managers and directors. However in 1998 this increased to eighteen percent and four percent of these were director level. On the other hand in 2001 the number dropped to nine percent, although this figure did not include executive directors, therefore there is no like for like comparison making analysis difficult to draw conclusions from. It may be the changing social climates of the late 20th and early 21st Centuries have led to this change in female presence. With a change in social attitudes it is possible to see both genders have been suppressed with women missing the workplace opportunities and men increasingly missing family life. A movement in social acceptance can now see men remain at home while the woman goes out to work reversing the traditional roles. However whilst changes to social thinking are beginning there is the suggestion that the perception of women in power is a false one, despite the movements into senior roles the movements come from organisational restructure, changing job titles and removing levels of management to make opportunities less. Therefore the reality does not translate to total equality as power would be cascaded back up the chain towards the men. It would appear the opportunities for development and progression become stifled and the female workforce are only able to reach a particular point in the structure before they hit the ‘glass ceiling’ and their progression is halted. The lack of development in many cases appears to be attributed to women taking time off to have families, the assumption then is that by the time they return to work priorities have changed and long unsociable hours are a problem, leading to static working practices and fewer women successfully climbing the ladder. It appears industry is asking women to make a choice between motherhood and career but not working to aid the two in working side by side. Kirton and Greene (2001 p46) appear to agree, women have to make a choice, they place women at a disadvantage in the workplace due to less experience, lack of training and education compared to male counterparts. However they go on to suggest there are two counter points that can have a positive effect on a woman’s career; by working uninterrupted without family breaks it demonstrates commitment combined with the ability to project a long term ambition through working steadily and when required including late nights. Given that not all women will want to start a family these restrictions will not apply to all, however the statistics seem to indicate these are the minority of women or in exceptional cases women will have both and make sacrifices within the family to return to work with the aid of a non work support network of family and frie nds or childcare. Although the EOC statistics show a high percentage of female workers in part time employment it remains that over half the employed women surveyed were working in full time roles. Sly et al (1998) relate education and occupational qualifications as key to the success of women with the workplace. In 1997 eighty six percent of women qualified from A Level or above were economically active whereas fifty two percent of those with no formal qualifications were inactive. On the other hand both full and part time roles primarily fall within the clerical, secretarial, service and sales areas of the employment sphere as a total out of this collective group over sixty percent of the workforce were women. For the same exercise with the male workforce related to roles such as managers, administrators, craft, plant and machine operators, the statistics accounted for sixty percent of the male working population reinforcing the gender prejudice. Although there will always be a gender differential b etween traditional industries such as construction, manufacturing, education and public health despite drives to change these dynamics, it is worth noting the most recent study in 2006 states that women’s employment has increased seventy percent since 1975, yet in contrast fifty seven percent of women use either part time, flexible working time or home working in order to meet family commitments as well as complete the economic requirements of a day job supporting the theory that gender segregation leads to lower status and increased insecurity for women. Discrimination with the workplace would appear to be subtle and careful. By definition organizational segregation is the separation of the two genders within the workplace environment. However within this concept there are two styles to be considered. Horizontal segregation, where the workforce is primarily one specific gender, for example, within the construction industry men make up ninety percent of the entire workforce as detailed on the labour force survey for 2006 October to December, this can be attributed to the strong male social values within the industry. In comparison the same survey shows public admin, education and health is primarily a female sector role with women accounting for seventy percent of the total. However what are not evident are the levels employed by women and how the senior managers are gender split. Alternatively, there is also vertical segregation, where the opportunity for career progression is tapered to a particular gender. The implication with vertical segregation is that women would be affected given that it is women who are less likely to fulfil roles within management or senior executive posts. Liff ((1995) p476) suggests that the reason women fail to make the career progression which causes vertical segregation can be found in the division of labour within social confines. A manager is expected to work long hours and within this principle lays the issue, as British women whether working or not are still expected to carry out the same level of domestic duties for the family resulting in the inability to work late often which is suggested makes women unsuitable for progression to management and senior executive levels therefore reducing them to flexible part time roles with low pay and less security than management positions. Within the two types of segregation the workforce is split further, two sections primary and secondary, otherwise termed dual labour markets. The primary labour market is attributed to high pay, excellent working conditions, favourable promotional prospects and job security, secondary sector workers are disposable and easily replaced and transferring between the two markets is difficult either within the same or different organisations. Rose (2004), states that women are the primary of the two genders to appear in the secondary category, due to their low status in society and tendency to not belong to a trade union. However in contrast to the dual labour theory there are limitations not considered, workers within the textile industry where the job roles are similar whether primary or secondary still see a pay discrimination due to gender, the theory also fails to take into account the moving social scales of today’s society which sees many women in primary roles but in areas w here women see a high percentage of employment, for example, public health care and education. The 2006 EOC study for 2005 illustrates within the high paid jobs category, the gender gaps on four areas have a close to equal split however the other six areas show large discrepancies suggesting primarily male management. What is difficult to ascertain from the research on the areas of wide discrepancy gender split are the number of women who have chosen to work within limited roles with limited responsibilities due to family commitments verses the number of women forced into these roles because of the male constructed value system dictating they are inferior to the role of management. From the 1970s work ethics changed to reflect an increasingly flexible work pattern. Consumer society expected faster and quicker trends to be available to them resulting in the change of work ethic hence seen. The 1970’s saw a requirement for flexible low income workers to manage the production lines based on the changes from Fordism production. The reserve army of labour would become ideally suited for this and naturally this comprised of women. Loveridge and Mok (1996 cited in Mullins p165) confirm that women encompass an ‘out-group’ which makes the basis of an industrial reserve pool providing additional labour when required by society. However there is the suggestion that in the 1970s this was not a forced choice for women but one entered into willingly, although the family remained the primary concern there was also increasing financial pressures as social movements changed. Hakim (1998) supports this and suggests that there are three types of women who choose their preferences about home and work. There is a home centred attitude which prefers a home life to a work environment, a work centred view which for some are childless but have a strong commitment to their work and finally the adaptive who want a little of both but do not want to commit to a career. Hakim also suggested that with regards to a woman’s qualification there was a correlation between them marrying men with a higher qualification than their own thus leading to the assumption that they would rely on this as a primary income therefore resulting in family becoming the primary focus. This would indicate that it is not viable to apply the same theory to all women as there are differing personal choices within these statistics which can not be quantified. In contrast to Hakim, Crompton et al (1999) argue that it is the structure of the labour market which moulds the individuals career, suggesting men will turn to traditional male jobs whilst women will opt for traditional female roles reinforcing male roles as aggressive and physical whilst female roles are caring and nurturing, strengthening the structures that produce the gender differences which in turn make it difficult for those within the confines to pursue a career not stereotypically for their own gender. Thus, supporting the suggestion that women continue to be subjected to discrimination, which provides them with disadvantages within the employment relationship including, lower pay, lower status and power and greater insecurity. Employment relationships have undoubtly changed over recent years along with social belief systems and the relationship between the two is intensely fused. There is no denying that women have more freedom within the workplace in today’s society, although there are still constraints to this freedom it is progress none the less. However it would appear these freedoms come with painful choices to be made; in the cold light of day reality will push to suggest it is not possible to have it all. Women with children will require a degree of flexibility in order to enjoy their families, however this does not have to mean choosing lower status, part time, insecure employment at the expense of high profile full time management roles however the support needed from colleagues and family is greater than those who do chose to not work full time, although the balance is possible to obtain. It has taken nearly three decades to make the small improvements seen since the 1970s, if this is followed through to the natural conclusion those with the power now can influence others performing up the ranks within the labour market and as such in another thirty years there should be considerable improvements on where we are today. Attitudes and beliefs take time to change and as it would appear to be the social constraints of attitude that find us in a gender segregation of the workforce it stands to reason that these differences will lessen as attitudes change. There is always the risk that as we see poor political decisions made affecting social policy there will be a reversal of attitudes. However with the economy balancing precariously it is necessary in many cases for both men and women to work full time and aspire to be the best of their field and maximise their potential in order to provide for themselves and their families providing a stable economic background. With regards the claim that occupational segregation leads to lower pay there is some truth to this – what is difficult to assess is the level those are accepted by women and the level they are forced. It is not quantified how many women within the workforce challenged their wage to be equal to that of men. Although lower status compared to male counterparts is at present unfortunate as social policies change and those women there now cascade down to others there is the opportunity to improve these rates and become level within the management and decision making roles. Increased insecurity is difficult to define as by its nature it implies that the insecurity is becoming worse. However in order to understand this it is necessary to understand how the workforce feels about this. The assumption that women’s roles are secondary to that of their husbands would indicate there is no insecurity as his salary would form the main income. However this does not take into account w omen who are the sole breadwinner and in some cases have a family to bring up. Where it could be argued that the inequality in pay and status is in fact advantageous as should cut backs be necessary the lower incomes will survive over the higher levels which make a bigger financial impact on the profit and loss accounts. In general it would appear there remains discrimination and prejudice towards women in the labour market which manifests through lower salaries and status however progress has been made and will continue to be made in order to abolish these unjust differences. There is a requirement needed to understand the assumptions on gender differences by senior managers of today. When designing policy it is becoming ever more important to offer individualism and flexibility as opposed to static terms and conditions. By understanding the diversity within the workforce there will derive an understanding of how to motive the team and therefore produce exceptional results which of course is the aim of all good Chief Executives. Bibliography Rose ED (2004) Employment Relations 2nd Edition, FT Prentice Hall Liff S (1995) Industrial Relations Theory and Practice in Britain, Blackwell Business Hollinshead G, Nicholls P, Tailby S (2000) Employee Relations, FT Pitman Publishing Oakley A (2005), Gender Women and Social Science, Policy Press Beechey V, Whitelegg E (1986) Women in Britain Today, Open University Press Mullins LJ (1996) Management and Organisational Behaviour 4th Edition, Pitman Publishing Kirton G, Greene AM (2000) The Dynamics of Managing Diversity: A Critical Approach, Oxford Butterworth Heinemann Crompton R, Harris F (1999) Attitudes, Womens Employment, and the Changing  Domestic Division of Labour: A Cross-National Analysis, Oxford University Press. Purcell K (2000) Gendered Employment Insecurity, London Routledge Ledwith S, Colgan F (1996) Women in Organizations, Macmillan Business Hakim C (1998) Developing a Sociology for the Twenty-First Century: Preference Theory, British Journal of Sociology, 49(1), 137-143. Colgan F, Ledwith S (2002) Gender and Diversity: Reshaping Union Democracy, Employee Relations, 24(2), 167-189 Grimshaw D, Whitehouse G, Zetlin D (2001) Changing Pay Systems Occupational Concentration and the Gender Pay Gap, Industrial Relations, 32(3), 209-229 Hogue K, Noon M (2004) Equal Opportunities Policy and Practice in Britain in Work Employment and Society, 18(3) 481-506 Equal Opportunities Commission (August 2007) Facts about Men and Women 2006; http://www.eoc.org.uk/pdf/facts_about_GB_2006.pdf Communities and Local Government Labour Force Survey (August 2007) Tackling Occupational Segregation Fact Sheet; http://www.womenandequalityunit.gov.uk

Movie - Philadelphia :: essays research papers

In the movie Philadelphia a lawyer named Joe miller takes a heroic journey. His journey is taking a case dealing with an Aids patience that is working in a distinguished law firm . Andrew Beckon is wrongfully accused of losing an important document regarding an important cort case. To make the call of this hero more interesting, he has a personal problem with homosexual behaver . Also , he has to deal with society ‘s mindset on gays. Joe turns down the call at first, but then receives it after realizing that, Andrew Beckon has no one else. Next, in the hero’s journey Joe goes though the "jumping off point" of his journey. He is interfaced between the know, that Andrew Becker was fired from his job at the law firm. Also, The unknown why was he fired from a well-known law firm after being called " One Of the best", by the head director. Joe Miller is faced with finding the facts, mainly about why was this "promising" lawyer without a job? Was the firing of Andrew Beckon because he was an active homosexual with Aids? This being one of the biggest struggles taken by this hero? Now, In this case Joe faces many challenges. One: being how people really feel about homosexuals. The second: proving to the journey that sex preference does not hold an individual working ability . The Third challenge, being up against highly trained layers being accused of firing aid patience. The forth challenge dealing with, finding out why Andrew was really fired. Though the Joe’s whole journey there are two helpers. One Andrew Beckon himself , is aware of what other law firms reactions are to aids patience working for them. The other being Joe’s wife making him aware of whom in their family is homosexual. With both of them influencing this hero, Joe is shown that some things are really are an important risk.He is just learnig that not everyone thinks his way( Man and woman). Now at this point in the movie Philadelphia Joe ungues the abyss. He is faced with the greatest challenge of his whole journey. Can he win this case before Andrew passes on? Also, do homosexuals really make people more or less of a person? He cannot take any more challenges until he looks though himself to find the answers to defend Andrew. Joe Miller encounters a drastic change in the way he thinks and views about homosexuals; after going though the case. In the beginnings of his quest Joe is afraid to even touch Andrew. Now he is like a brother to him, part of the family in a sense. He now seems to look at homosexuals in a

The Inhabited Woman

The novel, classified as a semi-biographical one, is the author's first bestselling novel. It can be considered as a contemporary classic. In fact, Randall (2004) reiterated, â€Å"The Inhabited Woman grabs us from two unexpected directions: its consciousness of the centrality of woman in struggle, and its retrieval of the cycles of birth and rebirth which are such an important part of indigenous cosmology† (Forward, p. 6). On the one hand, throughout the novel, Lavinia (one of the main characters) struggles with being a business-minded woman in an architectural industry composed primary of men.The plight a woman’s struggle first took shape in Chapter One when a battle was referred to as the roots of a tree of which the writer entered into through its circulatory system (Belli, 2004, p. 7). As with any circulatory system, there must be a constant blood flow that helps all the parts function properly. If the blood flow is interrupted, then problems begin to arise. Thus, the other hand, the roots of the tree must be healed in order to make the system work. Hence, the writer refers to time spent in Europe (Bologna) as a place where Lavinia’s artistic nature was tame.However, she had left that place to have opportunities to showcase her innovative side (Belli, 2004). The parallelism between the protagonist, Lavinia, and the author is striking and obvious. Both women are well-educated members of the upper class who were raised in a world of political turmoil. Significantly, they have a choice of not paying attention to the glass ceiling that these politics entail or allowing it to be their ruin. Both women choose a life far from the one of limited opportunities and poverty.Instead, the women pursue a life of luxury, education, and continuous learning. In order to acquire a true reflection of how Gioconda and Lavinia were alike, their lives must be examined. Gioconda lived a comfortable, protected and sheltered life. She was educated in the best of schools as well as given a sheltered life away from bullets and bombs. Gioconda was also loved and nurtured by her parents. Later on, Gioconda joined the Sandinista movement. Sadly, this took her away from luxurious living and eventually forced her to be exiled in Mexico in 1975 (Wikipedia, 2008).Lavinia, similar to Gioconda, lived a sheltered life until she joined the revolution and fell in love with a war hero. Over the years, countries around the world have been in constant struggle to gain a free government; a democratic government free from dictators and tyrants. Many books have been written about this topic. Few books have focused on the author’s feminist struggle for freedom and democracy, and in the process, a struggle for self identity and self worth. As Lavinia’s journey through a life of opportunities begins, she goes to a job interview.It is a typical interview symbolic of a male’s ego and testosterone. Julian sees Lavinia as a woman that can expl ain architecture blueprints in simple terms but as a sex symbol, all the same (Belli, 2004, pp. 13-17). Lavinia’s goal was to prove she had a great deal of knowledge of architecture and could succeed on her own merits. Thus, although she thought of men and sex throughout the book, Lavinia predetermined that marriage, for her, would be placing limitations on one’s self—unless, of course, the right man came along (Belli, 2004, p.22). Nevertheless, the fact remains that the novel was full of sexual context. One example is an office romance that was present in the early stages of the book. A man and a woman were having sex openly, as if they were wild animals. Belli (2004) wrote, â€Å"I know only that they make love to each other like healthy animals, without garments or inhabitants. ’ ‘That is how our people loved before the strange god of the Spaniards forbade them the pleasures of loving’† (p. 41).Despite being forbidden of this fruit by a god, as in the holy bible when Adam and Eve were forbidden of eating from the tree of good and evil by the Lord (Genesis, King James Version), one can say that Lavinia’s people had disobeyed a god. As a result of this disobedience, (Adam and Eve) they were forced to go forth out of their comfort zone and learn how to live on their own (Genesis, KJV). Thus, just as Adam and Eve had to learn (as children do from their parents), so were many lessons taught in the novel.In one incidence, while Lavinia was watching one of her sex partner’s named Felipe sleep peacefully, she referred to him as a child (Belli, 2004, p. 42). This is important because Lavinia thought of her seeds as the seeds of oranges that are capable of falling on good soil and bearing fruit (children). She also considered the Earth as an orange because it is round and flat. Yet, symbolism used to compare child bearing to orange trees blossoming is of extreme value because Lavinia mentioned Ute, the wom an who taught Felipe to love.In fact, Lavinia indicated that Felipe considered Ute as the â€Å"Mother and lover in one woman†¦Ã¢â‚¬  (Belli, 2004, p. 47). Thus, just as an orange tree must bear forth fruit that produces a continuous cycle of orange trees, so must women bear forth children who will, in turn, grow up to replenish the Earth. Another reason why much symbolism exists in the novel is because of the realism. Lavinia read a book that â€Å"†¦said that Jules Verne had never left France, and yet he had still managed to reach the moon with his imagination and predict many of humanity’s deeds and discoveries† (Belli, 2004, p. 55).This is what Lavinia desired out of life. Consequently, the mind (or imagination) can open up doors to endless opportunities and countless lessons. Unlike the body which comes to a closure upon death, due to the mind, legacies can live on. Lavinia’s grandfather tapped into this concept as he gave Lavinia some final wor ds that included â€Å"†¦Now that I am nearing Omega, I leave you this legacy: nothing that is done in the name of universal culture is ever a waste†¦Ã¢â‚¬  (Belli, 2004, p. 56). Thus, through these words Lavinia was taught that no matter what the struggle or the triumph, a lesson is available to be learned.Yet, the reader can learn from the symbolisms that exist in the novel. One such lesson came as Lavinia’s grandfather died on New Year’s Eve by sneezing to death (Belli, 2004, p. 56). Just as her grandfather had talked about Alpha and Omega (the beginning and the end), the lesson here is that just as one year comes to an end, another one begins. Although Lavinia’s grandfather died out, history still lived on through his granddaughter. That history included Lavinia coming in contact with members of the National Liberation Movement (NLM) that showed up at her door one day, wounded.It is a history that also includes Lavinia referring to her admiration of Che Guevara of Italy, her grandfather’s fascination with Fidel Castro and the ideal of revolution, and even the NLM members’ being referenced to tropical Quixotes by Lavinia (Belli, 2004, p. 71). Yet, the reality of all lessons is that there are often harsh ones to be learned. Lavinia had to witness the same people she had helped (two men and one young woman) bodies being shown as bloody and dead in the paper when she returned to work.Just to not be discovered as a helper to these individuals, Lavinia had to tell a lie to a co-worker in regards to which of the men was Fermin (Belli, 2004). Just before the book takes a turn where Lavinia changes from that lively woman with endless opportunities to do anything or be anything in life, she manages to sum of what the reader considers as the main theme of the book: Man with his deeds can change features, appearances: he can sow or cut down trees, change the course of rivers, make those huge dark roads that trace snaking paths along the earth.But he cannot move volcanoes, life up the canyons, interfere in the dome of the heavens, prevent the formation of the clouds, change the position of the sun or the moon. (Belli, 2004l, p. 85) This exert is symbolic of how since the beginning of time man-kind has altered things. In the bible when the City of Babel was being built were the people wanted to come together and build a tower to heaven, rather than use stones that were already made by God, man created bricks for building (Genesis 11:1-9, KJV).Yet, man-kind had been told to fill the earth. Since they would not do it themselves, the Lord sent angels to scramble their languages and force them to do so (Genesis, KJV). Due to the fact man-kind sowed a bad seed, there are many languages today and the reason why there are many wars. In the bible, when the City of Babel was being built, God realized that man-kind would not think there was anything they could not do if they were to succeed at this.So, God had to take action against it (Genesis 11:1-9, KJV). Throughout the novel, no matter what happened, Lavinia could always use her imagination to make things as she wanted to. However, no matter what, it did not change the fact she went from being the leader of her own life to being lead (by Sebastian and Lorenzo) and then to even turning to God for instruction. Due to these factors, one might consider Lavinia as putting profession first, politics second and religion last.In this scenario, Lavinia encountered the struggle of woman to find their place in the world—a struggle that often finds woman having to pay the ultimate price of disobedience. References Belli, G. (2004). The Inhabited Woman. Madison, Wisconsin: University of Wisconsin Press. Randall, M. (2004, Spring). The Inhabited Woman: Foreward. (Contributor). Madison, Wisconsin: University of Wisconsin Press. Wikipedia. (2008, February 13). Gioconda Belli. Retrieved March 23, 2008, from website: http://en. wikipedia. org/wi ki/Gioconda_Belli

Bureaucracies and Interest Groups in a Democratic Society

Bureaucracies and Interest Groups in a Democratic Society Ever since our founding fathers first signed the Declaration of Independence and wrote up the Constitution, they had plans for the United States of America to be a representative democracy. That is, we elect public officials based on their platforms to serve as leaders and to make important decisions for our country. But, like most other democratic nations around the world, the elected officials such as congress are bogged down with so many problems that they cannot function without a little help. Because of the many problems Congress must face, they create agencies that are assigned specific jobs or missions and then are given certain powers to complete these jobs. These agencies are known as bureaucracies. Some people argue that these bureaucracies and high ranking elected officials, such as the president, are becoming far too powerful in their position. They say that there is nothing in place to slow down or stop some of the decisions they make.English: View of Capitol Hill from t he U.S. Suprem...Other people believe that they are limited in their actions by political and electoral pressures. I believe that there is an adequate system of checks and balances in place to limit these political positions and groups from becoming too powerful. I think that each level of government does not let the other one obtain too much power. Other factors such as interest groups, voter opinion, and internal conflicts among themselves, all seem to limit their power in government as well.A main source of limitation placed on all elected officials and bureaucracies are interest groups. An interest group can be defined as a private organization that tries to shape public policy. (p.184) They try to influence and pressure these public officials to get what they want. Many people believe that interest groups are usually out for themselves and are not concerned about...

Picking Up Where You Left Off By Earning An Online Degree Essay Example

Picking Up Where You Left Off By Earning An Online Degree Essay Example Picking Up Where You Left Off By Earning An Online Degree Essay Picking Up Where You Left Off By Earning An Online Degree Essay Not everything happens in life exactly how we picture that it will; in fact most things do not happen as we pictured them. Such is the complexity of life and our ability to enjoy it; if we are somehow able to go along for the ride and adjust accordingly than we may suffer far less disappointment. That does not mean, however, that it is necessary to simply give up our dreams. While dreams may be derailed at times, sometimes they are worth pursuing again in the future. Such is often the case with earning a college degree. While some of us went straight to college and finished our degree in four years – even going on to earn graduate degrees – there are those of us who never made it and left school without earning their degree. Life circumstances may have been such that the pursuit of such a degree was a low priority in the face of other opportunities, financial hardships, or life changes. But for a great many students who left school without that degree in hand, the desire to achieve it never really goes away. And perhaps they revisit the idea somewhere down the road – for personal accomplishment, to further a career, or to begin a new profession. What these students may find is that the opportunities for higher education have changed in the way of online degree programs offered for non-traditional students. In fact, many universities and colleges – bolstered by the availability and popularity of the Internet – offer online degree programs today, so that students can earn their degree without taking a leave of absence from their jobs – or their lives.

John Wayne Gacy Murder Trial Essay Example | Topics and Well Written Essays - 750 words

John Wayne Gacy Murder Trial - Essay Example Repetitive patterns were evident in his criminal acts. John Gacy’s criminality and psychopathy did not arise from nothing; possibly, there are development issues and life experiences that would have caused them. John Wayne Gacy Murder Trial Introduction John Wayne Gacy was an American who was convicted for murder and sexual assaults. Evidence indicated that between 1972 and 1978, he murdered and sexually assaulted at least 33 young men and teenage boys. Due to his serial killing he earned the tag â€Å"Killer Clown†. Also, evidence indicates that the defendant was living a double life; that of committing murders and that of engaging in political and charitable activities. Murder trials show that he was convicted of more murders than any other person in the American history. Based upon this historic murder trial, therefore, this paper will analyze the case and document and respond to a number of issues relating to the case (Mendenhall, 1996). Specific psychological chara cteristics and patterns that might be inferred about the individual Since the offences that the defendant committed were â€Å"unusual†, it is important to understand the specific psychological characteristics and patterns that might be inferred about him. The testimony that was made during the trial indicated that Gacy had psychological characteristics and patterns that to a greater extent depicted his atrocious actions. Those who worked for him testified that he was violent and in most cases showed intention to commit sexual assaults; actually, they testified that they had survived sexual and violent encounters with him (Amirante and Broderick, 2011). Friends, family and his former employees also testified that Gacy had mood swings and was â€Å"awfully tricky†, a trait he used to succeed in handcuffing them. Most of the sixty witnesses who testified during trial took notice of these characteristics and patterns. Since such characteristics are often associated with t he insane, this was not the case with Gacy as psychologists had confirmed that he was sane, and he committed the offences while in sound mind. Psychologists and medical experts who testified for the defense agreed that he was very intelligent and generous. However, they also noted that he was schizophrenic; that is, he had antisocial behaviors or suffered from manifold personality disorder (Peck and Allan, 2001). A review of the individual’s signature and modus operandi In order to effectively execute his actions, John Gacy adopted his own specific signature and modus operandi. His signature and modus operandi enabled him to execute his actions with â€Å"efficient and effective† ease before he was eventually arrested. He admitted that his signature characteristic was to keep the people he had killed beneath his bed or in the attic for a number of hours prior to burying them later on (Kozenczak, 2003). His modus operandi is what enabled him to lure his victims easily a nd even sometimes manage to effortlessly trick them into being handcuffed so that he can execute his intentions. He would promise his victims employment opportunities in his construction company and then follow them up with alcohol. Once they were drunk, he would chloroform them and tie them to a chair. It should be noted that all his victims were male aged between 9 and 27 years. He sexually assaulted them, strangled them, or stuffed underwear into their mouths (Amirante and Broderick, 2011). When not using that tactic, he would drive around the town in search of

BFS 3430-09D, PRINCIPLES OF FIRE BEHAVIOR (BFS3430-09D) Essay

BFS 3430-09D, PRINCIPLES OF FIRE BEHAVIOR (BFS3430-09D) - Essay Example Fire research is conducted because the authorities of United States must be willing to analyze the impacts of the measures that are taken in order to handle any fire related situations. The fire researches are conducted in order to check the efficacy of fire department in reducing any threats of fire outbreak. In addition, the authorities are also interested to know and assess whether any further measures and advancements are required to cope the issue of fire outbreak or not. Fire researches are also there because the USFA wants to know the precautionary steps that are taken by people in order to construct any buildings. The buildings must be constructed by considering the risk of fire outbreak and there must be sufficient measures for safety of lives. Therefore, it is quite clear that fire research in the United States is conducted in order to gain awareness about the authenticity of present developments related to fire handling and to assess the effectiveness of fire department in resolving any fire related situation. The fire researches are also there to make the performance of fire department better. Walton, William D., Bryner, Nelson and Jason, Nora H. (Ed.) (2000). Fire Research Needs Workshop Proceedings. Gaithersburg: National Institute of Standards and Technology. Accessed on 20th June 2009 from