The Education System Of South Africa - 1781 Words

1. Introduction In a rainbow nation filled with diversity, the education system is the one system that faces the most problems implementing a change. Education is one of the most important elements in structuring the new generation, and with the new South Africa comes new curriculums. The lingering question though is: Have we improved the education system of South Africa? Is the new curriculum in the best interest of the country and its future or in the best interest of those people in power in our country? What challenges do educators face bringing on this transformation curriculum as a tool to form the minds of young people? In this paper we will be looking at the education system of the past vs. the future critically. We will also be analyzing these two aspects of education by means of the Critical Theory. 2. Critical theory Critical Theory as a method of inquiry is widely used when questioning power structures. The concern with changing a system, may it be economic, social or political. Higgs and Smith (2015:67). According to Higgs and Smith (2015:67), critical theory originates in the 1930’s through German philosophy. The first people to get involved were mostly concerned with the problems of Nazism. Critical theory, from the start, was not just concerned with trying to resist the Nazis, critical theory believes that all power structures are dangerous and destructive. Critical theory believes that power structures not only drive our economic and social life butShow MoreRelatedWhy Literacy Rate Of South Africa Is Higher Than That Of West Africa? Essay1714 Words   |  7 Pages2016 Why literacy rate in South Africa is higher than that of West Africa? The countries in South Africa are already done much better in the development work along with education system by increasing the literacy rate in the country whereas the countries of West Africa are still too much back warded about the literacy in their society. These two parts of the continent are opposite to each other about the awareness and beneficial factor of education. In countries of South Africa, people are known as sociallyRead MoreThe Letters Of The Alphabet1553 Words   |  7 Pageslabels mean the slightest to those who cannot read. When looking at a clock, the numbers mean little, the characters look like circles and squares attached to each other and cannot be comprehended unless a void is filled. The void is the dearth of education. In America, going to school starting at age six and ending in the mid-twenties, sometimes later, is a social norm. Because this practice of sending kids to school is a norm, some find it aggravating that it is a law that one must go to sch ool. SomeRead More South African Apartheid Essay1499 Words   |  6 Pagesof South Africa had to endure racial inferiority during the era of apartheid. The apartheid laws the government of South Africa made led to an unequal lifestyle for the blacks and produced opposition. South Africa really began to suffer when apartheid was written into the law. Apartheid was first introduced in the 1948 election that the Afrikaner National Party won. The plan was to take the already existing segregation and expand it (Wright, 60). Apartheid was a system that segregated South Africa’sRead MoreApartheid in South Africa Essays1245 Words   |  5 Pages The word apartheid comes in two forms, one being the system of racial segregation in South Africa, and the other form is the form that only those who were affected by apartheid can relate to, the deeper, truer, more horrifying, saddening and realistic form. The apartheid era truly began when white South Africans went to the polls to vote. Although the United Party and National Party were extremely close, the National party won. Since they won, they gained more seats and slowly began to eliminateRead MoreSouth Africa 1004 Words   |  5 Pages South Africa is known to be successful after the Apartheid but it really wasn’t. The South African Revolution also known as the time of the Apartheid took place during 1908-1994. It was a long struggle for the Africans, which included riots, protests, segregation and physical pain. During the period of the Apartheid, blacks were not treated with equal respect to the whites. They weren’t allowed to vote, hold office and the children couldn’t go to school with whites. It was a horrific time for blacksRead MoreInclusive Education in South Africa1003 Words   |  4 Pages The Zulu tribe of South Africa is the largest ethnic group in the country and its language is the most frequently used of all in South Africa. (Hamlett) The tribe was first discovered when Portugal settled the land, and since then the tribe and its relationships with the colonists is anything but peaceful, and to this day there still is tension. Maybe because of this, the education system throughou t the 1900’s refused to allow for the teaching of African culture other than stereotypes and otherRead MoreThe Concerns Of South Africa Essay1073 Words   |  5 Pagesrespond to the perceived crisis in education in South Africa. Which posits firstly how many of university students are leaving this field successfully and secondly, identify the challenges facing South African students. The method used to understand this topic begins with tracking the enrolments and graduation rates in humanities at both undergraduate and postgraduate levels. It is assumed the importance of the education of members of society and how education affects all the components of societyRead MoreSouth Afric A Nation Of Diversity933 Words   |  4 PagesSouth Africa is located in Southern Africa, it stretches along the South Atlantic and Indian Oceans. South Africa is ranked the 25th largest country in the world by land area and 25th most populated nation. South Africa is the only nation-state named after its geographic location. After the establishment of a constitutional nonracial democracy in 1994, there was an agreement signed not to change its name. It is a nation of diversity. South Africa has 49.32-million people and a variety of culturesRead Moreâ€Å"Awaking on Friday morning, 20 June 1913, the South African Native found himself, not actually a1100 Words   |  5 Pages1913, the South African Native found himself, not actually a slave, but a pariah in the land of his birth† (Gish 18). Desmond Tutu is one of the greatest rabble-rousers for peace that there ever was. He maintains huge political and religious influences even to this day. Most people in South Africa and many more countries hear his voice. His impact on fixing the apartheid system in South Africa was a major one. This apartheid system was very segregated towards whites and blacks in South Africa. BlacksRead MoreEssay on The Future of South Africa672 Words   |  3 PagesThe Future of South Af rica Some things in South Africa are becoming better as we move into the future, while others are becoming worse. The government in South Africa is better. All the provisions of the new constitution were in place as of the year 1999. In June of 1999, President Nelson Mandela’s term ended, and Thabo Mbeki was elected as president. There was a peaceful change in government, and Mbeki is doing many things to help the country. Some of these include eliminating hatred between

Enron Essay - 918 Words

ENRON In 2000 Enron was the world’s leading corporation in selling natural gas with an estimated worth in sales of around one hundred billion dollars and the company showed only signs of progressing. Within one year the company went completely bankrupt and forty of their top employees were arrested or are in jail awaiting trials. How can a multinational corporation with steadily increasing revenue take such a drastic fall into bankruptcy and how did no one see this coming? In the end Enron knew exactly what was in their future and hid it from the public by allocating their debt and with a loophole in their accounting, it turned out to be one of the biggest cover ups in the stock markets history. In 1985 Houston Natural Gas merged†¦show more content†¦Enron’s greatest tool for concealing their debt and in the end was their ultimate demise was called â€Å"mark to market accounting† (oppel). â€Å"Mark to Market Accounting† is not totally illega l if it is done correctly which is acknowledging future sales and revenue with a new operation or business venture. What the Enron executives did was when a new natural gas plant was still in production they would predict that their new plant will generate them one hundred million dollars over the next ten years. However instead of just using this number as a future goal they would register this as revenue for that year. This would greatly increase their numbers and allow their stock to rise and profits to be divided among the top executives. To the outside world Enron appeared to be very successful and a great investment when in fact they were digging their own graves. Enron’s stock and reports annually improved without ever having debt. These great figures started to arise some questions of doubt of all of their success. With these questions people started to look into their books and analyzing all of their data in the reports to try and find some mistakes, and it did no t take very long to do so. Government Accountants started to realize that their numbers did not add up to their profits and looked into the explanation of where the missing numbers went (Berenson). Like a house of cards, Enron crumbled to the ground. Enron immediately went into a crises modeShow MoreRelatedEnron Of Enron And Enron1209 Words   |  5 PagesEnron Cooperation, is a company that was based in Houston Texas and was an energy company. This company filed bankruptcy in 2001 leaving a lot of its employees that had no knowledge about what was going on jobless and the company investors losing a lot of money. This was one of biggest companies in the united states, it had a lot of assets all over the country and was operating on a lot of profit that nobody knew how and why. The movie, â€Å"Enron, The smartest guy in the room† shows that the companyRead MoreEnron : Enron And Enron1143 Words   |  5 PagesEnron was formed in July 1985 by the merger of InterNorth and Hou ston Natural Gas (Enron Fast Facts, 2015). Kenneth Lay became chief executive of Enron and he hired Jeffrey Skilling to look after the company’s energy trading operation (The rise and fall of Enron, 2006). Skilling’s plan was to be basically a gas bank where buys gas from suppliers for future years at previously agreed prices and sells the gas to its customers in advance to purchase at specified prices for future years. By doing thatRead MoreEnron Of Enron And Enron1387 Words   |  6 PagesEnron was formed in 1985 from the merger of two gas companies from Texas and Nebraska. Enron became the first company with all-American network of gas pipelines. In 1997 Enron bought power generating company Portland General Electric Corp. worth $ 2 billion. Before 1997 ended, the management turned the company into Enron Capital Trade Resources which became the largest American companies that trade in natural gas and electricity. Revenue increased dramatically from $ 2 billion to $ 7 billionRead MoreEnron And Enron Of Enron1781 Words   |  8 Pagesâ€Å"During the Enron debacle, it was workers who took the pounding, not bankers. Not only did Enron employees lose their jobs, many lost their retirement savings. That s because they were at the bottom of the investing food chain.† In July of 1985, Houston Natural Gas merged with InterNorth, to create Enron, and Kenneth Lay became CEO the following year. In 1989, Enron began trading natural gas commodities. In 1997, Andrew Fastow devised the first steps to hide debts and inflate profits and one yearRead MoreEnron : Enron And Enron Scandal Essay1269 Words   |  6 PagesEnron was one of the largest energy, commodities, and services company in the world. It was founded in 1985 and based in Huston, Texas. Before its bankruptcy on December 2, 2001, there are more than 20,000 staff and with claimed revenues nearly $101 billion during 2000. Enron was the rank 16 of Fortune 500 in 2000. In 2001 it revealed th at Enron’s financial report was planned accounting fraud, known since as the Enron scandal. In the Enron scandal, Enron used fraudulent accounting practices to coverRead MoreThe, Enron, And Enron1844 Words   |  8 PagesThe complete destruction of companies including Arthur Andersen, HealthSouth, and Enron, revealed a significant weakness in the United States audit system. The significant weakness is the failure to deliver true independence between the auditors and their clients. In each of these companies there was deviation from professional rules of conduct resulting from the pressures of clients placed upon their auditors (Goldman, and Barlev 857-859). Over the years, client and auditor relationships were intertwinedRead MoreEnron : The Collapse Of Enron1644 Words   |  7 PagesEnron was once one of the world s leading energy companies by reshaping the way natural gas and electricity were bought and sold. They filed the largest corporate bankruptcy in American histor y in 2001. Enron Corporation was an energy company running out of Texas that was started when two companies, Houston Natural Gas and InterNorth, merged together in 1985. By 1992, Enron became the largest seller of natural gas in North America and began to offer other services like wholesaler trading and riskRead MoreThe Enron Scandal Of Enron Essay1458 Words   |  6 Pagesevent that took place in our economy was the Enron Scandal, which happened in late 2000 and lasted into the following year. Those who were involved in this incident directly such as CEO’s Ken Lay and Jeff Skilling thought what they were doing was not wrong and that they were able to get away with making millions falsely (Seabury, 2008). However, this was a serious crisis situation and many people were affected through the process as well as their money. Enron was valuing themselves at a higher priceRead MoreEnron : The Demise Of Enron1740 Words   |  7 PagesEnron was a corporation that reached heights unknown, only to watch it fall apart from the inside out based on a foundation of falsehoods and cheating. Enron established a business culture that flourished on competition and was perceived in society as an arrogant corporation, mainly because of its corporate leadership. The fairytale of Enron actually ended as a nightmare with it destroyed by one of America’s largest bankruptcies in history. The demise of Enron impacted the livelihood and futuresRead MoreEnron And The Enron Scandal1588 Words   |  7 PagesEnron was a corporation located in Houston, Texas and in just fifteen years the US energy trading and utilities company grew to become one of America’s largest and more successful cooperation’s. Enron suffered a major fall. After being one of the most successful corporations Enron became the biggest company to file bankruptcy in history. In this research paper it will discuss about the history of Enron, the fraud committed and who is to blame. The histor ical development of white collar crime in the

Shakespeare Research Paper Free Essays

William Shakespeare is arguably one of the greatest playwrights and poets of all time. This is due to his intelligent sonnets and plays that are divided into the genres of comedy, tragedy and history. Many great poets have acknowledged him as a pure genius in the way he presents his work. We will write a custom essay sample on Shakespeare Research Paper or any similar topic only for you Order Now English novelist D. H. Lawrence stated â€Å"When I read Shakespeare I am struck with wonder that such trivial people should muse and thunder in such lovely language†. Alchin, online) English poet Robert Graves once described this poetic genius, claiming that â€Å"The remarkable thing about Shakespeare is that he is really very good – in spite of all the people who say he is very good. † (Alchin, online) Shakespeare’s work has the reputation of being the one of the greatest in English language and Western literature. It has been translated into every major language and is still being preformed all around the world today. Many of Shakespeare’s plays and sonnets have similar characteristics relating to themes, motifs, and symbols. These recurring images and ideas not only portray how he really feels, but they also have a personal connection with Shakespeare as they have had some significance in his life. The theme of death and reappearing ghosts appear in many of Shakespeare’s works, especially in Hamlet and Macbeth, and are used to connect with the reader and present an important aspect that helps develop his works as a whole. In the time of William Shakespeare there was a strong belief in the existence of the paranormal activity and. Thus, the theme of the supernatural is a recurring aspect in many of Shakespeare?s plays. In both Hamlet and Macbeth, the supernatural is vital to the development and structure of the plot. It provides a deeper understanding of each character, and increases the impact of important events. The supernatural appears to the audience in many varied forms. In Hamlet there is a ghost, the most common supernatural form. However, in Macbeth, not only does a ghost appear but a floating dagger, witches, and prophetic apparitions make appearances. A ghost, appearing in the form of Hamlet’s father, makes several appearances in the play. It first appears to Marcellus and Bernardo, along with Horatio. The ghost says nothing to them and is perceived with fear and apprehension. However, the ghost gives the reader important information that helps them understand the development of the plot. The conversation between the ghost and Hamlet serves as a reason for Hamlet’s later actions and provides insight into his character. However, Hamlet is not quick to believe the ghost. â€Å"T’ assume a pleasing shape; yea, and perhaps, Out of my weakness and my melancholy, As he is very potent with such spirits, Abuses me to damn me. (Shakespeare, Act 2, Scene 2). This reveals another aspect of his character and helps the reader understand Hamlet. This ghost is portrayed as a subconscious, and he uses it as a guide when he takes the ghost’s advice to seek revenge for the King’s death. The supernatural occurs four times during the course of Macbeth. It occurs in the forms of the witches, in the appearance of Banquo’s ghost, in the apparitions, and in the â€Å"air-drawn† dagger that guides Macbeth towards his victim. The witches are the most important supernatural aspect in Macbeth. They represent Macbeth’s evil ambitions and are the reason for his evil aspirations. Macbeth believes the witches and wishes to know more about the future so after the banquet he seeks them out at their cave. He wants to know the answers to his questions even though the consequences are violent and destructive to nature. In Hamlet and Macbeth the supernatural is a vital part of the structure of the plot. It provides a catalyst for action by the characters and supplies insight into the major players. The supernatural appeals to the audience’s curiosity of the mysterious and thus strengthens their interest. Shakespeare had his experiences with death throughout his whole life. During the 16th century, waves of plague swept across England. John and Mary Shakespeare had eight children, including William. Joan, the first born sibling, died at the age of two months old due to the Bubonic Plague. Margret was the second born child and only lived for one also due to the plague. Anne Shakespeare was the sixth child born. She died at the age of eight. William was very fortunate to live a full life as three out of seven of his siblings died at an extremely young age. He also had to witness much of his family suffer with illness from the plague that swept Stratford uring the hot summer months. The plague was not the only tragic aspect of Shakespeare’s time. Smallpox, Syphilis, Typhus and Malaria mainly from infected rats all drastically affected Shakespeare’s life and caused copious amounts of death. These type of aspects and experiences all have influenced his writing (Amanda Mabillard, online). It is also a key motif and vital theme in Macbeth and Ham let, as well as many other plays. Each major character in both plays has a famous soliloquy that discusses the topic of death and leads the character with a lingering feeling of despair. They both wonder if embracing death would be better than living in a world full of corruption. â€Å"Tomorrow, and tomorrow, and tomorrow creeps in this petty pace from day to day to the last syllable of recorded time; and all our yesterdays have lighted fools the way to dusty death. Out, out, brief candle! †¦ Told by an idiot, full of sound and fury, Signifying nothing. † (Shakespeare, Act 5, Scene 5). Macbeth, feeling guilty after committing killing the king and sad after the death of his wife, sees life as meaningless and insignificant. He wonders if life is truly worth living anymore. Hamlet’s famous soliloquy displays a similar tone as he also ponders between life and death. â€Å"To be, or not to be: that is the question: Whether ’tis nobler in the mind to suffer the slings and arrows of outrageous fortune, Or to take arms against a sea of troubles, And by opposing end them? †¦ With this regard their currents turn awry, And lose the name of action. –Soft you now! The fair Ophelia! Nymph, in thy orisons Be all my sins remember’d. † (Shakespeare, Act 3, Scene 1). His despair, sorrow, anger, and inner peace are all justifiable emotions for this troubled character. Hamlet’s feeling of despair towards his life and to the world develops as the play moves on. With the burden of avenging his father’s death, Hamlet thinks that perhaps it is better commit suicide, except that there is no knowledge of what comes next. Therefore, although he thinks death should to be embraced, it cannot be pursued. (Schoenbaum, 49) Shakespeare’s life and thoughts are portrayed, reflected, and interpreted throughout his plays. Hamlet and Macbeth’s speeches both suggest that Shakespeare himself dealt with the question of life over death and possibly had thoughts of suicide. He uses these characters to reflect his feelings and thoughts and develop the plot of the story. Shakespeare’s plays have influenced many people around the world. He is one of the most known playwrights. His style is so unique and distinctive and excels beyond the expectations of great writing. Although his plays may seem as just a great story merely for entertainment, each and every single aspect of his writing has an incredibly deep meaning that adds style and feeling to the plot. The supernatural in many of Shakespeare’s works and have contributed to plot development by foreshadowing events later in the novel and shaping the characters attitude throughout the play. Death has been a lingering aspect through most of Shakespeare’s plays and is usually the fate of the major character. It helps develop the plot and places emphasis on the fatal flaw of the major character or theme of the play. They both have played an important part in Shakespeare’s life and have been essential to the success of his work as they help the genius express his feelings and shape the scheme of his writing. How to cite Shakespeare Research Paper, Essays

Management - Organisation and Employment Strategy

Question: Discuss about the Management, Organisation and Employment Strategy. Answer: Introduction The definition of a manager implies an individual, who is in charge of several tasks, which will help a particular organisation to achieve its desired goal within the established period. According to Pedleret al.(2013), the managers of an organisation are responsible for directing and planning the tasks among the group members and monitor their works. The managers are very much important as they can determine the ultimate success of an organisation with employing effective strategies. Richmond et al.(2012) have mentioned that managers are important for business as they play an essential role in the recruitment, selection, retaining and inspiring the employees in perfect manner. This discourse will discuss the roles and responsibilities of the managers in Saud Bahwan Group. The importance of managers in the organisational design involves various functions, such as organising, planning, directing, motoring and staffing. Managers are the responsible for achieving the organisational goal s. Literature review The mangers of an organisation share knowledge with the employees in order to help them to perform their allocated tasks in efficient manner. Watson (2013) has suggested that managers are responsible for the ultimate success of an organisation as they make the relevant decisions regarding tasks, strategies and meeting. The roles and responsibilities of the manager involve a potential management of the entire workforce. There are seven types of manager in the most of the enterprises, such as problem solving manager, pitchfork manager, pontificating manager, perfect manager, presumptuous manager, proactive manager and passive manager (Bredin and Sderlund 2013). The problem-solving manager is solely focussed and task driven for achieving the targeted goals, whereas the pitchfork manager performs their tasks with demanding progress, controlling power and forcing accountability. On the other hand, the pontificating manager does not follow some specific strategy in order to deal with the e mployees (Jehanzeb et al. 2013). According to Kunze et al.(2013), presumptuous managers concentrate on themselves than the employees and they put their own objectives and goals in the priority list. The perfect managers possess excellent qualities, such as the supporter of innovation, creativity and change for both the personal and professional growth of the employees and the success of the organisation. The passive mangers maintain a good relationship with the team members and colleagues, whereas, the proactive manger always provide confidence to the employees for their career progression (Simons 2013). As opined by Rummler and Brache (2012), the managers even possess the power to recruit, promote and terminate the employees. The managers recommend effective actions for ultimate success of the organisation, they fix meetings with the business executives and marketers, and after that, they execute effective strategies with the help of strategic experts and ask permission from the higher authority to employ the strategy within the company. Alfes et al.(2013) have referred that in todays competitive business world, the managers are the major drover of the success of an organisation. A brief introduction about Saud Bahwan Group Saud Bahwan Group of Oman plays a significant role for enhancing the economic condition of the nation with its allied and automotive business, construction equipment, heavy vehicles, turnkey projects, municipal and civic services, special equipment, travel and tourism and property and real estate business (Saudbahwangroup.com 2016). It is noteworthy to mention here that all of these business help to build the nation as Saud Bahwan Group holds minimum 34% market share. Interview After conducting an effective interview with Mr. Mohammed Saud Bahwan, the Chairman of Saud Bahwan Group, it can be understood that this group continues its business in various sectors, therefore, it is required to implement relevant strategies employed by the managers. Mr. Saud has depicted that this particular business group is committed to maintain corporate social responsibility, corporate governance and controlling the pollutions in order to provide a safe environment in Oman. Even Mr. Saud has explained the responsibilities of the managers for the constant success of Saud Bahwan Group. Job and responsibilities The job and responsibilities of the managers of Saud Bahwan Group involves the leading capability as this particular business group maintain various kinds of business operations in different industry. According to Harris and McCaffer (2013), manger should be proficient in every area as this specific individual can motivate the employees in adequate manner. The managers of Saud Bahwan Group measure monitor and evaluate the success of every sector of business and searches for whether there are any drawbacks or loopholes in the entire business operations. It is important to mention here that there are different managers for controlling the different business sectors. The opinions of these managers vary with their performing functions for ensuring a long-term success in the organisation. The managers of Saud Bahwan Group are capable to administer and oversee the business operations on regular basis. Even the managers are very much friendly that the associates discuss any issues regarding their performance within the company and the adopted strategies in order to mitigate certain challenges. The managers of Saud Bhawan group are: Monitor Spokesperson Disturbance handler Figurehead To reduce operation costs To make plans for optimum utilisation of the existing resources To promote efficient economical productions To establish equilibrium Level manager After the completion of the interview with Mr. Saud, it is clear that the level managers of Saud Bahwan Group involve CEO, directors, and the head managers of the every business sector. There are different level managers for construction equipment, travel and tourism, property and real estate and heavy constructions and every level manager plays crucial role for bringing out the best performances of every sectors and determines the ultimate success of the organisation. Saud Bahwan Group has become a successful company in Oman not in one day and its success relies on the effective decision making and incorporating potential strategies by the level managers. Even the level mangers motivate and inspire the employees for completing the allocated tasks in proper manner and the standard and quality of the services of this particular group is excellent, which helps to retain its loyal customers. The level managers support the motivated and talented workforce, which helps to overcome every encountered challenge in the workplace with employing roper commitment and passion in order to deliver excellence. The level managers are efficient enough in order to make critical tasks easier by the avoidance of wastage of the scarce resources for ultimate enhancement of the profit level. Benefit from manager As the managers of Saud Bahwan Group are efficient, therefore, the business is greatly benefitted from the managers. The company holds minimum 34% market share in Oman and it is only possible because of the efficient and potential managers. The managers of Saud Bahwan Group helps in the recruitment and selection process in order to select only the efficient and desired candidates as an employee of this group. Even the managers have arranged proper and essential trainings for the newly recruited employees in Saud Bahwan Group. There are training sessions available for the existing employees also for their further professional and personal development and career progression. Saud Bahwan Group is benefitted because of its managers great and excellent communication skill and style. According to Slaikeu and Hasson (2012), there are no such issues, which cannot be resolved with employing proper interactions. Communications of the managers maintains the workplace running in effective manner and always help the employees to know the mission vision and goals of the business operations. Even with proper communication style, the managers discuss what kinds of outcomes are expected from the employees. Importance of manager Figure 1: Organisational chart (Source: Saudbahwangroup.com 2016) From this above organisational chart, it has been revealed that in Saud Bahwan Groupthe importance of the managers is impeccable, as they have decided appropriate strategies for the ultimate success of the organisation. The activities of the managers of this business group have been endeavoured in the companys award winning achievement. The responsibility an importance of the managers of this group implies the ultimate success of the enterprise. They always suggest suitable and potential strategies for the business growth. Saud Bahwan Group hire potential and efficient managers in order to run the business functions on regular basis train the newly recruited employees and maintain standard and quality of the performances for retaining the goodwill and the brand image of this company. The managers also play an important role for making budgetary, production and financial goals for Saud Bahwan Group. Even if the organisation fails short to fulfil its desired goals, the managers have made essential and required adjustments in order to get back the company on the desired track. The managers of Saud Bahwan Group truly lead to the success of the organisation in efficient manner. The level managers enable Saud Bahwan Group in potential manner for surviving in the changing environment of the organisation and maintain largest business of construction, automotive, travel and tourisms. Conclusion From this discourse, it has been revealed that the roles and responsibilities of the managers of an organisation is necessary in order to hold the best and desired position in the industry and to enjoy a suitable market share. In this study, the managers of Saud Bahwan Group participates in every aspects and performance of the organisation and communicates with every level of employees and associates for solving any critical issues related to the organisational and employees performance, protocols, policies, rules and regulations. The major importance of the manager of this group involves the development of the performance management process, which is a valuable tool in order to support the employee improvement and development. Even the managers have scheduled an effective conversation for the regular performance of the employees for the betterment of the enterprise. The mangers of Saud Bahwan Group control every operation in coordinated and smooth manner for establishing a sound org anisational structure. They arrange various factors of production and assemble it for organising the resources and integrating resources for achieving goals. Reference Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Bredin, K. and Sderlund, J., 2013. Project managers and career models: An exploratory comparative study.International journal of project management,31(6), pp.889-902. Harris, F. and McCaffer, R., 2013.Modern construction management. John Wiley Sons. Jehanzeb, K., Rasheed, A. and Rasheed, M.F., 2013. Organizational commitment and turnover intentions: Impact of employee's training in private sector of saudi arabia.International Journal of Business and Management,8(8), p.79. Kunze, F., Boehm, S. and Bruch, H., 2013. Organizational performance consequences of age diversity: Inspecting the role of diversity?friendly HR policies and top managers negative age stereotypes.Journal of Management Studies,50(3), pp.413-442. Pedler, M., Burgoyne, J. and Boydell, T., 2013.A Manager's Guide to Self-development. McGraw-Hill Education (UK). Richmond, V.P., McCroskey, J.C. and Powell, L., 2012.Organizational communication for survival. Pearson Higher Ed. Rummler, G.A. and Brache, A.P., 2012.Improving performance: How to manage the white space on the organization chart. John Wiley Sons. Saudbahwangroup.com (2016) Home Page Available at: https://www.saudbahwangroup.com/[Accessed on November 3, 2016] Simons, R., 2013.Levers of organization design: How managers use accountability systems for greater performance and commitment. Harvard Business Press. Slaikeu, K.A. and Hasson, R.H., 2012.Controlling the costs of conflict: How to design a system for your organization. John Wiley Sons. Watson, T., 2013.Management, organisation and employment strategy: New directions in theory and practice. Routledge.

Bob Knowlton Essays - Knowlton, Ego Defense Mechanisms, Bob Knowlton

When Bob Knowlton was promoted to head of the photon unit in the organization for which he worked, he believed his receiving the position was more due to a miracle than to his own skills and intelligence. The problem with this thinking, however, was that when someone more brilliant and driven arrived in Knowltons group, Knowlton ultimately reacted in a way that not only impacted his own career, but the direction of the company for which he worked. The overall problem that faced Knowlton when Fester joined his team was that of jealousy of the other mans brilliance and accomplishments. Knowlton wondered, in the back of his mind, if Fester had been brought in to replace him, rather than to aid him. As project head and leader of the group, it was Knowltons job to keep control of the meetings. His staff expected it of him, particularly when Fester began criticizing members of the group. Because of his own insecurities, however, he was unable to do so. But instead of facing his feelings squarely, Knowlton engaged in a series of ego-defense mechanisms to build himself up while putting his opponent down. For one thing, he made fun of Fester; pointing out the absurdity of the other mans belt and nicknaming him the genius to his wife and colleagues. Knowlton also sided with disgruntled colleagues when, as the groups leader, it was his job to better integrate the personnel together rather than to take sides. Another way in which Knowlton attempted to build himself up was to praise Fester to his superiors, rather than bringing up his concerns about the man. Because Knowlton, himself, was so insecure in his position, he didnt feel comfortable enough asking his boss, Jerrold, why Fester was actually brought on board. It didnt help the externally driven Knowlton that his boss thought that Fester was wonderful and brilliant, too.

Practice Speaking English Exercise

Practice Speaking English Exercise Here is a text to help you speak some English online - even if its not with a real person. You will hear the lines you see below. There is a pause between each sentence. Thats where you come in. Answer the questions and have a conversation. Its a good idea to read through the conversation before you begin, so youll know which questions to ask to keep up with the conversation. Take note that the conversation focuses on using the present simple, past simple and the future with going to. Its a good idea to open the audio file below in another window, so you can read the conversation as you participate. Practice Conversation Transcript Hi, my names Rich. Whats your name? Nice to meet you. Im from the United States and I live in San Diego in California. Where are you from? Im a teacher and I work online every day. What do you do? I like playing golf and tennis in my free time. How about you? At the moment, Im working on my website. What are you doing right now? Im tired today because I got up early. I usually get up at six oclock. When do you usually get up? I think its great youre learning English. How often do you study English? Did you study English yesterday? How about tomorrow? Are you going to study English tomorrow? OK, I know that studying English isnt the most important thing in the world! What else are you going to do this week? Im going to attend a concert on Saturday. Do you have any special plans? Last weekend, I went to visit my friends in San Francisco. What did you do? How often do you do that? When is the next time you are going to do that? Thank you for talking to me. Have a nice day! There is also an ​audio file of this conversation. Example Conversation to Compare Heres an example of the conversation you may have had. Compare this conversation to the one you had. Did you use the same tenses? Were your answers similar or different? How were they similar or different?   Rich: Hi, my names Rich. Whats your name?Peter: How do you do. My names Peter.   Rich: Nice to meet you. Im from the United States and I live in San Diego in California. Where are you from?Peter: Im from Cologne, Germany. Whats your job? Rich: Im a teacher and I work online every day. What do you do?Peter: Thats interesting. Im a bank teller. What do you like doing in your free time? Rich: I like playing golf and tennis in my free time. How about you?Peter: I enjoy reading and hiking on the weekends. What are you doing now? Rich: At the moment, Im working on my website. What are you doing right now?Peter: Im having a conversation with you! Why are you tired? Rich: Im tired today because I got up early. I usually get up at six oclock. When do you usually get up?Peter: I usually get up at six. At the moment, Im learning English at an English school in town. Rich: I think its great youre learning English. How often do you study English?Peter: I go to classes every day. Rich: Did you study English yesterday?Peter: Yes, I studied English yesterday morning.   Rich: How about tomorrow? Are you going to study English tomorrow?Peter: Of course Im going to study English tomorrow! But I do other things! Rich: OK, I know that studying English isnt the most important thing in the world! What else are you going to do this week?Peter: Im going to visit some friends and were going to have a barbecue. What are you going to do? Rich: Im going to attend a concert on Saturday. Do you have any special plans?Peter: No, Im going to relax. What did you do last weekend? Rich: Last weekend, I went to visit my friends in San Francisco. What did you do?Peter: I played soccer with some friends.   Rich: How often do you do that?Peter: We play soccer every weekend.   Rich: When is the next time you are going to do that?Peter: Were going to play next Sunday. Rich: Thank you for talking to me. Have a nice day!Peter: Thank you! Have a good one!

Analysis of Kate Chopins Short Stories The Feminist Analysis Essay

Analysis of Kate Chopins Short Stories The Feminist Analysis - Essay Example She fainted at the sight of Mr. Mallard and eventually the doctor declared that she died of the joy that kills. Nevertheless, that is not all to the story. The author shows how females are quietly held by their necks by their male partners at a time when norms placed women in houses to take care of the household chores and attend to the needs of their husbands and children. In this paper, an analysis of the story’s feminist entreaties will be discussed in detail. Women in the past centuries have been burdened with their perceived roles as housekeepers and child-caregivers set by the norms of patriarchal culture. During the author’s time, one of the popular media used in expressing one’s ideologies is through stories. This is evident in the aforementioned story. Here, Josephine is used to represent the women who are quite content to accept the norms and are bound to perform their duties without question. Louise on the other hand is the portrayal of women who want more than just being a housekeeper. Nevertheless, since it is a taboo for women to pursue their dreams, she acquired heart trouble from her situation. When Louise locked herself in her room, she thought of her husband. â€Å"She knew that she would weep again when she saw the kind, tender hands folded in death; the face that had never looked save with love upon her† (Chopin). Her husband was a gentleman but that was not enough for Louise’s adventurous and revolutionary heart. She wanted to go to various places, meet other people and be as free as the wind. She never experienced those while she was married because even though her husband is kind and loving, he was a â€Å"powerful will bending hers in that blind persistence with which men and women believe they have a right to impose a private will upon a fellow-creature† (Chopin). Louise was never free to assert herself in the

Abstract critique Essay Example | Topics and Well Written Essays - 500 words

Abstract critique - Essay Example The research identified leadership skills that school administrators need to manage an inclusive school setting. The recommendations and findings of the research support the literature presented by the researchers and yields valuable insights for program recommendations. The article emphasizes the need for school leaders to equip themselves with knowledge, skills, attitudes and beliefs to enhance their leadership skills that would eventually create an effective schools program aimed at recruiting and maintaining competent special education teachers. Furthermore, educators must be responsive to the diverse needs of an inclusive school set-up which can only be accomplished by upgrading one’s self. The research combined quantitative and qualitative methods to acquire triangulation that would enhance the validity and reliability of the result. Researchers also employed the assistance of three independent researchers to conduct face validity of the quantitative instruments used. Although the methods are good, the researchers could have utilized more quantitative methods. The evidence was strong as confirmed by the results of the research. For example, one of the results showing the challenges faced by school administrators is â€Å"lack of ability to generate solutions and options in resource mgt.†. At the beginning of the research, this was one of the issues raised by the Council for Exceptional Children presented as â€Å"overwhelming paperwork† which is a roadblock towards the effective management of inclusion schools. There are other similar issues that the researchers raised at the beginning of the article which was later validated by the research. The article can be a good platform for other researchers to pursue studies in order to concretely and comprehensively cover more challenges in educational leadership dealing with special education administration. There

The Middle Ground Method of Argumentation Coursework

The Middle Ground Method of Argumentation - Coursework Example The topic in the essay could have been approached in a middle ground argument approach. This would have involved considering both the advantages and disadvantages of mandatory drug testing and settling on middle ground where no side gets it all but each side gets something (Anonymous). This would have necessitated a change of the claim from mandatory drug testing having adverse effects to there being a confidentiality mechanism for the results of drug tests (Anonymous). This middle ground solution would have taken care of stigmatization which is one of the disadvantages of mandatory drug testing and it will allow for testing in favor of the group in support. Additional sources will be needed so as to assist in research of the confidentiality method that can be used to make the middle ground solution a success. Proper application of this middle ground solution would be a success as far as mandatory drug testing is

Gender Differences in the Workforce

Gender Differences in the Workforce The contention that women’s roles in having a career results in the creation of a problem with regard to them achieving a balance between their work and lives finds its roots in the rights and equality issues women have faced throughout the ages. The subject is not a contemporary one, although this tends to be the common perception due to scant references to resources dating back centuries as a result of either suppression or the lack of relevant data in books. In fact, such information is available via research in many journals and letters. The sources of the conception that a woman’s career somehow takes second precedence to being a wife, mother or homemaker are founded in a number of myths, prejudicial thinking, misguided notions and historical contexts that have fostered them as second class citizens. A large percentage of feminists believe that the status of women being regarded as second-class citizens is a result of patriarchy being the foundation that modern society was built upon and that this fostered thinking, attitudes and conceptions that relegated them to secondary roles instead of being regarded as equals. The foregoing notion(s) shall be examined from a number of standpoints to clarify the unenlightened views held by some in this regard. The examination will not be conducted from a feminist point of view, nor shall it seek to explain prevailing views, it shall instead present the relevant facts which the conclusions shall be drawn from. The simple truth is that women have been balancing multiple roles through history and the insertion of the role of career can be equated to any number of functions that they have performed and accomplished. Chapter 1 – Introduction 1.1 Background In order to set the context for the discussion regarding the contention that women’s roles in having careers poses a problem in their achieving balance between work and life, the first salient fact that needs tube established is that women constitute 3,209,000,000 of the world’s total population estimate of 6,477,450,857 (Population Reference Bureau, 2006). This means that the under utilization of women represents a 50% reduction in the number of available individuals that can make a contribution in professional terms. Chart 1 – Education Variables – Women (Population Reference Bureau, 2006) Demographic Variable Country Data Women All Ages, 2005 World 3,209,000,000 All Educational Variables Literacy Women as % of Literate Men, Ages 15-24, 2000-04 World 92 Secondary School Enrolment, Female, 2000-03 (as % of school-age enrolment) World 93 As the preceding chart indicates, the slight difference in overall literacy rates does not put women at a disadvantage in terms of educational qualifications, yet their unemployment rate remains considerably higher proportionally. As shown from the following chart, women comprise approximately 40% of today’s work force yet their participation rates indicate bias (see Chart 3 – Male and Female Labour Force Participation Rates and the Gender Gap in Economically Active Females per 100 Males, 2003): Chart 2 – Global Labour Market Indicators / 1993 and 2003 (International Labour Organization, 2004) Female Male Total 1993 2003 1993 2003 1993 2003 Labour force (millions) 1,006 1,208 1,507 1,769 2,513 2,978 Employment (millions) 948 1,130 1,425 1,661 2,373 2,792 Unemployment (millions) 58.2 77.8 82.3 108.1 140.5 185.9 Labour force participation rate (%) 53.5 53.9 80.5 79.4 67.0 66.6 Employment-to-population ratio (%) 50.4 50.5 76.1 74.5 63.3 62.5 Unemployment rate (%) 5.8 6.4 5.5 6.1 5.6 6.2 Chart 3 – Male and Female Labour Force Participation Rates and the Gender Gap in Economically Active Females per 100 Males, 2003 (International Labour Organization, 2004) Male LFPR Female LFPR Gender Gap in Economically Active Females per 100 Males World 79.4 53.9 68 Middle East and North Africa 76.8 28.2 36 South Asia 81.1 37.4 44 Latin America and the Caribbean 80.5 49.2 64 Industrialized Economies 70.3 50.5 76 Transition Economies 65.7 53.1 91 South-East Asia 82.9 60.5 75 Sub-Saharan Africa 85.3 63.2 77 East Asia 85.1 73.1 83 When wages are factored into the preceding figures, the picture of bias with respect to employed women takes on additional meaning. Chart 4 – Percentage Change in Real Wages/Earnings, Men and Women for Selected Occupations. (International Labour Organization, 2004) Accountant Computer First- Labourer Professional Welder (in banking) programmer Level in nurse in metal in education construction Manu- insurance teacher factoring F M F M F M F M F M F M Bahrain (1993-98) 16 1161 near near -7 131 36 24 1n.a.1 1n.a1 1n.a.1 1n.a1 Belarus (1996-2000) near near near near 100 35 307 323 near near near near Cyprus (1990-2001) near near 44 60 23 12 49 37 26 9 near near Finland (1990-1999) 67 96 44 66 -7 -4 1 8 -7 -6 -10 -1 Jordan (1988-1997) 29 20 -63 -51 25 13 near near -21 -17 near near Korea, Republic of (1990-2001) 91 46 94 73 29 60 115 37 71 229 46 49 Kyrgyzstan (1998-2001) 4 -26 near near -14 -39 4 20 -19 -32 near near Latvia (1997-2001) 39 31 561 142 82 45 36 18 60 33 1 26 Peru (1997-2001) 15 35 -13 -20 34 37 near near near near near near Poland (1998-2001) 28 31 103 70 53 53 13 20 26 29 45 25 Romania (1995-2001) 126 73 1 38 -7 -6 -19 -24 27 17 -22 -20 Singapore (1995-2000) -3 -24 24 43 near near 26 16 9 24 24 19 United Kingdom (1996-2001) 16 1 9 near near near near near near 10 12 near near United States (1990-2000) 9 12 15 6 4 14 near near -2 10 near near From the foregoing it appears that the problem with women’s roles in having a career is the problem that is perceived by others rather than women themselves. The preceding statement is made as a result of the purely statistical information which clearly shows that women want to work and have the basic educational background(s), however wages are a reflection of a perceived difference even when gauged against the same profession. Therefore, there must be other forces, explanations, perceptions and aspects at work. In order to understand the environments outlined by the preceding, it will be necessary to delve into social, gender, historical, economic and other areas in order to develop an understanding of what is at work in even asking the question, as well as answering it. For if the preceding did not consist of underlying causes, then the need to examine the phenomenon would not exist. The foregoing brings us to areas of examination that at first glance might seem disconnected from the context, but in reality are revealing looks into legislative, sociological, cultural, historical and aspects that aid in providing not just facts, but insight as a result of reviewing them in combination as statistical data and appropriate legislation are a result of changing societal views. But legislation alone cannot cause individuals to evolve their views, and herein lies the problem as there are countless examples where the spirit of the law has been subjugated and artificial barriers created or utilized. The preceding are events, circumstances and outgrowths that are not the product of women’s careers being the problem, these are other forces at work making it a problem. 1.2 Historical Perspectives Historically women have managed, just as males have, to multi task. The example of the working male who engages in sports, hunting, boating, wood working, and running multiple businesses does not raise the question as to whether they are neglecting or failing to provide their families with enough fathering time. This is a result of patriarchy which means in literal terms that males make the decisions as a result of them being the dominant aspect in political as well asocial affairs. But, more importantly males own and run the corporations by and large, as well as are dominant in political, military and other manifestations of power. Therefore, whether one elects to think of society at large being patriarchal, it in fact is. Hence, the preceding fosters underlying, hidden and historical perceptions regarding the roles of men and women as established centuries ago. Support for the preceding view can be traced back to Roman law during the period defined as Augustus to Justinian, as represented by27 B.C. to 527 A.D. A Roman woman was regarded as legally capable at the age of thirteen whereby she was permitted to draw up a will(Hacker, 2004). The foregoing however was bound by the condition that she could do so under supervision. Supervision was deemed to either bathe female’s father, male guardian of husband and their consent was essential in order for the will to be executed. The preceding stipulation of male consent remained as a condition over a Roman woman’s life regardless of her age. This condition was explained as being a result of their â€Å"†¦ unsteadiness of character†, â€Å" â€Å"the weakness of the sex†, and â€Å"ignorance of legal matters† (Hacker, 2004, p-3). Evidence of subjugation can also be found in Church history. Canon law states that a wife must be submissive to her husband and that she could not cut off her hair under penalty of excommunication (Hecker,2004, p-9). And in the case of Joan of Arc, it was her breaking of the law stating that a woman who wore men’s garments was accursed, that was one of the charges that resulted in her being burned at the stake(Hacker, 2004, p-9). Similar examples can also be found in British law where under older common law a husband had the authority to â€Å"†¦ correct and chastise his wife† (Hacker, 2004, p-11). The preceding examples are a few of the historical foundations that patriarchy has been built upon and hence the underlying foundation from which the subject of woman’s career roles emanates. Chapter 2 –Segregation in the Workplace 2.1 Segregation Segregation in the workplace constitutes a phenomenon that is linked to sex discrimination, the glass ceiling, patriarchy and unequal wages in that it reinforces stereotyped views, attitudes and traditions. Resin (1984) states that work related sex segregation can be characterized in the following manner, the first is through norms that separate sexes into separate spheres, such as the predominance of females in domestic work and males in construction, and via functional separation whereby males and females do different work in the same work setting. Segregation in the workplace is a further subtle reinforcement of inequality that slowly permeates the conscientiousness of both males and females into accepting this abnormality as being normal. A review of segregation in the workplace in terms of its manifestations shall be examined from a neutral stance in order to gauge perspectives from both sides of the equation. Such will be done from a factual information based perspective. The subject of segregation in the workplace with regard to women is also termed as the ‘Glass Ceiling’. This phrase was developed in the United States during the 1970’s to describe artificial and invisible barriers that were and are created as a result of organizational and attitudinal prejudices that serve to prevent women from assuming top positions in the workplace (Wirth, 2001). As the most visible and publicized example of discrimination and the segregation of women in the work place, the exclusion of females from top positions within corporations is clearly evident by the fact that they hold just 2 to 3 percent of the top positions. Linda Wirth (2001) has stated that women have not reached top positions in major companies and that the foregoing has nothing to do with their lack of abilities. The International Labour Organization (Chart 5) indicates that around fifty percent (59%) of all women are positioned in occupations that cane be termed sex stereotyped. The preceding term is defined as meaning that approximately eighty present (89%) of the workers within these occupations are either males or females whereas management is primarily male dominated position. Chart 5 – Women’s Share of Administrative – Managerial Positions and Their Share of Total Employment, 1994-1995 (Wirth, 2001, p 193) Country Administrative and Managerial Jobs (%) Total Employment (%) Australia 43 42 Austria 22 43 Chile 20 32 Costa Rica 23 30 Ecuador 28 38 Egypt 12 20 Finland 25 47 Israel 19 42 Japan 9 41 Malaysia 19 34 Mexico 20 32 Norway 32 46 Paraguay 23 41 Philippines 33 37 Sri Lanka 17 48 Switzerland 28 40 Turkey 10 30 United Kingdom 33 45 United States 43 46 Uruguay 28 41 Venezuela 23 33 The preceding is an example of how segregation in the workplace extends into wage inequality as well as job satisfaction in that there is a cap on the level of advancement which women can generally aspire to thus slowly dampening their drive and determination in the face of subtle hurdles. Given the predominance of male positioned managers, executives and directors only the most dedicated and brightest of females manage to reach top positions where they still remain underpaid and suffer forms of discrimination in a male dominated environment. The definitive example of work segregation is found in the manner in which men and women are paid for the same work. Chart 4, Percentage Change in Real Wages/Earnings, Men and Women for Selected Occupations, revealed that the fact there has been and is a percentage change in real wage earnings for men and women in selected occupations, means that there was wage disparity in the first place (International Labour Organization, 2004). The idea of traditional occupations represents one of the most pervasive forms of segregation in work whereby males are thought to be either innately qualified or predisposed to work in certain industries. An example of the preceding is demonstrated by the findings of the Equal Opportunities Commission in Scotland based upon research conducted by Caledonian University in Glasgow. Said study found that there are barriers to younger adults pursuing certain career choices and that these include the negative feedback and or attitudes of family, friends and more particularly employers (BBC News, 2005). Said study pointed to the fact that there were just forty-one female apprentices in the entire country that were actively engaged in pursuing a construction career., and only fifty in engineering (BBCNews, 2005). On the opposite side of the coin the same study revealed that just 15 males were pursuing careers as apprentices in childcare. The report concluded that the barriers concerning the recruitment of males for that occupation were the low pay and attitudes of end users regarding the suitability of males in such roles (BBC News, 2005). 2.2 Gender Segregation Gender segregation represents a real issue that is neither subtle nor hidden, yet defies the concept of discrimination in that it prevents females from assuming careers that tend to fall outside of what is either considered feminine or represent male dominated areas whereby their attempt at entry will be greeted with barriers. The conception that there are traditional roles for men and women is countermanded byte fact that fully one-third of Finnish and American entrepreneurs are women, as just one singular example (International Labour Office,2004). The concept of segregation in the workplace has many differing forms and varieties, but it is what it is, segregation. And that fosters the climate that continues the attitudinal as well as prejudicial underpinnings that contribute to the view of woman’s careers as being predisposed to a certain limited sphere as well as inequality. Pascale differences, the conception that certain careers are better suited to women, the disproportionate skew of males in managerial positions as well as the predominate concentrations of females in certain professions and industries reinforce this environment to the detriment of all. Chapter 3 Attitudes Toward Women at Work As pointed out in Chapter 3 – Segregation in the Workplace, certain predefined ideas and conceptions provide the basis that fosters and continues the notion that varied occupations are better suited to women or men. This thinking helps to create an attitudinal atmosphere that reinforces itself in spite of there being proof to the contrary. Evening what we like to think of as our modern and progressive societies of the new millennium, much of the same limited and outdated thinking that existed prior to the 1940’s is still with us, and in spite of all of the legislation, feminist movements and understanding of equal rights, progress in terms of changing or evolving people’s minds has been slowing coming. The aforementioned ‘glass ceiling’ atmosphere is a pervasive climate that permeates throughout the work environment. Its visual manifestations in terms of the male dominated professions and management positions are consistent reminders of the way things are, as well as the way things were. Thus, an examination of attitudes concerning women at work is linked to segregation in the workplace as well as other concepts as they are inexorably tied to one another. The most disturbing examples of attitudes with regard to women at work arise discrimination and sexual harassment, both outgrowths of segregation in the workplace. 3.1 Looking Under the Surface Oddly, the Allies would most likely not have won World War I without women. Not because they were nurses, functioned as telephone operators or were basically secretaries to generals and prime ministers, but because they welded tanks, made munitions, drove tractor-trailers, operated heavy machinery and performed all manner of traditionally male jobs (Wikipedia, 2005). With such a breakthrough in thinking as well as demonstration of female aptitude one would wonders to why the questions of discrimination, work place segregation and unequal pay scales are still with us, yet they are. Once again, the roots of such odd thinking can be traced back to patriarchy, which comes from ancient Greece whereby patria Thus the ramifications of continued second class citizenship with regard to participation in the work force must be explained by ingrained societal foundations, and this is the rationale for the examination of the word patriarchy. Given its foundation of ruler, archer, the platform for at least a partial explanation of the struggle women still face in the workplace seems to have a basis. The foregoing when combined with the ‘glass ceiling’ effect and unequal wage scales brings forth the fact that there is de facto sex discrimination, and these practices create the view that sees women as secondary, or less important workers and individuals. Article 20 of the European Charter of Fundamental Rights, which was enacted in 2000, states that everyone is equal in terms of the law and Article 21 of that legislation states(Silver, 2003): â€Å"Any discrimination based on any ground such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation shall be prohibited† The European Charter of Fundamental Rights goes on to add in Article23 that it is understood that it recognizes equality between men and women as being (Silver, 2003): â€Å"†¦ in all areas, including employment, work and pay, without preventing measures providing for specific advantages in favour of thunder-represented sex† The language as well as intent leaves no room for misinterpretation with regard to the stance of the European Union and thus the obligations of all member nations. The problem with the foregoing is that it had to be legislated rather than being a part of the social fabric. And, as it is with all regulations, laws and legislation, penalties form the basis for compliance where common sense and morality do not prevail. Once again, the ingrained thinking of centuries of cultural and traditional foundations of patriarchal societies is at work slowing the process. And while there has been and is progress in terms of the opportunities open to women, these areas pale in comparison to the overall number taken as a whole. The International Labour Organization (2003) found that while women represent forty present (40%) of the labour force, their proportion of managerial positions is fewer than twenty present (20%). Its studies also uncovered that the higher the management position, the less women are represented. The latest figures on top corporate positions found that women constituted just a 2 to 3 present representation (International Labour Organization, 2003, p-5). The preceding, while limited to managerial considerations, is clear indication of the prevailing attitude in the workplace regarding careers involving women. It points to the ‘glass ceiling’ effect and the fact that within the structures as well as processes of society and organizations that there is inherent discrimination that transcends legislation through the application of slow and frustrating practices. The correlation of attitudes in the workplace is best exemplified through what is and has transpired as a result of historical employment patterns. Developed economies such as the United Kingdom and Switzerland report that slightly over ten present (10%) and twelve present (12%), respectively, of executives in these countries were women as of 1999 (International Labour Organization, 2003, p-6). And while there have been increases in the level of managerial positions held by women, the overall percentage increase has been in the range of1 through 3 present. 3.2 Statistical Evidence Statistical evidence has been utilized to illustrate that the workplace attitudes concerning women has been and is slow to change. In the United Kingdom a survey conducted by the Equal Opportunities Commission(2006) indicated that while females have been outperforming males in education and that they statistically outnumber males in institutions of higher learning, they represent just: nine present (9%) of the senior judiciary, ten present (10%) of senior police officers, and thirteen present (13%) of national newspaper editors The overall consensus reached by the survey is that there has been little progress or change since the Equal Opportunity Commission first published its findings in 2004. The lack of any meaningful progress in women achieving managerial positions has been utilized as a bell weather to gauge attitudes and indicates that social, cultural and economic variables, as well as wage scales, that are clear indicators with respect to the fact that the workplace attitudes concerning women still sees them in secondary rather than equal roles. Chapter 4 Legislation Concerning Gender and Employment The European Union passed the Equal Pay Act in 1970, which marked its first legislation on discrimination. Society was different in that period than it is now and in some ways it remains the same. The gender divide is still present and research has shown that there is little difference in a reduction of the wage gap. The fact that the European Union has been diligent in its understanding and approach to the facets of inequality, discrimination in all forms, equal pay, employment equality, sexual harassment, and sex discrimination means that there are other factors inhibiting the objective of attaining improvements in these areas. In order to understand what has transpired in terms of society and legislation, a comparative examination of the 30 year period that represents the enactment of the Equal Pay Act of 1970 and today shall attempt to identify the factors inhibiting progress in the achievement of the aims of legislation designed to eliminate the aforementioned inequities. 4.1 Equal Pay Act of 1970 (Equal Opportunity Commission, 2005) The Act makes it unlawful for employers to discriminate in the workplace between males and females with regard to their rate of payment when they are engaged in the same as well as similar work, work that is rated as being equivalent and or work that is of equal value. The key provision is that the Act refers to comparisons for the preceding between individuals of the opposite sex. When the Act was passed in 1970 the wage gap between males and females stood as thirty-seven present (37%) (Woman and Equality, 2006). By the time the Act became law in 1975 the wage gap had reduced to thirty present(30%), and presently it stands at seventeen present (17%) (Equal Opportunity Commission, 2005). The Act provides both men as well as women to equal payment in terms of the contract for employment and provides for coverage for piecework, quotas, bonuses, sick leave and holidays. Enhancements to the Act under European Law have extended the range of coverage to redundancy payments, concessions for travel, pensions handled by employers and to occupational benefits under pension plans administered by employers. The Equal Pay Act was the first as well as most important piece of legislation in that it immediately addressed the issue of compensation that covered every male and female within the jurisdiction of the European Union. And while being a landmark piece of legislation in terms of seeking to level the playing field for women, the Act also contains provisions that provide employers with a defence concerning pay differences. It states that employers do not have to pay the same wages as well as benefits for equal work if they can effectively prove that the difference on wages is a factor unrelated toe difference in sex. It also provides for the fact that differing geographic locations might serve as grounds, as well as specialized recruitment for particular positions and the requirement or need to retain workers that perform or occupy particular positions. 4.2 Equal Treatment in Employment and Occupation (International Labour Organization, 2006) As referred to as ‘gender equality’ Directive 76/207, which was amended by Directive 2000/78/EC of 27 November 2000 of the European Commission Treaty, it sets forth the foundations and regulations concerning equal treatment in terms of: 1. access to employment 2. self-employment and occupation, 3. working conditions, and 4. vocational training The framework that the Directive set down terms and conditions that identified discrimination on the basis of: religion or belief, and age or sexual orientation, with regard to employment as well as occupation, thus putting into effect in the European Union states principles of equal treatment as long as the preceding does is not as a result of discrimination based upon sex, which is legislated under the Sex Discrimination Act. And while this piece of legislation is not directly linked to considerations based upon sexual orientation, it does represent a broad context that broadens the scope of the European Union’s legislative powers in these areas and as such constitutes a supporting role in the specific mandates that affect women. As covered under Chapter 3 -Attitudes Toward Women at Work, societal, traditions and cultural foundations help to shape individual as well as corporate thinking. As such the attack on prejudice needs to take a direct frontal approach as well as from angles to centralize and focus in on the problem or unequal treatment as a concept, condition and principle. Sex Discrimination Act, as amended, of 1976 (Equal Opportunity Commission, 2002) The Act provides for the fact that individuals must have legal protection with regard to harassment and sexual harassment in employment as well as vocational training. The Act defines harassments: â€Å"†¦ where unwanted conduct related to the sex of a person occurs with the purpose of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment†. (Equal Opportunity Commission, 2002) And in terms of the Act, sexual harassment is defined as: â€Å"†¦ where any form of unwanted verbal, non-verbal or physical conduct of sexual nature occurs†¦Ã¢â‚¬  (Equal Opportunity Commission, 2002) The preceding refers to when the foregoing violates the dignity of an individual when in particular such creates a hostile, degrading, offensive and or humiliating environment. In the United Kingdom the Protection from Harassment Act 1997 is the singular statute dealing specifically with this subject. It makes it a criminal offence for someone to engage in or pursue a course of conduct, this includes speech, which amounts to the harassment of another individual. Under the UK Harassment Act, harassment is defined as: â€Å"†¦ a course of conduct which amounts to harassment of another, and which he knows or ought to have known amounts to the harassment of another† (Equal Opportunity Commission, 2002) The laws of the European Union clearly set forth the conditions, circumstances and legal ramifications of equal pay, sex discrimination, harassment and gender equality in its position to create compliance with modern societal thinking and correctness. The heart of the principle is that a law is: 1. A rule of conduct or procedure established by custom, agreement or authority. 2. a. The body of rules and principles governing affairs†¦ b. The condition of social order and justice created by adherence to such a system †¦ 4. A piece of enacted legislation † (Houghton Mifflin, 2006) The preceding provides the explanation as to why such legislation is needed. And while there is great debate on the subject, the purpose of government is to protect individual rights and to preserve justice(Wikipedia, 2006). And as it is with any societal system, the prevailing view as well as wisdom changes as thinking evolves. The underlying foundations upon which western societies are primarily built upon are patriarchal and religious precepts. As discussed in Chapter 1– Introduction, the rights of women were scant and subject to the subjugation of males under Roman law, the church and ancient as well as medieval laws. Since legislation for Equal Pay was only enacted in 1970in the European Union it seems to indicate that medieval principles were still at work in our modern age and apparently still at work in that equal pay, attitudes toward women at work and enacted legislation has made progress, but still represents a prime topic of discussion thirty years later. Chapter 5 The Differences Between Men and Women The biological and social constructions of men and women are known to have scientific basis with respect to differences. The notion that we are all created equal is a truth of the human experience, but within that equality, men and women differ in many aspects. The question in the context of women and their career roles with respect to a work and life balance is, does that difference equate some type of advantage, disadvantage or no applicable correlation with regard to that context? 5.1 The Perception of Differences A recent scientific discovery indicated that there are 789 different genes that separate men from women (BBC News, 2003), but the study could not detail what they do or the reasons as to what the differences that these genes might hold. And the foregoing represents the point. There are both differences as well as similarities between the sexes that are identified as a result of psychological differen Gender Differences in the Workforce Gender Differences in the Workforce The contention that women’s roles in having a career results in the creation of a problem with regard to them achieving a balance between their work and lives finds its roots in the rights and equality issues women have faced throughout the ages. The subject is not a contemporary one, although this tends to be the common perception due to scant references to resources dating back centuries as a result of either suppression or the lack of relevant data in books. In fact, such information is available via research in many journals and letters. The sources of the conception that a woman’s career somehow takes second precedence to being a wife, mother or homemaker are founded in a number of myths, prejudicial thinking, misguided notions and historical contexts that have fostered them as second class citizens. A large percentage of feminists believe that the status of women being regarded as second-class citizens is a result of patriarchy being the foundation that modern society was built upon and that this fostered thinking, attitudes and conceptions that relegated them to secondary roles instead of being regarded as equals. The foregoing notion(s) shall be examined from a number of standpoints to clarify the unenlightened views held by some in this regard. The examination will not be conducted from a feminist point of view, nor shall it seek to explain prevailing views, it shall instead present the relevant facts which the conclusions shall be drawn from. The simple truth is that women have been balancing multiple roles through history and the insertion of the role of career can be equated to any number of functions that they have performed and accomplished. Chapter 1 – Introduction 1.1 Background In order to set the context for the discussion regarding the contention that women’s roles in having careers poses a problem in their achieving balance between work and life, the first salient fact that needs tube established is that women constitute 3,209,000,000 of the world’s total population estimate of 6,477,450,857 (Population Reference Bureau, 2006). This means that the under utilization of women represents a 50% reduction in the number of available individuals that can make a contribution in professional terms. Chart 1 – Education Variables – Women (Population Reference Bureau, 2006) Demographic Variable Country Data Women All Ages, 2005 World 3,209,000,000 All Educational Variables Literacy Women as % of Literate Men, Ages 15-24, 2000-04 World 92 Secondary School Enrolment, Female, 2000-03 (as % of school-age enrolment) World 93 As the preceding chart indicates, the slight difference in overall literacy rates does not put women at a disadvantage in terms of educational qualifications, yet their unemployment rate remains considerably higher proportionally. As shown from the following chart, women comprise approximately 40% of today’s work force yet their participation rates indicate bias (see Chart 3 – Male and Female Labour Force Participation Rates and the Gender Gap in Economically Active Females per 100 Males, 2003): Chart 2 – Global Labour Market Indicators / 1993 and 2003 (International Labour Organization, 2004) Female Male Total 1993 2003 1993 2003 1993 2003 Labour force (millions) 1,006 1,208 1,507 1,769 2,513 2,978 Employment (millions) 948 1,130 1,425 1,661 2,373 2,792 Unemployment (millions) 58.2 77.8 82.3 108.1 140.5 185.9 Labour force participation rate (%) 53.5 53.9 80.5 79.4 67.0 66.6 Employment-to-population ratio (%) 50.4 50.5 76.1 74.5 63.3 62.5 Unemployment rate (%) 5.8 6.4 5.5 6.1 5.6 6.2 Chart 3 – Male and Female Labour Force Participation Rates and the Gender Gap in Economically Active Females per 100 Males, 2003 (International Labour Organization, 2004) Male LFPR Female LFPR Gender Gap in Economically Active Females per 100 Males World 79.4 53.9 68 Middle East and North Africa 76.8 28.2 36 South Asia 81.1 37.4 44 Latin America and the Caribbean 80.5 49.2 64 Industrialized Economies 70.3 50.5 76 Transition Economies 65.7 53.1 91 South-East Asia 82.9 60.5 75 Sub-Saharan Africa 85.3 63.2 77 East Asia 85.1 73.1 83 When wages are factored into the preceding figures, the picture of bias with respect to employed women takes on additional meaning. Chart 4 – Percentage Change in Real Wages/Earnings, Men and Women for Selected Occupations. (International Labour Organization, 2004) Accountant Computer First- Labourer Professional Welder (in banking) programmer Level in nurse in metal in education construction Manu- insurance teacher factoring F M F M F M F M F M F M Bahrain (1993-98) 16 1161 near near -7 131 36 24 1n.a.1 1n.a1 1n.a.1 1n.a1 Belarus (1996-2000) near near near near 100 35 307 323 near near near near Cyprus (1990-2001) near near 44 60 23 12 49 37 26 9 near near Finland (1990-1999) 67 96 44 66 -7 -4 1 8 -7 -6 -10 -1 Jordan (1988-1997) 29 20 -63 -51 25 13 near near -21 -17 near near Korea, Republic of (1990-2001) 91 46 94 73 29 60 115 37 71 229 46 49 Kyrgyzstan (1998-2001) 4 -26 near near -14 -39 4 20 -19 -32 near near Latvia (1997-2001) 39 31 561 142 82 45 36 18 60 33 1 26 Peru (1997-2001) 15 35 -13 -20 34 37 near near near near near near Poland (1998-2001) 28 31 103 70 53 53 13 20 26 29 45 25 Romania (1995-2001) 126 73 1 38 -7 -6 -19 -24 27 17 -22 -20 Singapore (1995-2000) -3 -24 24 43 near near 26 16 9 24 24 19 United Kingdom (1996-2001) 16 1 9 near near near near near near 10 12 near near United States (1990-2000) 9 12 15 6 4 14 near near -2 10 near near From the foregoing it appears that the problem with women’s roles in having a career is the problem that is perceived by others rather than women themselves. The preceding statement is made as a result of the purely statistical information which clearly shows that women want to work and have the basic educational background(s), however wages are a reflection of a perceived difference even when gauged against the same profession. Therefore, there must be other forces, explanations, perceptions and aspects at work. In order to understand the environments outlined by the preceding, it will be necessary to delve into social, gender, historical, economic and other areas in order to develop an understanding of what is at work in even asking the question, as well as answering it. For if the preceding did not consist of underlying causes, then the need to examine the phenomenon would not exist. The foregoing brings us to areas of examination that at first glance might seem disconnected from the context, but in reality are revealing looks into legislative, sociological, cultural, historical and aspects that aid in providing not just facts, but insight as a result of reviewing them in combination as statistical data and appropriate legislation are a result of changing societal views. But legislation alone cannot cause individuals to evolve their views, and herein lies the problem as there are countless examples where the spirit of the law has been subjugated and artificial barriers created or utilized. The preceding are events, circumstances and outgrowths that are not the product of women’s careers being the problem, these are other forces at work making it a problem. 1.2 Historical Perspectives Historically women have managed, just as males have, to multi task. The example of the working male who engages in sports, hunting, boating, wood working, and running multiple businesses does not raise the question as to whether they are neglecting or failing to provide their families with enough fathering time. This is a result of patriarchy which means in literal terms that males make the decisions as a result of them being the dominant aspect in political as well asocial affairs. But, more importantly males own and run the corporations by and large, as well as are dominant in political, military and other manifestations of power. Therefore, whether one elects to think of society at large being patriarchal, it in fact is. Hence, the preceding fosters underlying, hidden and historical perceptions regarding the roles of men and women as established centuries ago. Support for the preceding view can be traced back to Roman law during the period defined as Augustus to Justinian, as represented by27 B.C. to 527 A.D. A Roman woman was regarded as legally capable at the age of thirteen whereby she was permitted to draw up a will(Hacker, 2004). The foregoing however was bound by the condition that she could do so under supervision. Supervision was deemed to either bathe female’s father, male guardian of husband and their consent was essential in order for the will to be executed. The preceding stipulation of male consent remained as a condition over a Roman woman’s life regardless of her age. This condition was explained as being a result of their â€Å"†¦ unsteadiness of character†, â€Å" â€Å"the weakness of the sex†, and â€Å"ignorance of legal matters† (Hacker, 2004, p-3). Evidence of subjugation can also be found in Church history. Canon law states that a wife must be submissive to her husband and that she could not cut off her hair under penalty of excommunication (Hecker,2004, p-9). And in the case of Joan of Arc, it was her breaking of the law stating that a woman who wore men’s garments was accursed, that was one of the charges that resulted in her being burned at the stake(Hacker, 2004, p-9). Similar examples can also be found in British law where under older common law a husband had the authority to â€Å"†¦ correct and chastise his wife† (Hacker, 2004, p-11). The preceding examples are a few of the historical foundations that patriarchy has been built upon and hence the underlying foundation from which the subject of woman’s career roles emanates. Chapter 2 –Segregation in the Workplace 2.1 Segregation Segregation in the workplace constitutes a phenomenon that is linked to sex discrimination, the glass ceiling, patriarchy and unequal wages in that it reinforces stereotyped views, attitudes and traditions. Resin (1984) states that work related sex segregation can be characterized in the following manner, the first is through norms that separate sexes into separate spheres, such as the predominance of females in domestic work and males in construction, and via functional separation whereby males and females do different work in the same work setting. Segregation in the workplace is a further subtle reinforcement of inequality that slowly permeates the conscientiousness of both males and females into accepting this abnormality as being normal. A review of segregation in the workplace in terms of its manifestations shall be examined from a neutral stance in order to gauge perspectives from both sides of the equation. Such will be done from a factual information based perspective. The subject of segregation in the workplace with regard to women is also termed as the ‘Glass Ceiling’. This phrase was developed in the United States during the 1970’s to describe artificial and invisible barriers that were and are created as a result of organizational and attitudinal prejudices that serve to prevent women from assuming top positions in the workplace (Wirth, 2001). As the most visible and publicized example of discrimination and the segregation of women in the work place, the exclusion of females from top positions within corporations is clearly evident by the fact that they hold just 2 to 3 percent of the top positions. Linda Wirth (2001) has stated that women have not reached top positions in major companies and that the foregoing has nothing to do with their lack of abilities. The International Labour Organization (Chart 5) indicates that around fifty percent (59%) of all women are positioned in occupations that cane be termed sex stereotyped. The preceding term is defined as meaning that approximately eighty present (89%) of the workers within these occupations are either males or females whereas management is primarily male dominated position. Chart 5 – Women’s Share of Administrative – Managerial Positions and Their Share of Total Employment, 1994-1995 (Wirth, 2001, p 193) Country Administrative and Managerial Jobs (%) Total Employment (%) Australia 43 42 Austria 22 43 Chile 20 32 Costa Rica 23 30 Ecuador 28 38 Egypt 12 20 Finland 25 47 Israel 19 42 Japan 9 41 Malaysia 19 34 Mexico 20 32 Norway 32 46 Paraguay 23 41 Philippines 33 37 Sri Lanka 17 48 Switzerland 28 40 Turkey 10 30 United Kingdom 33 45 United States 43 46 Uruguay 28 41 Venezuela 23 33 The preceding is an example of how segregation in the workplace extends into wage inequality as well as job satisfaction in that there is a cap on the level of advancement which women can generally aspire to thus slowly dampening their drive and determination in the face of subtle hurdles. Given the predominance of male positioned managers, executives and directors only the most dedicated and brightest of females manage to reach top positions where they still remain underpaid and suffer forms of discrimination in a male dominated environment. The definitive example of work segregation is found in the manner in which men and women are paid for the same work. Chart 4, Percentage Change in Real Wages/Earnings, Men and Women for Selected Occupations, revealed that the fact there has been and is a percentage change in real wage earnings for men and women in selected occupations, means that there was wage disparity in the first place (International Labour Organization, 2004). The idea of traditional occupations represents one of the most pervasive forms of segregation in work whereby males are thought to be either innately qualified or predisposed to work in certain industries. An example of the preceding is demonstrated by the findings of the Equal Opportunities Commission in Scotland based upon research conducted by Caledonian University in Glasgow. Said study found that there are barriers to younger adults pursuing certain career choices and that these include the negative feedback and or attitudes of family, friends and more particularly employers (BBC News, 2005). Said study pointed to the fact that there were just forty-one female apprentices in the entire country that were actively engaged in pursuing a construction career., and only fifty in engineering (BBCNews, 2005). On the opposite side of the coin the same study revealed that just 15 males were pursuing careers as apprentices in childcare. The report concluded that the barriers concerning the recruitment of males for that occupation were the low pay and attitudes of end users regarding the suitability of males in such roles (BBC News, 2005). 2.2 Gender Segregation Gender segregation represents a real issue that is neither subtle nor hidden, yet defies the concept of discrimination in that it prevents females from assuming careers that tend to fall outside of what is either considered feminine or represent male dominated areas whereby their attempt at entry will be greeted with barriers. The conception that there are traditional roles for men and women is countermanded byte fact that fully one-third of Finnish and American entrepreneurs are women, as just one singular example (International Labour Office,2004). The concept of segregation in the workplace has many differing forms and varieties, but it is what it is, segregation. And that fosters the climate that continues the attitudinal as well as prejudicial underpinnings that contribute to the view of woman’s careers as being predisposed to a certain limited sphere as well as inequality. Pascale differences, the conception that certain careers are better suited to women, the disproportionate skew of males in managerial positions as well as the predominate concentrations of females in certain professions and industries reinforce this environment to the detriment of all. Chapter 3 Attitudes Toward Women at Work As pointed out in Chapter 3 – Segregation in the Workplace, certain predefined ideas and conceptions provide the basis that fosters and continues the notion that varied occupations are better suited to women or men. This thinking helps to create an attitudinal atmosphere that reinforces itself in spite of there being proof to the contrary. Evening what we like to think of as our modern and progressive societies of the new millennium, much of the same limited and outdated thinking that existed prior to the 1940’s is still with us, and in spite of all of the legislation, feminist movements and understanding of equal rights, progress in terms of changing or evolving people’s minds has been slowing coming. The aforementioned ‘glass ceiling’ atmosphere is a pervasive climate that permeates throughout the work environment. Its visual manifestations in terms of the male dominated professions and management positions are consistent reminders of the way things are, as well as the way things were. Thus, an examination of attitudes concerning women at work is linked to segregation in the workplace as well as other concepts as they are inexorably tied to one another. The most disturbing examples of attitudes with regard to women at work arise discrimination and sexual harassment, both outgrowths of segregation in the workplace. 3.1 Looking Under the Surface Oddly, the Allies would most likely not have won World War I without women. Not because they were nurses, functioned as telephone operators or were basically secretaries to generals and prime ministers, but because they welded tanks, made munitions, drove tractor-trailers, operated heavy machinery and performed all manner of traditionally male jobs (Wikipedia, 2005). With such a breakthrough in thinking as well as demonstration of female aptitude one would wonders to why the questions of discrimination, work place segregation and unequal pay scales are still with us, yet they are. Once again, the roots of such odd thinking can be traced back to patriarchy, which comes from ancient Greece whereby patria Thus the ramifications of continued second class citizenship with regard to participation in the work force must be explained by ingrained societal foundations, and this is the rationale for the examination of the word patriarchy. Given its foundation of ruler, archer, the platform for at least a partial explanation of the struggle women still face in the workplace seems to have a basis. The foregoing when combined with the ‘glass ceiling’ effect and unequal wage scales brings forth the fact that there is de facto sex discrimination, and these practices create the view that sees women as secondary, or less important workers and individuals. Article 20 of the European Charter of Fundamental Rights, which was enacted in 2000, states that everyone is equal in terms of the law and Article 21 of that legislation states(Silver, 2003): â€Å"Any discrimination based on any ground such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation shall be prohibited† The European Charter of Fundamental Rights goes on to add in Article23 that it is understood that it recognizes equality between men and women as being (Silver, 2003): â€Å"†¦ in all areas, including employment, work and pay, without preventing measures providing for specific advantages in favour of thunder-represented sex† The language as well as intent leaves no room for misinterpretation with regard to the stance of the European Union and thus the obligations of all member nations. The problem with the foregoing is that it had to be legislated rather than being a part of the social fabric. And, as it is with all regulations, laws and legislation, penalties form the basis for compliance where common sense and morality do not prevail. Once again, the ingrained thinking of centuries of cultural and traditional foundations of patriarchal societies is at work slowing the process. And while there has been and is progress in terms of the opportunities open to women, these areas pale in comparison to the overall number taken as a whole. The International Labour Organization (2003) found that while women represent forty present (40%) of the labour force, their proportion of managerial positions is fewer than twenty present (20%). Its studies also uncovered that the higher the management position, the less women are represented. The latest figures on top corporate positions found that women constituted just a 2 to 3 present representation (International Labour Organization, 2003, p-5). The preceding, while limited to managerial considerations, is clear indication of the prevailing attitude in the workplace regarding careers involving women. It points to the ‘glass ceiling’ effect and the fact that within the structures as well as processes of society and organizations that there is inherent discrimination that transcends legislation through the application of slow and frustrating practices. The correlation of attitudes in the workplace is best exemplified through what is and has transpired as a result of historical employment patterns. Developed economies such as the United Kingdom and Switzerland report that slightly over ten present (10%) and twelve present (12%), respectively, of executives in these countries were women as of 1999 (International Labour Organization, 2003, p-6). And while there have been increases in the level of managerial positions held by women, the overall percentage increase has been in the range of1 through 3 present. 3.2 Statistical Evidence Statistical evidence has been utilized to illustrate that the workplace attitudes concerning women has been and is slow to change. In the United Kingdom a survey conducted by the Equal Opportunities Commission(2006) indicated that while females have been outperforming males in education and that they statistically outnumber males in institutions of higher learning, they represent just: nine present (9%) of the senior judiciary, ten present (10%) of senior police officers, and thirteen present (13%) of national newspaper editors The overall consensus reached by the survey is that there has been little progress or change since the Equal Opportunity Commission first published its findings in 2004. The lack of any meaningful progress in women achieving managerial positions has been utilized as a bell weather to gauge attitudes and indicates that social, cultural and economic variables, as well as wage scales, that are clear indicators with respect to the fact that the workplace attitudes concerning women still sees them in secondary rather than equal roles. Chapter 4 Legislation Concerning Gender and Employment The European Union passed the Equal Pay Act in 1970, which marked its first legislation on discrimination. Society was different in that period than it is now and in some ways it remains the same. The gender divide is still present and research has shown that there is little difference in a reduction of the wage gap. The fact that the European Union has been diligent in its understanding and approach to the facets of inequality, discrimination in all forms, equal pay, employment equality, sexual harassment, and sex discrimination means that there are other factors inhibiting the objective of attaining improvements in these areas. In order to understand what has transpired in terms of society and legislation, a comparative examination of the 30 year period that represents the enactment of the Equal Pay Act of 1970 and today shall attempt to identify the factors inhibiting progress in the achievement of the aims of legislation designed to eliminate the aforementioned inequities. 4.1 Equal Pay Act of 1970 (Equal Opportunity Commission, 2005) The Act makes it unlawful for employers to discriminate in the workplace between males and females with regard to their rate of payment when they are engaged in the same as well as similar work, work that is rated as being equivalent and or work that is of equal value. The key provision is that the Act refers to comparisons for the preceding between individuals of the opposite sex. When the Act was passed in 1970 the wage gap between males and females stood as thirty-seven present (37%) (Woman and Equality, 2006). By the time the Act became law in 1975 the wage gap had reduced to thirty present(30%), and presently it stands at seventeen present (17%) (Equal Opportunity Commission, 2005). The Act provides both men as well as women to equal payment in terms of the contract for employment and provides for coverage for piecework, quotas, bonuses, sick leave and holidays. Enhancements to the Act under European Law have extended the range of coverage to redundancy payments, concessions for travel, pensions handled by employers and to occupational benefits under pension plans administered by employers. The Equal Pay Act was the first as well as most important piece of legislation in that it immediately addressed the issue of compensation that covered every male and female within the jurisdiction of the European Union. And while being a landmark piece of legislation in terms of seeking to level the playing field for women, the Act also contains provisions that provide employers with a defence concerning pay differences. It states that employers do not have to pay the same wages as well as benefits for equal work if they can effectively prove that the difference on wages is a factor unrelated toe difference in sex. It also provides for the fact that differing geographic locations might serve as grounds, as well as specialized recruitment for particular positions and the requirement or need to retain workers that perform or occupy particular positions. 4.2 Equal Treatment in Employment and Occupation (International Labour Organization, 2006) As referred to as ‘gender equality’ Directive 76/207, which was amended by Directive 2000/78/EC of 27 November 2000 of the European Commission Treaty, it sets forth the foundations and regulations concerning equal treatment in terms of: 1. access to employment 2. self-employment and occupation, 3. working conditions, and 4. vocational training The framework that the Directive set down terms and conditions that identified discrimination on the basis of: religion or belief, and age or sexual orientation, with regard to employment as well as occupation, thus putting into effect in the European Union states principles of equal treatment as long as the preceding does is not as a result of discrimination based upon sex, which is legislated under the Sex Discrimination Act. And while this piece of legislation is not directly linked to considerations based upon sexual orientation, it does represent a broad context that broadens the scope of the European Union’s legislative powers in these areas and as such constitutes a supporting role in the specific mandates that affect women. As covered under Chapter 3 -Attitudes Toward Women at Work, societal, traditions and cultural foundations help to shape individual as well as corporate thinking. As such the attack on prejudice needs to take a direct frontal approach as well as from angles to centralize and focus in on the problem or unequal treatment as a concept, condition and principle. Sex Discrimination Act, as amended, of 1976 (Equal Opportunity Commission, 2002) The Act provides for the fact that individuals must have legal protection with regard to harassment and sexual harassment in employment as well as vocational training. The Act defines harassments: â€Å"†¦ where unwanted conduct related to the sex of a person occurs with the purpose of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment†. (Equal Opportunity Commission, 2002) And in terms of the Act, sexual harassment is defined as: â€Å"†¦ where any form of unwanted verbal, non-verbal or physical conduct of sexual nature occurs†¦Ã¢â‚¬  (Equal Opportunity Commission, 2002) The preceding refers to when the foregoing violates the dignity of an individual when in particular such creates a hostile, degrading, offensive and or humiliating environment. In the United Kingdom the Protection from Harassment Act 1997 is the singular statute dealing specifically with this subject. It makes it a criminal offence for someone to engage in or pursue a course of conduct, this includes speech, which amounts to the harassment of another individual. Under the UK Harassment Act, harassment is defined as: â€Å"†¦ a course of conduct which amounts to harassment of another, and which he knows or ought to have known amounts to the harassment of another† (Equal Opportunity Commission, 2002) The laws of the European Union clearly set forth the conditions, circumstances and legal ramifications of equal pay, sex discrimination, harassment and gender equality in its position to create compliance with modern societal thinking and correctness. The heart of the principle is that a law is: 1. A rule of conduct or procedure established by custom, agreement or authority. 2. a. The body of rules and principles governing affairs†¦ b. The condition of social order and justice created by adherence to such a system †¦ 4. A piece of enacted legislation † (Houghton Mifflin, 2006) The preceding provides the explanation as to why such legislation is needed. And while there is great debate on the subject, the purpose of government is to protect individual rights and to preserve justice(Wikipedia, 2006). And as it is with any societal system, the prevailing view as well as wisdom changes as thinking evolves. The underlying foundations upon which western societies are primarily built upon are patriarchal and religious precepts. As discussed in Chapter 1– Introduction, the rights of women were scant and subject to the subjugation of males under Roman law, the church and ancient as well as medieval laws. Since legislation for Equal Pay was only enacted in 1970in the European Union it seems to indicate that medieval principles were still at work in our modern age and apparently still at work in that equal pay, attitudes toward women at work and enacted legislation has made progress, but still represents a prime topic of discussion thirty years later. Chapter 5 The Differences Between Men and Women The biological and social constructions of men and women are known to have scientific basis with respect to differences. The notion that we are all created equal is a truth of the human experience, but within that equality, men and women differ in many aspects. The question in the context of women and their career roles with respect to a work and life balance is, does that difference equate some type of advantage, disadvantage or no applicable correlation with regard to that context? 5.1 The Perception of Differences A recent scientific discovery indicated that there are 789 different genes that separate men from women (BBC News, 2003), but the study could not detail what they do or the reasons as to what the differences that these genes might hold. And the foregoing represents the point. There are both differences as well as similarities between the sexes that are identified as a result of psychological differen