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

Metafiction and JM Coetzees Foe Essay -- Foe

Metafiction and JM Coetzee's Foe    Is writing not a fine thing, Friday? Are you not filled with joy to know that you will live forever, after a manner? (Susan Barton, Foe, 58) Of the many literary conventions used to describe JM Coetzee's Foe, one of the more commonly written about is metafiction. Since about 1970, the term metafiction has been used widely to discuss works of post-modern fiction and has been the source of heated debate on whether its employ marks the death or the rebirth of the novel. A dominant theme in post-modern fiction, the term "metafiction" has been defined by literary critics in multiple ways. John Barth offers perhaps the most simplified definition: metafiction is "a novel that imitates a novel rather than the real world." Patricia Waugh extends our understanding to add that it is "fictional writing which self-consciously and systematically draws attention to itself as an artifact to pose questions about the relationship between fiction and reality." According to these definitions, metafiction concerns itself not with the creation of a new narra...

Economics †production possibilities curves Essay

â€Å"Explain how production possibilities curves can be used to demonstrate the problem of unemployment, the effects of technological change and the benefits of economic growth.†A production possibility frontier (also known as production possibility curve) represents all the possible combinations of the production of two types of goods and services that the economy can produce at any given time through graphical means. It is used to clearly demonstrate the problem of unemployment, the effects of technological change and the benefits of economic growth of a modified view of an economy. A typical production possibility frontier is based on four simplifying assumptions:1.The economy only produces two types of goods and services2.The state of technology remains unchanged3.The quantity of resources remains unchanged4.All resources are fully employedUsing the given assumptions, a production possibility frontier may be constructed. Fig 1.1 shows all the maximum possible combination of the production of wheat and cars in an economy when all resources are employed. Society must make decisions on which combination is most desirable, and thus, involving an opportunity cost. This is shown at point C on the line where in order to obtain 40 units of clothing, 50 units of food must be given up. The line AB shows the ideal spot in which an economy should lie as it signifies that all resources are efficiently employed, however in reality, this is often not the case and the problem of unemployment arises. Unemployment in an economy can be clearly identified in a production possibility frontier as the position of the economy would be shifted into the area within the curve. This is demonstrated in Fig 1.1 by X. Economy X is illustrated as producing 100 units of wheat and 40 units of cars, significantly reduced from the potential production of 150 units of wheat or 80 units of cars. This inefficient use of resources negatively impacts on the economy as the potential profit of the whole economy is reduced and resources are wasted. The production possibility frontier is able to clearly visualise the relationship between the production of two goods and services and indicate the state of an economy and its allocation of resources thus demonstrate the problem of unemployment and how it affects the economy’s profit and future implications. A change in the production possibility frontier may occur with technological improvements. This would often shift the curve in an outward direction, signifying the economy being able to develop a high quantity of goods or services with the same number of resource. In many cases, the technological advancement may only benefit to one of the goods or services. For example, the discovery of a genetic code to harvest wheat faster will benefit the production of wheat however, having no effect on the production of cars. This is shown in Fig 1.2 by the line DB where the line is shifted outwards from point A to point D and gradually declining to point B. In this case, 250 units of wheat may be produced as opposed to the original 200 units, providing a gain in production, and thus, the economy’s profits. On the other hand, if the technological advancement benefit both of the goods or services equally, it will cause the curve to shift outwards parallel to the original. An example may be new machinery developed that aids in the production of cars and wheat. This is demonstrated in Fig 1.3 where line AB shifts outwards to line DE. However, this parallel movement of the curve usually occurs with the discovery of new resources. Economic growth refers to an economy’s capacity to produce more goods and services. Factors of economic growth includes: technological improvement; discovery of new resources; increase in population, thus increase in labour. This may be clearly presented with the production possibility frontier by comparing the curves of a past or present economy to a present or future economy. This may be seen in Fig 1.4 where the curve is stretched outwards and the potential production rate is increased. For example point C on the line AB producing 150 units of wheat and 40 units of cars will be shifted to point F, producing 200 units of wheat and 50 units of cars. Economic growth indicates a benefit to our society as more wants and needs will be satisfied in the society, thus improving the standard of living of individuals in the economy. This implicates that the economy will be able to  support a larger population and provide better facilities or environment. A production possibility frontier may be described as one of the essential tools in economics. It allows the viewer to graphically identify the relationships of two different types of goods or services, compare the past/present/future status of an economy and identify the position of the economy in relations to the curve. It demonstrates the problem of unemployment, the effects of technological changes and the benefits of economic growth. bibliography: tim dixon economics textbook

Qué es el programa de Comunidades Seguras

Quà © es el programa de Comunidades Seguras Comunidades Seguras es un programa del gobierno federal de colaboracià ³n con autoridades locales y estatales para identificar inmigrantes para proceder a su remocià ³n inmediata de los Estados Unidos o al inicio de un procedimiento de deportacià ³n. Las razones por las que el migrante puede verse en ese problema pueden ser variadas, desde estar en el paà ­s como indocumentado a haber cometido violaciones migratorias o delitos o  faltas penales. En este artà ­culo se explica cà ³mo funciona este programa, por quà © tiene fieros defensores y crà ­ticos, cul es la relacià ³n de Comunidades Seguras con las ciudades santuario y quà © se puede hacer. Cmo funciona el programa Comunidades Seguras El funcionamiento es realmente sencillo. En Estados Unidos cuando una persona es arrestada o detenida se le toman las huellas digitales, conocidas en algunos paà ­ses como dactilares. A continuacià ³n esa informacià ³n se le envà ­a al FBI. El FBI las compara contra varias bases de datos, por ejemplo, IAFIS, donde estn fichadas personas con pasado delictivo. Adems, las compara con bases de datos de otras agencias como IDENT, del Departamento de Seguridad Interna (DHS, por sus siglas en inglà ©s) en la que se guarda toda la informacià ³n disponible sobre inmigrantes, sobre criminales y sobre personas consideradas terroristas o sospechosas de serlo. Asimismo, tambià ©n se comparan esas huellas dactilares con la base de datos  de los oficiales de migracià ³n, como por ejemplo US-VISIT, con las que controlan los  pasos fronterizos terrestres, puertos y aeropuertos. Si el resultado es que la persona es inmigrante y tiene rà ©cord criminal o una orden de deportacià ³n pendiente o se sospecha que est en el paà ­s ilegalmente entonces se considera que se produce un  ¨hit ¨. Aclarar que se puede creer que una persona est como indocumentada tanto porque no aparece rà ©cord de su ingreso legal y se cree que es extranjera o porque es evidente que ingresà ³ legalmente pero no ha salido a tiempo.   Si se produce ese  ¨hit ¨, es decir, una coincidencia de interà ©s para Inmigracià ³n, entonces el FBI lo notifica tanto a la autoridad que tiene a la persona arrestada o detenida como al Centro de Apoyo para el Cumplimiento de la Ley (LESC, por sus siglas en inglà ©s), que es un departamento dentro de ICE. A partir de ahà ­, ICE analiza la situacià ³n y decide, segà ºn lo que considere prioritario, quà © hacer. Puede decidir emitir un detainer, tambià ©n conocido como hold. Esto quiere decir que se solicita que se retenga al detenido por 48 horas ms a partir del dà ­a que deba ser liberado, con el objetivo de darle tiempo al ICE de hacerse cargo. En ese plazo de 48 horas no se incluyen sbados, domingos ni feriados. Adems, en la actualidad los detainer van acompaà ±ados de una orden (warrant, por su nombre en inglà ©s), que pueden ser de dos clases: para remocià ³n/deportacià ³n o para arresto. A partir de ahà ­, si la autoridad que recibe el detainer decide cumplirlo, entregar al detenido a las autoridades migratorias, que segà ºn el caso, procedern a su deportacià ³n inmediata o iniciarn  un procedimiento judicial de deportacià ³n. Argumentos a favor y en contra de Comunidades Seguras Los defensores de este programa consideran que es una gran herramienta para deportar a migrantes, particularmente los que tienen un historial como  criminales violentos.   Sin embargo, un estudio de Transactional Records Access Clearinghouse de la Universidad de Syracuse argumenta que en la actualidad no hay datos pà ºblicos de cuntos detainers se emiten y que no est nada claro cuntos son causa de deportacià ³n. Es ms, aseguran que solamente un porcentaje mà ­nimo de las deportaciones tienen su origen en un detainer emitido dentro del marco de Comunidades Seguras. Entre los argumentos en contra de Comunidades Seguras se citan, entre otros, que rompe la confianza entre la policà ­a y la comunidad y hace que muchos delitos no se reporten. Adems, se afirma que da lugar a la deportacià ³n elevada de inmigrantes con rà ©cord criminal limpio, cuyo à ºnico problema es que estn en el paà ­s como indocumentados. Finalmente, tambià ©n se aduce que Comunidades Seguras es un gasto excesivo para las municipalidades. Lo cierto es que este programa ha tenido un historial conflictivo. Fue creado en el aà ±o 2008 por el presidente George W. Bush en el condado de Harris en Texas y de ahà ­ se extendià ³ progresivamente por todo el paà ­s, incluidos sus territorios como por ejemplo Puerto Rico, bajo el mandato de Obama. Bajo ese presidente se establecieron prioridades en su aplicacià ³n y, finalmente, se suspendià ³ su aplicacià ³n. Sin embargo, la llegada de Donald Trump a la Casa Blanca supuso su activacià ³n mediante orden ejecutiva del 25 de enero de 2017. En la actualidad sigue siendo un programa muy criticado, que causa miedo entre la comunidad migrante y que ha dado lugar a oposicià ³n de municipios e incluso estados en la forma de lo que se conoce como ciudades santuario. Qu son las ciudades santuario y cmo se relacionan con el programa Comunidades Seguras Uno de los temas migratorios ms controvertidos y debatidos en los Estados Unidos es el de las ciudades santuario, a las que sus crà ­ticos acusan de no cumplir con las leyes migratorias.   Para entender este asunto lo primero es saber de quà © realmente se est hablando. Hay que partir de que no hay una definicià ³n legal de lo que es una ciudad santuario, pero puede entenderse como tal a aquella  jurisdiccià ³n -estado, condado o ciudad, que limita su colaboracià ³n con las autoridades federales en materia de inmigracià ³n. Ese là ­mite puede estar declarado pà ºblicamente o puede ser algo que simplemente ocurre, es decir, es un asunto informal. En cuanto a las formas que puede tomar la falta de colaboracià ³n, à ©stas pueden ser muy variadas. Por ejemplo, la prohibicià ³n de que un funcionario pà ºblico municipal pregunte sobre el estatus migratorio de una persona. Otro ejemplo comà ºn es el de no compartir informacià ³n sobre datos en los que conste la situacià ³n de indocumentado de un migrante como es el caso de la Ciudad de Nueva York que no comparte lo que sabe sobre los solicitantes del I.D. de la ciudad. Pero quiz el ejemplo ms conocido y el que levanta ms crà ­ticas y que est directamente relacionado con el programa de Comunidades Seguras  es el de no cumplir con las peticiones de deteiners que emite el ICE solicitando a otra jurisdiccià ³n que retenga, por un plazo de 48 horas, a un migrante que tiene arrestado o detenido por otro asunto no relacionado con temas migratorios. Algunas ciudades santuario incumplen los deteiners siempre mientras que otras los ejecutan cuando el objeto del deteiner es un inmigrante con un delito en su rà ©cord.   En la actualidad, segà ºn el Inmigrant Legal Resource Center, hay ms de 300 jurisdicciones que en algà ºn grado pueden ser consideradas como ciudades santuario y han sido amenazadas con la retirada de fondos federales, en particular de subvenciones del Departamento de Justicia. Sin embargo, no es seguro de que se pueda aplicar este castigo y en la fecha en la que se escribe este artà ­culo est inmerso en una batalla legal de la que se desconoce cà ³mo puede finalizar. Qu se puede hacer Lo cierto es que estamos viviendo una à ©poca que causa gran ansiedad entre la comunidad migrante. Los residentes permanentes deberà ­an considerar convertirse en ciudadanos mediante naturalizacià ³n y evitar cualquier tipo de problemas que pueden dar lugar a su deportacià ³n. Los extranjeros con visa deben conocer los tà ©rminos de la misma y evitar violaciones migratorias. Y en cuanto a los migrantes indocumentados deben informarse sobre si existe alguna posibilidad real para arreglar su situacià ³n, deben conocer sus derechos si son parados por la autoridad y no mostrar ninguna documentacià ³n que pueda dar lugar a revelar que estatus, como por ejemplo la matrà ­cula consular. Finalmente, es siempre aconsejable que tengan a mano el telà ©fono de un abogado migratorio u organizacià ³n de apoyo a inmigrantes de confianza para comunicarse en el caso de problemas. Estar informados es siempre la mejor arma para estar preparados, defender los derechos que se tienen y evitar ser và ­ctimas de fraude por parte de personas inescrupulosas que toman ventaja de la situacià ³n de miedo en la que muchos migrantes viven en la actualidad. Este artà ­culo es informativo. No es asesorà ­a legal para ningà ºn caso en particular.

Biography of Zhu Di, Chinas Yongle Emperor

Biography of Zhu Di, China's Yongle Emperor Zhu Di (May 2, 1360–August 12, 1424), also known as the Yongle Emperor, was the third ruler of Chinas Ming Dynasty. He embarked on a series of ambitious projects, including the lengthening and widening of the Grand Canal, which carried grain and other goods from southern China to Beijing. Zhu Di also built the Forbidden City and led a number of attacks against the Mongols, who threatened the Mings northwestern flank. Fast Facts: Zhu Di Known For: Zhu Di was the third emperor of Chinas Ming dynasty.Also Known As: Yongle EmperorBorn: May 2, 1360 in Nanjing, ChinaParents: Zhu Yuanzhang and Empress MaDied: August 12, 1424 in Yumuchuan, ChinaSpouse: Empress XuChildren: Nine Early Life Zhu Di was born on May 2, 1360, to the future founder of the Ming Dynasty, Zhu Yuanzhang, and an unknown mother. Although official records claim the boys mother was the future Empress Ma, rumors persist that his true biological mother was a Korean or Mongolian consort of Zhu Yuanzhang. From an early age, according to Ming sources, Zhu Di proved more capable and courageous than his older brother Zhu Biao. However, according to Confucian principles, the eldest son was expected to succeed to the throne. Any deviation from this rule could spark a civil war. As a teenager, Zhu Di became Prince of Yan, with his capital at Beijing. With his military prowess and aggressive nature, Zhu Di was well-suited to holding northern China against raids by the Mongols. At 16, he married the 14-year-old daughter of General Xu Da, who commanded the northern defense forces. In 1392, Crown Prince Zhu Biao died suddenly of an illness. His father had to choose a new successor: either the Crown Princes teenaged son, Zhu Yunwen, or the 32-year-old Zhu Di. Keeping with tradition, the dying Zhu Biao chose Zhu Yunwen, who was next in line for succession. Path to the Throne The first Ming emperor died in 1398. His grandson, Crown Prince Zhu Yunwen, became the Jianwen Emperor. The new emperor carried out his grandfathers orders that none of the other princes should bring their legions to observe his burial, for fear of civil war. Bit by bit, the Jianwen Emperor stripped his uncles of their lands, power, and armies. Zhu Bo, the prince of Xiang, was forced to commit suicide. Zhu Di, however, feigned mental illness as he plotted a revolt against his nephew. In July 1399, he killed two of the Jianwen Emperors officers, the first blow in his uprising. That fall, the Jianwen Emperor sent a force of 500,000 against Beijing armies. Zhu Di and his army were out on patrol elsewhere, so the women of the city fended off the imperial army by throwing crockery at them until their soldiers returned and routed Jianwens forces. By 1402, Zhu Di had made his way south to Nanjing, defeating the emperors army at every turn. On July 13, 1402, as he entered the city, the imperial palace went up in flames. Three bodies- identified as those of the Jianwen Emperor, the empress, and their oldest son- were found among the charred wreckage. Nonetheless, rumors persisted that Zhu Yunwen had survived. At the age of 42, Zhu Di took the throne under the name Yongle, meaning perpetual happiness. He immediately set about executing anyone who opposed him, along with their friends, neighbors, and relatives- a tactic invented by Qin Shi Huangdi. He also ordered the construction of a large ocean-going fleet. Some believe that the ships were intended to search for Zhu Yunwen, whom some believed had escaped to Annam, northern Vietnam, or some other foreign land. Treasure Fleet Between 1403 and 1407, the Yongle Emperors workmen built well over 1,600 oceangoing junks of various sizes. The largest were called treasure ships, and the Armada was known as the Treasure Fleet. In 1405, the first of seven voyages of the Treasure Fleet left for Calicut, India, under the direction of the Yongle Emperors old friend, the eunuch Admiral Zheng He. The Yongle Emperor would oversee six voyages through 1422, and his grandson would launch a seventh in 1433. The Treasure Fleet sailed as far as the east coast of Africa, projecting Chinese power throughout the Indian Ocean and gathering tribute from far and wide. The Yongle Emperor hoped these exploits would rehabilitate his reputation after the bloody and anti-Confucian chaos by which he gained the throne. Foreign and Domestic Policies Even as Zheng He set out on his first voyage in 1405, Ming China dodged a huge bullet from the west. The great conqueror Timur had been detaining or executing Ming envoys for years and decided it was time to conquer China in the winter of 1404-1405. Fortunately for the Yongle Emperor and the Chinese, Timur became ill and died in what is now Kazakhstan. The Chinese seem to have been oblivious to the threat. In 1406, the northern Vietnamese killed a Chinese ambassador and a visiting Vietnamese prince. The Yongle Emperor sent an army half a million strong to avenge the insult, conquering the country in 1407. However, Vietnam revolted in 1418 under the leadership of Le Loi, who founded the Le Dynasty, and by 1424 China had lost control of nearly all Vietnamese territory. The Yongle Emperor considered it a priority to erase all traces of Mongolian cultural influence from China, following his fathers defeat of the ethnically-Mongol Yuan Dynasty. He did reach out to the Buddhists of Tibet, however, offering them titles and riches. Transport was a perpetual issue early on in the Yongle era. Grain and other goods from southern China had to be shipped along the coast or else portaged from boat to boat up the narrow Grand Canal. The Yongle Emperor had the Grand Canal deepened, widened, and extended up to Beijing- a massive financial undertaking. After the controversial palace fire in Nanjing that killed the Jianwen Emperor, and a later assassination attempt there against the Yongle Emperor, the third Ming ruler decided to permanently move his capital north to Beijing. He built a massive palace compound there, called the Forbidden City, which was completed in 1420. Decline In 1421, the Yongle Emporers favorite senior wife died in the spring. Two concubines and a eunuch were caught having sex, setting off a horrific purge of palace staff that ended with the Yongle Emperor executing hundreds or even thousands of his eunuchs, concubines, and other servants. Days later, a horse that had once belonged to Timur threw the emperor, whose hand was crushed in the accident. Worst of all, on May 9, 1421, three bolts of lightning struck the main buildings of the palace, setting the newly completed Forbidden City on fire. Contritely, the Yongle Emperor remitted grain taxes for the year and promised to halt all expensive foreign adventures, including the Treasure Fleet voyages. His experiment with moderation did not last long, however. In late 1421, after the Tatar ruler Arughtai declined to pay tribute to China, the Yongle Emperor flew into a rage, requisitioning over a million bushels of grain, 340,000 pack animals, and 235,000 porters from three southern provinces to supply his army during its attack on Arughtai. The emperors ministers opposed this rash attack and six of them ended up imprisoned or dead by their own hands as a result. Over the next three summers, the Yongle Emperor launched annual attacks against Arughtai and his allies, but never managed to find the Tatar forces. Death On August 12, 1424, the 64-year-old Yongle Emperor died on the march back to Beijing after another fruitless search for the Tatars. His followers fashioned a coffin and carried him to the capital in secret. The Yongle Emperor was buried in a mounded tomb in the Tianshou Mountains, about 20 miles from Beijing. Legacy Despite his own experience and misgivings, the Yongle Emperor appointed his quiet, bookish eldest son Zhu Gaozhi as his successor. As the Hongxi Emperor, Zhu Gaozhi would lift tax burdens on peasants, outlaw foreign adventures, and promote Confucian scholars to positions of power. The Hongxi Emperor survived his father for less than a year; his own eldest son, who became the Xuande Emperor in 1425, would combine his fathers love of learning with his grandfathers martial spirit. Sources Mote, Frederick W.  Imperial China 900-1800. Harvard University Press, 2003.Roberts, J. A. G.  The Complete History of China. Sutton, 2003.

Contemporary Retail Marketing Research Paper Example | Topics and Well Written Essays - 2750 words

Contemporary Retail Marketing - Research Paper Example The market will be segmented based on varied demographic factors and occupation of people residing in Whitechapel London, UK. In addition, the target customers will be the young group of people including both businesspersons and employed people. The rationale behind targeting these customers is that the services of corporate banking such as providing loans and financial services are highly demanded by this people group. Moreover, these sorts of target customers in the region prevail in a higher proportion as compared to others, which in turn will create better profitability position for the company in future.It is quite indispensable for Lloyds bank to adopt a sound strategy in order to attain the above-discussed objectives. This strategy will mainly include identifying the requirements as well as the demands of corporate banking services amid the young people residing at Whitechapel. Moreover, the strategy will also entail include appraising the services that are provided by the com petitors of the bank to the customers. In addition, the offerings of the company will be positioned in the target markets through making advertisements in newspaper and media. It is worth mentioning that the aspect of marketing mix will be organized through creating an effective distribution channel for the product or services that will be available to the customers in any situation. In relation to price, discounts may be provided on loans and new terms of payment will be introduced (Sharma, 2009, p. 122).

Logistics and operation managment Essay Example | Topics and Well Written Essays - 2250 words

Logistics and operation managment - Essay Example Scheduling can be defined as the process of controlling, arranging and optimizing the workload in the manufacturing or production process. It is used for allocating the machinery and plant resources, planning production processes, planning human resources and purchasing material. Inventory management, capacity planning and scheduling is of great significance, as it can be associated with the financial benefits of the organizations. The imbalance between these supply chain operations may lead to an unnecessarily increased work in process, deteriorated delivery performance and frustrated staff in the sales and manufacturing departments. However, for most of the organizations excess capacity can certainly be unnecessary and costly. The inability to properly handle these processes can also be considered as a barrier in achieving maximum organization performance. In addition to this inventory management, capacity planning and scheduling are all considered to be significant factors in the choice of technology of the organization. These processes help in determining that how much capacity must be needed by the firm, the schedule and all the processes related to inventory management that are required for manufacturing a great product or begin the production of an en tire new product (R.Arnold, 2010). The imbalance between inventory management, capacity planning and scheduling may result in under or over stocking of items. Under-stocking of items may result in lost sales, missed deliveries, production bottlenecks, dissatisfied customers and it also unnecessarily ties up the funds of the organization that could have been more productive if used elsewhere. Overstocking may have fewer drawbacks attached to it; however the cost of excessive overstocking may be quiet staggering in the cases when the inventory holding cost is high, as the matter may easily get out of the hands of the