...Introduction: We’ve all heard the phrase, “a man’s best friend’ at least a few thousand times in our life time. When we say that, we are referring to the cutest most loyal animals of them all, the dog. For our group speech we decided that volunteering at a Pitbull shelter was just the right thing to do that fit us all perfectly. Saving Grace Pitbull Rescue has a history of helping dogs, what we did there was very influential and what they do for all those dogs is truly amazing. To start off with the breed “Pitbull” has a very bad reputation anywhere that they go. In the 1980s, the breed began to develop a terrible reputation. It's not clear where the cycle started, but at some point, Pit bulls became the dog breed of choice for the criminal element, or those looking for dogs to threaten, guard, intimidate and generally look scary. This led to many owners abusing their Pit bulls into becoming vicious, mean attack dogs (mom.me, 2014). One thing that I found that was very true was this quote from Cesar Millan, “Aggression is not a breed thing. It's a state of mind, and it comes from how the human is with the dog. There are four levels of energy, regardless of the breed: low, medium, high, very high. The idea is to get a dog in your same level or lower than you (BrainyQuote.com, 2015)”. In the next few moments you will learn the history of saving grace from Jonas, what we did such as the services we provided from Danny, and finally what they do, that being the services that they...
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...Alexis Serrano Introduction to Psychology Paper 3 Conformity is another term for peer pressure. Women seem to want to stand out instead of to conform whereas men are more likely to conform then stand out. Deindividualization makes people more vulnerable to conform because people are forced to be or act like a different person than what they are confortable with. Obedience is when orders are taken from someone in authority, or someone is higher than us. I am thankful for obedience or else the world would never function properly. In high school, I witnessed so many different examples of conformity and obedience, whether or not I was the one involved or I saw it happen to other people. It may happen to you even if it is an accident. I was on the school’s varsity soccer team all four years of high school and there were several times when the girls wanted to me to do something they were doing and most of the time I refused because I knew it was wrong or it just was not something I wanted to participate in. I was always considered the good kid and would usually never do anything wrong. I never cheated on a test, or let anyone cheat off of me intentionally, talk back to the teacher or bully anyone. One example for conformity, that I denied, that I will never forget is on a Wednesday night at a team dinner, the coach had already left and one of the girls took us outside and pulled out a few bottles of alcohol and suggested we drink, knowing we had a big game the next day. I took...
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...Journal of hMarketing Education ttp://jmd.sagepub.com/ A Multicultural Service Sensitivity Exercise for Marketing Students Mark S. Rosenbaum, Ioana Moraru and Lauren I. Labrecque Journal of Marketing Education published online 4 October 2012 DOI: 10.1177/0273475312461257 The online version of this article can be found at: http://jmd.sagepub.com/content/early/2012/10/03/0273475312461257 Published by: http://www.sagepublications.com Additional services and information for Journal of Marketing Education can be found at: Email Alerts: http://jmd.sagepub.com/cgi/alerts Subscriptions: http://jmd.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav >> OnlineFirst Version of Record - Oct 4, 2012 What is This? Downloaded from jmd.sagepub.com by guest on October 10, 2012 461257 rnal of Marketing EducationRosenbaum et al. JMDXXX10.1177/0273475312461257Jou A Multicultural Service Sensitivity Exercise for Marketing Students Journal of Marketing Education XX(X) 1–13 © The Author(s) 2012 Reprints and permission: sagepub.com/journalsPermissions.nav DOI: 10.1177/0273475312461257 http://jmed.sagepub.com Mark S. Rosenbaum1, Ioana Moraru1, and Lauren I. Labrecque2 Abstract Services marketing and retailing courses place service quality at the heart of the curriculum, painting service providers as defenders of their customers’ welfare and thwarters of service...
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...University of Phoenix Material Appendix C Part I Define the following terms: Term | Definition | Discrimination | * Discrimination is individuals and groups being denied equal rights and opportunities because of prejudice or other arbitrary reasons * | Institutional discrimination | * Institutional discrimination is when equal rights and opportunities are denied to groups or individuals resulting from the normal operations of a society * | Political correctness | * Political correctness is when words or language is altered to redress alleged or real discrimination or injustices and also to avoid offense. | Part II * Write a 150- to 250-word response to each of the following questions: * * How is discrimination different from prejudice and stereotyping? * * Discrimination differs from prejudice and stereotyping because discrimination isn’t just an negative attitude that rejects an entire group, as prejudice is defined. Discrimination is the denial of opportunities and equal rights to individuals and groups because of prejudice or other arbitrary reasons. Discrimination also has a cumulative effect so that people today are victims of past and current differential practices. Stereotyping is unreliable generalizations about all members of a particular group without considering a individuals differences, such as “nerds, goths, emo, gangster, et cetera”. Prejudice can have many forms but one of the most common is wealth...
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...one has been a controversial issue on college admission for so many years. Some says that money matters more than brains, wherein college officials favored legacy student over the common applicant. Legacy admission is a process in which a student is admitted without enough credentials and not based on academic standards. Legacy students are getting preferential treatment because they are child of a wealthy, popular, educated, or alumni of the university. In article, “Time to Bury the Legacy”, Robert DeKoven, a professor at California Western School of Law, stated that legacy admission is unfair and should be eliminated. DeKoven (2003) also pointed out that legacy admission is equal to taking races and genders as factors, which is discrimination. Students should be admitted based on their merit and for a university official to give more weight on having college-educated parents violates the Equal Protection Clause of the Constitution. (p225) He noted that at Notre Dame, 57 percent of students admitted were children of alumni. He also stated that George W. Busch applied to Yale University with a C average and 566 SAT. Yale University accepted him and rejected others with impressive credentials because he is the son of affluent family. (DeKoven, 2003, p. 224) According to the data provided by The College Board, most universities use “common application form” (CAF) in the admission process. The CAF meant to ask questions whether a student is a child of alumni or if an applicant...
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...discriminatory. Some more information from the case is that the company also fails to promote women of the same experience compared to male employee and those women employees were paid lower wages. The textbook states that sexual harassment is an unwelcome discrimination. Sexual harassment can be sexual advances, sexual favors, and any other verbal or physical contact. A sexual nature constitute sexual harassment when either “explicitly or implicitly a term or condition of an individual employment”. (Noe, Hollenbeck, Gerhart, & Wright, 2009). In this case according to the complaints that the women filed there where sexual comment, company paid trip to strip club and retaliation toward women who complain. This is just one form of sexual harassment that goes on in a workplace in the United States. EMC violates the Equal Employment Opportunity Commission (EEOC). The law that was violated in this case was based on Title VII’s prohibition of sex discrimination. The managers’ behavior in the workplace creates an environment in which it is difficult for them to work. EMC Corporations can still continue to sell aggressively. However, to avoid charges of sexual harassment and sexual discrimination in future EMC Corporation needs to change its policy and...
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...What Diversity means to me… Diversity to me is the balance of different cultures, races, sexes, religion, appearance, sexual orientation, disabilities, and many more things. It’s the ability to look at someone else and to realize they are different but not treat as they are. The way you look at others and judge them could be the same way others look at you and judge you and make decisions based on what they do and do not like about you. You would not want someone to do this to you or to treat you unfair so why would you do it to someone else. Diversity is a way of saying yes I know your different from me, but I accept it! I believe everyone has a God given right to be different and unique. Who’s to tell you that the way you are is not right? Maybe it is them that are out of sorts. I don’t think anyone should be judged about how they are or where they are from especially if it is not harmful to something like a job or something. For example, a horrendous and unbearable odor or perhaps filthy clothes at a professional workplace. With that being said if hurtful mishaps are not in place than why are you worried about the next person? If you have time to sit around and criticize people maybe you need to find a hobby or something to occupy your time better. You have to much free time on your hands, are you being paid to criticize? There are thousands of jobs today that discriminate on women everywhere. They don’t let the women do certain things because...
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...FDA RETAIL MANAGEMENT Retail Law – LO3 Jake McBride CLC ID: 106639 UW ID: 1091947288421 Table of Contents TERMS OF REFERENCE 3 FINDINGS 3 CONTRACTS OF EMPLOYMENT 3 IMPLIED AND EXPRESS TERMS IN AN EMPLOYMENT CONTRACT 4 DISMISSAL 5 UNFAIR DISMISSAL 6 ELIGIBILITY TO CLAIM UNFAIR DISMISSAL 7 WAS A FAIR PROCEDURE FOLLWED? 8 DISABILITY DISCRIMINATION 8 REMEDIES 9 UNFAIR DISMISSAL CLAIM 9 DISABILITY DISCRIMINATION 9 CONCLUSION 10 RECOMMENDATIONS 10 BIBLIOGRAPHY 11 TERMS OF REFERENCE I work as legal advisor for a national toy chain, Playtime. I am going to produce a report examining common law and statutory issues raised by a former employee who may pursue a case for constructive dismissal. I hope to advise Playtime of any action Miss Parry may take in light of her departure from the company and will give recommendations and remedies which may apply to this scenario. FINDINGS CONTRACTS OF EMPLOYMENT An employment contract, or ‘contract of employment’, is an agreement between an employer and an employee which sets out their employment rights, responsibilities and duties. These are called the ‘terms' of the contract. (DirectGov, Online, Accessed 18/12/2010) Employment contracts do not have to be in writing, they can be word of mouth. However, every employee is entitled to a written statement containing employment terms and conditions within 2 months of starting work. The statement must contain a number of relevant details such as Hours...
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...Once upon a time, there were two people who went to an interview for only one job position at the same company. The first person attended a prestigious and highly academic university, had years of work experience in the field and, in the mind of the employer, had the potential to make a positive impact on the company's performance. The second person was just starting out in the field and seemed to lack the ambition that was visible in his opponent. "Who was chosen for the job?" you ask. Well, if the story took place before 1964, the answer would be obvious. However, with the somewhat recent adoption of the social policy known as affirmative action, the answer becomes unclear. After the United States Congress passed the Civil Rights Act in 1964,it became apparent that certain business traditions, such as seniority status and aptitude tests, prevented total equality in employment. Then President, Lyndon B. Johnson, decided something needed to be done to remedy these flaws. On September 24, 1965, he issued Executive Order #11246 at Howard University that required federal contractors "to take affirmative action to ensure that applicannot s are employed . . . without regard to their race, creed, color, or national origin (Civil Rights)." When Lyndon Banes Johnson signed that order, he enacted one of the most discriminating pieces of legislature since the Jim Crow Laws were passed. Affirmative action was created in an effort...
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...The Affirmative Action to limit discrimination against all protected class did not increase available jobs for minorities but did them equal opportunity for employment. No longer would businesses and universities be required to adhere to affirmative action guidelines that mandated minority representation in the workforce or student body. The Civil Rights Act of 1964 prohibited companies from making racial decisions to not hire those of a different creed, gender, or ethical back ground. In order for companies to meet compliance with the Equal Employment Opportunity laws, it must embrace affirmative action. The idea of affirmative action is to give support and assistance to those belonging to minority groups, in order to provide for a better future. In order to avoid complaints, threats of lawsuits, and negative public attitude this company must be ever vigilant in its efforts to avoid any type of discrimination. In the past, discrimination and obvious prejudice was practiced by many companies, but it is no longer acceptable in the United States. We are now a country with legislation providing for equal pay and equal job opportunities for all, regardless of race, gender, religion, color, age or national origin. Affirmative action means taking positive steps to increase the diversity of the company’s employees. This diversity will benefit society as a whole. People from different cultures, genders, and backgrounds will bring complementary skills that will enrich the workplace...
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...Crash: Of Racial Discrimination and Stereotypes November 3rd, 2011 Crash: Of Racial Discrimination and Stereotypes Directed by Paul Haggis and produced in 2004, Crash was the Oscar Awards winner of Best Picture in 2006. Aside from Best Picture, the movie won only one other award: Best Original Screenplay for Paul Haggis and Robert Moresco. Despite its little recognition, Crash is an important movie to watch. Plot The plot of Crash is not about a typical, narrative story in the usual sense. Instead, it focuses on a theme or message and weaves several linked stories to highlight the theme. The movie is essentially about racial discrimination and the consequences of stereotyping people. Set in LA, the story covers a 24-hour period. The movie depicts the stories of several people whose lives are intertwined by accidental and casual encounters, usually on the streets. The characters in the story are people of varying ethnic groups: a bad and a good cop, a group of police investigators, a couple of teenage robbers, a DA and his wife, an Arab family, a Hispanic locksmith and his family, and an affluent African American movie director and his wife. The story revolves around how all of these people have deeply ingrained prejudices and how they themselves could suffer from discrimination. Theme and depiction Discrimination and stereotyping of people sometimes happen as a result of reinforcement of the behavior of the people being discriminatory...
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...Critically discuss why it is important for an organization to have effective processes for recruitment and selection. Word count (excluding references and front page): 2,995 In 21st Century, tight labour market affects in more complicated and difficult task for organizations which crave to recruit and select talented employees. Fewer qualified applicants, influence in ever greater competition for precocious employees. Deficiency of talented aspirants beg the doom of necessity for successful attract, selection and remaining talented people. Larry Bossidy said that:”If you do not get the right people, you will never fulfil the potential of your business”. Building on that point, future employees are essential to provide the organization with a competitive edge. Bering in mind, that from candidates’ effectiveness depend prosperity of the company, it is essential to recall Jim Collins quotation “People are not your most important asset. The right people are.” Adoption of an effective recruitment and selection process will assure the organization with identification and admittance of ‘right people’. This essay will discuss the aim, most important stages and techniques in recruitment and selection process. It reviews the impact for an organization as a whole and explains importance of effective recruitment and selection process for the business. The particular importance of legal context will be explained and suggestions would be provided. Recruitment process Dowling and...
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...Harassment can be described in general terms as aggressive or hostile interaction at the workplace. It is one of the most extreme psychosocial strains that can occur in the work environment which can cause great personal harm as well as litigation and liability issues. According to Walsh (2010), hostile work environment harassment is a form of discrimination burdened with conflict at the workplace. It can happen between colleagues of the same rank as well as between supervisor and subordinates, races, sex, religious sects, and ages to name a few examples. A person or persons are considered to be inferior and are attacked directly or subtly by one or several others in a systematic way and often over a considerable period of time with the result of excluding them or discriminating against them on the job. The harassed person would consider the aggression as discrimination or exclusion. Sexual harassment or any unlawful harassment of any nature violates Title VII of the Civil Rights Act of 1964. This negative conduct creates a very hostile environment and can very well affect an employee’s employment status and benefits along with their well being. Anyone from a business representative, to a co-worker, contractor, vendor, or non-employee can commit this act. Victims can be anyone affected by conduct like this, not just an individual that the act is directed to. Sexual harassment can create a very hostile work environment. Individuals or groups can create this kind of...
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...SEX DISCRIMINATION IN EMPLOYMENT Fifth Edition Maryland Commission for Women 311 W. Saratoga St. Ste 272 Baltimore, MD 21201 410-767-3049 The Women’s Law Center, Inc. Copyright: 1982, 1986, 1995, 2001, 2008 The Women’s Law Center, Inc. Sex Discrimination in Employment Fifth Edition Revisions Provided By: Jill Wrigley, Women’s Law Center of Maryland With Editorial Assistance From: L. Tracy Brown, Women’s Law Center of Maryland Laurence Ruth, Women’s Law Center of Maryland Jessica Morgan, Women’s Law Center of Maryland Funding for production and distribution of the fifth edition was provided by Open Society Institute, Baltimore Community Foundation, The Marjorie Cook Family Foundation and Brown, Goldstein & Levy, LLP. Fourth Edition Revisions Provided By: Kevin O’Connor of Ober, Kaler Grimes & Shriver Melvina C. Ford, Women’s Law Center of Maryland With Editorial Assistance From: Denise Davis, Women’s Law Center of Maryland Funding for production and distribution of the fourth edition was provided by the Maryland Legal Assistance Network and Maryland Legal Services Corporation. Third Edition Written By: Rieyn Delony Sally L. Swann Louise Dean Williams With Editorial Assistance From: Robyn Mazur Kathleen Fantom Shemer Funding for production and distribution of the third edition was provided by the Baltimore Bar Foundation and the Marjorie Cook Foundation. Second Edition Written By: Kathleen Fantom Shemer With Editorial Assistance From: Jane Murphy Carol Polowy Emily Rody...
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...have applied and the person I chose to hire is Jyoti, the Manager of Wireless Retail Store. I would do so because she has all the qualifications and experience needed to improve sales at Fortune 500. Jvoti shows great improvement and advancement in her last job position by starting in assisting in sales to managing a wireless phone company’s regional sales. She demonstrated self-initiative skills in regards to management and raising sales by 60%. The position requires traveling and Jvoti being single, is able to work long hours as well as travel to improve the revenue at Fortune 500. Her gender did not play a role in the deciding factor to hire her, only her experience and skills. She portrays herself, as a fast learner and gender discrimination does not impose any issues within the company’s policies (Lecture, 2012). The final aspect for deciding to hire Jvoti is the much experience in managing wireless phone companies and that she raised revenues 60% last year in her previous position. This statistic shows Jvoti’s perseverance and commitment for reaching her goals (Lecture, 2012). As mentioned above, Jvoti is the best candidate for the sales manager position to sell fiber optics to leading wireless manufacturers of five key companies. As the Human Resource Manager, I have practiced under the company...
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