...Women and Surgery Despite the fact that the world now a day is developing in many aspects, women are yet an issue that is still discussed. Gender discrimination is witnessed in many aspects in today’s world, from family responsibilities to career roles, it is a main obstacle in almost every female’s life. Even though it may have improved within the years but the improvement is not fast enough. This paper will demonstrate the role of women in the medical field and the obstacles they face in their medical journey. Why is it that gender determines whether a person can become a surgeon or not? What is the main cause behind all this stereotypical ideologies and what are the threats that it creates? Looking at the gender patriarchy, fear of females...
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...diverse environment” (p. 148). I grew up in a small town called Cusseta, Georgia. It was a town with one caution light and two gas stations located about fifteen miles south of the Fort Benning Army Installation. Growing up in Cusseta, the town’s population was about half and half between African American and Caucasian residents. Although very limited in exposure, I was always taught to treat people equally no matter who they are or where they come from. Now that I sit back and think if there were any other ethnic groups that I was exposed to growing up, I can only remember one woman: Miss Hope. Miss Hope was a fortune teller who set up shop across the street from one of the local gas stations. Her ethnicity was never discussed, but we all assumed that she was different. In a town where racial tensions still existed between grandparents of my generation, Miss Hope’s shop was bombed and one of her grandchildren killed. In Cusseta, all children attended Chattahoochee County Education Center, from pre-kindergarten through the eighth grade. We (black and white) were all that we knew until it was time to go to high school. When schools were segregated while my parents attended, the African American high school was burned down. This caused the town to draft a contract with the nearest school in Columbus, GA, which happened to be on the Fort Benning Army Installation, for all Cusseta students to attend. When I got to high school, I was in awe. I realized...
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...Sabrina Biggus MGMT 570 Managing Conflict in the Workplace Professor Mary Welsh 6/21/2014 When dealing with favoritism there can be many things to look out for. Some of these things could be why is favoritism being performed, are you guilty of showing favoritism, and how is this impacting your company and your employees. Favoritism is defined as preferential treatment of an employee on the basis of factors that do not directly relate to a person‘s ability to perform his or her job function, such as the person’s background or ideology, or the hiring managers instincts. (Tyler 79) When looking at favoritism, this is actually something that can start off as something modest such as a business lunch, but this can lead to larger things such as salary increase or promotional profits. Now that I have entered into the workforce, sadly favoritism is something that I have witnessed myself at my company DeVry Education Group. Federal News Radio informs us that even though there have been reports of favoritism decreasing in the workplace over the past 15 years, there are still many reports of favoritism taking place. Unlike discrimination, which is easily definable and has legal implications, favoritism requires more interpretation of the circumstances, and consequently, greater potential for differing opinions. Many times favoritism can appear subtly, and some supervisors may not even notice what they...
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...increased advancements in the fields of science, technology and education. I believe that these developments have led to opportunities within the workforce for both men and women but yet studies that I have learned in class, show that one gender benefits more than the other. While I believe it is true that women have made gains, I also have learned the struggle for achieving full equality within the workplace still remains questionable. Today, I have witnessed many stereotypes and discriminatory practices act as barriers to a woman's advancement within the workplace. While I knew it is undeniable that there are biological and physical differences...
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...Leadership and Organizational Jelena Vucetic 4/22/12 Consensual Relationship Agreements According to studies, about 80% of people have either been in or witnessed romantic relationships in their workplace (Loftus). Consensual Relationship Agreements or “Love Contracts” are guidelines and agreements between employer and employee on handling these workplace romances. The idea behind these contracts is to differentiate between what is actually an office romance, what is consensual, versus actions that are uninvited, such as sexual harassment. Now whether or not they are necessary or even effective depends on how you choose to analyze them. CRAs could deem themselves pretty useful in my current workplace. Full time employees work an average of 45 hours per week, which is a little over 26% of the entire week if broken down into a percentage. Spending over a quarter of your week in the same place, with the same people, both male and female, the possibility of attraction between two individuals involved will certainly increase. Since it’s nearly impossible to manage human nature, adopting policies and guidelines to accommodate these romances, would actually be fostering the mental psyche of the modern professional man and woman, and allowing them to work in more comfortable and secret-free environment. In the type of team environment that I work in, where each employee has to interact with another on a daily basis, attraction is imminent, and a company reserves the right to...
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...There are three areas within this topic that will be discussed and these are; equal opportunities, discrimination and diversity. Firstly the paper will summarise a recent media article on the related area, outline the reason for choosing the article and finally, critically analyse each one independently. The paper will conclude with a brief interpretation of what I have learned while researching Employee Relations. Now let the assignment begin with a look at the first of the three media articles. Media Article 1 Summary (Appendix 1) The first of the media articles According to Hennessy (2013, Oct 11th) is about a Consultancy Association which blacklisted many Irish people in Britain from the 1970’s to the 1980’s. The company was headed by a man called Ian Kerr. He had access to information which was confidential regarding certain individuals. It was details of workers trade union history, involvement in disputes and opinions about their health and safety. Construction companies used his services and it has recently been found that many of these individuals were discriminated against because of the confidential information that was provided by the association. And so, legal action was taken and the companies involved with the Consultancy Association apologised and offered compensation to the 3213 people that were blacklisted. Many of the victims of this act of discrimination no longer live in Britain and are unaware of their windfall. Rationale The rationale for...
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...Buday August 13, 2013 Racism in Managing Employees 2 I chose this particular interview because of an incredible 2 year experience I had in my life. For the first time in my life I experienced racism and segregation working in a professional IT environment. From the age of 22 to 24 from 2002 – 2004, I worked for PC Outlet Int. as a Senior Computer Technician and Assistant Manager. The experience I had was working with my boss who was a Black French Canadian from Cameroon, and his name is Charles N’Galle. It was not just in regards to effectively managing differences among employees. It was also about how employees and customers treated Charles when he was a Manager. Despite all the racism that Charles faced as a Manager, he was still an effective Manager and had no difficulties managing the differences amongst the employees. This was a surprise to me given that he was segregated himself. Charles and I became very good friends in those 2 years despite that I used to be one of those people that picked on him because of his accent. This is the first time in my life I ever experienced any type of racism and segregation in my life. Even though Charles was Black, he was also a French Canadian and had a very thick accent. I asked Charles “What do you prefer to be called a Black man or a French Canadian?” Charles replied “a Black man John.” Because of interviewing Charles, I learned a lesson the hard way, a lesson about acceptance. Once somebody is...
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...While being employed at Drexel University, I noticed that a few employees have decided to date other coworkers. The policy for Drexel public safety security officers, states that if a officer decides to date another officer then the two officer must notify the company (which is an at-will company),the account manager, and from there the company will decide if the two officers can still work the same shift or not ( (Bill Whitmore, 2010). In this case, a form, known as the Consensual Relationship Agreement has to be signed. According to Stetson University School of Law, a consensual relationship “is one in which two people are engaged by mutual consent in an emotionally (romantic) and physically (sexually) intimate relationship” (Stetson University College of Law, 2008). Now in some cases many people may either agree or disagree with having relations with employees. In my opinion, I actually do not mind if two coworkers decide to date each other. Furthermore, this research paper will consist of different opinions and facts about Consensual Relationship Agreement. First, as far as my current work place, I believe that if two employees decide to have relations with one another than they should sign the CRAs to protect themselves. For instance, as stated in the Organizational Behavior textbook a CRAs is considered to be a written “contract” that involves parties who are romantically involved (Slocum, 2011). However, the CRAs also protects the relationship between the two parties...
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...and workplace procedures which reduce the risk of abuse Hand In Deadline: 19th November 2014 Task 1: You must write a report that covers: * Legislation * Recruitment practices * Sector Guidance * Strategies and * Procedures that are used to safeguard vulnerable adults. In addition you must say how these can be used to help reduce 2 different types of abuse. This report will be looking at how legislation, policies and workplace procedures reduce the risk of abuse. Legislations are put in place to reduce the risk of abuse in certain environments and workplaces that are targeted by abusers. The definition for legislation is the act or process of making or enacting laws. In this report I will be covering the six legislations that are most known to us these are; The Sexual Offences act, The Care Standards Act, The Mental health Act, The Equality Act, The Human Rights and The Data Protection Act. The first one I will be covering is The Sexual Offences Act 2003. This Act lists the different types of sex offences. How sex offenders are monitored, how the police have to be informed if the sex offender has changed address or been away from home for more than seven days and it also covers sexual abuse of vulnerable people with mental disorder. This can help spot abuse within different environments, prevent abuse from occurring and stops sex offenders from abusing again within a matter of weeks. The second act I wanted and had to mention which I think...
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...2016 A Call to Action: How to Intervene in Workplace Harassment Workplace harassment is a significant violation in the modern work environment. According to the Canadian Human Rights Commission Workplace harassment "involves any unwanted physical or verbal behaviour that offends or humiliates you...Serious one-time incidents can also sometimes be considered harassment." (Canadian Human Rights Commission, 2013) If left uncheck accusations of workplace harassment could potentially put a business in trouble with the regulatory agencies. In the workplace, employees experience sexual, gender, and racial/ethnic harassment. The Ontario Ministry of Labour has developed recommendations and guidelines as a way to reduce the occurrences of workplace harassment. On the other hand, employers also a responsibility to put in place “best practices” for employees to follow to ensure a safe work environment for everyone. Intervention is needed because persons who experience harassment have a hard time fight back. Because laws on workplace harassment are not sufficient to punish harassers. The act of workplace harassment/violence on the job is considered a legal and ethical issue. According to Ontario law, employers, managers, and unions have to thwart actively and monitor occurrences of workplace harassment to be in compliance with the “Ontario human rights code.” (Labour, 2015) Additionally, employers must also provide training on workplace harassment when they hire new employees. In...
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...| 2013 | | | [DIVERSITY AND WOMEN IN THE WORKPLACE] | Discuss the issues involved in increasing diversity and women’s position in the workplace in an International context, exploring recent developments in a specific country. | Gribaudo Giulia BBA-Finance at European School of Economics of London Year 2 term 2 MODULE NAME : Cross Cultural Communication & Management MODULE TUTOR : Finlayson Ian Gribaudo Giulia BBA-Finance at European School of Economics of London Year 2 term 2 MODULE NAME : Cross Cultural Communication & Management MODULE TUTOR : Finlayson Ian Sommario 1.0 INTRODUCTION 2 2.0 INCREASING DIVERSITY OF WOMEN IN TIME 2 3.0 WOMEN’S POSITION IN A INTERNATIONAL CONTEXT 3 4.0 WOMEN’S POSITION IN THE WORKPLACE 5 5.0 RECENT DEVELOPMENTS IN ITALY 6 6.0 CONCLUSION 7 Reference 9 1.0 INTRODUCTION "The world of humanity has two wings one is women and other man. Not until both wings are equally developed can the bird fly" (Arora, 2011, p.1) Starting from this quotation will be analysed as it has evolved the role of women in time, and wanting to do this we will use first of all the support of the writers and authors that gradually, over time, have told stories in which were described these female figures in different ways because they reflect the stereotype of the period in which the author lived, up to the present day. Therefore we will analyse the current position of women in society, and how it changes in relation...
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...the world effecting different aspects of their life. The aim of this essay is to discuss how gender inequalities have evolved in recent decades in the UK. To achieve this, I will commence by presenting a historical insight into gender inequality, identifying the roles and expectations of women and men in society during this period. I will then identify the different forms of inequalities experienced by the genders and how these inequalities have evolved in recent times. In order to fully understand the extent of these inequalities I will discuss the sociological perspectives on the social problem, looking at the works of earlier sociologists and Marxist scholars Karl Marx and Fredrich Engels. I will then identify the policies implemented by the UK government to eradicate all sort of disadvantages associated gender from society and its effectiveness in abolishing the social problem. Finally I will conclude by identifying the benefits and possible boundaries of the UK government’s policies that have been developed to fully eliminate gender disparities from society. For far too long, women have tolerated unfairness at the hands of male bigots in societies that have been largely related to cultural and gender biased. These characteristic of cultural societies were highly kind to men than women, it is naturally expected that men should occupy higher ranks in the workplace, political institutions and educational sector. Whilst throughout history, female lowliness was viewed as the natural...
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...vast array of products for his customers, while keeping the prices low to out compete the neighboring stores. His unique low priced strategies allowed him to boost sales and negotiate lower prices with his wholesalers. Once Walton’s retail operation started to take off, he decided to change the name to Walmart, by the use of his last name. He then established more than 9,600 factories, stores, and warehouses (Sam’s Club), throughout the United States, Asia, Mexico, Europe, and South America. Walmart has low prices, friendly workers, and many locations, but protesters will argue that the gender discrimination, harsh impact on the surrounding communities, and low wages, outweigh the benefits to Walmart. We thought gender discrimination ended with the ratification of the 19th amendment, but according to Wake-up Wal-mart.com, several cases have been recorded in the Walmart workplace. For example, in 2001, studies proved that for the same job classification, even after taking into account factors such as seniority and performance, women earned from 5 to 15 percent less than their male colleagues. Walmart was sued on this matter by six women claiming that Walmart systematically denied them promotions, and were paying them less than men. This lawsuit gathered more than 1.6 million women, which soon was declared the largest class action lawsuit ever. Due to these conditions, women and men wanted to leave Walmart and...
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...Problems at a Glance As the Vice President of the Human Resource multinationals of the Europe I noticed that some of the protocol followed by some of the European companies is rather unethical and could use extensive measures to ensure that they are compliant. Some of issues that I was made aware of are as follows; there are strings of protests from immigrants, dissatisfaction of employment status and lack of consideration from employers, discriminatory employment practices, and possible lawsuits. According to the European Commission with regards to employment, social affairs and inclusion, “tackling discrimination at work is their goal. Workers have the right to equal opportunities, especially for men and women. It is illegal to discriminate against someone because of their racial and ethnic origin, religion and belief, disability, sexual orientation, and age” (European Commission, n.d). Therefore, it seems to me as if some of these companies are facing themselves with major lawsuits and will need guidance on how to prevent from this happening. One of the issues that triggered such discriminatory action against an individual was when a graduate student, Ewe Kikuyu, submitted her Curriculum Vitae (CV) to multiple jobs sites. Ewe comes from an African descendant and upon her distributing her Curriculum Vitae; she did not receive one phone call or an interview. She also witnessed during a job fair how a company recruiter to whom she provided with her CV threw away her CV. This...
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...Race Discrimination Chapter Outline * Opening Scenarios * Statutory Basis * Surprised? * Background * General Considerations * Recognizing Race Discrimination * Racial Harassment * A Word about Color * The Reconstruction Civil Rights Acts * 42 U.S.C. Section 1981 * 42 U.S.C. Section 1983 * 42 U.S.C. Section 1985 * Management Tips * Summary * Chapter-End Questions Opening Scenarios SCENARIO 1 An employer has a “no-beard” policy, which applies across the board to all employees. A black employee tells the employer he cannot shave without getting severe facial bumps from ingrown hairs. The employer replies that the policy is without exception and the employee must comply. The employee refuses and is later terminated. The employee brings suit under Title VII on the basis of race discrimination. Does he win? Why? Why not? SCENARIO 2 Two truck driver employees are found to have stolen goods from the cargo they were carrying. The black employee is retained and reprimanded. The white employee is terminated. The white employee sues the employer for race discrimination under Title VII. Who wins and why? SCENARIO 3 A black female employee is terminated during a downsizing at her place of employment. The decision was made to terminate the two worst employees, and she was one of them. The employer had not told the employee of her poor performance nor given her any negative feedback during evaluations...
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