Human resource Assignment Example | Topics and Well Written Essays - 1000 words - 1

Human resource - Assignment Example Etihad Airlines is one of those airlines, which have been spending heavily and generously on the training and development of their employees, something that creates short term and long-term benefits for the company by improving the performance and productivity of its employees (Werner et al., 2011, p. 30). This paper is an attempt to explore and analyse the training and development activities taking place at Etihad Airways and the degree to which they have a correlation with the overall learning and performance. Discussion Similar to the training and orientation programs of many of the MNCs, Etihad Airways has a comprehensive rotational program for its new trainees who spent almost 18 months in nine different departments of Etihad, in an attempt to explore their real talent and capacity and also to learn as much as possible from the veterans of different departments (Saks & Haccoun, 2011, p. 74). With the vision of creating leaders for tomorrow, in the spring of 2012, Etihad Airways signed an agreement with the International Air Transport Association’s Training and Institute development to train its employees according to the international standards. More importantly, with the collaboration of Harvard University, many of the senior and middle level managers of Etihad Airways would be receiving training to brush up their leadership and management skills (International Air Transport Association, 2012). In an effort to make its training initiatives more comprehensive, in the fall of the year 2009, Etihad Airways signed a memorandum of understanding with the Institute of Applied Technology in Dubai. This MoU would mean that, in the coming years, IAT and Etihad would work together to satisfy the on the job training needs of its professionals and more importantly, it would be responsible to teach, groom and nurture young students and professionals according to the strategic needs of Etihad. This initiative does not only open employment opportunities for Emirat i students but as well as graduates from other parts of the world. These graduates would have received education of such calibre and level that they would possess valuable skills, which would allow them to exert strong bargaining power in the entire aviation industry. Nevertheless, the contracts that they would have signed with Etihad would allow the organisation to keep them employed during the start of their careers (Etihad Airways, 2009). There are strong theoretical and empirical reasons to believe that the efforts of Etihad’s management towards ensuring the training and development of their employees are actually converting into higher performance and employee satisfaction. Experts agree that human resource management is not only about hiring the best people and giving them the best possible benefits and perks but it also about giving them the tools, techniques, knowledge and information to do the job according to the expectations and demands of the organisation. This is where training and development of employees plays a crucial role (Mathis & Jackson, 2008, p. 35; Laird et al., 2003, p. 10). When the employees of Etihad go through the various training programs, they are not only learning how to do their jobs but more importantly, they are learning how to do their jobs in Etihad’s way. This training allows them to learn the organisational culture and truly become a part of Etihad

Female Genital Mutilation in Africa Article Example | Topics and Well Written Essays - 1500 words

Female Genital Mutilation in Africa - Article Example By definition a rite of passage is "a ritual associated with a crisis or a change of status (as marriage, illness, or death) for an individual" (Agnes, 1990, p. 1018). Although the excisions do not occur because of a crisis, they do, in fact, occur in preparation of a change of status, as in marriage, and the woman or young girl often takes on new roles after the operation is performed. Those operations that are performed on infants cannot by definition be considered a rite of passage since the change in status is not in the near future. Thus, FGM can be considered a rite of passage when it is performed in preparation for the new roles the girl will assume in her future marriage. Indeed, the ritualistic components of FGM are evidenced by the preparations that are made for the operation. Girls are often given new jewellery, clothing, and gifts as part of the operation. In some cases, a great feast will occur in celebration of the operation. From the definition, it can be concluded tha t FGM qualifies as a ritual. Another reason often cited for FGM is that it is a fertility rite. Saadwai (2002) comments that if FGM were intended to be a fertility rite, the excision would be partial and symbolic: However, in the Sudan, after the girls are circumcised, they are then washed in the Nile as a fertility offering to the god of the Nile. There certainly are many aspects of FGM that make the connection with fertility rites a plausible one (Lowenstein, 1978; Salama, 1980; Saadawi, 2002). Sociologists and anthropologists have tended towards concurrence with the perception of FGM as a traditional ritual and rite of passage. Campbell (2006), most noted for his work on male circumcision, maintains that FGM is a direct offshoot of male circumcision rites among the ancient totemistic hunting groups. In these societies, there is an abundance of large game which led to the development of the art of hunting. Emphasis in the social structure was placed on the men as they were the providers. Wile the rite of circumcision in these societies reflected "a bias in favour of the males and therewith an emphasis on the sexual aspect of the rites and particularly on circumcision," female circumcision evolved in complementarily to the male fertility dimension of this practice. (Campell, 2006, 320). Some sociologists have argued an alternative theory, suggesting that FGM is an outcome of the desire of some primitive societies to control female sexuality and, thereby, ensure the paternity of children (Morris, 2003). This argument is inextricably linked to the mother's premarital chastity and fidelity during marriage, not the father's per se. This line of thinking can be taken to its logical conclusion: perform a physical operation to keep the woman from having sexual relations outside of marriage. This will be viewed as necessary for societies that see the constraint of female sexuality as the necessary condition for continued propagation of the human race (Sanderson, 2001; Morris,

Attendance Monitoring Information System Essay Example for Free

Attendance Monitoring Information System Essay The Project READ resulted from individual and group studies and experiences of ePerformax staff members in the course of working with potential recruits. Their research yielded the following realities which aroused concern: While there were a lot of better paying jobs for Filipinos who had a good command of the English language, there were not enough Filipinos who could qualify. Job seekers who come from middle income means and higher had better chances to land good jobs because they are more proficient in English and can help themselves to more books to improve themselves. Job seekers who learned English at a younger age tend to have little trouble adjusting to global standards and communication challenges. The younger one develops English skills, the higher the chances of success later on in life. Monetary assistance to the poor tend to be short-lived and non sustaining, but providing them skills for self-help gave them a chance for a better future. Cultivating English proficiency and access to books may provide a solution. Brief History of the company ePerformax Contact Centers BPO (eP) is a joint venture between TDG and ePerformax Contact Centers USA. As one of the first contact centers in the Philippines in 2002, eP provides high-performance customer service and BPO to a strategic group of US Fortune 500 companies. eP provides English speaking inbound customer service, sales support and BPO via voice calls, email and chat supporting client’s customers from the US, Canada and Australia.. eP’s sister company, the Global Communications Management Academy, provides the essential training and skills to prepare Filipinos for a job in the country’s highly-regarded BPO industry supporting global companies. Services Offered and its description They seek to partner with their clients to manage their program from a business perspective to achieve their goals and vision. They think like we think†¦ strategically and financially with a keen focus on the business today and an eye on the future. This means they understand the need to be responsive and proactive. They don’t wait for you to tell us to make improvements. They suggest improvements to us and work with the team to make them happen. Simply put, customer experience involves customer service, plus making sure the customer is fully satisfied at every point where he or she comes into contact with the organization. That’s a never-ending process of listening to the customer, servicing the customer, learning from the customer and improving for the customer. That’s how they view their client partnerships. PERFORM in ePerformax: P – Passion Persuades The entire ePerformax team is driven to be the best. Every employee is compensated based on their ability to achieve the KPMs that are aligned with their client’s business objectives. They make analytics common practice at all levels of management to give their managers the tools to understand the dynamics of our business in order to know what’s really working, what’s not and why, and what to do to positively influence performance. At ePerformax they have a driving desire to be the best. E – Empowerment Leads Their analytical processes take the guess work out of making solid decisions, and their team members are empowered to take action and manage the business as if it were their own. Armed with the data, analytical tools and proper training, their team can proactively address both challenges and opportunities, manage risks, improve efficiencies, reduce costs through elimination of unnecessary work, and identify patterns in the vast amounts of available data to take corrective actions that result in continuous improvements. At ePerformax they don’t wait to be told which direction to go. They lead the way. R – Resourcefulness Rocks Resourcefulness and empowerment go hand-in-hand. To maximize their analytical capabilities management not only needs to make decisions, but also have the resourcefulness to implement them. This is yet another point of differentiation they believe contributes to their ability to outperform other competitive vendors. Every aspect of the operation requires creativity in identifying valuable data and organizing resources to deliver results. Their managers are trained and empowered to be resourceful in their roles. At ePerformax they don’t accept limitations. They find solutions. F – Flexibility Thrives Another key point of differentiation is the speed at which they respond to their client’s changing needs. Their job is to make it easy for their clients to make the necessary adjustments to their business even if they don’t make it easy for the team. It is because of their size and small number of clients, they are able to deliver speed boat responsiveness. They are also one of only a few companies that has implemented a compressed, 48-hour work week for agents. That means they pay their staff for 8 hours above the 40 hours of productive time each individual is scheduled. That allows flex time for coaching, training and taking calls if needed to support services levels. At ePerformax they’re not easily rattled. They accept the need for change. O – Optimism Prevails This is an important component of their ability to meet and exceed our objectives. In order to be optimistic, they start by being realistic. They look at every action they are planning for the worst case scenarios and by doing so they are then able to minimize risk and focus on success. Optimism, properly managed is a catalyst for change. And in a constantly changing industry and a continuous improvement culture, change is what ultimately drives results. At ePerformax they believe in the potential of every team member. R – Results – Orientation Wins They know that hard work and hard results are different and they believe in achieving the hard results. They work with their clients to ensure that their KPMs are directly aligned with their business objectives. And they adopt a single-minded focus to achieving those objectives. By focusing their efforts on the KPMs at all levels of the organization, they develop clarity of purpose, momentum and a methodology for prioritization of the work needed to be done to get the desired results. At ePerformax they understand the difference between hard work and hard results. They always go for hard results. M – Motivation Succeeds Every action has a consequence and when the positive consequences outweigh the negative consequences, they motivate the performance they want to achieve. As such, we see a critical need for their business culture, disciplines, accountabilities and incentives to be aligned with their clients. We monitor our results constantly to ensure they are motivating every individual to contribution. In doing so, they have been able to develop a high-performing team that wants to win for their clients. That gives their clients the assurance that they are aligned with them. And that’s motivating to everyone. Objective The objective of this visit in ePerformax is to know how they seek to partner with their clients to manage their program from a business perspective to achieve their goals and vision.

Women In The Workforce Sociology Essay

Women In The Workforce Sociology Essay It has been argued that, women have been excluded from the study of work, and that, when they are studied, the analysis has often been distorted by sexist assumptions (Acker, 1977; Acker and Van Houten, 1974; Brown, 1976; Kanter, 1975, 1977; Oakley, 1974). Prior to the industrial revolution, the family economy operated as a cohesive unit; typically all family members, regardless of age or gender, were engaged in productive labour (Tilly and Scott, 1978). Given gendered expectations, along with a gendered opportunity structure (Browne and England, 1997), we, therefore, assume that Women would benefit from arrangements providing the most family-related resources and Supports in terms of both economic capital (e.g. income, security) and social capital (e.g. less time on the job, a supportive supervisor). Wethington and Kessler (1989) found women with high employment commitments were more vulnerable to distress (see also Mirowsky, 1996). Nowadays women have more freedom in choosing the path for their future and they may decide whether or not to combine career with having children. Womens increased share of the labour force has prompted businesses to respond to their family needs by providing flexitime, or flexible work schedules (Wiatrowski, 1990). Bergmann 1986 highlights that middle class women are having fewer children; their labour force participation is now less responsive to their position in the family cycle. In fact as stated by Robinson, 1988 Women still do much more housework and family care than men, but the hours women spend performing these duties have been declining, particularly among younger women. The entrance of women of all ages into the labour force in the second half of the twentieth century has created another period of structural lag (Moen and Yu, 2000). However although there has been effort done to increase diversity, female employees still face the glass ceiling when it comes to the top management jobs. The glass ceiling is according to Maume,2004 a failure of women or a certain minority groups in climbing up the corporate ladder, despite seeing the top jobs but still not reaching them due to the discriminatory barriers. The expectations from the womens family and from the society may sometimes affect the decisions of women in their career objectives which may act as a barrier. The society sometimes treats women differently. Sometimes often careers are cut short because of for instance maternity leave which takes women out of the workplace for months at a time where the company needs to move on. However, over the last years there was a change in the perspective that women are not as effective as men and this was highlighted in the Economist Men -Tomorrows second sex. A One Chief Executive Officer of a large Mauritian multi-national stated recently: Women have done really well here and moved on. Ive never come across sexist views. There are some really good assertive women role models here. Women want to progress and peoples attitudes have changed. Women in hospitality Woods and Viehland (2000) found that although practitioners and researchers were concerned with females status in hotel management, only a few empirical studies examined this topic. Whether the issue has been scrupulously studied or not, relevant literature clarified that it was widely debated (Mann and Seacord, 2003; Del Sesto, 1993). In UK, the tourism sector was one of the area where there was the fastest growth and in the 80s three quarter of this growth was womens who were the most represented mainly in partime jobs ,insecure, low status and clerical post. Recent years have seen an emergence of studies that explore mobility, the role of women in the labor force and the expansion of the internationally hospitality workforce (Baum et al,2007 ; Devin,Baum,Hearns,Devine2007a,2007b;MatthewRuhs,2007).Today tourism presents both the opportunities and challenges for gender equality and womens empowerment. (Global report on women in tourism 2010). Females contribute a significant proportion of the labor force in several countries awareness of the factors and the constraints that might affect their participation is increasingly required for their managers ( Burrel et al, 1997). The participation and involvement of women in tourism sector is being encouraged and womens participation has increased directly and indirectly in tourism industry also Boxall and Purcell,2003 states that the career ladder within hotels is predicated on the conventional employment models of continuous employment and linear progression. (Bagulley, 1990, Hicks 1990; Jordon 1997 ; Wood 1992) Identify that the tourism and hospitality sectors are dominated by women and managed by men; in fact it is very common as the service sector is largely populated by women and they are more present especially at the lower level. Women are important to the hospitality labour market ( Doherty 1997). In many of the literature review it has been observed and declared by many authors that women are key participants in the tourism labour market ( Ashley,Roe and Goodwin 2001;Jameison 2003) ,although there is a belief that women tend to be disadvantaged in this sector as few women occupy the senior executive positions and those that do receive less pay ( Iverson,2000 ; Jordon 1997 ; Ng and Pine 2003 ; Skalpe,2007; Zhong and Couch,2007). However, we can put forward assertion was that girls are now outperforming boys at every level in school and closing the gap at university level. Women in fact predominate in the growing service sector, while men are trapped in declining heavy industries the sugar industry is an example (In Mauritius) and that employed men are no longer attractive marriage partners. (Tulsidas Naraidoo, 2011) It has been found that women are more likely to fill part time roles , 54% of female working in the sector work part time, compared to 46% of man-according to women case for change-executive summary 2010. Beyond the rapidly increasing numbers of female entering the workplace (Mc Dougal Briley 1994), we cannot neglect womens contribution in tourism development as for instance nowadays the proportion of women graduated in the sector is increasing at a rapid rate. Women are acknowledged as key participants in the tourism labor market (Ashley, Roe and Goodwin 2001; Jamieson 2003). According to Kate Purcell the womens jobs fall predominantly three categories: Contingently- gendered jobs which happen to be mainly done by women but for which the demand for labour is gender-neutral. Women work in such jobs as a result of employers pursuit of economic advantage rather than gendered preferences; they want cheap workers, and women particularly, married women seeking part time work have historically been available for employment for lower average rates of pay than men; partly reflecting their status as component rather than breadwinner. Crompton and Sanderson[8, pp. 155-8] sextyped jobs, where sexuality or other attributes assumed to be sex-related are explicit or implicit parts of the job specification In the hospitality industry it is a clichà © that the right kind of personality is a more important employment prerequisite than formal qualifications[13,14]. Where Filbys[16] finding that personality tends to be used as a synonym for sexual attractiveness and/or gender-specific tacit skills and attributes. He was told by a male manager he interviewed that recruitment of female staff was informed by a height for weight principle It has been noted that for some front house jobs it is essential to have a certain type of woman which, when pressed, he defined as ideally between 21 and 26, with long legs and a good figure. This is because the the customers expect it. This remark was highlighted by many other authors as Adkins [17, p. 109]). Patriarchally-prescribed jobs where patriarchal practice determines and prescribes appropriate job incumbency. Patriarchal prescriptions, though, is a distinct and equally powerful tendency, deriving from largely unarticulated understandings that male dominance in the home and in the public sphere and womens dependency are normal and that these norms derive from natural differences between the sexes. Bell and Newby have identified that there is thee is the deferential dialect between male and female often, as reinforcing womens economic dependency on men by providing opportunities for component waged jobs[10] which the HCTC[3, p. 37] note, without irony, appeal to women who wish to combine the opportunity to earn an income with their domestic responsibilities. The more higher level and very well paid the post is, the more likely it will be filled by a man, even though , women may be greater in number in the industry. Gender roles play a great role for womens low involvement in direct tourism business in one hand and on the other hand many employers of this sector think that women cannot continue the job due to their social and biological reproductive responsibilities. Such attitude of the employers about women may be due to the discriminative nature of the patriarchal system of the society. Tourism provides good opportunities for female employees contribution and participation in the tourism employment. Womens entrepreneurship as well as their leadership is important. Female employee in the tourism sector earn low pay and they are sometimes under utilised and under represented. However tourism offers positive pathways to the female success in tourism. The global report on women in tourism 2010 by UNWTO and UNIFEM (now UN Women) findings were as follows: 1. Women make up a large proportion of the formal tourism workforce. 2. Women are well represented in service and clerical level jobs but poorly represented at professional levels. 3. Women in tourism are typically earning 10% to 15% less than their male counterparts. 4. The tourism sector has almost twice as many women employers as other sectors. 5. One in five tourism ministers worldwide are women. 6. Women make up a much higher proportion of own-account workers in tourism than in other sectors. 7. A large amount of unpaid work is being carried out by women in family tourism businesses. Research indicates that religion, culture, and society can influence womens employment (Constance 2005; Feldmann 2007; Foroutan 2008; Read and Oselin 2008; Read 2004) and also a good example is in the context of Malaysia, Amin and Alam (2008) also found that religion significantly influenced a womans decision regarding employment. However religion may not be the only factor discouraging women of working in hotels but also poor employee facilities and the absence of childcare facilities available in the country (Dayal and Didi 2001). 2.2.1 Women contribution to the hospitality industry Women are acknowledged as key participants in the tourism labor market(Ashley, Roe and Goodwin 2001; Jamieson 2003). The tourism sector is very labour intensive; it provides different jobs opportunities from high skilled jobs to unskilled jobs. However Women are often concentrated in low status, low paid and precarious jobs in tourism industry as quoted in the global report on women in tourism 2010. According to Garavan etal., 2006;Woods and Viehland, 2000, senior managers are predominantly male; women middle managers are in housekeeping, front desk, personnel and training and conference and banqueting, whereas male managers are in finance and control, property and security and purchasing the latter more likely to lead to the general managers job also as stated in the report of the fifth UNWTO international conference on tourism statistics the apparent rate of women in the sector seems also to be related to the cultural issues, especially for employment in housekeeping, laundry, food preparation, guest services and so on. Many countries have a high presence of the feminine labour force in tourism t his is because of the high demand of unqualified workers, especially for young women. Initially in the other hand females describe themselves much less satisfied than males in the hospitality sector. In America more than 50 % of the people who are employed in the tourism sector are women. According to Edgell, one in every fifteen people all over the world is employed in tourism sector and half of them are women. In the third world women constitute the basement of employment in tourism sector because they may work part-time, seasonally and without full salary. However, the industry plays a very important role for the education and independence of women. Since tourism is a hospitality industry, the role of women is looked upon as significant and the trend of women participation is considerably increased since the mid of 70s. According to World Tourism Organization, in tourism business 51 percent are women (MOT/UNDP, 2006). Barriers face by female employees in hotels Even though women are important for the tourism sector, barriers to the advancement of female employees continue to persist; literature has singled out societys stereotypes and prejudices against women in positions of power (Catalyst, 2002, 2005). In fact a number of possible barriers to womens career advancement have been identified (Brownell 1993), including: the glass ceiling based on gender discrimination lack of role models an absence of mentoring opportunities exclusion from informal networks gender discrimination and sexual harassment (Knutson and Schmigdall, 1999) From Richard Martell and Christopher Parker view it is stereotype which acts as a major barrier to women, they stated that women lack characteristics most needed to succeed and consequently were often judged to be less qualified than men. However from the executive summary of the case for change: Women working in hospitality, leisure, travel and tourism 2010, identify five other key barriers which according to them appear to be most significant in preventing women advancement to senior roles in the sector: the difficulty of combining work at senior roles with caring responsibilities a dominant masculine organisational culture preconceptions and gender bias lack of networking and exclusion from informal networks of communication Lack of visible women in senior positions. What can be noted is that all the authors writings upon the barriers that stop women advancements are quite the same basically. It resemble in the sense that for example the lack of example of women at senior post, the stereotype at work or even the lack of networking. There is a serious need today to establish what kinds of work women may perform and if there are any barriers to their full integration and to identify policies and practices which might be helpful for employers who wished to make better use of their female workforce. (Tulsidas Naraidoo, 2011). ). However Woods and Kavanaugh (1994) according to whom gender discrimination was an invisible barrier that kept women from reaching top positions in many management circles There are other barriers identified also for instance: Other authors have cited the old boy network (Brownell, 1994a; Diaz and Umbreit, 1995); Women may have to work twice as hard and do twice as good a job in order to warrant a promotion (Brownell, 1994b, Gregg and Johnson, 1996). Moreover Sekam 2000 sited that for family reason as well as organisational demands become to both working women and their organisation that fail to tap the full potential of experienced women thereby becoming less productive themselves. Family constraints is another barrier that women can faced it can be perceived ad a function of a females commitment to and actual involvement in duties associated with parental ,marital and homemaker roles on one hand and the amount of support she receives from her spouses and relatives on the other ( Chin-Ching 1992).Sometimes in some countries in hotel industry part-time or of informal work is the flexibility it can give to women who may be required to spend more time wo rking in the home (with family or care responsibilities). (ILO report). On the other hand some research indicates that religion, culture, and society can influence womens employment (Constance 2005; Feldmann 2007; Foroutan 2008; Read and Oselin 2008; Read 2004). 2.3.1 Segregation in the hospitality industry The theories of occupational segregation on womens employment were first presented in depth by Hakim (1992). In fact the tourism industry has shown a wide adoption of segregational occupation (Crompton and Sunderson 1990). In the industry women frequently carry out the most undesirable and lowest status work ( Adid and Guerrier 2003; Korczynski 2002) Many authors have identified the factors which contribute to the professional marginalisation of women. The interlinked factors include gender stereotyping ( Heilman,2001) ; a lack a role model , mentors and peers for women in the workplace ( Noe,1988) and the glass ceiling ( Davidson and Cooper,1992; Reich 1995). Problems of gender domination include women workers crowded into a narrow range of jobs, lack opportunities for promotion and development and insufficient opportunity to develop a broad range of skills (Gardner and Plamer 1997; Haganand Jensen 1998). The Global report on women in tourism 2010, states that gender stereotyping and discrimination means that women mainly tend to perform job such as cooking, cleaning and hospitality. Vertical and Horizontal sex segregation has been shown to exist in the hotel industry ( Ludkins 1999). As in most organisations and occupations, there are male and female occupational groups vertically and horizontally segregated throughout large hospitality organizations and hotels themselves, reflecting economic and power differences. Many studies of gender segregation have focused on international country comparisons (Jensen et al., 1988, OECD, 1999) and industry and cross sectoral comparisons (Game and Pringle, 1983; Pringle, 1988). Segregation by gender results in individual costs to women workers in terms of narrower range of employment choices and opportunities along with lower pay but there are also broader economic and social costs. It is contended that gender segregation of the workforce inhibits flexibility in responding to pressures of structural adjustments and prevents expanding national skills bases resulting in a less competitive economy. (OECD, 1991) The sexual division of labour resulting in the domination of industry sectors, organisations and professional by one gender is argued to be a major factor shaping workplace relations. (Game and Pringle, 1983; Burton, 1991) In general, gender inequality in the labour market is closely connected to educational and professional, both vertical and horizontal, segregation. The labour market is divided into womens jobs and mens jobs, and women find it hard to access managerial posts. (HCT ILO REPORT). Stockdale (1991, p.57) has defined occupational sex segregation as existing where the jobs, that women do are different from those done by men ( horizontal segregation) and women work at lower levels than men in the occupational hierarchy ( vertical segregation). It is still the case that relatively few women achieve management roles in the service areas and as a consequence few make to general management positions. This segregation within the management ranks impacts adversely on the pay of women managers and their influence in this field. Tulsidas Naraidoo, 2011. 2.3.2 Sexual issues in hotels. Urrys[18] observation that such the service and commercial industry involve the sale of an experience, where the quality of the social interaction, including the visual presentation of interactive service workers, is an intrinsic part of the service itself. If women are routinely seen as (indeed, employed as) sex objects, what implications does this have for their career development opportunities, as individuals and as a category? Interactive service jobs in hospitality, tourism and leisure, exemplify occupations where gender (and indeed, sexuality) are explicit aspects of the job. In fact tourism is associated with freedom and relaxation that have traditionally been visualized in marketing and PR with images of attractive young women. (HCT ILO REPORT). Woods and Cavanaugh (1999) stated that almost one-quarter of both males and females agreed that most women in the hospitality industry had been subjected to sexual harassment at work. The ILO report that women are, more often than men , faced with precarious types of jobs, violence at work, stress and sexual harassment. It is a fact that when working in the hotel industry the service worker must be socially attractive and friendly with the customer . An author even gave an example of a young girl who was told on starting waitress to wear her skirt as short she would feel comfortable. The main characteristics of the sexual issues are obviously the sexual harassment on the place of work that is at the hotels. Woods and Kavanagh (1994) found that hospitality managers perceive sexual harassment to be pervasive within the industry.In many customer contact roles in the service sector, sexiness is a part of the role itself, the job flirt is encouraged as a part of the service style (Hall, 1993) and there may be a thin line between selling the service and selling sexuality. The hospitality industry can be susceptible of having incidents odf sexual harassment due to the ambiguity of hospitality service , that is , the odd working hours as well as the conditions of work. 2.3.3 The gender role stereotyping perspective in hotels. Stockdale (1991, p.57) assumption about the segregation and stereotype the assumption that people in particular jobs and the jobs themselves have the characteristics of only one gender. Women in the hospitality industry are widely employed in subordinate jobs for their nurturing and/or sexual attributes. Moreover differential treatment of women has been reported in recruitment, pay and career development prospects (Brown, 1979). The reason for the different treatment is the gender role stereotyping perspective. In fact women have been socialized to adopt attitudes and behavior that are in conflict with the demands of a successful managerial career (Schein, 1973, 1975; Terborg, 1977). Sinclair (1997) found that women have been excluded from some occupations within the tourism industry due to traditional ideologies of gender and social sexuality which is very stereotyped. Stereotyping can have negative impacts to womens advancement in the workplace, since negative stereotypes of women influence how their workers perceive them, how their other colleagues perceive their work, their selection for further training and development, and finally, the rapid pace they move in their career. Athought there are such stereotyping in the industry, studies show that female students are more committed to careers in hospitality and tourism and seem to better fit success in this sector than do their male classmates and colleagues (Kuslavan and Kuslavan, 2000; Burke et al., 2008). The female employees must be able of wearing two different hats one at work and one at home 2.3.4 Breaking of the Glass Ceiling in the Hospitality industry. The term was earlier used by Morrison et al. (1987) in their fascinating book Breaking the Glass Ceiling: Can Women Reach the Top of Americas Largest Corporations? That gave new insight to the issues women face in their journey through the executive echelons of the corporate organizations and Maume 2004, stated that glass ceiling is the failure of women and other minority groups in climbing up the corporate ladder, despite seeing the top jobs, but still not reaching them due to discriminatory barriers, is what many think of as glass ceiling. There have been many studies about the breaking of glass ceiling of women in each and every industry. Cotter et al. (2001) profound description of the term as a specific form of generic inequality existing at the apex of hierarchy contradicts others (Reskin and Padavic, 2001; Maume, 2004) claiming its existence in lower levels and working class jobs. Cotter et al. (2001) three criteria for the glass ceiling occurrence suggest that it occurs when despite similar credentials women (and minorities) face barriers in their career advancements, it also occurs when due to limited promotional prospects; women are discouraged from the initial placement on the job ladder, thus raising mens numbers to survive till the top levels and lastly, while organizations may be willing to pay out high salaries to women, they still hesitate to place them in positions where they can make an impact on organizations profitability, therefore, glass ceiling is created. The glass ceiling as in every industry affected also women in the hospitality industry. It has been highlighted by many authors that the industry is a female dominated industry however it is manage by men. Among the reasons for the glass ceiling phenomenon such as the lack of role models, mentoring, networking options, and the complexities of the dual role as working woman and housekeeper (Crampton and Mishra, 1999), literature has singled out societys stereotypes and prejudices against women in positions of power (Catalyst, 2002, 2005). According to Frank (2006 do find evidence that gay/bisexual men suffer from glass ceilings comparable to those faced by heterosexual women (p. 485). Existing management resistance must be offset by the multiplier effect of more female role models advancing beyond the glass ceiling. 2.3.5 The promotion issues in hotels. Like the retail services, tourism and hospitality are sectors which are highly dominated by women however managed by men (Bagguley, 1990; Hicks, 1990; Jordon, 1997; Wood, 1992) Sometimes men get more privileged than women these differentials were reinforced by differences in fringe benefits, with men in the commercial hospitality sector significantly more likely than women to be entitled to valuable perks such as company cars, free or subsidized meals, low-cost housing, private health insurance, company share ownership schemes and product discounts. . Many authors tend to attribute the finding that males are promoted more frequently and rapidly than equally qualified females to the influence of gender based stereotypes (Owen and Todor, 1993; Cordano et al., 2002; Tomkiewicz et al., 2004). The hospitality business, therefore, provides fewer opportunities for promotion that are sufficient to meet the expectations of females (McCuddy et. al., 2010). 2.3.5.1 Women in management level in Hotels Ludking (1999) notes the lack of women in general manger positions despite the high percentage of women in college and university hospitality programs. Although women are now graduating in higher numbers than men from educational institutions (Fagenson and Jackson, 1994) and more women are entering the paid workforce (Hind and Baruch, 1997) and taking up managerial roles (Parker and Fagenson, 1994), the poor representation of women at senior management level continues. Pursuing a managerial career in every industry requires skills and competencies imparted to men as a social group. Employees and managers holding this type of stereotypic view are likely to perceive women as ineffective managers in job positions incongruent with females more traditionally passive gender role. (Schein, 1973, 1975, 1978; Rosen and Jerdee, 1974; Powell and Butterfield, 1979; Brenner et al., 1989; Schein et al., 1989; Schein and Mueller, 1992; Schein et al., 1996; Heilman et al., 1995; Powell et al., 2002). It is not hard to find in the western context where patterns of gender inequality persist in leadership positions even with womens increasing visibility in the lower echelons of management (Weyer, 2007). Ezell et al. (1981) measuring the effects of having being supervised by a woman on perceptions of female managerial competence found significant differences only in the area of the motivation of a woman to manage. In the present study, direct contact could not help in suppressing gender stereotypes. By June 1996 only three of 72 Hong Kong Hotels had female general managers (Pine 1997). Womans desire for advancement into a senior-level leadership position becomes more difficult because of the prevalent traditional role assumptions (Schaap et. al., 2008). Moreover, research conducted in the U.S.A. indicates that, even in America, a disproportionate low number of highly educated females attain executive status in the industry (Li and Leung, 2001). The career ladder within hotels is predicated on the conventional employment models of continuous employment and linear progression (Boxall and Purcell, 2003). Some literatures state that the recruitment and selection processe may not be transparent. Both may be likened to an invisible web that works against women (Green and Cassell, 1996; Lan and Wang Leung, 2001; Rees and Garnsey, 2003). 2.4.1 Harassment at work An additional negative aspects to womens work in hotels is that they are subject to high level of sexual harassment from both guests and peers due to their low status and low-educational levels ( Poulston 2008). Research by Eller (1990) clearly indicates that more men and women experience sexual harassment in the hotel industry than do individuals in society-at-large. Today in many hotels there are a high level of female employee of gender discrimination and sexual harassment. 2.5 Inequality issues in hotels. Research shows the different ways in which tourism can contribute to economic growth, poverty reduction and community development. However, less attention has been paid to the unequal ways in which the benefits of tourism are distributed between men and women, particularly in the developing world. Gladys Acosta, UN Women Director for Latin America of the newly-establish UN agency UN Women, pointed out that womens contribution to the tourism sector is often invisible. According to Purcell and Quinn (1998) that it is a fact that in the early career stages, female hospitality graduates received lower pay, fewer fringe benefits and less intrinsic job satisfaction. However Woods and Kavanaugh (1994) according to who gender discrimination was an invisible barrier that kept women from reaching top positions in many management circles. There also continues to be wide discrepancies in remuneration between the genders (MunËœ oz-Bullo ´ n 2009; Tugores 2008. The hospitality sector has an important role: it should respect the equality of men and women; they should promote human rights and more particularly the individual rights of the most vulnerable groups, notably children, the elderly, the handicapped, ethnic minorities and indigenous people. ILO report (Development and challenges in the hospitality and tourism sector 2010). Kinnaird and Hall (1994) comment that women fulfill the majority of jobs in tourism, especially those which are poorly paid, low skilled and part-time also it is to be noted that in the tourism sector unskilled or semi-skilled women tend to work in the most vulnerable jobs, where they are more likely to experience poor working conditions, inequality of opportunity and treatment, violence, exploitation, stress and sexual harassment. (ILO ) Carli and Eagly (2001) observe that, although womens status has improved remarkably in the twentieth century in many societies, women continue to lack access to power and leadership compared with men (p. 629).

Imperialism Essay -- Imperialism Colonization History Essays

Imperialism   Ã‚  Ã‚  Ã‚  Ã‚  Whether for economic, nationalist, or humanitarian reasons, more powerful nations have often interfered with the affairs of weaker nations. These more powerful nations, including the United States, Britain, and several European countries, have in the past exploited less fortunate ones for resources, capital, and knowledge. Yet in return countries located in South America, Africa, and Southeast Asia have gained the technology and capital that, over a period of time and development, improves their quality of life.   Ã‚  Ã‚  Ã‚  Ã‚  One point of view could be that imperialism results in oppression and abuse. While this is sometimes a temporary side effect of larger nations adopting protectorates, the long term effects often cause the weaker nation to grow stronger. Even when a country feels they must rebel against their suppressor, they gain a sense of nationalism and independence, resulting in a more distinct culture than before. Why then, should a country have to withdraw from such interference?   Ã‚  Ã‚  Ã‚  Ã‚  Another argument could be that only when needed, should a country be involved with another’s affairs. Yet with this point of view most would agree that there would be too much diversity in opinion when deciding exactly when help is needed. Also, countries such as Japan would never have developed, whose primary success was to take the ideas of other nations and better them.   Ã‚  Ã‚  Ã‚  Ã‚  Stronger countries must interfere in the affairs of weaker nations for the gain of both nations. A more powerful nation can better its own economy by sharing the resources of other nations and weaker nations are able to obtain an improved standard of living by learning new technologies that are more advanced than their own. Third world countries can receive food from stronger nations and heathen nations can learn to be civilized from missionaries. Imperialism also follows the laws of social Darwinism, where the â€Å"fitter† and more advanced countries must prosper.   Ã‚  Ã‚  Ã‚  Ã‚  An excellent example of how imperialism can benefit a weaker nation as well as a stronger, more dominant one is the Treaty of Kanagawa in 1854. This treaty, forced upon the Japanese by the Americans, opened up two Japanese ports to foreign trade as well as meeting other demands of the Americans. Japan’s point of view was that by surrendering to the more powerful Americans they could a... ...nd, resources, and money. Use of this theory has resulted in the creation of Canada, the United States, and many other former European colonies. By exploiting natives, European nations (primarily Britain and France) were able to create colonies that bettered their economy. When these colonies became independent and rebelled, it created an even more powerful and nationalistic country, the United States. This knew country then created a theory using social Darwinism called Manifest Destiny where Americans believed they would soon conquer all of North America. Thus the struggle for survival of the fittest went on. These theories of Darwinism are easily be used to justify the imperialistic views of more powerful nations.   Ã‚  Ã‚  Ã‚  Ã‚  By learning from the past it is easy to see that nations help each other when imperialism occurs, and even when oppression of some nations does happen, a stronger, more patriotic nation is able to come to power. Through helping themselves, stronger nations are able to create economic conditions beneficial to all nations. Allowing stronger nations to intervene in the matters of weaker nations should be encouraged for the growth of both countries.

Essay --

Forensic science is misleading because it suggests only one type of science is involved, but this is not the case. Forensic investigations can involve virtually any field of science and technology. There are many steps that have to be taken when leading a criminal investigation and investigating a crime scene. Firstly, detectives have to try and figure out why and how a crime was committed. They examine a crime scene looking for information or clues such as fingerprints, weapons, and DNA. They investigate the victims’ history to define why someone would want to harm them. After they have formed a hypothesis, they try to find proof that somebody committed a crime so that they can arrest the suspects. They look at both the cause and the actual evidence of the crime and try to see if their hypothesis makes sense. The suspects then enter the criminal justice system where they are tried using the evidence collected at the crime scene. Forensic investigations require skills of specially trained scientists, police, engineers, doctors and others. â€Å"These investigators observe all types of evidence, from weapons to bloodstains and from computers to bugs† (Erzinclioglu 5). The greater the evidence against a person, the greater the chance of conviction. Homicide detectives usually work in pairs and approach a crime scene with five basic questions: Did the death take place at the crime scene or elsewhere? Was there any attempt to alter the crime scene? Does the scene point to any particular activity such as drug abuse or burglary? Is the cause of death obvious? Are there sufficient clues pointing to how the death occurred? â€Å"Scene processing is the term practical to the series of steps taken to investigate a crime scene. Although the methods an... ...rams that improve and image by enhancing the contrast, which is the difference in color concentrations. Changing the brightness or dullness of the image. Increasing the resolution and sharpening or de- blurring the image. Fingerprints are a guaranteed method of identification because each person’s fingertips are unique and fingerprints don’t change throughout a person’s lifetime. Fingerprint ridges appear in three pattern types; loop, whorls, and arches. The most collective type of fingerprint pattern, loops begin at one side of the fingertip, double back, and exit on the same side. Whorls are the second most common type of fingerprint pattern. They form a circular pattern which sometimes look like a bull’s-eye on a dartboard. Arches are less common than loops and whorls. They form a wavelike pattern which begins on one side of the fingertip and ends on the other. Essay -- Forensic science is misleading because it suggests only one type of science is involved, but this is not the case. Forensic investigations can involve virtually any field of science and technology. There are many steps that have to be taken when leading a criminal investigation and investigating a crime scene. Firstly, detectives have to try and figure out why and how a crime was committed. They examine a crime scene looking for information or clues such as fingerprints, weapons, and DNA. They investigate the victims’ history to define why someone would want to harm them. After they have formed a hypothesis, they try to find proof that somebody committed a crime so that they can arrest the suspects. They look at both the cause and the actual evidence of the crime and try to see if their hypothesis makes sense. The suspects then enter the criminal justice system where they are tried using the evidence collected at the crime scene. Forensic investigations require skills of specially trained scientists, police, engineers, doctors and others. â€Å"These investigators observe all types of evidence, from weapons to bloodstains and from computers to bugs† (Erzinclioglu 5). The greater the evidence against a person, the greater the chance of conviction. Homicide detectives usually work in pairs and approach a crime scene with five basic questions: Did the death take place at the crime scene or elsewhere? Was there any attempt to alter the crime scene? Does the scene point to any particular activity such as drug abuse or burglary? Is the cause of death obvious? Are there sufficient clues pointing to how the death occurred? â€Å"Scene processing is the term practical to the series of steps taken to investigate a crime scene. Although the methods an... ...rams that improve and image by enhancing the contrast, which is the difference in color concentrations. Changing the brightness or dullness of the image. Increasing the resolution and sharpening or de- blurring the image. Fingerprints are a guaranteed method of identification because each person’s fingertips are unique and fingerprints don’t change throughout a person’s lifetime. Fingerprint ridges appear in three pattern types; loop, whorls, and arches. The most collective type of fingerprint pattern, loops begin at one side of the fingertip, double back, and exit on the same side. Whorls are the second most common type of fingerprint pattern. They form a circular pattern which sometimes look like a bull’s-eye on a dartboard. Arches are less common than loops and whorls. They form a wavelike pattern which begins on one side of the fingertip and ends on the other.

Families Play an Important Role in the Future of a Child Essay

Susan Lieberman, a Ph.D. psychologist, once said, â€Å"Family traditions counter alienation and confusion. They help us define who we are; they provide something steady, reliable and safe in a confusing world.† It is true, that families indeed play an important role in the future of a child. Families nurture a child, and mould him or her into who they become in the future. Families are the support and backing of a child, and how they are going to identify and pursue their dreams and largely depend on their family of origin. A child is shaped through beliefs and values that his or her family holds about the world and that are based on family member’s experiences. Without a family, a child would be relinquished of the chance to be guided and nurtured, and their future would be bleak and unclear. In today’s modern society, a child’s family moreover consists of their mother and father, and perhaps a sibling or two. A child’s parents are the ones supporting the family, leaving for work at first light, and only returning in the late evening. They are too kept up in the hectic working lifestyle, and ultimately are incapable of making time to spend with their children. The children, in turn, are unable to share with someone about their day’s activities, and lack the opportunity to be guided and taught the right values and behavior they should uphold and portray in their lives. This could be highly detrimental to a child, as they are not given a chance to experience a family’s love and warmth, and they will grow cold and distant. To illustrate this point, the child, as he or she grows older, may turn to their friends who may be a bad influence on them, or may turn to substances such as drinking, smoking or takings drugs, so as to fill that void of family in their hearts. Consequently, the child has already been guided away from the bright future they would have if it weren’t for his or her absent family. Their future would look bleak and hopeless. Conversely, a child who has experienced parental and family love would be able to uphold the proper values in life. They would be able to tell right from wrong, as they would have been guided and taught by their parents’ past experiences. Their beliefs and thinking can be reinforced and justified, and they will be put on the right path to pursue their future. As stressed in the quote above, families help a child define who we are; they provide something steady, reliable and safe in a confusing world. The role families’ play in the future of a child is extremely crucial, as it is the deciding factor of what a child believes in and also their ability to tell apart right from wrong in our confusing world. Statistics show that children raised in families do better if their parents stay together than if they divorced. This highlights the importance of the role families play in the future of their child. If there is a divorce between a child’s parents, the child could be too distraught and traumatised by the separation and the feeling of having to accept that he or she would never have a proper family ever again. It can be severely detrimental to the child and he or she may not be able to focus properly on their studies, and can even withdraw from their social circle. With failing studies, the child will lose the chance to have a bright future, and may eventually get influenced by their surroundings to take substances in order to cope with their loss. Hence, this proves the importance of having a whole family. Only with a proper and loving family can a child prosper and grow into a beautiful person he or she is meant to be in the future. A child in a family should never be neglected. Without adult supervision and with the lack of care and concern showered upon a child, he or she may feel neglected and unloved, that his or her presence means nothing to their family, that they are unwanted. This could lead to the mental thought that they are unwanted, or in extreme cases, depression. This shows how important a role family plays in the future of a child. Family gives a sense of security to the child, that no matter what happens, their family will always be there to support them and nurture them. If such a feeling is stripped from them, they can be led astray from the right path. Families definitely play a big part in the upbringing and the future of a child. They lead the child down the right path, and are always watching over them, ready to correct their mistakes and teach them the correct values they should have. A family gives a child a sense of belonging and a sense of love toward each other.