South america Essay Example | Topics and Well Written Essays - 500 words

South america - Essay Example A characteristic feature of the state of affairs brought about by some powerful economic interests in an environment with weakened or nonexistent rule of law is the disappearance of clear boundaries between the sphere of governments/authorities and the sphere of organized crime or rebels. In a region traditionally torn by international disputes over land, resources, or economic paradigms, guerrilla or paramilitary groups in one country are often sponsored by the government of a neighbouring country. Over the last years this has been the case with FARC - a Marxist rebel terrorist group active in Colombia, and its ties to the present-day government of Venezuela. The organization derives most of its finance from growing coca (Philp). In their effort to restore the money influx after it suffered from U.S.-backed anti-drug campaign led by Colombian government, the guerrillas invaded areas previously unassociated with coca production, doing everything to get the indigenous inhabitants of these lands involved in their trade. As Philp shows in her article, the coca growing guerrillas, a self standing anti-government group thinking themselves to be outside the reach of legitimate Colombian authorities, never refrain from threats, violence, murder.

Analysis of Women's Education Essay Example | Topics and Well Written Essays - 750 words

Analysis of Women's Education - Essay Example After women’s right to education were enacted in America, many of them joined schools to pursue their careers. Among them, Mary Lyon, Miss Catherine Beecher, and Emma Willard become the most outstanding and excellent pioneers in education. This is because they struggled in their respective projects of enhancing girl child education (Slosson, 1921). The three found permanent institutions that offered education to women. It is, therefore, clear that American women are very fortunate for having the three as their leaders. This is because their personalities went far beyond lifting women movement to acquire education. In addition, the three women established academies and school to offer education to the girl child. This provided societal conventions that objected superior education to women in America. On the other hand, Mary Lyon, Miss Catherine Beecher, and Emma Willard opened female seminaries around the country. These seminaries were meant to open their expression and intensi on of collecting information for the female education systems. Moreover, their intensions of opening seminaries were meant to enhance reforms and improve education for girl child in the society. Through these seminars, they examined careers in order to expand women sphere in their studies. Their great effort, therefore, played a major role in reshaping school systems that offer education to women (Slosson, 1921). Emma Willard Emma Willard was born in 1787. She acquired her preliminary education at home through listening to her father’s reading. Later in life she decided to quit her domestic chores and start reading essays and passages. She then enrolled at a district school to pursue her formal education. After years of her study, she began her career of teaching young children in various schools around the country. During her teaching career, she contributed adversely to the progression and improvement of the girl child education. In the school, Willard divided studies into higher and lighter subjects. Higher subjects included history, languages and mathematics while light subjects were drawing and music. She did this in order to challenge the idea that young girl’s education was undermined by education. In addition, she also introduced sciences to the school similar to those that were taught in men colleges. Introduction of mathematics and sciences to the school was meant to address male monopoly to such subjects (Maybrey, 1998). Despite great effort in her career, she never gave up advocating for women’s right to education in the society. Her major rule was to enhance reforms in school systems so as to achieve equality in education. This is because of her belief that women are equal with men academically (Maybrey, 1998). She also published a lot of poems and articles that clearly portrayed her support for women empowerment. Throughout her career as an author and an educator, she drew attention of the disparity that existed between men a nd women regarding their education. She did this by devoting her life to revolutionize women’s education. Catherine Beecher Catherine Beecher is well known for her great contribution in enhancing women’s right to education. She first did this by opening a school that offered quality education to women in society. Like other education pioneers, she developed new teaching skills and evolved her own curriculum. This is

Improving Patient Safety by Utilizing Information Technology Essay Example for Free

Improving Patient Safety by Utilizing Information Technology Essay As the push towards patient safety increases with regulatory agencies such as the Florida Agency for Healthcare administration (ACHA) and The Joint Commission (TJC), formerly the Joint Commission on Accreditation of Healthcare Organizations (JCAHO), highlighting the need for higher qualities of standard, hospitals such as Memorial Hospital Pembroke in Hollywood Florida are interested in finding ways of achieving optimal patient care standards and propel themselves up the list of top performers on key quality measures. Of equal importance is the need to optimize the cost effectiveness of this quality of care by reducing length of hospital stay and reducing instances of readmissions for the same or related complaints. Individual department such as pharmacy, radiology and laboratory each have computerized systems specifically aimed at task completion within the department taking no thought of the dissemination of that information across the spectrum of not only medical departments but also to administrative and clerical departments. With the advent of care possesses such as computer physician order entry(CPOE) and electronic medication administration record systems(EMARs) aimed at both quality and cost effectiveness the necessity exist to provide all needed information including medical records, radiological imagery such as CT scans, MRIs, and laboratory results at the immediate disposal of the practitioner. Administrative departments such as billing, medical records, medical supplies, and social services requiring real time updates on care administered, supplies expended in administering this care and follow up required in order to complete the continuum of care. There is therefore the need to integrate all these various clinical and administrative processes into a single efficient hospital based system of delivery of care. Electronic Health Record systems (EHRs) are not only designed to provide such services but also information to patients and stores and manages data collected on patients. The American Recovery and Reinvestment Act (ARRA) of 2009 provided $34 billion via Medicare and Medicaid for the implementation and use of EHRs. Two such systems EpicCare and HCS eMR respectively define themselves as follows. â€Å"The EpicCare Inpatient Clinical System spans all hospital departments and specialties, giving providers the tools they need to deliver safe, high-quality care. EpicCares role-based navigators simplify relevant information access for physicians, nurses, therapists, dietitians and any other provider in the hospital setting† â€Å"HCS eMR meaningful use software is a Workflow Driven / Focused solution focused on high User Adoption. HCS eMR works for your hospital because it: Builds on existing processes such as Medication Reconciliation †¢ Integrates with existing technology to streamline processes †¢ Leverages sophisticated rules and timely alerts to drive success †¢ Can be implemented quickly and is fully adopted †¢ Is economical â€Å" Organizational and individual barriers to proposed change Several potential barriers exist to the implementation of an integrated electronic health records system (EHRs), these include structural, financial/business, technical/professional, and cultural. Structural Memorial Hospital Pembroke is not a standalone hospital rather it is one of five hospitals in the Memorial Hospital System (MHS) formerly known as the South Broward Hospital district of Florida, as such much consideration has to be given to the eventual implementation across the system not only to Pembroke itself. Diversity in buyers and payers of supplies and services across the system would impact heavily on integration. There are also different providers of information technology in various departments that would have to be modified to enable integration via a central system of informatics. Financial and business The infrastructural implementation of EHR systems requires initial high dollar investment which in the current economic environment may require budgetary restraints on other services and supplies. Although the intent is clear and the potential promising, there is limited evidence of the economic benefits of EHR systems in healthcare mainly because it is in its infancy, the hospital board of governors may require extensive due diligence studies prior agreeing to any such change. Cultural The cost-benefits across the continuum of providers e. g. octors, nurses and recipients e. g. patients of healthcare have yet to be realized and as such much caution and resistance is to be anticipated. Clinicians inclusive of nurses envision health informatics particularly EHRs as being time consuming and takes away from, autonomy, actual time spent with patients, also old habits are hard to break, and question what personal benefits are to be gain from this intrusive system. Not to be ignored is the additional scrutiny as all processes will be documented at time of process and provides a permanent record, errors cannot be deleted. Departments who previously had autonomy on how information is transferred and disseminated from the individual department to other practitioners may show reluctance to â€Å"opening up† to the scrutiny of others. Patients also will be required to accommodate intrusion, as with the availability of previously restricted information at the bedside from computers on wheels (COWs) more time may be spent at the bedside by practitioners instead of doing time consuming reviews and making notes prior to patients’ rounds. The Health Insurance Portability and Accountability Act of 1996 (HIPAA) which provides federally regulated protection of patients health information held by healthcare professionals, is another possible barrier that impact the implementation of the proposed change, and care has to be taken to limit the unnecessary access of patient’s data. Factors influencing proposed change Important factors that may affect whether implementation of an EHR at Memorial Pembroke is employed include, how receptive management and staff are to the change, the existence of available EHR systems providers versus in-house creation of a system, Cost of purchasing, implementing and maintaining a system and if funding is available, real benefits to be attained, are they measurable, and structural, cultural and financial readiness of the organization for the change. Receptiveness of management and staff If the existing system works for staff or is perceived to work then many questions arise among the participants why does there need to be this intrusive change. Can the proposed benefits to be realized justify the overhaul and inconvenience to come and am I going to be remunerated for my efforts? Available EHR systems There are many systems already on the market including EPICare inpatient-core; HCS eMR and ChartAcess which are ready for implementation have a system of support and maintenance. Although these are expensive systems, to build an in-house system replicating these would be time consuming and require extensive developmental processes that would certainly result in delay in implementing such a system. Cost May be divided into acquisition and maintenance, acquisition cost include cost of software, training, installation, paper to electronic conversion and implementation productivity loss, which may not be measurable. Maintenance cost includes upgrades, replacement of hardware and internal and external support cost. Acquisition cost will be significant and may impact on the ability of the organization to meet other budgetary demands. Maintenance cost are spread out over time and may not be as impacting, also the possibility exist that cost savings from the use of the EHRs employed may offset maintenance cost. Factors influencing organizational readiness There are certain basic requirements of readiness which Memorial Pembroke must meet in order to be ready for health IT without which failure is almost assured. These are Organizational culture, Management and leadership, Operational and Technical readiness. Organizational culture defined as an assessment of how the organization perceives EHR, general staff and physicians’ perceptions and patient involvement. Does Memorial Pembroke view EHR as a liability or as an asset, is the staff open to what is better for the patient or are they more concerned about turf protection, are nurses prepared to record even the most minor detail if it means a better overall picture of the state of the patient. Management and leadership – does the organization have the management that appreciates the importance of the change to the overall goals of the organization and is there a readiness to apply necessary resources to include human resources, financial resources and information and to manage these resources not only for current but also future EHR needs. Is there an executive team, a strategic plan, quality improvement and care management, and sound financial management? Operational readiness – takes into consideration, protocols, operational procedures, staffing needs for the implementation, training plans and programs, preparedness of project managers and IT staff for the implementation. Technical readiness– considers the organizations technical environment and information technology capabilities to deal with and absorb the change. Is there adequate server capacity, a rational process of procurement also potential for growth and development of the department? In short can they handle it? Theoretical model related to proposed change The model best related to this organizational change which seeks to enhance the institution as a whole in the furtherance of improved quality of care for patients as also to optimize the organizations ability to be effective in the administrative process and other peripheral processes involved in this change is organizational development. Organizational change targets the entire organization and creates a climate of open discussion with valued feedback which helps to reinforce or modify to the change. It depends on the utilization of process consultants to facilitate interventions and to manage the change. Internal and external resources to support change Within the organization several resources may be found which may facilitate or enhance the change to be implemented, these include competent senior management who portray a sense of confidence and facilitate dialogue with staff thus enabling them to be active participants, a strong human resource department that arranges and implement training programs aimed at preparing staff for the change. A vibrant IT department with competent personnel knowledgeable in IT systems that can facilitate incorporation of new technology to its network. Staff that are trainable and who understand the dynamism of the organization and of change and are willing to adapt in order to meet organizational goals. Externally advantage has to be taken of a proven provider of EHRs that has the experience and support infrastructure that will facilitate attainment of the organizational goals. Independent consultants who are experienced in the change to be implemented, and who are able to monitor and manage the change at each stage of implementation. Research data that provide information aimed at making informed decisions, provided by research specialist and not ad hoc pieces of information.

The Impact of Occupational Segregation on Working Conditions

The Impact of Occupational Segregation on Working Conditions Zoe Stux â€Å"Critically evaluate the claim that occupational segregation in the British workforce leads to lower pay, lower status and increased insecurity among women employees† Occupational segregation finds it roots in the social behaviour of society, by definition this means a separation within job roles by gender. Feminist movements paved the way for women to have equal life styles and occupational choices for women in Britain. Legislation currently in place would lead to the assumption that inequality is not possible in today’s organisations given that there are anti discrimination and equal pay laws to protect the workforce without having to rely on the trade unions. Yet, when considering the effects of direct and indirect discrimination it becomes apparent how an organisation may apply a condition of employment to all employees which can be weighted to affect a large proportion of one gender over another if it is so designed. It is necessary here to demonstrate that current legislation allows some discrimination, for example, a disabled woman requiring a carer to help with personal duties is allowed to state only women can apply. Despite the ab ility to discriminate there is evidence to suggest that equalities within the genders are lessening and women are becoming more present in senior roles, the assumption is that the equality will pass from the top down the chain to affect the gender segregation on a larger scale lessening the increasing levels of discrimination over time. In contrast it could be the divide is not diminishing, and in fact current occupational segregation retains a level of inequality between the genders with regards pay, status and increasing insecurity. Cockburn recently (1991 p123) states â€Å"it will remain a fact of life that women are severely disadvantaged compared to men in their career opportunities†. This evaluation will assess the suggestions that women’s inferior place within the workforce leads to lower levels of pay for the same roles, lower status in general placed on their roles and the increasing insecurity of the roles performed by women whilst critically debating the various viewpoints to look at how the relationship between the employer and employee is introduced and subsequently managed. Whilst considering the view that women are disadvantaged through social constraints, biological constraints and personal choice allowing for the impact in Britain for future generations. As recently as 2004 it is suggested work status is far from equal with most management structures showing primary male domination. However, whilst many companies continue to operate within these male confines there have been an increasing number of women in management roles within recent years breaking the inequality traditions in status. However in line with feminist theories these areas are under represented within the professions and senior management. For those that achieve success on equal grounding it is often the case that women will be required to fit the male value system already established within the organisation, thus suggesting that women may achieve levels of perceived power but the opportunity to make decisions affecting the power will be biased towards the male institutionalised practices already in place. This can translate to a new mind set and change in belief system which for some this can be difficult to adapt to. For those that do not achieve a level of seniority occupations tend to be limited to clerical or secretarial roles and are primarily held as part time (Rose, E (2004) p557). Rose successfully illustrates for a small percentage of the workforce success is possible however for the masses lower status roles are the norm, assuming that these levels of employment are lower down the organisational chain the level of reward will be suitable to the roles therefore less than the male managers. However according to the equal opportunities commission (hereby referred to as EOC) in 2005 there was an average twenty percent difference between the genders in each employment section with regards wages earned on an average hourly rate. Although banking was a much higher rate at forty percent and not included in the average. It could be argued as Rose states above most female roles are primarily part time which would lead to less remuneration and increased insecurity. Although the same study shows dif ferentials between high profile roles which are assumed to be full time with the bias favouring males within these roles. Historically a biological viewpoint was used to control the workforce, and all collective bargaining would have been pursued by the trade unions led by men bargaining for men. Trade unions and workers alike were concerned with controlling wage levels and entry into trade ensuring the skills required by industry were sought after therefore controlling the flow of work and the financial demands that could be made, if women had been able to contribute to these tasks the reward level would have decreased as women were deemed cheap labour. Whilst this would be beneficial to employers who would decrease outgoings and protect profit margin it would be detrimental to the male workforce and unions, illustrating an impact of male trade unionist methods to drive towards male domination in the workplace. Biological theory was used to manipulate society to believe women were not capable of carrying out physical labour as men were; this served the purpose of providing a reason to prevent female pr esence in physical industry and at the same time set a cultural way of thinking. Biological theory argues that men are naturally stronger than women due to the way the body is constructed and this permits men to carry out certain tasks woman can not. Social acceptance of this granted the woman’s place was at home given the childbearing and nurturing ties to the female. In contrast biologically men’s behavior is seen as predatory and aggressive. However, there is the suggestion that roles are culturally determined as opposed to biologically, and the parental relationship cements social development. Children are manipulated by social norms at a young age to reinforce gender differences, for example a girl wears pink and a boy wears blue, a girl is given a doll or a tea set and a boy receives a car or a football. As the child gets older media influence will be introduced through adverts, popular television or movies to reinforce the socially acceptable roles for the genders (Oakley 2005). In support for this idea the functionality of the two genders is underpinned by analysis from several societies which concluded that there were no tasks with the exception of child birth that could be completed by only one of the two genders (Rose 2004). Biological attributes do not restrict women from roles; this was further supported through evidence observed during the Second World War where women were forced to take on men’s roles because of the shortage of people available. Based on this assumption it could be suggested that the divides seen in today’s workplace are intentional on the part of the female workforce who chose not to be equal and accept the pay differences secure in the knowledge that their income is secondary and whilst potentially insecure in the employment world it is not important to the family world and therefore of little consequence. Despite the Second World War the biological view would continue after the war had finished. This swift change in attitude back to the old social norm would prove to be difficult for some women to cope with. The myth that biologically women were incapable was squashed, however the value system that had created social structure before the war was still present with the men who returned therefore the social constraints were restored. However, the awareness of women being physically capable was a reality for society to develop and accept it was social and cultural beliefs that stopped women from working. There became an understanding that a reserve army of labour could be called on when required by policy makers and employers alike to achieve common goals, exploiting women into the workplace when it suited those in control. Male perception did not change and work was seen as a secondary focus to family, this created a vacuum where women were manipulated by others to conform to social rul es. It would appear modern society has not moved on that much, according to the equal opportunities commission in 2006, sixty seven percent of the female population of working age were in employment verses seventy eight percent of men under the same criteria, this would fit within social assumptions today where to a certain degree women remain primary family carers. Interestingly this research quantifies that forty three percent of women working were in part time employment whilst only eight percent of the men fulfilled part time roles, this would support the assumption that men remain the primary breadwinners in mass society. Purcell (2000) explains that from the 1980s changes have been seen within British society, until the 1980s women were active in the workplace until the birth of their first child, when they would remain inactive until school age or another child was born and the cycle would repeat. However by the end of the 1980s two thirds of mothers were active within the wo rkplace and approximately half of these returned to work within nine months utilising family and childcare options. Therefore gender changes and opinions within society have been demonstrated resulting in the counter argument for the gender nurturing social arguments demonstrated earlier. In contrast there is also the view that Britain’s economic climate has dictated these levels of work as increasingly families need to draw two wages in order to cover the high cost of living which is not relative to the rises seen in salaries. Supporting the view of exploitation further is the investigation of the reserve army of labour which proves to be beneficial to industries. The foundation of this idea is in Marxist explanations, suggesting that capitalism required a secondary outlay of potential recruits who could be relied on in times of both economic recession and boom to provide a flow of supply and demand in terms of workforce. This is essentially a flexible workforce with few rights and therefore the inability to make demands on the employer, whilst the employer has the right to reduce wages and increase the rate and extent of the worker exploitation at will. This is extreme and in today’s society would be tapered to meet legislation and social standards, although this does not necessarily mean the exploitation has ended, it has simply taken a different guise. In their book Women in Britain today (1986) Beechey and Whitelegg conclude that women would be less able to resist redundancy due to lack of trade union representation and their lower financial value within the workplace which makes them a high risk to increasing insecurity. However this study is dated and whilst in some areas trade union representation is valid this is not the case across mass private industry. Beechey and Whitelegg go on to suggest women are more likely to accept work at a lower rate than a male counterpart given they will not be aggressive and negotiate, and from a political viewpoint unemployed women are less likely to register unemployed as with primary incomes from their husbands they would not be eligible for benefits, thus supporting the claim that the segregation between the two genders within the workplace leads to insecurity for women. However in contrast to the insecurity being suggested this theory would imply when Britain went through a recession in the 20th Century the part time and flexible lower paid workforce would have been the first to suffer, yet this was not the case. The answer to this would be, for the same reason the reserve army of labour was considered a good idea, when in recession the primary function is to save long term financial plans, therefore making commercial sense to retain the cheaper labour on the workforce inadvertently providing incre ased security during times of recession and economic crisis. There is mass evidence to support the perception that management and trade unions perceive female workers to have a lower commitment to paid work. It is largely these ideals which populate within the labour markets of today, showing women to be secondary to their male counterparts, exploited at will, to control the labour markets and placed in insecure roles because they are not valued (Purcell 2000 p133).This is also supported by Homans (1987 cited in Rose 2004) where interview techniques were questioned when direct discrimination was uncovered and the reasons provided illustrated the view that women will project a lack of commitment to the role, either requiring time off to have a family or caring for an existing family. In contrast Rose (2004) establishes that although the majority of organizations have been traditionally dominated by men, there are a percentage of female senior managers pulling through to powerful positions and this appears to be increasing. In 1991 nine percent of the total women surveyed represented a small number of executive managers and directors. However in 1998 this increased to eighteen percent and four percent of these were director level. On the other hand in 2001 the number dropped to nine percent, although this figure did not include executive directors, therefore there is no like for like comparison making analysis difficult to draw conclusions from. It may be the changing social climates of the late 20th and early 21st Centuries have led to this change in female presence. With a change in social attitudes it is possible to see both genders have been suppressed with women missing the workplace opportunities and men increasingly missing family life. A movement in social acceptance can now see men remain at home while the woman goes out to work reversing the traditional roles. However whilst changes to social thinking are beginning there is the suggestion that the perception of women in power is a false one, despite the movements into senior roles the movements come from organisational restructure, changing job titles and removing levels of management to make opportunities less. Therefore the reality does not translate to total equality as power would be cascaded back up the chain towards the men. It would appear the opportunities for development and progression become stifled and the female workforce are only able to reach a particular point in the structure before they hit the ‘glass ceiling’ and their progression is halted. The lack of development in many cases appears to be attributed to women taking time off to have families, the assumption then is that by the time they return to work priorities have changed and long unsociable hours are a problem, leading to static working practices and fewer women successfully climbing the ladder. It appears industry is asking women to make a choice between motherhood and career but not working to aid the two in working side by side. Kirton and Greene (2001 p46) appear to agree, women have to make a choice, they place women at a disadvantage in the workplace due to less experience, lack of training and education compared to male counterparts. However they go on to suggest there are two counter points that can have a positive effect on a woman’s career; by working uninterrupted without family breaks it demonstrates commitment combined with the ability to project a long term ambition through working steadily and when required including late nights. Given that not all women will want to start a family these restrictions will not apply to all, however the statistics seem to indicate these are the minority of women or in exceptional cases women will have both and make sacrifices within the family to return to work with the aid of a non work support network of family and frie nds or childcare. Although the EOC statistics show a high percentage of female workers in part time employment it remains that over half the employed women surveyed were working in full time roles. Sly et al (1998) relate education and occupational qualifications as key to the success of women with the workplace. In 1997 eighty six percent of women qualified from A Level or above were economically active whereas fifty two percent of those with no formal qualifications were inactive. On the other hand both full and part time roles primarily fall within the clerical, secretarial, service and sales areas of the employment sphere as a total out of this collective group over sixty percent of the workforce were women. For the same exercise with the male workforce related to roles such as managers, administrators, craft, plant and machine operators, the statistics accounted for sixty percent of the male working population reinforcing the gender prejudice. Although there will always be a gender differential b etween traditional industries such as construction, manufacturing, education and public health despite drives to change these dynamics, it is worth noting the most recent study in 2006 states that women’s employment has increased seventy percent since 1975, yet in contrast fifty seven percent of women use either part time, flexible working time or home working in order to meet family commitments as well as complete the economic requirements of a day job supporting the theory that gender segregation leads to lower status and increased insecurity for women. Discrimination with the workplace would appear to be subtle and careful. By definition organizational segregation is the separation of the two genders within the workplace environment. However within this concept there are two styles to be considered. Horizontal segregation, where the workforce is primarily one specific gender, for example, within the construction industry men make up ninety percent of the entire workforce as detailed on the labour force survey for 2006 October to December, this can be attributed to the strong male social values within the industry. In comparison the same survey shows public admin, education and health is primarily a female sector role with women accounting for seventy percent of the total. However what are not evident are the levels employed by women and how the senior managers are gender split. Alternatively, there is also vertical segregation, where the opportunity for career progression is tapered to a particular gender. The implication with vertical segregation is that women would be affected given that it is women who are less likely to fulfil roles within management or senior executive posts. Liff ((1995) p476) suggests that the reason women fail to make the career progression which causes vertical segregation can be found in the division of labour within social confines. A manager is expected to work long hours and within this principle lays the issue, as British women whether working or not are still expected to carry out the same level of domestic duties for the family resulting in the inability to work late often which is suggested makes women unsuitable for progression to management and senior executive levels therefore reducing them to flexible part time roles with low pay and less security than management positions. Within the two types of segregation the workforce is split further, two sections primary and secondary, otherwise termed dual labour markets. The primary labour market is attributed to high pay, excellent working conditions, favourable promotional prospects and job security, secondary sector workers are disposable and easily replaced and transferring between the two markets is difficult either within the same or different organisations. Rose (2004), states that women are the primary of the two genders to appear in the secondary category, due to their low status in society and tendency to not belong to a trade union. However in contrast to the dual labour theory there are limitations not considered, workers within the textile industry where the job roles are similar whether primary or secondary still see a pay discrimination due to gender, the theory also fails to take into account the moving social scales of today’s society which sees many women in primary roles but in areas w here women see a high percentage of employment, for example, public health care and education. The 2006 EOC study for 2005 illustrates within the high paid jobs category, the gender gaps on four areas have a close to equal split however the other six areas show large discrepancies suggesting primarily male management. What is difficult to ascertain from the research on the areas of wide discrepancy gender split are the number of women who have chosen to work within limited roles with limited responsibilities due to family commitments verses the number of women forced into these roles because of the male constructed value system dictating they are inferior to the role of management. From the 1970s work ethics changed to reflect an increasingly flexible work pattern. Consumer society expected faster and quicker trends to be available to them resulting in the change of work ethic hence seen. The 1970’s saw a requirement for flexible low income workers to manage the production lines based on the changes from Fordism production. The reserve army of labour would become ideally suited for this and naturally this comprised of women. Loveridge and Mok (1996 cited in Mullins p165) confirm that women encompass an ‘out-group’ which makes the basis of an industrial reserve pool providing additional labour when required by society. However there is the suggestion that in the 1970s this was not a forced choice for women but one entered into willingly, although the family remained the primary concern there was also increasing financial pressures as social movements changed. Hakim (1998) supports this and suggests that there are three types of women who choose their preferences about home and work. There is a home centred attitude which prefers a home life to a work environment, a work centred view which for some are childless but have a strong commitment to their work and finally the adaptive who want a little of both but do not want to commit to a career. Hakim also suggested that with regards to a woman’s qualification there was a correlation between them marrying men with a higher qualification than their own thus leading to the assumption that they would rely on this as a primary income therefore resulting in family becoming the primary focus. This would indicate that it is not viable to apply the same theory to all women as there are differing personal choices within these statistics which can not be quantified. In contrast to Hakim, Crompton et al (1999) argue that it is the structure of the labour market which moulds the individuals career, suggesting men will turn to traditional male jobs whilst women will opt for traditional female roles reinforcing male roles as aggressive and physical whilst female roles are caring and nurturing, strengthening the structures that produce the gender differences which in turn make it difficult for those within the confines to pursue a career not stereotypically for their own gender. Thus, supporting the suggestion that women continue to be subjected to discrimination, which provides them with disadvantages within the employment relationship including, lower pay, lower status and power and greater insecurity. Employment relationships have undoubtly changed over recent years along with social belief systems and the relationship between the two is intensely fused. There is no denying that women have more freedom within the workplace in today’s society, although there are still constraints to this freedom it is progress none the less. However it would appear these freedoms come with painful choices to be made; in the cold light of day reality will push to suggest it is not possible to have it all. Women with children will require a degree of flexibility in order to enjoy their families, however this does not have to mean choosing lower status, part time, insecure employment at the expense of high profile full time management roles however the support needed from colleagues and family is greater than those who do chose to not work full time, although the balance is possible to obtain. It has taken nearly three decades to make the small improvements seen since the 1970s, if this is followed through to the natural conclusion those with the power now can influence others performing up the ranks within the labour market and as such in another thirty years there should be considerable improvements on where we are today. Attitudes and beliefs take time to change and as it would appear to be the social constraints of attitude that find us in a gender segregation of the workforce it stands to reason that these differences will lessen as attitudes change. There is always the risk that as we see poor political decisions made affecting social policy there will be a reversal of attitudes. However with the economy balancing precariously it is necessary in many cases for both men and women to work full time and aspire to be the best of their field and maximise their potential in order to provide for themselves and their families providing a stable economic background. With regards the claim that occupational segregation leads to lower pay there is some truth to this – what is difficult to assess is the level those are accepted by women and the level they are forced. It is not quantified how many women within the workforce challenged their wage to be equal to that of men. Although lower status compared to male counterparts is at present unfortunate as social policies change and those women there now cascade down to others there is the opportunity to improve these rates and become level within the management and decision making roles. Increased insecurity is difficult to define as by its nature it implies that the insecurity is becoming worse. However in order to understand this it is necessary to understand how the workforce feels about this. The assumption that women’s roles are secondary to that of their husbands would indicate there is no insecurity as his salary would form the main income. However this does not take into account w omen who are the sole breadwinner and in some cases have a family to bring up. Where it could be argued that the inequality in pay and status is in fact advantageous as should cut backs be necessary the lower incomes will survive over the higher levels which make a bigger financial impact on the profit and loss accounts. In general it would appear there remains discrimination and prejudice towards women in the labour market which manifests through lower salaries and status however progress has been made and will continue to be made in order to abolish these unjust differences. There is a requirement needed to understand the assumptions on gender differences by senior managers of today. When designing policy it is becoming ever more important to offer individualism and flexibility as opposed to static terms and conditions. By understanding the diversity within the workforce there will derive an understanding of how to motive the team and therefore produce exceptional results which of course is the aim of all good Chief Executives. Bibliography Rose ED (2004) Employment Relations 2nd Edition, FT Prentice Hall Liff S (1995) Industrial Relations Theory and Practice in Britain, Blackwell Business Hollinshead G, Nicholls P, Tailby S (2000) Employee Relations, FT Pitman Publishing Oakley A (2005), Gender Women and Social Science, Policy Press Beechey V, Whitelegg E (1986) Women in Britain Today, Open University Press Mullins LJ (1996) Management and Organisational Behaviour 4th Edition, Pitman Publishing Kirton G, Greene AM (2000) The Dynamics of Managing Diversity: A Critical Approach, Oxford Butterworth Heinemann Crompton R, Harris F (1999) Attitudes, Womens Employment, and the Changing  Domestic Division of Labour: A Cross-National Analysis, Oxford University Press. Purcell K (2000) Gendered Employment Insecurity, London Routledge Ledwith S, Colgan F (1996) Women in Organizations, Macmillan Business Hakim C (1998) Developing a Sociology for the Twenty-First Century: Preference Theory, British Journal of Sociology, 49(1), 137-143. Colgan F, Ledwith S (2002) Gender and Diversity: Reshaping Union Democracy, Employee Relations, 24(2), 167-189 Grimshaw D, Whitehouse G, Zetlin D (2001) Changing Pay Systems Occupational Concentration and the Gender Pay Gap, Industrial Relations, 32(3), 209-229 Hogue K, Noon M (2004) Equal Opportunities Policy and Practice in Britain in Work Employment and Society, 18(3) 481-506 Equal Opportunities Commission (August 2007) Facts about Men and Women 2006; http://www.eoc.org.uk/pdf/facts_about_GB_2006.pdf Communities and Local Government Labour Force Survey (August 2007) Tackling Occupational Segregation Fact Sheet; http://www.womenandequalityunit.gov.uk

Custom Written Essays: Contrasting Gertrude and Ophelia of Shakespeare

Contrasting the Ladies in Hamlet  Ã‚        Ã‚  Ã‚   How can anyone view or read the Shakespearean tragedy of Hamlet without observing an obvious differentiation between the characters of the two female characters? And yet, not all critics agree on even the most salient features of this contrast.    Quite opposite the criminality of the king’s wife is the innocence of Ophelia – this view is generally expressed among Shakespearean critics. Jessie F. O’Donnell expresses the total innocence of the hero’s girlfriend in â€Å"Ophelia,† originally appearing in The American Shakespeare Magazine:    O broken lily! how shall one rightly treat of her loveliness, her gentleness and the awful pathos of her fate? Who shall dare to hint that she was not altogether faultless? One feels as if wantonly crushing some frail blossom in criticising so beautiful a creation, yet such is my thankless task. To my mind, Ophelia has been much over-rated by writers on this play of Hamlet, and when stripped of the glamor of Shakespeare’s magic verse and the lenient tenderness we give always to the dead . . .   she will be found a simple, shallow girl, pure and delicate as a snowflake [. . .] . (241)    Contradicting O’Donnell’s view is some evidence that Ophelia is not innocent in her relationship with the protagonist (West 107). Moral concerns are in the forefront of any discussion about dissimilarities between the queen and the lord chamberlain’s daughter. John Dover Wilson highlights moral differences in What Happens in Hamlet:    His [Hamlet’s] mother is a criminal, has been guilty of a sin which blots out the stars for him, makes life a bestial thing, and even infects his very blood. She has committed incest. Modern readers, living i... ...nd Notes on Shakspere and Other English Poets. London : George Bell and Sons, 1904. p. 342-368. http://ds.dial.pipex.com/thomas_larque/ham1-col.htm O’Donnell, Jessie F. â€Å"Ophelia.† The American Shakespeare Magazine, 3 (March 1897), 70-76. Rpt. in Women Reading Shakespeare 1660-1900. Ed. Ann Thompson and Sasha Roberts. New York: Manchester University Press, 1997. Shakespeare, William. The Tragedy of Hamlet, Prince of Denmark. Massachusetts Institute of Technology. 1995. http://www.chemicool.com/Shakespeare/hamlet/full.html No line nos. West, Rebecca. â€Å"A Court and World Infected by the Disease of Corruption.† Readings on Hamlet. Ed. Don Nardo. San Diego: Greenhaven Press, 1999. Rpt. of The Court and the Castle. New Haven, CT: Yale University Press, 1957. Wilson, John Dover. What Happens in Hamlet. New York: Cambridge University Press, 1999.

The Curious Style of Hawthornes Young Goodman Brown :: Young Goodman Brown YGB

The Curious Style of â€Å"Young Goodman Brown†Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚        Ã‚   The multi-faceted style found in Nathaniel Hawthorne’s â€Å"Young Goodman Brown† has many features of interest. It is the intent of this essay to elaborate on these features, with support from literary critics where available.    Herman Melville in â€Å"Hawthorne and His Mosses,† (in The Literary World August 17, 24, 1850) has a noteworthy comment on Hawthorne’s style:    Nathaniel Hawthorne is a man, as yet, almost utterly mistaken among men. Here and there, in some quiet arm-chair in the noisy town, or some deep nook among the noiseless mountains, he may be appreciated for something of what he is. But unlike Shakespeare, who was forced to the contrary course by circumstances, Hawthorne (either from simple disinclination, or else from inaptitude) refrains from all the popularizing noise and show of broad farce, and blood-besmeared tragedy; content with the still, rich utterances of a great intellect in repose, and which sends few thoughts into circulation, except they be arterialized at his large warm lungs, and expanded in his honest heart.    How beautifully does this critic capture the basic attitude of Hawthorne, who avoids the â€Å"noise and show† and emphasizes his â€Å"rich utterances.† Could Hawthorne’s â€Å"rich uterances† be the reason for Henry Seidel Canby in â€Å"A Skeptic Incompatible with His Time and His Past† to talk about the â€Å"dignity† of his style? â€Å"And indeed there is a lack of consistence between the scorn that our younger critics shower upon Hawthorne’s moral creations and their respect for his style. They admit a dignity in the expression that they will not allow to the thing expressed† (62). Canby continues:    Hawthorne’style has a mellow beauty; it is sometimes dull, sometimes prim, but it is never for an instant cheap, never, like our later American styles, deficient in tone and unity. It is a style with a patina that may or may not accord with current tastes, yet, as with Browne, Addison, Lamb, Thoreau, is undoubtedly a style. Such styles spring only from rich ground, long cultivated, and such a soil was Hawthorne’s. . . . Holding back from the new life of America into which Whitman was to plunge with such exuberance, he kept his style, like himself, unsullied by the prosaic world of industrial revolution, and chose, for his reality, the workings of the moral will. You can scarcely praise his style and condemn his subjects.

Managing Information Systems Case Study Ch. 9-Thl

Dawn Ruedy Case Study Ch. 9 THL 1. A. The benefits of having policy determined by rules rather than computer codes is the application programs in the Aurora system access and process the business rules when deciding vehicle availability. With rules being arranged and easy to use, an analyst is able to alter reservation policies without technical support from personnel. B. Some consequences of an incorrect rule being entered are blocking the correct vehicle from being rented, incorrect recommendations by renting the wrong vehicle in the wrong location.As a result, business analysts may be unable to help customers. These mistakes could end up being very expensive for THL, costing them revenue by not being able to provide their customers with the correct services. Unfortunately, this could also throw future reports off that THL depends on. Some of these reports include vehicles that are to be checked out and returned to each rental location, which vehicles need to be transferred to a di fferent location and which ones need maintenance. C. If I managed the reservation system at THL, I would use the Expert systems process for the modification of rules.By applying the If/Then rules and processing those rules to make a diagnosis or recommendation, decision making would be improved by the nonexperts by encoding, saving and processing expert knowledge. 2. A. The value $3,697 is the total of the car rental brands Maui ($1,577) and Britz ($2,121) in Australia in April of 2005. $1,577 is the dollar amount spent on the Maui car rental package in Australia in 2005 and $2,121 is the dollar amount spent on the Britz car rental package. B. The Britz package is more popular package than the Maui package in Australia.THL is making no money on the Backpacker and Explore More packages. New Zealand rentals are more profitable. C. If the first column (geographic area) was switched with the third column (brand), I think on the left AU and NZ would be seen. Then, to the right would be t he amounts for each of the 4 packages and the totals. 3. Customer Reservation Data: A. Report Applications-which package was the most profitable and how much it was requested by customers. B. Market-basket analysis-which products could be purchased together C.Unsupervised data mining-review the data and observe the results, Cluster analysis D. Supervised data mining-predict when repeat customers will return- E. I like D the best, because it helps bring repeat customers back, C is good too because it describes who their customers are. I would then choose A to understand customers and how they should advertise. Last, I would choose B. 4. A. I choose California to have the best chance at success in the United States. California offers a variety of activities including beaches, Disneyland, national parks, mountains and wineries.California is a larger state with a variety of climates and sunshine. Market size would be larger than the other options, which I would assume means a better eco nomy and more money to spend. B. THL’s competitive advantage is their experience in this tourism area, having operations internationally. C. THL’s competitive vulnerabilities include figuring out their clients and how to approach the market and competition. D. The online reservation system adds value to the new operations by its easy to use functions and convenience for customers.E. Since THL headquarters will be so far away from the new US business, building a trusting relationship with customers may become a problem. Not having any face to face relationship building. Of course, this can be remedied with video chatting and new technology. 5. With the use of social media and their website using webcams, THL can see what their clients are saying about their customer service and if they are satisfied. Which will then help THL make improvements to their services and products.