Analysis of Gender Inequalities in the Workplace

Analysis of Gender Inequalities in the Workplace Introduction to Gender Inequalities in the Workplace According to Massey (34), many people confuse gender with sex, which involves biological differences between a male and a female. Many societies and cultures in the world create distinctions between individuals based on gender. In many societies, men are superior to women (Burstein 342).Advertising We will write a custom essay sample on Analysis of Gender Inequalities in the Workplace specifically for you for only $16.05 $11/page Learn More The distinction is displayed through the aggressiveness of men in the society. The fact that men are more aggressive than women has brought about gender inequalities in the society. As a result, inequalities have led to disparities with regard to social roles allocated to either gender. In this analytical paper, the author briefly looks at organizational theory and how it affects employees. The author critically examines some of the factors associated with gender inequa lities in the society. Special attention is given to gender inequalities in Saudi Arabia and in the Middle East. In addition, the author highlights some of the changes proposed to deal with the situation. The paper takes the form of a ‘personal case analysis’, which is based on the findings made in the case study conducted earlier. The events in the case study are interpreted and analyzed using a comprehensive ‘four- frame’ structure. Organizational Theory: A Summary In this personal case analysis, the author critically reviews the events in the case study, and how the events are related to organizational theory. To this end, the author interprets the events in the case study from the perspective of the organizational theory. The theory complements the four- frame analysis carried out in the paper. As a result of this, it is important to provide a brief summary of this theory. The summary will give the reader an idea with regard to how the theory is tied to the events in the case study. According to Burstein, â€Å"organization theory is (the) study (of) the benefits of identifying common themes (†¦Ã¢â‚¬ ¦) for the purpose of solving problems, maximizing efficiency and productivity†¦Ã¢â‚¬ ¦.(and) meeting the needs of stakeholders† (p. 45).Advertising Looking for essay on gender studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organizational theory is subdivided into three categories. The three are individual, group, and organizational processes. One of the issues addressed in the theory’s individual concept is motivation among individuals. To this end, the theory seeks to identify how and why individuals are motivated. It identifies the differences between the personality traits of different employees. In addition, the theory’s individual concept seeks to define the roles that one is capable of effectively executing in the organization without cr eating ambiguities. The second category of the theory touches on group processes. According to the provisions of the group processes category, the organization should create working groups for the employees. The employees will effectively communicate with each other within such groups. In addition, the employees will effectively synchronize their actions with those of other employees for the benefit of the organization. Under group processes, the organization should come up with a leadership structure, where the leader has power over the subordinates. In addition to this, the leader should have the ability and capacity to influence the subordinates, helping them to effectively execute the tasks assigned to them. Under organization processes, the entity is expected to come up with a unique model. The model will differentiate the organization from the other entities operating in the market or in the same industry (Rania 15). To this end, the model defines the structure of the organiza tion with respect to that of other organizations.Advertising We will write a custom essay sample on Analysis of Gender Inequalities in the Workplace specifically for you for only $16.05 $11/page Learn More In addition, the model defines the division and flow of power in the organization. In most cases, organizations create their own culture, which is specific to its working environment. As a result, employees co-exist peacefully with the management team. The two groups combine their efforts and work towards the achievement of the set goals. The three concepts analyzed above impact significantly on the operations of the organization. To this end, the three concepts determine how gender is perceived in the organization. They are used in interpreting the events analyzed in the case study provided earlier. Sources of Gender Inequality The notion of superiority of one gender over the other has locked women out of leadership positions. The women are believed to p erform better as assistants than as leaders. The belief is evident in Ms Haneen’s case. Patriarchy, which is defined as the dominance of men in the society, is evident in many societies in the Middle East. It has negatively affected the participation of women in development processes. For example, very few women participate in such sectors as paid labor, education, and leadership compared to men. Cultural and religious diversities have significantly altered the structural frame of many societies in the world today. The roles and responsibilities of women in the society find their meanings in culture and religion. Gender roles are inspired by cultural values, norms, and various cultural practices. In most cases, the role of the woman in the society is limited to housework. As a result, the women who manage to secure formal employment are considered as lucky (Hurst 176). The women themselves consider this as double work, struggling to strike a balance between office work and do mestic chores.Advertising Looking for essay on gender studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More Religion has traditionally favored men over women. Men are regarded as the sole breadwinners in the family. As a result, women are discouraged from participating in labor related activities. According to the teachings of Islam, women are supposed to conduct themselves as competent housewives. They are tasked with the responsibility of raising their children according to the teachings of the Quran (Wood 213). Patriarchy has found its way into the work place. It is a fact that most women are highly qualified compared to men. In addition, some of them have vast experience in their field of expertise. In most cases, their performance is outstanding. An example of such a woman is Ms. Haneen. In spite of this experience and qualifications, the women are not given the opportunity to work in managerial positions. The failure to promote women to higher leadership positions is associated with the structure of the society. In addition, the failure is associated with the views, beliefs, and opi nions held by people in the society. Political structures and opinions regarding what women symbolize in a society are also to blame for this failure. It has led to low self- esteem among women in the work place. In addition, it has reduced the morale of women in the work place. The performance of women in the workplace declines as soon as they learn the ‘hard truth’ (Wood 129). As a result of weakened economic growth in the 1990s, most employers preferred to hire men as opposed to women. The preference was buttressed by the notion that â€Å"men’s income is more important to their families† (World Bank 34). On realizing this, women dropped out of the labor market. They dropped out of the market on realizing that their likelihood of getting hired was significantly reduced. The United Nations Development Program (herein referred to as UNDP) has termed the ongoing gender inequalities in the Arab nations as a ‘significant obstacle to human developmentâ €™ in that region (Rania 3). Gender inequality negatively affects human development given that a significant number of women in the region are illiterate. In addition, very few women are engaged in formal employment. Illiteracy among women has negatively impacted on living conditions, leading to high rates of diseases and death in the country. A Structural Frame Just like any other organization, the KPMG’s major goal is to make profits from its operations. Another objective of the organization is to expand its market share. In addition, the organization needs to subdue the competitors and emerge as the leader in the market in terms of tax consultancy, auditing, and ‘executive search and selection’ of employees. The objectives of this organization will be achieved by getting the right people to work for the organization. For a very long time, female employees have shown their determination in achieving the set goals and objectives. The female employees have pr oven this by effectively communicating with the managers and other stakeholders. In addition, the employees have proven their efficiency in using the available resources to meet the objectives of the organization. They relate well with their fellow employees. As a result, they enhance the experiences of other people in the organization. The ability of women to achieve this in the workplace is vividly illustrated by Ms Haneen in the case study. The women are capable of maintaining a formal relationship with their superiors and fellow workmates. They have proved their ability to diligently execute the tasks assigned to them by the managers. In most cases, they perform better than their male colleagues. There are various reasons why KPMG have encouraged female employees to participate in the running of the organization. For example, the organization is an ‘equal employer’, treating men and women equally. 60% of employees in the organization are male, while 40% are female. However, there are various aspects of gender discrimination evident in the organization. For example, the policies of the organization discourage women from holding top positions in the entity. The women can only rise to the level of assistant manager. It is a discriminatory policy by all measures. In addition, the policy contradicts the reality considering that women are the most hardworking employees in the organization compared to men. The discrimination extends beyond the confines of KPMG. For example, only 10% of political leadership positions in Saudi Arabia are held by women (Rania 7). The main reason for this is that women are regarded as ‘non-able leaders’ (Rania 7). In addition, it is feared that women cannot effectively command the respect and loyalty of their male counterparts due to the entrenched inequalities in the society. Women are sexually harassed in the workplace. KPMG has failed to put in place effective channels to help these women in dealing with this form of abuse. Cases of sexual harassment have increased in the recent past. However, only 40 percent of these cases are reported in Saudi Arabia (ILO 19). The lack of a proper reporting system has significantly led to an increase in the number of sexual harassment cases. Disparity in salaries and remunerations is another significant issue in the organization. In spite of the fact that the laws provide for ‘equal pay for equal job’ to both men and women, the organization continues to pay men more than women. According to Rania (12), the gap in salaries ranges from 54 to 90 percent in most Arabic countries. KPMG is one of the organizations in the country affected by this discrepancy. People Frame Women are regarded as the pillars of the society. They are responsible for nurturing and socializing children in the society. They lay the foundation of the society through the family units. Their responsibilities are anchored on the belief that women are homemakers. As a r esult, they are denied the opportunity to participate in any economic activity that will take them outside their homes. Women who are bold enough to venture into formal employment are discouraged by the disparities in payment. The disparity has seen many women drop out of formal employment (Norton Hoffman 272). The failure to get promotions in the work place has significantly affected their morale. Measures should be put in place to encourage more women to join paid labor. Some women lack the skills required to carry out certain tasks. The lack of skills is brought about by discriminations in the education sector. Most communities in the Middle East believe that the role of the woman is to safeguard the wealth of her husband. As a result, many women do not attend school. As a result of this, men have ended up filling the gaps left by women in the labor market. A Political Frame In the Middle East, most politicians are men. Participation of women in politics is discouraged by the co nstitution. The main reason why women are discouraged from participating in politics is that they are regarded as inferior to men. As a result, many people believe that women cannot lead or command men. The number of women in leadership positions is shrinking at a very high rate. The trend is evident in both public and private organizations in Saudi Arabia. Women are unable to fight for their rights. It is one of the reasons why they are denied participation in leadership. The World Bank notes that women are â€Å"barred from taking part in most of the social and economic events† (World Bank 13). The disparity has brought about social conflicts, especially when women stand up to fight for their rights. Activists have piled pressure on the organization to include women in the management team. As a result, KPMG formulated policies to encourage the participation of women in the workplace. In most cases, there are very few managerial posts available in the organization. The scarc ity is one of the reasons given by the organization to justify their discriminatory policies. To appease the critics, women were offered assistant managerial posts in the organization. A Symbolic Frame Some corporations use women symbolically. For example, Emirates Airways employs female cabin crews to enhance the image of the organization (Hekman et al. 291). However, other entities have failed to embrace the practice of altering their organizational structure to accommodate more female employees. Female employees symbolize high quality services likely to meet the needs of the clients. As a result of this realization, many organizations have adopted a new formula in recruiting their staff. In most cases, new recruits in organizations are composed of 40% females and 60% males. The policy was adopted by KPMG. The restructuring in the organization is motivated by external pressure, including provisions in the labor laws. As a result of their likeable nature, women employees are engage d in the customer care departments, where they are expected to improve the relationship between the organization and the customers. Gender Inequality in the Workplace: The Way Forward Currently, gender inequality in the Middle East stands at 10 per cent compared to 18 per cent in the world (OECED 34). The statistics are low because women engage in unpaid labor. The observation calls for reforms in various sectors of the economy. The reforms should be geared towards exploiting this untapped labor force. The Arab nations are regarded as fairly rich compared to other nations in the world as a result of their unexploited female labor force (World Bank 14). Analysts argue that if this labor force is fully exploited, labor productivity in the region will significantly increase due to competition. In addition, the participation of women in paid labor will increase tax revenues for the government. The organization, as well as the government, should review existing policies to address gender inequalities in the work place. Discriminative policies barring women from ascending to senior managerial positions should be repealed. The aim is to boost the morale of female employees in the workplace. As a result, the organization will appoint managers based on their qualifications as opposed to gender. By combining experience and relevant qualifications, the performance of the organization will improve. The observation is evident in the events that took place in the reported case study. Ms. Haneen should be given a managerial position considering that she has an unmatched experience in the Executive Search and Selection department. Her knowledge of the department’s operations will catapult it to greater heights. Promoting Ms. Haneen is a milestone in the fight for gender equality in the organization. It will motivate other female employees, encouraging them to work hard in their respective departments. It is possible to address gender inequality by introducing reforms i n the education sector. The reforms are evident in the case study, as well as in the attending benefits. The number of young females in the labor market has increased as a result of reforms introduced in the education sector. It is possible to achieve gender equality in the labor market if the government succeeds in sustaining this trend (Barzilai 3). In addition, the government and the organization should address the conditions under which women operate. Some women work under deplorable conditions, something that has forced many of them to give up. Adjusting the environment and providing other work related benefits will boost their morale. The benefits include, among others, maternity leave and medical cover. Conclusion Gender inequality is a major concern for many organizations in the society. It is evident when women are left out of the decision making process. It is a big problem in the Middle East. Various factors are associated with this phenomenon. They include beliefs in mal e dominance, as well as cultural and religious values. Measures should be put in place to encourage women to take up leadership positions in the public and private sectors. Women should be encouraged to fight for their rights and support each other. They should shift from their usual unpaid labor and venture into the paid labor market. As a result of this, the economy will expand and patriarchy will be effectively controlled. Barzilai, Kirk 2011, Organizational Theory. Web. Burstein, Paul. Equal Employment Opportunity: Labor Market Discrimination and Public Policy, Edison, NJ: Aldine Transaction, 2010. Print. Hekman, David, et al. â€Å"An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction.† Academy of Management Journal 28.4 (2009): 46. Print. Hurst, Charles. Social Inequality, Boston: Pearson Education Inc., 2007. Print. ILO. Women in Labor Market: Measuring Progress and Identifying Challenge, Geneva: ILO, 2010. Print. Massey, Douglas. Categorically Unequal: The Stratification System, New York: Russell Sage Foundation, 2007. Print. Norton, Ahmad, and A. Hoffman. A Framework for Addressing and Measuring Entrepreneurship, Paris: OECD, 2008. Print. OECED 2008, Report on the Gender Initiative: Gender Equality in Education, Employment and Entrepreneurship. PDF file. Web. Rania, Mainn 2011, Gender Inequality is a Regional Issue. Web. Wood, Julia. Gendered Lives, Belmont, CA: Wadsworth/Thomson Learning, 2009. Print. World Bank, 2011, Gender and Development in the Middle East and North Africa: Women in the Public Sphere. PDF file. Web.

What We Talk About When We Talk About Love. by Raymond Carver.

What We Talk About When We Talk About Love. by Raymond Carver. What Do You Expect?When I think about what love means, it only brings about confusion. Love is the most abstract of all our emotions. There are so many different types of love, so many different ways to feel love, so many different ways to give love. That really makes it hard for me to make any concrete statements about it. For one thing, if I were to focus on one aspect of love, it would not be enough. One really has to take this subject on from every angle in order to illustrate the full picture. I can only try my best to merely scratch the surface. The story I will be focusing on as I try to delve into this subject is Raymond Carver's "What We Talk About When We Talk About Love." In this story, there were many different ideas and opinions being expressed, all of which are relevant and worth exploring.English: Raymond Carver Park and Memorial in Clats...My philosophies on a lot of things have changed over the past couple years. As I see it now, love is what you make it and what you want it to be. I think that preconceptions about love are the reason for most conflicts in relationships. Love is all about your expectations.A tough question to answer first of all is what kind of love could almost anyone see, and agree on, as true love? Is there a universal true love? Love is different for every person. One way of looking at it is that love between two people is each person's single and individual perception that they are in love. So all it takes for someone to be in love is for them to believe it. It's like believing in God. Or even the air we breathe. You may not see...

Market Research Master Essay Example | Topics and Well Written Essays - 2500 words

Market Research Master - Essay Example There is a growing consensus among management professionals on the role and significance of research in marketing decision-making. While there is a popular belief that more money spent on marketing research may reduce the chance of a bad decision, business owners and marketers are often esoteric, [Chiba, 2005] and even critical of marketing research, considered costly in terms of money and time and lacking accountability and precision, being only a recommended action. [Chee and Harris, 1998; p. 193] The paper attempts to understand and establish the significance of marketing research in decision-making and for business success. As a prelude to the topic, it may be imperative to define and understand the scope of marketing research. "the systematic collection and objective recording, classification, analysis and presentation of data concerning the behaviour, needs, attitudes, opinions, motivations etc., of individuals and organizations (commercial enterprises, public bodies etc.) within the context of their economic, social, political and everyday activities" [Cited Cannon, 1996; p.100] According to Bennett's Dictionary of Marketing Terms, marketing research provides information for identifying and defining marketing opportunities and problems; generating, refining and evaluating marketing actions, monitor marketing performance and improve understanding of marketing as a process. It also designs the method for collecting information; manages and implements the data collection process, analyses the results; and communicates the findings and their implications. [Bennett, 1998; p. 117-18] It is significant to note that the definitions, while placing an emphasis on the measurement and analysis of markets, goes beyond the confines of market research to solve a particular company's marketing problem, encompassing the broad field of marketing. [Cannon, 1996; p.100] Accordingly marketing research essentially encompasses the '4 Ps' of marketing; Lancaster and Massingham present the major types of research, as including: 1. Marketing and sales research, which encompasses Determination of market size of both developed and new markets Identification of market characteristics and segments Identification of market trends Sales forecasting Obtaining information on customers and potential customers Obtaining information on competitors 2. Product research, which covers Generation of new product ideas Product concept testing Product testing Test marketing of products Packaging research focusing on different types of packaging 3. Pricing research focusing on Identifying the relationship between a product or service's price and demand 4. Marketing Communications research covering Effectiveness of advertisement campaigns and marketing communications Media selection research Copy testing Sales territory planning 5.

Carilion clinic Assignment Example | Topics and Well Written Essays - 250 words

Carilion clinic - Assignment Example The suite attempted to block the merger due to the likely monopoly it would create in the area. There is a need for Carilion Clinic to provide their patients with affordable healthcare costs. In order to achieve this, a long term plan on good returns should be designed by Dr. Murphy and the board instead of overburdening the patients with hefty cost. A managerial overhaul ought to be in check. Good leadership is equivalent to success. Notwithstanding, the whole body should fashion their dedication to deliver healthcare towards firmly grounded values. The values will see to it an efficient workforce who put the patient ahead of profit maximization. Will long term policy on returns be better than increasing costs to cover subsidies and uncompensated care of the uninsured patients? Is there a need to revise the salaries to reflect a proportional remuneration to fair pricing on the patients? Is it wise to open referrals for patients who come from outside Carilions health network to boost the income? Does the Clinic need new managers? What is the driving force in Carilion Clinic, to provide good health care or to make money? These are some of the questions that need to be asked to evaluate  the alternative solutions. The favorable alternative will be of the change of management structure. Good management will oversee firm policies that will  stir Carilion Clinic ahead. On good leadership there will be total control of everything. This marks the beginning of the solution. Implementation of the decision starts with creating awareness of the current situation at hand. This involves lots of communication processes after which an introduction of an appropriate alternative will follow addressing the problems. A through process of action will be involved. The results are then to be evaluated through different ways such as feedback, interviews and assessments. When implementing the decisions certain targets are set. They will determine whether to repeat the process if

Emirates Airline Essay Example | Topics and Well Written Essays - 2000 words

Emirates Airline - Essay Example The main strength of the company is its well established brand name and financial robustness. The company is a part of the Emirates Group that is owned by the government of Dubai which is very oil rich, and therefore the company is never short of investment. This is also a reason why the airline has grown to great heights in such a short period of time. The company has also successfully developed a positive image in the industry and is well known for its luxurious services. The airline also enjoys cost advantages over other airlines (Horth & Alwyn, 2). Â  The organizational behavior in Emirates Airline is aimed at improving the skill level of employees. The human resource management of the company is extremely popular as Emirates is known to use innovative recruitment system. The airline also offers training to employees of superior quality which is another important strength of the company. This reflects how the company invests in employees. This also throws light on the organizati on behavior of the company.The organizational culture of the company is also very flexible. The airline has a flat organizational structure (Knorr & Eisenkopf, 2) and there are no strict rules and regulations. The organization is run as a family and decision making process is very informal (Sull, Ghoshal, & Monteiro, 37). This allows the airline to make decisions relatively quickly than western organizations. Also an open door policy is practiced in the company and a friendly environment is maintained in the organization.

Application of ANN Model

Application of ANN Model 4.0. Introduction In this chapter, the results of ANN modelling are discussed through performance parameters, time series plotting and presentation through tables. Before the application of ANN model, statistical analysis of data are done. It is discussed earlier that the selection of appropriate input combination from the available data is the crucial step of the model development process. Five different types of input variable selection (IVS) techniques were utilized and twenty six input combinations were prepared based on the IVS techniques which are discussed in section 4.2. Finally, results of four ANN models are discussed one by one. Firstly, the feed forward neural network model were picked to predict dissolved oxygen of Surma River with all twenty six input combinations and compared with one another. Secondly, the sensitivity analysis was done by changing the value of individual input variables in a certain percentage. Thirdly, six best input combinations were selected based on their performan ces and rest of the three ANN models were utilized with those selected six input combinations. Finally, three best models from each ANN model were picked to compare with each other. The results of statistical data analysis, results of IVS, and results of ANN models will be discussed in this chapter chronologically. 4.1. Statistical Analysis of Data: Statistical parameters are very important components to understand the variability of a data set which is prerequisite of any modeling works.This study used some basic statistical parameters i.e. minimum, maximum, mean, standard deviation (SD) and coefficient of variability (CV) as defined below: Where, N is the total number of samples, is the water quality data, is the arithmetic mean of that particular data series. The summary of analysis is represented in Table 4.1. Standard Deviation (SD) shows the variation in data set, where smaller value represents the data is close together, while larger value denotes wide spreading of data set. The SD of dependent variable (BOD) showed relatively small value with respect to other parameters. But sometimes its difficult to understand variability only by SD value. Thus, coefficient of variability (CV) was used in this study for clear understanding of variability. Value of CV for BOD displayed larger variation (75%) that represents huge quantities of untreated wastewater was dumping from various point and nonpoint sources into this river during sample collection. All independent variables (remaining 14 parameters) also showed an enormous variation in CV value (8% to 144%). Such variability might be happened due to geographical variation s in climate and seasonal inà ¯Ã‚ ¬Ã¢â‚¬Å¡uences in the study region. pH showed lowest variation and it may happen due to the buffering capacity of the river. Table 4. 1: Basic Statistics i.e. minimum (min), maximum (max), mean (M), standard deviation (SD) and coefficient of variation (CV) of the measured water quality variables for a period of three years (January, 2010-December, 2012) in Surma River, Sylhet, Bangladesh. Variable Min Max Mean Std. CV (%) Phosphate (mg/l) 0.01 3.79 0.53 0.70 132 Nitrates (mg/l) 0.18 4.0 1.53 1.05 69 CO2 (mg/l) 8.0 127 32.66 20.99 64 Alkalinity (mg/l) 21 195 59.34 30.56 51 TS (mg/l) 55 947 292.2 165.69 57 TDS (mg/l) 10 522 142.3 102.15 72 pH 5.7 8.25 6.92 0.55 8 Hardness (mg/l) 45 262 119 43 36 SO4-3 (mg/l) 2.0 33.10 10.68 6.82 64 BOD (mg/l) 0.6 17.3 3.79 2.86 75 Turbidity (NTU) 4.18 42.62 11.84 7.37 62 K (mg/l) 1.47 35.22 5.45 5.75 106 Zinc (mg/l) 0.1 0.52 0.19 0.09 47 Iron (mg/l) 0.09 6.09 0.48 0.69 144 DO (mg/l) 1.9 17.30 5.40 2.45 45 4.2 Results of input variable selection: It is mentioned earlier that selection of appropriate input variables is one of the most crucial steps in the development of artificial neural network models. The selection of high number of input variables may contain some irrelevant, redundant, and noisy variables might be included in the data set (Noori et al., 2010). However, there could be some meaningful variables which may provide significant information. Therefore, reduction of input variables or selection of appropriate input variables is needed. There are so many IVS techniques available such as genetic algorithm, Akaike information criteria, partial mutual information, Gamma test (GT), factor analysis, principal component analysis, forward selection, backward selection, single variable regression, variance inflation factor, Pearsons correlation and so on. In this research, five IVS techniques such as factor analysis, variance inflation factors, and single variable -ANN, single variable regression, and Pearsons correlation (PC) are utilized to find out appropriate input combinations. The explanation of five selected IVS techniques are explained with the respective input combinations. 4.2.1. Factor Analysis: Factor analysis is a method used to interpret the variance of a large dataset of inter correlated variables with a smaller set of independent variables. At the initial stage, the feasibility study was carried out for the input variables used in this study was done by KMO index and correlation parameter matrix. The data are suitable for factor analysis if KMO index is greater than 0.5 and correlation coefficient is higher than 0.3. According to Table 4.1, the data are feasible for factor analysis as the KMO index of all data is found as 0.720 (greater than 0.5) and a null hypothesis (p=0.000) indicates a significant correlation between the variables. Moreover, from Table 4.2, many of the correlation coefficient (Pearsons) between water quality parameters are greater than 0.3 which also confirms the feasibility of water quality parameters for factor analysis. Table 4.3 describes the eigenvalues for the factor analysis with percent variance and cumulative variance. To find out the numbe r of effective factor, factors with Eigen values 1.5 are considered for ANN model. The scree plot of Eigenvalues are illustrated in Figure 4.2. As observed in Figure 4.1, the Eigen values are in descending order and a drop after 2nd factor confirms the existence of at least two main factors. Table 4.2 Coefficient of KMO and Bartlett test results Kaiser-Meyer-Olkin Measure of Sampling Adequacy 0.720 Bartletts Test of Sphericity Approx. Chi-Square 533.3 Df. 78.00 Sig. 0.000 Normally, factors having steeper slope are good for analysis whereas factors with low slope have less impact on the analysis. The first two factors cover 64.607% of total variance (Table 4.4). The results of rotated factor loading using Varimax method are tabulated in Table 4.5. The results indicated that the first factor is CO2, Alkalinity and K+, which are the most influential water quality parameter for Surma River. However, hardness, total solid (TS), Fe and total dissolved solid (TDS) are grouped in the second factor. Figure 4.1 Scree plot of eigenvalues of the Surma River Table 4.4 Individual eigenvalues and the cumulative variance of water quality observations in the Surma River Factors Eigen Values % Variance Cumulative Variance % 1 3.800 29.227 29.227 2 1.839 14.147 43.374 3 1.553 11.947 55.321 4 1.207 9.286 64.607 5 0.997 7.668 72.275 6 0.802 6.172 78.447 7 0.645 4.965 83.412 8 0.639 4.914 88.326 9 0.442 3.400 91.727 10 0.331 2.548 94.275 11 0.304 2.341 96.615 Table 4.5 Rotated factors loading for water quality observations in the Surma River using a Vartimax method 12 0.241 1.855 98.470 13 0.199 1.530 100.000 Factor NO3 pH CO2 Alk. Hard. TS BOD Tur. K+ Fe TDS PO4-3 01 .070 .173 .791 .876 .238 .273 -.178 .443 .859 -.038 .079 .179 02 .133 -.22 -.004 .143 .702 .797 .007 .141 .176 .621 .787 .165 03 .789 -.41 -.050 -.13 .107 -.25 .152 -.526 -.010 .114 -.135 .613 04 .156 .737 -.199 -.057 -.283 .117 .613 .287 -.079 .416 -.162 .170 Phosphate and nitrate are grouped in factor 3 whereas pH, BOD, Fe are grouped in factor 4. In this research, the variables in the first, second, third and fourth factor are named as the M16, M17, M18 and M19 respectively. All the model names along with their respective variables are tabulated in Table 4.6. Table 4.6 results of factor analysis with their respective inputs Model Input Variables FA I CO2+ Alkalinity + K+ FA II Hardness + TS + Fe + TDS FA III NO3+ PO4 -3 FA IV pH +   BOD 4.2.2. Variance Inflation Factor The variance inflation factor (VIF) is a method which measure the multi-collinearity in a regression analysis. In this study, variance inflation factors (VIF) were utilized to find appropriate inputs for the proposed model. The performances of VIF are tabulated in Table 4.7. It is found that, the VIF value is not that much satisfactory for all the variables. However, alkalinity, potassium, total solids and phosphate show quite a good result. To prepare some effective input combination for the ANN model, alkalinity was preferred for the model first and all the variables were added one by one. Moreover, only alkalinity is individually not considered in the model as the SV-ANN shows a weak performance for alkalinity (Table 22222).   Eleven input combinations were prepared based on the VIF value which is shown in Table 4.8. Table 4.7 Result of variance inflation factor for individual variables Input Combination VIF Alkalinity (mg/l) 3.180 K+ (mg/l) 2.847 TS (mg/l) 2.628 PO43- (mg/l) 2.070 CO2 (mg/l) 2.036 TDS (mg/l) 1.997 pH 1.898 Hardness (mg/l) 1.820 Turbidity (NTU) 1.696 Fe (mg/l) 1.290 BOD (mg/l) 1.177 NO3 (mg/l) 1.175 Table 4.8 Results of variance inflation factor (VIF) with their respective inputs Model Input Combinations VIF-I Alkalinity + K+ VIF-II Alkalinity + K+ TS VIF-III Alkalinity + K+ TS+ PO4-3 VIF-IV Alkalinity + K+ TS+ PO4-3+ CO2 VIF-V Alkalinity + K+ TS+ PO4-3+ CO2+TDS VIF-VI Alkalinity + K+ TS+ PO4-3+ CO2+TDS+ pH VIF-VII Alkalinity + K+ TS+ PO4-3+ CO2+TDS+ pH+ Hard VIF-VIII Alkalinity + K+ TS+ PO4-3+ CO2+TDS+ pH+ Hard+ Tur. VIF-IX Alkalinity + K+ TS+ PO4-3+ CO2+TDS+ pH+ Hard + Tur. + Fe VIF-X Alkalinity + K+ TS+ PO4-3+ CO2 +TDS+ pH+ Hard + Tur. + Fe + BOD VIF-XI Alkalinity +K+TS+PO4-3+CO2+TDS+pH+Hard+Tur. +Fe + BOD + NO3 4.2.3. Pearsons correlation coefficient   It is not always true that all the variables should contribute to simulate the value of other parameters. Some variables can have a very good relationship with other, some may have weak connection. Pearson correlation is an effective option to understand the relationship with one variable to another. While modelling DO value for the Surma River, it is important to select the variables to have positive relationship with one another. For this reason, a Pearson correlation was prepared which is tabulated in Table 4.3. It is found that there are 4 different types of data combinations which have positive and significant relationship with each other as tabulated in Table 4.9. Table 4.9 Input combinations using Pearson correlation Model Input Combinations PC I Alkalinity + TDS+ PO4-3+CO2+K+ PC II pH + Hardness + Turbidity PC III Alkalinity + Hardness+ TS+CO2+K+ PC IV Hardness+ TS+ K+ Turbidity PC V Hardness+ TS+ Fe +TDS PC VI TS + Turbidity + Fe +TDS + K+ 4.2.4. SV-ANN The performance of single variable artificial neural network was also done to find out appropriate input variables for the proposed model. All the individual variables are separately trained, tested and validated. During utilization of SV-ANN, only correlation coefficient (R) is considered to select the appropriate variables. The performances of SV-ANN are tabulated in Table 4.10 for testing, training and validation array. From the analysis, it is found that the individual variables show a weak performance. Only TS and BOD perform better comparing with other variables.   The SV-ANN with TS shows a correlation coefficient of 0.596, 0.600 and 0.700 for testing, training, and validation phases respectively. Moreover, the respective correlation coefficient (R) for SV-ANN model with BOD are found as 0.578, 0.574 and 0.652 for testing, training and validation. However, turbidity, carbon di oxide, phosphate and nitrate have quite good relations with DO. As individual variables did not pro vide significant result, the variables are not considered in the ANN model individually. BOD and TS have quite well Table 4.10 the correlation coefficient (R) for single variable ANN and single variable MLR Variables Phase SV-ANN SV-MLR R R PO43- (mg/l) Testing 0.439 0.115 Training 0.549 Validation 0.440 NO3 (mg/l) Testing 0.211 0.148 Training 0.311 Validation 0.112 pH Testing 0.234 0.087 Training 0.201 Validation 0.432 CO2 (mg/l) Testing 0.391 0.057 Training 0.453 Validation 0.514 Alkalinity (mg/l) Testing 0.222 0.200 Training 0.211 Validation 0.099 Hardness (mg/l) Testing 0.139 0.089 Training 0.649 Validation 0.155 TS (mg/l) Testing 0.596 0.199 Training 0.600 Validation 0.700 BOD (mg/l) Testing 0.578 0.100 Training 0.574 Validation 0.652 Turbidity (NTU) Testing 0.431 0.183 Training 0.583 Validation 0.398 K+ (mg/l) Testing 0.111 0.046 Training 0.543 Validation 0.219 Fe (mg/l) Testing 0.217 0.002 Training 0.210 Validation 0.306 TDS (mg/l) Testing 0.222 0.084 Training 0.345 Validation 0.245 relations with DO so they are grouped in one model (SV-ANN I) and turbidity, carbon di oxide, phosphate and nitrate are grouped in another one (SV-ANN II). The input variables utilizing SV-ANN is tabulated in Table 4.11. 4.3.5. SV-MLR Like the performances of single variable ANN model, SV-MLR with all the input individual variables show weak performance. Moreover, variables like alkalinity, nitrates, total solid and turbidity show good result comparatively. The performances of SV-MLR are tabulated in Table 4.10. It is found that, alkalinity and TS show quite good results comparing with other variables and hence they are grouped together (SV-MLR I). Another model (SV-MLR II) was prepared using all the variables with correlation coefficient more than 0.200. The input variables using SV-MLR model are tabulated in table 4.12. Table 4.11 results of single variable artificial neural network with their respective inputs Model Input Variables SV-ANN-I TS + BOD SV-ANN-II TS + BOD+ PO4-3+ CO2+Turbidity Table 4.12 results of single variable multiple linear regression with their respective inputs Model Input Variables SV- MLR I Alkalinity + TS SV-MLR II Alkalinity + TS + Turbidity + NO3 Model IVS Type Input Variables M1 PC I Alkalinity + TDS+ PO4-3+ CO2 +K+ M2 P

Civil War 9 Essays -- essays research papers

Many developments in social life and the constitution amounted to a revolution between 1860 and 1877. Some of the major events that took place during this time period were the secession of the southern states, Civil War, Thirteenth, Fourteenth, and Fifteenth amendment, and reconstruction. In 1860, South Carolina declared their causes of secession. South Carolina was the first state to secede, and their main reason was that their powers were restrained by the federal government. They felt they were not sovereign, and therefore needed to secede. In the 1860’s, the nation continued to struggle to become united. Congress introduced the new banking and currency systems. Senator John Sherman commended this because he was a strong believer in national unity. He believed that everything should be nationalized because putting state authority above national authority would be "the main instrument by which our government is sought to be overthrown." The blacks at this time were persistently struggling for their civil rights. They declared that they should have the privilege of voting because they fought in the war to preserve the union. In a petition, American citizens of African descent stated that " It (the government) can afford to trust him with a vote as safely as it trusted him with a bayonet." At this time they did not have full protection from the courts, nor did the courts receive a black person’s testimony. In 1865, the blacks did not receive homesteads...

Long Island Authors and Writers Essay

Hempstead, NY, USA (September 8, 2014) — Three members of LIAWS (Long Island Authors and WritersSociety) will take to the stage at Hoftsra University’s Guthart Cultural Center Theater and deliver their story about what led them to write their respective books. It takes place on Wednesday September 17, 2014, 7:00 PM and is part of the organization’s ongoing workshops on the craft of writing that take place throughout Long Island. There will be a question and answer session following the presentation. Authors Mary Beth Czubay, Yvonne Capitelli , and Tom Gahan are the presenters for Long  Island Authors and Writers Society’s inaugural Story Behind the Story presentation. Mary Beth Czubay shares the story of what inspired her to write her book, Easy Out On Third-Raising A Child With Special Needs. She will take the audience on an uplifting and inspirational journey of what it is like to try to live an ordinary life while facing extraordinary circumstances on a daily basis and overcoming obstacles. Yvonne Capitelli envisioned writing children’s books while growing up on Long Island, NY. She achieved her dream, wrote Daria Rose and the Day  She Chose, and became a ten-time award winning children’s author. She was inspired by her daughter to start writing positive character building books that motivate children to make good choices, be determined, and take control of their own happiness. Capitelli is also a children’s motivational speaker. Notable eastern Long Island resident Tom Gahan is the author of Harmony Bay, a well-received novel that became required reading at several high-schools. His premiere novel earned him a place on an international list of authors — â€Å"Writers You Should Get to Know. † He has worked as a journalist and freelance writer. Gahan will talk about the many influences and characters from around Long Island that inspired him to write Harmony Bay. â€Å"Hofstra University’s Department of English (hofstra. edu/English) offers undergraduate concentrations in English and American literature, creative writing, and publishing. It also offers an MFAin Creative Writing and an MA in English Literature, as well as a Summer Writers Program that just completed its 40th year, says Ginny Greenberg, Public Relations Director at Hofstra. â€Å"Hofstra’s Great Writers, Great Readings series (hofstra. edu/gwgr), started in 2004, brings award-winning writers across the genres to campus to engage students in intimate writing workshops and readings. † Hofstra students and the general public are welcome to come and hear The Story Behind the Story. It is an interesting and entertaining evening that offers the stories of three local authors and what motivated them to write their books. Admission is free. It all takes place on Wednesday, September 17, 2014 at 7:00 PM at Hoftsra University’s Guthart Cultural. Center Theater, Axinn Library, 1st floor on the south side of the campus. Driving directions can be found at http://www. hofstra. edu/theaterdirections. For more about Long Island and Writers Society, please visit http://www. LIAWS. org. LIAWS is a 501-c-3 not-for-profit organization. What: The Story Behind the Story When: Wednesday, September 17, 2014, 7 PM Where: Hoftsra University’s Guthart Cultural Center Theater, Axinn Library Who: Long Island Authors Mary Beth Czubay, Yvonne Capitelli, Tom Gahan Why: Learn the stories of three Long Island authors and what motivated them to write their books Admission: Free About LIAWS: The Long Island Authors and Writers Society is a not-for-profit organization dedicated to support and promote the craft of writing through supporting one another, mentoring its members, educational programs, in-school programs, book events and events related to writing, and community outreach to residents of Long Island interested in writing. LIAWS nurtures writers and authors at all levels of development in a mutually beneficial  environment. LIAWS: provides a trusting atmosphere where authors and writers can come together to meet their individual needs and share information for the good of the whole, supplies strong motivational programs of interest to all writers, offers the opportunity for members to network on different levels according to their needs, provides an environment that promotes authors, and encourages writers to strive to publish their work. All members pledge to support one another and to be involved in supporting the activities of the organization.

Unmet Needs of Generation Y Essays

Unmet Needs of Generation Y Essays Unmet Needs of Generation Y Essay Unmet Needs of Generation Y Essay Introduction Born in the mid-1980s and later, Generation Y employees are in their 20s and are just entering the workforce. With numbers estimated as high as 70 million, Generation Y (also known as the Millennials) is the fastest growing segment of today’s workforce. As companies and firms compete for available talent, employers cannot ignore the needs, desires and attitudes of this vast generation. We have identified five different unmet needs faced by Generation Y after many interviews. They are mainly materialism, the inability to approach supervisors easily, inflexible working hours, presence of a communication barrier between older and younger generation and no sense of belonging. Our interview questions was carefully constructed using the SPICE framework and as a result, have garnered ideal results. After conducting the interviews, we researched the different needs and found solutions. Our next step was to link the solutions to the POEMS framework. Lastly, we have identified the HR functions that can be used in a company to solve the unmet needs. Interview Questions 1. What is your age? (Identity) 2. Are you working? (Social) 3. If yes, describe your job and what attracts you to work there? (Identity) 4. If no, what did you work as previously? And what is your reason for leaving? (Identity) 5. If you could change one aspect of your job, what would it be? E. g Increase pay, more benefits etc. (Emotional and Physical) 6. How did you get the job? (Physical) 7. Does your job allow you enough time with family/friends? (Social) 8. Do you use technology in your workplace? E. g. laptops , softwares, machinery etc. (Physical) 9. Do you feel a sense of belonging in your company? Identity) 10. Do you bond well with your colleagues? (Communication) 11. Are you able to approach your supervisor/manager easily? (Communication) 12. Do you feel stressed when you are working? (Emotional) 13. If yes, do you have anyone to talk to about this in your workplace? (Emotional) 1) Materialism in Gen Y Our first identified unmet need is materialism in Gen Y. Materialism is c ommonly defined as a preoccupation with or stress upon material rather than intellectual or spiritual things. This is a phenomenon that has exploded with the coming of the Gen Y population. This is not to say that materialism was never present before Gen Y but has instead increased due to various reasons. One reason why Gen Y is so steeped in materialistic tendencies is due to consumerism. Nowadays, marketing efforts are being aimed at kids to make them more materialistic in order to bring in more sales. Results from various studies suggest marketing efforts aimed at youngsters may indeed be robbing children of their childhood and making kids more materialistic, and it can have long-term negative consequences on shaping values. Another reason why Gen Y is becoming increasingly materialistic is due to a lack of self-esteem. Recent studies have shown a direct link in materialism in Gen Y and a direct correlation to their self-esteem. Between the ages of 12 and 13 children try to compensate for low self-esteem through material goods that they think will make themselves feel better, or that they think will raise their status among their peers. This reason is further compounded by itself, as many problems may arise and often do when young people embrace this culture of materialism. Lacking the means to acquire the much-valued material things, some individuals develop low self-esteem. This is particularly true of those of younger age. Research indicates that there is a direct correlation between low self-esteem and materialism: as self-esteem decreases, materialism increases. Additionally, there are those who, also lacking the means to acquire the desired material belongings, turn to illegal activities to procure the funds to satisfy their unhealthy materialistic tendencies. The unhealthy desire for material possessions and the illicit activities it inspires has landed an exorbitant number of black youth in prisons both in Canada and in America. These possibilities are just two of the potential negative effects of materialism. In order to instill positive values in their children, parents have to be cognizant of the negative influences that pervade our society, especially media influence. When they learn to understand the extent to which the mainstream media bombards the youth with enticements, parents will be better able to help them stave off the constant pressures they face on a daily basis. Recent research also suggests that young people of today are much more materialistic than their counterparts of the past were. All too common, among black youth, there is a palpable materialistic obsession the roots of which anyone can trace back to a popular music video- be it a new designer label or a new blackberry phone. Among many young people, the sense of self-worth is contingent on their possession of the aforementioned material objects. Such is the extent of influence that the media often has on young minds. It is very easy for a young person to become impressed by the constant exposure to the glorification of material belongings. The mainstream media is incessant in its parade of materialistic conceits. Young people are constantly being told that they need to have those designer jeans or that new must-have cell phone model in order to gain the respect of their peers. Whether it is a music video or a reality show, the materialistic culture prevails. It is, then, little wonder that many of them tend to view the world through a materialistic paradigm. To solve this problem, the human resource department identified is the Compensation and Benefits department. First thing Comp has to do is to understand the Gen Y demographic. They have to understand their needs and their wants to be able to manage and retain them. For example, staff in the Comp department can make the benefits and wages more attractive to Gen Y employees specifically. Also, they could appeal to Gen Y employees by giving them perks and benefits such as company cars and discounts at company-sponsored stores. 2) Unable to approach supervisors Another unmet need we have identified is Gen Y’s problem with approaching supervisors. It is known that Generation Y is the youngest group to exist in the workplace environment. Therefore, being underdogs taking roles often at the bottom of the work chain, they often have problems communicating effectively with their superiors. Since they reside at the bottom of the chain, they fear confrontations as they are afraid that they may unintentionally, through one way or another make blunders, which may threaten their immediate future. Some examples of such blunders are over asking, asking poorly, saying the wrong things and breaking the status quo. Over asking is that problem of repeatedly asking the same or similar questions in the workplace. This may cause problems in the future when working together as it may leave a negative impression. When an underling asks a superior the same question repeatedly over a short period of time, the superior may feel flustered and frustrated at the asker, leaving a negative impression of said asker on the answerer. Generation Y, with being at the bottom, feels that leaving such at impression maybe detrimental and hence, fears confrontations in this aspect. Asking poorly is also a cause of concern to this issue. Asking poorly refers to asking questions that the answerer may feel is ‘common sense’. By asking such questions, superiors may feel irritated with the Gen Y worker. They may then even come to resent giving them opportunities. This is a very common among Gen Y as since majority of them are new to the job, they have yet to know the regular customs at the workplace and hence, may not know the ‘common sensual’ course of action and as a result, come across as ignorant and poorly educated rather than inexperienced which they are. With them fearing such an event occurring, the Gen Y workers as a result, fear approaching their supervisors. Another problem of fearing confrontation would be causing misunderstandings at the workplace by saying incorrect or even inappropriate things at the work place. Example of such things can range from making rude or snide remarks unknowingly or providing incorrect input for work related items. At times, as Gen Y, being inexperienced at workplace politics, they may make inappropriate remarks at other people without knowing it. The reason for such is due to the fact that, different years may have different lingo and other people from other generation may feel insulted by what may be a regular passing comment from another colleague. For example, the word ‘gay’ has changed over many generations. Decades ago, the word meant happy, years ago, the word meant to not be in the social norm, whereas, now, it has homosexual meanings in context. So when they break the barrier down to speak, they are afraid of causing such tension. Finally, breaking the status quo is another problem that they may potentially face that also contributes to the fear of confrontation. In office politics, there is a certain order in the hierarchy or a chain of command. This means that there is a certain order in which, information can pass through. For example, with three levels, being the Gen Y lowly employee, his boss and his boss’s boss, the employee must observe the chain of command and is not able to talk to his boss’s boss without first going through his boss. Based on the unmet need of confrontation, the problem should be taken in and solved by the human resource function of welfare and compensation benefit. On the poems structure, this tends to be more on the people side as it is a form of inter-personal interactivity that is unachieved. To help with this problem, human resource needs to firstly, be more observant on the newer and younger employees to ensure that they are able to get along and speak comfortably with fellow employees in the office regardless of age gap. Human resources can also take a more forward approach in organising perhaps bonding activities in which, perhaps the hierarchy is temporarily reversed and they are at the top. Even a buddy system can be introduced where maybe an older and younger worker are paired up and given time to bond to allow easier interaction between the workers from different generations. Better interaction policies can also be given. For example, ideas could perhaps be introduced through an online portal where the new gen y workers can be given a chance to submit ideas without the fear of being criticised. An open door policy can also be implemented where maybe, at a certain time of day, a manager would set aside time to allow workers to speak to him about work or non-work related matters. A portal can also be introduced, this one being in the sense that common work protocols are stated clearly and give the new gen y workers some reference to the procedures that they are required to follow to prevent overstepping certain boundaries. ) Flexible working hours Thirdly, workplaces are more demanding than ever in terms of hours and performance. Thats creating a rising tide of resentment among the Gen Ys flooding into the workforce. Gen Ys know what they want - and its not the all-work-and-no-life dynamic of their Boomer parents. We have watched our parents waste away in drab cubicles and count the days to retirement, Call me idealistic but isnt work supposed to be part of life? Do I have to accept the idea that real life begins when I punch out at 8 p. . each day? Gen Ys want a rewards remix, according to Bookend Generations, a study from the Center for Work-Life Policy. Instead of the traditional plums of prestigious title, powerful position, and concomitant compensation, they value challenging and diverse job opportunities, stimulating colleagues, a well-designed communal workspace, and flexible work options, with 89% of Ys saying flexible work options are important consideration in choosing an employer. One successful flextime approach is Citis Work Strategies. This program started as a model for tomorrows green, cost-effective, and employee-friendly workplace but soon turned beneficial to many interested in flexible work arrangements. Realizing that in some instances Citi was wasting resources on office space that no one was using, the division suggested using office-sharing, hoteling at satellite offices, and work-from-home arrangements to reduce the organizations real estate portfolio while offering a new type of workspace arrangement. The program has since evolved to encompass part-time schedules, remote work, flexible start-and-stop times, compressed schedules, and job sharing. Employees apply through a formal process that requires them to fill out a work plan describing how they will do their job in its new flexible format, the potential impact on clients and team members, and the technology they need - such as webcams, instant messaging, and teleconferencing - to support their new approach. At the same time, managers are training to lead and supervise remote teams. Citis annual employee surveys show that the flex-work participants are consistently more engaged, more likely to stay, and more likely to recommend Citi as a great place to work. For these new 20-something workers, the line between work and home doesnt really exist. They just want to spend their time in meaningful and useful ways, no matter where they are. Generation Y is forcing companies to think more creatively about work-life balance. The employers who do are winning in the war for young talent. Research reveals that job hopping is not an end in itself but something young workers do when they see no other choiceOld assumptions about what employees value in the workplace dont always apply with Gen Y. Friendship is such a strong motivator for them that Gen Y workers will choose a job just to be with their friends. It feels normal for Gen Y employees to check in by BlackBerry all weekend as long as they have flexibility during the week. Today more than half of Suns employees work remotely from anywhere but the office. Understanding Generation Y is important not just for employers. Older workersthat is, anyone over 30need to know how to adapt to the values and demands of their newest colleagues. Here is a summary of the key findings: Gen Y represents approximately 20% of the economically active population of Singapore. Gen Ys in Singapore are confident, restless, tech-savvy and prefer an unconventional approach. Gen Y’s biggest fear is losing their family while their bosses and colleagues feel Gen Y’s biggest fear is to lose their job. Statistics show that 27% of Gen Y respondents have yet to identify their profession of choice, 57% of Gen Y respondents earn less than SGD 1500 and spend less than SGD 500, tobacco/alcohol, mobile phone and food are listed as top three items that Gen Y prefer to spend the most and that 45% of Gen Y respondents would prefer a Gen X supervisor. Also, Gen Y’s are mostly intrinsically motivated and Gen Ys score low in the General Role Stress index. Parents, non-Gen Y colleagues and bosses have conflicting perceptions about Gen Y than Gen Y themselves, which could be a threat! In summary, Singapore Gen Ys or the millennials make up 22% of our resident population, working out to 833, 300, with the female gender, topping the male cohort by about 20,000. They are wired, connected to virtual social sites, salivate for information, empowered, able to multi task, independent and the lists goes on and on. These are functional behaviours that will excite any HR recruiter. They too, carry a â€Å"dark side†. They can be easily bored, and demand instant gratification. ) No sense of belonging Next, a good manager must be fully identified with their sense of belonging in the company, institution, which provides service, as well as all its human resource integration, by achieving this, empathy, trust, achievement is required. However, there are many managers who have no sense of belonging with the company where they work and the organ ization is seriously affected, since it has not been built that trust is expected to manifest in development of the company, its development, where it is envisioned that all staff are fully committed to the organization. It is written that there is a degree of willingness that everyone has to follow the logic of coexistence or common sense, the more secure you feel that person within a group, the higher your sense of community and so Therefore the person will be more willing to follow rules. The sense of belonging is not only the assurance that the person gets when they feel that occupies a place within a group. In some cases, to feel a sense of belonging as Patricia Oliveira comment, this is taken into account, that human societies are always ongoing relationship with other neighbouring or rival, or integrated into larger ones. Also in most of them can set different smaller factions that are integrated within it with different interests subordinated to the common goal while in some associations, having achieved its initial objective is necessary to establish new goals and objectives that give meaning to their existence. The natural tendency towards disorder that produces human associations for retention must be a certain degree of sense of belonging to the same except for those who are not members. The same occurs in companies where there should be well-defined group cohesion, each member who integrates this fully identified with a sense of belonging. Oliveira notes that the pride of belonging to an association, a club, a business, a group of friends or family are what make these are not diluted. Another feature that ensures the health of a human organization is the existence of good communication, fast and fluid within it. A crucial piece in any society is the leader. In many cases this person represents the best and the worst of the organization you represent. Where you lead, manager, in our case, must show their membership, commitment, identification with the group. The leader holds the key to sense of belonging follow by members. Of course, to do so, this will be assessed all aspects that have generated confidence, security, respect, union commitment, responsibility. Aspects, which said the group and they have respected and are part of it, reaffirming their sense of belonging and permanence. Furthermore, Ana Tania Vargas comment, the strength of the sense of belonging in many cases remains, as a latent emotional, related to those features of collective identity that still maintain the leader sense for the subject. Therefore, the sense of belonging is a primary element of belonging and personal identification, collective and productivity in a company, group, friends, etc. Is a concrete expression of commitment to specific traits and characteristics of the culture that synthesize profiles of cultural identity in particular ways, for what is important in strategies for development promotive role. It should be added that the study of the processes of identity and sense of belonging, it is necessary to consider the many possibilities of organizing and sorting generated in these processes, that form intra-and out group practices, clearly sets and define the possibilities of collective action and the complexity of delimitation and structuring of the universe of their own cultural elements, ensuring for themselves the existence of the group, giving passes to the innovation process, appropriation, alienation to suppression of the brand values from out group. In the case of the Venezuelan reality, which manifests a number of external factors, including the impact of the state through its policies, regulations, laws, has influenced a determinant in the company and this has been the reality test ownership of management to the organization where they work, considering the reaction of many owners, managers, who have given way to insecurity, fear, no sense of belonging with actions that have undermined confidence and this has affected the way membership, both by management, as all members of the company. In other terms, this situation has reduced the many; sense of belonging that must be rescued all depends as has been consolidating the organizational culture at the time. DFID Project Colombia listed that the sense of belonging or membership is the personal satisfaction of each individual in the organization, its recognition as a human being, respect for dignity, fair compensation, recognition, development opportunities , teamwork and fair assessment, not only are components of organizational climate, it represents permanent elements of organizational culture. In order to provide or create a sense of belonging, companies must offer training opportunities, encourage creativity within job scope and provide both local and overseas exposure. To retain staff, all SYSTEMS Save Yourself Time, Effort, Money, and Stress must be in place. And there must be constant innovation so a company is assured of scalability and growth. Attainable short, medium and long-term targets should be set so there is no doubt as to direction. And there must always be a target to strive for. CONTINUOUS learning and skills upgrading must be part of a companys policy to retain employees. Every persons demands and expectations are different and change over time. SMEs have an advantage that some MNCs cannot offer a challenge and work experience that can motivate. Besides career advancement, staff welfare and the working environment must be priorities. SMEs should also try to offer a good lifestyle/work-life balance to retain talent on a long-term basis. For example, Grand Teams strategy to keep talent includes a shareholding scheme. To make employees feel they are working for their own future and career development, we let them own a portion of the company. 5) Communication barrier Lastly, the presence of a communication barrier between generations. In order to be an effective communicator we not only need to know how to adapt to different personality types, but we also need to understand the different generational issues that can create conflict in the workplace. The dynamics we experience today are unique to our era: younger generations have made a dramatic shift in work values leading to harsh judgments and criticisms within the work environment. Ultimately, this conflict of generational values hinders performance of individuals and weakens overall team success. We need to begin first by seeking to understand. If we can begin to understand what is important to each generation, we can then learn to see things in a wider perspective and begin to build bridges of communication between the gaps. With better understanding comes better communication, which leads to heightened tolerance and ultimately to successful collaboration between the generations. There are four groups in all. Firstly, the Veteran age group is generally comprised of those who are 55 and older. This generation is post-war and their nature is to be loyal to a single employer for a lifetime and in turn, they expect the same degree of loyalty back. Because this generation did not grow up with material wealth, in most cases, they tend to be frugal and do not understand the need to use debt to build business or the need for anyone to have debt at all. In the workplace, they show up on time and they take orders well they do as they are told because they respect their boss, as well as their elders. Secondly, the Baby Boomer age group is comprised of generally the ages 35 to 54 and is the children of the Veterans. This group grew up with little in the way of toys or nice clothes and vowed to give their children everything they couldnt have as children. In most cases, baby boomers grew up earning an allowance and understood the principle of working hard to earn a living. In general, they left home at the age of 18 and survival was a real issue. If a baby boomer was told to do something at work or else be fired he or she would do it because they were afraid of not being able to pay the bills. In the workplace they have a mentality of work, work, work, and then you ie. Lastly, Generation Y is divided into two groups. The first comprises of people 22 and younger. They are likely called generation Y because that is the question they ask most, Why? These are also the children of baby boomers and so far, are one of the most creative generations we have seen in a long time. Generation Y want to work where they are allowed creative expression, a flexible approach and control over their own hours. In the workplace, they show little loyalty because they already know they will have about 10 careers in their lifetime. They get bored very quickly and need more incentive to work than just a paycheck. Another group of Generation Y comprises of the ages 23 to 34 and are also the children of the baby boomers. A majority of this group grew up with both parents working and saw their baby boomer parents get laid off or witnessed them being miserable in their jobs. This helped shape their current value system, which is, I am going to have a life first and work will come second. This group is pushing for flex hours, 4-day workweeks, paid sabbaticals for education and paid parental leave for both fathers and mothers. In the workplace, you cannot threaten them to do something or they will get fired because they dont care. Most of them live at home until the age of 26 and do not experience the same survival issues as those of their baby boomer parents. Their main goal is to have fun at work, make a buck, and have a life. So why should employers care if employees in the different generations respect and understand each other? In a word: Retention. The costs associated with employee turnover are enormous (e. g. training, loss of employee morale, advertising for applicants, interviewing, productivity, etc. . Gravett and Throckmorton estimate that costs to replace an employee may total up to 150% of the employees annual salary, depending on skill level. In addition, the knowledge and talent that will be lost due to the retirement of the older generations without appropriate transition among generations could be financially devastating to companies. The employees coming into the labor force (Generation Y) are powerful in numbers and will be needed to make up for the shortage due to the retirement of the Radio Babies and the Baby Boomers. If employers dont help breakdown communication barriers now, they will find themselves short of talented workers when they are really needed. So what are the obstacles to bringing employees from the older generations together with employees from the younger generations for knowledge sharing? Competing personal desires that differ by generation, coupled with a lack of trust are difficult barriers to overcome to allow for knowledge sharing to take place. For example, Radio Babies (born 1930-1945) are ready for retirement and need to be provided an incentive to stay. Whereas, Generation Y (a very large generation) is not afraid of change and in fact, enjoy variety. A lack of fear regarding change and an enjoyment of variety, are important personal desires that employers must recognize. Identifying the driving personal wants of the generations is the first step to help foster knowledge sharing. Once the personal desires of the different generations are recognized and addressed accordingly (e. g. flexible work schedules for individuals ready to retire, creating a rotational job change for young professionals, etc. ), the focus should shift to identifying communication barriers. Individuals from the younger generations often feel that older generations do not respect or trust their ideas and therefore, leave the younger generation workers feeling undervalued. The older generation frequently perceives that the younger generation lack work ethic, and respect for authority and institutional practices. These perceptions (whether true or not) will lead to an inability to communicate. It is essential for an employer to identify the cause of the mistrust (which is almost always the root of any lack of communication) and work to build trust. We feel that this unmet need falls under the jurisdiction of Training and Development. This HR function will allow the workers to undergo training through either outside or inside sources and this will develop Gen Y and the older generation’s communication skills. Next, using the POEMS framework, we also have come out with several solutions to the respective letters. Under People, we feel that both generations should try to overcome this barrier together. As the saying goes, ‘it takes two hands to clap’. Not only Gen Y but also the older generations should try and overcome this barrier. With both sides working together, it will be much easier overcoming this barrier. Moving on, for Environment, having a conducive environment will make the people be more willing to put in more effort into trying to overcome this barrier. It has been proven that a more joyous and happy environment will lead to people being more willing to work together in harmony to a common goal. For Media, we can use it to increase awareness of this problem and as a result, will help solve this problem. How does this work? By raising awareness, people will be more inclined to try and solve the problem if it is at hand or do preventive measures to make sure that it does not occur in the future. Lastly, companies may send some employees to attend classes outside to improve communication skills as part of Services. Reflections Setting up a time slot for the interview was not an easy task. With the Gen Y interviewees busy work schedule, it was a hassle to even get a time slot with them. When it came down to doing the actual interview, the process was much more difficult to carry out. The interviewees, despite earlier agreements, showed to be quite reluctant in giving the interview. During the assessment, the interviewees showed many signs of disinterest unconsciously, examples include yawning, stretching and being disoriented. The interviewee also answered in short brief answers, giving answer that is very short, and a sign of impatience. `they were generally helpful, clarifying when needed but only when asked to. Overall, the experience was relatively fresh and enjoyable.

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E-learning goes Semantic Web Dissertation Example | Topics and Well Written Essays - 8750 words

E-learning goes Semantic Web - Dissertation Example e-Learning was also able to cope with and meet the challenge of interactive learning where students are made to interact with other students to collaborate and join discussions that would enrich the understanding of the students, as they relate it to the understanding of other students. The advent of Semantic Web, wherein, logical pathways will be created between information in order to create knowledge, will advance the educational system or learning system substantially within the discipline of teaching. Within the Semantic Web relating information with other information can easily be done to present a practical depiction of the information for easier absorption by the student, since students will be able to see a practical and reasonable logical interrelation of information as they learn. Semantic Web is ever advancing as new technology is invented to meet the processing power demands of Semantic Web. The very foundation of Semantic Web is already being implemented in the form of the Resource Description Framework to provide semantic-web application to relate pages to one another. Considering the matu

Role of Ancient Greek women in society Essay Example | Topics and Well Written Essays - 1500 words

Role of Ancient Greek women in society - Essay Example the household. They were not to be seen in public. The only time it was appropriate for a woman to leave the home was if she was visiting a female neighbor. If a divorce were to occur, it was by the man's choosing. He could select to divorce his wife by rejecting her in front of witnesses or by sending her back to her family home. If children were present, he would automatically receive custody and would return the dowry. However, if a woman committed adultery, he did not have to return the dowry. The only way a woman might seek a divorce would be to find an archon (an Athenian official) and provide excellent reasons for this request to be granted. Even then, it was not very common for them to be allowed to divorce. Not only did women have few rights, they certainly did not have any legal rights. They could not vote or have any say in the operation of the state. The participants who competed in the Olympic Games did not wear clothing so women were not allowed to watch. Women were allowed to participate in Chariot racing but only those who owned horses would be included in that group. The only activities they could participate in out in public were in weddings, funerals, and religious festivals. There were certain religious events that women were required to attend. At these events women prepared sacrifices and offerings to the goddesses. All women were expected to attend and to perform at these religious festivals. There has even been some archaeological proof that women had the most significant role over men as it pertained to religious life in ancient Greek society. Excavations at an ancient burial site in Athens have proven they also played very... The role of ancient Greek women in society was not a coveted one. Ancient Egypt saw very little distinction between men and women as far as free rights. Athens drew a sharp discernment between; citizen and alien, legitimate born and illegitimate born, and between a woman who was a wife and one who was not a wife. Men dictated the ins and outs of their daily life; fathers would control them before they were married and husbands controlled them once they were married. Women had no choice as to whom they would marry. The marriage was usually arranged at a young age by the girls father once the dowry (her portion of her father’s estate) was agreed upon. All archaeological evidence that has been found tells a story of women who were hidden away from the rest of society and treated unfairly. They were seen as nothing more than bearers of children but this could have been a feather in their cap as far as their lack of power was concerned. In Aristophanes’ â€Å"Lysistrataâ₠¬  the main power women had was from withholding their biological capabilities. If the husband did something the wife did not like she could retaliate using domestic retribution. Then there is the underlying question of how the goddesses - whom were strong female figures - were worshipped by men but ordinary women were treated as second-class citizens. Apparently men did not look down upon all women because they clearly celebrated the Greek goddesses that were fixtures in their society.