Gender Equity Essay Example | Topics and Well Written Essays - 2250 words

Gender Equity - Essay Example The separate but equal approach ignores that men and women are not similarly situated in their relationships to athletics as a social institution" (Weistart, John C, p4). "In 1971, before there was any significant activity under Title IX, approximately 290,000 girls were participating in high school sports. In just six years, the number rose to more than 2 million. The obvious unanswered question is what this number would be after a couple of decades of adequate funding and vigorous enforcement of Title IX (Weistart, John C, p37). However, the debate on Title IX continues at a lively or feverish pitch, depending on the prevailing situations at different academic institutions. The main complainants are the male coaches who are distraught to see their big, hard-earned bucks slip away to women sports. However, in certain cases such as the women's basketball, Title IX is proving to be its worth. Women's basketball has grown phenomenally in the United States (Weistart, John , p29). Basically, it is an industry within academic institutions. The television is the protagonist. ... The separate but equal approach ignores that men and women are not similarly situated in their relationships to athletics as a social institution" (Weistart, John C, p4). "In 1971, before there was any significant activity under Title IX, approximately 290,000 girls were participating in high school sports. In just six years, the number rose to more than 2 million. The obvious unanswered question is what this number would be after a couple of decades of adequate funding and vigorous enforcement of Title IX (Weistart, John C, p37). However, the debate on Title IX continues at a lively or feverish pitch, depending on the prevailing situations at different academic institutions. The main complainants are the male coaches who are distraught to see their big, hard-earned bucks slip away to women sports. However, in certain cases such as the women's basketball, Title IX is proving to be its worth. Women's basketball has grown phenomenally in the United States (Weistart, John , p29). B. Industry Analysis Basically, it is an industry within academic institutions. The television is the protagonist. Without the television, sports howsoever popular, do not have the means to exert influential pressures to generate funds (Weistart, John C, p19). It is not easy to think of sports as an industry. But we can accept it as an industry if we consider the quantum of money involved and other economic factors such as human resource and large stadiums. Football and basketball lead the sports show. Because, if these games cease to exist, there will be no other games (Weistart, John C, p22). Also, the terms of Title IX make sports an equivalent to industry. No

Iraq Memo Essay Example | Topics and Well Written Essays - 1000 words

Iraq Memo - Essay Example Katrina victims, requiring nothing more than 2.5% of the total cost of the war to date, in relief aid, have not been granted those funds due to the unavailability of resources (Becker and Posner, 2004). In other words, the economic cost of the war is such that it is adversely affecting the quality of life in the country and capacity of federal and state governments to extend much need services to their populations. Iraq war has incited anti-American sentiments across the world, including in Europe. As Albrechtsen (2007) quotes a European thinker and writer, Markovitz as saying: "European anti-Americanism is becoming an unprecedented Europe-wide lingua franca †¦ key mobilizing agent for a common European identity.† Defense analysts maintain that troop levels in Iraq and Afghanistan are â€Å"sapping’ American military power and undermining its capacity to effectively defend the mainland (Conetta, Knight and Murphy, 2004); and Apart from the political implications of the economic and the national security concerns cited in the above, the argument for a phased withdrawal from Iraq is further predicated on a set of domestic political concerns. Central to these concerns is the divisive nature of the war. The war in Iraq has divided the American people and, in so doing, has transformed the very concept of political debate and differences of opinion in this country, into conflict. While divisions and disagreements are not new to American society, they have only reached their present heights in very few instances, such as the Civil Rights Movement and the Vietnam War (Black and Black, 2007). This means that the very concept of national unity and cohesion, such as which make nations strong and ensure social stability, are being undermined by the Iraq War. This, in itself, is a strong and powerful indicator of the

Do violent video games cause behaviour problems Essay

Do violent video games cause behaviour problems - Essay Example Kids, teens and adults all play these games and enjoy to the hilt, but various studies have shown that such violent game play affects the human mind rather severely. Teens suffering from various peer problems take out their frustration over these games and become more and more holed up by being in front of their computers or Playstation the whole day. Although video games are a great and innovative invention, every technology has its positive and negative aspects. Parents should guide their children in the correct manner to help them stay unaffected by the fictional world they are shown in these games. Also, the game makers at large should also keep in mind the dire aspects of their games and try and mellow them down a bit. As so many youngsters swear by such video games, they are a great way of teaching them so many useful things by developing games with a more practical storyline, and which involve something much more than just people blowing their heads

Iconostasis Essay Example | Topics and Well Written Essays - 1000 words

Iconostasis - Essay Example ... This arrangement, however, differs in the finer churches in Greece, Russia, Turkey and the East where the iconostasis is adorned with a wealth of paintings. In those churches, aside from the two requisite pictures, the iconostasis is covered with pictures throughout. On the royal door, there is always the Annunciation. The Annunciation is the revelation made by the archangel Gabriel to Mary, the mother of Jesus indicating that she would conceive a child, the Son of God. In addition to the Annunciation there is often a depiction of the four Evangelists. On each of the other doors there are generally pictures of St. Michael and the archangel Gabriel. Beyond the deacon's door there is usually the saint to whom the church is dedicated. Additionally, at the opposite end there is either a picture of St. Nicholas of Myra or that of St. John the Baptist. Depicted above the royal door, there is a picture of the Last Supper and directly above that picture there is often a large picture of Jesu s sitting on his throne with a crown and adorned in priestly clothing much in the image of a High-priest. At the pinnacle of the iconostasis there is a large crucifix which represents the source of salvation for believers and on either side of it, there are pictures of the Virgin Mary and St. John (Wikipedia, n.d.). In extremely elaborate iconostasis, the pictures are arranged in rows across the entire length of the iconostasis. The bottommost row contains the pictures previously described while the second row generally contains pictures commemorating the fundamental feasts of the Church such as the Nativity, Annunciation and Transfiguration. The third row generally contain pictures of the Prophets of the Old

ETHICS OF ANIMAL COLLECTION Essay Example | Topics and Well Written Essays - 500 words

ETHICS OF ANIMAL COLLECTION - Essay Example 25) disagrees with this concept that confining animals in a zoo is not beneficial to the society. He denotes that keeping animals in a zoo helps to protect animal species that are in danger of extinction (Parish and Taylor, 2010, p. 31). Michael (2000, p.33) denotes that keeping animals in a zoo is beneficial because it will help to educate the public on a variety of animals, and their various characteristics. Blanchard (2011, p. 19) and Michael (2000, p. 35) denotes that the main ethical reason for the existence of Zoos is for the purpose of conserving wild animals. In fact, Parish and Taylor (2010, p. 22) denotes that Zoos have changed their policies over the last decade in order to focus on animal preservation. To achieve this objective, Parish and Taylor (2010, p. 26) denotes that Zoos have embarked on creation of breeding programs that are meant to replace the existing extinct and endangered animal species. Michael (2000, p. 39) further denotes that Zoos have initiated programs that are aimed on educating the public on the importance of conserving these animals, and their benefits to the eco-system. Twine (2010, p. 46) further believes that Zoos have initiated programs whose main aim is to raise money for purposes of conserving and preserving the animals under their protection.

Examples of Power Essay Example | Topics and Well Written Essays - 1250 words

Examples of Power - Essay Example Different forms of power have been described along with personal experiences. An interview with a CEO of a company has been described. In the end, some suggestions have been given as to how leaders and managers can exercise power appropriately. Power enables the leader to define out his position within the organization and his relationship with the subordinates (Papa, Daniels & Spiker, 2008). If power is not recognized and used properly, that results in anarchy with the organization that not only destroys leader-member relationship but also results in imperfect organizational outcomes. Power is not a central idea for leaders only, but the fact is that every position in the organization has some power with which it controls some of the organizational goals and makes effective decisions (Papa, Daniels & Spiker, 2008). Bal et al. (2008, p.12) have identified three important ways in which power influences the organization. According to them, power is used to promote one’s own agenda, promote someone else’s agenda, or to promote the organization’s agenda. Power promotes one’s own agenda in a way that the person gives priority to his tasks; he tries to impose his own rules and regulations; and, he takes measures to look after his position. Power also promotes another person’s agenda when the person in power introduces someone in the network or refers him to somebody. Power is also used to promote organizational agenda through measures taken to improve communication and relationship among employees and with leaders. This power is not based on self-interests, and focuses on improving employee development through improving inter-personal relationships at workplace. Complexities in power also have a lot of influence in leader-member relationships (Papa, Daniels & Spiker, 2008). According to Sweeney and McFarlin (2001), complexities arise when the person in power exhibits political behavior like trying to attempt personal gains by violating

What Human resource planning is Essay Example for Free

What Human resource planning is Essay Human resource planning is a strategy for the acquisition, utilisation, improvement and retention of an enterprises human resources (Mullins 2005). This essay will show in depth what Human resource planning is and the main stages involved in the planning process that insure the right mix of numbers and types of employees deployed across the firm, achieve the strategic goals of the organization. The Institute of Personnel and Development (IPD) defines Human Resource Planning as: the systematic and continuing process of analysing an organisations human resource needs under changing conditions and developing personnel policies appropriate to the longer term effectiveness of the organisation. It is an integral part of corporate planning and budgeting procedures since human resource costs and forecasts both affect and are affected by longer term corporate plans Human resource planning is not always certain, as it is not a science, mistakes are bound to occur. However, it can assist organisations to foresee changes and identify trends in staffing resources, and to adopt personnel policies which help to avoid major problems (Mullins 2005). A Human resource plan aims to reconcile differences between supply and demand. There are many factors that affect the demand for labour such as: the objectives of the company and its future plans; market demand for the companys product; the technology used by the company; the product range etc. Read more:Â  Human Resource Planning Process Similarly there are many factors that influence the supply of labour: company policies so far as they affect recruitment and selection, staffing levels, retirement and redundancy; the attractiveness of jobs in the company, including pay and other terms and conditions of employment; the skills available in the labour market; the price of houses in the locality etc. Human resource planning basically attempts to analyse these likely influences on the supply of and demand for people, with a view to maximise the organisations future performance by providing a framework for the effective management of people. Human resource planning is essentially planning for people in the organisation which basically involves trying to obtain: * the right people (assess future recruitment needs) * the right numbers (anticipate and, where possible, avoid redundancies) * with the right knowledge, skills and experience (formulate training programmes) * in the right jobs (develop promotion and career development policies) * in the right place (develop a flexible workforce to meet changing requirements) * at the right time (assess future requirements for capital equipment, technology and premises) * at the right cost (control staff costs while ensuring salaries remain competitive) All these factors are obtained in the key stages of Human resource planning. The first stage is the analysis of current staff in the organisation. This requires an effective system of personnel records and a staffing inventory including, details of gender, age, sex, ethnic origin, disability, job type, title or department, length of service, skill or educational level. Statistical techniques can also be used in the analysis such as: labour turnover; working hours lost due to sickness and absence; rate at which people are promoted; productivity per person; regression analysis; time series analysis; markov analysis of labour flows and rates etc. This first stage of analysis is very important as it defines the world in which the organization is planning for its manpower both externally and internally. It can show gaps in capabilities; lack of sufficient skills, people, knowledge etc. It can also show surpluses in capabilities that may provide opportunities for efficiencies and responsiveness skills, people and knowledge that may be underused, so the organization could consider new opportunities and ventures that would capitalize on these human resources. By doing an analysis on current staff, organizations are able to see if their work force is being utilized efficiently, with knowledge of any known future changes and further availability of key staff. The second stage of Human resource planning is the analysis of the organizations future plans. This includes consideration of changes and losses to the organization replacements for retirements, leavers, transfers and promotions; incremental improvements in staff performance and current programmes of staff development possible improvements in production, redeployment of existing manpower, planned changes in output levels; and external environmental factors such as the likely availability of labour, areas of potential new developments or markets, and changes in legislation planned introduction of new methods and equipment, planned reorganization of work, the impact of changes in employment law or collective agreements. Analysis of the organizations future plans is done in the form of ratio-trend analysis identifies areas where performance has improved or deteriorated over time; work-study or organization and methods (OM) techniques time-study and thorough analysis of the work done to establish the person-hours needed per unit of output; managerial judgment managers make estimates of labour needs, flows and availabilities, executive reviews, succession planning, vacancy analysis. The second stage shows managers any future emerging trends; the sort of workforce envisaged, the pros and cons of the different routes to get there; projections of numbers of staff required in the future, the utility of retraining, redeployment and transfers, what the appropriate recruitment levels might be. Such an analysis is important to any organization as it shows where the organization wants to be in the future. The third stage is the analysis of the matches or mismatches between Human resource supply and demand forecasts. This is basically a forecast of staffing requirements, aided by the results of the previous two stages, necessary to achieve corporate objectives by the target date. Forecasting of employee supply is concerned with predicting how the current supply of manpower will change over time, primarily in respect of how many will leave, but also how many will be internally promoted or transferred. These changes are forecast by analyzing what has happened in the past, in terms of staff retention and/or movement, and projecting this into the future to see what would happen if the same trends continued. This stage is very important in the Human resource planning process as it identifies critical shortfalls organizations can then recruit to meet a shortage of those with senior management potential; allow faster promotion to fill immediate gaps; develop cross functional transfers for high flyers; hire on fixed-term contracts to meet short-term skills/experience deficits. It also shows any surplus of labour allowing organizations to reduce staff numbers to remove blockages or forthcoming surpluses. The fourth stage is evaluating options if there were to be too many staff or to few staff in a given work area. If there were too many staff managers would have to consider natural wastage, redundancy (voluntary and compulsory), redeployment (including training, if needed), early retirement, dismissal, a freeze on future recruitment, part-time working or job sharing, elimination of overtime, move to more labour intensive methods or products, search for additional or new work. If there were too few staff managers would have to consider recruitment, redeployment, promotion or demotion, extension of the contracts of those about to retire, use of freelance, agency or temporary staff, overtime, productivity bargaining, automation or elimination of jobs, increase capital investment to increase productivity e.g. by introduction of new technology. This stage lets managers know what to expect in the future if these situations arise. The fifth and final stage is the selection of best alternatives and implementation of the human resource plan with monitoring and review procedures. Each plan developed by each organization will be unique because it will address and be dependent upon different issues. The implementation of the plan should be assessed regularly as part of the overall review of objectives. It serves as a tool to direct, manage and reinforce actions within the organization to address key management issues. Once prepared, its implementation and the subsequent monitoring of results are essential to addressing the issues effectively. Most organizations want Human resource planning systems which are responsive to change with assumptions being easily modified, that allow flexibility in supply and are simple to understand and use and not too time demanding. However to operate such systems, organizations need appropriate demand models, good monitoring and corrective action processes and an understanding on how resourcing works in the organization. If HRP techniques are ignored, decisions will still be taken, but without the benefit of understanding their implications. BIBLIOGRAPHY Management and Organizational Behaviour, Laurie J. Mullins, 7th edition Human Resource Management, Derek Torrington, Laura Hall Stephen Taylor College Handouts www.manpowerplanning.co.uk