Race, Gender, And Age Of Criminal Sentencing The...

Dating back to several hundreds of years ago, people have always been discriminated against. In today’s society, one might think that discrimination is outdated, however, it happens more than a person might think. Stemming back from how a person was raised to what type of social situations they have been immersed in can result in some sort of discrimination or bias. Three physical characteristics are often times the root cause of most discrimination, race, gender, and age. In a research paper titled â€Å"The Interaction of Race, Gender, and Age in Criminal Sentencing: The Punishment Cost of Being Young, Black, and Male† three university researchers ask a series of question to determine if race, gender, and age have an effect on judicial sentencing, and how â€Å"these factors might contextualize on another†. The authors look at previous research to help in aiding what questions would be appropriate to ask for this study. They cite a number of different sources to help them achieve their goal of finding an answer to their questions. Previous research has revealed that many of the common physical characteristics that tend to be discriminated most have all been studied independently. The authors examine what types of studies have been conducted in the past to help them gage where they need to focus their research on. The authors have discovered that prior research has typically ignored how race, gender, and age influences sentencing decisions of criminal defendants. The authorsShow MoreRelatedRacial and Ethnic Disparity and Criminal Justice3054 Words   |  12 PagesRacial and Ethnic Disparity and Criminal Justice: How much is too much? In this article, Robert, April, and Jorge (2010) acknowledges previous research reports on this topic and reveals that race, and racial patterns have found their way in involvement of crime. However, Robert, April, and Jorge (2010) argue that there is no significant proof that there are meaningful racial disparities in the legal systems. Although some literatures provide research on the existence of racial profiling by policeRead MoreThe Criminal Justice System Operates At Various Levels Throughout The United States3446 Words   |  14 PagesThe criminal justice system operates at various levels throughout the United States (US): the federal, state, and local governments combine to perform different tasks in order to properly enforce the law throughout the US. The judicial branch of the US contains the courts system, which enforces the law by punishing those who have committed illegal acts. The act by which a court executes its power and punishes somebody with some sort of consequen ce is referred to as a sentence (Greene, 2011, p.1)Read MoreThe Death Penalty And The Black Man1624 Words   |  7 Pageskills any reasonable creature in being and under the king s peace, with malice aforethought, either express or implied† Take 4 different cases: a white women, black women, a white man, and a white man. Now just looking at the race and gender, which of these would you expect to get either the death penalty or life in prison? You might think, women could get life in prison, possibly with a chance for parole, and the white man could get the death penalty, and the black man, life in prison. That’s what’sRead MoreIn Society, When Concerning Jobs And Careers There Are1729 Words   |  7 Pageswhen concerning jobs and careers there are two things that comes to mind, salary and gender; salary and gender plays a major part of one’s occupational choice. One may believe this concept considering that men generally make more money than women; in fa ct, it is a proven statistic. It is also said that the pay difference is based upon where one chooses to work, but it is also some opinions that even if both genders have the same education and qualifications for a job position; the male is more likelyRead MoreDiscriminating in Sentencing3195 Words   |  13 PagesDiscriminating in sentencing is an issue that needs to be fixed. A person could be discriminated against because of their age, sex, or race. It could work out in their favor or hurt them tremendously. The most common type of discrimination is due to race. It’s sad but I don’t think we will ever live in a world when people aren’t getting treated differently. There is a lot of data that proves people get different sentences for the same crimes. The reason they received a different sentence is becauseRead MoreEssay on The Rich Get Richer and the Poor Get Prison12486 Words   |  50 PagesAmerican University or the same criminal behavior, the poor are more likely to be arrested; if arrested, they are more likely to be charged; if charged, more likely to be convicted; if convicted, more likely to be sentenced to prison; and if sentenced, more likely to be given longer prison terms than members of the middle and upper classes.1 In other words, the image of the criminal population one sees in our nation’s jails and prisons is distorted by the shape of the criminal justice system itself. ItRead MoreThe Death Penalty and Juveniles2945 Words   |  12 PagesJuveniles In the United States, the death penalty is an issue because of its controversies. Some people see it as a punishment. Some people say â€Å"an eye for an eye,† and believe this is the way to stop youth offenders from following the path of crimes such as murders. This does not only pertain to the youth but also to the adults. Others believe the death penalty to be cruel and unusual punishment even for the adults. In the law, juveniles are no different when considering the death penalty. These peopleRead MoreThe High Incarceration Rate Of Juveniles1748 Words   |  7 Pages the predominant strategy for treatment and punishments of serious and sometimes not-so-serious juveniles offenders in the US has been placement into large juvenile corrections institutions† (Mendel, 2013, p.4). During the 18th and early 19th century, the judicial system harshly reprimanded youth and confined them in overcrowded penitentiary institutions with populations of adult offenders and the seve rely mentally ill (Center on Juvenile and Criminal Justice, 2014). Federal level policy protectionRead MoreCriminal Justice Final Exam2621 Words   |  11 PagesQuestion two: To begin with, criminal justice is a system that is designed to maintain social control, which means it is a necessary aspect of every society since â€Å"Laws are the conditions under which independent and isolated men united to form a society† (Beccaria, 1764: 16). In order words, crime control deals with the methods that are taken by a society to reduce its crime. As a matter of fact, there are various crime control strategies from community policing to risk assessments. In additionRead MoreJuvenile Justice and Delinquency Prevention Act6750 Words   |  27 Pagesoriginal enactment of the JJDPA in 1974, the periodic reauthorizations have been controversial, as the Acts opponents have sought to weaken its protections for youth, reduce prevention resources, and encourage the transfer of youth to the adult criminal justice system. The Juvenile Justice and Delinquency Prevention Act follow a series of federal protections, known as the core protections, on the care and treatme nt of youth in the justice system. The four core protections of the act are, the

What Made Theodore Roosevelt a Great Leader Essay

What made Theodore Roosevelt such a great president and person? Many people aspire to be like him, but he sets a high bar for humanity. He is in many peoples opinions one of the greatest presidents of the United States, so incredible that his face is set in stone and will be for hundreds of years in the future. Theodore Roosevelt, Junior was born on October 27, 1858. His father was Theodore, Roosevelt, Senior and his mother was Martha Stewart Bulloch. He lived in New York City in a section that is called today, Gramercy. Theodore had an older sister, a younger brother, and a younger sister. When young Roosevelt was often sick, he had to sleep propped up in a or slouching in a chair. Theodore boxed and exercised to fight his†¦show more content†¦The Lincoln Principle, If you never try, youll never succeed, applies greatly to Theodore Roosevelt. If he had not tried to change America many things would be different even now. He regulated businesses more so that they di dnt become as powerful as they were becoming. He wanted to change things so he did. If he had not pushed to have the Panama Canal finished it probably would have taken much longer and more people may have died in the making of the Canal from going slower and more mosquitos and such insects are able to suck the blood from people. This puts them at a higher risk to get diseases transmitted by the insects. Remember that the best leaders never stop learning also applies to Roosevelt. He knew that he had to learn from his advisors as well as the American people and had to listen to what they wanted as well. He learned from people wherever he went. Because he was a fan of Progressionism he knew that to go forward he had to listen to more than just what he thought, and that he couldnt be stubborn. Roosevelt would try to not make mistakes when speaking publicly. Roosevelt could not afford to be a bad speaker as then it would reflect badly on the United States Government and the Peop les choice of the best possible candidate for president. People would listen to his words, he knew if he said the wrong thing it couldShow MoreRelatedAndrew Jackson And Theadore Roosevelt Essay1169 Words   |  5 PagesAndrew Jackson and Theodore Roosevelt were two men with very many things in common. They both were Presidents in the United States of America at some point in time. They each have served many years as some sort of governor with Jackson being the military governor of Florida and Roosevelt being the governor of New York. Roosevelt and Jackson were major influences towards this country. But even with those similarities between them they were two men with differences. One was a big military man whileRead MoreTheodore Roosevelt : A Leader Of This Great Nation1666 Words   |  7 PagesForty-three men have served the United States as the leader of this great nation. This responsibility is not an easy one. In the late 1920s, Mount Rushmore was being planned and the archite ct decided to include four of the forty-three presidents, then 30 to select from, that have served the United States: George Washington, Thomas Jefferson, Theodore Roosevelt, and Abraham Lincoln. It is clear why George Washington, as the first president, Thomas Jefferson, as third president and author of the DeclarationRead MoreTheodore Roosevelt, Jr.975 Words   |  4 PagesIsaac Ramirez Mrs. Christian 6th period November 17, 2014 Theodore Roosevelt, Jr. â€Å"It is hard to fail, but it is worse never to have tried to succeed.† (TheodoreRoosevelt.BrainyQuote.com. Xplore Inc, 2014. 17 November2014.http://www.brainyquote.com/quotes/quotes/t/theodorero103482.html ) The reason why this quote relates to what he did is he did not stop and quit , although the catastrophes . He still managed to keep going and it is saying that its easier to at leastRead MoreEssay on President Theodore Roosevelt1062 Words   |  5 PagesPresident Theodore Roosevelt was the outmost incredible president of our nation. He cared about every aspect of our country. He was remarkable, brilliant, and strong. He brought something different to the table of the presidential legacy. His personality, however was like no other, he was an impossible act to follow. He also was impetuous and did not hesitate to work around the regulations to get what he wanted. With the assassination of President McKinley, Theodore Roosevelt stepped up to becomeRead MoreTeddy Roosevelt And The Development Of The National Parks1353 Words   |  6 Pages Teddy Roosevelt and the development of the National Parks 11/30/2014 Nicholas Wittkopp He was the youngest candidate to become president. He was the leader of the progressive movement. He was our twenty sixth president, he served from 09/14/1901 to 03/4/1909. He was a writer of thirty five books. He was New York s thirty third governor. He was a naturalist. He was a war hero in the Spanish-American War. He was a member of rough riders. He trust busted forty corporations. He made pure food andRead More Theodore Roosevelt Essay1657 Words   |  7 PagesTheodore Roosevelt Theodore Roosevelt was a strong leader and ruled with an iron fist as a president. He conquered the frontier and went on to conquer other countries as well. Roosevelt was a born leader. During his childhood he overcame his sickness by exercising and participating in outdoor activities. After Theodore graduated from Harvard he went straight into politics. He began his career as the president of the New York Board of Police Commissioners. Later Roosevelt continued his careerRead MoreTheodore Roosevelt . Introduction To The Life Of Theodore1574 Words   |  7 PagesTHEODORE ROOSEVELT Introduction to the Life of Theodore Roosevelt Theodore Roosevelt was born October 27, 1858 in New York City to Theodore Roosevelt Sr. and Martha Bulloch. Theodore was also known as Teedie or Teddy. Due to his continuing battle with health issues, which started at birth, Roosevelt was homeschooled along with his siblings. The family house also had a gymnasium where he lifted weights and boxed to help him gain strength. Despite what appeared to be a sickly and weak child, RooseveltRead MoreTheodore Roosevelt s Views On The Black Man895 Words   |  4 PagesTheodore Roosevelt is many things; a soldier, nature lover, politician, and author.After watching the videos on Theodore Roosevelt, I found it intriguing on how he was one of the only few presidents to have ever received the Medal of Honor and the Nobel Prize during his lifetime. During which, he had written 35 books and was able to communicate in 6 different languages. Even for a multi-linguist like myself, having the ability to communicate and to maintain the level of knowled ge and comprehensionRead MoreMilitary History / Book Review The Rough Riders Essay1361 Words   |  6 Pagesgiven to the first U. S Volunteer Cavalry during 1898. Before becoming President of the United States Theodore Roosevelt leader the Cavalry along with Colonel Leonard Wood as second in command. The Rough Riders were part of the Spanish-American war; Battle of the Guasmas, Battle of San Jun Hill and Seige of Santiago. Roosevelt goes into details about his journey to Cuba in this book. Theodore Roosevelt was assistant secretary of the Navy and reassigned in 1898 to make the Rough Riders. As for LeonardRead MoreThe Presidency Of The United States1401 Words   |  6 Pagesnineteenth century presidents, such as Abraham Lincoln, wielded great power and significantly influenced the future of the United States, many were really just caretakers eclipsed in prominence by various industrialists and robber barons. The modern American presidency was actually the creation of Theodore and Franklin Roosevelt who by different means expanded and strengthened the office of the President of the United States. The Roosevelt family revolutionized how the United States operated and functioned

Leadership and its Impacts on Organization Performance

Question: Write an essay on "Leadership and its Impacts on Organizational Performance". Answer: Introduction Leadership is the process of influencing, motivating and driving other people towards ones predetermined goals, objectives and aims. However for a leader to do this he has to have the ability to persuade and channel the determination and commitment of his/her subordinates towards realizing their maximum effort and production in an organization (Ngambi ,2010), Jeremy et al.(2012). Therefore a leader is a person who is able to inspire direct and motivate his/her employees or subordinates into achieving certain common set goals. Leaders are said to be people with some special skills either born with (innate traits) or acquired through education. These traits or qualities are the ones used to differentiate between leaders and non-leaders (mahoney et al., 1960). Even with leaders having different traits or qualities, they always have the same goals i.e maximizing profit from production of products or services by using the resources available in the organization. Nevertheless, leaders seem to choose different ways or styles of leading based on what they term as important to their organization. Studies have shown that the best style to do it is using the democratic or participatory style whereby even the employees are included in the decision making of the organization compared to the dictatorship style where only the leader (manager) makes the decisions ( Likert, 1961). An organizations performance is influenced by the performance of its leader(s) (manager) and that of its employees. A leaders performance is dependent on his/her leadership a quality while that of an employee is determined by their skills, experience, hard work and determination. According to Jeremy et al., 2011, the relationship between leaders and employees (which is influenced by leadership style adopted by the leader) is very vital in achieving the organizations objectives. The leadership style chosen by the organizations leader affects the interests, determination and performance of the employees in the organization (Obiwuru et al,. 2011). To increase an organizations performance, the leader should be in a position to influence innovation, productivity and stimulate the employees to improve their personal productivity. Also they should be able to be optimists always, positive, encourage team work; goal oriented and set high expectations for the organization (Burns, 1978). Since the main aim of every organization is to maximize profits from its production then it means that the leaders should be effective and efficient in their work of mobilizing the employees in their work to achieve that (profit maximization). Problem Statement With leadership being important for an organizations performance it also has its impacts or effects. Impacts are the results of an action carried out by an individual or organization with an aim of solving a certain identified problem. They can be either positive or negative impacts. Generally, leadership performance is directly linked to any organizations performance. Increased productivity and performance of any organization is associated with good, effective and efficient leadership skills and performance (Nicholls, 1998; Simms, 1997). This means that if leadership is negatively affected by any factor either positively or negatively organizations performance is affected too. Leadership is affected by either internal factors e.g organizational structure or external (environmental) factors e.g state of the countrys economy and position of the organization within its industry. However, the empirical studies about the relationships between leadership performance and organizational per formance are hard to find currently (Quick, 1992). Some studies have shown that leadership is very vital in increasing an organizations performance and others have argued that it is not the most important element for an organizations good performance. This makes leadership to have contradictory roles and therefore brings out the need for its study and that of its impacts on an organizations performance. Other studies which address the links between leadership and performance coincide with the emergence of one of the best said ways of leading which is called transformational leadership (Bass and Avolio, 1993). A number of researchers have argued that transformational leadership is directly linked to organizational performance (Howell and Avolio, 1993). According to Nicholls, 1988; Quick, 1992;, transformational leaders have got visionary and inspirational skills which they use to motivate their sub-ordinates into improving their personal performance therefore the performance of the organization. To summarize this, most of the studies are based on the advantages of leadership towards organizational performance ignoring its disadvantages. This inconclusive information therefore brings out the need to do more research on the impacts (positive and negative) of leadership on any organizations performance. Reaserch Aims and Objectives The main aim of this project is to understand the concept of leadership and analyze its impacts (both positive and negative) on the performance of any organization. Specifically, this research project aims at achieving the following objectives: To identify and study the links between leadership and organizational performance. To identify the impacts of leadership on organizational performance. To analyze the impacts of leadership on organizational performance. Research Questions The following research questions are to be used to guide the study: What is the link between leadership and organization performance? What are the impacts that are caused by leadership on organizational performance? What are the solutions to those impacts that are caused by leadership on organizational performance? Justification of the Research Project Leadership is a vital management skill, which involves the ability of one person to encourage a group of people towards achieving a common goal. It focuses on the employees or subordinates development, needs and the firms production. According to Michael, 2011;, leadership has got direct cause and effect on any organizations performance and success. When leaders change their style of leadership i.e policy making ways, culture, values, way of motivating their employees then the organizational performance is likely to change too. Most employees prefer the presence of a specific leader than others who prefer to lead themselves (Berkowitz, 1953). Although leaders are needed to increase performance of an organization, the people filling these positions may not be perfect for them so they become a source of relaxation for the employees. However, most employees appreciate the availability of these leaders and are in a position to even get some advice from them (Stewart and Manz, 1995). Some organizations have poor performance because of poor leadership while others have succeeded in their performance because of the good leadership applied in their operation. Leadership is usually faced by two factors i.e corporate (internal) and environmental factors. These two factors influence the application, practice, running and implementation of leadership skills in an organization to improve its performance. They both can affect an organizations performance either negatively or positively. This shows that not only the concept of effective and efficient leadership skills have an impact on an organizations performance but also whatever other factor that comes in between the two of them. For this reason there is the need to conduct this research project in order to find out how leadership is related with organizational performance and the impacts or effects that it causes towards organizational performance i.e either to increase or decrease organizational performance. Potential Outputs and Outcome of the Research This research will be able to help one understand the concept of leadership and how it is related with the performance of any organization. The inputs of this study will help the researcher identify and to study in length the impacts or effects brought about by leadership on an organizations performance. This will be achieved from the responses that will be provided by different organizations and leaders (managers) who will have the chance to be questioned. It will also help the researcher in doing the analysis of the impacts and to formulate the solutions to the negative ones. This research will help identify the organizations with good performance and good leadership and even those with poor performance and poor leadership. The researcher will be in a position to know how leadership has contributed to the performance of those organizations and their way forward. The research objectives and questions mentioned earlier in the proposal will be answered from the data that will be collected for the research. This research output will help the researcher in completion of the course work in their academics and it will be used also by other people/researchers who have the desire to know more about leadership and its impacts on organizational performance. Importance of the Study This research study is important to the researcher because of the following reasons: The researcher will be able to understand the concept of leadership and organizational performance in general terms. The researcher will also be able to know and understand the relationship between leadership and organizational performance. The researcher will be able to identify the causes and effects of leadership to organizational performance. Refferences Bass B M . (1997). Transformational Leadership: Industry, military and educational impact. Mahwah N J and Lawrence Associates. Bass B M. (1985). Leadership and Performance Beyond Expectation. Free Press. Bass B M, Avolio B J. (1993). Transforming Leadership and Organisational Culture. Public Administration Quarterly, pp. 112-117. Boehnke K, Bontis N, Distefano J, Distefano A. (2003). Transformational Leadership: An examination of cross-national differences and similarities. Leadership and Organisational Development Journal, 5-17. Burke W, Litwin G. (1992). A Causal Model of Organisation Performance and Change. Journal of Mnagement (JofM), 523-545. Cacioppe R. (1998). An Intergrated Model for Design and Effective Leadership Development Programs. Leadership and Organisation Development Journal, 19, 44-53. House R J, Aditya R N. (1997). The Social Scientific Study of Leadership. Journal of Management, 409-473. Koontz H, Donnel C. (1993). Introduction to Management. New York: MccGraw Hill Inc. Kurt, L., Ronald, L., Ralph, W. (1939). Patterns of Aggressive Behaviour in Experimentally Created Social Climates. Journal of Social Psychology, 271-301. Lee, Chuang. (1993). The impact of leadership styles on job stress and turnover intention. Retrieved from hclee@ttu.edu.tw Lester, S., Brower, H. (2003). In the Eyes if the Beholder: The relationship between subordinates felt trustworthness and their work attitudes and behaviours. Journal of Leadership and Organisational Studies Fall, 17-33.

The Ethics of Active Euthanasia

One of the most difficult ethical issues faced by scholars, medical professionals as well as philosophers is that of euthanasia. Whichever position one takes, controversies always appear.Advertising We will write a custom essay sample on The Ethics of Active Euthanasia specifically for you for only $16.05 $11/page Learn More All the ethical theories that have been advanced in support of active euthanasia practice have not been exhaustive in their explanations (Shafer-Landau, 2012). Euthanasia has always been described as the voluntary termination of an individual’s life due to the incapacity of the body to continue with its normal functions. To some, this voluntary termination of life is killing an innocent person while to others it is the right thing to do (Shafer-Landau, 2012). Both positions have all the arguments against and those that are in support of active euthanasia. Nevertheless, the argument that if a deed props up the superlative welfa re of every person who is deemed apprehensive and infringes nobody’s constitutional or civil rights, then that act should be perceived to be ethically all right. This argument materializes to be rather strong in comparison to supplementary euthanasia arguments premises. This premise seems to be universal and take into consideration the rights of the patient. It also draws on the natural, legal and ethical perspectives (Geirsson et al., 2010). This premise is also supported by the fact that it takes a more neutral position. In support of the euthanasia action, the argument is that there are circumstances when the rule of natural life can be violated. That is, when the end is justified by the means (Shafer-Landau, 2012).Advertising Looking for essay on ethics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In as much as it would appear morally wrong to terminate an individual’s life, it would also be morally wrong to live one to suffer (Geirsson et al., 2010). Though neutral, this premise largely draws on the utilitarianism theory. The perspective weighs the effects of the two causes of action. This encompasses either helping someone to die or to live. In other words, it argues in support of the right cause of action (Geirsson et al., 2010). That is, doing just the right thing. Those in support of this premise take the position that active euthanasia promotes the best interest of all people concerned and thus it does not violates any persons rights (Geirsson et al., 2010). As a result, active euthanasia ought to be perceived to be ethically all right. On the other hand, the natural premise appears to be the weakest of all the arguments that have been put forward. To be precise, if it is natural, it is right while if it is unnatural, it is wrong. This premise is weak because it draws on only the natural theory of the sanctity of life. It does not take into consideration the will of the patient. That natural law draws from the religious and biblical support for the sanctity of life (Paterson, 2001). That nobody but only God has the right to terminate life. In essence, it promotes the moral absolutes with the basic principles of life that can never be broken in spite of the situation (Paterson, 2001). The theoretical guideline this presumption is in contention with is the fortification as well as the perpetuation of life. All moral, legal and ethical rules of not killing an innocent person majorly draw on this precept. In this sense, euthanasia always appears to be naturally wrong. The same principle outlaws killing oneself in as much as the patient would wish to be brought to death.Advertising We will write a custom essay sample on The Ethics of Active Euthanasia specifically for you for only $16.05 $11/page Learn More Basically, this precept argues that Active euthanasia is unnatural (Geirsson et al., 2010). Therefore, euthanasia is wrong. Whereas this pre cept does not provide support to the active euthanasia, it still offers the window for opportunity for those actions whose main aims are to relieve pain even though such measures may lead to fatality (Paterson, 2001). References Geirsson, H., Holmgren, M. Margaret, R. (2010). Ethical theory: A concise anthology. Calgary, Toronto: Broadview Press Paterson, C. (2001). The contribution of natural law theory to moral and legal debate concerning suicide, assisted suicide, and voluntary euthanasia. Los Angeles, California: Viewforth Shafer-Landau, R. (2012). Ethical theory. Hoboken, New Jersey: John Wiley Sons. This essay on The Ethics of Active Euthanasia was written and submitted by user Richard Morton to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

4 Things Weve Learned From a Redditors Quest for Getting a Raise

4 Things Weve Learned From a Redditors Quest for Getting a Raise Here at TheJobNetwork, we like to think that we’re giving you all the tools you need to succeed in your job hunt and beyond. But for all the expertise, it can seem sometimes like advice is given in a bubble. It’s always great to get real-life feedback about how these concepts and recommendations fly in the real world. And Reddit is a great place to find real-world feedback on, well, anything (good, bad, and hilariously awful). Specifically, one Reddit user has detailed his quest to bump up his salary prospects here. This commenter took an approach I hold dear to my heart: using the Internet to gather advice and apply it to his own job search. And although his 3-week success isn’t especially typical of the average job hunt, he offers a lot of useful information. So what can we take from his lead?1. Dig, dig, dig for information.If you want to know what you’re worth on a professional level, don’t just ballpark it or assume. Check sites like salary.com or glassdoor.com to see what other people in your industry, at your experience level, are making. Do this before you do anything else. Also be sure to bone up on your general negotiating skills- if things start to happen quickly in your job search, you want to be prepared.2. Know yourself and your life well enough to figure out what you’ll accept.A job offer is fantastic, but it’s not necessarily the end. What if the salary number comes in well below what you think you deserve, or what you’ll need to pay the bills? Before you go into a job hunt, know what your lower limit is. This doesn’t have to be hard and fast- if you land a dream position, you might be willing to go a little lower on the salary side. However, if your lifestyle calls for X dollars per year to maintain, a job that offers half that is not likely to work for you. Do some hard thinking about what you’re willing to accept. It can save you some aggravation and heartbreak later. This goes for less tangible factors as well.3. Work the heck out of your network.For all of the advantages that research and your own prep can get you, having a solid network might be the best job search helper of all. The Reddit user regrets not having bolstered his network beforehand- and if he had, there might have been even more offers and pieces of leverage on the table. Before you start applying, start whipping your network into shape.4. Don’t be afraid to go for it.This Redditor wrangled a 45% increase by making a decision (that he was going to commit to a major job search and change) and throwing all of his energies behind it. Again, these results aren’t necessarily typical- we don’t know what his industry, education, or experience level are- but they do show us that with time, commitment, and self-awareness, the goals are achievable.

Definition of Clipper Ship

Definition of Clipper Ship A clipper was a very fast sailing ship of the early to mid-1800s.   According to a comprehensive book published in 1911, The Clipper Ship Era by Arthur H. Clark, the term clipper was originally derived from slang in the early 19th century. To clip it or to go at a fast clip meant to travel fast. So it is reasonable to assume the word was simply attached to ships which had been built for speed, and as Clark put it,  seemed to clip over the waves rather than plough through them. Historians differ on when the first true clipper ships were built, but there is general agreement that they became well established in the 1840s. The typical clipper had three masts, was square-rigged, and had a hull designed to slice through the water. The most famous designer of clipper ships was Donald McKay, who designed the Flying Cloud, a clipper that set an astounding speed record of sailing from New York to San Francisco in less than 90 days. McKays shipyard in Boston produced notable clippers, but a number of the sleek and speedy boats were built alongside the East River, in shipyards in New York City. A New York shipbuilder, William H. Webb, was also known for producing clipper ships before they fell out of fashion. The Reign of the Clipper Ships Clipper ships became economically useful because they could deliver very valuable material faster than more ordinary packet ships. During the California Gold Rush, for instance, clippers were seen to be very useful as supplies, ranging from lumber to prospecting equipment, could be rushed to San Francisco. And, people who booked passage on clippers could expect to get to their destination faster than those who sailed on ordinary ships. During the Gold Rush, when fortune hunters wanted to race to the California gold fields, the clippers became extremely popular. Clippers became especially important for international the tea trade, as tea from China could be transported to England or America in record time. Clippers were also used to transport easterners to California during the Gold Rush, and to transport Australian wool to England. Clipper ships had some serious disadvantages. Because of their sleek designs, they could not carry as much cargo as a wider ship could. And sailing a clipper took extraordinary skill. They were the most complicated sailing ships of their time, and their captains needed to possess excellent seamanship to handle them, especially in high winds. Clipper ships were eventually made obsolete by steam ships, and also by the opening of the Suez Canal, which dramatically cut sailing time from Europe to Asia and made speedy sailing ships less necessary. Notable Clipper Ships Following are examples of illustrious clipper ships: The Flying Cloud: Designed by Donald McKay, the Flying Cloud became famous for setting a spectacular speed record, sailing from  New York City  to San Francisco in 89 days and 21 hours in the summer of 1851. To make the same run in less than 100 days was considered remarkable, and only 18 sailing ships ever accomplished that.The New York to San Francisco record was only bettered twice, once again by the Flying Cloud in 1854, and in 1860 by the clipper ship Andrew Jackson.The Great Republic: Designed and built by Donald McKay in 1853, it was intended to be the largest and fastest clipper. The launch of the ship in October 1853 was accompanied with great fanfare when the city of Boston declared a holiday and thousands watched the festivities. Two months later, on December 26, 1853, the ship was docked on the East River in lower Manhattan, being prepared for its first voyage. A fire broke out in the neighborhood and winter winds tossed burning embers in the air. The rigging of the G reat Republic caught fire and flames spread down to the ship. After being scuttled, the ship was raised and rebuilt. But some of the grandeur was lost.   Red Jacket: A  clipper built in Maine, it  set a speed record between New York City and Liverpool, England, of 13 days and one hour. The ship spent its glory years sailing between England and Australia, and eventually was used, as were many other clippers, transporting lumber from Canada.The Cutty Sark: A late era clipper, it was  built in Scotland in 1869. It is unusual as it still exists today as a museum ship, and is visited by tourists. The tea trade between England and China was very competitive, and Cutty Sark was built when clippers had been essentially perfected for speed. It served in the tea trade for about seven years, and later in the trade in wool between Australia and England. The ship was used as a training vessel well into the 20th century, and in the 1950s was placed in a dry dock to serve as a museum.

BP's Africa Strategy Essay Example | Topics and Well Written Essays - 2000 words

BP's Africa Strategy - Essay Example BP is a multi-million multinational oil and gas company with regional branches in almost every part of the world. The company has a head office in the United Kingdom. According to the latest version of Forbes magazine, the company is ranked in the third largest among the energy companies, while it falls in the fourth position among the largest companies in the entire globe (Monasa, 2008). The company has ventured in almost all major process in the energy sector; this includes exploration, refining, production as well as marketing and distribution among other processes. Currently, the company has its branches in about 85 nations. This work focuses on the BP analysis in Africa. BP has an established brand name, and this can be indicated by its fast growth rate. The company has its branches in several nations in Africa, but the African branch is headquartered in South Africa. The company has its billboards in major parts of Africa, this is a good indication that the company is still on the move to brand itself further. BP Africa is facing stiff business competition from other oil and gas companies like SNEPCO, Gulf Oil Company, sea petroleum and gas group of companies, Teresols Oil & Gas, The Hydra group and PetroSA among others. The company has adopted some business strategies to remain on top of the business among its competitors. These strategies are meant to attract and maintain more customers. The company has been on a business growing trend since the Africa Company was established. BP Africa ventures on oil and gas as its main products (Mark, 2007). These products are termed as global products since they are important in any part of the government. Oil is a very important commodity in the current generation where the automobile is part and parcel of human life. Gas on the other hand is another commodity current generation can hardly do with. Gas is majorly used as a source of fuel. BP Africa has adopted some business strategies to beat its competitors. The f irst move advantage is applied in several ways of the company’s operations. First Bp was among the first oil and Gas Company in the continent. This provided a humble ground for its marketing. The company reports indicate that little resources were used to market or advertise the company products. This is because very few related companies were already in the market. It took several years before African countries could establish their own oil and gas companies like PetroSA , Oil Libya and National oil among others. The pioneers in a certain business would always the overall control of the sector, since it sticks to the memory of majority for quite a long time despite the competitors (Schmenner, 2004). BP Africa created a business monopoly or emperor which would take a long time to be broken. The company has however advanced its operations to maintain the customers it captured when it came to Africa. The company also enjoys the fact that the majority of auto-mobile owners like to maintain fuel from a specific company. Using oil from different companies interferes with the efficient operations of engines. Advantage of first move The company took advantage of emerging first in the market by purchasing large amount of oil and gas from African companies at more subsidized price then repackage and sell at a more favorable prices to attract more customers but make profit in

Housekeeping and Mrs. Dalloway Essay Example | Topics and Well Written Essays - 1000 words

Housekeeping and Mrs. Dalloway - Essay Example Robinson’s first words are: â€Å"my name is Ruth. I grew up with my younger sister, Lucille, under the care of my grandmother, Mrs. Sylvia Foster, and when she died, of her sisters-in-law, Misses Lily and Nona Foster, and when they fled, of her daughter, Mrs. Sylvia Fisher† (Robinson, p. 3). The choice of introductory sentence is extremely telling as, apart from establishing this work as a female-centric narrative, it draws up a picture of a female-dominated world. Its blatant and explicit exclusion of reference to any males may be interpreted as a direct challenge to dominant patriarchal systems. Indeed, it is even reminiscent of the exclusively-male genealogies outlined in the Bible, starting with the Book of Genesis. Within the context of the stated, the opening line may be interpreted as the narrative’s own genesis, the genesis of a matriarchal, as opposed to patriarchal, world. Patriarchy versus matriarchy is carried through in the novel’s expression of the themes of grief and loss. The protagonist, Ruth, has evidently lost both mother and father but the loss of the father and his absence is passed over as inconsequential, while the loss of the mother gives the novel its impetus. Ruth is aware of the extent to which her mother’s loss has affected her and refers to the resultant grief as a â€Å"predatory thing,† a feeling which gnaws at her and deprives her of her very sense of self (p. 198). Her grandmother’s death, her â€Å"drowning in air† (p. 164) is recalled and with it her mother’s physical drowning; her abandonment by Misses Lily and Nona are told; and her sister’s departure/abandonment, cuts through her very soul like a knife but, never is her father’s death/abandonment/loss touched upon. This clearly indicates that the world of this novel is a solidly matriarchal one in which males are, if g ranted any place at all, marginalized, semi-invisible and

Art History Essay Example for Free

Art History Essay I have had to date a career in event and music management. I studied drama at Manchester Met University and then left to work in event and music management. I have had a passion for art since childhood. Over the past three years i have sought to use this enthusiasm to good effect. I focused on discovering new talent and learning about the process of creation and also the curating of exhibitions. This lead to me creating a pop up exhibition for students at Central Saint Martins in a vacant space on the Portland estate in Marylebone. I also worked in collaboration with commercial clients; Art related fashion Installations at The Saint Martin’s lane hotel alongside the Opera Gallery on Bond Street and also in New York for the Morgan’s hotel group. I started up an event management company with two other people. We parted company and i used the quite challenging period after this to rethink my ideas and what i wanted to do with my life. I read around the subject of Art History extensively during this period. I am now assisting my father in his emerging market advisory company. i have persuaded him to consider developing the cultural industries side of the business with a focus on exploring market opportunities in Africa in relation to art. I want to underpin this with increasing my academic and practical knowledge of contemporary art. In the past i have completed number of courses at Central Saint Martin’s school of arts in art politics and also an introduction into curating. In the weekly classes it gave me the basic framework and understanding of contemporary art, artists and museums. Within the curating course you learnt to build ideas on exhibition making and also gain an understanding of historical models of the past that really aided me in my professional collaborations. These courses have motivated me to this point and really cemented the idea of studying in more depth and looking at the business of Art as a career. I am currently attending Morley College and studying a short course in Japanese Prints and French art in the middle ages which are both coming to an end. I looked at the Sotheby’s course in contemporary art and it seems a natural progression from what I have done in the past and will aid to my further studies in the history of art this year and a career in the arts.

Physics of Snowmachining :: physics snowmobile snowmachine

Whether zipping along a winding trail, flying through the open flats, or powering up a steep hill snowmachines and the rider need to use physics to stay in control of the machine and themselves. The main compenents are the track, engine, skis and riding. Snowmachine tracks are essential to making a snowmachine move. Ever since snowmachines first originated in the late 50's designers have been finding ways to improve traction in a variety of conditions. Some of these conditions are driving on groomed trails, not groomed trails, overflow, and deep snow. The very first snowmachines had tracks with very bad traction. But you must realize that they weren't driving in the same conditions snowmachines of today can handle. Old machines were limited to readily used trails and very little powder. The tracks used on the old machines looked like the one shown in the picture below. The traction, the little raised bits of rubber, was minimal and the tracks weren't very economical either. The first attempts at making a track was using steel, which was too heavy, and rubber, which was to flexible and brittle at cold temperatures. Eventually manufacturers found the key ingredients. Kevlar tracks with imbedded nylon strands to reinforce and improve strength. A kevlar track is now the standard in today's snowmachines. Another key ingredient to the track is the paddles. Paddles are the pieces coming off of the track itself, a picture these paddles is shown below. This is what provides the traction for the snowmachine to move. In today's market these paddles come in sizes ranging from 1 inch to 3 inches. The saying "bigger is better" does not hold true for these paddles though. When the paddles get to big the rotating mass actually bogs the machine down and reduces performance. Polaris Industries have found, through the use of physics and other tests, that the most efficient paddle length is 2.4 inches. This length gives the most grip in deep snow while still being semi-economical on trails. Snowmachine engines come in two types, two-stroke and four-stroke. Two stroke engines are simpler, lighter, and cheaper to manufacture then four-stroke engines, "plus two-stroke engines also have the potential to pack about twice the power into the same space because there are twice as many power strokes per revolution than in four-strokes". There are other advantages two-stroke engines have which include not having valves which lowers weight and eases construction.

Women Employment in India

GENDER DISCRIMINATION (Women employment in China and India) Sunida Singh [email  protected] com 082 WE FORGET TO TAKE A PHOTO TOGETHER ^ ^ TABLE OF CONTENT Introduction3 Gender discrimination4 Global Women Employment6 Women Employment in China†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦11 Women Employment in India14 * Labor force trends & legislation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦15 * Management†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 16 * Changing Work Place†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦17 Successful case to promote women employment AVON China, the company for women†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 TATA India * About Tata Steel & Corporate Sustainability Services18 * Empowerment initiatives of Tata Steel help women to achieve feat19 * TATA Motors Grihini Udyog†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦20 Conclusion & Recommendation26 References27 Introduction This issue of the Gender Discrimination (Women employment in China and India) looks at the gender aspects of this impact, and updates indicators on the situation of women in labor markets. This report reconfirms that gender inequality remains an issue within labor markets globally. Women suffer multiple disadvantages in terms of access to labor markets, and often do not have the same level of freedom as men to choose to work. Gender differences in labor force participation rates and unemployment rates are a persistent feature of global labor markets. In 2008, an estimated 6. 3 per cent of the world’s female labor force was not working but looking for work, up from 6. 0 per cent in 2007, while the corresponding rate for males was 5. 9 per cent in 2008, up from 5. 5 per cent in 2007. Gender wage differentials may be due to a variety of factors, including crowding of women in low paying industries and differences in skills and work experience, but may also be the result of discrimination. Given the constraints women are facing, promoting gender equality and empowering women is not only an important goal of the Millennium Declaration in itself, it is also pivotal to achieving the new target on full and productive employment and decent work for all, and virtually all remaining goals and targets. This issue of Gender Discrimination (women employment in China and India) starts with an analysis of global women employment based on currently available information. Section two looks at the women employment in China and its impact. Followed sections are about women employment in India and its impact. Successful case to promote women employees. A final section concludes and highlights a number of policies to prevent gender discrimination. Gender discrimination Though gender discrimination and sexism refers to beliefs and attitudes in relation to the gender of a person, such beliefs and attitudes are of a social nature and do not, normally, carry any legal consequences. Sex discrimination, on the other hand, may have legal consequences. Though what constitutes sex discrimination varies between countries, the essence is that it is an adverse action taken by one person against another person that would not have occurred had the person been of another sex. Discrimination of that nature in certain enumerated circumstances is illegal in many countries. Currently, discrimination based on sex is defined as adverse action against another person, which would not have occurred had the person been of another sex. This is considered a form of prejudice and is illegal in certain enumerated circumstances in most countries. Sexual discrimination can arise in different contexts. For instance an employee may be discriminated against by being asked discriminatory questions during a job interview, or because an employer did not hire, promote or wrongfully terminated an employee based on their gender, or employers pay unequally based on gender. In an educational setting there could be claims that a student was excluded from an educational institution, program, opportunity, loan, student group, or scholarship due to their gender. In the housing setting there could be claims that a person was refused negotiations on seeking a house, contracting/leasing a house or getting a loan based on their gender. Another setting where there have been claims of gender discrimination is banking; for example if one is refused credit or is offered unequal loan terms based on one’s gender. Another setting where there is usually gender discrimination is when one is refused to extend their credit, refused approval of credit/loan process, and if there is a burden of unequal loan terms based on one’s gender. Socially, sexual differences have been used to justify different roles for men and women, in some cases giving rise to claims of primary and secondary roles. While there are alleged non-physical differences between men and women, major reviews of the academic literature on gender difference find only a tiny minority of characteristics where there are consistent psychological differences between men and women, and these relate directly to experiences grounded in biological difference. However, there are also some psychological differences in regard to how problems are dealt with and emotional perceptions and reactions which may relate to hormones and the successful characteristics of each gender during longstanding roles in past primitive lifestyles. Unfair discrimination usually follows the gender stereotyping held by a society. The United Nations had concluded that women often experience a â€Å"glass ceiling† and that there are no societies in which women enjoy the same opportunities as men. The term â€Å"glass ceiling† is used to describe a perceived barrier to advancement in employment based on discrimination, especially sex discrimination. In the United States in 1995, the Glass Ceiling Commission, a government-funded group, stated: â€Å"Over half of all Master’s degrees are now awarded to women, yet 95% of senior-level managers, of the top Fortune 1000 industrial and 500 service companies are men. Of them, 97% are white. † In its report, it recommended affirmative action, which is the consideration of an employee's gender and race in hiring and promotion decisions, as a means to end this form of discrimination. In 2008, women accounted for 51% of all workers in the high-paying management, professional, and related occupations. They outnumbered men in such occupations as public relations managers; financial managers; and human resource managers. The China's leading headhunter, Chinahr. com, reported in 2007 that the average salary for white-collar men was 44,000 yuan ($6,441), and compared with 28,700 yuan ($4,201) for women. The PwC research found that among FTSE 350 companies in the United Kingdom in 2002 almost 40% of senior management posts were occupied by women. When that research was repeated in 2007, the number of senior management posts held by women had fallen to 22%. Transgender individuals, both male to female and female to male, often experience problems which often lead to dismissals, underachievement, difficulty in finding a job, social isolation, and, occasionally, violent attacks against them. Nevertheless, the problem of gender discrimination does not stop at transgender individuals or with women. Men are often the victim in certain areas of employment as men begin to seek work in office and childcare settings traditionally perceived as â€Å"women's jobs†. One such situation seems to be evident in a recent case concerning alleged YMCA discrimination and a Federal Court Case in Texas The case actually involves alleged discrimination against both men and blacks in childcare, even when they pass the same strict background tests and other standards of employment. It is currently being contended in federal court, as of fall 2009, and sheds light on how a workplace dominated by a majority (women in this case) sometimes will seemingly â€Å"justify† whatever they wish to do, regardless of the law. This may be done as an effort at self-protection, to uphold traditional societal roles, or some other faulty, unethical or illegal prejudicial reasoning. Global Women Employment Gender inequality remains an issue within labor markets globally. Women suffer multiple disadvantages in terms of access to labor markets, and often do not have the same level of freedom as men to choose to work. Gender differences in labor force participation rates and unemployment rates are a persistent feature of global labor markets. In 2008, an estimated 6. per cent of the world’s female labor force was not working but looking for work, up from 6. 0 per cent in 2007, while the corresponding rate for males was 5. 9 per cent in 2008, up from 5. 5 per cent in 2007. Women also face constraints in terms of sectors of economic activity in which they would like to work and working conditions to which they aspire. Women are overrepresented in the agricultural sector, and if the more industrialized regions are excluded, almost half of female employment can be found in this sector alone. Women are also often in a disadvantaged position in terms of the share of vulnerable employment (i. . unpaid family workers and own-account workers) in total employment. These workers are most likely to be characterized by insecure employment, low earnings and low productivity. Those women who are able to secure the relative comfort of wage and salaried employment are often not receiving the same remuneration as their male counterparts. Gender wage differentials may be due to a variety of factors, including crowding of women in low paying industries and differences in skills and work experience, but may also be the result of discrimination. Given the constraints women are facing, promoting gender equality and empowering women is not only an important goal of the Millennium Declaration in itself,1 it is also pivotal to achieving the new target on full and productive employment and decent work for all, and virtually all remaining goals and targets. By the end of 2008, working poverty, vulnerable employment and unemployment were beginning to rise as the effects of the economic slowdown spread. With the deepening of the recession in 2009, the global jobs crisis is expected to worsen sharply. Furthermore, we can expect that for many of those who manage to keep a job, earnings and other conditions of employment will deteriorate. The impact of the crisis will be felt by both men and women, but not necessarily in the same manner. This report presents alternative scenarios for selected labor market indicators in 2008 and 2009 in order to illustrate the effect on gender differentials in labor markets on the basis of changes in the economic environment. January 2009, the IMF again revised the global economic outlook downward, following similar revisions in October and November of 2008. According to the new projections, global economic growth in 2009 will be only 0. 5 per cent. This is considerably lower than was expected in November 2008. The new estimate for global economic growth in 2008 is 3. 4 per cent, which is 0. 4 percentage points lower than the estimate produced in late 2008. As Figure 1 shows, global economic growth in 2008 was significantly below the rates seen in recent years, which resulted in a major weakening in a number of labor markets. After four consecutive years of decreases, the global unemployment rate increased from 5. 7 per cent in 2007 to 6. 0 per cent in 008. The ranks of the unemployed increased by 13. 8 million people between 2007 and 2008, which is the largest year-on-year increase in the period for which global estimates are available. The global number of unemployed in 2008 is estimated at 193 million. Figure 1 Global unemployment trends and economic growth, by sex, 1998-2008* *2008 are preliminary estimates Source: ILO, Trends Econom etric Models, January 2009. The unemployment rate for women was 6. 3 per cent in 2008, as compared to a rate of 5. 9 per cent for men. Between 2007 and 2008, the unemployment rate increased for both men (0. percentage points) and women (0. 3 percentage points), thus slightly reducing the gender gap in unemployment rates that has been seen in the past decade (Figure 1). In terms of numbers of unemployed, 112 million out of the total of 193 million are men, and 81 million are women. The gender gap in the unemployment rate is one indication of the gender inequality in global labor markets. Another important aspect of this inequality is the difference in access to labor markets, as labor market access has much to do with economic empowerment for women. Even though global male and female labor force participation rates show signs of conversion, the gap is narrowing at a very slow pace and it still amounted to almost 25 percentage points in 2008. Women made up 40. 5 per cent of the global labor force in 2008, up from 39. 9 per cent in 1998. Similar to labour force participation, there is a large gender gap in employment-to-population rates, and this gap is narrowing also very slowly. Globally, the employment-to-population rate for the female adult population increased by 1. 2 percentage points between 1998 and 2008, as opposed to a decrease by 1. percentage points for male adults. Regional differences in both levels and changes over time are shown in Figure 2. Figure 2 Adult employment-to-population ratios, by sex and region, 1998 and 2008* (%) *2008 are preliminary estimates Source: ILO, Trends Econometric Models, January 2009 The female adult employment-to-population rate increased in seven out of nine regions. The largest increase s can be seen in Latin America and the Caribbean, the Middle East and North Africa, but the rates remain well below 30 per cent for adult women in the latter two regions. Only East Asia and South-East Asia and the Pacific saw a decrease. In East Asia, however, the female adult employment-to-population rate is very high and the gender gap in employment-to-population rates is the smallest of all regions. In most regions, the male adult employment-to-population rate decreased between 1998 and 2008, North Africa and Central and South Eastern Europe (non-EU) & CIS being the exceptions. It is clear that, despite the progress made in many regions, far fewer women participate in labor markets than men. In developed economies, part of the gender gaps in participation and employment can be attributed to the fact that some women freely choose to stay at home and can afford not to enter the labor market. Yet in some developing regions of the world, remaining outside of the labor force is not a choice for the majority of women but an obligation; it is likely that women would opt to work in these regions if it became socially acceptable to do so. This of course does not mean that these women remain at home doing nothing; most are heavily engaged in household activities and unpaid family care responsibilities. Regardless, because most female household work continues to be classified as non-economic activity, the women who are thus occupied are classified as outside of the labor force. While it may not be correct to assume that all women want employment, it is safe to say that women want to be given the same freedom as men to choose to work and to earn a salary if they want to. This is unlikely to be the case. Both India and China, it’s not difficult to see more and more companies aware the gender issues and provide a lot of opportunities, as well as work position for female employees. Such as TATA in India and AVON in China. These two companies make remarkable contribution in reversing workplace prejudice against female. Women Employment in China As everybody knows, China is an ancient nation, the historical root strongly influence people’s mindset. Traditional Chinese are deeply affected by Buddhism; Taoism and Confucianism. Especially Confucianism is the real root of gender discrimination. In Confucius’s admonitory, he thinks women should stand behind the man, and never overcome their men. (B. C 551-479), almost two thousands four hundred more years, the gender unequally in born becomes an inveterate mindset. Subsequently, in 1949s, new China was founded, both male and female gain the equal human rights in law. A department called All-China Women’s Federation (ACWF) was founded at the same time. This organization is founded to protect women’s legal rights include the right to work. Mao Zedong said women hold up half the sky, anything a man can do, a woman can also do. (Mao Zedong, 1968), in practice, Chinese women start to participate in labor market. Chinese women are free from stay at home pattem; share the burden with their husbands to raise a family. But in many traditional family, they don’t allow female to work outside, they prefer women play a role of take care of babies, handle all housework, the less participate with outside world, the better virtues they has. All of these internal and external factors drag Chinese women’s step and keep them far away from work. Along with the socioeconomic development, more and more Chinese women in general become more independent, they desire for the equal human rights as well as man, therefore, they entered the labor market. We can see the female in the workplace is increasing year by year. Women employee plays an important role in both family and workplace. Although the women’s rights receive significant attention, and protected by laws and regulations, but we still observed the gender discrimination in the workplace from directly turn to indirectly discrimination. Over those years, more and more companies use indirect sex discrimination which is more implicit; latent; with recessive reason, and inconspicuous. Whatever sex discrimination happens to one person, when it’s spread out over ten billion working woman, it ends up divided by a large population and becomes unobservable. In the recent years, there are some unspoken rules in the workplace, such as not-marriage, not pregnancy and childbirth. Most of employers even those state-owned enterprises (SOEs), always say that they provide equal employment opportunity abide by law, but they use every kind of excuses to reject female while recruitment, they keep female workers outside the door. According to a survey report which announced by Chinese Women’s federation association, it indicate 90% plus female graduates felt they have suffered gender discrimination when they seeking the jobs. People might hard to believe gender discrimination this kind of negative word to match with famous international corporations, but in fact, 40% foreign companies has implicit gender discrimination in recruitment. Some of them are Fortune 500 companies. And some small companies, female candidate have asked some embarrassing questions via interview. Those questions are very personally and privately. For example, a female candidate was asked did she live with boyfriend. Otherwise, many private and small enterprises will ask a parol agreement about not wedding and family plan within three or even five years. One of the real story is about a female worker who working at a big company, after she has a baby, she was told due to the poor performance, company will not renew the contract with her. Another option is to â€Å"Change the work position†, this kind of change also called demote. Usually, this kind of employee will be talked in person and privately, if they are willing to hand their resignation, company not only pay what they should pay but also provide them a letter of recommendation for the future development. The way of sex discrimination becomes so sly. In this case, company didn’t against the legal regulation, also use the internal performance evaluation as an excuse, although the employee is unhappy with this, but consider about the economic benefits, most of them will have to compromise. We can see, there is a case of unequal fundamental human rights. By the end of Feb 2010, the female graduates’ employee rate is lower than male about 8. 5%. (MyCOS Research, 2010), and MyCOS also point out that the gap of employment rate can’t fully present the real situation of gender equity. Mostly, female employees have to accept the lower salary position or accept the work doesn’t match with their major at all to be employed compare with male at the same qualified level. The employment quality is absolutely low and they are unhappy with this. All of these are the results of gender discrimination. In China, most of women are working on education; medical treatment; research; marketing; advertising; catering; entertainment; service industry and manufacturing. Most of them work at the bottom level; just few female can work on board. Female usually will face gender discrimination while recruitment; payment and welfare; promotion; sexual harassment and retirement. This is the top five hot topic people argue with in China. This is the top five hot topic people argue with in China. In the recent year, high level educational female face a big problem, every four high educated candidates has one person was rejected just because of she is a women. The age of childbearing female who has not had a baby yet usually cannot get the job. When we talk about promotion, there are two main factors strongly effect female’s promote opportunity, there are house work and children care. More than 20% working women have suffered spicy jokes, they are around 18 to 35 years old; more than 40% companies do not have the regulation about sexual harassment issues, all sorts of sexual harassment impede female’s development. In China, male retire at 60 years old and female at 55 years old by law. On the other hand, we can say, this community asks female to start work later than male and retired before male. It means the welfare of retirement payment, is unfair. And the data we provided before does not cover the implicit discrimination part; it means the real world situation will be worse than what we observed. Nowadays, sex discrimination trend to indirect, but there is an insight that relevant regulations and laws had deterrent effects. Although it cannot prevent and solve the current problem effectively, but from direct discrimination to indirect discrimination; finally trend to eliminate sex discrimination in the workplace, this is an ongoing process. At least we can see it’s on the way. In the recent year, corresponding laws and regulations are highly concentrate on eliminate gender discrimination in the workplace. In the case of implicit discrimination, this usually occurred at recruitment process or probationary period. The revised labor law strictly provisions the limitation and requirement on employer terminate employment contract during these period. When women employees suffer implicit discrimination, they should not longer put up with it; it’s time to stand up with a strong voice. Women Employment in India Population * There are an estimated 1,173,108,018 people living in India, which makes it the second most populous country in the world, following China. * Women are 48. 1% of the population of India. * There is a gender gap at birth. For every 100 girls born, there are 112 boys born; this gap is even wider in some regions. Of all ages, the gender gap is 100 females for every 106 males. * India’s religions play a strong role in its culture and people, and the large majority of Indians are Hindu. Educational Achievement * Of those ages 15 and up, just 49. 6% of females were literate compared to 73. 6% of males. * Men dominate the numbers of those enrolled in higher educational deg rees. Enrollment of Higher Educational Students, by Gender Women in the Labour Force * India’s 2001 Census found that women were 31. 6% of all workers. * Women are an estimated 38. % of all economically active individuals. * Of women that work in the labor force, only 20% work in urban areas. * Women earn 66% of men’s salary for equal work. * 26. 2% of women compared to 9. 0% of men cited a lack of role models as a barrier to advancement. Labor Force Trends and Legislation * In an effort to recruit more women employees, some companies are offering 25% bonuses for female employee referrals. * India ranked towards the bottom of the 134 countries, with a ranking of 114, on the 2009 Global Gender Gap Index. * Women received 12 weeks paid maternity leave. The Factories Act of 1948 mandates that employers with 30 or more women employees must provide child care facilities for children under the age of six. * India has a young workforce and population. In the next ten years, d ue to a flood of younger people entering the workforce, and more women entering the workforce, India expects to add an additional 110 million people to its labour force. Management * Women are just 3% of legislative, management, and senior official positions. * Women in management in India face many challenges. Studies have found: -women have to work harder to prove themselves; men do not respect women bosses (and prefer to have them as subordinates as opposed to superiors); -women are excluded from informal networks. * According to one study of ten companies, women were: * 34. 1% of those at the junior level of the workplace, * 16. 2% of those at the middle level, * 8. 2% of those at the senior level. * Of 1,112 directorships on the Bombay Stock Exchange 100, just 59 (5. 3%) are held by women. 32 * Out of 323 total executive directorship positions (generally considered to be prerequisites to holding the CEO position) on the Bombay Stock Exchange 100, just eight (2. 5%) are held by women. 54% of companies on the Bombay Stock Exchange 100 have no women board directors. * Despite occupying small percentages of leadership positions, 97. 2% of women (compared to 95. 6% of men) aspire to jobs with increased responsibility. Changing Workplaces * As companies strive to retain valuable female talent, companies are attempting to implement programs to create more women-friendly workplaces. One study of IT companies examined work-life/woman-friendly programs. Some of the most common programs include: * Flexible work schedules/hours (68% of respondents) * Sexual harassment policies (68%) * Flexible leave policy (64%) Transportation policy (55%) * Health and wellness programs (50%) * Day care for children/parenting workshops (27%) * Women’s lounge/recreation (23%) * Women’s forum /networks (18%) * The Global Gender Gap Index is measured by the World Economic Forum. It ranked 130 countries in 2008 on the size of their gender gap between women and men in four a reas: economic participation and opportunity, educational attainment, political empowerment, and health and survival. Successful case to Promote women employment AVON China, the company for women AVON, one of the largest direct marketing company in the world; owned more han three billion consumers and five million employees worldwide. Over these years, AVON engages on help women to have their own career; to have the equal opportunity to work as man. AVON China also creates a lot of jobs for Chinese women. The mission of AVON is the company for women. This mission leads see women not only as consumer but also potential employees in the near future. The CEO of AVON is a Chinese female named Andrea Jung. She also ranked NO. 5 in the 50 most powerful women in business list (2010, Fortune Magazine), AVON have launch their business over 100 plus countries all over the world. You can easy to find its beauty store just about every city in China. AVON provides flexible home-based business for Chinese female who desire for work and life balancing. It encourages women to start up their own business with very little cost. Just as low initial cost as the price of a lipstick with unlimited earnings potentials. This is one of the benefits of becoming an AVON representative or a direct sells person. Most of AVON sellers are female, women knows what women wants! AVON China provides great opportunities to hire and promote female employment. TATA India, the company for women About Tata Steel & Corporate Sustainability Services Established in 1907, Tata Steel is the flagship company of Tata Group, the most respected business house in India and one of the top ten steel producers in the world. The Company was founded on the philosophy that society is not just another stakeholder in its business, but its prime purpose. As Tata Steel's operations have expanded to new geographies, the Company has retained a collective focus on the various areas of corporate social responsibility that impact the environment, people and their health, and society at large. In India, the Company is pledged to causes such as strengthening civic amenities in and around its sites, providing healthcare, education, training, employment and recreation, and preserving culture and heritage, especially of indigenous tribes. Tata Steel has expanded its reach from the city of Jamshedpur and its adjoining urban areas to over 800 villages in the Indian states of Jharkhand, Orissa and Chhattisgarh, touching the lives of hundreds of thousands of people. In 2008, Tata Steel India became the first integrated steel plant in the world, outside Japan, to be awarded the Deming Application Prize 2008 for excellence in Total Quality Management. Empowerment initiatives of Tata Steel help women to achieve feat Concerted efforts by Tata Steel have helped the women in Kalinganagar area to achieve a major millennium development goal of the United Nations pertaining to gender equality and empowerment. The steel major's initiative to organize village womenfolk through formation of women Self Help Groups (SHGs) and support for creation of alternate income-generating activities have helped them to attain this feat. In Kalinganagar, where Tata Steel is setting up a 6 million tonne integrated steel plant, 24 women self-help groups have been formed with 317 women as members. Out of them, 124 women are engaged in various income generating activities. The activities taken up by these women include poultry, mushroom farming , goat and sheep rearing , pickle making, Muduki and Badi making , stitching, Ethnic craft making, Phenyl and bleaching production and carrying on petty business. Apart from this, 23 women are also engaged in various community development works as teachers, community health facilitators, community organizers and SHG co-coordinators. Strengthening empowerment through various initiatives like Tejaswini programme, has paid rich dividend with significant increase in the number of women engaged in non-agricultural activities. It increased from only 5 in the pre-displacement period to 200 in 2010, which is very significant. Similarly, average annual income of the women members of the relocated families has reached Rs 24,600 compared to 2006 when they didn’t have any non-agricultural income. This exemplary achievement has also been maintained in maternal mortality and infant mortality rate. While it was targeted to reduce maternal mortality (by 3 quarters) and infant mortality (by two third) by the 2015, the same has been achieved well before the deadline. Due to 100% institutional delivery and regular medical checks-ups, the said target is pulled off. Apart from zero maternal mortality, 100 percent institutional delivery has also been ensured for these tribal women. Besides, zero infant mortality, 100 percent immunization of children has been attained due to the health initiatives taken by Tata Steel. This is considered as major achievements as infant mortality & maternal death was just a common phenomenon for poor tribals of Kalinganagar area. TATA Motors Grihini Udyog Began in 1973 with mere 7 hesitant women members, extremely limited cash in hand and very humble revenues. But under the able guidance of our visionary mentor Late Ms. Leelatai Moolgaokar, we stand tall with over 1000 women members (most of who are shareholders), 17 centres and over Rs. 79 million turnovers. Grihini Udyog is a collective enterprise which endeavours to empower the women relatives of Tata Motors employees. Philosophy TATA work ethics rest on the twin principle of ‘justness' and ‘ethical'. Justness is ensured through the inbuilt co-operative mode which ensures distribution of dividend in proportion of one’s skill set. It is also endured that the Society does not indulge in exploitation of anyone in any manner. Secondly, all labour rights within the ambit of ethical labor practices are secured to the individual members. They believe in ethical outsourcing of labour oriented process. During a span of 37 years, Tata Motors Grihini Udyog has gone through different phases, transforming itself from manufacturing household consumer products to intricate wiring and hi-tech Automotive Electronic Products. They work in 4 societies which are spread over 17 centres. These centres are distributed in and around Pune. 1. Tata Motors Grihini Shivankala Society – Stitches the uniforms and hand gloves for the company employees and supplies to Tata Motors. It now stitches 45 other items of sale including bags, purse etc. and sells it to a wide set of customers. 2. Tata Motors Grihini Cable Harness Society – Assembles the cable harness and supplies back to the company. 3. Tata Motors Grihini Electronics Society* – Assembles the electronic components used in a vehicle and supplies to the company. 4. Tata Motors Grihini Vividh Karyakari Society – Prepares spices, condiment and other eatable items. It has a wide customer base for its products which not only includes Tata Motors but other organizations in the vicinity. Tata Motors Grihini Electronics Society has achieved ISO 9001-2000 certificate on 13th October 2004. We achieved certificate of ISO 9001 – 2008 in December 2010. How they work? They work online on SAP enabled SRM system. Based on the quantum demand of the product and services, targets for each month is set and delivered as and when required by the customer. This has been achieved by strategic alliance between Tata Motors (through MASOP arrangement/process) Their Proud * Respected and reliable Vendor of Tata Motors * Assisting New Product Introduction (NPI) by providing wiring for prototype vehicles. * Coping with increase in production volumes. * Additional business relations with other companies like Motherson Sumi, Tata Power. Certificate for ISO 9001-2000 from BVQI(Bureau Veritas Quality International) * Our three employees have achieved the Gunvant Kamgar Award conferred by the Maharashtra government. New Horizons The new age women are far more educated and have come up with new and advanced skill sets which were not witnessed decades back. Their sustainability plan attempts to harness this potential. The chief mechanisms would be  œ 1. Linking of business unit with the rural population in order to scale up the quantum of goods produced especially that pertaining to Vividh Karyakari Society. . Enhancement of the membership base of the workforce through raising the inclusion bar of the traditional outsiders i. e. those who are not relatives of the Tata Motors employee. 3. To open up additional selling unit in order to scale up the sale. Currently, 20% of the revenue comes from sale to customers other than Tata Motors. This shall be raised. Beyond Business Besides regular business we celebrate the other dimension of life. Be it organizing blood donation camps or tree plantation. They also celebrate Women's day on 8th March with full enthusiasm. They organize Cultural Programmes on the Annual General Meeting. They make generous donations to the Sakal Relief Fund. They publish the Darpan Magazine and published Smrutigandha on 3rd August 2005 on the occasion of celebrating 25 years of the organization. Key Features * Society is for the women and totally managed by the women * Members work only for five hours in a day * Work centers located in residential areas of this city and its industrial area * Apart from share of profits through dividend women are also entitled * Monthly remuneration with statutory benefits is given to members. Tata Motors Grihini Vividh Karyakari Sahakari Audyogik Sanstha Maryadit Variety of namkins, sweets and many more. Tata Motors Grihini Shivankala Sahakari Audyogik Sanstha Maryadit Various types of cotton, terrycloth uniforms, cotton, hand gloves, caps. Also manufactured items like school bags, kitchen aprons. Tata Motors Grihini Electronics Sahakari Audyogik Sanstha Maryadit Products – Redio antina Flashers 12V & 24V, multifunction modules, digital clock, relay 12V & 24V . Tata Motors Grihini Cable Harness Sahakari Audyogik Sanstha Maryadit Assembly of various types of wiring harnesses that is Main cables, front to tail, roof & panel wiring for Tata Motors Safari, Sumo. Evolution YEAR| NO. OF CENTRES | NO. OF LADIES | TURNOVER IN Rs. MILLION | 1973 – 1974 | 1| 8| –| 1980-1981| 19| 712| 1. 33| 1986-1987| 21| 836| 2. 93| 1991-1992| 24| 1100| 7. 43| 1996-1997| 24| 1623| 20. 5| 2002-2003| 20| 1099| 31. 45| 2005-2006| 22| 1300| 52. 5| 2006-2007| 20| 1329| 57. 07| 2007-2008| 21| 1300| 61. 32| 2008-2009| 18| 1091| 60. 03| 2009-2010| 17| 1011| 79. 00| Growth * From 8 ladies, the organization has grown to more than 1000 ladies strong. Annual revenue of more than 7 crores from 4 lines of business (LOB). * LOB spreading across traditional businesses like masala and tailoring to the technologically advanced businesses of electronics and cable. * Entire activities independently managed by the members of Grihini. CONCLUSION Sex discrimination is a very serious socioeconomic problem which exists worldwide, not only in In dia and China but also other countries. How to eliminate discrimination in the workplace? Nobody find out the perfect solution yet. Under the global economic recession, the labor supply is much stronger than labor demand. This might narrow the room for eliminate gender discrimination in the workplace. We should careful avoid financial crisis makes gender discrimination become more reasonable in the workplace. To avoid cost from gender discrimination in the workplace, company can use strategies for prevention. There are a number of steps that company can take to reduce the risk of gender discrimination occurring in workplace. Although company may not be able to take all of the steps, but should take as many of them as you can. Adopt a clear gender discrimination policy. In company employee handbook, should have a policy devoted to gender discrimination. That policy should; define gender discrimination; state in no uncertain terms that you will not tolerate gender discrimination; state that company will discipline or fire any wrongdoers; set out a clear procedure for filing gender discrimination complaints; state that company will investigate fully any complaint that receive, and; state that company will not tolerate retaliation against anyone who complains about gender discrimination. The gender equity issues should always be involved into considerations. In order to protect the employment equal opportunity, we can not only reply on laws and regulations, need all corresponding parties to make contributions as well. REFERENCES ACWF, All-China Women’s Federation’s official website: http://www. acwf. com/ Australian Human Rights Commission, women in leadership, sex discrimination. Retrieved Oct 17 2011 from: http://www. hreoc. gov. au/sex_discrimination/programs/women_leadership. html Avon product Inc (2011), the official website: http://www. avon. com/ Catalyst (2011) Women in the labor force in India. Retrieved Oct 18 2011 from: http://www. catalyst. rg/file/453/qt_women_in_the_labour_force_in_india. pdf Catalyst (2011) Leadership gender gap in India. DECCAN HERALD, Retrieved Oct 19th 2011 from: http://www. deccanherald. com/content/116956/leadership-gender-gap-india. html Confucius (551-479 B. C), the admonitory of Confucius. Retrieved Oct 19 2011 from: http://baike. baidu. com/view/2176. htm Elizabeth Boroderick (2011). Gneder equality blueprint 2010. Australian human rights commission. Retrieved Oct 17 2011 from: http://www. humanrights. gov. au/sex_discrimination/publication/blueprint/index. html Felice (2011) Women in the labor force in China. Quick Takes. Published: Aug 2011. Catalyst. Chianging workplaces, changing lives. Retrieved Oct 17 2011 from: http://www. catalyst. org/publication/432/women-in-the-labor-force-in-china Jane Nolan (2008) Gender and Equality of opportunity in China’s labour market. Department of Sociology. University of Cambridge. GeNet working paper NO. 31 Retrieved Oct 17th 2011 from: http://www. genet. ac. uk/workpapers/GeNet2008p31. pdf Laurie Burkitt & Josh Chin (2011) China’s Race with the Gender Gap. Published on April 29 2011. CHINA REALTIME REPORT. Retrieved Oct 17 2011 from: http://blogs. wsj. om/chinarealtime/2011/04/29/china%E2%80%99s-race-with-the-gender-gap/ Liz Bolshaw (2011) National differences in MBA gender gap: China and Hongkong lead the way. Published on June 21 2011. Women at the top blog. FINANCIAL TIMES. Retrieved Oct 17 2011 from: http://blogs. ft. com/women-at-the-top/2011/06/22/national-differences-in-mba-gender-gap-china-and-hong-kong-lead-the-way/#axzz1b9mLGV qj Lu Pin (2009) Women vulnerable to gender discrimination in workplace. Published on June 21 2009. GLOBAL TIMES. Retrieved Oct 17 2011 from: http://opinion. globaltimes. cn/commentary/2009-06/438474. tml Margaret Maurer-Fazio & Thomas G, Rawski & Wei Zhang (1997) Gneder Wage Gap in China’s Labor Market; Size, Structure, Trends. Working paper NO. 88 the William Davidson institutes. Retrieved Oct 18 2011 from: http://wdi. umich. edu/files/publications/workingpapers/wp88. pdf Mao Zedong (1968), quotations from chairman mao tsetung, Retrieved Oct 18 2011 from: http://baike. baidu. com/view/581241. htm Psych Central News Editor (2009). Gneder discrimination in the workplace. Work and Career News. Retrieved Oct 17 2011. From: http://psychcentral. com/news/2009/10/09/gender-discrimination-in-the-workplace/8868. tml Ricardo Hausmann, Laura D. Tyson, Saadia Zahidi (2010), the Global Gender Gap Report. World Economic Forum. Retrieved Oct 18 2011 from: http://www3. weforum. org/docs/WE F_GenderGap_Report_2010. pdf Ricardo Hausmann, Laura D. Tyson, Saadia Zahidi (2009), the Global Gender Gap Report. World Economic Forum. Retrieved Oct 18 2011 from: http://directivasdearagon. com/wp-content/uploads/2011/07/report2009. pdf Stephen Gandel (2010) Are women less competitive than man? Explaining the gender gap. Posted on SEARCH TIME. COM Nov 30 2010, Retrieved Oct 17 2011 from: http://curiouscapitalist. blogs. time. om/2010/11/30/are-women-less-competitive-than-men-explaining-the-gender-gap/ Tripti Lahiri (2011) China vs. India, the population numbers. Published on May 2nd 2011. CHINA REALTIME REPORT. Retrieved Oct 17 2011 from: http://blogs. wsj. com/chinarealtime/2011/05/02/china-vs-india-the-population-numbers/ Wang Zhiyong (2004), women in the workplace: A great leap backward. Published at China. org. cn. March 22 2004. Retrieved Oct 19 2011 from: http://china. org. cn/english/2004/Mar/90950. htm Xixoaling Shu & Yanjie Bian (2010) Market Transition and Gender Gap in Earning in Urban China, the University of North Carolina. Published July 28 2010 by the university of north Carolina press. Retrieved Oct 18 2011 from: https://webspace. utexas. edu/hl4958/contemporary-chinese-history/Shu%20-%20Market%20Transition%20and%20Gender%20Gap%20in%20Earnings%20in%20Urban%20China. pdf Xiaoran Shang (2010) Gender Discrimination in Chinese Job Market. Mellisa class interview Xiaoran Shang on Oct 10th 2010. Retrieved Oct 18 2011 from: http://sxr520. public. iastate. edu/Gender%20Discrimination%20in%20Chinese%20job%20market. htm Xinhua News Agency (2004) Government urged to help women find more jobs. Retrieved Oct 19 2011 from:

Jarhead Movie Review

A man fires a rifle for many years, and he goes to war. And afterward he turns the rifle in at the armory, and he believes he's finished with the rifle. But no matter what else he might do with his hands; love a woman, build a house, change his son's diaper; his hands remember the rifle. † Jarred is not a war movie about a physical war between countries; it is about an internal war a soldier faces during, and following a physical war in which he is a witness.The main character, Tony Oxfords tells his story starting at boot camp, through the first Gulf war, and shortly after his discharge; in an attempt to give the audience a better understanding of what happens within a soldiers mind as a result of being in combat. It is incredibly hard to imagine the toll that being in the Marine Corps, and being involved in such a situation, could take on your mind and body but this movie makes a really good attempt.Unlike most war movies Jarred does not focus on the enemy or the war at hand, it gives us here at home a little inside look at what the soldiers experience and why their lives and minds are changed forever. Tony shows us how tot camp tore him down and rebuilt him as a killing machine, â€Å"l wanted the pink mist,† he says referring to the splatter of blood seen through the scope of the rifle of a Marine sniper. There are scenes of the soldiers watching the old war movie, Apocalypse Now, following along with the music, and thirsting for the first sight of bloodshed.The soldiers soon get their orders to go overseas and they think that their war is about to begin. When they fly Into the desert and get their orders to guard the oil fields they assume that this Is Just until the war actually begins. When â€Å"their war† anally does begin, Instead of using their carefully honed skills, they are faced with the reality that, unlike the movies they watched with such fascination, foot soldiers are all but useless In our age of technology. They face Inc redible frustration and aggravation playing the waiting game.For Tony's best friend and spotter, Troy, the frustration reaches a boiling point when their one and only opportunity Is quickly taken away by a commanding officer who rather bomb the tower they were scoping out. â€Å"It's our kill! Just let us do It one time, PLEASE,† Troy pleads with the officer as Tony tries to calm him down. The officer calls the Jets to complete the mission and Troy Is reduced to the fetal position, sobbing uncontrollably. It Is a very painful scene to take In. Just to Imagine how frustrated a grown man has to be to succumb to such a state of utter disappointment.In today's society we have all heard of post- traumatic stress disorder (PETS), watching this movie gives the viewer's Insight as to why/what kinds of events transpire that could cause a person to experience PETS. The scene where they come across a traffic Jam that was turned to ash Is very surreal, owe will those soldiers feel when t hey see or are In a traffic Jam once they return home? The final scene shows Tony looking out the window In his apartment back dying; will always be me. We are still In the desert. The director hammers home the basis that Marines are Marines forever, especially In their own minds. Once they witness war they are forever changed, their life Is never the same. Jarred Movie Review By Confederacy war is about to begin. When they fly into the desert and get their orders to guard the oil fields they assume that this is Just until the war actually begins. When â€Å"their war† anally does begin, instead of using their carefully honed skills, they are faced with are all but useless in our age of technology.They face incredible frustration and frustration reaches a boiling point when their one and only opportunity is quickly out. â€Å"It's our kill! Just let us do it one time, PLEASE,† Troy pleads with the officer as Troy is reduced to the fetal position, sobbing uncontrollably . It is a very painful scene to take in. Just to imagine how frustrated a grown man has to be to succumb to such traumatic stress disorder (PETS), watching this movie gives the viewer's insight as toThe scene where they come across a traffic Jam that was turned to ash is very surreal, how will those soldiers feel when they see or are in a traffic Jam once they return home? The final scene shows Tony looking out the window in his apartment back home, seeing nothing but desert, and he quotes, â€Å"And all the Soreheads; killing and dying; will always be me. We are still in the desert. † The director hammers home the basis that Marines are Marines forever, especially in their own minds. Once they witness war they are forever changed, their life is never the same.

The Apprenticeship of Duddy Kravitz--Insecurities Essays

The Apprenticeship of Duddy KravitzInsecurities Essays The Apprenticeship of Duddy KravitzInsecurities of Duddy Question #3: Duddy hides his insecurities from himself and others. He is afraid to ask his father if his mother had liked him. What does this reveal about Duddy? Why do we often hide our fears? Two thousand years ago, Jesus had said,"Man does not live by bread alone." This is true, for other than physiological needs, man also has other basic necessities. As outlined in an article written by Professor A. H. Maslow called "A Theory of Human Motivation", these basic necessities include a persons desire for security, love, esteem and self-actualization. Thus, when Duddy hides his fears from others and himself, he is only pursuing a sense of safety, which is one of the human fundamental needs. A persons self-projected image is very important. We often hide our own fears because we do not want to acknowledge our dreads. We are afraid that if we show our dreads, our images as great persons will be ruined. People want to feel important, significant and superior; people do not want to feel inferior, subordinate and insignificant. We are afraid that if we concede our fears, others will dismiss us as unimportant. This is even more true for an ambitious young man like Duddy. He springs from humble beginnings, but clearly, he is very eager to become a successful and powerful man. "...his bony cheeks were criss-crossed with scratches as he shaved twice daily in his attempt to encourage a beard." This clearly indicates to the readers that Duddy wants and tries to be someone that he is not. He wants himself and others to think that he is of great significance. The fact that his friends, family and others reject him make his self-projected image even more preponderant. He must convince himself and others that he is a very important figure and he does this by denying his insecurities. Duddy is not a very well-liked figure in the novel. He arouses readers sympathy because his family and friends do not appreciate him. There is much evidence of this throughout the novel. Perhaps the best illustration of this is when Duddy returns from St. Agathe with six expensive sport shirts for Max as a gift, but only to find out that his father is not interested in the gift. Duddy is not loved in his family, yet he needs love desperately. Since his father, uncle and brother do not love him, his desire for love is projected onto his dead mother. Everyone needs to love and needs to be loved, and it is very reasonable for Duddy to inquire about his mother. But Duddy does not dare to ask his father if his dead mother had liked him because if he exposes his sensitive nature, he will ruin the image that he has been trying to build up for himself. And what if his father tells him that his mother did not like him? He cannot take the risk of losing his image, only to find out that his mother had not liked him. He cannot let his fears be exposed either. Other than hiding his fears, Duddy also keeps his image by crazily pursuing money. He does this because he does not want his family, friends and all the people around him to despise him. He tries desperately to be "somebody". Jerry Dingleman, the Boy Wonder comments, "Theres something wrong. A mistake somewhere when a boy your age is already pursuing money like he had a hot poker up his ass." But the truth is that Duddy is only following one of the human drives. He pursues money for the same reason as he hides his insecurities to preserve his self-image and to make others think him worthy. People are often very conscientious about their own images. This is why we curse acquaintances who slander us. We want people to think us great. Trying to be significant is simply one of the human drives. We try to cover all our weaknesses, all our faults and all our fears, because we want to impress others and we want them to think us great. If we say that we do not care what people think of us, we are only lying to ourselves. And Duddy is no different from an ordinary human being. He hides his fears because he must protect his own image. And all of us perhaps to a lesser extent is doing the exact same thing.