Youth Sports and Character Development Essay Example for Free

Youth Sports and Character Development Essay Character development is not something that can be gained or developed over night. Character development is the multiple life skills that an individual builds within themself throughout their lifespan. When a person develops good character in their early years of life, they will benefit in the long run because they used the life skills they gained and put them to use, becoming a successful individual in all aspects of life. There is one thing for certain in this world, everyone wants to accomplish something in life and we want to recognize our full potential. In order to do this we must have some skills, and in this case it’s life skills. Life skills are a range of characteristics we express such as communication, commitment, hard work, setting goals, etc. If an individual wants to excel at a job, a sport or any discipline, that person must learn and master particular skills. Retaining life skills that you have developed allows an individual to deal with life’s difficulties and struggles more effectively. People do not realize this, but when a person develops essential life skills and are able to acquire them for their own uses when they want, that individual has more control over their life and are therefore are happier and more productive in life. Participation in sports at a young age helps provide good character development within an individual. Sports are one of the most influential ways for a person to develop good character development because sports involve all aspects of character development. As a sports participant you will gain life skills, perseverance, and ethical decision-making skills. Perseverance is a characteristic that is important for any individual to gain and being active in a sport will help you develop the feeling of perseverance and understand its importance. Perseverance a personal character development where an individual learns the importance of working hard until they reach their goal, and the feeling of success that individual experiences displays through perseverance is the importance of hard work; knowing that success doesn’t come easy. â€Å"Don’t let the fear of striking out keep you from playing the game†. This famous quote may seem simple to figure out and its significance for an individual but don’t let the simple context of its meaning throw you off; this quote has a strong motivational meaning that relates to perseverance and is useful for any individual to be successful in life. From my perspective, this quote reinforces the idea of not giving up on personal accomplishment. Whether your goal is as simple as making a base hit or something big as wanting to open up your own business; accomplishments in life aren’t handed to us. Some goals may come easier for others, they could try two times and obtain their goal or it may take up to 20 times; the important matter is how they handle their failures. In baseball/softball a player is allowed three strikes until they are called out. As a player, being called out at the plate is a tough call to mentally accept. It’s essential for a player to develop the importance of not giving up because mentally it can change a player’s perspective on the importance of perseverance. Don’t let three strikes keep you from hitting the ball next time your up to bat; shake it off and tell yourself, â€Å"I’ll get it next time†, develop the feeling off determination. This strategy is relatable for anyone who has goals they want to accomplish. You never know when you will reach your goals in life. Things may not work out the first time you go after it but, it doesn’t mean you have completely failed, you must keep playing the game. When an individual reaches their goal and becomes successful the feeling they will experience is unexplainable and different for everyone. It’s no wonder why this quote and the development of perseverance play such an important role in an individual’s life and when a person develops this part of character development at a young age, it helps them become successful at an earlier stage in their life. Ethical decision-making skills are important in our everyday lives because we are constantly making decisions on something, whether it’s deciding on what you will do on a day-to-day basis or if it’s dealing with a situation that must be resolved. Having the ability to affectively make the best decision possible for any situation by gaining ethical decision skills and putting them to use are essential for everyone. When a person is involved with sports, they are constantly learning and practicing ethical decision-making skills because there are always decisions that must be made. Whether the situation is between two teammates or dealing with calls in game situations, there are always decisions being made. Being a participant in sports, an individual obtains personal and social values and behaviors. This is where an individual builds close relationships through the experience of being apart of a team. Within the building of close relationships in sports, a person learns how to work effectively in-group settings. Individuals gain and learn the importance of handling different situations and viewing them in a strategic way when resolving a conflict. Other features of an individual having good character are honesty, integrity and ethical behavior. These characteristics are brought about through being a participant of a sport because when an athlete recognizes they are in the wrong during game play, they develop the importance of honesty. i. e. In baseball/softball: a runner makes contact with the ball, the player runs to first base but realizes they didn’t touch the bag when the ump calls the player safe. That player is honest with the ump and says they missed the bag, then goes back to the dugout. ) This action of honesty a player displays transitions into ethical behavior because they knew they were in the wrong when the call on the play was made so they displayed ethical behavior by walking back to the dug out. It says a lot about a player if they are willing to risk the team an out/point by being honest and acting in an ethical manner. Another ethical behavior that has developed is the notion of helping others. This is effective because a player learns to respect the opponent, and if an opponent is injured in the middle of a game they put those their ethical behavior by helping the opponent off the field or helping them back up from the ground. This action becomes important in an individuals life because it is one of the things that makes a person have good character. If they learn how to help their teammates or their opponents in a sports atmosphere, as they grow older they will use this characteristic in their everyday lives. Another characteristic that falls into honesty and ethical behavior is integrity. In sports it’s always about teamwork and playing by the rules, and by practicing these ethical behaviors an individual develops the meaning of integrity and the importance it plays in our day-to-day lives. Over time an athlete has the experience of always having to follow the rules, and this will continue into the future when dealing with society. Developing integrity is not only limited to following rules but also is related to an individual’s academic success. As a student athlete, in order for a player to participate in a sport, they are obligated to sign an academic integrity policy. This form requires an athlete must obtain, and keep, a certain grade point average that is set by the school or coach. This type of discipline is important because it demonstrates hard work, determination and maintaining to the responsibilities you agreed to. Academic integrity is a great tool for a person to obtain because it follows in with following the rules and if an individual wants to be successful in life they must follow the rules and maintain their obligations they agreed to. From experience, academic integrity has impacted my academic success throughout my school years. I never have had the chance to slack on a homework assignment or get away with not studying. It is a simple concept; if I wanted to participate on a team I must keep my grades up or I simply would not be able to be apart of a team. I have been asked how I am able to do it and how do I go to school, work, and play softball. My answer is simple, I just got used to it and having the responsibility of keeping my grades up is helpful and has been a great discipline strategy for me. A sports participant also is able to develop the concept of balancing different commitments such as school, work, and a sport. This is important because as we grow older we become busy with work and our family life. We must learn how to balance between our activities so we become responsible, successful individuals in all aspects of life. Integrity doesn’t stop there. It follows an individual for the rest of their lives. The impact of participation in sports and the influence it has on academics transitions into career outcomes. If a young athlete grows up practicing academic integrity, they use their motivation and are able to visualize how important success is and are more likely to further their education beyond a high school degree. When I interviewed my coach from West Virginia, he said, â€Å"academic success is important to me and as a coach. I want my girls to be successful college athletes on and off the field. My hopes are that when each one leaves and moves on with their life that they use all the life skills they developed here to be successful wherever they go. Softball is important for me but what’s more important is that my girls are staying on top of their schoolwork and getting good grades. Even though my girls are here on scholarship, they are also here for a college degree and I think it’s important the girls and myself don’t loose sight of what’s more important. I stick to my academic policy; each girl must have a grade point average of 3. 0 or higher. If anyone is struggling I make sure they regularly meet with a tutor even if it means they miss practice or a game. If they fall under my expectations I must follow up with my word and as hard as it is I have to suspend the player until they improve their grades†. My coaches aspect on academics is what has helped me develop good academic skills and will be useful for me as I move towards graduating from college and start working in a field of my degree. I found it informative when my coach was knowledgeable on character values and how they are broken up into two parts. As participantion in sports an individual develops two types of character values: social and moral. When an athlete gains social values, they are developing loyalty, dedication, sacrifice, teamwork and good citizenship, while moral values include the development of honesty, fairness, fair play, justice and responsibility. I wanted to research the two types of character values and understand them in a more in-depth understanding. There was an online article my coach referred me to that said, â€Å"Social values, which are highly esteemed in our society, are about the real world and how society views the importance of social character. Moral values are first principles, meaning that they stand by themselves; if we violate any one of these, we violate people directly. Social values are positive assets but must be tempered by moral values. A person who has strong social character may have little or no moral character. An individual can be highly dedicated and loyal to an immoral cause. Because sport may foster social values, character development through sport should help athletes learn to weigh a social value against a moral value and then act on that moral value† (Beller, December). All of these characteristics play an important aspect in a player’s character development, which become successful tools throughout life. Referring back to the development of perseverance, participating in a sport teaches you to reach for something higher that you have never imagined; helping you set life goals. This character development alone gives an individual the opportunity to be successful in life. When a person reaches their lifetime goal, they then use the other tools they developed in order to keep their lifetime goal successful. (i. e. n individual applies for a job and is hired. This person uses their social and moral development skills along with other good character skills they developed to be a successful worker who makes a difference for the company. Having a well-rounded development of good character is what makes an individual stand out from others, especially in a work setting. ) As an athlete you learn the importance of â€Å"The six W’s: Work Will Win When Wishing Wont†. It takes hard work when achieving anything in life, nothing comes easy and it especially does not come by wishing for it. As a participant in sports I learned the meaning of the six W’s through my experience of coaching and playing sports my entire life. I would not be where I am today if it wasn’t for the involvement in athletics and the impact it has played throughout my life All of the different character development aspects I just discussed have contributed to the development of my individual character, academic success and achieving my personal goal. As a young girl, since the day I could walk, I have been committed in the involvement of sports. Dance and pee wee baseball were the first two activities I became involved with. Throughout my middle and high school years I participated in dance, softball, volleyball, basketball, soccer, track and cheerleading. As I progressed into my junior and senior year of high school, I decided it was time to start focusing more on my lifetime dream. I was in third grade when I went from playing peewee baseball to playing slow pitch softball, later advancing into fast pitch softball. This when I decided I wanted to be the pitcher on any softball team I will play for. My goal didn’t stop there though; I wanted to take my dream farther, my goal was that one-day I would get paid to play softball. Third grade was when I decided that one day I was going to be the pitcher for a division one or division two college or university. For 15 years I dedicated myself to pitching, and what people do not realize is the fact that most pitchers, such as me, spend an hour at least four to five times a week outside of team practice working on our pitching skills. All year I practiced pitching whether it was my dad catching me or the brick wall, outside in the blazing sun or the pouring rain, inside a gym or on concrete, there was always a way to do drills and pitch; no excuses! It was my freshman year when I got moved up to the varsity softball team, and it was my junior and senior year when I outstandingly succeeded. I’ll never forget beating Fort Hill High School, ending their undefeated record, all the no-hitters and one-hitters I threw, and all the recognition I got for throwing such excellent games. I was able to recognize the importance of teamwork, knowing I would not have been able to throw such excellent games if it were not for their excellent defense. Just like the saying, â€Å"There’s No I In Team†. Throughout those years I developed all the essential life skills, knowing I wouldn’t have been able to develop these skills if it was not for my involvement in sports. My character development through sports did not stop with my senior year of high school. It was my senior year of high school when colleges were scouting me and I realized how much my hard work had paid off. A few division three universities in Pennsylvania wanted me to sign with them and be apart of their team. Although that amazing opportunity was there, I wasn’t satisfied because my dream was to get paid and I was determined to reach that goal. I ended up visiting a few division two colleges where the coach’s final decision was not to recruit me. It became mentally difficult for me to accept without becoming discouraged and not wanting to give up on softball altogether. My pitching coach Staci and Wes who is the head coach of Frostburg State University, was one of the biggest impacts on my mental development when it came to perseverance. They taught me the importance of hard work and the role of a pitcher on a team, which was a big part of my character development. It allowed me to not to let the denial of a few colleges stop me, so I decided to advance my goal a little farther and took into consideration the thought of playing out of state. It was May of 2008 when I signed my letter of intent to play division two softball for Potomac State College of West Virginia University. A DII softball team chose to recruit me and pay me to play softball for them. Even though it was an unexplainable feeling, I want to focus on the development aspect of the experience itself. Within my two year contract with Potomac State we were the East and West Pennsylvania state champs both years, undefeated in our conference one year, had high winning records both years, and placed in the tournament we played in down south. These were all great achievements each player will remember for the rest of our lives, but it is the character development we learned that makes each and every one of us successful now and in our future. After those two years I decided to move down to a division three college or university where I could focus more on my degree. After contemplating between a few, in fall 2010 I took the opportunity to play for Coach Caldwell at Penn State Altoona, where I would finish my last two years of softball. Unfortunately last spring in 2011, I was pitching a game when I got line drive straight back to my pitching hand, right on the bone. Luckily nothing was fractured but the doctors said there is a chance of permanent tightness or tendonitis that could develop. Of course with my developed life skills of perseverance, hard work and determination, I was not going to let the injury keep me from playing softball. It was this past fall, 2011, when I started into my fourth year of college softball. I was determined to be able to pitch the same way I did back in high school; I felt fresh and ready to go. A few weeks went by before the end of the season when my mind was telling me one thing and by body another. It was a combination of overusing my arm, the wrist injury and school, which helped me realize that maybe it was time to end my softball career. It was a tough decision but I think it was time to face the facts; if I keep pushing myself then eventually I will tear myself apart to the point I can not even coach. I do not plan on advancing to the pros and plus I had to view the biggest picture of it all; my goal was to get paid to play softball and I accomplished that part of my life. I figured it was okay to move on, advancing my life experience by putting my develop life skills and character development to use so I can live a successful and rewarding life. The coming spring of 2013 will be the first time in 15 years that I won’t be participating in softball. I’m not sure what to expect, but I know it is going to be difficult for me but I think as long as I stay focused on the importance of my future and the positive impact sports has had on my life, I will be satisfied with my decision. It was not just the feeling of accomplishment that has helped me develop a positive character development, but all the experiences within each year that helped me gain a well-rounded development of good character and essential life skills. All the developments I gained has made me successful in my work and school settings. My transition from involvement in sports at a young age to the college level gave me the skills and character development that lead to coaching young girls. Coaching is something I never imagined doing but when the opportunity came my way in 2009 I was speechless. For me, coaching is a personal reward because I am able to give back to what has been a positive part of my life. It is not something anyone can do, a coach must have the essential skills mentally and physically in order to be an effective coach. When I got recognized I was specifically asked if I would be interested in giving personal pitching lessons for 20 dollars and hour. Today, I am still coaching young girls back home in the area and one day I plan to be apart of a high school or middle school softball team as their pitching coach. It is obvious to see the influence sports have on an individual’s character development. If a child starts participating at a young age and stays committed throughout high school, they are more likely to become successful in their future. Altogether with the experience of my participation and having the opportunity to coach, I wouldn’t be the person I am today if it was not for the essential life skills, ethical decision-making skills and character development I gained through being a sports participant. I will use my essential tools when dealing with a future situation that may deal with friends, family, a work setting or just my day-today activities. My communication, leadership and team building skills will allow me to work with others in any atmosphere. The determination and hard work ethics will help me become successful one day when use my college degree to apply for a job. I will be able to successfully balance my life activities on a daily basis staying committed. My honesty and integrity development has made me an individual who is reliable and trustworthy. I have gained all aspects of character development, and I owe it all to the involvement of sports and the coaches who influenced these essential life skills that produced my good character development. In conclusion, through my involvement in sports, my different observations through coaching, an interview with my coach and the surveys, youth sports have a positive impact on the development of good character. Sport programs have the influence to promote the development of sports-man-like behaviors, ethical decision-making skills, and an overall curriculum for moral character development. The experience of being apart of a team also provides an individual with a social environment to acquire personal and social values and behaviors contributing to good character and good citizenship that is used throughout an individual’s life.

Equality And Diversity Policy And Practices Business Essay

Equality And Diversity Policy And Practices Business Essay ABSTRACT Recently, there has been an increase in workforce diversity and all organisations most especially the ones in the Western world strive to remain competitive in the labour market by extending their operations to the developing world as a result of globalisation. This study aims to examine the international transfer of global diversity policies and practices to local context like Nigeria. The findings demonstrate the importance of flexible management practices for Multinational corporations in transferring their policies across borders. This study reveals some approaches to management of a diverse and equal workforce as well as its barriers. Keywords: Global Diversity, equality, Workforce Diversity, Nigeria, Culture. TABLE OF CONTENTS TABLE OF CONTENTS 5 CHAPTER ONE: 7 1.1: INTRODUCTION AND BACKGROUND OF THE STUDY 7 1.2 OBJECTIVES OF THE STUDY 8 1.4: SIGNIFICANCE OF THE STUDY 9 1.5: OUTLINE OF RESEARCH 10 CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAMEWORK 11 2.1: INTRODUCTION 11 2.2: WORKFORCE DIVERSITY 11 2.3: EQUALITY AND DIVERSITY IN THE NIGERIAN CONTEXT 14 2.4: GLOBAL DIVERSITY MANAGEMENT 16 2.5: BUSINESS CASE FOR MANAGING DIVERSITY 19 2.6: BARRIERS TO DIVERSITY MANAGEMENT 21 2.6.1: DISCRIMINATION 21 2.6.2: STEROTYPES AND PREJUDICE 21 2.6.3: HARRASSMENT 22 CHAPTER THREE: METHODOLOGY 24 3.1: THE PHILOSOPHICAL POSITION OF THIS RESEARCH 24 3.2: RESEARCH DESIGN 25 3.3: STUDY LOCATION 25 3.4: RESEARCH INSTRUMENTS 26 3.5: SAMPLING DESIGN 26 3.6: SAMPLE POPULATION AND SAMPLE SIZE 26 3.8: ETHICAL CONSIDERATION 27 CHAPTER FOUR: DATA ANALYSIS, INTERPRETATION AND DISCUSSION OF FINDINGS 28 4.1: INTRODUCTION 28 4.2: DIVERSITY STRUCTURE OF THE COMPANY 28 4.3: INTERNATIONAL TRANSFER OF DIVERSITY POLICIES TO A LOCAL CONTEXT 29 4.4: DIVERSITY AT WORK 32 4.5: PROGRAMMES AND INITIATIVE THAT MAKES THE TRANSFER OF GLOBAL POLICIES WORKS. 34 CHAPTER FIVE: SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSIONS 38 5.1: INTRODUCTION 38 5.2: SUMMARY OF FINDINGS 38 5.3: RECOMMENDATIONS 39 5.4: LIMITATIONS OF THE STUDY 39 5.5: CONCLUSION 40 40 BIBLIOGRAPHY 41 APPENDICES..47 CHAPTER ONE: 1.1: INTRODUCTION AND BACKGROUND OF THE STUDY The management of diversity has become significant in recent years in the research area in order to certify the total involvement of women, ethnic minorities, disabled people and other less privileged people (Lepaka and Shaw 2008; Nishii and Ozbilgin 2007). Diversity management came into existence in the late 1980s in the USA as a likely criterion for tackling the issues of inequality and diversity at workplace and this has been adopted by so many countries around the world (Kelly and Dobbin 1998).Comprehensively, researches have been carried out on the management of diversity locally (Verbeek, 2011; Ocholla, 2002), but this is not enough to understand the interests of diversity management globally and the way their cross-national activities are managed and directed (Ozbilgin,2005). Cox (2001) defined diversity as the existence of differences in social and cultural identities with in employees working together in an organisation. An al-encompassing definition of diversity may consist of economic status, physique, educational background, norms, culture, sexual orientation, economic status, duration of time spent with a firm and personality (Carr, 1993; Triandis 1994); Thus, accepting and appreciating the differences in people at workplace with the above features is what diverse workforce is. Recently, Companies across the globe have put alot more into diversity management programs so as to achieve results that include making the most use of talents, and giving the best they can give to demographically diverse customers (Horwitz, 2005). Organizations have recognized that the level to which these specific workforce alterations are successfully and proficiently controlled will influence organizational role and competitiveness (Von Bergen et al 2005). There is no doubt in recent years, globalisation has brought and is still bringing about the amalgamation of the world market. The Multinational companies are beginn ing to spread their tentacles wide and large across the globe and this has over the years brought about the need for organisations to be able to manage people coming from different cultures, background and also being able to adapt to such new environments from the parent company. This research will be contributing to the very few researches that have been done on the management of diversity globally by examining some of the strategies used by the MNCs and how best they are able to adapt and transfer their diversity and equality practices across the different jurisdictions they operate especially in the African sub-region. The case study company is a MNC with subsidiaries around the world including Nigeria which has over 250 ethnic groups. 1.2 OBJECTIVES OF THE STUDY This study will look into the equality and diversity policy and practices in organisations and its basic objectives includes: To identify and examine how global diversity policies and practices works in local context. To examine the barriers that has inhibited the employment, development, retention and promotion of diverse workforce in the organisation. To examine some of the initiatives and programmes used in ensuring the success of international transfer of diversity policies to a local context. 1.3: RESEARCH QUESTIONS The main question of this research is how global equality and diversity policies are being translated and implemented in local contexts like Nigeria. Other research questions are: What are the difficulties encountered in introducing and implementing global diversity policies locally? What are the barriers that have inhibited the employment, development, retention and promotion of diverse workforce in organisations? What are the major factors influencing diversity initiatives at work? 1.4: SIGNIFICANCE OF THE STUDY This study is of great importance because, in as much as diversity and equality issues have been well researched in the western and developed countries, very limited work has been carried out in the African sub-region (Nyambegera, 2002). Hence, this study will contribute to further understanding in the topical area of equality and diversity management within the African context and why it is important for MNCs to acknowledge the effects of local and contextual issues such as culture, beliefs, perceptions etc could have on the effectiveness of their global equality and diversity policies. As mentioned earlier, diversity management have been researched but most of the researches have not taken into consideration global diversity management. Therefore, this project would make an important contribution to the few existing literatures in understanding the concepts of global diversity management and the international transfer of diversity policies to local contexts. Nevertheless, given tha t Nigeria is a developing country, this research would also help in understanding how MNCs operating in developing countries like Nigeria deal with and manage a diverse workforce. 1.5: OUTLINE OF RESEARCH This research is presented in five parts. Firstly, is the introduction to the concept of the research topic. Secondly, the key literature of the research topic is discussed. The literature helped the research to think about significant issues to pay attention to when rounding up the pragmatic part of the research study. The third part shows and discussed the method of analysing and collecting data which includes the use of semi structured interviews. Having chosen to use qualitative research method is important because, it brings out some interesting and amazing findings which will be discussed in the fourth part of this research work. The findings of this research suggests that, the successful transfer of MNCs policies and practices is dependent on how they are able to understand the beliefs, norms and culture of the any country they are planning to transfer their diversity policies to and make necessary amendments to suits the proposed subsidiary countrys way of life. CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAMEWORK 2.1: INTRODUCTION This chapter will review the past literatures on equality policy and practices and the international transfer of management of diversity policies in multinational corporations (MNCs). Thus, various themes like gender inequality in Nigeria, the management of workforce diversity, equality and diversity policy, culture, global diversity management would be examined. 2.2: WORKFORCE DIVERSITY Broadly, Diversity management is defined as the logical, methodical and strategic obligations and responsibilities by the companies to recruits retain and promote workers from different backgrounds, beliefs and norms (Ongori and Angolla, 2007). It is argued that companies that encourage workforce diversity certainly will be successful within the international labour market (Jain and Verma, 1996). The importance attached to the management of diversity has been as a result of the increase in openness to national borders as well as the free movement of capital and labour across national borders which could result in companies having some of the most productive employees (Carrel et al, 2000). For an organisation to diversify, the work environment must be able to condone and allow employees to exhibit and make use of their potentials without been subdued by either nationality, gender, race, personality, religion, economic class, culture and other elements that are extraneous to performanc e(Bryan, 1999 as cited in Ongori and Angolla, 2007). Triandis et al (1994) define diversity as any traits or elements which might or may possibly direct an individuals perception that another individual is distinct from them or what gives an individual the notion that the other individual is different from him or her. This definition of diversity seems to portray a deeper insight to what diversity is and it can be described as what an individual thinks differentiates them from another individual. With present changes happening around the globe, the increase in globalisation and the management of workforce diversity as a means to expand organisational efficiency cannot be underestimated (Ongori and Angolla, 2007). Gender can be described as what differentiates individuals sexually. Over the years, it has been seen that women are more disadvantaged in the labour market. Due to negative stereotyping (Loden and Rosener, 1991). Disability on the other hand is defined as a physical or mental deficiency which has a significant and a lasting unfavourable impact on an individuals competency perform everyday undertakings unexceptionally(Disability Discrimination Act 1995).Most of the physically and mentally fit people have little or no intimate interaction and communication with the disabled people, then there is a possibility then for the non disabled individuals in their growing up to have little or no contact with disabled people which serves as an important barrier to equal employment opportunity for the disabled (French,1996; Reynolds et al, 2001).Further to this, age discrimination has also been a major factor preventing the majority of employees from accessing top managerial positions (Oswick and Rosenthal, 2001; Kirton and Greene, 2010).Many top managers have been removed one way or the other from top and high paid positions in organisations as a result of their age as they are normally perceived to have less capabilities and skills to function well in such organisations (Kirton and Greene, 2010). For instance, the criteria employers use in their recruitment and promotional processes are normally discriminatory against either old employees or even the younger ones (Perry and Parlamis, 2006; Kirton and Greene, 2010). Further to this, the sexual orientation of employees could also be problematic not only for management but also some employees as well. Many lesbian and Gay people nowadays tend to hide their identity in order to avoid discrimination because companies are frequently harsh and unreceptive towards the lesbian and gay men (Oerton, 1996; Mills, 1989). Cockburn (1991), proposed the equality for lesbians and gay men as the most challenged and argued equality scheme and assignment as a result of the insufficiency of harmony over the ethical value of the gay rights scheme. In addition, it is still popularly assumed that individuals can decide to choose to be heterosexual or lesbian or gay; while one cannot choose in respect to gender, disability, age and ethnicity. Race and Ethnicity heave also been an issue for managers of diversity. Taking the UK employment patterns as an examples, in 2006, the unemployment rate for black minority ethnic men was 11% and that of the white was 5% which makes the rate of the black and minority ethnics group unemployment 2times higher than their white counterpart while the rate of unemployment for black and minority ethnic women was 9% and there counterpart was 4% which makes it 2times higher as well (ECO, 2006). Hence, the rate of women`s unemployment generally in all the ethnic groups experience quite a low unemployment rates than the men. With the recent trend, it can be said that the rate of unemployment as a well as wage gap between men and women in labour market has reduced but absolutely not wiped out (Kirton and Greene, 2010). For employers both in public and private companies to be able to manage a diverse workforce, it is of necessity to be able to understand, envisage and deal with the fascinating features of a diverse workforce. Although, many companies have adopted diversity, some others still regard it as only a matter of conforming to legal prerequisite. Effective diversity management has historically been used to provide a legally defensive position; that is, a firm with a diverse workforce could argue that they were not guilty of discrimination because of the prima facie case based on their workforce demographics representing the demographics of the local community (Ongori and Angolla 2007; p, 73) Lederach (1995) defined culture as the shared knowledge and schemes created by a set of people for perceiving, interpreting, expressing and responding to social realities around them. This definition of culture describes it as a general way by which people in an environment think or perceives things. Hence, culture has impacts on the way persons interconnect and act as it indicates a set of norms including thought patterns, motives, self-image impulsive reactions or feelings (Muir, 2007). 2.3: EQUALITY AND DIVERSITY IN THE NIGERIAN CONTEXT Nigeria is the single largest geographical unit in West Africa with several ethnic groups of about 250 with considerable differences in the norms and values of each major tribe. Gender is a significant part of diversity because, women make up half of the worlds population of which Nigeria is no excerption with half of its population being women even though the majority of these women in question live below the poverty margin and owns little or no education, capital base. (Izugbara and Ukwayi, 2002). There has been little or no research on equality and diversity in companies in Nigeria (Omair 2008, Jamali et al 2005). Nigeria has listed inspiring steps with sense to reducing gender-based violence, sexism and beautifying womens rights apart from many well-intentioned efforts to fill the space between female and male accomplishments in the area of education, economic activity and political participation. Indeed, Nigeria is still undergoing a difficult political and economic transition a fter several years of military rule. The problems include pervasive poverty and widespread unemployment; deterioration of government institutions and inadequate capacity at all levels of government to deliver critical services effectively; sporadic violence between ethnic groups; a legacy of widespread corruption; little growth in the non-oil private economy and limited self-empowerment among local communities. Yet, Nigeria remains a society rich in cultural linguistic, religious, ethnic and political diversity (Obayelu and Ogunlade 2006; p.2). Nigeria accounts for considerable gender inequalities in female labour market involvement, human capital, remuneration and health with pointers for women being profiled as significantly below those for men (Fajana, 2010) Women have the probability to be less buoyant than men and have lesser choices to riggle out of poverty (IMF,2004). Because women possess little formal education than the men they are likely to be inconsistently restrained to lower return and low output or efficiency employment in the informal economy. Subsequently, their capability to break away from poverty through employment is restricted as well. The table below gives an empirical evidence of the huge sexual differences in employment status in Nigeria (Fajana, 2010). Figure 1: Gender Labour Force Rate Source: Compilation based on data from World Bank Development Indicators This graph above shows the huge difference in gender employment in Nigeria between 1991 and 2008 which is obvious that, men in Nigeria are more employed than women. However, the main cause of the problem of inequality and a high rate of unemployment in the labour market is the inability of graduates and skilful individuals to secure decent jobs after studying. Thus, in a country like Nigeria where there exist huge inequalities in gender employment rate, it is a major factor which MNCs transferring their equality and diversity policies to Nigeria to be able to take a good look at and find ways which the situation of the countrys inequality rate would not affect their international standard in negative ways. 2.4: GLOBAL DIVERSITY MANAGEMENT Over the past few years, the word managing diversity or diversity management has been a popular term and matters concerning management of diversity have also gained attention as a result of the diverse workforce and also the rise and increase in globalisation which has increased the mobility of the global workforce (Konrad, 2003). Such a global diverse workforce has culminated in the emergence of regulations and organisational wide policies to try and manage diversity in a way that will be beneficial to the organisations and the society as a whole (European Commission 2003). Seymen (2006) refers to diversity as a situation where differences exists in the background of various employees in an organisation irrespective of their demographic characteristics which includes, gender, age, sexual orientation, sex, ethnicity, educational background, and physique .Workforce diversity has no singular or a general definition, rather still, it has been debated or contended to be a multifaceted and byzantine term that is conceding a notion , idea and belief which conjure diverse views and opinions in various companies and culture (Omanovic 2002, Cassell, 2001). Ozbilgin and Tatli(2008) defined global diversity management as the setting up, organising, managing and putting into practice of management strategies, procedures and development programs for the purpose of accepting varied sets of working in multinational corporations. The definition above may be described as putting together and management of HR policies and practices as well as initiatives that is acceptable across the Headquarter of MNCs and its subsidiaries. Global diversity management has to do with the management of the transfer of employment practices from a parent company to her subsidiaries overseas. Historically, the transfer of management practices from the developed to the developing countries is the mode of operation of the MNCs (Azolukwam and Perkins, 2009). However, the increase in globalisation and also the concerns of growing demographic diversity have enhanced the need for understanding heterogeneity in organisations. Diversity management is a rebranded name given to one time equality policy and practices in organisations in Britain (Kirton and Greene, 2010). They further argued that, matters relating to orthodox equal opportunities such as gender or sex discrimination cannot be separated from the explicit issues such as individual or cultural discrepancies within diversity management. In other to give an overview of what diversity management is, diversity itself should be known. Consequently, Tatli, (2011) suggested that, managing diversity and equal opportunities are complementary rather than conflicting; this means that, the management of diversity and equal opportunities combines in such a way that they both enhance each others qualities other than conflicting. Wrench (2005) also stated that, diversity management is utilised amen ably to conceal so many issues. He further explained that, it should not be allowed to become a Trojan horse that ease or simplify the attenuating of profits which have already been achieved in the procedure of anti discrimination or those that are still crucial for the future. Lauring (2012) argues that global diversity management in multinational corporations has been confirmed a challenging issue as a result of recurrent failures in the making and growth of such programmes. However, he argues that, what differentiates the management of diversity globally from locally is basically because of the enigma of global integration and local responsiveness. Supporting Laurings argument, the successful transfer of policies across border to a local context is totally dependent on how it is been handled in the subsidiary Company and the failure of the MNCs to have a deep insight of how the subsidiary country operates including their ways and beliefs of doing things before formulating or transferring their policies affects the success rate of transferring policies. Noon (2007), argues, that Diversity management is basically an idea that disregarded the significance of equal opportunities and covers up the importance of ethnicity in organisations. On the other hand, (Syed and Ozbilgin, 2009) argues that, they do not as a matter of fact agree with Noons argument and thereby, pointed out that the idea must be ascertain and espy both in the local and international context before its ability and strength can be enhanced and developed. Dass Parker (1999) argue that the difficulty faced by a company in terms of diversity management will be determined by their methods or attitudes they take. However, At the level of international management pressures, as well as urgency of diversity management, interventions vary more extensively than at the level of domestic operations (Tatli Ozbilgin 2008; p.18). An organisations subsidiary must be very distinctive in other to be able handle the domestic markets especially in terms of practices, norms and business cultures that differs from that of the parent country (Lauring, 2012).Though, nearly all multinational corporations strive to convey the well established management procedures that initially allowed the corporation to spread out of its local market to its overseas affiliates (Barkinshaw and Hood, 1998). The successful outcome of these practices in the parent company does not make such practices and policies successful in the subsidiaries overseas, as a result of the distinctions in culture and environment affecting the management situation (Dimitratos et al, 2010). Sippola and Smale (2007) advocates that the transfer of diversity management practices which has more to do with culture, to overseas subsidiary company is possible but could be quite difficult. Nevertheless, Parent companies may also be less dedicated to ensuring homogeneity in diversity management if legal or cultural differences can be used as an excuse for more dilute diversity management approaches(Lauring 2012,p.3).He further stated that, in the case of international unification of diversity management, management practices would be developed in the parent company, but when exported to an overseas subsidiary, they become exposed to different circumstances that may not be in accordance with the genuine notion or intention. Looking at workforce diversity from a business panorama, it is argued that, the proficiency and the capability of a company to endure imminent tasks and encounters is doubled when there is better workforce diversity in particular when there is variation in emp loyees skills, cultural facet, experiences, values (Thornhill et al, 2000).As a matter of fact, managing a global workforce efficiently is regarded has been essential and vital in acquiring benefits for business and in maintaining competitive advantage globally (Florkowski 1996). Pragmatic evidence from a survey carried out by (Dunavant and Heiss, 2005) showed that 100% of those organisations see global diversity as a significant matter. The term global diversity has gained attention as a result of the increase in both national laws and international policies which is made for the purpose of eliminating discrimination and also as a related increase in the rate of important lawsuits against global organisations (Nishii and Ozbilgin,2007) in spite of that, since the types or categories of discrimination that are termed illegal throughout countries and there seems to be broad differences across countries in the way laws and policies concerning the equal opportunities are put in place and unravelled (Ozbilgin,2002).Furthermore, Nishii and Ozbilgin (2007) gave an example of a country like Japan where 99% of the entire population are of the same ethnic groups and hence, given a laid down goals for the firms is basically absurd and unreasonable . 2.5: BUSINESS CASE FOR MANAGING DIVERSITY Before organisations can come to an agreement of operating a diverse workforce, they would be doing it to expect a positive impact on their organisational standard. However, some of the benefits enjoyed by organisations with diverse workforce include a high rate of accomplishment in their transactions with international and domestic ethnic societies as well as a fair circulation of economic opportunity. That is, when a company operates on a diverse workforce, they tend to have different people from difference ethnic groups, different cultures and experience making it much easier for the company to have a good economic transaction with other countries (Blake, 1991; Cox and Blake, 1991). An organisation that is culturally diverse has the tendency of been more competent and effective in networking, easily acting together and job performance than a non diverse workforce (Watson et al, 1993). However, managing and having a diverse workforce can be of significance to the organisations for having access to authority in perspective of demographic changes in workforce and human rights legislation. Thus, employing disabled people, people of different race, background, sexual orientation, ethnic minorities and other disadvantaged group helps organisations to benefit from this position in the labour market and diversified market sections (Mueller, 1998; Fleury 1999). The increased mobility and interaction of people from diverse backgrounds as a result of improved economic and political systems and the recognition of human rights by all nations has put most organizations under pressure to embrace diversity at the work place (Ongori and Angolla,2007; p, 74).Matters relating to diversity will be more significant in a situation where effective and efficient communication, interface and dealings with people is the key method to business accomplishment as the economies keep moving from the manufacturing to service economies (Wentling and Palma-Rivas, 2000). Additionally, the management of a diverse workforce helps in dealing with the issue of gender inequality, discrimination as well as the concerns for women mostly balancing their domestic and occupational role together without having to forgo one for another. Managing a diverse workforce helps management to easily understand customers needs even from an entirely different culture or background from where the company is situated. Race matching can also be linked to the management of diversity in organisations. Race matching is where organisations specifically employ certain ethnicities or race just to attract those customers who are similar to them which could increase business for the company. For example, Tesco or Sainsbury employing black store managers in a branch located in a predominantly black community so as to get more black customers through the door as they will feel more comfortable and relate to them better and this can be a strategy for having competitive advantage. Nevertheless, there are some barriers which hinder the effective management. 2.6: BARRIERS TO DIVERSITY MANAGEMENT As there exists benefits for managing a diverse workforce in organisations, so also there are still certain barriers that need to be tackled before an organisation can successfully manage a diverse workforce. Some of the basic and important barriers are: 2.6.1: DISCRIMINATION Discrimination is defined as the unjust and prejudicial treatment of individuals on the grounds of what differentiates those individuals (Halle, 2008).Previous researches conducted on discrimination shows that women in companies are faced with more barriers in getting to the top position in the organisation than men (Auster; 1988; Fernandez 1998). Even though, there has been laws enacted by the government in various countries against discrimination, there still exists discrimination in the workplace (Wentling and Palma Rivas 1997). 2.6.2: STEROTYPES AND PREJUDICE Stereotype is defined as a fixed and distorted generalisation made about all members of a particular group (Loden and Rosener p.58 1991) while prejudice can be defined as the bias to have a negative judgement regarding individuals who are different from other people in terms of either gender, race, ethnic, physical characteristics and capabilities (Morrison 1992). (Henderson, 1994; p.133) also defined prejudice as a conclusion drawn without adequate knowledge or evidence. Researchers like catalyst (1990), Baskerville and Tuckers (1991) found out that stereotyping, prejudice, discrimination were some of the basic barriers encountered by women in getting to the top and this can be traced to one of the contemporary terms in labour market which is the glass ceiling and sticky floor. Glass ceiling can be described as some of the insubstantial, impalpable and imaginary barriers that counteract and preclude some categories of people from growing and getting higher than a particular level at work while the sticky floor refers to the way that some groups remain permanently on the bottom rung of the organisation ladder and remain fixed in low paid and undervalued jobs (Johnstone (2002) p.4). 2.6.3: HARRASSMENT An explanatory definition of harassment is; any offensive conduct or remarks made to an individual as a result of their ethnicity, race, sexual orientation, age, capability or gender (Poole, 1997). The Blacks Law Dictionary (Black, 1990 p, 1375) defines sexual harassment as a type of employment discrimination, includes sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nat

Dating: Bars, Clubs, And Personal Advertisements :: essays research papers

Dating: Bars, Clubs, and Personal Advertisements Single adults partake of many activities to seek dates and find mates. Many use advertisements in local newspapers to attract possible candidates for a relationship. Others go to single's clubs and bars to find their potential soul mate. The type of activities people choose are dependent on the person's self- esteem and self-confidence. The information for this research was obtained from the article â€Å"Self Esteem of Persons Seeking Dates Via Bars, Singles Clubs, and Personal Advertisements.† The article was written by Paul Yelsma and Paul L. Wienir. It appears in â€Å"Sociological Spectrum† for January - March 1996.   Ã‚  Ã‚  Ã‚  Ã‚  The research method used in this article was a questionnaire. These questionnaires were sent to people who advertised in the local paper. Single's club participants were presented questionnaires and asked to complete them at one of the two clubs in the same geographic region. Those who attended bars were either contacted directly or given questionnaires. The questionnaires were completed by 152 subjects: 40 from ads; 62 attended singles clubs, and 50 frequented bars. (Yelsma and Weinir, p. 35)   Ã‚  Ã‚  Ã‚  Ã‚  What effect does self esteem have in a person's decision on what type of method to use to find their possible companion? It is shown that people with lower self-esteems tend to choose personal advertisements, while people with higher self esteems tend to lean towards the bar scene. Others with a mediocre self-esteem seem to go towards the clubs scene. According to Josephs, Larrick, Steele, and Nisbett, (1992, p. 27) â€Å"The higher one's self esteem, the less one has to fear from threats to the self, and individuals with higher levels of self-esteem should be less affected by the threats to the self.† This means that the higher ones self esteem is, the more they will not be afraid to show themselves in public. Those with the low self-esteems, will hide behind the words of a personal advertisement, while those with higher self-esteems will be open enough to attempt to meet people on a personal basis.   Ã‚  Ã‚  Ã‚  Ã‚  One of the reasons people are reluctant to use personal ads are because of their odd beginnings. In the early days of personal ads, they were used by those seeking homosexual relationships, and for â€Å"immoral actions.† However, since then, the have become much popular. People from all walks of life use personal ads to attract others with similar likes and dislikes. In a personal advertisement, the person making the ad gets the advantage of never actually meeting the person before first contact. This allows them to have a veil of secrecy around them. For those with low self-esteem, this allows them to hide

Homosexuality in Wildes Picture of Dorian Grey :: essays research papers

A critical analysis of Oscar Wildes only novel would yield that it is in fact a homosexual allegory of doomed, forbidden passion. The relationship between Lord Henry and Dorian, as well as Basil and Dorian is, clearly Homoerotic and must’ve shocked Victorian society. Although Wilde halts short of stating that Basil and Lord Henry have sexual feelings for Dorian , the language he uses to describe their devotion for Dorian is unmistakably the language of deep, romantic intimacy. â€Å"Tell me more about Mr. Dorian Gray. How often do you see him?†. â€Å"Every day. I couldn’t be happy if I didn’t see him everyday. He is absolutely necessary to me†. This common motif of homoerotic bonds between men plays a large role in structuring the novel. Basils painting is born from his adoration of Dorians beauty , comparatively Lord Henry is overcome with desire to seduce Dorian. This sense of camaraderie between men fits into Wildes aesthetic values, for it returns him to his past where the philosophy of beauty was not only the basis of society but fundamental to culture. As a homosexual living in an intolerant society, Wilde asserted this philosophy in order to justify his own lifestyle. It’s quite obvious that men have do have relationships with women in the novel- Dorian falls in love with sibyl and Lord Henry himself is married, but these heterosexual relationships are short lived. Victoria Wotton like most of the women in the novel is depicted with no real depth, she is briefly introduced, never to be heard from again. Made clear in Lord Henrys observation of sibyl, â€Å"women are a decorative sex† , her character is of little substance also, as it becomes clear in the subsequent chapters when she so easily gives up her greatest talent in order to pursue a relationship with Dorian.

Nova Scotia :: essays research papers

Nova Scotia   Ã‚  Ã‚  Ã‚  Ã‚  Nova Scotia, one of the three Maritime and one of the four Atlantic provinces of Canada, bordered on the north by the Bay of Fundy, the province of New Brunswick, Northumberland Strait, and the Gulf of Saint Lawrence and on the east, south, and west by the Atlantic Ocean. Nova Scotia consists primarily of a mainland section, linked to New Brunswick by the Isthmus of Chignecto, and Cape Breton Island, separated from the mainland by the Strait of Canso. On July 1, 1867, Nova Scotia became one of the founding members of the Canadian Confederation. The province's name, which is Latin for New Scotland, was first applied to the region in the 1620s by settlers from Scotland. Physical Geography   Ã‚  Ã‚  Ã‚  Ã‚  Nova Scotia can be divided into four major geographical regions-the Atlantic Uplands, the Nova Scotia Highlands, the Annapolis Lowland, and the Maritime Plain. The Atlantic Uplands, which occupy most of the southern part of the province, are made up of ancient resistant rocks largely overlain by rocky glacial deposits. The Nova Scotia Highlands are composed of three separate areas of uplands. The western section includes North Mountain, a long ridge of traprock along the Bay of Fundy; the central section takes in the Cobequid Mountains, which rise to 367 m (1204 ft) atop Nuttby Mountain; and the eastern section contains the Cape Breton Highlands, with the province's highest point. The Annapolis Lowland, in the west, is a small area with considerable fertile soil. Nova Scotia's fourth region, the Maritime Plain, occupies a small region fronting on Northumberland Strait. The plain is characterized by a low, undulating landscape and substantial areas of fertile soil. History   Ã‚  Ã‚  Ã‚  Ã‚  The area now known as Nova Scotia was originally inhabited by tribes of Abenaki and Micmac peoples. The Venetian explorer John Cabot, sailing under the English flag, may have reached Cape Breton Island in 1497. Colonial Period   Ã‚  Ã‚  Ã‚  Ã‚  The first settlers of the area were the French, who called it Acadia and founded Port Royal in 1605. Acadia included present-day New Brunswick, Nova Scotia, and Prince Edward Island. The English, rivals of the French in Europe and the New World, refused to recognize French claims to Acadia, which they called Nova Scotia (New Scotland) and granted to the Scottish poet and courtier Sir William Alexander in 1621. This act initiated nearly a century of Anglo- French conflict, resolved by the British capture of Port Royal (now Annapolis Royal) in 1710 and the French cession of mainland Acadia to the British by the Peace of Utrecht in 1713. Thus, the bulk of the Roman Catholic French-Acadians came under Protestant British rule.

Women in Leadership

Movie Analysis – The Devil Wears Prada PG-13 Starring: Anne Hathaway, Meryl Streep, Stanley Tucci, Emily Blunt 20th Century Fox Directed by: David Frankel Produced by: Wendy Finerman By: Marsha Buehler 1. What are the most obvious leaderships portrayed? Miranda Priestly embraces her role as an authoritarian leader as Editor in Chief at Runway Magazine. She delegates with an expectation of perfection. She has a strong and demanding presence that spreads fear amongst the office personnel. Employees are hopping to please Miranda. Derogatory statements are commonality for Miranda.The core staff has a fearful admiration of Miranda, they respect her obvious knowledge of the business of fashion as well as her well laid out network which enable some aspects of her success. The office atmosphere was chilly. It was obvious that Miranda was not interested in personal relationships; she was strictly business, and did not value relationships. Her staff was up to par regardless of their sit uation or they could find themselves unemployed at any given turn. This was a power that Miranda yielded upon her staff and reaped the benefits of everyone trying to be the perfect employee.Miranda expects Andy to do more than her professional job, she has her buying gifts for her children and walking her dog. The way Miranda throws her coat and handbag on Andy’s desk is demeaning to Andy but Andy is determined to do whatever it takes, believing that if she can st ick it out a year that it will help her career. Andy learns to network and mostly is able to live up to Miranda’s unrealistic expectations. Miranda is controlling – she uses insulting criticisms to control her staff into trying to jump over the moon. Miranda’s opinion is the only one that matters.Miranda puts Andy in the position of telling Emily that she will be going to Paris instead of her. Miranda delegates this unpleasant task to Andy and drives a wedge between Emily and Andy just as they a re developing a better rapport. This creates a divide in the office and of the synergy that Andy and Emily had when they worked together. It seems as if Miranda is trying to justify her cold actions by making Andy make the tough decisions to succeed. Andy revives Emily’s faith in their relationship when she gives her all the clothes from Paris when Miranda decides she doesn’t want Emily to go to Paris.Dragon-lady, career obsessed, Ice queen. – a description that Miranda Priestly uses herself to describe the view the world has of her. Towards the end of the movie when Andy over hears Miranda and her husband arguing, Miranda shows her human side and surprisingly shows some emotion when she confides in Andy about her divorce from her latest husband. After a brief show of her humanity, Miranda jumps back into the role of no nonsense business woman and keeps pushing forward with business even in the wake of heartache and personal drama. umps back into the role of no nonsense business woman and keeps pushing forward with business even in the wake of heartache and personal drama. Emily styles her leadership after Miranda’s authoritarian style. Emily is somewhat condescending and insulting, yet gives Andy some helpful tips and saved her from Miranda’s wrath on occasion, not really as much for Andy’s sake, but for her own – to make herself look better for saving the day as she throws Andy under the bus. Emily is relying on Andy to make her look good because she feels her reputation is on the line.She does on occasion help Andy, but does not show compassion to her. Emily is efficient, but nervous. Emily thanks her when Andy can remember the Ambassadors name when she couldn’t. Nigel is respected and has years of service with Miranda. He helps Andy out with a pair of high heels, already anticipating what would help Andy have the outward appearance that he knows Miranda expects. Nigel calls Andy on her wining and give s a different perspective. He eventually softens his walls and shows some compassion to Andy.Nigel has worked with Miranda for years he has gotten to the point to where he can anticipate her next whim. Nigel gets excited about a job opportunity being a partner with a designer, when the rug is pulled out from under him by Miranda Priestly in a public forum. He realizes this, but stays optimistic while Andy calls him on his statement that Miranda will pay him back at a later time. When she asks if he was sure about that and he answered honestly he didn’t know†¦But this optimistic attitude will help him to move on in a positive way and not let the disappointment and obvious betrayal bring him down.Andy shows passion and is full of drive to succeed, but ignores the politics of the fashion industry until Nigel helps her improve her style. Andy realizes that Nigel can help her improve her style more towards the fashion world’s expectations. Andy embraces fashion and rea lizes the changes it can make in the way she interacts with the world at work and in life in general. Andy is determined to get Harry potter manuscript which she gets through networking in the industry. This shows Miranda that Andy is making big progress and she starts to show some appreciation and a little admiration of Andy.Keeps using excuse – I didn’t have a choice, but eventually she realizes she does have a choice and she makes that choice at the end of the movie and walks away from Miranda. Andy gets the ultimate compliment from Miranda when she is asked for a recommendation on Andy and tells the editor that Andy was her biggest disappointment, and that he is crazy if he doesn’t hire her. Christian – Is charming and turns out to be a great connection who helps Andy out and gives supportive advice, but Andy finds out that he is highly involved in the politics of the fashion world and doesn’t want a part of the betrayal. . Is there a leadershi p theme? Fashion industry seems to worship and still dictate the cold, surface of the political atmosphere†¦There is an authoritarian theme throughout the movie. Driven from the top down, by Miranda Priestly. 3. What aspects of the leader made them successful or unsuccessful? No nonsense, authoritative, knowledge of business, respected by peers and industry experts. Miranda sets the stage for cold, get down to business leadership style and does not waiver.It does keep her staff on their toes and they strive to do everything perfectly for fear of the backlash of insults and the ever present ominous fact that she could fire them at any time. Unsuccessful attributes – insulting, emotionless, dismissive behaviors hurt her relationships with her staff. 4. Which leadership theory stands out to you most? Delegation is the theme in this movie. Everyone delegates down once they realize their place in the political arena. 5. What is your overall assessment of the main leaders? Women in Leadership For the longest time, women have been perceived as weak citizens who can only follow what is demanded of them. They have been called different names, oppressed beyond recognition. However, women have reached the bottom, and are now raising themselves to positions that were not initially designed for them. This is to be affirmed by the different institutions that are campaigning for women leadership today. It was discovered out through their organizational websites that women in leadership do not only refer to female leaders but also to how women leaders help other female individuals in becoming leaders as well. Introduction In the past, women were not allowed to even speak out in society. They were expected to stay at home, to bear children, and to also be ready when her husband is struck with the mood. She was expected to marry as soon as she becomes fertile. She cannot speak out beyond a respectable whisper. Her role is to stand by her husband's side through all he decisions he will make. She is a mere follower. Today, tables have somewhat turned. The women, through the years, were able to raise themselves from the judgmental and patriarchal society. They fought back when she thought that the men were already stepping all over their lives with selfish ideologies, and they succeeded. She surpassed the concept that women can only follow because they cannot think for themselves. She made a leader out of herself. With this in mind, this research paper aims to find how women in leadership are evident through the use of exploring different organizations with this specialization. From their respective organizational websites, their ideas and programs will be discussed, as well as their history. This is to find out the establishment of women in leadership of current times. The primary objective of this strategy is to also help alleviate the different traditional assumptions about women. With the help of the information to be discussed below, the objects and ideologies of women will also be shared. This is to give a sort of clarity to the ongoing question about the role of women in society. The institutions included in this paper are the following: (1) Institute of Women's Leadership, (2) Women in Leadership Foundation, (3) The Center of Women's Leadership at Babson College, and (4) Rutgers' Institute for Women's Leadership. To further emphasize their silent campaigns, established leading women will also be discussed in this paper. All of these are for the formation of a contemporary view of women as leaders. Discussion Institute of Women's Leadership According to their website, the Institute was found 1991 by a woman named Rayona Sharpnack. Their organization is all about delivering leadership programs that will guide individuals about the necessary things to know and do for them to be at their most effective. As part of their objective is to also help in creating change that would last for a very long time. Their ideology about extraordinary leaders lies more on who these individuals are, and how well they are able to harness the wide array of resources present in their environment. Those are the points where they concentrate. As part of their training, they will examine the underlying context of their decisions related to business. This aims to help these individuals in discovering and practicing the idea that when they change the context of how they do business, they are making a breakthrough as well as a whole new exciting reality. The reason behind their choice to change and develop women as leaders lies on their belief that these kinds of changes in organizations will promote the increase of their collaboration, performance, as well as innovation in the organization. It will help the total efficiency, not just of the organization, but also in their respective communities. It will also help these individuals in a personal level. One of their programs is called Women Leading Change. They designed the program to be highly interactive with regards to leadership development. They also included the application of projects that are real-time and real-life. This means that the scenarios used in the programs are highly relevant to their respective situations. Furthermore, to maximize the objectives of the program, the members of this organization made use of coaches who are internationally recognized. The logic behind this is that these individuals have had years of experience, and they will be the best teachers in this field. The alumni community will also be involved in this three-day program. Another program by this institution is called Partners Leading Change. This program, on the other hand, is a co-educational approach. Similar to the previous program, this is also highly interactive as it involves co-ed teams. To sustain more than satisfying results, participants are put under one-on-one coaching. They do not also use hypothetical case studies. They train by always involving the realities in the business world. They are also provided with coaches who are internationally recognized in their respective fields. They will guide their participants through individual and team training for leadership. Furthermore, the participants are exposed to a broad set of alumni, as well as successful professional partners. Women in Leadership Foundation Women in Leadership (WIL) is a non-profit organization that stretches on a national scope. According to their website, they have a dedication towards the advancement of women in attaining leadership roles. They aim to accomplish this through delivering inspirational programs all over Canada. This is in light with their current and succeeding leaders. This year, they are entering their 6th year of providing programs across the major cities of the country. The primary objective, as written in their website, is to promote the women in gaining the leadership role. The second most important objective is to make profiles of the successful women, and use these as role models for their respective fields. As part of their campaign, they will also be the ones who will facilitate the development of these women in becoming leaders. Most importantly, they aim to be able to deliver programs that are innovative. They target connection, information and inspiration. Their website also mentioned that they will support the growth of these women through non-traditional activities. It is important that they are strengthened to raise their potentials in their respective careers at their highest levels. The programs by WIL are designed to expose hopeful women to other women who have been through the same endeavors. With the help of these role models, they are also able to expand a network for the next generation of members. Furthermore, with the help of these partners in the same community, as well as in the industry, they are able to develop a group that will progress through collaboration. Important aspects of the organization will also be given just attention in its development since there members who are more inclined to work because of the design of their institution. With the idea of expansion, programs by this organization are aimed to reach out to the employees of their partners as well. The Center of Women's Leadership at Babson College This organization, on the other hand, has a dedication towards the accomplishment of assisting women through the different stages of their careers. According to their website, they are also after the advantages of in raising the talents and power of women in different organization. The center is about the different executive and educational programs that are aimed to support the different professional development of women being leaders and entrepreneurs. Furthermore, through extensive research, and faculty of experts, the organization claim that they are the best institute designed to help women in their respective professional fields, as well as to help achieve their personal goals. The school made it a point that their female students undergo this center. They have been recognized as the top college for girls. In addition, their MBA program â€Å"Opportunities for Women† was also recognized by Princeton Review. Their programs welcome women and men alike. But their spotlight lies on women in business as entrepreneurs and leaders. This is also a means of changing the face of role models to expand different points of view, as well as aspirations and expectations. Furthermore, they make use of educational events as a means of reaching out to its participants. This is through including successful women, who are entrepreneurs in different companies. Some of these companies are Palm and New Century Brewing Company, as well as Reebok, Aetna, Fidelity, Dell Inc. , and PricewaterhouseCoopers. The institute also has a commitment towards the women who felt the impact of the diversity of demographics and students in the campus. One of their programs, Women’s Leadership Awards, is aimed to offer financial support to selected women students for them to experience an easier enrollment. Today, the institute also has a regular program that is open to the entire campus. A number of 150 students attend panel events, and 535 at their recent annual conference for women’s leadership. From the year 2000, the Center brought more than 250 women executives and entrepreneurs, who are the best in their respective fields, into the school campus. According to their website, they took this as a means of raising the aspirations of the women who attends these programs. It is all about providing different role models closer to their reach. It is also important for the attendees to get close with these role models, to know their lives and stories, as a form of inspiration. The Center also provides the Women’s Leadership Program. This program is called to be co-curricular program as it provides the knowledge and skills in the different opportunities in developing, networking and mentoring opportunities for undergraduate and graduate female students. Their website also mentioned that the career of a woman is not always as good as many assume. Although it was found out that women take almost half of the managerial positions in the US, the problems with gender-based challenges are still high, and it hinders them from progressing further. They recognize the need to understand the different organizational and individual elements of these challenges to find solutions. Through a collaborative deliberation, they do not find the problem that difficult. This is for the empowerment of women in the different aspects in the competitive arena. Rutgers: Institute for Women's Leadership This institute under the State University of New Jersey comprises of six units. Together with its members, the center is at the Douglass College campus. They conduct research, as well as develop and sponsor programs, and other initiative for public service. They are engaged in preparing women of difference ages, races and ethnic backgrounds, for them to play constructive and active roles in the public. The institute is dedicated to examine different issues about leadership and women’s advancement in leadership. They also involve the decisions made in different arenas. This kind of interaction among the participants is a form of encouraging explorations, both scholarly and practical, of how institutions that are formed by race, gender, and ethnicity can be introduced to understanding the concept women’s leadership. According to their website, New Jersey is one of the states ever to have elected a governor who is a woman. On the other hand, despite this fact, their overall record of women electing for public office is relatively low. The state is part of the bottom ten among all the states in relation to the women in its legislature. Their program Ready to Run is an opportunity for the female potential candidates to listen to the elected officials, as well as party officials and campaign consultants on how one should be able to position themselves in the appointed offices. This does not necessarily mean the political offices, but also in their respective organizations. The program is a one-day event. It began in 1998, a joint effort with the Center for American Women and Politics. Another program by the institution is called CLASP, which is a hands-on training for female students. It is a five-week internship with the organization called New Brunswick. They attend three days a week. It also includes a weekly seminar, as well as $500 for the food and transportation expenses. Students will be able to complete 3 course credits upon completing the program. CLASP, according to their website, is a service-based learning program. It offers their female students first hand experiences in an organization local to Central New Jersey. The internship includes activities that are focused on empowering the youth, eduction on art, and prevention of domestic violence. In addition, these activities are also for the promotion of public health and literacy. The students are taught how to address the concerns of the community in regards to their social, economic and political difference. With their weekly commitments, students are given the opportunity to confront issues, like social justice, immigration and poverty. This way, they are guided to reach the idea of undergoing social change. The Women in Leadership Across Time Another website used for this research listed some of the landmarks of history. They aimed to declare to the women of today of who their foremothers are. This is a mere hint of the female rulers who made a big difference in the progress of man. They began with saying that the Egyptians Queens are believed to have begun their reign 3000 BCE. The first of these women was named Ku-baba. She ruled over the Mesopotamian City-State during the 2500 BCE. It was not after the First World War that the women became part of the revolutionary governments in Hungary, Russia, Ukraine and Ireland. Nina Bang was the first female minister elected democratically in a parliamentary government. It was a slow development. According to the website, it was not close to the end of the 20th century that these female ministers ended becoming unusual. The first female President and Prime Minister is named Sirivamo Bandaranaike. It was in 1960 at Sri Lanka where the world's first female elected Prime Minister. In 1974, a woman of Argentina named Isabel Peron became the world's first female president. Today, only two countries remain to not have had a female representative in the government. These countries are Monaco and Saudi Arabia. According to their site, Vatican had a female Assistant Vice-Minister. Sweden, on the other hand, became the first country to have had more female than male minister. Last year, the Finish government comprised of women by 60%. Today, in the United Nations, there are 192 female members, with 2 external independent states. In addition are the a couple of self declared independent states, and self ruling countries. Simultaneously, there are 19 female leaders. In countries of monarchies, Queens rule over 3 countries: United Kingdom, Netherlands, and Denmark. The first is represented by Governor Generals who are also female. There are 6 female presidents across the globe as well. These countries are Philippines, Liberia, Ireland, India, Finland, Chile, and Argentina. Subsequently, there are 7 female Prime Ministers in countries: Germany, Moldavia, New Zealand, Mozambique, Ukraine, Netherlands Antilles, and The Aland Islands Conclusion After all the institutions have been laid out, it is evident from their nature and programs that their pursuit is to raise the women higher from where she already is. They are training these women to target entrepreneurship, and well established positions in businesses. They are teaching the women to reach farther from where they are expected to stand. With the women of broad experiences as their role models and guides, they have cleared a path for them to take. Their goal is to go further, to not stop from raising their aspirations. They are given the opportunities to succeed, and the tools to guide them. The objective of this paper is to find what women and leadership today means, and these institutions helped establish a certain definition. It is all about empowering women, opening their eyes to the reality that women can raise themselves from stereotypes and biases. That, in itself, is leadership. There are unsung women who fought through history, and lead women and men alike in different scenarios. They might be overpowered by the achievements of others. But the idea is not to lift their own names. Women leaders are also inclined to raise their fellow women.

Problems facing by Warwick Town

Warwick began as a Saxon colony. The name Warwick is derived from two Saxon words, wering, which meant weir and wic, which meant houses or colony. So it was wering wic the colony by the weir. In the tenth century Warwick was made into a bastioned town or burh. The Saxons created a web of bastioned colonies called burhs across their land. In the event of a Danish onslaught all the work forces from the country could garner together in the local burh. A ditch and a wall protected Saxon Warwick. However Warwick was more than a fortress. It besides had hebdomadal markets and a batch. Saxon Warwick was a booming small town. By the clip of the Domesday Book in 1086 Warwick likely had a population of about 1,500. To us it would look bantam but colonies were really little in those yearss. By the criterions of the clip Warwick was a just sized market town. The Normans built a palace at Warwick. At first it was of wood but later it was rebuilt in rock. The palace stimulated the growing of the town because the fort provided a market for the towns goods. In the Middle Ages Warwick was protected by wall. There were three great Gatess in the North, E and West. Today East Gate and West Gate still stand. St Sepulchre ‘s Priory was founded in the twelfth century. In the thirteenth century Dominican mendicants came to Warwick. Friars were similar monastics but alternatively of retreating from the universe they went out to prophesy. Dominican mendicants were called black mendicants because of the coloring material of their costumes. St Mary ‘s Church dates from the twelfth century. The Beauchamp Chapel is the burial topographic point of Richard Beauchamp who died in 1439. In Medieval Warwick there were the same craftsmen you would happen in any town such as beer makers, meatmans, bakers, blacksmiths and carpenters. However Warwick was a market town instead than a fabrication Centre. Equally good as hebdomadal markets from 1261 Warwick besides had one-year carnivals. In the Middle Ages carnivals were similar markets but they were held merely one time a twelvemonth and they attracted purchasers and Sellerss from far and broad. Henry VIII closed the priory. On the other manus he incorporated Warwick. ( Granted it the right to organize a corporation to run its personal businesss ) . At first the corporation was run by a bailiff but subsequently Warwick had a city manager. Oken ‘s House was the place of a sixteenth century bailiff named Thomas Oken. In the late Middle Ages and in Tudor times, by jurisprudence, work forces had to rehearse archery on Lord's daies. They practised at the Butts. Like many towns Warwick still has a street named The Butts. In 1571 Lord Leicester founded almshouses known as Lord Leycester Hospital. By the early seventeenth century Warwick was a bustling small town with a population of about 3,000. However like all towns at that clip it suffered eruptions of pestilence. The plague struck in 1604-05 and killed many people. Nevertheless the population of Warwick continued to turn. Warwick Market Hall was built in 1670. Then in 1694 catastrophe struck. A fire destroyed many of the edifices in Warwick. However they were finally rebuilt and the town continued to thrive. The nave and tower of St Mary ‘s Church were destroyed in the fire. They were rebuilt in the old ages 1698 to 1704 by William Wilson. Warwick Court House was built in 1725. At the terminal of the eighteenth century communications were improved when canals were dug. The Warwick and Birmingham canal opened in 1793. The Warwick and Napton canal opened in 1800. In 1801 Warwick had a population of over 5,500. By the criterions of the clip it was a just sized town. It grew quickly in the early nineteenth century but growing so slowed. By 1951 Warwick merely had a population of 15,000. There were a figure of betterments to Warwick in the nineteenth century. In 1810 some of the streets of Warwick were paved and in 1822 Warwick gained a gas supply. In 1849 a infirmary was built and in the late nineteenth century a clean H2O supply was created and cloacas were dug. A public library opened in Warwick in 1866. Furthermore the railroad reached Warwick in 1852. From 1881 Equus caballus drawn ropewaies ran from Warwick to Leamington. At the beginning of the twentieth century they were replaced by electric ropewaies. However they gave manner in bend to coachs. Through the centuries Warwick was a market town instead than a fabrication Centre. That remains true today. Warwick University was founded in 1965. Today the population of Warwick is 22,000.Summary of conveyance jobs confronting Warwick TownFor several hours each working twenty-four hours the town suffers from congestion, pollution and rupture, adversely impacting occupants, concerns, visitants and others who wish to utilize and bask the town ‘s comfortss. Some of the traffic uses Warwick town Centre as nil more than a short cut. At other times, traffic moves so fast through the narrow residential and commercial streets that people on pes feel uncomfortable or even insecure, suppressing the town ‘s attraction for occupants, shoppers and visitants. Development will go on, and will, with bing traffic agreements, increase the growing of traffic in the town Centre, declining pollution, congestion and uncomfortableness.Aims of a Transport Plan to turn to these jobsTo better handiness to the conveyance system in order to advance a fairer, more inclusive society.To back up economic growing by seeking a conveyance system that is able to advance full employment and a strong, sustainable local and sub-regional economic system.To construct a greener, cleaner and sustainable environment by seeking to cut down the impact of conveyance on the environment.To cut down offense and better the safety of people when they are utilizing the conveyance system.To advance the integrating of assorted conveyance manners, both in footings of policy planning and the physical interchange of manners.Schemes and Interventions to turn to the aimsWe will better entree to public conveyance by upgrading our conveyance substructures and give more precedences to o ur public conveyance systems on our roads by presenting coach precedence webs. We will cut down parking installations in and around the town Centre and set up park and drive installations. Junctions and boundaries betterments will be necessary to deviate traffic off the town and guarantee there are less congestions on the alternate paths. The coach Michigans will be upgraded and equipped passenger existent clip information systems and besides fitted with benches. The curb will be dropped to let the handicapped people, aged and kids to utilize the public conveyance with easiness. We will back up our economic system by making a fast and dependable conveyance web that is able to run into the demands of the local occupants and concerns. Workers will make their finishs on clip and there will less cost of bringing to concerns. There will be less waiting times at coach Stationss and rail Stationss. We will construct a greener, cleaner and sustainable environment by extinguishing general vehicular traffic within the town Centre, pedestrianising the environing roads and besides, plantation of trees on the streets. The streets will be easier to brush and will suit mechanical sweepers. De-cluttering of troughs and the drainage systems will besides lend to accomplishing this nonsubjective. We will do rhythm and walking paths more accessible, attractive, comfy and secure to promote average displacement from auto to a more sustainable signifier of conveyance. We will set up an air quality direction unit to supervise the air quality. We will promote all motor vehicles to suit particulate filters to their exhaust systems so as to cut down the emanation of harmful pollutant to the environment. With mention to Well-Lit Highways, more street illuming will contend offense in signifier of increased surveillance in subwaies, more traffic motion, inactive surveillance and more cleaned streets. There will CCTV fitted in all our public conveyance systems, conveyance corridors will be monitored by CCTV besides. There will be Police Operation Command Unit dedicated to our conveyance systems. There will be police presence on the web. Safety is overriding to the hereafter of our kids. We will extinguish motorized traffic in and around our schools. We will present walking coach system farther guarantee safety of our kids. We will go on to put in our schools to guarantee good quality instruction. We will pull off our roads, streets and other conveyance webs better to guarantee efficient and hassle-free interchange. We will work together to present a timetable that puts the clients foremost. This will cut down inordinate waiting times at broke Stationss and train Stationss. I advocate puting up a section whose duty should be to scheduling system that integrates all the manners together. An illustration of a metropolis has achieved this cosmopolitan timetable is Bremen, in Germany. They have developed an integrated conveyance web that meets the demand of everyone in their metropolis. Buss, trains and ropewaies arrive and depart at the same clip. If any of the manners arrives early, it must wait for the other manners before going. This ensures smooth connexion. Dependability is really critical to clients and a dependable conveyance system will promote more people to utilize the public conveyance systems thereby increasing backing and gross for economic growing. We will pull off traffic on roads, including its velocity and volume ; so that active and public conveyance picks become the smarter pick. There should be a realization that conveyance substructure proviso will practically ne'er catch up with demand, therefore go forthing a batch to be improved via other agencies. These other agencies include: better demand and traffic direction actions, more incorporate logistics ironss direction and other soft actions. The velocity bound of a route web will find how other manners of conveyance such as walking and cycling will utilize the web. There will be debut of route pricing policy to undertake congestion constrictions and raise gross to assist fund care of the substructure. We will present climate alteration policies. This will evidently assist cut down local air pollution and better wellness benefits. This will affect exchanging from fossil fuels to renewable or from coal to gas in order to cut down emanation of pollutants to the environment.