Gender Inequality Essay

It is not up for debate whether women are discriminated against in the workplace it is evident in census data; in 1998 women made 73 cents to the dollar paid to men. Even today, there is still a pay gap that exists between women and men. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work. Data shows that women do attend to family obligations, like having a child, caring for a sick family member, or caring for an elder; but they also do not give up on work. Yes, women often chose lower paying jobs in exchange for flexible hours and do spend a lower number of hours per week long-term at their jobs than their male counterparts. Because women are socialized to be the primary care givers they are kept at these lower paying jobs that are more flexible, the jobs allow them to care for their family yet still retain an income (possibly a second income for the household). Women’s changing roles in society has resulted in this workplace problem. Women are allowed and often encouraged to work but they are not rewarded or compensated at the same level, for their efforts, that men in the work force are. The pay gap would be narrowed if companies were more conducive to family schedules. Men and women would receive equal pay for the same job. Companies would benefit by retaining quality employees. Men and women need to start out making the same amount of money for the same job, companies need to offer women ample maternity leave, families need to be offered childcare (or childcare compensation), there needs to be a flexible work environment, and men should never be discouraged from taking paternity leave. It seems that women workers have reached a plateau in society. In order for women to be respected as men are) in the workplace there needs to be a redistribution of domestic and family work. It’s acceptable now for women to work; but this acceptance into the workforce has not drastically changed what they, women, are expected to perform at home. There is no way for women to move forward to equality in pay if they are not recognized as contributors to their job (i.e. women are still expected to perform outside of work in the family setting as well in a way that men are only expected to perform at work and not at home). As soon as more domestic and family work is allocated to men than women will be able to attain equal pay. Women, with less work at home, will be able to commit to full time jobs, have to leave the workforce less, take less leave, and be able to climb the corporate ladder just as men are today. Since 1942, gender inequality, at least in pay, can be traced. In 1942 the National War Labor Board issued a general order that authorized employers to make voluntary adjustments in salaries or pay in order to demonstrate gender equality (at least in jobs were women and men worked the exact same job and had comparable quality and quantity of work) (CNN). Rates of women in labor unions has been increasing since they have entered the workforce. Even with the increase of women union numbers this inequality of pay still exists. Women are encouraged by unions and other organizations to sue their employer if they are being treated unfairly in the workplace. Women are unlikely to pursue this option against their employers because of limited resources, i.e. money and time. Gender discrimination in the workplace is not only evident in the pay gap but also in sexual harassment and the â€Å"glass ceiling† in organizations. The term glass ceiling began as a reference to discrimination against women in the work force. â€Å"Glass ceiling† encompasses many different kinds of discrimination against women workers including but not limited to: differences in pay for comparable work, sexual harassment in the workplace, and companies that do not have family-friendly policies. The glass ceiling is an unwritten rule in many businesses. The ceiling is an invisible barrier that usually affects minorities and women. This barrier is extremely debilitating for women in their job because it makes them feel inferior and that their bosses do not take them seriously because of their sex. Women feel that their bosses aren’t taking them seriously because the bosses do not view them as potential candidates for the most prestigious positions in the establishment. The glass ceiling is another oppressive means used by corporate America to keep women out of powerful positions and keep them from raking in a lot of money; in terms of their gross income. A study done by the U.S Department of Labor in 1991 reviewed nine Fortune 500 companies and the results confirmed that workers in these companies, minorities and women especially, came into contact with the invisible barrier, â€Å"the glass ceiling†, very early on in their careers. The U.S. Supreme Court has designated two different types of sexual harassment in workplaces: Type 1 and Type 2. Type 1 is harassment that directly results in an employment outcome (ex. the harasser would say that if you don’t do X you will lose your job). Sexual harassment of Type 2 is not nearly as direct but creates a hostile work environment for the harassed worker. This hostile in environment can be created by rude gestures, sabotaged work, inappropriate name calling, vulgar jokes, unnecessary touching, comment on the appearance of others (physical attributes), etc. Women are now surpassing men in the amount of education, in years and higher degrees, they have. If the workforce does not allow them to pursue executive career options then they will find themselves unable to fill these positions. Women in 1996 earned 1,255,057 college degrees as compared to men who earned 992,638 degrees (Career Planning). The ever increasing amount of women furthering their education makes them more likely to want to enter the job market. Also, the longer a woman is in school the longer she will be in the workforce, when she enters it, because it is likely that she will delay childbearing. Even though female graduates may be even more qualified for a position than her male counterpart the woman will be much more likely to be recommended for a job as an assistant or secretary job than the man. She will be told that this assistant or secretarial job is her way to get her foot in the door at the company. The employers will act like this is a typical entry-level position when in fact a man in the same situation will immediately begin at a much higher level in the company. Women are over represented in the lower paying jobs in the company- almost all assistants and secretarial positions are filled by women while men crowd the top and fill the most prestigious positions in the company. This concentration of men at the top and women at the bottom is called â€Å"occupational segregation†. I began the Intro to Critical Feminist Studies course with a very clear idea of what feminism is yet I was hesitant to call myself a feminist. A feminist, to me, is someone who advocates for women’s rights and their equality as compared to men. Women and men are equal yet both are very different. A feminist is someone who capitalizes on and embraces the differences between men and women. Anyone can be a feminist but feminism, to me, means only advocating for women’s issues like gender discrimination in the workplace. Through the semester my definition of feminism has not changed drastically; yet I am much more willing to associate myself with this movement/name. My hesitation in calling myself a feminist was based on worries about the social implications of the word â€Å"feminist†. I don’t judge people merely because they attach this label to themselves or associate with other â€Å"feminists† so there must have been some deeper concern about the social implications of being one, a feminist. I don’t think that individuals necessarily associate being a feminist with negative things but that socially, in group situations and in the larger context of society and politics, being labeled as a feminist will limit your options. Specifically, I am concerned with the implications of being a â€Å"feminist† in the workplace. The workplace, to me, is the center of the politically correct and somehow labeling yourself a feminist makes you politically incorrect and socially awkward. Labeling yourself a feminist, ironically, attributes a male characteristic to you, i.e. confidence. Because feminists are labeled with this confidence and that they have such a clear idea of what injustices against women are they are outcasts. This topic, gender discrimination in the workplace, is related to a topic in my previous papers, women and healthcare. The job market is probably the most influential factor in an individual’s ability to obtain health insurance. This job-place discrimination against women indirectly affects the quality of healthcare available to most American women. It’s important to me to have equality in the workplace because I am a women and I don’t deserve to make less money than a male-counterpart just because of my sex. Even if it is the case that women are in and out of the labor force (more than men) because of familial obligations there is no cause for this discrimination in the workplace. Women are in and out of the labor market caring for men, men’s children, and men’s relatives yet women get paid less than men for the same job. There is even more cause for the wage gap to be closed because women’s roles are changing; many women are both mothers an d workers. In the past, maybe it was OK (not just but socially acceptable) for women to make less money than men because men were the providers and the woman’s income was play money. This is no longer the case. Women are now equal providers for their family, possibly the bigger earner, and frequently the sole provider for their household (single moms etc.). A female that just graduated from college with a major in marketing calls an agency to schedule an interview. She gets to the interview on time, well dressed, and ready to be hired. The interview proceeds and the interviewer is impressed with her resume; but is very interested in her typing speed. The interviewer takes the recent grad to another room, a computer lab, where she is sat down and prepared to take a typing test-to determine her words per minute. While typing, she sees an acquaintance of hers from school and he is applying to work for the agency as well. Her male acquaintance is interviewed by the same person yet he is immediately suggested for a position in the company without taking a typing test. The interviewer suggested the taping test for the female grad because having good typing skills would help her get her â€Å"foot in the door†, i.e. she could start out as an assistant or secretary. Even though both prospective employees, the woman and the man, had equit able educations the woman was not encouraged/allowed by the interviewer to enter the ranks of the business as anyone but a secretary (Career Planning). Some examples of gender discrimination in the workplace are: women not being hired for a position (which they are qualified for) because the company’s long-time clients feel more comfortable dealing with men, during company cutbacks men with the same job with less seniority keep their job over a woman who has been working for the company for a long time, and women not being able to attain a promotion even though they qualify for it (the woman has exemplary reviews and has earned many awards in her position (like employee of the year, etc.) the promotion is given to a less qualified male). After the National War Labor Board issued general order sixteen the fight for equal pay continues. President John F. Kennedy signed the Equal Pay Act in 1963. This Act signed by JFK applied to 27.5 million workers (both men and women) and required â€Å"employees doing work requiring equal skill, effort and responsibility- and work performed under similar working conditions-be paid equal wages† (CNN). In subsequent years, following both the general order sixteen and the Equal Pay Act, numerous bills and acts have been passed to guarantee women and men equal pay for the same job; yet the pay gap still exists today. A more recent statistic on the pay difference, from 2000, found that women still make .80 cents to the dollar that’s paid to their male counterparts (GAO). A few women have been compensated for their lost wages. The Department of Labor’s Office of Federal Contract Compliance Programs, OFCCP, began reviewing corporate management systems in 1993. The OFCCP began the review process after President Bill Clinton signed the Family and Medical Leave Act. This Act protects workers jobs guaranteeing them at least twelve months of unpaid leave due to the birth of a child or extreme family circumstances (someone is very ill, etc.). These reviews of corporate management systems has been instrumental in paying back wages to women. One of the OFCCP’s reviews included an evaluation of Fairfax Hospital in Virginia. The hospital, as a result of its preliminary review by the OFCCP, agreed to pay over $425,000 in back wages to 52 female workers ; these workers were â€Å"employed in the top six grades of the hospital’s personnel structure† (CNN). Also, after the hospital’s review they gave 44 out of the 52 women pay raises, which gave these individuals more than $178,000 (extra) in total. These raises account for more than $4,000 a year extra income for each woman. Out of all the corporate reviews by OFCCP, the largest settlement was with CoreStates Financial Institution in Philadelphia, Pennsylvania. As a result of their review CoreStates paid more than 1.5 million dollars to women and minorities to compensate them for (past) pay discrimination. In addition to paying the 1.5 million dollars to workers CoreStates paid more than â€Å"334,000†, in salary adjustments to 76 women and 66 members of minorities† (CNN). The monetary compensation does not address the root of why women are paid less than men. If companies are willing to settle with the OFCCP and pay lost wages to female workers then they obviously recognize the injustice they are committing in the pay scales. Even with the passage of numerous acts that require employers to give equal pay the gap still continues between women and men’s salaries. From the 1960’s when JFK signed the Equal Pay Act the number of women workers was at an all-time high. From the beginning of the 60’s to the mid 70’s more than half the increase in the amount of workers in the labor force was made up of women. Most of these women were married and delayed having children so they could stay in the labor force longer. Even though women’s primary obligations are to their families they still do remain in the workforce after having children. Families can’t make it without the second income provided by the female. Women are in and out of the labor force but only to recover from childbirth; the number of working moms in 2006 was over 2.6 million. More than 72 percent of mothers in the Unites States, with children under the age of 18, are either employed part or full-time. Women are in hostile environments at home and at work. Women are paid less than men for the same job, are sexually harassed at work, and are cornered into low paying demeaning work. Even though women are expected to be equal providers for their family they are also expected to be the primary caretaker of their family. It is impossible for women to excel in both arenas if they are not granted equality. This equality would include either redistribution of domestic and family work (while women continue to work in the office) or equal respect for â€Å"women’s work† (women staying at home while men work in the office).

Phoenix Agency Roanoke Branch Essay

A parasitic disease is defined as any disease resulting from the presence of any life cycle stage of parasite. Cheyletiella are mites that live on the skin, causing irritation, dandruff, and itchiness. A distinguishing feature of this mite species are the large, claw-like mouth parts. These mites can be found quite commonly on cats, dogs, rabbits, and other species. Though humans are not a natural host for this parasite, Cheyletiella mites can happily live on humans for a while, causing an itchy rash. Cheyletiella parasitovorax, also known as walking dandruff, is a mild dermatitis caused by fur mites in rabbits. It’s often referred to as walking dandruff as the mite can sometimes be seen moving under the dandruff scales. It is primarily transmitted by direct contact between infested and non-infested rabbits. The mites can survive in the environment for several days, so spread may also occur through contaminated hay or bedding. The presence of fur mites is not always easy to determine. When present, Cheyletiella parasitovorax is most likely to be found on the dorsum and neck of the rabbit. Signs and symptoms include thinning of the hair over the shoulders and back, red oily hairless patches over the back and head, dandruff, and mild-to-moderate pruritus. Rabbits may not show any signs of infestation. Though sometimes Cheyletiella mites can be seen moving about on the skin, in many cases they can be quite difficult to find . Diagnosis is made by identification of the mite. This may be possible with the naked eye or using a magnifying glass in heavier infestations. In other cases it may be necessary to examine hair or skin scrapings under a microscope. Examining dandruff, hairs or scrapings of the skin under the microscope can positively identify the mites or eggs. By combing the coat of an infested rabbit over a piece of black paper and observing the paper for â€Å"moving dandruff is another way a diagnosis is made. There are several different treatments available. The veterinarian usually determines which one is best for the rabbit. Most commonly treatment involves a course of either injections or spot on treatments. Dips in lime sulfur and injections of ivermectin have been used to treat an infestation with these mites. The rabbit should be re-examined at the end of the course of treatment to ensure that the infestation has cleared completely. It is just as important to ensure that the environment is properly treated, in order to avoid re-infestation. This is done by removing all hay, bedding, and toys. Once removed disinfect them thoroughly, then use an insecticidal fog or spray that is effective against Cheyletiella. Some veterinarians recommend preventative treatment with kitten-strength Revolution for rabbits who are particularly prone to mite infestations. Dosage amount and frequency will be determined by the size of the rabbit, along with its medical history. There is no vaccine available to prevent this disease. Cheyletiella is considered to be a possible zoonotic infection. Most people are exposed through handling of infested pets. Infection is typically transient and self-limiting in people because constant contact with infected animals is needed to maintain infection with humans. Occasionally humans exposed to this parasite will develop mild skin lesions. These may be itchy and can form open sores in very severe cases. Anyone handling diseased rabbits should thoroughly wash their hands and use appropriate caution to prevent from being infected. Cheyletiella parasitovorax isn’t a reportable disease. I would educate clients about Cheyletiella by use of posters, charts and pictures. I would also send home brochures and websites for them to read over. These materials would describe the cause, symptoms, diagnosis, treatment, and prevention of Cheyletiella.

Agency and Deterministic Theories

Enthusiasm for the focused results of organizational marvels has become altogether in the course of the most recent quite a long while. Generally, this intrigue has shown itself in 'procedure execution' investigate. Customary system execution researchers have concentrated the procedures through which a firm picks its techniques and in addition the procedures through which those techniques are executed. In this exertion, these researchers have depended vigorously on thoughts and hypotheses taken from organizational financial matters (e.g., exchange cost financial aspects, office theory), organizational theory (e.g., models of formal organizational structures), organizational conduct (e.g., initiative, individual and cooperative choice making). A theory was characterized as including models, definitional frameworks, explanatory composition, and effective builds. The criteria shown to assess a theory as critical were that the theory (1) ought to have demonstrated valuable in comprehension, clarifying, and anticipating the working of organizations or the conduct of individuals in them; (2) ought to have produced huge research; and (3) ought to have clear ramifications for practice and application in some region of administration or organizational working. The researcher is going to explore agency theory as well as the deterministic theory to make our understanding of organizational actions (Agnihotri, 2014). The organization theory writing is loaded with deterministic possibility hypotheses in which the part of the human decision is consigned to a place very optional to the goals of ecological turbulence, innovative procedures, size and proprietorship, data handling necessities or normal determination forms. For instance, proposed connections with respect to "integrity of fit" contemplations amongst organizations and condition suggest that the outline of an organization takes after pretty much consequently from the degrees of variety and many-sided quality displayed by the earth. What such hypotheses do is accept that these "relevant" limitations are official in their belongings and drastically diminish the scope of organizational reaction other options to those that will create the correct "fit" with the autonomous variable being referred to. Camelia (2015) condenses this view succinctly in the opening section of Organizations in real life. He contends that organizations do a portion of the essential things they do on the grounds that they should—or something bad might happen! Later on, he expresses that the "factors controlled by the organization are subordinated to the requirements and possibilities. In differentiating shut framework and open-framework techniques for examining organizations, Hong-wei & John (2013) permit as how the last lets in a bigger number of factors than a man can grasp at one time, bringing about unusualness and vulnerability, and the previous gives the mental solace of expecting determinacy. In spite of the fact that Thom was alluding to the instabilities confronted by a manager, on the off chance that one looks carefully enough, one notification the creator's motivation of lessening his own logical vulnerability by looking for determinacy among the calculated and observational plans acces sible. Determinism is one normal for the organizational writing referred to. Another is reductionism: the reviews tend to concentrate on one free factor (e.g., the level of turbulence) as it makes administrators control one-word variable (e.g., structure). Furthermore, the hypotheses, by and large, are gotten from static, cross-sectional connection considers, which exhibit issues of causal deduction: these sorts of investigations expect that the frameworks being contemplated are in equilibria. In one review that endeavored to rectify for both of these restrictions, Krstov & Vodopivec (2012) looked for hypothetical combination by analyzing how rates of progress of two autonomous factors (size and innovation) influence the rates of progress of two ward factors (many-sided quality and basic separation). In any case, even with a dynamic examination, they found that clarifications for the impacts of the two relevant factors together proved unable to be created. In this manner, they were diminish ed to isolate causal models for every free factor. As contended beneath, maybe the quest for deterministic clarifications drive this reductionism. Agency theory has been utilized by researchers in bookkeeping, financial matters, fund, advertising, political science, organizational conduct, and human science. However, it is as yet encompassed by discussion. Its advocates contend that a transformation is close by and that the establishment of an intense theory of organizations is being established. Its spoilers call it unimportant, dehumanizing, and even "hazardous". In spite of Manral’s (2010) affirmation that agency theory is altogether different from organization theory, agency theory has a few connections to standard organization points of view. At its foundations, agency theory is steady with the work of art works of Manzur & Claudio (2017) on the way of agreeable conduct and on the incitements and commitments of the business relationship. As in this prior work, the heart of agency theory is the objective clash intrinsic when people with varying inclinations take part in a helpful exertion, and the basic similitude is that of the agreement. Agency theory is likewise like political models of organizations. Both agency and political points of view accept the quest for self-enthusiasm at the individual level and objective clash at the organizational level. Likewise, in both points of view, data asymmetry is connected to the energy of lower request members. The distinction is that in political models objective clashes are settled through dealing, transaction, and coalitions—the power component of political science. In agency theory, they are settled through the alignment of motivations—the value instrument of financial aspects (Martyn et al, 2017). Agency theory additionally is like the data handling ways to deal with possibility theory. Both points of view are data hypotheses. They accept that people are bounded sound and that data is disseminated lopsidedly all through the organization. They likewise are effectiveness hypotheses; that is, they utilize effective preparing of data as a basis for picking among different arranging frames. The distinction between the two is their concentration: In possibility, theory scientists are worried about the ideal organizing of detailing connections and basic leadership duties, though in agency theory they are worried about the ideal organizing of control connections coming about because of these detailing and basic leadership designs. For instance, utilizing possibility theory, we would be worried about whether a firm is sorted out in a divisional or network structure (Richard & Gordon, 2016). In the omnipresent mission for the diminishment of vulnerability, maybe people require the variable-lessening capacity that deterministic hypotheses give. From inside the approach, writing comes clarifications of firm conduct in which directors try to diminish the quantity of possibilities and blueprints from which they should react (Selene et al, 2015). What's more, despite the fact that the sane through a school of arrangement plan places the outlining of organizations as the sane procedure of executing a technique, organization structures themselves influence future choices what's more, place limitations on resulting system development. Manral’s (2010) investigation of city government introduces an institutional model in which approach results are affected by which authoritative structure (chairman gathering or board supervisor) is utilized. Subsequently, institutionalized working systems, standardized parts, individual domains, and power connections inter conspire such tha t lone incremental and peripheral choices landed at through arranging and consecutive regard for objectives can prevail with regards to starting changes. Since monstrous reorganization ordinarily is viewed as unrealistic from a cost stance and is extremely opposed on account of its danger to existing force bases and its impact of reestablishing vulnerabilities natural in the changing of formal connections, basic dormancy offers to ascend to the incrementalism. Correspondingly, contending coalition bunches with vulnerability lessening standard working strategies advance consequentialism in objective mindfulness and fill in as smothering snags to breadth in system definition. The "political strengths" impact on the system so relevantly depicted by (Simchi-Levi, Bramel, & Chen, 2014) likewise work vertically inside chains of command to influence policy results by affecting the transmission of data to the policymakers. This "political process" view is deterministic as in strategy results are controlled by powers outside the ability to control or insight of the policymaker; results fitting in with earlier expectations or activity are, best case scenario, unplanned. In a survey of models of "balanced" decision, Mar made the qualification between models of figured discernment, in which individual aims do manage individual (smaller scale) practices, and systemic judiciousness, in which expectations are found or learned as the organizational activity spreads out (Yahyagil, 2015). In either case, results are the result of (some of the time arbitrary) assemble communication, not administration. For instance, one model of ascertained discernment is Alistair & Sà ©bastien’s (2017) "trash can" model of organizational decision, in which choices are created by the obvious propensity of individuals, issues, arrangements, and decisions to be joined by the generally subjective mishaps of their synchronization as opposed to them at first sight pertinence to each other. Presently, one ramification of determinism is that there are sure logical laws (cause-impact connections) that administer occasions. Those laws are discoverable through experimentation, either by researchers or by experts. In this soul, one systemic model, versatile levelheadedness, proposes that if the world and inclinations are steady and the experience sufficiently delayed, the conduct will approach the conduct that would be picked objectively on the premise of great information. At the end of the day, there are a few (deterministic) laws at work which will be found by supervisors as gathered experience licenses them to be uncovered. The above arrangement writing has a tendency to underscore interior structure or political determinants of approach, yet other research keeps up that procedure regularly is most certainly not figured (inside the firm) however is consulted with outer gatherings in the earth. This is particularly valid in government-controlled ventures (e.g., utilities) in which the "zone of key attentiveness" for top-level corporate chiefs is being diminished. Taking after this "outside limitation" perspective of the policymaking procedure, the revelation of new open doors and choices is not really the result of objective ecological examining, as proposed by defenders of key arranging; these options regularly are introduced to the chief by components in the earth itself. For instance, Camelia (2015) proposes that not rarely chiefs' consideration is called to key open doors by sources outside the firm; and this was the reason for Jain (2015) theory that the remote speculation choices made the American multinational firms were the consequence of getting proposition from difficult to overlook sources in their surroundings, (for example, outside governments, customers, and so on.), as opposed to from either casual or formal pursuit. Then again, a "balanced" way to deal with aligning with the earth, for example, collaborating or converging with different organizations, might be blocked, turned around, or generally upset by administrative activity. Taking after this pattern of distinguishing the "powers from without" that compel procedure making, another current line of research in a vital administration is spoken to by the utilization of industry financial aspects in examining the focused conduct of firms inside specific modern conditions. Modern organization financial matters place an industry "structure" (number and size of firms, the level of interest, and so forth), which decides the characteristic benefit of a specific industry. Vital administration researchers have refined this introduction by endeavoring to clarify contrasts in the execution of individual firms inside ventures. This exploration accepts that an arrangement of organization activities (systems) can be coordinated to industry goals to accomplish maximal execution (Rubà ©n et al, 2014). This paper has contended for a move in the path look into in methodology is directed keeping in mind the end goal to envelop the innovative action inferred in its administration. This involves a suspension of conventional direct thinking and the reception of a persuasive perspective. This is not a one of a kind viewpoint. A more legitimate viewpoint lies in the center. Agency theory gives a remarkable, realistic, and exactly testable viewpoint on issues of agreeable exertion. The expectation of this paper is to elucidate a portion of the perplexity encompassing agency theory and to lead organizational researchers to utilize agency theory in their investigation of the expansive scope of central specialist issues confronting firms. Agnihotri, A. (2014). Corporate reputation based theory of choice between organic, hybrid and inorganic growth strategies. Corporate Communications, An International Journal, 19(3), 247-259. Alistair Anderson , Sà ©bastien Ronteau. (2017). Towards an entrepreneurial theory of practice; emerging ideas for emerging economies. Journal of Entreprenuership in Emerging Economies, 110-120. Camelia, D. (2015). Grey systems theory in economics – a historical applications review. Grey Systems: Theory and Application, 5(2), 263-276. Hong-wei Hei, John Balmer. (2013). A grounded theory of the corporate identity and corporate strategy dynamic: A corporate marketing perspective. European Journal of Marketing, 47(3-4), 410-430. Jain, A. K. (2015). Volunteerism and organisational culture: Relationship to organizational commitment and citizenship behaviors in India. Cross Cultural Management, 116-144. Krstov, L., & Vodopivec, R. (2012). Global business in the supply chain and the dynamic effect of organizational rules. Upravlenie razvitieto na organizaciite, 43(4), 96-119. Manral, L. (2010). Towards a theory of endogenous market structure in strategy: Exploring the endogeneity of demand?side determinants of firm investment strategy and market structure. Journal of Strategy and Management, 3(4), 352-373. Manzur Rahman , Claudio Carpano. (2017). National corporate social policy, corporate governance systems, and organizational capabilities. Coporate Governance: The international journal of Business in Society, 13-29. Martyn Gosling, James Richard, Yuri Seo. (2017). Markets and market boundaries: a social practice approach. Journal of Service Theory and Practice, 27(2), 408-426. Richard N Landers, Gordon B Schmidt. (2016). Social Media in Employee Selection and Recruitment: Theory, Practice, and Current Challenges (illustrated ed.). Springer. Rubà ©n Sarabia-Pà ©rez , Antonio Jimeno-Morenilla , Rafael Molina-Carmona. (2014). Deterministic mathematical morphology for CAD/CAM. Engeneering Computations, 1221-1241. Selene de Souza Siqueira Soares , Maria Sylvia Macchione Saes , Luiz Fernando de Oriani Paulillo. (2015). Brazilian ethanol market: Organizational change and impacts on the governance structures of distribution firms, 2000-2012. British Food Journal, 2532-2546. Simchi-Levi, D., Bramel, J., & Chen, X. (2014). The logic of logistics : theory, algorithms, and applications for logistics and supply chain management (4 ed.). New York: Springer. Yahyagil, M. Y. (2015). Constructing a typology of culture in organizational behavior. International Journal of Organizational Analysis, 506-527.  

Performance Appraisals Essay Example | Topics and Well Written Essays - 500 words - 1

Performance Appraisals - Essay Example The organization therefore can easily follow up and make necessary adjustments as necessary in a case where the employee’s performance has gone down. Performance appraisal systems that provide good merit and compensation motivate workers who in turn give their best for the benefit of the organization (Grote, 2002). Through these systems, an employee get the opportunity to clarify expectations and enable them discuss issues with their managers. This system however is associated with certain bias like contrast, halo, horn, leniency and recency. Contrast sets in when managers compare the standards of an employee with other employees rather that comparing them with the standards of the company. Halo occurs when managers rank an employee as a result of one area of improvement of the employee, these managers fail to look at the overall performance but narrow it down to one area say an employee has made lots of sales. On the other hand, horn is when an employee is rated poorly when they fail in one of the area they are supposed to perform. Leniency occurs when the manager concerned gives all the employees a satisfactory rating despite their poor performance. Finally, recency occurs when the rating of an employee is influenced by the most recent activity performed by the employee, if the employee performed poorly, his or her past good achievements are highly affected and vice versa (Hamdan, 2007). This system is very important in helping an organization attain its goals and objectives. Successful organizations trace their success from well-established communication channels between management and employees. Through performance appraisal balance between management and employees is well attained. Frequent monitoring of employees, feedback and discussion lead to a good relationship that helps in attaining of the company objectives. Every company has a goal of being successful in what they do and this can only be

Levis Stadium Essay Example | Topics and Well Written Essays - 750 words

Levis Stadium - Essay Example The essay "Levis Stadium" talks about the Levis Stadium which serves as among the world’s best outdoor entertainment and sports venue. The Arena is a football stadium in the suburb of San Jose, San Francisco Bay area in Santa Clara, California. It is also a home to San Francisco 49ers. This stadium consists of hundreds of solar panels from three of the solar bridges connecting to the main parking area of the stadium. Therefore, the stadium is unique in the sense that it is a multi-purpose venue with fan experience and having a green technology as the prime priority. Tickets in the stadium sell massively, in the presale ticket requests stage. The monumental sellout of the tickets causes the price of the secondary market to record high, thereby most fans who fail to get tickets at the first sellout, the battle at exorbitant prices set by the brokers. The stadium has made strategic changes to ensure that ticket sell is fair enough to each fan. The current trend that the stadium uses to sell out its tickets is by online means. The online mail order design gives fans an equal opportunity to purchase tickets during sales. Efficiently, the design allows four-ticket limit for each ticket purchaser, as only one request made per person. Hence, the stadium has put a mechanism to combat the elusive ticket scalpers, having the fans as the key priority. Levis Stadium has magnificent and beautiful luxury suites and clubs seating. The stadium features some of the most innovative and world’s most modern facilities.

Compulsory Education Essay Example | Topics and Well Written Essays - 500 words

Compulsory Education - Essay Example e year 2010, the act of increasing the age for compulsory education by the 6 US states including Indiana, Nevada, South Dakota, Illinois, Nebraska and New Hampshire in the 6 years from 2002 to 2008 resulted in a manifold increase in the graduation rates of students in 2 of the 6 states, namely South Dakota and Illinois, while only 1 state i.e. Nevada experienced a slight decline in the graduation rates (NCSL). The rest of the three states generally sustained the same graduation rates as they were before the year 2002. Leadership comes with power. Power comes with resources. Resources come with technology, technology comes with research and research makes use of existing knowledge. Compulsory education has spread this knowledge, and has thus, made America able to lead the world. Besides, the concept of home schooling is not very common in other countries of the world, but since the government obliges all parents to get their children educated in all cases, people in US not willing to send their children out of the home for any kind of reason have found the solution of their problem in home schooling. â€Å"A homeschooling movement is sweeping the nation – with 1.5 million children now learning at home, an increase of 75 percent since 1999† (Schilling). 1. The compulsory education has not only boosted the literacy rate in many states of US i.e. about 97 per cent in 2005 (Data360), but it has also resulted into an increase in the quality of all types of schools. 1. Although a lot of research has recently gone into exploring ways to make home schooling come at par with the other types of schoolings, yet the difference is too much to completely eliminate, and hence, all children under the compulsory education have not been able to receive the same quality of education. 2. On the other hand, some parents don’t like the idea of sending their children to public or private schools because of their fear of physical and verbal abuse, violence, and racism that is quite

Low Cost Airlines Essay Example | Topics and Well Written Essays - 1750 words

Low Cost Airlines - Essay Example For more than a decade now, the potential of the low-cost airline business has been evident from the huge capitalization of these airlines at stock market spheres (Brock, 2000). For example, at the start of the current decade, in 2002, Ryanair realized a market capitalization of 4.9 billion Euros, which was 45 percent more, when compared to the levels realized by British Airways (Rhoades, 2008). The increased uptake of low-cost airlines was evident from its revenue levels, which were approximated at 20 times compared to that of the traditional competitor (Dempsey and Goetz, 1992). The huge success of starter low-cost airlines in the industry has led to the emergence of new airlines in the same category and using the same business, trying to mirror their strategies. The success of these airlines can also be traced from the fact that they have stimulated a new class of demand, which offers evidence that they are not getting their customers from traditional airlines; low-cost airlines a re attracting new demand and customers into the industry (Dresner, Lin and Windle, 1996). Due to the major impact of low-cost airlines, traditional airlines have acknowledged the threat of the growing competition; therefore, have reacted to the new business model, especially in the line of business travel (Meyer and Menzies, 2000). This paper will explore the success strategies of low-cost airlines; explore the factors behind their success, analyze their business model and prospect their growth. The deregulation of air transport Following the enactment of the Airline Deregulation Act of 1978, the control of airline business and services was, to some extent, moved from the political system to the market system (Dempsey and Goetz, 1992). Deregulation refers to the change of the control exercised over air travel from the Civil Aeronautics Board (CAB), which administrated the entry of airlines into the business, their exit and the pricing of airline services, to the partial control and administration of business systems and infrastructure. Deregulation also featured the abolishment of the CAB’s control of mergers, intercarrier agreements and customer affairs (Dempsey and Goetz, 1992). The complete shift of the control took place after the endorsement of the CAB sunset ACT of 1984, which gave way to the economic liberalization of the management of air travel, which was part of deregulation, which was started after the realization that the political control of the economy did not serve the best interests of the public (Dempsey and Goetz, 1992). The air freedoms that came after deregulation Following the deregulation of the management and the control of airline services, all airline operators were allowed the freedom to operate on any route that they chose to operate. The operators of air travel services were allowed the freedom to set the fares of their travel services like they deemed fit, which would be influenced by the forces of demand, and the supply of air travel services (Dempsey and Goetz, 1992). During the time before the deregulation, there were some carriers that were not allowed to operate out of specified states, but after deregulation, these carriers were allowed to fly and operate across the country, without any limitations. Following the deregulation of the air travel industry, the restrictions that had been set in the way of entry into the industry were abolished (Dempsey and Goet

Lifelet assignment Essay Example | Topics and Well Written Essays - 1250 words

Lifelet assignment - Essay Example I am currently working in the physics lab at Stanford University as part of my graduate school studies. I am so very pleased that I was able to land this position as it took ten days (at ten letters per day) worth of e-mailing just to get the professor’s attention regarding my desire to participate in Stanford lab activities. The university staff was very helpful in writing the necessary recommendation letters so that I could succeed in America and I will be forever grateful for their assistance. I came to the United States on May 22, 2005, arriving in San Francisco. At first, I have to admit that I was quite overwhelmed by the architecture and the vast variety of food available on market shelves. People always seemed to be rushing around which was quite different than the culture in Korea who are more laid back in terms of managing personal and business-related priorities. I have to admit that I, at first, expected that America would have similar cultural values and beliefs, however this personal misconception gave me somewhat of a rude awakening. For instance, Koreans are generally more open about expressing their personal feelings because of the collectivist culture which exists overseas. Most everyone in Korea shares similar beliefs and values, making it easy for most everyone to relate to one another. Americans are very individualistic and are more reserved when it comes to self-expression and generally work on their own, unique life agendas. When I first began working in the Stanford lab environment, I was taken aback by Americans’ reservations about discussing personal issues and did not find the highly collaborative environment I was expecting. In Korea, people who work together generally become very close and share their life stories, such as birthdays, family issues, and their areas of personal interest. During the first portion of my lab work at the university, I really did

International Management Essay Example | Topics and Well Written Essays - 500 words - 4

International Management - Essay Example The key opinion/position or argument of the author is that women expatiates perform well as women are good at interpersonal adjustments; but all these are true when women expatriates are truly determined to pursue an expatriate career. Women’s ability to establish good public relationships and their determination, assures the possibility of their success in their foreign assignments; proving that they can be as good, if not better than, their male counterparts. As evidenced by research, results show that women managers get their motivation from the setting and achieving of organizational goals that promotions, and are more interested in challenging tasks that involve personal growth (Alamo –Metcalfe, 1995). Women also have no problem adjusting internationally, as stated by Bochner (1981), in the study conducted, results show that female expatriates, even as a newcomer, are aware of when and how to display appropriate behaviors in the country they work in and act as sources of information, facilitating understanding. This is also one proof that women expatriates have overcome language barriers, a factor that determines how well one can adjust internationally. Due to the innate nature of women of establishing good relationships, women are indeed capable of pursuing an international career or assignment. In addition, due to the fact that women have always been compared with men in terms of what they can or cannot (able and not able to) do, women are also innately motivated to prove themselves; but their motivation is not on how many promotions are possible for them to achieve, but on the satisfaction of being able to handle and perform a job as well (if not better than) as men. Although women are as determined as men, and performs well too, the author was not able to present the side on whether family concerns are

Roles Within a Group Essay Example | Topics and Well Written Essays - 750 words

Roles Within a Group - Essay Example And the later are the ones who make the work slower and distract the other people as well. The group is effective when they achieve their target and meet the deadline. The individual roles in a group matters a lot and it affects the overall performance of the group and the results of their efforts. Compromiser: Group member is loyal to the group and can do the things which may not be beneficial for him but are good for the group. They can change their position for the betterment of the group and can take extra responsibilities. Expediter: He or she makes sure that all members of the group are participating in the conservation and are learning from the group activity. He or she encourages the shy and quiet members and can set the rules for the assertive members, so that they can not overshadow the quiet members. Observer: He or she observes the activities of the group. It helps the group members to be on track and he or she provides the feedback to the group, which helps in improving the standards of the group. Self-confessor: These members use the group meetings to confess and disclose their personal feelings, which are irritating at times. They give comments on everything, which is going on, and their comments usually are in guise of relevance, for example "my children also fight like this", or "my elder is same like our boss". These comments distract the member's attention from the topic. A situation where Negative roles were Operating In a family, all siblings were planning to go out on a picnic without their parents or any other elder. The siblings are aged between 11-15 years. The elder one is the dominating person in the family and he wants his younger brother and sister to obey him in every matter. The middle one is a rebel, which is opposite to the eldest one. This makes the whole situation really complex, and this ends in their failure to go to the picnic, because the eldest one keeps on ordering the others but the middle one never listens to him. This makes their plane to meet the failure and it results in their fight as well. A situation where Positive roles were Op

Hunting and animals Essay Example for Free

Hunting and animals Essay Charles Dickens once said, â€Å"There is a passion for hunting something deeply implanted in the human breast. † I agree with this quote. Hunting is very exciting and fun. However, many disagree with me. No one rides the fence though. You either think that hunting is good or that hunting is bad. What do you believe? Do you think hunting is positive or negative? I believe hunting is good because it helps feed those in need, it helps control the population of wild animals, and it helps farmers who may have animals on their land they want to get rid of. A lot of people look at hunting and think of all the gruesome things we are going to do to Bambi. They never stop to think about what the hunter is doing with the game. Hunters aren’t just killing animals for fun, they use the meat to either eat or donate it. Several hunters give their game to people in need. They donate their meat to homeless shelters or food banks for less fortunate people that might not be able to afford to put enough food on the table. That way the people in need will be able to have a little bit extra on their plate. Hunting also helps control the population of wild animals. You can only hunt during a certain period of time during the year so that the animals are able to reproduce and won’t become extinct. You are also limited to the amount of game you can get. That way it won’t become a chaotic free-for-all and protects the animals from being wiped out. However, if hunting wasn’t legal, the population of wild animals would skyrocket. This would cause a boost in the already high number of car crashes due to animals, such as deer standing in the middle of the road. According to State Farm, an estimated 1. 5 million vehicles collide with deer in the United States. This caused over $1. 1 billion in property damage. These crashes also caused several injuries and deaths. Hunters must also pay to get their hunting license. The money they spend for their licenses go back to the conservation of the environment. Finally, hunting also gets rid of unwanted pests. Several animals annoy farmers and other land owners by messing with the farmer’s crops. Animals will go through the fields and eat the crops that the farmers can go out of business because the crops aren’t plentiful or good enough. For this reason we need hunters because farmers wouldn’t be able to succeed and all of us would suffer because the less crops coming into the stores, the more money the stores are going to ask for the customers to pay for the product. So actually vegetarians depend on hunters. Most vegetarians buy their vegetables from local stores. Hunters get rid of the animals that would ruin the food vegetarians would buy. Many people think hunting is wrong simply because they don’t look at the benefits that come with hunting. Hunting has many benefits including feeding others, controlling wildlife population, and helping farmers get rid of unwanted pests. For most hunters, the reward isn’t killing animals, it’s knowing they helped people that may not be able to survive or succeed without them. That’s what boosts my passion to hunt.

Psychological disorders and physical illness Essay Example for Free

Psychological disorders and physical illness Essay Irrational fear of common things leads to their inability to cope with life because the things that they fear have to be faced everyday. The most common disorders include phobias, In the medical field, many factors are attributed to the various conditions that people experience. Although genetic and biological factors which constitute of the natural causes and the life experiences which are the nurture factors contribute to ones physical wellbeing, it is also possible that a majority of illnesses that people suffer from are brought about by psychological factors. Heart diseases, chronic headaches, insomnia, hypertension, ulcers, eating disorders among others are some of the diseases that can be caused by psychological factors (Stoudemire A. 1995). It has been established that when one’s stress levels are very high, it reduces the activity of the lymphocytes leading to an increased likelihood of illness (Sadock B J. , Kaplan H. I. Sadock V. A. ). A person suffering from a psychological disorder will most likely have feelings of helplessness in any given situation causing them to suffer even from common illnesses more than others will. To aid the patients suffering from these disorders, one can only recommend relaxation techniques while providing anti-depressants to control their response to life’s normal occurrences. A person with a disorder tends to react in a more intense manner than other would in similar situations. This causes an imbalance in their bodily functions leading to their contracting illnesses that would have otherwise been avoided. It also affects their chances of getting better from any other illness that they may be suffering from. The disorders include anxiety, obsessive-compulsive disorders and panic (Ketterer M. W. , Mahr G`. Goldberg A. D. ). These render a person powerless against their fears and in the process affect their wellbeing.

Comparison of Gender Wage Gap in Japan and Germany

Comparison of Gender Wage Gap in Japan and Germany In all of the advanced capitalist nations women were experiencing the contradictions of an education which seemed to promise self-fulfilment, and a labour market based on inequalities of class and gender (Brinton, 1993, as cited in Threlfall, 1996, p. 270). This statement has been made more than fifteen years ago and indicated that women were not treated equally regarding work and pay. However, have circumstances changed since then? If yes, did they improve or worsen and to which extend? The aim of this paper is to analyse the existence of a gender wage gap in Japan and Germany and to evaluate possible reasons for it. Furthermore, an outlook for the future will be given at the end. 2. Gender Wage Gap in Japan The Japanese law system is regulated by the Japanese Standards Labour Law which was enacted after World War II in 1947. This Japanese Standards Labour Law contained a clause which should protect working women. In reality, this clause prevented women from working excessive overtime and during nights (Sama and Papamarcos, 2000). This is why women could not climb up the greasy pole. Furthermore, this law prohibited that women were treated differently on the basis of sex (Threlfall, 1996). On top of this, as stated by Threlfall (1996), the Standards Labour Law covered only equal wages but not promotion or retirement. During this time, employers could be sued for discrimination, but this was an expensive and time-consuming act as each case had to be dealt with separately. Additionally, many companies circumvented the danger of lawsuits by new grading of job titles (Threlfall, 1996). This changed in 1986 when the Equal Employment Opportunity Law (EEOL) was passed (Sama and Papamarcos, 2000 ). This law encouraged companies in Japan to treat employees equally in all aspects like wages, promotion, recruitment and hiring (Threlfall, 1996). Unfortunately, the EEOL contained no penalties for continuing discrimination and also its amendment, which was enacted in 1999, did not really improve the inequalities regarding wage and promotion between men and women (Sama and Papamarcos, 2000). Figure 1 clarifies these important labour laws in Japan. Japanese Labour Standards Law of 1947 Contained protective clause for working women. Came under scrutiny in 1970s as a possible deterrent to womens career advancement. Equal Employment Opportunity Law (EEOL) of 1986 Enacted in 1987, the EEOL called for equal pay for equal work. No penalties for violators. Employers asked only to make a good effort. June 1997 Amendment to the EEOL Enacted in 1999, the amendment lifted restrictions on midnight, holiday, and overtime work by women in effect since the 1947 Labor Standards Law. Further stiffened warnings against companies found in violation of the EEOL. No penalties attached. According to Selmer (2001), the Japanese wage system is based on seniority (pp. 236-237). This indicates that promotion and pay rise are automatic and no subject to job duties or merit (Selmer, 2001). That means that employees get promotion and pay rise when they reach certain age levels. The gender wage gap is measured as the median wage of men minus the median wage of women, expressed as a proportion of the median wage of men (Evans, 2002, p. 191). As stated by the World Economic Forum (2005), no country has yet managed to eliminate the gender gap (p. 1). According to OECD (2007), the womens medium wage in Japan is two thirds of that received by men. This represents twice the OECD average. Figure 2 displays the gender wage gap of several countries. Blau and Kahn (2003) stated that the gender wage gap in Japan is up to 85% (as cited in Johnes and Tanaka, 2006). This means that women earn up to 85% less than men. Recent sources indicated a gender wage gap of 65.9% for 2007 (Japanese Institute for Labour Policy and Training, 2008). The differences in the gender wage gap are subject to different data used for analysis. Some calculations include part-time workers, which are mainly female and others base their calculations on full-time employees only. As already stated above, Japanese firms discriminate on the grounds of gender when paying employees. This chapter evaluates several reasons for the gender wage gap in Japan. First of all, many workers in Japan get a lifetime employment contract (Ishii, 2000). Japanese firms make huge investments in employee training and that is why they want their employees to stay as long with the company as possible. Therefore, the duration of attachment to a firm plays an important role when negotiating wages. As it is most often foreseeable that women will not stay with one company for their whole life, because they want to start a family one day, they pretty much never get a lifetime contract (Ishii, 2000). Therefore, as stated by Ihsii (2000), companies make no investment in human capital when they employ women as they think they will not benefit in the future from this investment as women sooner or later leave the company. The second reason for the gender wage gap is based on different experiences. Miyoshi (2007) argued that there is no gender pay gap when people are employed directly after school, college or university. But when employees accumulate work experience, the wage gap enlarges. Miyoshi (2007) explains this fact by referring to the full-time work experience and seniority. The more full-time work experience an employee has, the more valuable he is. As women often have less work experience because of child-raising obligations and only part-time jobs, the get less money and less promotion than their male counterpart. Different characteristics of workers represent the third reason for the gender wage gap in Japan. Johnes and Tanaka (2006) explained that different characteristics like age, work experience, education and duration of work are one reason for the gender pay gap in Japan. They agree with Miyoshi when stating that differences in work experience are the reason for pay inequalities, but they extend the argument by adding other characteristics like age and education. The greater part of the gender wage gap in Japan can be explained by referring to the reasons stated above. However, there is also a smaller part of the earnings gap that can not be explained. According to Kawaguchi (2006), this part can be attributed to sex discrimination. 4. Gender Wage Gap in Germany Regarding German law, article 3 paragraph 2 of the German Constitution of 1949 states that men and women have equal rights (Maier, 2007). Furthermore, paragraph 3 states that no one should be discriminated on the grounds of gender. This right for equal treatment and payment was not practiced in reality as special wage groups for women were allowed in collective agreements until 1955 (Maier, 2007). Furthermore, Maier (2007) stated that most employees in Germany are paid according to these collective agreements, although the coverage is declining (p. 11). In 1980, a new paragraph was added to the German Constitution which demanded equal pay for work of equal value (Winter, 1998). But this amendment brought no chance. Later, in 2006, the General Equal Treatment Act was passed and paragraph 7 prohibited unequal treatment within any employment relationship (Maier, 2007, p. 18). This law stated that lower wages for women are not justified if they are based on gender. Unfortunately, German law still lacks legal measures to control the implementation of equal wage principles. Furthermore, Maier (2007) stated that it is not easy for women to claim their right for equal pay. Class actions are not allowed and thus, all women must bring their individual claim to court. As this is often an expensive and time-consuming process, many plaintiffs refrain from filing a suit (Maier, 2007). That is why Germany has a significant high gender wage gap, although the German government has a female chancellor (Plass, 2008). In reality, as stated by Plass (2008), Germany has one of the highest gender pay gaps on the European continent. Furthermore, more than 90 percent of all working women are discriminated and earn between 80 and 210 cents less per hour (Gradà ­n, del Rà ­o and Cantà ³, 2006). Legal norms for equal pay in Germany are displayed in figure 3. According to the German government statistics bureau, Destatis, working women in Germany earned 24 percent less than men in 2006 (as cited in Plass, 2008). As stated by Maier (2007), this number has been reduced to 22 percent in 2007. Whereas the average difference in pay is 15 percent in the European Union (Spiegel Online International, 2008). 5. Reasons for the Gender Wage Gap in Germany Several reasons contribute to the large gender wage gap in Germany. First of all, as mentioned by Lauer (n.d.), women often do not possess the same education and skills as men do. Employers who place value on these exact skills are likely to pay women less in order to compensate the lack of skills and knowledge. Furthermore, Lauer (n.d.) also mentioned that skills and knowledge may be rewarded differently between men and women. Meaning that women with the same educational background and knowledge will earn less because these identical skills are not rewarded the same way by the employer. In addition, Maier (2007) identified the lack of legal barriers against low wages as a reason for the gender pay differences in Germany. As there exists no general minimum wage in Germany, and as the country has almost three million unemployed persons (Bundesagentur fà ¼r Arbeit, 2008), it is easy for employers to fill a low-paid vacancy. Furthermore, Lauer (n.d.) identified occupational crowding of women in low paid occupations as another source for earning inequalities between men and women in Germany. There is also the fact that there is a low proportion of working women in highly paid positions (Maier, 2007). Concluding, Maier (2007) stated that factors like age, education and work experience present only a very unimportant reason for wage discrimination. Again, the unexplained part of the gender wage gap can be attributed to discrimination based on gender (Lauer, n.d.). 6. Similarities and Differences between Japan and Germany After analyzing the gender wage gap in Japan and Germany and its reasons, several similarities as well as differences can be pointed out. First of all, there is a significant high gender wage gap in both countries, although the difference in earnings is higher in Japan with around 35 percent compared to Germany with about 22 percent (Maier, 2007). Nevertheless, the German earnings gap is 7 percent higher than the European Union average (Spiegel Online International, 2008). Both countries put emphasis on the characteristics of employees. Age, work experience and education are important when negotiating wages. As women often have less education or work experience than men (Lauer, n.d.), they get paid less than their male counterpart. Furthermore, part of the gender wage gap in both countries is an unexplained part which can be attributed to gender discrimination (Kawaguchi, 2006; Lauer, n.d.). Differences between the two countries can be found in the fact that Japanese employers discriminate when investing in human capital. Due to the Japanese lifetime employment, many employers consider rather carefully whether to employ women or not. As it is obvious to them that women will leave the company some day for child-raising duties, they will thereby take away the human capital in which the company invested. 7. Conclusion Even if both countries enacted laws in the 80ies which should ensure equal pay for work of equal value, there is still a significant gender wage gap observable. Japan as well as Germany managed during the last to decades to narrow this gap, but this happened probably just because of the new laws which were enforced. When looking ahead, both countries will probably have a different future. Japan will stick to its lifetime employment system (Kato, 2001) and thereby will keep the earnings gap between men and women stable. The fact that more and more Japanese women decide to pursue their careers can possibly help in narrowing the gender pay gap (Fackler, 2007). Germany is likely to increase the gender pay gap as the coverage of collective agreements, which set equal wages for men and women, is declining (Maier, 2007). Furthermore, as long as there is no support from the government to implement the right for equal money for work of equal value, the gender wage gap will not be narrowed. 8. Bibliography , Blau, F. and Kahn, L. (2003). Understanding international differences in the gender pay gap. Journal of Labor Economics. Vol. 21, pp. 106-144. Brinton, M. (1993). Women and the economic miracle: gender and work in post-war Japan. Berkeley: Calif. Bundesagentur fà ¼r Arbeit (2008). Der Arbeits- und Ausbildungsmarkt in Deutschland (The work and education market in Germany) [online]. Available at: URL: http://www.pub. arbeitsamt.de/hst/services/statistik/000000/html/start/monat/ aktuell.pdf [Accessed 6 January 2009]. Evans, J. (2002). work/family reconciliation, gender wage equity and occupational segregation: the role of rims and public policy [online]. Available at: URL: http://economics.ca/cgi/jab?journal= cppview=v28s1/CPPv28s1p187.pdf [Accessed 16 December 2008]. Fackler, M. (2007). Career women in Japan find a blocked path. The New York Times, [online]. Available at: URL: http://www. nytimes.com/2007/08/06/world/asia/06equal.html [Accessed 6 January 2009]. Gradà ­n, C., del Rà ­o, C. and Cantà ³, O. (2006). Poverty and womens labor market activity: the role of gender wage discrimination in the EU [online]. Available at: URL: http://www.ecineq.org/milano/ WP/ECINEQ2006-40.pdf [Accessed 6 January 2009]. Ishii, H. (2000). Occupational segregation and the gender wage gap in Japan [online]. Available at: URL: http://www.kli.re.kr/ iira2004/pro/papers/HisakoISHII.pdf [Accessed 05 January 2009]. Japanese Institute for Labour Policy and Training (2008). Wages and labour costs [online]. Available at: URL: http://www.jil.go. jp/english/estatis/databook/2008/05.htm [Accessed 05 January 2009]. Johnes, G. and Tanaka, Y. (2006). Changes in gender wage discrimination in the 1990s: a tale of three different economies. Japan and the World Economy. Vol. 20, pp. 97-113. Kato, T. (2001). The end of lifetime employment in Japan?: evidence from national surveys and field research. Journal of the Japanese and International Economies. Vol. 15, pp. 489-514. Kawaguchi, D. (2006). A market test for sex discrimination: evidence from Japanese firm-level panel data. International Journal of Industrial Organization. Vol. 25, pp. 441-460. Lauer, C. (n.d.). Gender wage gap in West Germany: how far do gender differences in human capital matter? [online]. Available at: URL: http://papers.ssrn.com/sol3/papers.cfm?abstract_id=217651 [Accessed 6 January 2009]. Maier, F. (2007). The persistence of the gender wage gap in Germany [online]. Available at: URL: http://www.harriet-taylor-mill.de/pdfs/discuss/Discussion%20Paper%2001%202007.pdf [Accessed 29 December 2008]. Miyoshi, K. (2007). Male-female wage differentials in Japan. Japan and the World Economy. Vol. 20, pp. 479-496. OECD (2007). Highlights Japan [online]. Available at: URL: http://www.oecd.org/dataoecd/20/20/39696303.pdf [Accessed 29 December 2008]. Plass, S. (2008). German women struggle with gender wage gap. International Herald Tribune, [online]. Available at: URL: http:// www.iht.com/articles/2008/08/28/business/women.php?page=1 [Accessed 31 December 2008]. Sama, L. and Papamarcos, S. (2000). Cultures consequences for working women in corporate America and Japan, Ind.. Cross Cultural Management An International Journal. Vol. 7, No. 2, pp. 18-29. Selmer, J. (2001). Human resource management in Japan. International Journal of Manpower. Vol. 22, No. 3, pp. 235-243. Spiegel Online International (2008). German women earn a fifth less than men. Spiegel Online International, [online]. Available at: URL: http://www.spiegel.de/international/germany/0,1518, 558526,00.html [Accessed 31 December 2008]. Threlfall, M. (1996). Mapping the womens movement. London: Verso. Winter, R. (1998). Gleiches Entgelt fà ¼r gleichwertige Arbeit: Ein Prinzip ohne Praxis (Equal pay for work of equal value: a principle without practice.). Baden-Baden. World Economic Forum (2005). Womens empowerment: measuring the global gender gap [online]. Available at: URL: http://www.weforum.org/pdf/Global_Competitiveness_Reports/Reports/gender_gap.pdf [Accessed 30 December 2008].

The Character of Sméagol in Tolkiens The Lord of the Rings Essay

The Character of Smà ©agol in Tolkien's The Lord of the Rings      Ã‚   Although JRR Tolkien is notorious for his numerous, and often seemingly irrelevant, minor characters - the necessity of an index of names in The Return of the King proves this without a doubt - one of the most crucial and fascinating characters of The Lord of the Rings physically appears in barely more than one-sixth of the novel. The character Smà ©agol, often referred to by his alter ego Gollum, on a basic level serves only to guide Frodo and Sam to Mordor, as well as to destroy the Ring when Frodo cannot. However, in the course of doing so, we are revealed, hint by hint, of the enigmatic and contradictory character who "hates the Ring and loves the Ring - just as he hates and loves himself" (Sibley 170). In The Lord of the Rings, JRR Tolkien uses the character Smà ©agol, forged from a collection of historical and historically mythological tales, as a foil for the central hero Frodo Baggins as well as the Christian example of hope, despite the powerful corru ption of evil.    Tolkien, Oxford's Rawlinson and Bosworth Professor of Anglo-Saxon, was an avid fan of history; the ancient past of his beloved Europe fascinated him to such a degree that it is little wonder the history of Middle-Earth mirrors our own. Smà ©agol's lust for, reverence to, and even fear of the One Ring bases its roots, most especially, in the ancient practice of Dactyliomancy, or the use of rings for divination and magic. In the first century AD, Apollonius of Tyana, a major figure in the Gnostic religion and early alchemy, received seven rings from the Brahman Indian prince Iarchus, which he believed gave him healing powers if he would "[revere] them as divine... and... ...ous power of evil, but the everlasting, and far greater, power of good.    Works Cited Bruner, Kurt, and Jim Ware. Finding God in The Lord of the Rings. Illinois: Tyndale House, Publishers Inc, 2001. 69, 89. Chance, Jane. The Lord of the Rings: The Mythology of Power. New York: Twayne Publishers, 1992. 34, 102. Day, David. Tolkien's Ring. New York: Barnes and Noble Books, 1999. 22-23, 50-51, 88, 154. Sibley, Brian. The Lord of the Rings: The Making of the Movie Trilogy. New York: Houghton Mifflin Company, 2002. 170, 171. Tolkien, JRR. The Letters of JRR Tolkien. Ed. Humphrey Carpenter. Boston: Houghton Mifflin Company, 1981. 330. - - - . The Lord of the Rings. Boston: Houghton Mifflin Company, 1993. 68, 643, 659, 979. Tyler, JEA. The Tolkien Companion. New York: St. Martin's Press, 1976. 446, 454.

New Casts :: essays research papers

News Casts: Is there more than meets the Eye? In today’s world, people rely on different things to inform them of what is happening in society. One of the main ways of receiving the news is by TV. People can tune in at various times during the day and watch a news cast. These news segments vary from a half-hour to a full hour showing. For instance, one might not be interested in the news one day. But before the showing of Channel 31 “Action News'; is to be aired the news shows a little snippet of a very interesting story. This might catch one’s attention and decide to watch just that one story. Now they have you hooked because the very interesting story that you want to watch is going to be shown at the end of the segment. One might have to sit through all the commercials and the other stories just to get to the one story that interests them. These are some of the certain tricks to draw and keep their viewers tuned in. One of the tricks that are use is called “Teasers';. A teaser does exactly what it’s called. The news show’s a snippet of the up coming segment. This snippet is usually of an interesting and exciting story. The snippet is the tease. The news is like fishing. The new anchors are the fishermen or women. The viewers are the fish. The new anchors use these teasers as bait to reel in the viewers. This snippet is showed before the sitcom before the news is over. This way people watching the sitcom might get interested to stay and watch the news cast. Another trick is similar to the teaser. That trick is called the Bumper. The bumpers are used like the teaser, except they are shown during the news and right before commercials. The bumpers are intend to keep you interested enough so the viewer will sit through the commercials to watch the rest of the news. Also there are bumpers at the end of the news program. Those are trying to get you to tune into the next airing of the news. According to Postman and Powers from “How to watch TV news'; if the news programmers had their way people would be watching a steady diet of news programs, one right after the other. The News anchors are the ones that deliver the bumpers.

The Inefficiency of Airline Security Essay -- TSA, terrorism, 9/11, ra

Everyone who has gotten out of bed in the morning has been exposed to risks. Whether it be risks from the factors around them, from themselves, or from people around them, they have faced some kind of risk. Comparatively, risks presented by situations around them and by themselves are considerably controllable. The risks delivered by people around them, however, are the ones that tend to be the most formidable. When people have a determination to be destructive, they often select targets which will stir up the most attention. Attributable to the criteria terrorists search for, airlines are a common target for terrorist activities. One of the most memorable terrorist attacks revealed sizable gaps in the safety of airlines. Although airline security has been significantly improved since the events of 9/11, the safety measures have gone overboard in the wrong areas, focusing on airport safety rather than airline safety, and need to be ameliorated to add efficiency back to aviation secu rity as a whole. Airport pat downs are at the point where they are intrusive and uncomfortable to many airline passengers and need to be done away with. Transportation Security Officer (TSO), William Touzani notes, â€Å"A lot of passengers are offended when going through airports because they feel violated and degraded† (Touzani) The uproar of the public regarding such feelings of â€Å"violation† has not gone unnoticed. Transportation Security Administration (TSA) agents throw their arms up and counter the cries, revealing that the bottom line is that those â€Å"degrading† search methods are what is required from them. In the words of an anonymous former Newark Airport TSA screener, â€Å"Every time you read about a TSA horror story, it’s usually about a screener do... ...ty, and the Problem of Rationality." Public Administration Review 1540-6210 62 (2002): 33-43. 17 Dec. 2002. Web. 1 Sept. 2013. Hawley, Kip, and Nathan Means. Permanent Emergency: Inside the TSA and the Fight for the Future of American Security. New York: Palgrave Macmillian, 2011. Print. Post Staff Report. "Former Newark Airport TSA Screener Says the Job Does Little to Keep Fliers safe." New York Post. NYP Holdings, Inc., 10 Mar. 2013. Web. 08 Sept. 2013. Seidenstat, Paul, and Francis X. Splane. Protecting Airline Passengers in the Age of Terrorism. N.p.: Greenwood Group, n.d. Google Books. Google. Web. 27 Aug. 2013. Smith, Patrick. "A Pilot’s View of Airport Security." Theworld.org. PRI's The World, 17 Nov. 2010. Web. 2 Sept. 2013. Touzani, William. Screeners and Virgins: I'm Muslim, My Husband Is TSA. N.p.: n.p., 2011. Scribd. 3 Nov. 2011. Web. 13 Nov. 2013.

Critisism of the microcredit if NGOs in Bangladesh

The criticism of microcircuit programs of Nags in Bangladesh A research paper exercised by M. Hoses suicide MS Roll no. 09122453 session: 2012-13 Department of Economics Satiny Kabuki Kaki Unusual Islam University. Email address: [email  protected] Com Rant Johan Roll no. 09122444 Email address: Acknowledgement It is a great honor for us to work on the assigned topic and we feel glad to accomplish our task. Along with our sincerity and interest, there are few people, who really helped us to make this endeavor to be a successful one.At first, we would like to pass our appreciation, gratitude and thanks to our honorable teacher MD. Backchat Duding. His valuable suggestions and ideas in every step of our work helped us a lot to prepare this paper. Special thanks are due to the people of Trials Apical for helping us in collecting the required data for the work. Finally, we acknowledge the profound blessings and kindness of the almighty. Abstract The present study explores the criticism of the microcircuit programs of Nags in the Trials Apical under Enmeshing district. Here, we use primary data which we collect through field survey.And we found out that there has some problem of microcircuit program of Nags. This paper also examines empirically the impact of credited on the study area and found out that the interest rate of Nags is very high. This study also discusses and suggests ways to overcome the problem. So we structured this paper as follows. The first two sections of the paper provide the introduction, objective and explain the research methodology. Section three outlines the literature review. Section four explains the overall condition of the microcircuit program of Nags in the study area and also in case of Bangladesh.And section finally provides recommendation and concluding remarks. Key words: Nags, Microcircuit, interest rate, efficiency of credit, socioeconomic notation. Background of the study: Bangladesh, a country located in the south-east Asian region, inhabits above 160 million people in 55. 598 sq. Mile. And Bangladesh is one of the least developed countries, remains a poor, overpopulated, and inefficiently governed national. And poverty is the main problem of this country. Now a large number of Nags (Non Governmental Organization) are working to alleviate the poverty of the masses.They have played a very significant role in opening up access to credit for the poor people in distant areas. During the last three decades the idea of microcircuit helps poor people to build businesses, increase their income and also fight against poverty. Microcircuit has been introduced to rural communities in Bangladesh as a means of economic and social development. But in some cases microcircuit programs of Nags was not so satisfactory. We study about the negative impact of Nags of Trials Apical under Enmeshing district.The total population of this area is 372498 where a total area is 338. 98 sq. Km and 43. 30 percent (2005, World Bank) p eople live under poverty line. The study reveals the socio economic condition, microcircuit problem and also the positive and negative attitude of Nags in the study area. Objective of the study: The core purpose of the study is to identify the criticism of Nags operation. The specific objectives area To understanding the nature of the problem. 0 To identify the microcircuit problem of the study area. 0 To examine the effects of MONGO sector in the study area.Methodology of the study: The study is an exploratory by nature and is based on both primary and secondary data. We have collected primary data through questionnaire method. To determine the major problems of microcircuit program of Nags and socio economic condition of Trials Apical primary data was collected through field survey. And secondary data are collected from research reports, relevant published documents including books, different Journals, newspapers, magazines, website, etc that are relevant to the study. Limitation of the study: There are a number of limitations in this study.That area The respondents are limited (100 respondents or samples) in terms of size and composition. So the result may not be interpreting the overall situation of the study area. 0 The data collection was restricted only within the Trials Apical in Enmeshing district of Bangladesh which may fail to represent the actual scenario of the whole country. Sometimes respondents are biased so we cannot get appropriate data. 0 Some of the respondents are reluctant to give interview because of their experience with previous research works in the area which, according to them, bore no benefit for them.Literature review: Literature review refers the examination of other works that have done by other researchers on the criticism of microcircuit program of Nags in Bangladesh. Eave found that, in our country very few studies have been done by archduchesses Froze Begum, Salt Holmic Zamia and MD. Shania Khan(2004) studied about,†Ro le of Nags in Rural Poverty Eradication: A Bangladesh Observation†. In this paper he explores the role of Nags in poverty eradication especially in rural area of Bangladesh. He examines that how the Nags of this country are playing a positive and also negative role to the poor people.GAP, Donor Brief (No. 18, may 2004), examines about, â€Å"The Impact of Interest Rate Ceilings on Magnificence†. Here they explore that, interest rate is higher in MONGO than normal Commercial Bank rates and explain that interest rate ceilings almost always hurt the poor people. Sheikh Kabuki Duding Header, studied on â€Å"Impact of the Nags on socioeconomic conditions in Bangladesh: A study on Rajahs District†. He identify that poor people's are benefited who are engaged with MONGO. He also observed some limitations of the MONGO programs.The daily star (Dacha, Deck, 12, 2008) highlighted that, magnificence is not a panacea for poverty reduction. And here explained the serious prob lem faced by microcircuit borrowers. David Helm and Paul Mostly (1996) also studied about the impacts of microcircuit programs of Nags. They found that, poor households does not benefited from magnificence. More troubling is the findings that a vast majority of those with starting incomes below the poverty line actually ended up with sees incremental income after getting micro loans. Overview of the study: Bangladesh is one of the poorest countries in the world.Here women are deprived by men. Many women are the victims of violence, their occupational choices are narrower and their earnings lower than men and the major portion of the women in rural Bangladesh living in abject poverty. But only a few of them get opportunity to access various types of rural enterprises that can help them to improve their economic condition. This situation has fostered the emergence of Non-Governmental Organizations (Nags). They help poor women by giving microcircuit. Now we have to discuss about microc ircuit programs of Nags in Bangladesh perspective. Present scenario of microcircuit program of Nags in Bangladesh: In Bangladesh there are several institutions which is involved in magnificence activities. Nags started credit program in mid-eighties and their activities increased noticeable higher after 1990 (CDC, 2000). There are several Nosh which giving credit to the poor people, such as- Grahame Bank, BARACK, AS, SPADE, Burro Bangladesh, ASS, Rural Reconstruction, Poppy, etc. This magnificence sector is mature now and its assets constitute around 3 percent of GAP in 2011. Total outstanding loan of this sector (only licensed Miff) has increased by 20 percent from BAT 145. Billion in June 2010 to BAT 173. 8 billion in June, 2011 disburse among 20. 7 million poor people, helping them to be sleepyhead and accelerating overall economic development process of the country. The overall trend of magnificence statistics in Bangladesh can be shown by a table- Table: Basic statistics of MON GO-Miffs in Bangladesh (As of 30 June 2011) June'2010 No of Licensed INCOMING 516 June'2011 576 Total clients(million) Borrowers(million) 25. 28 19. 21 Amount Amount of of loan savings(TX million) 145022. 6 51362. 93 26. 08 20. 65 173797. 60 63304. 4 source: MR.-MIS Database-2011 The table shows that, at the end of June'2011, the sector had outstanding loans of BAT 173. 8 billion disbursed to 20. 7 million borrowers and had accumulated BAT 63. 3 billion as savings from around 26. 10 million clients over 93 percent of them are women. Here we see that, the credit amount is more than savings amount. 0 Role of microcircuit programs of Nags in Bangladesh: Bangladesh is a member of the worlds least developed countries, having increased population density, unemployment, illiteracy, socio-communal unrest and many more.Now-a-days Nags have been playing supportive roles with the government. The role played by the Nags in Bangladesh is very good. They help poor people by giving credit faciliti es to alleviate poverty among the rural poor population. Generally, the Nags help women to empowering them. If women are empowered then their living standard also improved. We know that most of the rural peoples fight against the poverty and to get employment. And the Nags help these people by creating awareness among them, inspiring them and give credit facilities to self-employed. By these ways the Nags help for sustainable development of Bangladesh.Discussion and findings: Our study is to find out the criticism of microcircuit program of Nags in the study area. The study reveals activities about microcircuit programs of Nags in Trials Apical. The total population of this area is 372498 where a total area is 338. 98 sq. Km. But we take only 100 samples to investigate the activities of microcircuit program of Nags of the study area. The overall investigation can be expressed by following way- Table: Gender, age and educational status of the respondents Total Respondents Age group M ale Female >26 8 92 Percentage 8% 92% 13 Educational status 2650

The Simpsons

The Simpson or any other cultural reference, illustrate an application of the type of failure you have chosen. You may not choose the applications provided In the lecture notes or shown in class. Comment on ways that society attempts to Meltzer or eliminate the type of failure you have chosen. The Course Work project Is due to be handed up to me In my office on Thursday the 12th of January, 2012 between pm and pm. All parts carry equal marks. Word Count is a maximum of 1500 words. Please submit 2 typed copies. Assignment should be stapled in the top left-hand corner with no other binding or covers. The cover page should Include the name of the author, Student number, the type of failure you are examining, and an exact word count. Ensure the work of others is appropriately acknowledged.This assignment accounts for 8. 3% of your overall mark in ICE 104. If you fail to follow these guidelines your assignment will not be accepted. Department of Economics Policy for Missed Coursework and Late Submission The Department to Economics seeks to operate a Atari policy tort all students attending in-class examinations on specified dates and submitting assignments on time. A fair policy starts with recognizing the consideration due to students who meet these requirements. 1. Missing In-Class Examination: 1 . A zero mark will be assigned where an in-class examination is missed without remission being granted. . Permission for Absence is only granted in exceptional circumstances (see point 3 below). 2. Late Submission of Assignments: 3. To be fair to students meeting deadlines, a penalty will be implemented for the late submission of an assignment. Where work is submitted up to and including 7 days late, 10% of the total marks available shall be deducted from the mark achieved. Where work is submitted up to and including 14 days late, 20% of the total marks available shall be deducted from the mark achieved. Work submitted 15 days late or more shall be assigned a zero mark.Wh ere feedback on assignments has been given by lecturers before this 2 week period, the lecturers will indicate the final date for the late submission, after which a zero mark is assigned. Please note the following: Saturday and Sunday count as 2 days. Late submission of assignments to either your lecturer or Student Services in the Department, can only take place during normal office hours (I. E. 9. 15-4. 30 Monday to Friday). Assignments will only be accepted when a Student Declaration form is signed and stamped by a member of the Department. 4. Assignments that are put under the door of the lecturer orStudent Services will not be accepted until students sign the declaration form and it is stamped by a member of the Department. Permission for an Extension is only granted in exceptional circumstances (see point 3 below). 3. Exceptional Circumstances 5. Permission for absence from in-class examinations or assignments and permission for extensions for assignments will only be granted in exceptional circumstances (I. E. Relevant illness, bereavement or other extenuating circumstances – please note holidays in term are not classified as extenuating circumstances).Medical certificates must be submitted to Student Services in advance of the examination date/assignment deadline if possible or, at the latest, within 2 weeks of the deadline. Medical certificates will only be accepted after 2 weeks if an explanation is provided. Medical Certificates will not be accepted if your lecturer has given feedback on assignments. You are advised that, if necessary, your medical advisor may be asked to clarify your certificate. 6. The Examinations Committee of the Department of Economics will consider applications for permission for absences and extensions within 1 week of application.Where permission for absence is ranted, the mark achieved for the subject in the Summer Examination (or equivalent) will be awarded for the missed in-class examination or assignment. For exam ple, where a module has a course work component consisting of two in-class examinations counting tort each (I. E. Summer Examination; 2 coursework) and, due to exceptional circumstances, you are granted permission for absence from one in-class examination, your final mark will be based on 90% for the Summer Examination mark and 10% for the coursework component attempted. For some postgraduate modules and for the following undergraduate modules: (Checks,Checks, Checks, Checks and Checks) the Examinations Committee may, where possible, arrange for an equivalent piece of coursework to be submitted. 7. Permission for absence is not granted for assignments (save in exceptional circumstances). An extension may be granted. The period of extension is normally 2 weeks. Where an extension for an assignment is granted, penalties for late submission will not apply for the period of the extension. Student Services http://www. USC. IEEE/USC/depth/economics/seductiveness's/suffice/index. HTML Mond ay to Friday 9. 15-1. 00; and 2. 10- 4. Pm. Room 1. 02, Arras-An-Alai The Simpsons The Simpson or any other cultural reference, illustrate an application of the type of failure you have chosen. You may not choose the applications provided In the lecture notes or shown in class. Comment on ways that society attempts to Meltzer or eliminate the type of failure you have chosen. The Course Work project Is due to be handed up to me In my office on Thursday the 12th of January, 2012 between pm and pm. All parts carry equal marks. Word Count is a maximum of 1500 words. Please submit 2 typed copies. Assignment should be stapled in the top left-hand corner with no other binding or covers. The cover page should Include the name of the author, Student number, the type of failure you are examining, and an exact word count. Ensure the work of others is appropriately acknowledged.This assignment accounts for 8. 3% of your overall mark in ICE 104. If you fail to follow these guidelines your assignment will not be accepted. Department of Economics Policy for Missed Coursework and Late Submission The Department to Economics seeks to operate a Atari policy tort all students attending in-class examinations on specified dates and submitting assignments on time. A fair policy starts with recognizing the consideration due to students who meet these requirements. 1. Missing In-Class Examination: 1 . A zero mark will be assigned where an in-class examination is missed without remission being granted. . Permission for Absence is only granted in exceptional circumstances (see point 3 below). 2. Late Submission of Assignments: 3. To be fair to students meeting deadlines, a penalty will be implemented for the late submission of an assignment. Where work is submitted up to and including 7 days late, 10% of the total marks available shall be deducted from the mark achieved. Where work is submitted up to and including 14 days late, 20% of the total marks available shall be deducted from the mark achieved. Work submitted 15 days late or more shall be assigned a zero mark.Wh ere feedback on assignments has been given by lecturers before this 2 week period, the lecturers will indicate the final date for the late submission, after which a zero mark is assigned. Please note the following: Saturday and Sunday count as 2 days. Late submission of assignments to either your lecturer or Student Services in the Department, can only take place during normal office hours (I. E. 9. 15-4. 30 Monday to Friday). Assignments will only be accepted when a Student Declaration form is signed and stamped by a member of the Department. 4. Assignments that are put under the door of the lecturer orStudent Services will not be accepted until students sign the declaration form and it is stamped by a member of the Department. Permission for an Extension is only granted in exceptional circumstances (see point 3 below). 3. Exceptional Circumstances 5. Permission for absence from in-class examinations or assignments and permission for extensions for assignments will only be granted in exceptional circumstances (I. E. Relevant illness, bereavement or other extenuating circumstances – please note holidays in term are not classified as extenuating circumstances).Medical certificates must be submitted to Student Services in advance of the examination date/assignment deadline if possible or, at the latest, within 2 weeks of the deadline. Medical certificates will only be accepted after 2 weeks if an explanation is provided. Medical Certificates will not be accepted if your lecturer has given feedback on assignments. You are advised that, if necessary, your medical advisor may be asked to clarify your certificate. 6. The Examinations Committee of the Department of Economics will consider applications for permission for absences and extensions within 1 week of application.Where permission for absence is ranted, the mark achieved for the subject in the Summer Examination (or equivalent) will be awarded for the missed in-class examination or assignment. For exam ple, where a module has a course work component consisting of two in-class examinations counting tort each (I. E. Summer Examination; 2 coursework) and, due to exceptional circumstances, you are granted permission for absence from one in-class examination, your final mark will be based on 90% for the Summer Examination mark and 10% for the coursework component attempted. For some postgraduate modules and for the following undergraduate modules: (Checks,Checks, Checks, Checks and Checks) the Examinations Committee may, where possible, arrange for an equivalent piece of coursework to be submitted. 7. Permission for absence is not granted for assignments (save in exceptional circumstances). An extension may be granted. The period of extension is normally 2 weeks. Where an extension for an assignment is granted, penalties for late submission will not apply for the period of the extension. Student Services http://www. USC. IEEE/USC/depth/economics/seductiveness's/suffice/index. HTML Mond ay to Friday 9. 15-1. 00; and 2. 10- 4. Pm. Room 1. 02, Arras-An-Alai