Gender Based Violence - 1089 Words

Losing Face There has been violence toward women throughout the world since the existence of human beings. Violence is when a man is taking some sort of action to take control of the victim and in the result the person is left psychologically and physically damaged and living in fear. Also the development of the person’s personality and leading a normal life is harmed. One of the worst type of violence is acid throwing which is also sometimes referred to as â€Å"crime of passion†. The reason for it usually is revenge or jealousy or a refusal by a woman to a man. There have been approximately 1,500 cases related to acid violence according to Acid Survivors Trust in India in one year. The United Kingdom, United States and others have had experiences with cases involving acid, but Bangladesh and India have the highest rates of acid attacks. This type of attack leaves the victim disfigured and psychologically and physically harmed and in some way handicapped. Gender based violence is common where women are not seen as equals to men. Violence based on acid attacks has risen in India and Bangladesh. There had been 174 cases in the year of 2000 in India and only nine of those cases had been given a verdict. Out of the cases reported 80% of them involved women and 70% of those women were under the age of 18. There was a case in India where a nursing student was returning home and she had acid thrown at her and her face, arms, and neck where all burned. As a result sheShow MoreRelatedGender Based Violence4083 Words   |  17 PagesOF WOMEN, YOU RECEIVE A REPORT THAT THE LEVEL OF GENDER BASED VIOLENCE IN CHIEF MUNYUMWBE’S AREA HAS GONE UP. DESCRIBE THE SEQUENTIAL PLATFORM OF ACTIONS THAT YOU CAN MAKE TO ADRESS THIS ISSUE. Gender inequality is both a cause and effect of gender based violence, yet gender based violence is in part responsible for its continuation. This is because a person who has been abused is likely to feel subordinate to the abuser hence increasing the gender gap (inequality). Therefore, this essay is an attemptRead MoreGender-Based Violence. Gender-Based Violence Is Only One1438 Words   |  6 PagesGender-Based Violence Gender-based violence is only one of the many inequality problems that women face within our society. In the midst of this problem something that becomes more infuriating is the fact that it most often happens at the hands of friends, loved ones, and family members who find a way to justify the abuse and/or put the blame back on the victim. Gender-based violence against women is commonly seen as both a consequence and a cause of gender inequality (Walby, Towers, Francis, 2014Read MoreGender Based Violence And Gender Inequality Essay2223 Words   |  9 Pagesterrorism. In addition, news of Middle Eastern women being mistreated by men and societal circumstances because of gender has arisen. In other words, Middle Eastern women are subjected to gender-based violence and gender inequality as a result of their sex. In Anne Meneley’s Tournament of Values: Sociability and Hierarchy in a Yemeni Town, Meneley briefly touches upon gender-based violence and gender inequality, but focus es more on how hierarchy plays a role in the way sociability is developed in Zabid, aRead MoreGender-Based Violence Essay2047 Words   |  9 PagesGender Base Violence ENG 122 Alfred Penny Jr. Saint Leo College Gender-based Violence Gender-based violence is understood, explained, or justified in terms of gender roles, gender difference, or gender inequality. Most of the violence is perpetrated by men against women. Gender-based violence is often physical abuse, often involving sexuality, but it may also be psychological. Violence against women occurs in every segment of society. It doesn’t matter what class your in (upperRead MoreA Study on Gender-Based Violence5192 Words   |  21 Pagescountries than before, it is found that domestic violence against women is still a universal problem. This paper will explore the phenomenon gender-based violence in Hong Kong as compared to the global situation. An extensive literature review was conducted to explore the existing theories and risk factors associated with domestic violence. A qualitative study of women victims was then undertaken to gain further insight on the current gender-based violence situation in Hong Kong. In the discussionRead MoreGender Based Violence Against Women1428 Words   |  6 PagesGender-based violence is only one of the many inequality problems that women face within our society. In the midst of this problem something that becomes more infuriating is the fact that it most often happens at the hands of friends, loved ones, and family members who find a way to justify the abuse and/or put the blame back on the victim. Gender-based violence against women is commonly seen as both a consequence and a cause of gender inequality (mainstream domestic, 194). In this paper, gender-basedRead MoreGender Based Violence Against Women1238 Words   |  5 PagesGENDER BASED VIOLENCE AGAINST WOMEN: A CLOSER LOOK AT INDIAâ €™S RAPE PROBLEM Background When the sex of a girl or a woman drives the infliction of violence towards them, it is regarded as a form of gender based violence (Heise et al., 2002). Violence against women, regardless of the form, can occur in various stages of the woman’s life (Murthy and Smith, 2010), and refers not only to physical and sexual acts of violence, but also encompasses verbal abuse, emotional torture, economic deprivation, andRead MoreSchool Related Gender Based Violence1151 Words   |  5 Pagesquality education is the existence of gender-based violence in and around schools. School-related gender-based violence (SRGBV) refers to acts of sexual, physical or psychological violence inflicted on children in and around schools because of stereotypes and roles or norms attributed to or expected of them because of their sex or gendered identity. It additionally alludes to the contrasts in the between girls’ and boys’ experience of and vulnerabilities to violence. UNESCO The EFA Global MonitoringRead MoreGender Based Violence And Intimate Partner Violence Bring1380 Words   |  6 PagesThere are many problems that gender-based violence and intimate partner violence bring. The spread of HIV/AIDS in South Africa is one of the biggest problems that come up through gender-based violence. Different women’s and feminist organizations are attempting to fight against these problems such as the risk of sexual abuse and the epidemic of HIV/AIDS. Since the destruction of apartheid, South Africa and South Africa’s government have gone through a massive metamorphosis. South Africa is saidRead MoreApplying A Gender Based Violence Approach Essay1970 Words   |  8 PagesApplying a gender-based violence approach, this paper will explore life realities for a Moroccan women’s center serving women from 18 to 70 years of age, mothers, educated or not, living in a rural and urban environment and, for too many of them, their horrific predicament s. Primary research methods will integrate â€Å"participant observation and semi-structured interviews† (DeWalt and DeWalt 2002) with females victims of gender based violence (GBV) and the center staff members. This study aspires to

Importance of Data Collection Free Essays

Introduction This report will give an overview of the aim behind collecting data, types of data collected, methods used and how the collection of the data supports the department’s practices. It will also give a brief outlook on the importance of legislation in recording, storing and accessing data. Why Organisations Need to Collect Data To satisfy legal requirement: every few months there is some request from the government sector to gather, maintain and reports lots of information back to them on how many people do we have in the organization, working hours, how much our expenses for the whole year, we should keep data stored in case information is needed to defend the company legal actions that could arise at any time To provide documentation in the event of a claim: safety legislation and health required that require that records are kept of accidents , whenever an employee make claims to employment tribunals and the employer need to defend such a case he will demands on t he accuracy and comprehensive of personal records * To provide the organization with information to make decision: since the computer software is developed the information is more readily available, will aid identify problems and helps in taking decision in relation to promotion and salary increases. We will write a custom essay sample on Importance of Data Collection or any similar topic only for you Order Now Types of data that is collected within the organization and how each supports HR or LD practices There are 2 types of Data that is collected by HR Functions and below is a description of each explaining who they support the HR and LD functions. Quantitative data are the data that uses metrics/numbers, usually numbers act as magic whereas it eases out work make it efficient. Adding out numbers add value to your work, it usually supports your report act as solid evidence. Such data are used for decision making. Qualitative Data is intangible data, used as information kept as records for feedbacks reference once needed. Usually assist in improving processes fasten them out but do not give clear measures. It could be elaborated much further then used as quantitative data. (2) Methods of Storing Records their Benefits: * Manually: * Some data are still being stored manually, especially those documents that require signatures or kept for the Government. * Manual data storing is easy to use as it does not required specific training; however it takes a lot of space and time. The department started to scan those documents and upload them to the virtual data base to ensure a friendlier environment and for security purposes. * Electronically: * The main system used in the organisation is SAP. * Storing data electronically via SAP is highly efficient as the data is integrated. * The program needs to be updated only once to be implemented throughout the company. * It is accurate and reduces human error. * It has different keys for accessing authority. * The downside of this implementation is its high cost. Also, it may take a longtime to get a return on the investment. Importance of Legislation: Legislation is a very important part when it comes to data recording, storing and accessing. * The company has different keys when it comes to accessing data. * Code of Business Ethics Policy is applied to all employees in the company. * This policy includes information on Confidential Information and Disclosure. * The use or disclosure information must be for Company purposes only and not for personal benefits. * To preserve confidentiality, disclosure and discussion of confidential information should be limited to those Employees who need access to the information in the course of their work. 2) UK Legislations that related to confidentiality of records: 1. The Human Rights Act: * Allows you to have privacy and not be discriminated against as an employee. 2. Data Protection Act 19 98: 1. Processed for limited purpose. 2. Fairly and lawfully processed. 3. Accurate 4. Adequate, relevant and not excessive. 5. Not kept for longer than needed. 6. Secure 7. Processed in line with the rights of data subject. 8. Not transferred to countries outside the EU without adequate protection. Data must be processed fairly and legally: Processing applies to all uses of data from collecting and storing data, to retrieving, organizing and destroying it There are two main conditions. Either the data subject must give their permission or the processing is necessary for legal or contractual reasons. For data to be processed ‘fairly’: * The data subject should know who the data controller is; * Why the data is being processed and any other necessary information, such as the likely consequences of the processing. * Individuals must not be deceived or misled as to why the information is needed. For data to be processed ‘legally’: * It must not lead to any kind of discrimination and should not go against other laws such as the Human Rights Act 1998 Personal data must be accurate and where necessary, kept up-to-date. * Incorrect and misleading data are inaccurate. Data users should record data accurately and take reasonable steps to check the accuracy of information they receive from data subjects or anybody else. * Managers should review personal information held so that only up to date and accurate information is kept. Appendices How to cite Importance of Data Collection, Essay examples

Woolworths International Marketing Plan for Australian Company

Question: Discuss about theWoolworths International Marketing Plan for Australian Company. Answer: Business strategy The retail market of China is worth 3473.4 billion Yuan as of 2017. Hence, Woolworths has estimated huge revenue if the strategies succeed. The company plans to penetrate into the market through the store at Shenzhen first and then other cities (Ofili 2016). Entry Mode The marketing entry strategy which has been adopted by the Australian company, Woolworths is the joint venture method (Fletcher and Crawford 2017). The firm has partnered with various local suppliers, vendors and distributors, the government which will enable it to function well in the given part of the country which is the Shenzhen city in China. Using this method the company will be directly able to offer the goods to the consumers. Michael Porters Five Forces The Threat of New Entrants The Threat of New Entrants is very high as the economy is a growing one and looking out for avenues to grow. China is a growing economy and it is predicted that it will become a leading economy in the next few years. For this reason, all the new companies who want to explore their business and seek into the new emerging markets tend to consider China as an appropriate choice (Fletcher and Crawford 2017). China itself has reduced the stringent laws which has made the economy more attractive for the different investors The bargaining power of buyers/customers The bargaining power of buyers refers to the power of the customers who make use of the given product. The Chinese economy is a fairly competitive industry where the customers have some local opportunities as well. The number of buyers is quite varied and the Chinese market is a manufacturing one which further enables the customers to get their prices. Hence, bargaining power is high. The threat of substitute products The threat of substitutes refers to the threat of usage of similar products by the customers. China is a manufacturing organization (Fletcher and Crawford 2017). On top of this the presence of global competitors like Wal-Mart makes the threat of substitutes very high (Peng 2013). The developing the e-commerce, the young generation are ten to purchase goods and products online instead of physical visiting the store. The bargaining power suppliers The bargaining power of suppliers is hugely dependent on the kind of service they provide, the level of competition and the integrity which they portray. The Chinese Market has vast number of suppliers and this makes the bargaining power low. This is unfavorable for Woolworths to set up their operations in the given area of work. Intensity of rivalry in the retail (supermarket) in the industry After analyzing the Porter`s Five Forces, it was witnessed that there are various supermarket firms in China which include Watsons, Wal-mart and Tesco. The competition between various supermarkets in China is brutal. Hence, this aspect is unfavorable. Target Market and Positioning The primary target market of Woolworths in China is the: The target market of the Woolworths store in Shenzhen is the families and individuals with income of more than $ 8000 per annum. The store will also be targeting restaurants and cafes, for their daily supplies Positioning The company follows a universal positioning theme whereby it will offer products that are indifferent to the customer`s background and culture (Fletcher and Crawford 2017). The company will offer products that it offers all over the globe with Chinese brands as well. In the minds of the consumers at China, Woolworths wants to position itself as a supermarket brand which offers good quality products at comparatively low prices. References Fletcher, R. and Crawford, H. ,2017. International Marketing; An Asia-Pacific Perspective (7Ed.). Pearson. HUANG, J. and Yu, J.I.A., 2015. Wal-Mart Development in Chinese Market: Problems and CountermeasuresBased on the Enterprise Culture and Ethics.International Business and Management,10(2), pp.11-15. Lee, Y and Yazdanifard, R. ,2012. Wal-Mart success in Mexico, Canada and china: global expansion, strategies, entry modes, threats and opportunities. Ofili, O.U., 2016. Internationalization: Choosing The Right Entry Mode: Lessons From Ebays Strategy In China.European Scientific Journal, ESJ,12(1). Peng, M.W., 2013.Global strategy. Cengage learning.

The Growth of Emotional Labour in Management and Labour

Introduction This paper explores the problems posed by the growth of emotional labour in management and labour. The growing importance of emotional labour in the labour market (especially in service industries) informs this analysis. After weighing the impact of emotional labour on employee performance and labour practices, this paper shows that the growth of emotional labour bears significant managerial and labour implications.Advertising We will write a custom essay sample on The Growth of Emotional Labour in Management and Labour specifically for you for only $16.05 $11/page Learn More Its managerial impact stems from the impact of emotional labour on work performance, employee burnout, and employee turnover. Its implications on the labour market manifests through the impact of emotional labour on labour practices and gender equality in the labour market. This paper affirms this observation by evaluating the theoretical and empirical work of other res earchers. This analysis occurs in the literature review section where the paper explores the managerial implications of emotional labour. The implications of emotional labour on labour practices also complement this analysis because it demonstrates how the unique dynamics of emotional labour affect managerial actions. The understanding of empirical and theoretical constructs of emotional labour supports these analyses. In the discussion section, this paper analyses the implications of emotional labour on labour practices and the management of employees. This analysis informs the conclusion of the paper, which shows that the growth of emotional labour poses significant challenges for management and the labour market because it leads to high employee turnover, job dissatisfaction, and inequalities in labour practices. Definition of Terms Phenomenology –A study of human experiences that do not have a basis in objective reality Norms – the beliefs and values of a particula r communityAdvertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Job Autonomy – The independence and freedom of employees Literature Review Managerial Implications of Emotional Labour Most of the literature focusing on the implications of emotional labour in the workplace emphasise on the negative impact of emotional labour. Mainly, these literatures focus on the role of emotional labour in increasing drug abuse and alcohol abuse in the workplace. The same studies have also shown that emotional labour causes employee absenteeism (Morris Feldman 1996). From such arguments, researchers like Hochschild (1989) believe that emotional labour detaches employees from their true feelings because they have to exude mixed emotions, which may not necessarily reflect what they feel. This way, Hochschild (1989) believes that emotional labour bears significant negative consequences for the psychologica l well-being of workers. Some researchers have however questioned the theory that emotional labour bears a negative impact on psychological well-being of employees by suggesting that different occupations require different degrees of emotional labour. In this regard, researchers such as Douglas Norsby (2007) have said jobs that require intense emotional labour lead to low job satisfaction, while jobs that required low emotional labour do not have a significant impact on the psychological well-being of workers. Morris Feldman (1996) report these findings after they did the study using questionnaire responses from table servers. The study measured emotional labour as a measure of the psychological well-being of workers. A different study by Rowen (2003) shows a different interpretation of the relationship between emotional labour and psychological well-being. The study showed that the relationship between the two variables were not straightforward.Advertising We will write a cu stom essay sample on The Growth of Emotional Labour in Management and Labour specifically for you for only $16.05 $11/page Learn More This outcome contradicted studies by Hochschild (1989) which showed that emotional labour had a negative impact on employee well-being. Instead, the outcome of the study showed that employee well-being was also subject to job autonomy. Therefore, albeit a job may require intense emotional labour, if the workers have adequate job autonomy, they may not suffer the negative psychological well-being that Hochschild (1989) proposed. Implications of Emotional Labour on Labour Practices Many researchers affirm the ability of women to express greater emotional sensitivity than their male counterparts do (Noon 2010). For example, women smile more frequently than their male counterparts do (Morris Feldman 1996). Consequently, many employers associate positive emotions in the workplace with women. Rafaeli (1989) supports this fact by su ggesting that female store clerks conveyed many positive emotions in the workplace (compared to their male counterparts). His reasons for the positive portrayal of female emotions stem from the socialisation of women as the more friendly gender (compared to men), the ability of women to encode their emotions better than men do, and the strong need for social approval within the female gender. Hochschild (1989) agrees with the suggestion that female employees are more socialised than men are. He explains that this observation is true because the society expects women to be better emotional handlers than men are (both in the workplace environment and at home). To explain his point, Hochschild (1989) noted, â€Å"the world turns to women for mothering, and this fact silently attaches itself to different job requirements† (p. 182). The implication for this observation centre on the wider societal expectation of women to perform better than men do (in occupations that require inte nse emotional labour). The same expectations also remain true for the home environment. Theoretical Understanding Many researchers have explored the implications of emotional labour on organisations but the emotional labour theory offers the best insight into the consequences of emotional labour on managerial practices and the labour market.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mainly, the emotional labour theory outlines that emotional labour does not always lead to negative outcomes. Nonetheless, the theory fails to consider the different emotional experiences of employees in the organisation. Other theories of emotional labour, which explain the implications of emotional labour in the organisation, include the concept of structuralism. The structuralism concept mainly focuses on investigating the macro-social aspects of emotional labour and people’s understanding of the concept (in the organisational setting) (Rowen 2003). The structuralism concept also considers the â€Å"social actor† as a passive entity in emotional management. This way, the current social order in the labour market prevails because when the social entity (worker) is passive, selfish, and constrained, social inequalities occur. In other words, the structuralism concept outlines that the portrayal of emotions (like shame and guilt) work to maintain the existing social or der. This argument is especially true for gender roles in the workplace because the expectation of different emotional labour roles often conform to social norms (Rowen 2003). Therefore, on one hand, people reward most socially conforming norms in the workplace with social acceptance, while the society opposed non-conformance to social roles through rejection and shame. Somewhat, the concept of structuralism explains how emotional labour does not lead to negative outcomes. For example, if a service provider and the recipient of the service share the same emotional expectations, there is no basis for the realisation of negative emotional outcomes. Adherence to societal norms normally provides the basis for the similarities between the service provider and service recipient. In fact, Rowen (2003) says positive emotions normally occur when the service provider and recipient share equal expectations. Recently, some cognitive theorists shifted their focus for understanding the implicatio ns of emotional labour from an emotional context to an emotional process (Noon 2010). In fact, such theorists say it is possible to evaluate one’s emotional experience with their emotional performance and its effect on other people. How employees display their emotions therefore outline their internal emotional dispositions (Noon 2010). Rowen (2003) warns that using the cognitive theory to explain emotional responses may lead to different outcomes. In other words, one service provider may have a very different emotional understanding (of a situation) from another service provider. This difference may occur because of several issues, including how the service providers understand their roles. Often, in such instances, negative emotional outcomes may occur. For example, when an unhappy customer interacts with an exhausted service provider, feelings of embarrassment and shame may emerge from the interaction. When such an outcome occurs, the service providers (who may be working many hours in a day) may perceive the customer’s response as inappropriate and therefore react by showing anger towards him. Ultimately, this stressful situation amounts to emotional frustration. Phenomenology researchers have a different understanding of emotional labour from cognitive theorists. Their understanding focuses on the â€Å"significant, dynamic, and the moral nature of emotions, as opposed to the broad macro understanding of the emotional interaction† (Rowen 2003, p. 5). Therefore, phenomenology researchers consider the emotions of employees as an attachment of their moral and individual perceptions of the world. Phenomenology researchers also attach a lot of importance to an individual’s feeling as a way to foster self-knowledge (Rowen 2003). This belief stems from the understanding of people’s emotional manifestation as a justification for their reactions. Usually, if it is impossible to justify the emotion, then it is easy for people to j udge an action as inappropriate. Discussion The growth of emotional labour poses significant challenges for management and labour. However, the extent of the influence of emotional labour varies, depending on the nature of the job. This paper shows that different researchers have differed on the extent that emotional labour influences worker performance. Indeed, this paper shows that some researchers support the view that emotional labour leads to low job satisfaction and worker exhaustion, while other researchers have cautioned against assuming a direct and negative relationship of emotional labour with job performance, because they believe the nature of the job influences the job performance. For management purposes, the influence of emotional labour on job performance should be a critical issue for decision-making because poor job performance may affect negatively an organisation’s productivity. More importantly, the understanding that emotional labour detaches employees f rom their natural personalities should be of high concern to management because employees who do not feel like they are in their â€Å"natural element† cannot perform well. This is a serious managerial issue for managers to rectify by assigning the right employees to work in jobs that fit their personalities. Here, there needs to be a careful emphasis on the recruitment and selection process of new employees because this is the only way for managers to identify employee characteristics that fit different job descriptions. Introducing managerial sensitivity to the unique dynamics of every employee is also an important strategy for reducing an organisation’s employee turnover because many researchers have linked job dissatisfaction (from emotional labour) with high employee turnover. This outcome is beneficial for different organisations because it can save managers a lot of money (which would be lost in lack of innovation and the recruitment of new employees). Apart fro m the managerial challenges of emotional labour, this paper also points out that emotional labour causes significant labour disparities between men and women. So far, this paper has demonstrated the ability of women to be better performers in jobs that require intense emotional labour. Their ability to perform better than men informs the preference by many employers to employ women in jobs that require intense emotional labour (Morris Feldman 1996). This preference promotes gender imbalance in the organisation. More importantly, it discriminates against men who would want to apply for jobs that are naturally emotionally intensive (like service industry jobs). Conversely, this gender imbalance maintains the status quo, where employers prefer women to work in mass production roles while men work in managerial positions (Scholarios Taylor 2011, p. 1291). This dynamic complicates existing discriminatory practices in the workplace that prevent women from scaling the managerial ladder. Traditional inhibitions like mothering roles and the lack of supervisor support therefore add to the complexity witnessed by women in securing high status jobs. T he growth of emotional intensive jobs therefore concentrates a large population of female workers in intensive and lower-status work, while men scale the managerial ladder and secure higher status positions. This dynamic creates an imbalance in the distribution of jobs across the labour market, mostly to the detriment of women. Conclusion After weighing the findings of this paper, it is safe to say the growth of emotional labour poses significant problems for management and the existing labour dynamics in the workplace. Notably, the growth of emotional labour poses significant challenges to management because it affects job satisfaction and increases worker burnout. These dynamics have a serious consequence on the performance of an organisation because it may increase employee turnover and eventually inhibit organisational performance. These implications may have a negative economic effect on an organisation. Since emotional labour has significant gender implications, this paper demonstrates that emotional labour causes significant gender imbalances in the organisation. The perception among employers that female employees have a better emotional display than men do, increase the concentration of women in emotionally intensive jobs because employers believe they can perform better at this level. Conversely, this dynamic increases their concentration in mass production jobs. Albeit some employers are bound to discriminate against male employees who may want to work in such low job levels, a bulk of the victims of such discriminatory tendencies are women (Noon 2010). Women stand the best chance to lose by experiencing a â€Å"glass ceiling† that limits their chances of occupying other employment positions in the organisation (such as high status jobs). The growth of emotional labour therefore lim its the possibility of women to occupy high status jobs in the workplace. Conversely, male employees experience more emotionally intensive labour processes because they are ill equipped to manage their emotions (compared to women). The inequalities between male and female employees (in the provision of emotional labour) therefore pose significant challenges to the realisation of gender balance in the workplace. This situation may lead to undesirable workplace dynamics. Comprehensively, the growth of emotional labour poses significant challenges for management and the labour market because it may lead to high employee turnover, job dissatisfaction, and inequalities in labour practices. References Douglas, J Norsby 2007, Gender Differences In Emotional Labor Processes, University of Kansas, Kansas. Hochschild, A 1989, The second shift, Viking, New York. Morris, A Feldman, D 1996, ‘The Dimensions, Antecedents and Consequences of Emotional labor,’ Academy Of Management Re view, vol. 21 no. 4, pp. 986-1010. Noon, M 2010, ‘The shackled runner: time to rethink positive discrimination,’ Work Employment Society, vol. 24, p. 728. Rafaeli, A 1989, ‘When clerks meet customers: A test of variables related to emotional expression on the job,’ Journal of Applied Psychology, vol. 74, pp. 385-393. Rowen, G 2003, Emotional Labour, Theories of Emotion, and Social Exchange Theory: Examining Emotions in the Context of an Evolving Service Sector, Scholarios, D Taylor, P 2011, ‘Beneath the glass ceiling: Explaining gendered role segmentation in call centres,’ Human Relations, vol. 64 no. 10, pp. 1291- 1314. This essay on The Growth of Emotional Labour in Management and Labour was written and submitted by user Lina L. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Impact of Social Norms on Seat Essay Example

The Impact of Social Norms on Seat Essay Example The Impact of Social Norms on Seat Essay The Impact of Social Norms on Seat Essay Every person entering the theater thereafter is subject not only to their wan theater experience preferences but more importantly by the seating selections of all the people already seated. There are many norms for attending a movie theater. These include explicit norms, norms that have been openly written or spoken (Starker, 1) and implicit norms, norms that are understood but not precisely recorded (Cornball, 59). Explicit or formal norms have clear rules for punishment. Creating a disruption during the movie Is grounds for ejection from the theater. Most theaters openly state during the previews that cell phones need to be turned off and that talking should be kept to a minimum. Implicit or Informal norms regulate seat selection In a theater where at least one person is already present and seated. These informal norms are strengthened by the anticipation of a crowd. The anticipation of a crowd has been shown to encourage more socially isolated seating choices and an increase in the avoidance of contact with others (Greenberg, 672). As additional people enter the theater, their seating choices are no longer based on the anticipation of a crowd but on the reality of the remaining availability of seats. The dwindling number of empty seats forces the choice of seats that are closer to other people. For example, the first persons entering the theater chooses the seat they consider perfect, the center seat In the center row. The second person enters, surveys the locations of any other patrons In the theater and picks a seat using a loosely formed set of Informal norms or rules. All subsequent people repeat these steps taking Into account the locations of each of the seats filled. The unstated rules are either more or less strictly interpreted based on the percentage of the theater capacity filled. The second and third people entering the theater are expected to interpret the rules strictly, thus anticipating a crowd in the theater. As the theater fills, the interpretation weakens. Most of the norms are related to the amount of personal space around each person in the theater. In American society intimate space is defined as 0-18 inches, personal space 1. To 4 feet, and social space 4 to 10 feet. (iron) These distances serve as a basis for the social norms used to select seating. In an attempt to explain the decisions related to seat selection in a movie theater, I propose the following as the Implicit norms observed by American movie theater patrons; 1) do not obstruct anyone elses view of the screen, 2) do not it directly In front of another person, 3) do not sit directly behind another person, and 4) do not sit In the seat adjacent to another person.. The second and third people entering strictly interpret the norms by choosing seats in entirely different sections; I. E. Ten TLS person chosen center row, center seat; Ten second person wall choose the right front section, and the third person will chose the left section closer to the rear. These seats were chosen as a way of avoiding contact with those already seated and creating the greatest amount of social isolation possible. As the theater ills, the implicit rules are interpreted less strictly. Eventually the amount of social isolation is decreased to the point where the norms are actually broken. High attendance on opening night at many popular movies will cause all of the implicit norms to be broken. The previously defined social norms must be adjusted slightly when couples or groups are attending a movie together. If the couple is two females or a male and female then the two are likely to sit side-by-side. Two males will often leave an empty seat between them. Groups will usually sit together in a general area sometimes using similarly located seats on multiple rows. Their seats may not be located side-by-side but are considered a single unit. Available seats that comply with the implicit norms are still not directly in-front of or directly behind any person in the couple or group. Also, at least one seat should be vacant to the left and right of the couple or outermost members of the group unless extremely high movie attendance prohibits. What happens when the implicit rules are not properly interpreted while determining seat selection? More specifically, how would a person react if a stranger sat in the adjacent seat in a nearly empty movie theater? As a jugular movie theater patron I evaluated my own reaction were I put in the proposed situation. If a stranger sat beside me in a theater where there were numerous other seats available, I believe I would get up and move too different seat. I posed this question to several other people and each replied they would be uncomfortable and relocate to another seat. I decided to break this informal norm and observe whether the affected person reacted as anticipated. I needed a movie that had a low percentage of the theater seats filled. To predict which movie would have low attendance I took into consideration the number of weeks the movie had been in heaters, the amount of current publicity about the movie and the stereotype of the average person attending the movie. Movies showing at discount cinemas have been in theaters the greatest number of weeks. So I picked the Pollack Tempe Cinema which shows second-run movies for $2. 00. To ensure the smallest number in attendance at the Pollack Tempe Cinema, I also had to pick a night other than Tuesday, when the ticket prices are reduced even further to $1. 5 and attendance soars. Next I deduced that movies having recently won an Oscar would have an increased amount of publicity thus leading to an increase in attendance. Lastly, I decided to eliminate childrens movies from my choices because that implies an audience of parents and children and might discourage single individuals from attending. Ultimately, I chose a 7:pm showing of Oceans 12 on a Thursday night. I entere d the theater at almost exactly 7:pm. The lights were dimming and the previews beginning as I studied the available seating locations throughout the theater. This theater had a seating capacity of 400 and on this particular night was about 25% full. There were numerous seats available that did not violate any of the implicit norms regulating seat selection. My observation partner, Alistair, took a seat in the center of the second row from the rear. The nearest occupied seats were located two rows forward to the left and one row behind in the right section separated Dye Ten ales . Alligators seat console neared to all AT Ten Internal norms. In the fifth row from the rear, three seats to the left of the aisle sat a lone male, Ralph. Since he was alone and in clear view of my observation partner Ralph seemed to be a perfect choice. I walked down the aisle and decided that I would sit in the second seat from the aisle, which was the adjacent seat on Rallys right. This would mean that Ralph would have to cross in front of me to easily relocate to another seat, which was what I expected. When I arrived at the end of Rallys aisle I leaned down, gestured toward the empty seat to his right and asked if the seat was taken. This offered Ralph an opportunity to protect his personal space and create a reason why I should not sit in the available seat. Instead, it seemed as if he stammered for a moment but ultimately replied no. This indicated to me that Ralph was aware that I was taking the seat and he was not stopping me. I sat down in the center of my seat, UT my soda in the cup holder to my right and began eating my popcorn. I sensed unease from Ralph but did not turn to face him or acknowledge him any further than my initial question about the availability of the seat. Since I was already nervous about sitting down next to a stranger in a dark movie theater, I was unsure if the perceived unease was real or imagined. Alistair, later stated that from his rear viewpoint it appeared as if Ralph was extremely uncomfortable but he continued watching the preview on the screen. He did not turn toward me again after I sat down but rather shifted in his seat to the side furthest away. As the first preview ended and the second began, I wondered if Ralph would remain in his seat throughout the entire movie. I speculated that if the roles were reversed I would have probably relocated to a new seat already. As each moment passed I felt my own apprehension dissipating. Then out of my peripheral vision I saw a women walking slowly down the aisle to my right. Silently I begged her to keep walking past me but somehow I already knew where she was going. Fully aware of her presence as she stopped at the end of the row shared only by Ralph and myself, I realized that Ralph was not alone as I had previously deduced. Instead Ralph and Alice were attending the movie as a couple. Not only had I purposely broken the social rules affecting seat selection but I had inadvertently broken a much stronger social norm that extends beyond the movie theater. Do not sit adjacent to the opposite sex member of a couple, when another less invasive seat is available. In response to Lices arrival at her seat, which I was currently occupying, I rose with my popcorn and soda in hand and moved to the aisle. Alistair reported that from his vantage point, it appeared as though I realized I had taken someone elses seat and was moving to another location in the theater. Instead of relocating I decided to sit down in the open seat between Alice and the aisle. I continued eating my popcorn and watching the movie previews as though nothing out of the ordinary had occurred. Alice did not speak to me or look in my direction after she sat down. She began talking to Ralph loudly in Spanish, which I could not understand. She was gesturing emphatically and acting very agitated. Ralph responded in Spanish but his tone was much quieter. Alistair later said that he could hear Alice from three rows back and that she was directing her irritation toward Ralph. Alistair described Ralph as quietly facing the screen while being berated by Alice. After a few minutes of outwardly ignoring the disturbance beside me I decided to take a quick peek at the situation to my let Alice was gesturing toward me Walt near let nana Ana speaking spans quickly with an angry tone. I decided that if I remained in my seat much longer that Alice might decide to direct her anger toward me. I quickly rose and moved to the seat beside my observation partner. Immediately upon my departure Alice became silent. For nearly thirty minutes there was silence between Ralph and Alice. They leaned away from each other in their seats and did not share any physical contact. Then Alice left the theater and returned with popcorn. They quietly shared the popcorn while slowly shifting in their seats. First toward the center of their seats but by approximately 8:20 they were intimately pressed shoulder to shoulder. After the movie ended, I quickly left the theater. I had initially planned to break only one social norm by sitting beside a stranger. In the process, I had actually broken an even stronger norm by taking the seat adjacent to that of someones spouse or significant other. I was concerned that Alice might feel a need to confront me about what she possibly perceived as an attempt to intrude on her relationship with Ralph. This experiment clearly showed how breaking one social norm can easily result in the violation of additional unexpected norms. Movie theaters offer an unusual environment for seating. Movies are shown in the dark which creates an intimate setting. Ata movie theater the price of the ticket is not related to the location of the seat, unlike concerts or live performance theaters. Also, movie theater patrons chose their own seats, unlike restaurants where the establishment often provides a hostess o direct seating locations. American society has developed a set of informal norms to regulate which seats people choose in a theater in the absence of official guidance.

Benefits of Social Media

Did you know that it has been proven that using social media makes people happier than spending time with family, sporting events, or having more money? (THE GUARDIAN, 2014). The rise of social media usage in modern society, particularly amongst young people, has raised concerns among many commentators about the risks and disadvantages of this type of communication. With more and more people choosing to spend large quantities of time communicating via site such as Facebook, Twitter and Instagram, critics of social media question the privacy, security, and usefulness of social media to modern society. There are both benefits and disadvantages to the increasing use of social media in our modern society. However, despite the very real disadvantages and dangers, research has indicated that social media has real benefits for modern users. Social media carries definite and proven risks for users; however, it can also be enormously beneficial. Social media has been criticized as harmful to the communication skills and benefits of real, face-to-face interactions (READING EAGLE, 2012); because social media encourages virtual communication, it can be seen as impersonal, superficial, and lacking in true empathy. However, research has also indicated that using social media makes people happy. In a study that examined a number of situations such as having more money, spending time with family, and sports events, social media was shown to be the activity that rated highest as making people happy (THE GUARDIAN, 2014). It is likely that this is a direct result of the feeling of inclusiveness and connectedness that social media creates for users, who feel that they can be heard and involved through the use of social media; it may also be a result of the fact that social media facilitates many of the other factors seen to make people happy. At the same time, social media has been criticized as harmful to the communication skills and benefits of real, face-to-face interactions (READING EAGLE, 2012). It is more accurate, however, to say that social media has changed the ways in which people communicate with one another, allowing faster and more informal and impulsive communication. Research has shown that, for businesses in particular, this change in communication methods has resulted in benefits for users in both economic terms and in terms of connectedness to others (THE SOCIAL SAVIOR, 2015). Social media makes it easier for individuals to connect to one another, but also for individuals and groups to communicate effectively, making it easier for messages and ideas to be shared widely and collectively. Communications via social media, for example, can lack security and are vulnerable to invasions of privacy because of their public nature (READING EAGLE, 2012). Outweighing these disadvantages, however, is the fact that different studies have also shown that social media can help to equip young people with a range of valuable life-skills. These benefits occur as a result of the constant practice at communication it encourages (THE WASHINGTON TIMES, 2009). By being so constantly connected to the public, young people have the opportunity to explore and challenge social conventions, develop new interests and technical abilities, and develop their personal sense of identity (THE WASHINGTON TIMES, 2009). These skills help to keep society cutting-edge and progressive, and also help prepare the next generation for life, work, and society. As can be seen, therefore, social media carries definite and proven risks for users; however, it can also be enormously beneficial. It cannot be denied that using social media carries certain risks to security, privacy and personality. However, the benefits that accrue from appropriate use of social media can be seen to outweigh those risks extensively. References

Reflect on and analyse feedback on own teaching (educational review, Essay

Reflect on and analyse feedback on own teaching (educational review, 3000 words) - Essay Example The reflection on these actions allows the engaged individual to employ continuous learning methods (Schon, 1983). The individual tends to learn from his actions in order to continuously improve and the resulting improvements are then used as future learning material. This makes the reflective practice method both dynamic and continuous. This is not to indicate that professionals relying on reflective practice tend to use their own experiences to learn but it serves to indicate that the reliance on personal experiences for learning is greater. Though reflective practice has been around for a few decades now but its wide scale application to professional practice has emerged in the last few years. A number of different models have been brought forward to delineate reflective practice including (but not limited to) models by Argyris and Schon (1978), Kolb (1984), Gibbs (1988), Johns (1995) and Rolfe (2001). Among these models of reflective practice, the model presented by Kolb (1984) h as gained widespread attention and acclaim. This paper will rely on the model presented by Kolb (1984) in order to advance arguments for reflective practice in a clinical setting aimed at learning. ... One key aspect of the model is the transformation of information into knowledge after a particular situation has occurred.16* Figure 1 – Kolb’s Reflective Practice Model (1984) extracted from (Schugurensky, 2002) Reflection on the Subject Teaching Session A teaching session was held in order to disseminate information and knowledge gathered through a continual and dynamic reflective practice run. The attendants for the session ranged from registrars to senior health officers (SHOs) so a widely differing audience was worked with using the teaching session. A key assumption before the teaching session was that members of the audience would be able to assimilate the provided information at the same rates or nearly at the same rates (Boss & Krauss, 2007). However, the teaching session proved beyond doubt that personal learning issues were far overtaken by learning issues based on position in the organisation. The learning styles for registrars and SHOs tended to differ wide ly so that certain concepts had to be repeated in order to ensure that all members of the audience were on the same page. Based on this observation, it would be relevant to utilise different teaching sessions or a wide variety of different teaching techniques to capture the differences in knowledge of such an audience. One method employed to keep the attention of the audience was to utilise quizzes that were presented at intermittent intervals during the teaching session (Darzi, 2008). It could be noticed that the audience seemed more involved in solving the problems presented by the quizzes rather than concentrating on slides one after the other. This observation also had another significant undertone. The subject teaching session

Willingness to Pay Essay Example | Topics and Well Written Essays - 250 words

Willingness to Pay - Essay Example On the other hand, for a park or a green space to remain in good and attractive condition, regular maintenance, and improvements are mandatory. Costs are incurred in order for these services to be effectively provided to the public, hence necessary to charge the public a relatively small sums of money in order to meet the costs. Nevertheless, it is important to consult the public about the amount they are willing to pay for the services, amenity, or a resource hence the term â€Å"willingness to pay†. A good example of willingness to pay scenario is the residents of Boulder Colo in USA. The people of this area were willing to pay up to $234 per home in order to keep a five and a half acres of land preserved for public usage (Americantrials, 2014). This land had not been developed for long hence the community decided to be contributing the large sums of money in order for them to be using it as a park. Their decision could however be termed as highly brilliant since presence of this land as a park made the value of the surrounding properties to dramatically hike in price. Other recreational benefits that were accrued from the existence of the park included travelling costs incurred while visiting the park. Within a period of four years (1995-1999), the property price premiums were summing up to $140.2 million. There was also a net entertaining value of over $7.6 million (Americantrials, 2014). In conclusion, provision of opportunities for physical activities such as establishment of recreational areas like parks or provision of service may have so much economic benefit to the local government, private developers, and the to the residents of that the neighboring areas. Facilities like parks; availability of quality water among others raises the value of the properties and homes in the nearby area. Moreover, the cost incurred in maintaining such recreational facilities and resources is by far much lower than

Communication with Children Essay Example for Free

Communication with Children Essay In every aspect of life, at work and at home, our communication with those people around us influences and underpins our relationships with them, so developing positive attitudes and communication is essential to develop positive relationships. Getting to know people and showing interest in them and what they have to say is important to building respectful relationships. Remembering names, listening to what people have to say, being considerate of people and their views, all add up to positive relationship building. We work with adults where effective communication and trust will ensure the safety and well-being of the children we are caring for. It is essential that any information regarding any child is passed to the correct person especially if there is any cause for concern. Communication with an adult may be verbal only, but if there is a genuine concern for an aspect of learning or social or personal safety of a child, it will be backed up by written evidence. Discussions with our peers are important to build relationships of respect and trust. A teacher may have concerns about a child and might discuss this with her teaching assistant who may back up her concerns with her own observations. Being friendly and approachable will help encourage communication with children, young people and adults and always acting with honesty and fairness will develop positive relationships and respect. Communicating with your peers at work is likely to be quite different to how you would communicate with them in a social situation. Whilst at work it is important to be professional, however that doesn’t mean you can’t have a sense of humour! Quite often the person you need to speak to isn’t available so it may be that you will have to leave them a note, either in their pigeon hole or on their desk, and then it can be discussed in more detail when you are both available. We communicate in many different ways to many different people at work, we communicate with teachers about the children and what different resources are needed in the classroom, we communicate with parents  sensitively about their children, we communicate with the office staff regarding stationary supplies and resources, we communicate with the kitchen staff regarding lunch and the caretaker regarding repairs that we may have observed that need attending to or some other instructions. All these communications are important to get the best results and each may be approached differently. It is important to understand the correct approach to ensure the most positive outcome in each situation. Cultural differences may affect communication as misunderstandings can occur so it is important that when communicating with people from different cultural backgrounds you make yourself understood and be respectful of their culture. When communicating with children it must be remembered that children do not have the same understanding as adults and will take everything as it is said and will not interpret signals or things unsaid or assumed. Not all children will understand humour, although some will, so it is important to speak clearly to children and maybe repeat what you have said. It is also a good idea to ask them to repeat back to you what you have said if it is important that they have understood you, this way there will be no room for confusion. Also, get down to their level; they will feel more comfortable talking to you and not so intimidated. The age of a child is important to take into consideration. Very young children may not respond to humour as they may not understand. However an older child may respond positively to humour as it can relax them. Always adapt your language to the age of the child and speak clearly. The context of the communication may hugely influence how you might communicate. If the child has done something well or positive, just a big smile and thumbs up from across the classroom can communicate very effectively. Equally, a disapproving look and firm shake of the head may communicate across a classroom when a child has done something wrong. Tone of voice is important to portray your communication too. If what you are telling them is serious it must be delivered with a serious voice, equally praise should be delivered with an excited and happy tone and expression. In  general communication with children, they respond best to happy, excitable voices, so unless the message is serious, that is the tone I think is best to stick with! When communicating with children there are other things that may have to be taken into consideration. It may be that English is not their first language so extra care will be needed to ensure they have understood you. The child may have a sensory impairment, so you may have to speak facing them, slowly and clearly and using your hands where able. The child may have a speech, language or communication impairment so again you would have to speak to them in much the same way, speaking clearly and slowly and repeating instructions and asking them to repeat back to you so that you know they have understood instructions. Their cognitive abilities may be poor so you may have to adapt your communication to take into account their concentration span and focus or coordination. Also, if a child is sad you must be sensitive to that and be reassuring and comforting. A child may be agitated or angry and then you must be calming. If a child has cultural differences those differences must be taken into account and treated respectfully. Communication with adults may include body language and gestures that may go unobserved by children. Adults will also interpret nuances in tone of voice that children may not pick up on. Therefore it is more important to explain exactly what you are saying to children. You may not have to be as direct with adults. When managing disagreements with children it is important that the child believes he/she is being listened to and treated fairly. When I’m dealing with playground disputes I always listen to both sides of the story and get the whole picture. We then talk it through and decide what would have been a better way of dealing with their conflict and either or both apologises and we have a clean slate and fresh start. When dealing with disagreements between young people a similar approach can be taken but with a higher language level. Disputes may arise at work where  adults have differing opinions; it is important to listen to an alternative point of view and consider where there is common ground. Talking things through thoroughly and being open to an alternative approach is vital. If there is total disagreement and no solution can be found then a manager or head teacher will have to be involved.

The Maturation of a Maternal Bond in Morning Song Essay examples -- Mo

The Maturation of a Maternal Bond in Morning Song  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   What is the only difference between the emotions of an ordinary smiling new mother in the 1960's and those of Sylvia Plath when she writes her melancholy "Morning Song" soon after her child's birth?   While most new mothers pretended all was well, Plath published her true feelings. Simply because society held that all new mothers should be filled with immense joy after giving birth does not mean that they actually were.   Plath had the courage to admit she was confused, and her poem, "Morning Song," focuses on one woman's mixed senses of apprehension and of awe upon the birth of her child which create both feelings of separation and affection that contend to determine the strength of her maternal bond.    The first line of Plath's poem, "Love set you going like a fat gold watch," shows the emotional forces conflicting within the mother's mind. The fact that she chooses the word "love" rather than a more carnal image like "sex" shows that the infant was conceived from an intimate bond and creates a positive connection between mother and child. Using simile, "a fat gold watch," changes the impact of this line. While the word "fat" alludes to the cumbersome nature of the infant, the word "gold" represents the child as precious and valued, and the word "watch" conjures to mind the seemingly endless task of raising a child. In her book The Second Sex, Simone de Beauvoir asserts that "a whole complex of economical and sentimental considerations makes the baby seem either a hindrance or a jewel," but Plath's "fat gold watch" suggests a newborn can be both (509). Detachment caused by the mother's sense of apprehension is evident as she says to her child, "New statu... ...h which she receives the baby's cries suggests that she is touched by the baby's humanity, its unique individuality. In "Morning Song," the mother's bond to her infant strengthens as she tries to deny it. While attempting to prove that she has no connection to this new life, the bonds become undeniable as the infant opposes her with his or her "clear vowels." This "handful of notes" is all that is needed to dispel all pretenses of indifference toward the child. As the cries "rise like balloons" so too, it seems, do the mother's spirits and attitude toward the new life she has brought into the world.   Works Cited de Beauvoir, Simone. The Second Sex. New York: McClelland and Stewart, 1953. Plath, Sylvia. "Morning Song." Literature: Reading, Reacting, Writing. Laurie G. Kirszner and Stephen R. Mandell, eds. 3rd ed. Orlando: Harcourt, 1997. 690.   

Fibromyalgia Good Days vs Bad Days

Fibromyalgia Good Days vs. Bad Days Michele Gay National American University January 11, 2012 Abstract Fibromyalgia is a chronic pain disease that has â€Å"good† no pain days and â€Å"bad† excruciatingly painful days. The differences in the days are extreme. A good day is also a mentally bad day, knowing that the pain can come back at anytime, while an extremely painful day could be mentally a good day because the pain has to go away sometime. Fibromyalgia has many symptoms and there is not a known cause for the disease at this time. Keywords: fibromyalgia, good days, bad days, pain, fatigue, sleep disturbances, headaches, irritable bowel syndrome, anxiety or depression, physical appearance For people diagnosed with fibromyalgia, according to Moore (2011), on average, we feel, well, average. Average is whatever comes in the middle of a really good day and a really bad one. Or, to put it another way, good days get worse, and bad days get better. There is a seesaw effect going on with how a person feels physically. This seesaw effect can be very hard on an individual, but not just physically but psychologically. On the good days thoughts of wondering, just how long will the good feelings continue. Then when a bad day happens, there is excruciating pain, and all the while the realization that the pain can’t last forever and in time the person with fibromyalgia will feel better. According to MyFibro. com (2011) Fibromyalgia statistics, fibromyalgia is a chronic disease that about 1 in 50 Americans are diagnosed with. Symptoms of fibromyalgia can be primary and or secondary symptoms. Primary symptoms include but are limited to; musculoskeletal pain, fatigue and sleep disturbances like sleep apnea, grinding of ones teeth, restless leg syndrome and frequent waking during the deep, restorative phases of sleep or alpha-EEG anomaly. Some of the secondary symptoms are headaches, irritable bowel syndrome, TMJ pain, anxiety / depression, ear nose and throat problems, pelvic pain, skin roblems, paresthesias, fibro fog (cognitive changes such as memory problems, confusion and difficulty concentrating). Fibromyalgia is a disease that is not always visual to other people. Many people have fibromyalgia and do not realize that they do, let alone someone else knowing a person has it or that they are dealing with it. A few aches here and there, tenderness in certain areas, dizziness, a little anxious are a few of the symptoms, but when looking in the mirror at oneself a person could not see those symptoms. Unfortunately this makes it difficult for our peers to know if a person with fibromyalgia is having a good or bad day, unless they are told. Without knowing about the disease peers don’t realize that there could be some limitations physically, mentally and dietary as well. Depending on the severity of fibromyalgia, having a good day, could mean that there are no symptoms to medium symptoms. A feeling of going out for a walk or a run, slept great and feel refreshed. A person is back to their old selves or close to it. According to Schmidt (1990) a person with fibromyalgia needs to plan for the bad days – imagine it as a day off from work, take naps, allow an occasional bout of private self-pity – on those really worst-of-all-days cry if it helps, believe in the good days- no matter how severe the relapse is there are occasional good days, use a 50-percent solution – on a good day try to do about 50-60 percent of what is normally managed. , just do a little – on the days of mild energy, just do a little, it will be there tomorrow, schedule time for rest – even on a good day schedule time for rest each day. Bad days again range from the extent of your symptoms. A person with fibromyalgia and their worst days and nights, hurts everywhere including the hair on their head, clothing hurts physically to the extent of wanting to cry from the pressure on the skin. There is little to no good deep REM sleep, so the person continues to be tired and the body does not rejuvenate. There are muscle spasms that run all over their body and the spasms add an extra layer of pain to the already continuous muscle pain. A person’s anxiety level shoots up as well as psychologically, where the person diagnosed with fibromyalgia feels worthless, angry and loneliness. During a bad day others can not generally tell that a person with fibromyalgia is in pain. So when it is mentioned that that a person is having a great deal of pain or not able to concentrate, the person’s peers will look at a person with fibromyalgia say that, â€Å"You look fine. † If a person does not have fibromyalgia, then the there is no possibly way for them to imagine what it feels like and probably could not understand how someone feels not only physically but mentally as well. References: Moore, Dr Chris (2011). Fibromyalgia: Why good days get worse and bad days get better Fibromyalgia Doctor Medical Information for Fibromyalgia Sufferers, Retrieved from: http://docchrismoore. wordpress. com Schmidt, Patti (1990). Getting Through the Bad Days CFIDS & Fibromyalgia Self Help, Retrieved from http://www. cfidsselfhelp. org Site Writer (2011) Fibromyalgia Symptoms, MyFibro. com. Retrieved from http://www. myfibro. com/

‘A Passion for DNA: Genes, Genomes, and Society’

â€Å"No one then had any compelling reason to take my hypothesis seriously, but by November 1952 I liked it well enough to print DNA  ® RNA  ® protein on a small piece of paper that I taped on the wall above my writing table in my rooms at Clare College.From the day of our first meeting, Francis Crick and I thought it highly likely that the genetic information of DNA is conveyed by the sequence of its four bases. But we knew it was premature to promote this idea before the structure of DNA was known. However, the moment we first saw how to build a double helix out of the four base pairs, it was clear that the essential uniqueness of a gene must reside in its respective sequence of four bases.†So wrote James D. Watson in his book, A Passion for DNA: Genes, Genomes, and Society. In this work, told with refreshing honesty, is the human story of how Watson and Francis Crick won a Nobel Prize for what may be the most important advance in the life sciences since Charles Darwin published The Origin of Species.In this collection of essays (written for a variety of occasions during the past three decades), Watson discusses the science and sociology of several issues – foremost are recombinant DNA, the nature of cancer research, the past, present, and future of DNA the Human Genome Project and its bioethical problems.The book starts with an autobiographical discussion of the events in Watson’s life that preceded his discovery of the double helix. He then describes his scientific mentors, collaborators and rivals, as well as his philosophy on science. (Watson’s advice for budding scientists: learn from the winners, take risks, have a fallback, have fun and stay connected.)In 1953, two young, unknown scientists sparked a worldwide revolution. Studying DNA for clues to the nature of genes, James Watson and Francis Crick deduced its molecular composition – two chains twisted into a double helix – and immediately realized that th e structure implied how genes were copied and passed from one generation to the next.Their observation has had extraordinary consequences: the discovery of a genetic code that all living things share and the realization that the code translates into proteins; the ability to alter an organism's genetic make-up; recognition that diseases like cancer begin when genes go wrong; the foundations of a biotechnology industry and the means of cloning plants and animals; a start on cataloguing human genes; and the glimmer of a new kind of medicine that uses DNA therapeutically.As public concern about genetically modified food mounts, here is Watson's salutary reminder, from a previous era of DNA anxiety, that restrictions on potentially rewarding research are justifiable only if there is robust evidence of likely harm.Commenting on the 1970s War on Cancer, he warns that effective leadership of publicly funded research initiatives, such as the current search for an AIDS vaccine, demands the co urage to support promising but risky new ideas and prune away anything less than the best. And as the first Director of the Human Genome Project, now approaching its climax, he acknowledges the past evils of eugenics but argues fiercely for the need to balance potential misuses of genetic data with the overwhelming benefits of a rational attack on the roots of disease.In an essay on cancer research and the â€Å"war on cancer,† Watson tells us that to win wars one must know the enemy and the location of the battlefield. When Richard Nixon declared a war on cancer, this information was not yet available. The discovery and elucidation of the action of oncogenes and of cancer viruses were pivotal for understanding the terrain, planning the strategy, and pursuing the war. Watson provides numerous examples to stress the necessity of research in the basic sciences for developing successful therapies against cancer.

Migrant Mother

Migrant Mother Some people can look at this photograph and pick a time in their lives and relate to the women in this picture. You might be able to feel the feelings that you think she's feeling. I look at this picture and see nothing. It took me awhile to finally get the feeling I think this picture is about.I think this picture means that loneliness that everyone has deep down inside them. That feeling of being lost. Not knowing what do to next or what's around the corner. The women's a tattered clothes show she's a hard worker. She constantly works for no reward in the end. Her face is aged. The expression on her face of that worried state. Wondering how she might provide for her children. She has no one else but her children. They are what keep her going.But I think she shows hope.Loneliness in America

Study of diary products supply chain with its various components and Essay

Study of diary products supply chain with its various components and aspects - Essay Example We ensure that the amount of fat is reduced and this fat which has been removed is used in the making of products such as butter and cream, all these being the ingredients found in cheese, which will be our primary focus in this paper. Good manufacturing practices such as hygiene, quality assurance and marketing are critical (Andreas & Carl, 2011). Production requirements Cheese storage area capacity is predominantly determined by the target cheese types which are intended through put plans. The equipment which will be necessary for cheese making depends on the type of cheese being produced and facilities which are specifically designed are required, and advice/factory design should be sought. According to the nature and complexity of making cheese, which usually requires precision if one is considering going into cheese making, proper training is a basic requirement. The key areas for consideration in the manufacturing of cheese are pasteurization process of milk, quality control, h ygiene and finally marketing and distribution (Andrew, Dan, & Tom, 2006). Legal requirements There are stringent hygiene regulations to be adhered to since safety is an important consideration in the cheese business as is in any other food business. ... Cheese is a complex food comprising of only a few simple ingredients. There are thousands of varieties of cheese around the world developed by cheese makers, each with a unique taste, texture and nutritional profile. Absolutely, no cheese is similar and we have a large number of standards, due to the existing ways in adjusting the basic recipe of products such as mozzarella, Brie, blue, Swiss, Cheddar and many more. There are two basic types of cheese which we deal with and they are: Natural cheese which comprises of about four ingredients which are basic and they include salt and milk among others. The cheese nutrients such as calcium, protein and phosphorus are due to the milk being the main ingredient. Salt is required for the final transformation of liquid milk into cheese while also acting as a natural preservative. Processed cheese which is made from high-quality natural cheese. Therefore, it also comprises of the said nutrients (calcium, phosphorus and protein). One of its maj or differences with natural cheese is that processed cheese can be modified to have more calcium as well as extra vitamin D. For processed cheese, the processing is known to stop the aging process, thus maintaining its flavor, texture and smoothness over extended periods of time. Processed cheese can be customized for flavor and qualities such as a smooth melt responsible for making it versatile, tasty and easy-to-use food. There has to be careful application of amount of salt used since it will impact its firmness, flavor, food safety and preservation crucial for our customers. Supply Chain At the start of cheese supply chain, we have the farmers who supply the milk. There are well known unions who we deal with and have been in operation for well over a decade, who specialize in dairy

American Revolutionary War Research Paper Example | Topics and Well Written Essays - 1250 words

American Revolutionary War - Research Paper Example The American colonists had a different way of undertaking their activities even though they emigrated from Great Britain. In the American region, individuals carried on their activities even without seeking permission from Great Britain, which was considered to control the region as a colony. The British argued that colonies were formed, in order to, be utilized for the success of the colonialists, therefore, had to contain a crown, as well as a parliament. Consequently, the British administration showed no support for the issues of having a crown as well as the legislature. Colonists experienced many unlawful and unconstitutional acts from King George who was at that time the leader within the entire Great Britain (DOI 1). In response, the colonists were angered by the actions undertaken by the king leading to the emergence of the Revolutionary War. The war commenced as a result of the urge to embrace freedom for the populaces around America. The populace rejected the control of the region by Great Britain leading to the war. At that time, Britain had little supplies for war since it has previously engaged in warfare with the French and other nations. England has resolved to create terror for the populaces after the rejection of control although they persisted throughout the war. The populaces wanted the eradication of rules concerning various issues such as intolerable acts as well as eradication of unfair duties (DOI 1). In addition, they demanded a representation inside the governing body in order to make Great Britain conscious of their needs. Upon the refusal of these demands by Great Britain, the populaces in America affirmed their sovereignty. Therefore, they had the drive to attained sovereignty thus the ability to conduct their activities without scrutiny from Great Britain. In Boston, the urge to be sovereign had already arisen ascribed to the massacre that had transpired in 1770. In the massacre, numerous Ameri cans without arms were shot at and instantly murdered by the army that was from the British origin. The anger in the populace from the Boston acted as the driving force for seeking independence for the people within that region of America. Similarly, other people had their individuals drives towards the strive for independence or sovereignty with other having multiple drives such as the acts that were considered exploitive and the numerous duties imposed on the populace. Additionally, the undertakings that the British government had carried out in American soils had been the foremost contributors towards the war. Prologue of the Intolerable acts that emerged from holding the Tea Party by the Boston populace in 1774 served as a way of castigating the populace for involving in such activities. Therefore, the instance of the prologue of the intolerable acts served as the principal rationale for involving in the rebellion that occurred within America and in opposition to Great Britain. The acts that had been undertaken by Great Britain represented rules that were carried out by Lord North. They infringed the liberties of the American populace and restricted their lives within their country. Some acts insisted on the transfer of trails to Britain, as well as, other regions in case the feeling was that justice would not prevail within the places that the trails were initially conducted. Other acts were the Quartering acts that allowed the army, to dwell in houses, as well as, other

Land law Essay Example | Topics and Well Written Essays - 1000 words

Land law - Essay Example To start with, the Limitation Act 1980 makes provision for a claim for recovery of land only in circumstances where a squatter is in adverse possession, and the action will be statute-barred if it is not commenced within 12 years from the date of the dispossession.2 Schedule 1, Paragraph 8(1) provides as follows:- ‘No right of action to recover land shall be treated as accruing unless the land is in the possession of some person in whose favour the period of limitation can run (referred to below in this paragraph as adverse possession); and where under the preceding provisions of this Schedule any such right of action is treated as accruing on a certain date and no person is in adverse possession on that date, the right of action shall not be treated as accruing unless and until adverse possession is taken of the land.’3 Whether or not Mia has been in actual possession of the property for the requisite statutory term of 12 years can only be determined by reference to the relevant case law. Possession for the purposes of the Section 15 of the Limitation Act 1980 has been restated by the House of Lords in J.A. Pye (Oxford) Ltd. and Others v Graham and Another [2002]. In this case Lord Browne-Wilkinson remarked that the ‘only question was whether the squatter had been in possession in the ordinary sense of the word†¦ The question is simply whether the defendant squatter has dispossessed the paper owner by going into ordinary possession of the land for the requisite period without the consent of the owner’.4 In the ordinary sense of the word, possession must contain two essential elements, factual possession as well as an intention to possess. Factual possession was defined by Slade J in Powell v McFarlane (1977) as an exclusive occupation of the land to the extent that a true owner is otherwise entitled to occupy it. ‘The question what acts constitute a sufficient degree of exclusive physical control must

Gay Marriage Journal Essay Example | Topics and Well Written Essays - 500 words

Gay Marriage Journal - Essay Example ce same sex couples can prove to be better parents than opposite sex couples, as is suggested by Judith Stacey and Timothy Biblarz (as cited in Cooke, 2012, par.2). Family instability may take its toll on normal psychological development of children of both straight and same-sex couples, and so, it is not true that only gay parents prove to be bad parents by any means. They may prove to be better parents. Stacey and Biblarz argue that two men or women can raise kids better in terms of sexual growth, than a man or a woman in a traditional home setting. Kids of gay couples do not have to see one of their parents involved in extra-marital affairs. They do not have to see their moms and dads fighting with each other every day. Kids pay little attention to what the relationship between their parents is, or whether or not their relationship relates to societal norms or not. All they want is love, of parents towards them and also towards each other. So, the relationship between parents has nothing to do with children becoming homo- or hetero-sexual. Thus, gay marriages should be legalized without getting concerned about the parenting capabilities of the couples involved. Normandin (2011) argues that gay marriages should be banned because there is no interest or benefit attached to it that should be sufficient for its justification. He argues, with the support of scientific research, that the absence of one of the two sexes as parents is very detrimental for healthy mental and physical growth of children. In case of lesbian marriage, the absence of a biological father results in early sexual activity and adolescent misbehavior in children, since the role of father in children’s activities and mental and social health cannot be denied. In the same way, in case of gay marriages, the absence of a mother takes its toll on the development of young children, as fathers cannot respond to the needs of infants as mothers can. Hence, the absence of either a mother or father is

Improving Pay for Performance with SOP

Improving Pay for Performance with SOP INTRODUCTION: Executive pay has been a big controversial issue over the past twenty years due to various governance failures which have generated a forceful policy debate on the appropriate role of shareholder voice in corporate governance (e.g., Bebchuk 2007; Bainbridge 2006). Some say the pay is too high and is set by captured boards while some say it reflects the marketplace in action. Therefore, some companies are either willing to or mandated to give shareholders an advisory vote on the prior years compensation of top executives-a say on pay (SOP). SOP is a term used for a rule in corporate governance whereby stakeholders are given the opportunity to vote on the enumeration of executives. SOP potentially not only gives shareholders an advisory vote on pay practices, but also increases scrutiny from shareholders over top managements compensation at most companies. Therefore, this study illustrates how SOP improves pay for performance. Under certain circumstances, this study will show that pay for performance has been increasing significantly after the adoption of SOP. When further decomposing executive pay into its cash-based and equity-based components, this study finds evidence of an increase at most companies in the relationship between performance and these compensation components, and the potential to enhance transparency, governance, and accountability, which, in turn, should lead to greater efficiency and social responsiveness (Bebchuk, Friedman, and Friedman, 2007). MAIN: This study is going to discuss further about the principal of SOP and its effect on pay for performance in firms and the related principal-agency problems in corporate governance. SOP might have not been a new concept in corporate governance in the UK, but some firms in developed and developing countries have been implementing this concept over these years around the world. SOP is known as one of the recent phenomenon of shareholder activism, a voice mechanism for shareholders (Hirschman, 1970). It is the effectuation of providing shareholders the right to vote on executive compensation program at the annual meeting. The regulation changes a variety of attitudes toward corporate governance and disclosure habitudes of all public companies. This concept allows shareholders to either raise their voices or express their opinions against executive compensation programs. In other words, instead of letting top executives to decide the level of compensation plans, shareholders can use their voting rights to either approve or give advice on executive compensation plans that link to top executives performance. To clearly justify, SOP is seen as a friendly tool to express, improve the dissent, giving advice on remuneration, but not an aggressive governance rule to destroy firm value or dissociate the relationship between principal and agent. While companies are not bound by SOP advisory votes, the act not only requires firms to disclose the vote results after the shareholders meeting, but also report whether and how the board considers the voting results in the following year. Consistent with this argument, De Franco, Hope and Larocque (2013) find that additional disclosures improves board effectiveness at monitoring executive c ompensation and in strengthening the link between pay and performance. SOP was used formally in UK in 2003, but in fact it was unofficially started and practiced in July 1999 as non-binding vote on executive compensation or remuneration. In the early of 2001, there are various companies beginning to propose the remuneration committee report, and there is an evidence that the number of firms submitting the proposal grew rapidly in 2002. After the UK, several EU countries consequently adopted this principle such as Netherlands, Norway, Sweden, then it spreaded to Australia and USA. It has been lasting for nearly 15 years in the UK while in the USA, this concept started in 2010 and became compulsory in the same year, which is relatively brief and the current knowledge of SOPs results and effects are still limited along with many academic discussion and practices. Basically, the objectives and models of SOP vary considerably across the world. Under Dodd-Frank, SOP in the USA requires companies to hold a non-binding vote on compensation at least once every three years. Afterwards, firms are also required to request shareholders to regulate the frequency of future say on pay votes at least once every six years but no less than that, also the shareholders are given the option of doing annually or every two or three years. However, in the UK, the government presented the Directors Remuneration report to record for a shareholders vote on current level of compensation at every annual general meeting. Pay for performance is currently a big issue in corporate governance due to several executive compensation scandals. Additionally, House Report 110088 noted that the average of a CEO in a top company earned approximately 140 times higher than the pay of a regular employee in 1991; nonetheless, this ratio increased exponentially to about 500 to 1 in 2003. The compensation for CEOs is divided into 2 parts which are fixed compensation such as cash and bonuses, and variable compensation ,also called performance-based compensation. The variable compensation which strongly relates to CEOs performance, including option grants, stocks option,.etc will be determined comprehensively in this study so as to favour the practical impact of SOP. Refer to Jensen and Meckling (1976), the traditional principal-agent theories stated that the owner of the firm constructed the compensation contracts to the agent in terms of maximizing the value of the firm. Muller-Kahle (2013) finds some evidence that, w hen CEOs have a dominant ownership stake, firm monitoring is diminished and firm performance suffers. However, most of public companies generates it infeasible for shareholders to debate the managerial compensation. In the phenomenon, the executive compensation scandals occurred frequently and severally than we could imagine. For examples, Tyco International was reported a CEOs scandal in 2005, its CEO Dennis Kozlowski and CFO Mark H. Swartz were convicted of stealing $600 million, these money was symbolized as the excess of executive remuneration, i.e. Kozlowski gave his wife $2 million birthday gift on Islands Mediterranean at companys expense. From our point of view, if Say on Pay was introduced and implemented earlier, those compensation scandals would had possibly not happened and also its reasonable to achieve and practice the SOP policy at the moment. According to Vicente Cuà ±at, Mireia Gine, and Maria Guadalupe (2013), the main purposes of Say on Pay is to raising shareholders voices, concentrating on the shareholders interests but also focusing on values that CEOs added to the firm and the transparency of CEOs interests. It leads to the improvement of the agency problem. Although a variety of evidence are against the benefits of Say on Pay, Bebchuk (2007) contended that a formalized say on pay vote is able to overcome the psychological barriers and support the negotiation of better compensation contracts. Indeed, many articles suggest that the approach of SOP does have a positive correlation between both firms value and the issue of pay for performance. We believe that there is nothing 100% right or wrong in all circumstances and its inherently difficult to determine precisely influences of any corporate governance regulation. Hence, the objective of this paper is to approve the improvements of Say on Pay on pay for performance in corporations in terms of increasing firms values, shareholders values, reducing agency problems and enhancing the transparency of executive compensation under certain conditions. First condition is firms with excessive or ineffectiveness CEO remuneration, as stated by Core at el. (1999), less effective boards are regularly related to high abnormal CEO compensation and low sensitivity pay for performance, which means that SOP is likely to benefit to the firm with weaker corporate governance and incompetent remuneration design. Secondly, firms with independent-minded shareholders willing to vote against management are likely to face more pressure if the say on pay is achieved; thirdly, firms are willing to b oost performance, enhance compensation and reform as a consequence of shareholder pressure. Due to Baird and Stowasser (2002), the first benefit of implementing SOP is certainly promoting accountability and transparency in the compensation report. To earn stakeholders support or prevent litigation, boards not only have sought to enhance disclosures concerning executive compensation plans but also publish an annual directors remuneration report over the past year, which causes directors more carefully to consider shareholder interests when designing executive pay plans. The recent trend confirmed the increased directors accountability after the introduction of say on pay (Cai et al. 2007, 2009; Del Guercio et al. 2008). As found in the previous articles, Davis (2007) stated that the Say on Pay proposal did associate smoothly with the communication and relationship between shareholders and board of directors. Refer to the UK evidences, after annual general meeting and the accurately analysis of remuneration report, there is a substantially development in the connection and tr ansmission between compensation committees and shareholders. Firms are more opened to a dialogue with shareholders to justify a broader compensation decisions and practices. Companies will not only have the opportunity to include additional resolutions on specific compensation decisions, but also have the opportunity to ask shareholders views on specific compensation decisions, including decisions related to various aspects or categories of pay. Each company, however, will be required to permit shareholders to vote on a resolution addressing all of the compensation disclosed in the annual proxy. This finding may advance scrutiny and also lead to more informed voting decision and the acceptance of a remarkable premium. Also, Deane (2007) and Davis (2007) suggested that SOP probably superior adjusts for principal-agent interests and enhance corporate governance and performance. The SOP allows shareholder to raise their voices in executive which definitely better align with CEO and shareholders interests, consequently, it comes up with the reduction of agency cost and a more adequately compensation contracts. Due to Peter Iliev and Svetla Vitanova (2015), the market reacted positively to the practices of Say on pay votes and the general supports of directors from shareholders are spotted to be increased. In practices in the UK, the impact of SOP was found to be positive as well, Fabrizio and David A. Maber (2013) analysed that the adoption and implementation of say on pay to the UK regulation was escorted with positive stock price reactions at firms with high dissent compensation conflicts and particularly practices diluting punishment for poor performance. By the same token, enforcing SOP may potentially increase Earnings per shares (EPSs), Return on assets (ROA) and Return on equity (ROE), the appliance also gains profitability and efficiency, higher growth in labour yield and constructive effect on accounting statement in the following years after the binding vote. As a result of Vicente Cuà ±at, Mireia Gine, and Maria Guadalupe (2013), the shareholder value increased by 5.4 percent after Say on Pay implementation, this such high market gains were explained by the improvement of CEOs performance under shareholder pressure and the effect of better alignment of pay for performance and also the reduction of pay for failure. Those evidences are consistent with the aims of this study that say on pay is used as a value-creating governance mechanism to contribute value to firm and shareholders. According to Stephen Davis Millstein Center Fellow (2007), advisory Say on Pay votes are extensively seen as having been an influential committing factor in taming the rate of increase, reduce controversial compensation of CEO, pressure firm to increase sensitivity between compensation and performance curbing opportunities for reward for failure and tying compensation dramatically closer to performance. As we mentioned above, not every firms reported the same results on the impact of SOP. However, we do find the strong positive influence in the firm with high dissent between shareholders and directors and the firm with excessive CEOs compensation based on the managerial power viewpoint (Bertrand (2009), Frydman and Jenter (2010), Murphy (2013). As documented by Fabrizio and David A. Maber (2013), their tests were coherent with Core et al(1999) s research that the introduction of SOP was followed by positive stock price reaction, especially in the firms with controversial compensation report and those which abate penalties for poor performance. Correa and Lel (2013) also recorded a numerical decrease in CEO pay of 6.1% after implementation of Say-on-Pay regulation in a sample of countries. Moreover, by using regression analysis on large sample of UK firms, Fabrizio and David (2013) tested on some vital elements in CEO pays including bonuses, equity awards to evaluate whether the sensitivity of CEO compensation is highly adequated to performance along with economics factors before and after the regulation. In general, they concluded that even though others economic elements persist unchanged, there is still a significant rise in the sensitivity of CEO pay to poor performance in less observable elements of pay. Moreover, this finding is consistent with the result of Ertimur, Muslu, and Ferri (2011) which is the most pronounced in high dissent firms and firms maintaining excessive executive compensation before SOP, means that SOP policy does reduce the excessive performanced-base salary to create value and link the remuneration more dramatically to the performance. Various companies either removed or altered provisions that investors considered as rewards for failure such as generous severance contracts and low performance hurdles, often in response to institutional investors explicit requests. Fabrizio and David A. Maber (2013) examined this issue on high dissent(HD) firm (with 20% dissent vote) and low dissent(LD) firm (with less than 5% dissent vote) before and after the vote , the result showed that the high dissent firms reducing the notice periods of severance contracts after the first vote (80%) are likely to be higher than before the vote (20%) and also substantially higher than the low dissent firms (33.3%). Therefore, this figures suggested that say on pay is the reason of reduction of controversial compensation, besides, 70% of low dissent firms scaling down the notice period before the vote which is the evidence of elimination of dissension between shareholders and executives. Moreover, a variety of firms established a formal proces s for proactive consultation with their major shareholders going forward (Ferri and Maber, 2011). As a result, the threat of a vote was effective in inducing firms to revise CEO pay practices ahead of the annual meeting and decreasing the situation of pay for failures and the growth rate of pay. Meanwhile, they also analysed the second most influenced remuneration item which is performance-based vesting conditions in equity grants. During the following years that performance targets are not accomplished, this retesting provision is seemed to contribute for reexamining and subsequently assists for the potential pay for failure. After the research, they concluded that before the first vote, HD firms and LD firms achieved 5% and 25% respectively to reduce or remove this issue. Nonetheless, the result changed significantly after the SOP vote, HD firms agreed to shorten or abolish retesting provision with statistically 76.3%, while the LD gained 28%. Generally, several evidences support that these contractual modification are the direct repercussion of SOP regulation. Base on the top 100 companies 2016 surveys in the US, SOP is raising shareholders voices and putting more pressure on CEO in order to perform better, however, we found that shareholder doesnt empower themselves to manipulate the CEOs compensation. In fact, the number of companies adopting this policy is increasing, in 2016 there are 95 over top 100 US companies holding say on pay vote in 2016, 94 out of 95 firms held approval say-on-pay votes which is higher than 2015 and only 1 firm didnt approve which also failed in both 2014 and 2015. As being reported, 41 corporations reviewed and elected not to significantly change the compensation report, while 20 noted modification into the remuneration in response to the vote. In table 4, the Say on Pay approval rate in 2016 is relatively high with 78% receiving approval rates in excess of 90% and only 6% for-voting below 70%. This figures coordinate with data in the last 2 years 2014 and 2015, which the approval rates are comparably high. Th is finding suggests that the even shareholders have more control power in the firm, they are not likely to destroy the value or raise the unfairness and dissension through the firm. In contrast, they seem to use this policy as a friendly tool, not an aggressive regulation, to raise their voice and cut down excessive expense in compensation. Furthermore, this regulation is contributing to the competitiveness of the British economy and the attraction of London as an international capital market (Stephen Davis Millstein Center Fellow,2007). The UK Department of Trade and Industry confirmed that the votes lead to a better planning by corporations, fewer surprises, better dialogue with shareholders, and apparently, it can reduce downside risks and big scandals among quoted companies in recent years. Due to London Stock Exchange, by involving Say on Pay voting rights, London will possibly be equipped with a more competitive border in order to attract capital, comparing to New York. Last but not least, while companies are not bound by SOP advisory votes, it requires companies to disclose the vote results after the shareholders meeting. In addition, firms must report whether and how the board considers the voting results in the following year. Ferri and Maber (2013) study the market reaction in 2002 to SOP that mandates non-binding but advisory vote on the compensation report and find that firms with high dissent alter the compensation composition, thereby improving pay for performance. Moreover, in a sample of the largest UK companies from 2002 to 2006, boards reduced excess salary as well as the dilutive effect of stock option grants in response to past negative non-binding votes (Carter and Zamora,2009). Consequently, shareholders right of non-binding votes could provide a useful mechanism that addresses the potential problem of incomplete firms management, suggesting that monitoring and reward mechanism dynamics can effectively coexist between owners and firm managers, thereby improving corporate governance (Kimbro and Xu, 2016). Conclusion To conclude, we investigate the impact of the right of shareholders non-binding but advisory votes on say-on-pay. We find evidence that firms either modified or altered their compensation structures in order to win shareholders positive votes. CEOs compensation decreases in most firms while larger decreases are found in firms that overpaid their CEOs in the previous year. Similarly, affected firms linked their pay mix to more close for performance. In terms of voting itself, shareholders are not more likely to vote for executive compensation when the firm pays excessive pay for top management, or has a large increase in CEO compensation compared to previous years. Moreover, among the components of the compensation plan, shareholders are more likely to vote against the plan when they contain other compensation, such as private bonuses unrelated to performance, which have been opposed by critics of executive pay. Most importantly, SOP does not limit the level of compensation or empower shareholders to control the interests of top management. It can be seen as a friendly corporate governance tool to prevent conflicts of the issues between top management and shareholders regarding pay for performance. Additionally, this study finds that the increase in pay for performance after the implementation of SOP is larger in firms with excessive pay for CEO relative to firms with average level of pay for CEO. The evidence suggests that SOP do increase the executive compensation monitoring ability for investors who care about the long-term value of a firm but who are lack of the ability to influence executive compensation structure before SOP. By contrast to most prior studies on the impact of SOP on executive incentives and compensation, the evidence shown in this study is consistent with SOP improves rather than weakens the alignment of managerial wealth and shareholder interests in certain circumstances. References: Bainbridge S. 2006. The Case for Limited Shareholder Voting Rights. UCLA Law Review, 53: 601-636. Bainbridge, Stephen M. The Corporate Governance Provisions of Dodd-Frank. (2010). Bainbridge, Stephen M. Is Say on PayJustified?. (2009). Baird, J. and Stowasser, P. (2002) Executive compensation disclosure requirements: The German, UK, and US approaches, PracticalLaw.com, PLC Document 4-101-7960, September 23. BBC News. 2003. Glaxo defeated by shareholders. May 19. http://news.bbc.co.uk/1/hi/business/3038381.stm Bebchuk, L. (2007) Written testimony submitted before the Committee on Financial Services, United States House of Representatives, Hearing on Empowering Shareholders on Executive Compensation, March 8. Bebchuk, L., Friedman, A. T., Friedman, W. J. 2007. Empowering shareholders on executive compensation: hearing on H.R. 1257 before the H. Comm. on Fin. Ser., 110th Cong. 68: Cai J. and R. Walkling. 2007. Shareholders Say on Pay: Does It Create Value?. Working Paper, Drexel University, Philadelphia, PA. Cai J., J. Garner and R. Walkling. 2009. Electing Directors. Journal of Finance   forthcoming. Carter, M. E., Zamora, V. 2009. Shareholder remuneration votes and CEO compensation design, Work. Pap. Boston College. Cheffins B. and R. Thomas. 2001. Should shareholders have a greater say over executive pay? Learning from the US experience. Working Paper, Vanderbilt University Law School, Nashville, TN. Choi, S., J. Fisch and M. Kahan, 2009. Director Elections and the Role of Proxy Advisors. Southern California Law Review 82, 649-702. Core, J.; R. Holthausen; and D. Larcker. Corporate Governance, Chief Executive Officer Compensation,and Firm Performance. Journal of Financial Economics, 51 (1999), 371-406. Core, J., and W. Guay. The Use of Equity Grants to Manage Optimal Equity Incentive Levels. Journal of Accounting and Economics, 28 (1999), 151-184. Cuà ±at, V., Ginà ©, M. and Guadalupe, M. (2013). Say Pays! Shareholder Voice and Firm Performance. Review of Finance, 20(5), pp.1799-1834. Davis, Stephen. Does say on paywork? Lessons on making CEO compensation accountable. Policy Briefing 1 (2007). Deane, S. Say on Pay: Results from Overseas. The Corporate Board (July/August 2007), 11- 18. De Franco, G. Hope, O.K., Larocque, S. 2013. The effect of disclosure on the pay-performance relation. J. Account. Public Policy 32(5), 319-341. Del Guercio, D., L. Wallis, and T. Woidtke. 2008. Do Boards Pay Attention When Institutional Investor Activists Just Vote No? Journal of Financial Economics 90: 84-103. Deloitte, Executive Directors Remuneration (London: September 2006) Digital.shearman.com. (2017). Corp Gov Survey 2016 Corporate Governance Survey. [online] Available at: http://digital.shearman.com/i/739764-2016-corporate-governance-survey/59? [Accessed 22 Mar. 2017]. Ertimur, Yonca, Fabrizio Ferri, and David Oesch. Shareholder votes and proxy advisors: Evidence from say on pay. Journal of Accounting Research 51.5 (2013): 951-996. Ertimur, Y., F. Ferri, and V. Muslu. 2011. Shareholder Activism and CEO Pay. Review of Financial Studies 24(2): 535-592. Ferri, F., and D. Maber. Solving the Executive Compensation Problem Through Shareholder Votes? Evidence from the U.K. Working paper, Columbia University and Harvard Business School (2007). Ferri, F., Maber, M. 2013. Say on pay votes and CEO compensation: Evidence from the UK. Rev. Financ. (17), 527-563. Financial Times (1998) The fat cats keep getting fatter, August 1. Fortune.com. (2017). Surprise surprise: Say on Pay appears to be working. [online] Available at: http://fortune.com/2015/07/08/say-on-pay-ceos/ [Accessed 22 Mar. 2017]. Gordon, J., 2009. Say on Pay: Cautionary Notes on the U.K. Experience and the Case for Shareholders Opt-in. Harvard Journal on Legislation 46:323-64. Hodgson, Paul. A brief history of say on pay. Ivey Business Journal 73 (2009): 1. Kimbro, Marinilka B., and Danielle Xu. Shareholders have a say in executive compensation: Evidence from say-on-pay in the United States. Journal of Accounting and Public Policy 35.1 (2016): 19-42. Jensen, M. C., and W. H. Meckling. Theory of the Firm: Managerial Behavior, Agency Costs and Ownership Structure. Journal of Financial Economics, 4 (1976), 305-360. Jeffrey N. Gordon, Say on Pay: Cautionary Notes on the U.K. Experience and the Case for Shareholder Opt-in, 46 Harv. J. Legis. 323, 325 (2009) Larcker, David F., et al. Ten Myths ofSay on Pay. (2012). List25.com. (2017). Cite a Website Cite This For Me. [online] Available at: http://list25.com/25-biggest-corporate-scandals-ever/ [Accessed 22 Mar. 2017]. Magnan, Michel, and FCA Claudine Mangen. Is say on pay an effective governance tool? Analysis and recommendations. (2011). Manifest and MMK, The Executive Director Total Remuneration Survey (London: May 2007); RREV, Trends in Executive Remuneration 2006 (London: April 2007); New Bridge Street Consultants, The 2006 FTSE 100 Executive Directors Remuneration Survey (London: 2006); PIRC Corporate Governance Annual Review 2006 (London: 2006). Muller-Kahle, M. I. 2013. The impact of dominant ownership: The case of Anglo-American firms . J. Manage. Gov. 19(1), 71-89. . SEC, Securities and Exchange Commission, 2010. Concept Release No. 34-62495, available at:http://www.sec.gov/rules/concept/2010/34-62495.pdf