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