Gender Inequality Of The Workplace - 1255 Words

Fact or Fiction: Gender Inequality in the Workplace Will respect resolve the gender inequality issue in the workplace? While there s always going to be a person who craves more money because greed is a major factor in why respect is in decline in the workplace. Gender inequality is prevalent in the workplace, but we can bridge the gap if more people had respect for their counterparts. Enforcing this amongst employees will cut down on discrimination lawsuit cases and these companies can grow because they have diversity in their work field which will lead to a great environment to work in. Also employees will want to work there longer; there would be fewer turnovers and money would be saved because less turn over means people are staying at the job longer. It is proven that employees are more loyal in a positive, diverse, environment because there are more opportunities for creativity and new ideas and earning potential(Linz ). Bridging the gap can be accomplished through employers pay ing their workers disregarding their gender but based on ability and job performance and how effective they are in their field and then be paid accordingly. If people had more respect towards their counterparts, then there wouldn t be such a significant importance on how much a man makes versus a woman and work responsibilities because it would be equal. Gender inequality is a topic that the younger generation doesn’t even believe exists, and it’s not considered a pressing issue or anShow MoreRelatedWorkplace Inequality And Gender Inequality1678 Words   |  7 PagesWorkplace Inequality Brittany N. Shipley Central Penn College Abstract As you are reading you will be informed of the many factors that can contribute to workplace inequality. Three factors associated with workplace would include (1) the individuals gender can determine compensation (2) the race or ethnicity of an individual (3) the age of the individuals. All such factors contribute to the issues of workplace inequality, not only in gender but race and age as well. Keywords: Compensation, jobRead MoreGender Inequalities in the Workplace1963 Words   |  8 Pages‘Describe and analyse gender inequalities in the workplace?’ Gender inequalities in the workplace have been an ongoing issue for many years, which has mainly been central to women in the workplace, as senior management has prioritised men over women. This has made it very difficult for women to work their way up to management as women are considered to be incompetent compared to the men in the workplace. The wage gap between men and women has raised much debate, as men are generally more likelyRead MoreGender Inequality And The Workplace Essay1344 Words   |  6 PagesGender inequality or also known as gender stratification, is the unequal distribution of a society’s wealth, power, and privilege between females and males. (Scott and Schwartz, 2000). Even though gender equality in the workplace has improved substantially in the US since 1979 especially when women started representing an increasingly larger share of the total workforce and earning about 62 percent as much as men, the women s average pay continues to be lower than thatRead MoreGender Inequality And The Workplace1630 Words   |  7 Pageshardship between women and men[1] (Baunach, 2002; Isaac, Kaatz, Carnes, 2012; Levy Temin, 2007). There is substantial research on the role of sex segregation in the workforce, the gender wage gap, the glass ceiling and the differences in median earnings for men and women (England, 2010; England Folbre, 2003). Gender inequities and the economic experiences of women and men continue to be present in the life course as individuals enter senior age (Sullivan Meschede, 2016). Senior women are moreRead MoreGender Inequality Within The Workplace Essay1209 Words   |  5 PagesGender Inequality in the Workp lace The generation now has made it easier to equalize men and women but there is still a substantial amount of places where gender inequality is still happening in the workplace and where females still face discrimination. Women are often discriminated in the workplace and are usually not promoted as quickly as men are and they also receive less pay. History shows that women have not always been defined as property and thought of as second class citizens. But inRead MoreEssay on Gender Inequality in the Workplace1247 Words   |  5 Pagesexperienced a historic situation of inequality in the social as well as professional aspects. Women were normally the ones that would take care of children, do the chores in the house, and in rural areas; they would work in the field with the rest of the family. However, today’s women have become more self-sufficient and independent from the predominant male figure within every historical family. Gender inequality in the workplace is becoming l ess common; yet, gender is a factor that affects men andRead MoreGender Inequality During The Workplace1613 Words   |  7 PagesGender Inequality in the Workplace It was the holiday season and the workers were vigorously working to receive that desperately needed bonus. The day before the holiday break, the workers were eagerly lined up to receive their checks along with their bonuses. After receiving their checks, Susan got a glimpse of Christopher’s check and she noticed how she was paid far less than him even though they both had the same position and worked the same amount of hours. Throughout various aspects of societyRead MoreWorkplace Gender Inequality Essay1615 Words   |  7 PagesWorkplace Gender Inequality Gender inequality is currently a hot topic in our society. From education, to the entertainment industry, and more importantly, our daily lives, gender inequality has created a powerful divide between females and males with the seemingly same qualifications and background. The same trend follows in the workplace, females are less likely to hold positions of authority compared to their equivalent male counterparts. This is a key contributor to the lack of gender equalityRead MoreGender Inequality Within The Workplace1379 Words   |  6 Pages  Gender inequality refers to unequal treatment or perceptions of individuals based on their gender. It arises from differences in socially constructed gender roles as well as biologically through chromosomes, brain structure, and hormonal differences. There is a natural difference also in the relative physical strengths of the sexes. In the workplace Income disparities linked to job stratification Wage discrimination exists when workers are equally qualified and perform the same work butRead MoreGender Inequality During The Workplace1609 Words   |  7 PagesGender Inequality in the Workplace Times have changed; western women have more influence in the workplace than ever before in history. Today women make up 19% of Congress, almost double the share from 20 years ago. Five percent of women are now serving as CEOs of Fortune 500 companies (Pew Research â€Å"Women in Leadership). Approximately 65 percent of women work in high paying careers, triple that of 40 years ago. The gender gap in salary is also less than it was decades ago. In spite of these advances

Essay about CJA 314 WEEK 4 CHILD EXPOSURE TO DOMESTIC...

Child Exposure to Domestic Violence Child Exposure to Domestic Violence Child exposure to domestic violence has become the modern trend, which is happening way too often in many homes throughout the world today. Child exposure to domestic violence makes the exposed child to physiological indent to violence. Domestic violence is treated with consequences for violating the law. The crime can be considered a personal crime with traumatic psychological anxiety for the viewers of the crime. The content of the video capitalized on the effect of children who are exposed to domestic violence. The children are very much aware of the events that are happening within their home, some children view domestic violence as a normal†¦show more content†¦The news reporter in the video interviewed the children who witness their mothers getting battered by her boyfriend, or ex – lover. The audio for from the questions asked by the reporter was very troubling to hear about and the things they see and hear. In the video a yo ung girl being interviewed disclosed how she heard her mother’s boyfriend state he was gone to kill her mother first, and then the children. To imagine how the child felt fear for each time the child heard or saw him and when the child did not know where her mother was is very horrific. The specific feeling when a child develops a negative intuition such as when their mother’s life may be in jeopardy, but the fact what if the children are watching is never taken into consideration. The criminological theories, that could best explain the occurrence rate of this type of crime is the attachment theory, and social process theory. The attachment theory is a component of psychological theories. According to John Bowlby, the components of the attachment theory beginning with a bond between people through childhood experiences (Bowlby, 1990). If a child is denied any emotional need such as a strong, natural, emotional bond the child may eventual find the emotional bond elsewhere such as gangs and possibly becoming juvenile delinquents (Schmalleger, 2012). The second theory is the social process theory which governs

Personal Goals Free Essays

Leadership is a highly esteemed characteristic that attaches maximum political, business and social value with it. Every group, irrespective of its size and influence, is always in search for a leader whom it can trust to steer ahead through all the possible challenges and difficulties. Therefore leadership is an individual attribute   that allows one person   to motivate and carry many others towards common dreams and goals. We will write a custom essay sample on Personal Goals or any similar topic only for you Order Now Leadership, by its very definition, commands implicit faith, and confidence in the actions, decisions and philosophy of the leader. Here it is vital to understand that leadership is a dynamic and integral quality of a person and leaders emerge from ordinary groups; they are not made, elected or appointed. Arguably, there are no definite copy-book rules to construct a leader. The difficulties, complexities, and challenges associated with a situation give impetus to leadership qualities in otherwise ordinary people who believe in themselves that they are capable of rising up to the difficulties as well as helping others out of it. Therefore although it might be difficult to ‘teach’ a person quality of good leader, yet one can expect to inculcate leadership qualities by observing styles and principles of successful leaders. It is said that a leader is a dealer in hope. Leadership is then about inspiration, motivation, encouragement and direction that pulls people to accomplishments that they would not had managed if left alone. However, effective leadership is a very challenging domain as it requires some impeccable personal and organizational traits that can be developed and realized through considerable experience, knowledge and self- discipline. There are no fixed guidelines, set of rules and laws that exactly prescribe the traits, qualities and attributes of a successful leader. Quite often the leadership is situational and the leader is required to act purely through intuition and circumstantial requirements. However there are certain essential skills and characteristics that are rather mandatory for effective leadership are 1 Trustworthiness: Trustworthiness is about integrity in action. Effective leadership is about achieving coordination in words and actions and following the age old principles of truth, honesty and personal integrity. 2. Fairness: Leaders can’t afford to be biased or prejudiced or it would jeopardize the confidence of the followers in their secular character. 3. Communication and listening skill. Leadership requires excellent communication and listening skill through which the leaders can articulate their views unambiguously and also hear the views of others to give them sense of participation and involvement. 4. Initiative: Leadership is about taking initiative and orienting other people towards it. Taking initiative pulls the organization rapidly ahead. 5. Good judgment: Leaders must have the ability to process all information in the backdrop of their knowledge to make correct decisions 6. Motivational capacity: Leadership is ineffective if it cant motivate people to the dream and vision of the leader. It is the most desirous quality of a leader and one that is hallmark of leadership. A good leader should be honest, loyal and committed to the goals of the organization he intends to lead. A good leader should not have a desire for wrongful gains or hidden agendas. This is why perhaps people emphasize on transparency in all dealings of any organization. Some leaders have a self plan and pursue them rather than acting in the interests of the organization. Committed to the cause of the organization or group and being live to the sacrifices and pains of your colleagues is a basic quality of a good leader. National leaders and particularly the freedom fighters of several nations had steadfast qualities and determination in them, which helped them carry on and ultimately succeed. A good leader is perhaps a good follower. There is never a stage in which you have mastered everything and this applies even to leadership. Each day you learn more and more, perhaps the rights and wrongs of your own acts too. I have always been a wilful learner and strongly believe I should always keep learning if I am to lead.   I have always respected people with values and accountability. A leader is accountable for his actions and should voluntarily open up to any questions or suspicions in his dealings. Similarly a good leader should also emphasize such qualities among his followers and make them accountable too. Simplicity is a mark of identity for any leader and projecting himself as a role model. A leader’s thoughts, actions and words should be a reflection of him, inspiring all who follow. A leader indeed should have uncommon qualities to successfully lead his organization. One of the main challenges of a leader is his ability to manage change. Change is a permanent reality across time. The world is changing at an unprecedented pace, as never before witnessed. Change in an organization, group or any set up involves altering its structure, processes, the behaviour of its management and staff, its strategy, environment etc. The structure of an organization is one of the most common targets of change. This includes the manner in which it is held together, the various configurations of people and the relationship between them, communication channels, job roles and skills. The relationships within an organization are extremely important as it contributes to the internal shape and coherence. Some processes which are altered as a result of change implementation are communication processes, management processes and learning process. Periodic reviews of its goals and progress are vital for any organization or team to stay aligned with its objectives and expectations. I understand the need and consequences of change, which an organization undertakes according to the demands placed on it. Ongoing communication can motivate managers and employees and help them to overcome resistance to an initiative, keep them prepared for the ups and downs of change. Organizations are managed by several forms of leadership based on the exertion of authority within the organization. Two main, but interconnected types of leadership in organizations are the transformational leadership and the transactional leadership, both having strong philosophical and ethical foundations. Transformational leadership gives followers the opportunity to assess the leader’s view, to seek explanations and provide solutions, while transactional leadership is more based on imposition, where followers are driven by the praise, promise or reward of the leader. In the transactional leadership, the followers are confronted by reproof, threats and disciplinary actions. Transformational leadership has become more popular in the last three decades primarily due to the changing global economy. Transformational leadership promotes equality, justice and human rights through loyalty and fairness. Recent findings suggest that team performance and communication are improved under transformational leadership. Authentic transformational leaders are sometimes transactional too. The leader may present his opinion, plans and exhort agreement on them, which however may be in the mutual interest of all involved. I consider myself as a typical transformational leader open to criticism and discussion, unafraid of my decisions being questioned. After all only collective thinking and cooperation can bring results. People generally do whatever they want to do or, are motivated to do. Motivation is another vital component associated with productivity in workplaces. Suitable theories and principles of employee motivation are applied with basic logic to address the psyche of employees who are to be motivated. Motivation can also be described as a crucial skill for any business to succeed. It involves inducing individuals from his actual and deviant state to a required desired state in a specific way. Each motivational system must be specifically designed according to the organization and prevailing circumstances. Recognizing and understanding the motivational factors for each employee or follower is very important. It would be surprising to know that things like job security, money etc. cannot help in motivating people. However fear, like yelling from boss, do serve as a short-term motivator. Employees, colleagues and supporters all need to be motivated to perform to the levels expected of them. As a thoughtful leader, I can easily motivate my employees by setting an example and not forcing them to follow me. Recruitment is a very important function of human resources and recruitment strategies are vital in attracting talented and smart prospective candidates. Selection of best candidates who fit with the work culture of the organization is very important. The recruitment also has a direct bearing on the retention factor in an organization, apart from work efficiency and quality. Be it an organization, a political party or any association; it is very essential that only the right people with the right mindset occupy responsible positions. My association with people helps me to identify such people with the right mentality and the ones who should be kept away. As a leader I try to ensure that the goals and ideals of my employee are not shouldered by wrong persons. Conflict and dissatisfaction with superiors like other leaders and officers is another common cause for resignations. When managers or team leaders fail to provide the required leadership by bullying their subordinates or treating people unfairly, it gives rise to employee discontent. Such situations emphasize on the qualities of the manager and the team leader. Only those with well-developed leadership qualities must be selected as second level leaders. They should be trained in leadership skills, methods of resolving conflict and also on dealing with grievances. Poor selection or promotion decisions too can result in rapid turnover. The selection and promotion processes must be on par with the capabilities of the individuals, with regard to the work they do. As a leader, I know that I keep a close watch on the attrition rate of my organization to seek answers as to what makes people unhappy within my business. I have also implemented exit interviews to identify grievances and offer redress. Leadership is not a characteristic that exists in isolation. As it is defined, leadership implies establishing coordination, orientation, cooperation, and collaboration among the followers to accomplish designated objectives and goals. It is   possible when leaders can inspire their followers with respect, admiration, discipline, confidence in the abilities of the leader while being helped to envision themselves as empowered individuals. A good leader has the ability to take over even most complex, demanding and otherwise impossible condition by exhibiting personal integrity, ethical and moral traits and values that other can relate to and aspire to imbibe in their own conduct (Laurie, 2000, 53). Here it is important to distinguish personal charisma from leadership, as personal charisma, being an person specific phenomena, can awe people but hardly give them impetus to follow in the footsteps of the leader. Leadership is also means natural acquisition of power and potential to change its equation affect over the leaders and their followers. There inherent dangers associated with power, and for most of the people, the timeless adage-‘power corrupts’ suits justly. Power contains a temptation that is hard to resist and has potential to become the ultimate goal for a person rather the tool that was designated in helping to achieve the goals.   But a genuine leader understands this irony of power and therefore believes that power should be shared with others so that it can grow. The real power of leaders is their ability to inspire others with a sense of power and confidence How to cite Personal Goals, Essay examples

System Design of Picoso Mexican Restauran †MyAssignmenthelp.com

Question: Discuss about the System Design of Picoso Mexican Restauran. Answer: Introduction Picoso is a Mexican restaurant franchise that has a number of operating locations on the Sunshine coast. The franchise carries out its strategic analysis annually and in the latest process, it has been identified that the home delivery services shall be added to the list of business operations. It has also been recommended that a mobile application shall be developed for Picoso in order to attract a wider range of customers. The report covers the benefits that the mobile application may offer to the business unit along with the work breakdown structure and the development method that shall be used. Benefits of Mobile Application Picoso currently has a website that the customers may use for placement of the orders for pick-up. The mobile presence is not currently associated with the company and therefore, it has been proposed to develop a mobile app for Picoso. There are several benefits that the mobile application may offer to the company in comparison with the website. Visibility and ease of accessibility are the two primary parameters that can assist the growth of a business. In case of Picoso, the business organization does not have any visibility on the mobile platform. The customers in the present time prefer the use of mobile devices, such as tablets and Smartphones instead of desktops. These devices can be easily carried anywhere and the applications can also be accessed at any point of time. The development of the mobile application for Picoso will enhance its visibility along with the ease of accessibility for the customers (Ventola, 2014). The customers expect the business units to be reachable at any point of time. This also enhances the customer engagement with a particular organization. In case of a website, the customers are dependent upon the specific time period wherein they may access the site with the aid of a computer system to contact the business unit. However, with the mobile app, the users may contact the business units from any location. This leads to the enhancement of the customer engagement level (Morris et al., 2016). There are various restaurant chains and setups that are available for the customers in the market. In order to make sure that Picoso gains and maintains a competitive edge in the market, it becomes necessary to ensure that latest technological aspects and customer demands are met. The mobile applications have been an integral technological component for the business units to achieve a competitive advantage which is no longer possible with the websites (Islam, 2010). Mobile applications can also be used for integrating the customer information and details with the social media platforms. There is a lot of information that is available on these platforms that may assist Picoso in understanding the customer needs and preferences. The integration of the social media apps is easier on mobile applications as compared to the websites. There are additional steps that are involved in accessing the websites. This includes the opening of a web browser, entering the URL in the browser and then accessing the site. However, the access to the mobile application can be simply done by clicking on the icon of the app. There are lesser steps involved in the process which is as per the need of the customers to have a quick access to the services (Ally, 2013). There is a lot of information that can be gained through the mobile applications in terms of the location of the users. Picoso may get an idea of the preferred food items being ordered from the people of a specific area. This may also help in the better designing of the home delivery services and strategies associated with the same. Geo-tagging and geo-targeting can be easily executed and experienced in case of the mobile applications as compared to the websites. Mobile applications can also be used by Picoso for generating alerts and reminders for the users regarding their food orders. Such a utility cannot be made possible through a website; however, it can be simply done by adding notifications in the mobile applications (Corral, 2012). Customers in the present times prefer the payments to be done by using mobile applications. It is because the mobile payments are safe and secure. The payments can also be made by using the QR codes which is possible only in case of the mobile application or use of mobile device for payments. Work Breakdown Structure (WBS) Work Breakdown Structure is also known as WBS and it is a project deliverable that displays and organizes the project activities in the form of different packages that can be easily managed. It is a hierarchical decomposition of all of the project tasks and activities in the form of project packages and sub-packages. In order to design the WBS for a project, the project team members analyze all of the project tasks and activities that need to be accomplished and the same is represented by using a hierarchical decomposition (Khera, Ransom and Speth, 2013). In case of Picoso, the project involves the development of a mobile application for the business including the home delivery services as well. There will be four phases that will be involved in the mobile application development for Picoso. These four phases along with their specific set of activities have been displayed in the WBS that is designed for Picoso. The four phases of the project include initiation and planning, execution, implementation testing and the closure phase. All these four phases have their own activities which have been represented in the form of sub-packages (Indelicato, 2010). The WBS for Picoso mobile application development project has been represented in the form of a 3-level WBS and has been represented below. Alternatives to in-house Development Picoso is a restaurant chain and the majority of the workforce that is engaged with the organization is from the non-technical background. The in-house development of the application will demand deployment of the external resources to complete the tasks and activities and there will also be a lot of infrastructural cost that will be involved. There are several other mechanisms that may be used for this purpose that have been listed and described below with their pros and cons. Commercial Off-the-shelf Software There are many ready to use applications and software packages that are available in the market that may be acquired and used by Picoso. This will provide advantages in terms of the quick deployment and easy maintenance and support. However, the requirements as desired by the Picoso team may be partially met in this case (Ur and Ziv, 2015). The cost of these applications may also be higher as compared to other methods that may be used for application development. Customized Software or Application There are vendors and mobile application developers available in the market that may agree to customize an already developed application. It would be required to provide the developers with the specifications and requirements that need to be changes and upgraded. In this manner, the application that will be developed will be in accordance with the demands of Picoso. However, this will be a costly process since there will be a lot of additional costs that may be involved in terms of the cost of changes, resource and operational costs, infrastructure costs etc. Outsourcing the Development Process Outsourcing of the application may be done by Picoso to a third party in the market. The requirements and specifications along with the functionalities that need to be covered in the application shall be provided to the third party and the budget and schedule associated with the project shall also be provided (Lilley, 2014). The cost of the infrastructure would be absent in this case as the development process will be carried out at the third party location. The requirements will be completely met as the representative of Picoso will be informed about the project progress at all stages. There may be issues of information security that may crop up in association with the production data. However, it may be avoided by developing a legal contract with the third party to keep the information protected and secured as per the Intellectual Property laws. Recommendations Conclusions After analyzing the needs of Picoso and the specifications of the mobile application, the method that has been recommended is the outsourcing of the application to a third-party. The recommendation has been made because of the benefits that this method will provide to Picoso. There will complete adherence to the functional and non-functional requirements and the infrastructure costs will be avoided. The maintenance and support activities will also be carried out by the third party developers only. The decision that has been taken by Picoso to develop a mobile application and inclusion of home delivery services will enhance the customer base associated with Picoso. There shall be a continuous improvement process carried out in Picoso to identify and understand the needs of the customers and develop the strategies and decisions accordingly. There shall also be adequate planning and monitoring carried out by the management and leadership to avoid any errors or major flaws and deviations. References Ally, M. (2013). Use of Mobile Learning Apps in Workplace Learning. [online] Available at: https://www.ieeetclt.org/issues/october2013/Ally.pdf [Accessed 5 Oct. 2017]. Corral, L. (2012). Potential advantages and disadvantages of multiplatform development frameworks A vision on mobile environments. [online] Ac.els-cdn.com. Available at: https://ac.els-cdn.com/S1877050912005303/1-s2.0-S1877050912005303-main.pdf?_tid=4673973a-a9cd-11e7-9751-00000aab0f6bacdnat=1507208657_510f8176c7bddcc6aa39d4b1fd570160 [Accessed 5 Oct. 2017]. Indelicato, G. (2010). Work breakdown structures: The foundation for project management excellence. Project Management Journal, 41(3), pp.101-101. Islam, M. (2010). Mobile Application and Its Global Impact. [online] Available at: https://www.ijens.org/107506-0909%20ijet-ijens.pdf [Accessed 5 Oct. 2017]. Khera, R., Ransom, P. and Speth, T. (2013). Using Work Breakdown Structure Models to Develop Unit Treatment Costs. Journal - American Water Works Association, 105, pp.E628-E641. Lilley,J(2014).Outsourcing benefits and pitfalls. [online]Available at:https://www.stm-assoc.org/2014_12_04_E_Production_Seminar_Lilley_Outsourcing_benefits_and_pitfalls.pdf [Accessed 5 Oct. 2017]. Morris, N., Lambe, J., Ciccone, J. and Swinnerton, B. (2016). Mobile technology: students perceived benefits of apps for learning neuroanatomy. [online] Available at: https://onlinelibrary.wiley.com/doi/10.1111/jcal.12144/abstract [Accessed 5 Oct. 2017]. Ur, S. and Ziv, A. (2015). Off-The-Shelf Vs. Custom Made Coverage Models, Which Is The One for You?. [online] Available at: https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.69.8822rep=rep1type=pdf [Accessed 5 Oct. 2017]. Ventola, C. (2014). Mobile Devices and Apps for Health Care Professionals: Uses and Benefits. [online] Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4029126/ [Accessed 5 Oct. 2017].