Sexual Discrimination Essay - 553 Words

Sexual discrimination has been a rampant part of the society that traces its roots back to the mid-20th century and is very much prevalent to the society of the United States. This irrepressible outlook towards the difference of the two genders affected every known sector of the community, and it did not leave the field of media unaffected. This ideology paved the way for feminist writers, which are women who would like to be treated in the same way as their male counterparts are experiencing. These writers represented the women in the society and voiced out their grievances, which more often than not, biased to the female demography. As time goes by, the public become more rational in their attitude towards the women and thus, initiating†¦show more content†¦This reporting has been initiated by women for a desire to attain equality in every aspect of the society, in politics, economy, and the like, but has gone through a wild twist as â€Å"radical feminists† desired to achieve superiority above men. These reporters believe that the women are capable of what the men can do, at the same time had the yearning to end oppression and harassment towards the female race. On the other hand, the reporters who practice gender-sensitivity lean towards a certain code where they are cautious of what they write about in their articles. They alter certain words to be objective in their way of reporting and at the same time, not look bias towards a certain gender class of our society. The knowledge of men’s superiority in the community is very prevalent that this gender-sensitive writers and reporters tend to settle down the dispute amid feminist ideologists and masculine thinkers, to who is better between male and female, and be neutral in their stand in relation to this topic through the way of how they deliver the news. It takes time to vigilantly watch the terminologies they use to not make an impression to both sexes that one is superior over the o ther and vice versa. These writers carefully choose their words in the headline, as well as the body of their news articles. The distinct difference between these two ideologies in reporting is that feminism is very much inclined towards the rights and desire of the women inShow MoreRelatedSexual Discrimination And Gender Discrimination1384 Words   |  6 PagesSexual discrimination, sex based discrimination, gender discrimination or sexism is a type of prejudice or discrimination based on a person s sex or gender usually by the opposite gender. Thus, it generally refers to discrimination against a male by a female or a female by a male. Feminism can therefore be considered a form of sexism. More often than not however, sexism is commonly applied to the unfair treatment of women, the denial of opportunity to women or an injustice towards women, whichRead MoreSexual Discrimination And Gender Discrimination2076 Words   |  9 Pagespresent many requirements such as sex, age and st udy experience etc. In fact, every demand is a kind of employment discrimination. 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Unfortunately, Student’s enrolled at The College at Brockport has found themselves to be victims of the issue. Although, sexual discrimination is best defined by di scriminating against a person on the grounds of sex, other forms of sexual discrimination include sexual assault, and sexual harassment. The college has also had students that have falsely reported sexual discrimination. Both of which are crucialRead MoreDiscrimination And Sexual Harassment And Affirmative Action1594 Words   |  7 PagesDiscrimination and Sexual Harassment Most companies engage in some type of affirmative action policy. Affirmative actions are policies that are placed to engage in the improvement of underprivileged groups who either currently suffer or have historically suffered from discrimination and equality of opportunity. During our lecture, Dr. Kallfelz stated that affirmative action is a, â€Å"Proactive policy with primary immediate attempt to reform (and long term attempt to prevent and deter) socioeconomicallyRead MoreTitle IX on Sexual and Race Discrimination1366 Words   |  6 Pagesbe a law created intended to remove discrimination between the sexes in education and sports, or that in the matter of athletics and job occupations both men and women are given equal opportunities? Would you then agree or disagree with the ideology that both sexes are still treated different even though this law was created and the opportunities that were promised aren’t precisely indistinguishable? Title IX is not an accurate protecti on of sexual discrimination\, it doesnt give equal opportunitiesRead MoreSexual Orientation Discrimination Essay2508 Words   |  11 PagesRunning Head: DISCRIMINATION HR Management Issue – Sexual Orientation Discrimination Table of Contents Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Sexual Orientation Discrimination Definition †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Explanation of Topic †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ . . . . . . . . . . . . . . . . . . . . . . . 3 Background of Issue †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ . . . . . . . . Read MoreSexual Harassment and Discrimination in the Military3046 Words   |  13 Pagesand sexual harassment towards women continues to persist, because the military ¡Ã‚ ¦s leadership when faced with the option of ill repute or justice ignores justice. Women deserve fair treatment, a non-hostile environment, and a chance to further their careers on an equal footing with man. The fact that harassment, discrimination, and sexual assaults are still occurring in our esteemed military in such numbers is appalling. The military ¡Ã‚ ¦s overall treatment, lack of respect in handling sexual harassmentRead MoreWomen s Sexual Discrimination At Academic Institutes1503 Words   |  7 Pagesexcluded from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity receiving Federal financial assistance†. The law also prohibits retaliation against an individual who, in good faith, asserts his or her rights under Title IX or other applicable federal laws and state laws prohibiting illegal discrimination. Title IX was established around discrimination based on gender in 1972, and promotes equality between men and women in education

Irish American Segregation Free Essays

In the 1960’s and 1970’s there was a lot of different types of segregation throughout the world, particularly in the United States. The more people immigrated here the worse the segregation became. One particular group that I was interested in learning about was my ancestors the Irish-Americans. We will write a custom essay sample on Irish American Segregation or any similar topic only for you Order Now They faced a lot of segregation just for the fact that they were Irish and they were not born in the United States. But it was not just the fact that they were not born here because even the Irish-Americans who were born here were discriminated against just because of where their parents or grandparents came from. The Irish after the civil rights movement with Dr. Martin Luther King held the same type of movement to be able to gain their rights. But it was all ended with a massacre in Northern Ireland that killed 14 civilians who were participating in a peaceful march to gain their civil freedoms. Many of the Irish who had immigrated to American for freedom were held at the same standards as they were in their own country and that was as low class citizens. They were discriminated against as bad as the African Americans even though there were laws that were supposed to protect them from this type of treatment. Many Irish-Americans who were being treated unfairly held protests and hunger strikes but not until things got to the extremes was the problem resolved and even then it was only a temporary solution. Many times the segregation was used in housing, jobs and a very large portion in education. The children in schools were treated differently just because they were not from America. The start of the immigration of The Irish to the American was for a new chance and then years later it was due to the failure of the potato crop in Ireland. Many of the Irish–Americans lived in devastating amounts of poverty and tried to find any work they could but with many people not trusting the Irish-Americans they refused to hire them. The Irish were not only an ethnic group but they were a Religious Minority Group at least until the end of the civil war. After the civil war because of their great numbers in the north they were able to turn the tides and were no longer a minority. They took control of government among other things. They went from being one of the most discriminated against free Americans to having an Irish-American being resident. â€Å"Thomas Beer identifies reasons why many were prejudiced against the Irish. The American Protective Association feared that the Irish were making America a Papal state: priests were allowed to ride trains free in California and Irish aldermen had attempted to fund parochial schools with funds from the city treasury. † This is just a small example in ways that the Irish-Americans were treated differently in America. Once they started earning their rights back they abused that power to get the things that they wanted. All the Irish-Americans in society were then discriminated and segregated from society once again. Because many Irish-Americans were abusing their rights and setting trends that made a stereotype for the other Irish-Americans, all Irish-Americans were treated that way. They were then back to being told â€Å"No Irish Need Apply† when they went looking for work and the only place that did not have that sign posted was the United States Army recruiting offices. They did not care if you were from here just as long as you were a citizen you could find work in the army. How to cite Irish American Segregation, Essay examples

International Human Resource Management Of ABC Restaurants - Samples

Question: Discuss about the International Human Resource Management Of ABC Restaurants. Answer: Introduction International human resource management refers to managing human resource from a wide range of cultural, religious and national backgrounds. As companies go global, more companies are outsourcing and hiring professionals from international markets for their qualifications and skills (Harzing Pinnington, 2014). As a result, certain countries like Singapore developing a rich diversity of skilled professionals from across the world which makes it important for the businesses to manage each of the employees needs. Human resource managers must, therefore, take certain aspects into consideration such as employees cultural, religion and nationality into consideration to help them a better manager and coordinate the diverse workforce. Cultural diversity also tends to attract universalism which results in businesses and consumers adopting universal approaches of living. But this also makes it more difficult for the business to expand on the global market due to certain markets being highligh t restrictive which results in the business needing to make major modifications to its human resource and management approaches. Purpose of Assignment This research paper examines ABC restaurants international expansion strategy and shall review important points linked to benefits and obstacles the businesses is likely to face will be highlighted (Briscoe, Schuler, Tarique, 2012). The report will help the business adopt important approaches and strategies the help Jack's Place achieves success while expanding on the international market. Brief Introduction of the company ABC restaurants Cafe is a Singaporean restaurant which is planning to expand its operations globally. The business was established in 2014 by Jack Dowson and has managed to expand its operations by opening 16 outlets in Singapore. The Asian market offers huge potential for food and beverage industry but its critical for businesses to adopt effective marketing and innovative strategies so as to tap into some of the markets. Today India and China have grown to become attractive markets for more global brands but businesses also require to make major modifications to their products and human resource management policies before considering the enter the market. With a majority population consisting of Hindus and Muslims, ABC restaurants will require making some major modifications to its operations and policies before entering this lucrative market (Khanna Palepu, 2010). Other major food chains such as McDonald's have also had to make major modifications to their menu making it necessa ry for ABC restaurants to also consider change and modifications before entering the Indian market. Background of the chosen country under subsidiary India current ranked as the 2nd fastest developing economy globally and is ranked as the sixth largest economy by nominal GDP. India has ranked 141 positions with regard to Per Capita GDP and 123rd per capita GDP making index the third-largest economy by purchasing power parity and among the most attractive markets for any brand to expand in today. This is due to the low costs of living and low manufacturing costs resulting in their being more liquid cash among citizens to spend (Enderwick, 2012). This surplus income and financial stability have resulted in many preferring international brands which have helped major brands register huge success in the Indian market. India also boasts of having the second largest population globally which is a major asset for any business. A larger population means the business has access to mare customers in a single market thus more sales and profits. A stable political environment and favourable investment terms and policies make the Indian econom y a market every business wants to enter. With a growing middle-income group, the number of consumers in India who can afford branded products is rising making the market more attractive for international companies as compared to European nations which are currently experiencing a financial crisis (Kuil, 2008). But to enter the Indian market ABC restaurants must be able to address important human resource concerns related to culture, religion and human resource expectations. Job design structure ABC restaurants are a globally recognized steakhouse specializing in the sale of grilled and BBQ steak products thus the business falls under the food and beverage industry. The food and beverage industry is among one of the only industries which are considered to be relatively stable as most people are willing to spend their money on food and dining (Daft Marcic, 2010). ABC restaurant is therefore heavily dependent on the human resource to manage the different positions where staff requires handling the perishable products and ensuring they are safe for consumption. In addition to handling there are aspects such as transportation, handling, storage, preparation and serving which all required being properly managed to ensure the highest levels of Highline are maintained. It is critical to ensure employees are satisfied as this will help reduce the employee turn over the business experiences and allow the businesses recommend more people to join the businesses thus helping create human resource security (Beleva, Tzanov, Tisheva, 2005). With global working standards, the number of job applicants for vacancies at the business will increase thus helping deliver stability which will benefit the businesses. Hofstede National Cultural Dimension: Power distance (PDI) PDI referred to Power Distance Index and it is a matric which is used to measure the power and wealth distribution among citizens or businesses in an economy (Mooij, 2010). The lowered the ranking the higher PDI matrix which can be observed on the above chart where India has placed 77 positions where are Singapore is ranked 74th. While this may seem to be a major difference for the business to consider while planning its expansion its critical to keep in mind the business needs to also take other aspects such as processing costs and number of consumers in to consideration while planning international expansions thus making economies will mid ranged PDI more attractive for investment and business expansion purpose. Individualism (IDV) IDV refers to the degree of unity registered among groups and individuals which is a critical requirement for every business to identify before expanding to a new market. IDV helps determine how individuals and communities interact and their willingness to corporate towards promoting certain aspects success as international brands. Generally higher IDV refer to higher levels of unity among communities which is critical towards any businesses performance (Doole Lowe, 2008). Currently, Singapore attracts a 20 level IDV whereas India is 48 which demonstrate the communitys perception towards promoting new businesses and products. This high level of adaptability has resulted in many international food and beverage businesses registering huge success in India thus making it a critical requirement for all businesses to evaluate. Masculinity (MAS) MAS refer to the ratio of gender distribution with regard to employment and as consumers on the international market. This is an important statistic as it allows the business determines gender distribution and how the business may address the concerns. This is especially important for ABC restaurants which specialize in non-veg products since there may be major limitations linked to female staff joining the businesses thus making it important for the businesses to focus its attention on hiring more males (Melkman Trotman, 2005). In such situation, the businesses may also need to consider posting females at a position where less product handling is required thus ensuring certain positions are reserved for the females were males can take up other responsibilities which may not be readily accepted by female staff. Uncertainty Avoidance (UAI) Uncertainty is a factor which every staff member experiences making it and a critical requirement for businesses to address so as to eliminate uncertainty related to financial income and job security (Hillson Murray-Webster, 2012). Currently, Singapore scored 40 whereas India scores 8 which make it important for the businesses to address this concern and deliver a stable working environment to its employees so as to promote security and eliminate uncertainty amount its staff members. Long-Term Orientation (LTO) Long-term orientation refers to the duration a business intends on relocating to a new market. It is critical for every business to determine the duration it expects to remain in the new market thus allowing the business determine important factors linked to managing the business thus helping determine the businesses rate of expansion and investment on fixed and immovable items as well as expansion from within the market (Hofstede, 2003). Organisation Structure ABC restaurant is a private company owned by Jack Hunt. The businesses follow a hierarchy management system but offer flexibility and open communication with the hope of promoting transparency and boosting the businesses performance. This means that staff redistributed based on designations which result in staff falling under several different levels each reporting to the higher level. The business promotes open communication and has offered each of its staff members communication medium and platforms from which they can communicate which higher members of staff and the management if they consider their requests are not being addressed (Dugdale Lyne, 2010). This helps boost transparency and equality while still maintaining staff rankings and designations thus helping nurture a healthy working environment for al staff who can communicate to the management globally. Recruiting staffing process Being a food and beverage business it is critical for the business to implement the highest standards while recruiting staff. This makes it important for the human resource managers to utilize effective staffing strategies which address both the companies as well as the employees needs. As mentioned earlier the business must develop universal policies which address all staff needs and promotes a healthy working environment. These will help the business to hire the best talent from a diverse community that will be able to serve clients from a diverse community (Arthur, 2012). The human resource managers will, therefore, require adopting an effective Staffing process. Important Job Titles, Descriptions and Scope This is especially important while hiring important organisational staff members like the head chef and marketing and design manager. This is due to these staff members making a major contribution towards the businesses performance and contribution directly towards the businesses performance. The head chef is in charge of managing food and beverage production at the restaurant and ensuring the clients are happy. On the other hand the marketing and design manager is in charge of advertising and bringing in the clients and ensuring the restaurant offers a pleasant setting in which they can enjoy their meal. Both the jobs involve hosting the guests and making sure they are happy and will return to the restaurant in future thus making both positions strategic towards the businesses growth. Training development process: Give Introduction Every new staff members must be introduced to the business and given an orientation related to the businesses declining, operation and expectations. This is a critical requirement which helps orient the new staff and helps them understand what the businesses does as well as what can be expected of the staff by the management (Sahu, 2009). It also helps the individuals identify important points linked to the new position as well as important points linked to the new market of the branch they would be managing. Pre-departure Training This refers to the training a staff member is provided with regard to the new position and will help identify important aspects linked to culture, religion and customer preferences which need to be understood by the staff (Dowling, Festing, Engle, 2008). It is critical that staff hired for international positions is prepared on what to expect before departing as it will help adapt to the new position of location more easily. Overseas Assignment Its also important to share knowledge and previous experience with the staff that is relocating which makes it easier for them to adapt to the new position. This makes it important for staff at all levels to also be encouraged to practice handovers where they are required to introduce and assist the new staff member perform their initial responsibilities thus helping make it easier for them to understand the process in the new position (Martineau Feller, 2000). Remuneration package Remuneration and the payment package a professional is offered by the organization also play a huge role towards their performance and loyalty. This is especially important while considering hiring and exporting staff to new markets since the opportunity needs to be attractive for the individual thus allowing them to remain focused on their work (4E, 2010). The business must, therefore, offer attractive salary packages as well as offer other facilities such as accommodation, transport, and allowances. Conclusion Businesses tend to develop strong relationships with their loyal and long-serving employees and in many situations the businesses prefer offering those individuals an opportunity to manage their new branches as they have the experience knowledge and skills needed to manage their positions. But to achieve success while relocating a staff member its also important for the businesses to consider offering the right facilities and benefits to the staff member which would make it attractive for them to move to the new location. With businesses expanding globally having a globally diverse workforce helps the businesses develop more stability thus allowing them to expand more rapidly. This is the same in the case of ABC restaurants which may have access to many skilled professionals in the Indian market but require experienced and loyal staff to be exported from Singapore to India to begin and manager operations than gradually hand over the operations to local staff. References 4E, I. B. (2010). Aswathappa. Tata McGraw-Hill Education. Arthur, D. (2012). Recruiting, Interviewing, Selecting Orienting New Employees. AMACOM Div American Mgmt Assn. Beleva, S. I., Tzanov, V., Tisheva, G. (2005). Flexibility and security in the labour market: Bulgaria's experience. International Labour Organization. Briscoe, D., Schuler, R., Tarique, I. (2012). International Human Resource Management: Policies and Practices for Multinational Enterprises. New York: Taylor Francis. Daft, R. L., Marcic, D. (2010). Understanding Management. Mason: Cengage Learning. Doole, I., Lowe, R. (2008). International Marketing Strategy: Analysis, Development and Implementation. Cengage Learning EMEA. Dowling, P. J., Festing, M., Engle, A. D. (2008). International Human Resource Management: Managing People in a Multinational Context. Cengage Learning EMEA. Dugdale, D., Lyne, S. (2010). Budgeting Practice and Organisational Structure. Elsevier. Enderwick, P. (2012). Understanding Emerging Markets: China and India. Oxon: Routledge. Harzing, A.-W., Pinnington, A. (2014). International Human Resource Management. SAGE. Hillson, D. D., Murray-Webster, M. R. (2012). Understanding and Managing Risk Attitude. Gower Publishing, Ltd. Hofstede, G. (2003). Culture's Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations. London: SAGE Publications. Khanna, T., Palepu, K. G. (2010). Winning in Emerging Markets: A Road Map for Strategy and Execution. Boston: Harvard Business Press. Kuil, A. v. (2008). Strategies of Multinational corporations in the emerging markets China and India. diplom.de. Martineau, H., Feller, D. (2000). Retrospect of Western Travel. M.E. Sharpe. Melkman, A., Trotman, J. (2005). Training International Managers: Designing, Deploying and Delivering Effective Training for Multi-cultural Groups. Gower Publishing, Ltd. Mooij, M. d. (2010). Global Marketing and Advertising: Understanding Cultural Paradoxes. SAGE. Sahu, R. (2009). Training for Development. New Delhi: Excel Books India.