Discrimination Law Essay Example | Topics and Well Written Essays - 2500 words

Discrimination Law - Essay Example Sex inequality issues in the United Kingdom By assigning the recognition of â€Å"protected characteristic† to sex as a criterion for maintaining equality in the United Kingdom, the Equality Act 2010 complicates issues in several ways. The history of inequality with regard to sex in the UK has spanned decades, and still evolving. It is such a complex matter that could not be easily rectified through the mere reform of the UK discrimination law. The following examples demonstrate why sex inequality is such an endemic crime in the United Kingdom. Though progress has been recorded recently in every facet of UK public life, however, the society is still largely dominated by males (Coveney et al., 1984). There are reports of gender inequality in education all across the UK (Riddell and Salisbury, 1999). 2 Male dominance has become ingrained into the UK society that it seems it is just the natural thing to do. It is a known fact that discriminating against women in terms of educatio n (as it was done many years before) has a far-reaching impact on the womenfolk. First, it makes women to be unequal with men in knowledge acquisition and subsequently turns them into unqualified people. This trend had made it impossible to find women who were as qualified as men to take up challenging positions in both private and public offices. Although things have changed drastically in this modern dispensation, but there are still disheartening reports that sex discrimination is still a viable problem in UK labour practices (Perlman and Pike, 1994). Employers look down on women and consider men for jobs based on different reasons. It is believed that most women do not maintain continuity in their jobs because of other responsibilities that include marriage, children-bearing and other domestic concerns; men, on the other hand, are regarded as strong and more professionally minded. Using these reasons to discriminate against women is not appropriate, but employers are mainly conc erned about the success of their businesses. If they are eventually employed, women still face serious issues of discrimination in their workplaces. There are indications that some UK companies offer better pensions and insurance benefits for their male workers than those given to their female employees (Perlman and Pike, 1994). Similarly, wages for male and female workers are not the same, even though they do the same amount of job at their respective workplaces. This 3 preferential treatment of male workers over female workers stems from the fact that United Kingdom’s industries were founded with a focus on males as the viable workforce (Mosley et al., 2002). And this perception has not changed much in this modern day as employers still dismissed female workers because of flimsy excuses like dating a fellow worker or getting pregnant during the peak work period (FL Memo Ltd., 2005). An interesting case to illustrate the tediousness of the male versus female tension in UK la bour markets is Webb v EMO Air Cargo (UK) Ltd, where Ms Webb was seeking claims for unfair dismissal based on her pregnancy. Those she was chastised for using the argument that if male workers could be allowed to treat themselves when they fell sick, why shouldn’t a pregnant woman be allowed to go for child-rearing; her employer (Air Cargo (UK) Ltd was criticised for firing her based on pregnancy, an action that was illegal and contravened the United Kingdom labour law (Collins et al., 2005). This

Battle between operating systems Essay Example | Topics and Well Written Essays - 750 words

Battle between operating systems - Essay Example (White, 2011) Fast forward 5 years and we witnessed the release of the iPhone 4S in October last year, with cumulative sales in excess of 183 million units. Currently Apple holds 15% market share globally. The latest model of the iPhone is the 4S which is essentially looks the same as the previous model the iPhone4 (released June’10) but feature wise is much more powerful. The 4S has the better A9 1 GHz dual core processor compared to the single core A8 processor, an improved camera, 8mp over 5 mp, and a natural voice command service called the Siri. The 4S also features the capability to record video in 1080p FullHD quality, compared to the 720p HD quality of the iPhone 4. iPhone 5 is still under development and the rumor mill is running high regarding the design and specs of the new gadget. (GSMArena Team, 2011) Coming to the iPhone iOS, it offers a user experience which creates ‘sticky’ customers i.e. they find it difficult to switch to other companies. With propriety services such as Siri, iCloud and iMessage along with an access to iTunes and the AppStore, the iPhone users have now become a bunch of dedicated loyal customers accustomed to the particular interface which the others do not offer. Furthermore with the presence of other products such as the iPad, iPod, Mac and Apple TV, Apple is trying hard to integrate them as much as possible. This will further help in retaining customers. As far as the support services are concerned, Apple provides an online support service to tackle with any technical problems, other than that there is the option of checking the online forums for support, as there is a dedicated number of online users ready to provide assistance to others. The reason why Apple may succeed in the battle of the OS is because it has a loyal number of consumer base available to them. The iOS has now become synonymous with ease of use and customer

The meaning and of managing change

The meaning and of managing change The word change itself tends to be very confusing and everybody fears and tends to refuse change. If you ask any employee about change, he/she will have negative responses to change. Despite being complex and confusing yet it is very important due to the changing economic situations facing the world nowadays. However, the meaning of managing change varies according to people. For some people it maybe, a new way toward success for others it may be seen as a way to put its business onto new waves and so on. According to Michael Armstrong, Change management is the process of achieving the smooth implementation of change by planning and introducing it systematically, taking into account the likelihood of it being resisted. Success of implementing change depends largely on the way change it is managed. In this chapter, there will be an overview on different perspectives, importance on change management, including various tools used by researchers to asses change management. 2.2 CHANGE MANAGEMENT 2.2.1 Conceptual matters A.P Sloan (1967) stated that The circumstances of an ever-changing market and an ever-changing product are capable of breaking any business organization if that organization is unprepared for change. In other words, if an organization decides to change it cannot just happen it should be managed properly. 2.2.2 Typologies of change There three types of changes namely: Strategic Change Strategic change is defined as changes in the content of a firms strategy as defined by its scope, resource deployments, competitive advantages, and synergy (Hofer and Schendel, 1978). It is about changing the organizational vision, mission and objectives for a longer term for its betterment. Operational Change Operational change consists of changes occurring in the organizations structures, new systems, procedures or technology, which will contribute towards a better human productivity or increase profitability. According to Gartner, operational change is primordial in the provision of a high IT service quality. Transformational Change Transformational changes occur when there is a shift in the organizational culture resulting from a change in the organizational processes and strategies. 2.2.3 Change Process It is important for organization to understand the change process steps well and subsequently initialize those steps. According to Robert Bacal, it comprises three phases; preparation stage, acceptance stage and commitment stage. Figure 2.0-The steps in the Change Process Preparation Phase: Contact Stage: The very first stage whereby, an individual have direct contact with the possibility of change occurrence. Awareness Stage: The individual is aware that change is being considered. Acceptance Phase: Understanding Stage: Occurs when the individual shows a certain degree of understanding of the nature and intent of change. Positive Perception: The individual starts developing a positive view about change. Commitment Phase: Installation Stage: The change is being implemented and operational. Adoption Stage: The individual has now adopted the change and it is being long time enough to exhibit its positive result and impact. Institutionalization: Change is fully incorporated in the organization and has shown its worth, durability and continuity and is now considered as a routine operating procedures. Internalization: Individuals have become committed to change as they themselves consider it as compatible with their working behaviours, goals and organizational systems. 2.2.4 Change Models Over the past years there have various change models being used, some of the models are described below. Kurt Lewin (1951), The basic mechanisms for managing change In this model Lewin talk about three processes; unfreezing, changing and refreezing. Unfreezing implies changing the current attitudes and behaviours existing at the workplace. However, this process can lead to resistance, so change agent should analyze the possible problems and resolve them. Besides, changing is a process of transition whereby, change starts to be operational. While refreezing occurs once change is implemented and is in need of stabilization. Nevertheless it is a time consuming process, as people will have to adapt to this new development. The process is shown below: Figure 2.2- Lewin Three-Stage Approach to Change There is also a methodology proposed by Lewin for analyzing change, known as Field Force Analysis. This method analyzes the restraining or the driving force which will have an effect on the transition. The restraining force includes those who have a negative view on change. It assesses which one of the two forces has the balance of power. Subsequently, it allow practitioner to take necessary meausres to increase driving force and decrease restraining force. This can be illustrated diagrammatically; Figure 2.3- Source: http://www.valuebasedmanagement.net/methods_lewin_force_field_analysis.html Richard Beckhard (1969), change programme Beckhard initiated the following processes; The organization should set out desired goals and future organizational conditions after the change. Identify the current situation of the organization in relation with the goals. Identify the activities and commitment required during the transition to meet future goals. Develop appropriate strategies and action to manage this transition, taking into account factors that might affect this change. Beckhard alongside with David Gleicher developed a Change Equation which is shown below: Figure 2.3-Source: http://www.greatleadershipbydan.com/2009/01/beckhards-change-equation.html According to them the above factors is necessary for any organizational change, which is applicable before and after the change. Keith Thurley (1979) five approaches to managing change According to Thurley, there are five approaches to manage change which are; Directive This is done without any consultation and is imposed onto the people in times of critical situation or when other methods have failed. Bargained Here change is being bargained whereby employer and employee discuss, negotiate, and compromise before implementing change. The views of the employees are being taken into consideration. Hearts and minds This approach force to change the current attitudes, values and beliefs of the workforce. Through this approach, management seeks commitment, and shared vision from the workforce which does not mean participation. Analytical Analytical approach demonstrates clear definition of problem by diagnosing and analyzing the situation. Afterwards, collect data to set objectives and design change process and finally evaluating the result. This theoretical approach is very difficult to do in practice. Action-based It starts with a broad idea of the problem and it uses trial and error to get a better solution. It is less analytical and more involving. 2.2.5 Resistance to Change People resist change because they fear of the unknown, and thus create negative feelings about change. People want stability and equilibrium in their lives as well as working life and so resist changes. 2.2.5.1 Joan Woodward (1968), reasons for resisting change According to Joan Woodward (1968), resistance to change are due to: Fearing the unknown Many people are suspicious about change because it will disturb their method of work, or working conditions, thus they have a feeling of insecurity. Economic fear People may feel if changes occur they might lose their job. Inconvenience They think changes will make their life difficult. Symbolic fear Changes may affect some symbolic issues that people are attached to, like separate offices etc. Threat to interpersonal relationships They believe that changes may disrupt their working relationships. Menace to status and skill They tend to associate change to a method of de-skilling or a reduction in the status level. Competence fears If changes occur, they fear that they will not be able to adapt to new working demands and lack competencies. 2.2.5.2 Overcoming resistance to change Resistance to change is a problematic situation which organization should overcome. Organization can use the Six Change Approaches (Kotter and Schlesinger) to deal with resistance to change, for example: Education and Communication One of the reason people resist change is because, there is a lack of sharing of information. So management must, share and communicate information about the motives behind the change to its people. Participation and Involvement When employees are involved and participate in the change, they are more enthusiasm about change and hence do not resist change. Facilitation and Support Upper management must support and facilitate the transition; they should help them to overcome their fears, through counseling, mentoring and so on. Negotiation and Agreement Managers may negotiate with group of employees which possess enough power to influence resistance to change. They may offer incentives or make agreement between them to combat resistance. Manipulation and Co-option Kotter and Schlensinger have proposed a method of manipulation and co-option when all other methods seem to be ineffective. This technique manipulates people who are resisting change. An example can be, giving a symbolic role in decision making to a leader. However, if they find out they are manipulated, they will drive resistance to change higher. Explicit and Implicit Coercion This is the last resort that managers used, that is forcing employees to accept change, this can be effected through fear, by threatening employees lost of job, no career prospects and so on. 2.2.6 Implementing Change Nadler and Tushman (1980) have developed some guidelines for effective implementation of change: Motivate people to accept and adapt to changes. Good management and control should be ensured during and after transition through communication and proper image of the future. Ensure that politics dynamics support changes rather than reject it. Build stability of new structures and changes. In addition to these guidelines, changes will take place smoothly with the help of a change agent who can be internal or external. 2.2.7 Organizational Transformation Organizational transformation as per Cummins and Worley (2005) is A process of radically altering the organizations strategic direction, including fundamental changes in structures, processes and behaviours. John P Kotter ((The Heart of Change, 2002) introduced strategies for organizational transformation, which is summed up below: Increase urgency Make real and achievable objectives and drive motivation. Build the guiding team Build a team with right people possessing right kind attitudes, skills, commitment and so on Get the right vision Make the team build simple vision and strategy and focus on emotional and creative aspect for more efficiency Communicate Communicate to people and encourage them to participate. Empowerment Organization should empower its people, remove all obstacles, provide 360 degree feedback, support and recognize and reward them accordingly. Create short term wins Create short achievable aims, which are easy to attain. Organizations should also finish existing aims before starting new ones. Never give up Always encourage and motivate and communicate forecasted results. Stabilize change Once change is implemented should make it stick, by creating a culture of change in the organization. 2.2.8 Role of HR in managing change According to Ulrich (1997) the key role of HR practitioners during change, is to act as a change agent and thus provide for organizational transformation and cultural change. 2.2.8.1 HR practitioners as change agents There are four dimensions according to Caldwell (2001) that classify HR change agent: Transformational Change These are changes having a great impact on HR policies and practices of a business. Incremental Change It is gradual modification of HR policies and practices that have little effect on its activities. HR Vision Set of values and beliefs relating to HR functions which are a strategic business partner. HR Expertise HR professionals can use their expertise and knowhow to contribute for business success. 2.2.8.1 HR contribution in change management Ulrich (1998) says that HR practitioners are not fully comfortable or compatible in the role of change agent. Therefore their duty is not to perform change but is to ensure that change is implemented. Their contributions are mostly about implementing structures, systems etc that support change. So they will have to motivate, communicate and involve people in change management. HR specialist must also provide proper training and development programmes so that employees can upgrade their skills, behaviours to adapt to change. 2.3 Conclusion Changes always happen, so to remain up to date organization should invest in change management. Upper level management should feel the need for change and communicate to its people. Additionally, management should never be demotivated even if there is resistant, they should be perseverant and continue to encourage people to accept change. You should be the change that you want to see in the world Mahatma Gandhi. Information from this literature was used to develop the research methodology in Chapter 4.

Introduction To Hard Times :: essays research papers

The shortest of Dickens' novels, Hard Times, was also, until quite recently, the least regarded of them. The comedy is savagely and scornfully sardonic, to the virtual exclusion of the humour - that delighted apprehension of and rejoicing in idiosyncrasy and absurdity for their own sakes, which often cuts right across moral considerations and which we normally take for granted in Dickens. Then, too, the novel is curiously skeletal. There are four separate plots, or at least four separate centres of interest: the re-education through suffering of Mr. Gradgrind, the exposure of Bounderby, the life and death of Stephen Blackpool, and the story of Sissy Jupe. There are present, in other words, all the potentialities of an expansive, discursive novel in the full Dickens manner. But they are not and could not be realised because of the limitation of length Dickens imposed upon himself. The novel was written as a weekly serial story to run through five months of his magazine, Household Words, during 1854. Dickens had to force his story to fit the exigencies of a Procrustean bed and, in doing so, sacrificed the abundance of life characteristic of his genius. That, at any rate, was the general view of Hard Times until in 1948 F.R. Leavis, in his book The Great Tradition, suggested that it was a "moral fable," the hallmark of a moral fable being that "the intention is peculiarly insistent, so that the representative significance of everything in the fable - character, episode, and so on - is immediately apparent as we read." By seeing it as a moral fable, Dr. Leavis produced a brilliant rereading of Hard Times that has changed almost every critic's approach to the novel. Yet a difficulty still remains: the nature of the target of Dickens' satire. Both Gradgrind and Bounderby are emblematic, to the point of caricature, of representative early-nineteenth-century attitudes. Dickens tells us that Gradgrind has "an unbending, utilitarian, matter-of-fact face"; and the novel has been taken as an attack on the philosophical doctrine known as utilitarianism, the doctrine that the greatest happiness of the greatest number should be the guiding principle of conduct. But utilitarianism can also mean the doctrine that utility must be the standard of what is good for man. Perhaps the two meanings come together in the famous Victorian phrase, "enlightened self-interest," the meaning of which will turn entirely upon the definition of "enlightened." Utilitarianism in the philosophical sense , as taught by the noble-minded John Stuart Mill, has had a profound and abiding influence on Western life and thought, and Dickens was certainly not competent to criticise it as a philosophical system.

Learning and education Essay

  Ã‚  Ã‚  Ã‚   Learning and education are some of the most prized assets any person could have. Many parents consider these assets to be the primary treasure which they can give to their children to face the challenges of the future. However, there are some instances in which education becomes unreachable due to some hindrances like learning disabilities. It may become a concern not only for the individual but for the family as well.   Fortunately there are still some available steps in order to combat the possible dilemmas learning disabilities might bring.   Ã‚  Ã‚  Ã‚   On the part of Tony, it seems that he is not really that ready enough to become a part of the larger scope of education structure. He used to have a separated domain of learning which highlighted his interests to accommodate knowledge. The one-on-one teaching method provided by Ms. Brumbley became the most comfortable realm for Tony to achieve success. However, in order to develop more, he needs to take a few more steps of the education ladder. In middle school and beyond, school works are more complex and require more diligence in following directions. Add to that the extremely dynamic social nature of the class where students will tend to stabilize their roles and projections towards other members of the society. Because of such factors, Tony may have a hard time adjusting to the situation.   Ã‚  Ã‚  Ã‚   In order to accommodate Tony to perform his ultimate best, what can be done is to at least set some modifications in the classroom. First is to introduce the basic foundations of new lessons for discussion. For example, a lesson in Math can first take a course of simple arithmetic to fraction computations. This may seem too easy relative for the whole class but exampling to them the importance of the strong math foundation will not impose an obvious aspect that the procedure is intended for Tony to refresh what he has previously learned. It is also possible to provide Tony a separate customized textbook and assignments so that he can gradually adjust to the lessons involved in middle school education. This approach is not intended for a long term basis so that he can actually progress to entertain newer and more complex lessons in middle school subjects. Lastly, as a concerned teacher, he will be provided with at least an hour of academic assistance everyday after class. A consultation form of conversation is best for him so that he could provide any feedback about the class procedures.   Ã‚  Ã‚  Ã‚   In order to support the standing of Tony in middle school through high school, coordinating with his other teachers would be the best practice to do. This will help the whole learning sector to have a single approach in fulfilling the special needs of Tony. Even if after he has completed the year level in a particular class, a complete coordination between his previous teachers and the ones who will be handling him should be initiated.   Ã‚  Ã‚  Ã‚   Basing on some studies and personal observations, individuals like Tony do not simply experience learning problems. The nearest dilemma apart from education concerns is the social interaction aspect of the person. Primarily, if one is not able to acquire the supposedly pace of learning rates in education, then most probably there will be a certain problem within his core interactive capabilities. Of course, it was noted that he exemplifies a certain degree of fondness in dealing with people in a comical way but deep inside, Tony might also have some concerns in having an interaction with people in a serious manner. If he will realize his disadvantages over the people he will constantly interact with, he might experience a sense of inferiority or discrimination. Compassionate encouragement and kindness can minimize the inferiority factor this dilemma might induce (Kentucky Education Cabinet).   Ã‚  Ã‚  Ã‚   Helping the students to explore their capabilities is one way to nurture their personalities. But for individuals who have a relative disadvantage in learning, utmost assistance and care is needed beyond teaching. References Kentucky Education Cabinet. N.D. Learning Disabilities. Kentucky.gov. Retrieved February 4, 2008 from http://ada.ky.gov/learning_dis_def.htm.

Benjamin Franklin Gender Roles

Gender and the Age of Reason â€Å"In these two books, we have the story of a young man coming of age and finding success in the world and the story of a young woman coming of age and failing to do so. In either book, what gender roles prevailed? † In The Autobiography of Benjamin Franklin, we are reading the path that one man took to go from a middle class child to a well respected adult. Benjamin Franklin created what we know today as the American dream. Today we understand the American dream to be that one can go from rags to riches with a little hard work.The autobiography is based around the age of reason and a time man was thought to be able to be perfected by means of science and invention. The Autobiography of Benjamin Franklin is full of success, however, the male gender prevails much more than the female gender. The Autobiography of Benjamin Franklin begins in 1706, when Benjamin was born. He was the fifteenth of seventeen children. His father, Josiah, had intended t hat Benjamin go to school to become a minister. However, Benjamin showed a great love for reading and writing and soon enough the path to become a minister was abandoned.At age ten, he was soon taken out of school to begin work with his father Josiah. This work included making candles and soap. During this time, Ben’s father taught him the importance of debate, which would stick with Ben for the rest of his life. Not long after, Benjamin began to work for his brother James, a printer. Ben signed an eight year work contract with his brother. Ben disliked his fathers trade and preferred working for a printer because it allowed him to read and hone his writing skills. This brief history of Ben’s childhood alone shows the importance of the male gender during the 1700’s.A female would never have been given a job at a printing press or put through school in the same way that Benjamin was. His success began right when he was born because of his father putting him throu gh school and finding jobs for him. More importantly, his father teaching him the importance of debate is a groundbreaking moment. Benjamin Franklin is known as a political figure and scientist/inventor. Learning the importance of debate at such a young age clearly served him in great and many ways. Benjamin Franklin spent his teen years practicing his writing. In 1720, James started a newspaper known s the New England Courant. According to Franklin, this was the second newspaper in America. Franklin worked as a delivery boy and would publish his own writings anonymously. Franklin often disputed politics and books with another â€Å"bookish lad† by the name of John Collins. One of their arguments speaks directly about the female gender during the 1700’s. â€Å"A question was once, somehow or other, started between Collins and me, of the propriety of educating the female sex in learning, and their abilities for study. He was of opinion that it was improper†¦Ã¢â‚¬  (Franklin, Benjamin.The Autobiography of Benjamin Franklin. New York: Bantam Books, 1982, pg 14. ) Collins shares the same views and mentalities that many men of the 1700’s shared. At the time, it was understood that education and teaching was not to be wasted on women. Not only was it a waste but Collins specifically states that it is improper. â€Å"I took to the contrary side, perhaps a little for disputes sake. † (Franklin. The Autobiography of Benjamin Franklin, 14. ) This statement, made by Benjamin Franklin, is of great importance. He goes against the general population, whether by choice or simply for the sake of argument.When he states that it was perhaps a little for disputes sake, he leaves room for the reader to assume that he was in fact for the education of women. That being said, this doesn’t mean he is wishing their success in following the American dream like many women are more than capable of doing today. Nonetheless, the fact that Franklin promotes their educational well-being at all is a big step and is of significance. Benjamin Franklin doesn’t mention too much about his own family’s success. However, the beginning of The Autobiography of Benjamin Franklin is written as a letter to his son, William.William did succeed however, quite well in fact. He went on to be the royal governor of New Jersey in 1771. Benjamin’s wife, Deborah Read, was never mentioned as being a very successful woman. In fact, together, they lost a son who was only four years old at the time. This death is only given a brief mention, most likely in order to not relive the tragedy. Within Franklin’s family, the male gender prevails. The most significant sign of this is with William Franklin’s rise to royal governor of New Jersey. However, there is also a great deficit within the male gender of Franklin’s family.The passing of Franklin’s second son shows that while the male gender succeeded greatly d uring the Age of Reason, there was also a great loss as well. The 1700’s were designed for a male to succeed. From the beginning of the discovery of America, which was done by Columbus and mostly men, the male gender has taken leadership. It has taken nearly five hundred years for females to become as successful as they are today, and yet they still aren’t equal with men. In conclusion, even if it wasn’t by choice, Benjamin Franklin and the male gender in general were much more successful than the female gender during the 1700’s and the Age of Reason.