Fast Food Argument

Fast food is unhealthy; leads to obesity and disease, but the convenience and addictiveness of it contributes to the laziness of the general population. Most people eat fast food for the lack of time then having prepare a decent meal. It seems as though there is a fast food restaurant on every street corner while driving home. The general population oversees the fact that eating nothing but these greasy foods will attribute to weight gain. Fast food is addictive for the convenience of it and in which it tastes so good. Additionally, the variety of fast food restaurants provides timely manners for people with different work hours; compared to whom works a normal nine to five job. For instance, people try dieting and then will starve their body by not eating anything at all or just salads that will go nowhere fast. The human body needs heavy calories to burn off and produce healthy enzymes and glycogen. Specifically, this helps produce bigger muscles and thicker bone density. Eating nothing at all will still not help a person get healthier because the human brain needs carbohydrates and proteins to function properly. Naturally, eating too much fast food leads to obesity which leads to diabetes, high cholesterol and high blood pressure; which then leads to laziness. Laziness is one of the biggest factors to weight gain. What a vicious circle this is; being too tired to cook after working all day, the convenience of fast food then laziness and furthermore, the unnecessary results of obesity and disease.

Feminism in Macbeth

â€Å"Does Lady Macbeth Act Against the Stereotypes? † Why Lady Macbeth should appear weak when Macbeth is the one to blame for being guilty? Feminism and the breaking of some stereotypes are the major themes in Shakespeare’s play, Macbeth, as shown primarily through the character of Lady Macbeth. At first she is shown as a brave woman who is against the stereotypes and tries to access some male characteristics by forcing Macbeth to kill King Duncan, yet she hesitates in killing him herself, which reveals her innate weakness as a woman.After the death of Duncan, she feels a strong guilt over the murder of her husband’s victims which makes her sick and she becomes psychotic. Lastly, she reveals her inferior nature as a woman by committing suicide which is a proof of her weakness and the failure of acting against her nature. Lady Macbeth’s effort to access male qualities fails right after she convinces her husband to commit murder and her feeling of guilt le ads her to eventually commit suicide, which proves the stereotype and feminism in the play Macbeth.In this play, one of the major characters, Lady Macbeth, acts against her nature as a woman to assume male characteristics, in order to become the queen. When she receives a letter from Macbeth that says he is willing to kill King Duncan, she talks to the spirits in her mind and says: â€Å"Unsex me here/ and fill me from the crown to the toe/ top full of direst cruelty! † (1. 5. 46-49). In fact she wants the spirits to strip her of her feminine traits, make her strong, and let her commit a crime without regretting it in the future.With all of these dark thoughts that she has in her mind, she still tries to act nice and compassionate in the public, so that nobody can realize what plans they have. Macbeth also wants her to act this way and he thinks that â€Å"False face must hide what the false heart doth know. † (1. 7. 92). He tells Lady Macbeth that the face should hide what the â€Å"false heart† has inside, because he is aware of Lady Macbeth’s personality and he points it out by telling her: â€Å"Bring forth men-children only/ for thy undaunted mettle should compose† (1. 7. 0-81) which shows that he believes Lady Macbeth does not have a proper action as a woman and she only should have â€Å"men-children†, meaning boys. Her effort towards having the qualities of the opposite gender helps her to do what a woman would not usually do; it helps her to plan a murder and be the reason of it. After the stereotype’s been broken, the idea of women being weak and breakable comes up through the character of Lady Macbeth by showing her inability to kill King Duncan and the strong feeling of guilt over the murders which she helps to happen, and makes her mad afterward.The moment Macbeth goes to her after he kills Duncan, and seems regretful of what he did, Lady Macbeth tells him: â€Å"Had [Duncan] not resembled/ My fath er as he slept, I had done’t† (2. 2. 16-17). She says she was not able to kill Duncan herself because he reminded her of her father. Therefore her words express the strong emotions that are still within her, and are against what she wanted to become. Right from that point, she feels the regret. Even when she is telling Macbeth that â€Å"A little water clears us of this deed† (2. 2. 85), she feels guilty about the blood on her hands.She has â€Å"hand of Macbeth’s colors† but she feels â€Å"shame to wear a heart so white. † (2. 2. 82-83). After a while, the feeling of being guilty makes her mad and she starts to feel blood all over her hands, yet they were clean. Even when Gentlewoman brings a doctor to see her, she talks unconsciously about the death of Banquo and the fact that â€Å"banquo’s buried;/ he cannot come out on’s grave† (5. 1. 58-59) but she still feels â€Å"Yet [there] is a spot† (5. 1. 29) of blood . And she also feels there â€Å"is the smell of blood still/ All the perfumes of Arabia will not sweeten [her] little hand† (5. . 46-47). The effects of regression and shamefaced make her feel insecure and mad which show her weakness and unstable personality. If she could succeed to have men qualities, she wouldn’t be suffering once she was guilty over the crime. Lastly, the failure of a woman who tries to break the stereotype is shown by Lady Macbeth’s suicide. When the doctor absorbs the sickness and madness of Lady Macbeth, he warns Gentlewoman about her situation and tells her to â€Å"look after her/ remove from her the means of all annoyances/ and still keep eyes upon her† (5. . 70-72). This is a foreshadowing that explains the cause of Lady Macbeth’s death later in the play when Seyton goes to Macbeth and says â€Å"The queen, my lord, is dead. † (5. 5. 16). That is the moment when Macbeth realizes that her wife had committed suicide and soon he says: She should have died hereafter/ There would have been a time for such a word/ Tomorrow, and tomorrow, and tomorrow/ Creeps in this petty pace from day to day/ To the last syllable of recorded time. And all our yesterdays have lighted fools/ The way to dusty death. Out, out, brief candle. / Life’s but a walking shadow, a poor player/ That struts and frets his hour upon the stage,  / And then is heard no more. It is a tale/ Told by an idiot, full of sound and fury,/ Signifying nothing. (5. 5. 16-27) Macbeth’s speech is a reflection of his love for Lady Macbeth and he sees the life is nothing but a story told â€Å"by an idiot†, after Lady Macbeth’s gone. The death of Lady Macbeth makes his life meaningless and hopeless.After trying so hard for getting the power, suddenly it’s all gone. Choosing suicide for ending Lady Macbeth’s role shows the feminism very clearly, because suicide has always been considered as the action o f somebody who is weak and unable to handle the problems that she/he has got. In this play, even though Macbeth commits the crime, it’s Lady Macbeth who commits suicide and it is a prove of the stereotype that women are weak, emotional and fragile, both physically and emotionally.Accordingly, In Shakespeare’s play, Macbeth, feminism and breaking the stereotypes can be considered as the major theme which is reflected by the character of Lady Macbeth through the play. First she is shown as a strong woman and somebody who doesn’t believe in stereotypes and the ideas that woman are weaker and fragile, and she tries to act against her inferior nature as a woman as she wants the spirits to â€Å"unsex† her. In the other hand, she shows her emotional soul by hesitating in killing Duncan and once she realizes that she is the major reasons of all the murders, she gets sick and goes mad.The feeling of being guilty and having hands immersed of blood makes her commit suicide and end the pain. Obviously Macbeth feels guilty as well but he does not committed suicide which makes him seem strong and powerful. Since suicide is always being known as a matter of weakness, giving Lady Macbeth’s character an end by a suicide is a strong proof of the stereotype and feminism in this play. Macbeth is the person who feels guilty from the first moment, so why is Lady Macbeth the one who should appear fragile and weak at the end?

IT Projet Management Essay Example | Topics and Well Written Essays - 2500 words

IT Projet Management - Essay Example Company’s website contains all information, contact information, profile, careers and other related information for customer’s ease. Some companies display testimonials from customers on their website so that a new consumer can have an idea about their authenticity. Showing companies worth on websites help in attracting customers and bringing new business opportunities. Information technology has changed a business processes, it has given a new edge to companies sale and their income. E-commerce website are playing a vital role in bringing new opportunities in businesses. Business processes have achieved a new form and giving extra advantages to their consumers. Companies can sell their services and products online which helps in boosting their sales and customer can order their required product from home, office or workplace without going out. Company gets additional amount and the customer gets his desired product at home within few business hours. E-commerce websites are the best solution to sell services and products for the betterment of business in shortest time span. All company needs is a strong marketing of their website, a strong promotion of their websites through legal ways. Developing an IT project is not an easy task, it involves a lot of issues both technical and non-technical. It seems a few clicks story but behind the scene, picture is totally different. It involves lots of technicalities, issues and other facts that need to be solved for delivering a bug free online solution. As an IT manager, it’s really hard to manage all things over one platform while being on triple constraint i.e time, cost and quality. Three constraints are really hard to meet that’s the only reason IT projects get failed. As, things are getting better and information technology industry is frequently discovering new edges, projects are started being delivered on time, within budget while maintaining quality. Most of the IT solution providers offer 6 months free maintainance to their customers. These days, companies are preferring having e-commerce solution for their business, the only reason of this change is the growth in IT industry. IT industry applying new technologies, new techniques and has started delivering project on time and within budget. No doubt, still there is a vast room for improvement but industry has grown a lot. When a project starts, the main responsibility is of IT Project manager, he has to deal with all staff, both technical and non- technical, client and the management. He has to satisfy all stakeholders by all means till the project ends. Being an IT project manager it’s really hard to follow all three constraints i.e. time, cost and quality. Triple Constraint Project management is the field of securing, utilizing, and managing resources in order to obtain the successful and on time achievement of specific project objectives and goals. Sometime, it is blended with program management never theless technically that is basically a level up construction: a radical of linked and up to some extent connected engineering projects. Project Management is the discipline of managing resources such as scope, time and cost to achieve a desired result. Three constraints are also known as triple constraint. Triple Constraint

Speech Comprehension and the Human Language Essay

Speech Comprehension and the Human Language - Essay Example The question therefore is what sets the human language apart from another How is human language defined Moreover, with so many diverse languages known in the world (associated with country, race and culture), can human language actually be characterized as a whole to represent the vast array of languages used by all sorts of people The answer to this, of course, is yes and the unifying elements that weave all these languages into a universal method for communication are the properties of human language that are common to all. These will be detailed in the succeeding section. The other aspect of human language that this paper intends to explore is how people understand the spoken language or speech. It is widely known that humans begin to learn to speak during the early childhood years. As such, what are the processes and elements involved in learning and understanding speech Are these the same for everybody To answer these questions, an overview of speech comprehension shall be provided in the following sections of this article. Speech development generally occurs during the first two years of a child's growth. At the first stage, the infant produces his/her first sounds in the form of cries, vocal grunts and cooing. These are said to be phonetically indicative of the ug, ng or ungh sounds. Studies have shown that the consonant sounds are developed earliest, in particular the consonant h (Goodenough & Tyler, 1959). The infant then progresses to the stage wherein he/she utters single syllables repeatedly such as "da-da-da" or "ngee-ngee-ngee". At first, these utterances are used by the infant to amuse itself. Later on or during the third stage, these utterances already become useful for social interaction with the parents or whoever is considered as the care giver. At the fourth stage, which occurs during the second half of the first year, the infant learns to combine these mono-syllables to two or more different syllables to form a more complex word. Thus to give an example., the "da-da-da" becomes "daddle- daddle-daddle". This is the last period before true speech is actually produced. The infant then proceeds to learn how to select specific sound-combinations out of the wide variety of utterances that it has produced and to apply these sound-combinations to particular situations in which he has heard others use them (Goodenough & Tyler, 1959). Understanding Speech Understanding spoken language connotes a processing level by which meaning is derived from the combination of words and sounds that form sentence structures. Before this happens, however, several other operations occur that eventually lead to meaning attribution. One of these operations is called Semantic Processing which concerns working out what words and sentences mean (Harley, 2001). Syntactic operation, on the other hand, pertains to the recognition of how words are organized within a sentence (i.e., their relationships, how they are transformed by inflections or affixes, etc.) so that the order of the words becomes meaningful. The phonological process, which is the third set of operations, involves the transformation of the message into sounds uttered as speech through the use of the articulatory mechanisms - the tongue,

Substance Term Paper Example | Topics and Well Written Essays - 1500 words

Substance - Term Paper Example Before discussing Descartes’ Proofs for God’s existence, it is necessary to discuss first his theory of ideas and causes. Ideas have three main features. First, where they come from, what kind of reality they have, and what they refer to. Under the first feature, Descartes enumerates three kinds of ideas, namely, innate, factitious and adventitious. Descartes defines innate ideas as those with which we are born with and which are self-evident to reason. An example here is mathematical ideas. Factitious ideas on the other hand are inventions of our imagination. An example here is mermaids, unicorns, and the like. And adventitious ideas are those which are based on sense perceptions. They come to us externally, which nature seem to suggest to us, and come despite our will. Under the second feature, Descartes defines these having an actual or formal reality. Herein, for as long as our mind can conceive of it clearly and distinctly, they exist â€Å"actually† in my m ind. And under the third feature, Descartes claims that they possess â€Å"objective reality† i.e. they refer to objects which exist externally to us. Furthermore, Descartes claims that only innate and adventitious ideas possess objective reality, and that in order for something to exist, they must possess both actual and formal reality, as well as objective reality. Moreover, Descartes defines an idea as an effect of causes. ... Given as such, let us take a look at Descartes’ proofs for the existence of God. First Argument The first argument he proposes is based on this theory of ideas and causes, as well as his doctrine of innate ideas. The argument goes as follows: 1. By definition, ideas are the effects of causes 2. There must be as much reality in the cause to that of its effect 3. Something cannot come from nothing 4. Something more perfect cannot come from something less perfect 5. X has a clear and distinct idea of God as a perfect being 6. Since ideas are effects of causes, then something must have caused X having such an idea 7. Since there must be as much reality in the cause to that of its effect, and since something less perfect cannot come from some thing more perfect, then God exists as the only possible cause for X’s idea of God as a perfect being, because 8. God exists as the only possible cause for X’s idea of God as a perfect being for, something cannot come from nothin g. Furthermore, Descartes backs up his argument using his doctrine of innate ideas, which claims that God imprinted this idea, of a perfect being, in us from the moment we were born. So God must be the cause of X’s idea of God. And X’s idea of God originates from God alone. For, â€Å"having proven that God exists, God would not deceive us in what is self evident to reason He has given us† (Lavine 105). 9. Therefore, God exists Objection to the First Argument Based on Descartes first argument for the existence of God, it seems that it does not suffice to prove that God exists. For, it is possible that another person, other than God, is the cause of X’s having an

Constitutional and Administrative Law Essay Example | Topics and Well Written Essays - 2000 words

Constitutional and Administrative Law - Essay Example A majority of nations have gone through an occurrence which caused them to depart with history affording them the prospect of codifying their constitutional system. However, Britain is unique in this aspect as the British constitution is a consequence of steady progression and transformation rather than a conscious attempt to devise an absolute arrangement of constitution and government (Raphael, 2004). Nonetheless, it is apparent that Britain possesses a constitution which categorizes statutes and systems involving the primary institutions of the state. However, many scholars contend that the absence of a codified constitution results to a power 'vacuum,' a vacuity seized by the legislative supremacy of the Parliament. Although the branches of the British government comprise of the legislature, the executive, and the judiciary, there is an overlap in power and functions between the branches, as a formal division of powers or system of checks and balances, is absent (Burnett, 2002). The Lord Chancellor, for instance, is a constituent of all the three branches concurrently serving as a member of the cabinet, the legislative and the judiciary. The British Parliament, composed of the monarch, the House of Lords, comprised largely of appointed members, and the House of Common whose members are elected, is the most sovereign This sovereignty of the Parliament is evident in its 'legislative enactments', binding on each and every one, although the British citizens could dispute the legality of a particular act under a specific decree in th e courts (Burnett, 2002). A. V. Dicey made this clear when he stated that, 1The principle of Parliamentary sovereignty means neither more nor less than this, namely, that Parliament thus defined has, under the English constitution, the right to make or unmake any law whatever; and, further, that no person or body is recognised by the law of England as having a right to override or set aside the legislation of Parliament. The entire political authority resides on the prime minister and the cabinet, and the monarch must operate on their counsel. The prime minister selects the cabinet from MPs, coming from his political party and a great number of cabinet ministers head the departments of the government. The prime minister's power was augmented in the 20th century as sometimes, acting alone or with another colleague in the parliament, the prime minister has made and created decisions and pronouncements formerly made by the cabinet all together. This does not mean though, that Prime ministers have not been overruled by the cabinet on various instances. In fact, Prime Ministers must generate the support of the cabinet to exercise their authority more effectively (Maitland, 1908). This idea of the parliament was referred to as the 2 "twin pillars" of the constitution by A.V. Dicey, in his treatise An Introduction to the Study of the Law of the Constitution (1885). Dicey asserts that the constitution is founded

Factors Influencing the Increase in Temporary Employment Essay

Factors Influencing the Increase in Temporary Employment - Essay Example Temporary employees subsume all forms of non-standard or contingent employment, including part time and contract workers. Originating early in the 1980s, temporary employment has been on a constant rise not just in the United States, but across Europe and the developed world (Hardy and Walker, 2003 p.141) According to the U.S Bureau of Labor Statistics (BLS), the growth in temporary employment through the 1990s was dramatic (Golden And Appelbaum 1992 p.473). A survey carried out late in the 1990s indicated that approximately 90% of U.S business and about 95% of the Fortune 500 firms employed temporary employees or used the services of temporary employment agencies. This rise in the demand and supply of temporary employment is unprecedented. Though, temporary employment used to be restricted to clerical and office jobs, its growth has now encompassed almost every job type. Areas that have witnessed raid increase in temporary employment includes professional, services and technological corporations. However, companies use temporary employees to fill vacancies caused by employee absentee, special assignments, seasonal work increases and temporary workers shortages. In addition, employers often make use of temporary employee to fill staff vacancies when they do not intend to increase the ir staff strength (Temporary Employment, 2005). The first te... employers often make use of temporary employee to fill staff vacancies when they do not intend to increase their staff strength (Temporary Employment, 2005). Background of problem: The first temporary employment firms began operations in the 1940s. It was not until the 1980s and 1990s, however, that temporary employment grew rapidly. Annual average temporary employment grew from 340,000 in 1978 to 695,000 by 1985, increasing three times faster than total service sector employment and eight times faster than total nonagricultural employment. The temporary employment industry experienced its most explosive growth in the early 1990s, expanding by an average of 17 percent a year. Annual average temporary employment rose to 2.2 million workers by 1996 and to nearly 2.8 million by 1998 with an annual growth rate of about 9 percent. Between 1992 and 1998, 18.4 million non-agricultural jobs were added to the U.S. economy. Temporary employment accounted for 1.4 million of these jobs, according to the U.S. Bureau of Labor Statistics (BLS). The BLS predicts that the temporary employment will increase by 53 percent by 2006, making it one of the most rapidly expanding indu stries. Overall, temporary employment accounts for about 2 percent of the country's employment. In the late 1990s, temporary employment agencies began investing greater more in training employees for their assignments. A NATSS survey from 1998 reported that temporary employment agencies spent $720 million on training 1997, in contrast to only $260 million in 1995. The survey also indicated that 4.8 million workers participated in the training programs and that about 90 percent of all temporary employment agencies provide training for free. Statement of the problem: This section of the research put the

Corporate Cash holding Essay Example | Topics and Well Written Essays - 1500 words

Corporate Cash holding - Essay Example The suitability of a new model must be determined before carrying out any tests owing to the complex nature of the measurements involved. The correlations will need to be carried out between loss dummy and dividend payouts as well as between loss dummy and firm size and positive relationships will need to be determined (see Appendix 4 for reference). This means that large firms are more likely to be without loss while also managing to pay dividends, an observation consistent with the results obtained by most researchers and providing evidence that the loss dummy variable can function as a proxy for financial restraints. In line with the other various researchers, we found out that firms which incur a loss, most of the times hold more cash than financially stable firms. Further examination into the correlation between loss dummy, the investment opportunity and cash flow volatility, we were able to found out that a negative correlation exists between loss dummy and the investment opportunity as well as a negative correlation between loss dummy and cash flow volatility. From this examination we can assume that financial constraints (loss dummy=0) have a positive relationship with cash flow volatility investment opportunity set (see Appendix 5). Financial constrained firms should hold some cash so that they are able to invest in investment projects which are profitable. The estimate models show us that cash flow volatility does in fact affect a firm’s cash holdings. Cash volatility differs from industry to industry and in order to depict this, we add a dummy variable, industry, into our model so as to determine the differences in cash holdings in each industry. The variable for industry, I, shall be used in out sample meaning that for the 32 industries listed in the London Stock Exchange, we would need to create 21(k-1) dummy variables. According to the results of the test, we can see that not all dummy variables are of significance. The ones that

Business Studies - Recruitment and Selection Essay Example for Free

Business Studies Recruitment and Selection Essay Every business or organisation has a recruitment department, which is often undertaken by recruiters. It can be undertaken by an employment agency or even a member of staff at the business organisation. Human resources run the recruitment process. Recruitment (run by the human resource department) is the process of finding the right possible candidates for the job. When the organisation knows what candidates they re looking for Advertisement is commonly used for recruiting the right employees. Recruitment process: A business or organisation must have a work plan in order to make sure that they find the right number of employees for their needs. When a business is looking to recruit new employees they need to be able to mention and define the main jobs and responsibilities that will be expected. During the recruitment process there are many stages that need to be followed In order to select the right candidate for the job. The recruitment flow chart: Job analysis: Job analysis is the first part of the recruitment process. This is when the human resources department needs to identify whether a new member of staff is needed or could the work be done by reorganizing existing staff or working over time. Or even consider whether part-time or full time appointment needed. Job analysis is essential for the recruitment process and this defines whether they need workers and is so will the business recruit internal or external employees. The human resources department will need to decide whether to recruit employees internally or externally. Recruiting internal candidates will benefit the business as this will increase their workers morale and their motivation will increase because there is a higher chance of them getting promoted than the external employees. Another advantage of recruiting an internal employee is theres a lower cost of not having to go through training, as they already know the business. However the disadvantage is having to replace their internal workers. External candidates will also help gain advantage for the organisation as they will let the business find out more about the competition, gaining more ideas. The disadvantage of recruiting an external employee is the cost of training them to learn more about the business. Job description: A job analysis can be used to create a job description. The job description will describe how a particular employee is to fit into the organisation. A job description could be used as a job indictor for applicants. Alternatively it could also be used as a guideline for an employee to his or her role and responsibilities within in the organisation. Job descriptions can be used by organisations to provide information for use in drafting a situation vacant advertisement and for briefing interviews. he function for a job description can be very simple. Its when the businesses human resources department will need to draw up a list of tasks that the job will involve and the responsibilities of the person appointed. This is good for a business to draw a list up of their specific job description as this gives not only employers but also employees an idea of what theyre looking for. So therefore the business will most likely attract workers that they appointed for. Person specification: Armed with this sort of specification, those responsible for recruiting and selecting someone to do a particular job have a much clearer idea of the ideal candidate. However at the same time those applying for the job have a much clearer idea of what is expected of them and whether they have the skills and attributes. The human resources department may set out for its own use a person specification. The meaning of person specification is identifying the personal qualities for example qualities such: * Experience: Someone with experience in carrying out a particular job who has a particular responsibilities should be able to draw on that experience n new situations. * Qualifications: Is another important part of a person specification. As they will have more knowledge then say someone who have no qualifications. Another advantage for a employee in having qualifications as this will lower the list of people wanting a job, for example if an employer has a long list of employees he/she will recruit either ones with experience or ones who have qualifications. The advantages for the person specification process in recruiting in staff, is the employers will benefit from recruiting experienced staff as they are able to do a range of tasks. This makes them more flexible workers, which in turn increases the output of the business. Customers often like to deal with experienced employees. Qualifications are also good measures of prior learning. The idea of qualification is that it prepares he employee to do a particular job or activity. Inn creating person specification, organisations will therefore need to consider the level of qualification required by a job holder. Job advert Job advertisements form an important part of the recruitment process. An organisation is able to communicate job vacancies to a selected audience by this means. Most job advertisements are written (or at least checked) By the personal department, a task involving the same skills as marketing a product. Advertisements must reach those people who have the qualities to fill the vacancy. Job advertisements take many forms, according to the requirements of the post. A good job advertisement, while providing prospect candidates with helpful information also helps to deter people who do not have the required qualifications for the job. Presentations of the advertisement is very important as it gives prospective employees a first impression of the organisation Application form: Having an application form is essential. If businesss or organisations provide an application form, it means that theyre looking for someone precise. This is good for the business, because the candidates have to right specific stuff that are required, which means the business can find the right employee. Where as some businesses ask for employees CV. In my opinion this is a disadvantage to the organisation, as the candidate can write what ever they feel, most likely something that will advantage them to getting the job. So therefore the organisation wont be able to find the right candidate to do the job. Interview: Interviews are very important in the recruitment process as this gives the employer an idea of what the employee is like and if he or her is suited for the job. Some business such as Marks and Spencers use a certain technique when interviewing new candidates. They would rather ask the interviewee open questions as this allows them to answer the question with longer sentences rather than yes or no answers. This gives the employer a bigger judgement ad a better feel on the employees personality. Business also try to focus on questions that involve; what? Why? When? And how? Generally speaking overall the interviewers should try to make the interviewee feel relaxed and comfortable so that the interviewee can show his or best side. An opening remark might be to ask the interviewee about his or her journey. Selection process: Recruitment and selection can be very costly process for a business. It takes a great deal of time to set up the process which includes drawing up a job description, advertising the position, sifting through applications, checking which application best meet criteria set down for the post, interviewing candidates and finally selecting the best candidate for the post. There is a considerable scope along the way for waste and inefficiency. For example, when a job advertisement attracts 100 applicants there will be a considerable waste of time and resources when reducing the list down to six. If you get your procedures wrong you may eliminate some of the best candidates right from the start and end up with six who are barely satisfactory. If you end up choosing an unsuitable candidate for the job, the company will suffer from having trouble within he organisation before walking out on the job and leaving the company o go through the expense of replacing him or her yet. Induction: Induction is the process of introducing new employees o their place of work, job, new surroundings and the people thy will be working with. Induction also provides information to help new employees start work and generally fit in. Once the successful applicant has been selected and offered the post, the human resources department needs to prepare a suitable induction programme for when the new induction programme which should include; * An awareness of the workings and objectives of a business. * An awareness of health and safety issues. * Requirements when absent, ill or late. * Introduction to management and workmates. * Identification of any immediate training needs. I Training needs: As part of the induction process, new employees may be introduced to new processors or software that they are unfamiliar with. The employer should explain each of these processes to new employees, question them about their experience with the processes or software and listen carefully to their answers to discover their level of experience. For example an employee may be familiar with the Microsoft office software but may not have had the experience with spreadsheets. If this is the requirement of the role, then careful questioning will determine the skill level of the employee and the training required to enable them to do their job. Training may be carried out formally through a course r more informally by a colleague or with training in a timely needs and implementing training timely manner is important to ensure the new employees are equipped with the skills to properly carry out their duties. Application form: Having an application form is essential. If businesss or organisations provide an application form, it means that theyre looking for someone precise. This is good for the business, because the candidates have to right specific stuff that are required, which means the business can find the right employee. Where as some businesses ask for employees CV. In my opinion this is a disadvantage to the organisation, as the candidate can write what ever they feel, most likely something that will advantage them to getting the job. So therefore the organisation wont be able to find the right candidate to do the job. Both Application and CV form provide same information: Motivation theories: Financial: Wages, salaries and bonuses: Wages- time rate: Under this scheme workers receive a set rate per hour. Any hours worked above a set number are paid at an overtime rate Salary: flat rate: This is a set rate of weekly or monthly pay, based on a set number of hours. It is easy to calculate and administer but does not provide an incentive to employees o work harder. Piece rate: This system is sometimes used in the textile and electronics industries, among others. Payment is made for each item produced that meets quality standards. The advantage of this is that it encourages effort motivates workers. However it is not suitable for jobs that require time and care. Also many jobs particularly in the service sector produce outputs are impossible to measure. Bonus: A bonus is paid as an added encouragement and motivation towards employees. It can be paid out f additional profits earned by the employer as a result of the employees effort and hard work or as an incentive to workers at times when they might be inclined to slacken effort for example at Christmas and summer holiday times. Commission: Commission is a payment made as a percentage of sales a salesperson has made. Output related schemes: Output related schemes are the most common methods used to reward manual workers most schemes involve an element of time rates plus bonus or other incentive. Standards are set in many ways, varying from casual assessment to a detailed work study, based on method study and work measurement. A standard allowable time is set in according to the stages. The workers pay is then determined according to the success of the third stage. Performance related pay: In recent year, the emphasis in a number of organisations has shifted towards performance related pay. Performance is assessed against working objectives and company goals scoring systems are then worked out to assess performance against objectives and these distinguish levels of attainment, e.g. high, medium or low. Managerial jobs are most affected by performance related pay. Based on performance appraisal techniques, such as schemes have been adopted in a wide range of occupations, including the police force, universities, insurance and banking. Evidence indicates that up to three quarters of all employees are now using some form of performance appraisal to set pay levels. One way of rewarding performance is to give increments as targets are met, with the employee progressing up an incremental ladder each year. Profit sharing: Profit sharing is an incentive tool which involves giving profit related pay to employees or giving them bonuses based on the profit performance of a business. Using this approach employees are able to see the that the success of the company will also lead to personal rewards for them. Another example similar to profit sharing is a theory called the attribution theory which is often compared to profit sharing and the non financial appraisal. Attribution theory: All business have a need to explain the world, both to themselves and to other people, attributing cause to the events around them. This gives us a greater sense of control. When explaining behaviour, it can affect the standing of people within a group (especially ourselves). When another person has erred, the business will often use internal attribution, saying it is due to internal personality factors. When they have erred, they will more likely use external attribution, attributing causes to situational factors rather than blaming ourselves. And vice versa. They will attribute our successes internally and the successes of our rivals to external luck. When a football team wins, supporters say we won. But when the team loses, the supporters say they lost. Business attributions are also significantly driven by our emotional and motivational drives. Blaming other people and avoiding personal recrimination are very real self-serving attributions. They will also make attributions to defend what they perceive as attacks. businesses will point to injustice in an unfair world. They will even tend to blame victims (of us and of others) for their fate as we seek to distance ourselves from thoughts of suffering the same plight. They will also tend to ascribe less variability to other people than ourselves, seeing themselves as more multifaceted and less predictable than others. This may well because they can see more of what is inside themselves (and spend more time doing this). In practice, we often tend to go through a two-step process, starting with an automatic internal attribution, followed by a slower consideration of whether an external attribution is more appropriate. As with Automatic Believing, if we are hurrying or are distracted, we may not get to this second step. This makes internal attribution more likely than external attribution. Share options: Employees may be encouraged to take up shares in a company, often as part of a reward scheme. When employees take up these share options they are then rewarded according to the performance of the business. When the business does well so too does the value of their shares and the dividends they receive as a return to shareholders. Dividends are typically paid twice a year. Non-Financial: Goal setting: Establishing goals for employees to work towards can be an important motivational factor as the achievement of these goals then creates a sense of achievement and personal fulfilment. Goals can be established for an individual, team or for the whole organisation and achievement may be related to promotion at work. In order to direct ourselves we set ourselves goals that are: * Clear (not vague) and understandable, so we know what to do and what not to do. * Challenging, so we will be stimulated and not be bored. * Achievable, so we are unlikely to fail. If other people set us goals without our involvement, then we are much less likely to be motivated to work hard at it than if we feel we have set or directed the goal ourselves. When we are working in the task, we need feedback so we can determine whether we are succeeding or whether we need to change direction. We find feedback (if it is sympathetically done) very encouraging and motivating. This includes feedback from ourselves. Negative self-talk is just as demotivating as negative comments from other people. Depending on the type of goal we have, we will go about achieving it differently. A directional goal is one where we are motivated to arrive at a particular conclusion. We will thus narrow our thinking, selecting beliefs, etc. that support the conclusion. The lack of deliberation also tends to make us more optimistic about achieving the goal. An accuracy goal is one where we are motivated to arrive at the most accurate possible conclusion. These occur when the cost of being inaccurate is high. Unsurprisingly, people invest more effort in achieving accuracy goals, as any deviation costs, and a large deviation may well more. Their deliberation also makes them realize that there is a real chance that they will not achieve their goal. When we have an accuracy goal we do not get to a good enough point and stop thinking about itwe continue to search for improvements. Both methods work by influencing our choice of beliefs and decision-making rules. Goal setting can be compared, in a financial sense with performance related pay as employees are rewarded in accordance with goals set by the company. Perks and status symbols: Perks and status symbols are useful motivational tools in a company. A perk is something extra that you get for doing a particular job. For example employees of a railway company may get free rail travel for them and their families. A cinema employee may get free cinema tickets. Status symbols are also important motivators. Obvious status symbols n is having a bigger office, or having a sign outside your door with your name on. People often respond very favourably to status symbols because these mark them out as being special therefore employees will be motivated to work harder in order for them to be the special person. Appraisals: Common stages of staff appraisals are as follows: 1. The line manager meets with the job-holder to discuss what is expected. The agreed expectations may be expressed in terms of targets, performance standards or required job behaviours- attributes, skills and attitudes. 2. The outcome of the meeting is recorded and usually signed by both parties. 3. The job-holder performs the job for a period of six months a year 4. At the end of the six months period the jobholder and line manager or team leader meet again to review and discuss progress made. They draw up action new action plans to deal with identified problems and agree targets and standards for the next period. Meeting training needs: Mentoring needs: Mentoring and coaching are seen by many organisations as essential ways of motivating employees so that they feel valued and cared for in their work. Mentoring involves a trainee being paired with a more experienced employee. The trainee carries out the job but uses the mentor to discuss problems that may occur and ho best to solve them. This approach is used in many lines of work. For example it is common practice for trainee teachers to work with a mentor who s responsible for their early training and development. The student teacher will match the mentor teacher before starting his or her own teaching. The mentor will then give ongoing guidance to the student teacher on how best to improve his or her performance. If the student teacher has any problems or difficulties he or she can talk to the mentor for advice. Coaching: Coaching involves providing individuals with personal coaches in the workplace. The person who is going to take on the coaching role will need to develop coaching skills and ill also need to have the time slots for the coaching to take place. The coach and the individual being. Acquired needs theory: Need are shaped over time by our experiences over time. Most of these fall into three general categories of needs: * Achievement (nAch) * Affiliation (nAff) * Power (nPow) Some businesses may have different preferences and will tend have one of these needs that affect the business more powerfully than others and thus affects our behaviors: * Achievers seek to excel and appreciate frequent recognition of how well they are doing. They will avoid low risk activities that have no chance of gain. They also will avoid high risks where there is a significant chance of failure. * Affiliation seekers look for harmonious relationships with other people. They will thus tend to conform and shy away from standing out. The seek approval rather than recognition. * Power seekers want power either to control other people (for their own goals) or to achieve higher goals (for the greater good). They seek neither recognition nor approval from others only agreement and compliance. Identifying preferences A common way of discovering our tendencies towards these is with a Thematic Apperception Test, which is a set of black-and-white pictures on cards, each showing an emotionally powerful situation. The person is presented with one card at a time and asked to make up a story about each situation. Using it Challenge achievers with stretching goals. Offer affiliation-seekers safety and approval. Beware of personal power-seekers trying to turn the tables on you or use other Machiavellian methods. Make sure you have sufficient power of your own, or show how you can help them achieve more power. Defending Understand your own tendencies. Curb the excesses and, especially if you seek affiliation, beware of those who would use this against you and for their own benefit alone. * Atrribution theoryprofit sharing (financial) and appraisal ( non financial) We all have a need to explain the world, both to ourselves and to other people, attributing cause to the events around us. This gives us a greater sense of control. When explaining behavior, it can affect the standing of people within a group (especially ourselves). When another person has erred, we will often use internal attribution, saying it is due to internal personality factors. When we have erred, we will more likely use external attribution, attributing causes to situational factors rather than blaming ourselves. And vice versa. We will attribute our successes internally and the successes of our rivals to external luck. When a football team wins, supporters say we won. But when the team loses, the supporters say they lost. Our attributions are also significantly driven by our emotional and motivational drives. Blaming other people and avoiding personal recrimination are very real self-serving attributions. We will also make attributions to defend what we perceive as attacks. We will point to injustice in an unfair world. We will even tend to blame victims (of us and of others) for their fate as we seek to distance ourselves from thoughts of suffering the same plight. We will also tend to ascribe less variability to other people than ourselves, seeing ourselves as more multifaceted and less predictable than others. This may well because we can see more of what is inside ourselves (and spend more time doing this). In practice, we often tend to go through a two-step process, starting with an automatic internal attribution, followed by a slower consideration of whether an external attribution is more appropriate. As with Automatic Believing, if we are hurrying or are distracted, we may not get to this second step. This makes internal attribution more likely than external attribution. Sex discrimination act 1975 Sex Discrimination Act 1975 The Sex Discrimination Act 1975 applies to men, women and gender reassignees and states that it is unlawful for an employer to discriminate or fail to prevent discrimination against a worker because of his or her gender, marital or gender reassignment status The Sex Discrimination Act 1975 states that there are two types of sex discrimination: Direct discrimination This occurs where a worker has been treated less favourably than another in similar relevant circumstances on the grounds of his or her gender, and the treatment has resulted in dismissal, denial of opportunities within or for employment or training, or any other detriment. Indirect discrimination This occurs where a provision, criterion or practice is applied equally to both male and female workers and three conditions are jointly fulfilled: * The proportion of one gender who can comply is, in practice, considerably smaller than the other; * A worker suffers a detriment as a result; * The employer cannot show the condition or requirement to be objectively justifiable. For example, indirect sexual discrimination could occur if an employer applied a redundancy policy by selecting only part-time workers. This is because such action would discriminate disproportionately against women, as over 80% of part-time workers in the United Kingdom are women. Race relation act 1976 The race relations act 1976 makes discrimination on racial grounds unlawful in employment, training education and the provision of goods, facilities and services. The act defines two main types of discrimination: direct discrimination and indirect discrimination. Direct discrimination Direct discrimination occurs when someone Is treated less favourably on racial grounds. Racial grounds do not only include grounds of race but also those of colour, nationality, citizenship and ethnic or national origin. For example a dress manufacturing company advertises in the local newspaper for a Turkish machinist, Indirect discrimination: Indirect discrimination occurs when rules, requirements, or conditions that appear to be fair because they apply equally to everyone- can be shown to put people from a particular racial group a much greater disadvantage than others and the rules cannot be objectively justified. A racial groups may be defined by race, colour, nationality and ethnic or national origin. For example an advertisement asks for ability to speak Bengali. This requirement discriminates indirectly against people who do not speak Bengali and will be unlawful unless it can be justified by the nature of the job For example it would be unjustified to ask for Bengali speaker if the job involves working with people who can communicate well only in Bengali. Another example of an indirect discrimination is an advertisement invites applicants who speak English as their mother tongue. This requirement too, discriminates indirectly against people who speak English fluently, but not as their mother tongue. This kind of requirement will rarely be justified. If an especially high standard of English is needed for a particular job it would be better to ask for just that a very high standard of written and spoken English or alternatively, fluent English Example: the race relations act does not cover discrimination indirectly on religious grounds, but advertisements inviting Muslim or Christian applicants may discriminate indirectly against some racial groups, and the requirements must be justified by the nature of the job. A religious requirement may be justified for jobs connected with a church, temple, mosque etc and possibly religious organisations.

Movement Towards Decolinization Essay Example for Free

Movement Towards Decolinization Essay Introduction â€Å"Movement Towards Decolonization .† Before I start the basic part of my coursework introduction I would like to define these words and the meaning of this statement . Movement an act of changing location or position . Towards moving or coming to a particular direction . Decolonization to grant independence to a colony . With my understanding the statement â€Å"Movement Towards Decolonization † is literally meaning that The Bahamas was making a change in government and the rights for Bahamians in their own society . They know what they needed to accomplish and where they were headed to become not only independent people but an independent nation to better our Bahamian Society from a colony . In this history coursework I’m going to write a detailed account of the Burma Road Riot in Nassau, Bahamas in 1942 . What effects the Burma Road Riot had on the development of political parties and trade unions of The Bahamas . Also act as a member of the Taxi Cab Union during the General Strike of 1958, where I’m speaking about what I’ve experienced . Lastly is to give an explanation of the sources given which I consider to be true and prove that the 1942 riot was responsible for the political changes that took place during the 1950’s and 1960’s . Question 1 a) Write a detailed account of the Burma Road Riot in Nassau, Bahamas. The Burma Road Riot occurred in the year of 1942 due to unfair wages . During 1942, with the Americans being at war, the US decided to expand Oakes Field to establish new air bases . The Pleasantville Company was responsible for the construction . As a result of the expansion, three hundred jobs became available to Bahamians and Americans who were hired to work on this project . However the Americans were paid more than the Bahamian workers even though they performed the same work . Discontent arose among the Bahamian workers and resulted in a riot, and Bahamians also thought this was because racial discrimination because the Americans were white . Hundreds of workers left their jobs at the Oakes Field Airport and marched onto Bay Street . On Monday morning June 1st , hundreds of workers, who carried machetes, sticks or clubs marched into town and gathered in the vicinity of the public buildings which rioting and looting took place where five persons died and many were wounded . The rioters were addressed by few officials who urged peaceful demonstrations . In the main time, however other demonstrations were surging up Bay Street from the West, smashing windows and looting shops . Fire was set to a shop on Bay Street, which had threatened the entire district . Police Officers made an attempt to restore order . The Riot Act was read and a curfew was strictly enforced that same day prohibiting anyone who isn’t a member of arm forces or police from being outdoors between 8pm and 6am . On June 8th the curfew was revoked . Another reason for the riot taken place was economic depression . Bahamians were poorly represented in Parliament which at the time highlighted racial discrimination . As a result of the riot, the governor announced that the wage of the unskilled workers would be raised from 4 shillings to 5 shillings a day . In addition there was a free meal provided . Reforms were seen as a necessity in the field of taxation of representation . There was a need for modern labor legislation to be impacted in the field of trade unionism and workers compensation . It is interesting to note that Randol Fawkes was known as the father of labor . b) What factors contributed to the social unrest of the 1930’s and the 1940’s? Their is a history of Trade Unions Movement in The Bahamas during the 1930’s and the 1940’s . It is closely associated with the struggle for social and economic justice for the people of The Bahamas . Before independence in 1973 The Bahamas was controlled by the colony of Great Britain an even though Trade Unions were operating in Britain at the time, the Trade Unions that were in existence in The Bahamas before 1943 were operating illegally . The earliest attempt to form a Trade Union in The Bahamas was recorded in 1866 when employees of The Morton Salt Company in Inagua formed the Salt Workers Union . This union soon became an in-house union and because of the small size of the operation of the company was dissolved . There were two other unsuccessful attempts to form unions here in The Bahamas . In 1935 the Associated Bahamas Car Owners and Taxi Cab Drivers Union was formed . The Modern Trade Union movement in The Bahamas began early in the 1930’s with the formation of the Taxi Cab Union . Trade Unions have played a balance role in the development of the country . The first benefits of Workers in The Bahamas began with the riots of 1942 (Black Tuesday) . Also there was no form of Bahamian government to represent the people of the nation . Question 2 What effects did the social unrest of the 1930’s and the 1940’s have on the development of trade unions and political parties in the Commonwealth of The Bahamas? Using Source B, â€Å"As a consequence of the riot, the first awakenings of a new political awareness began to be felt in the hearts of black people, time and remarkable foresight, courage and initiative of a few dedicated members of that majority were all that were required to crystallize this awareness into a mighty political force.† Prior to 1953, there were no political parties in The Bahamas . The Bahamas was governed by a small group of merchants known as the Bay Street Boys . The Bahamas was not represented equally until they organized a political party, forcing the proprietary to do the same . In October 1953 when the Progressive Liberal Party was formed by Black Bahamians . The Progressive Liberal Party was established by William W. Cartwright . The Progressive Liberal Party fought against racial discrimination, also being able to allow women to vote . In 1956 anti-discrimination resolution was introduced in the House of Assembly and was easily passed opening restaurants, hotels and the theatres to those who were once not allowed because of their skin color . Another effect was in the growth and development of the Trade Union Movements occurred in January 1958, and was known as the General Strike of 1958 . The strike is known to be one of the three significant events that heralded the Labor Movement and solidified its place in history as the catalyst for social economic justice for the Bahamian workers. The primary dispute of the General Strike was between the Government and the Taxi Cab Union . It began on November 1st, 1957 as a result of the Government granting contracts to white tour companies and because of this the Taxi Cab Union was informed that their services were no longer needed . Under the leadership of Sir Clifford Darling and others, the Taxi Cab Union blocked all traffic to and from Nassau International Airport and the Commissioner and his policemen could not do anything about this situation . After several weeks of negotiation an no agreement or settlement was taken place, the Taxi Cab Union called on The Bahamas Federation of Labor led by Sir Randol Fawkes and asked for assistance . The strike was around tourist season . Sir Randol Fawkes responded that a General Strike should be called, not only for the Taxi Cab Union but also to dramatize the fight for all Bahamians for greater dignity and self-respect on the jobsite through decent wages and better working conditions . There was no violence carried out by the striking workers and leaded Bay Street businesses . On 29th January, 1958, His Excellency Sir Raynor Arthur brought representatives of the Taxi Cab Union and the Tour Companies together at a conference where they signed a detailed agreement providing equal division of transportation to an from the airport . Mr. Randol Fawkes was elected to the House of Assembly in 1956 and was the only member of the Labor Party in Parliament . Due to the 1958 strike the pressure was put on by the opposition and the Government of The Bahamas called an election in 1962 . When the opposition could not correct the faults because of the United Bahamian Party’s control in Parliament, the Labor Movement and the opposition went to the International Community . The corrupt charges brought against the United Bahamian Party involved the Casino Industry which suddenly got an reaction from many persons around the World. During election in 1967, and because the Labor Party made sure the word of corruption in Government was spread this made them play a major role . In the 1967 elections there were four candidates from the Labor Party but only Randol Fawkes was successful . There were only 38 seats in the House of Assembly, and the United Bahamian Party and the Progressive Liberal Party 18 seats so because of this the each representative had to make a decision to join together . Randol Fawkes paved the way for Black Majority Rule in The Bahamas . Under the Progressive Liberal Party Government, Sir Randol Fawkes became the first Minister of Labor and embarked on a mission to adopt new Labor legislation that would change the scope of The Bahamas for many years . However, in 1967 the Trade Union Movement was the major factor in the Progressive Liberal Party becoming Government of The Bahamas as a result causing Majority Rule in the Country . Since 1967, the Trade Union Movement has been able to have a powerful effect in the election of both the Progressive Liberal Party and the Free National Movement Government . There are four major events in the history of The Bahamas that mean something to the critical role to the Trade Union Movement played in the growth and development of The Commonwealth of The Bahamas . Also the Trade Union Movement played a significant role in the fight for independence of The Bahamas . Sir Randol Fawkes, who was the member of Parliament and leader of the Bahamas Federation of Labor made the first move in trying to put in place the lead to independence . On September 10th, 1966 Sir Randol Fawkes made a motion on the floor of House of Assembly for a select committee to invite the Government of The United Kingdom to convene a Constitutional Conference to establish the guidelines for the independence of The Bahamas . A wise person once said, â€Å"The Labor Movement is the bedrock of the Bahamian economy. If there are no workers in the hotels, no teachers in schools, no nurses in the hospitals, no workers in civil service and corporations, the country would come to a stand still.† Question 3 You are a member of the Taxi Cab Union during the General Strike of 1958. Give an account of your experiences during the strike. When the Nassau International Airport had opened, we thought this meant better days to come . Being apart of the Taxi Cab Union our hopes were high because this meant more tourist coming to Nassau, New Providence where this meant we would be able to provide for our families and still could buy a nice watch from the money left, well we thought wrong! It all started in 1957 when the Government had granted the white tour companies the exclusive right to operate transportation services between the Nassau International Airport and the city . Therefore we, the taxi cab drivers were not needed . The Taxi Cab Union officers thought this may cost their company to be out of business . It also threatened our lively hood, wondering how would be able to provide for our families . When my wife heard about this she asked what will I do because there wasn’t any money coming in . I told her I really loved my job, so others and I would push the issue . Our leader of the Taxi Cab Union, Sir Clifford Darling told us, the taxi cab drivers to block all traffic to and from the Nassau International Airport and he took the keys for the taxi’s so we wouldn’t be able to move the vehicles when asked to do so . No one could of control this situation . After several weeks of negotiations that failed the matter erupted again in January 1958 . This came to the height of the tourist season . The officers of the Taxi Cab Union called on Sir Randol Fawkes who led the Bahamas Federation of Labor and asked him to help us with the situation . He responded and said that we should held a â€Å"General Strike† with other Bahamian workers who were treated unfair on their jobsites, fighting for self-respect, decent wages and better working conditions . I couldn’t believe the amount of Bahamian workers who not only supported the Taxi Cab Union but other workers and themselves . There was both men and women up and down the West and East of Bay Street . I also remembered British Troops were sent to try get control of the situation but was unsuccessful . At the end of the month of January the Governor brought one of the Tour Company representatives and one of the Taxi Cab Union representatives together to make a deal for equal division of transportation of tourists to and from the Nassau International Airport . Order and peace was brought back at the airport and everyone had a fair chance even the other Bahamian workers, which was a success by getting wage incensement and fair treatment . Question 4 Study ALL the sources . â€Å"The 1942 riot was ultimately responsible for the political changes that took place during the 1950’s and 1960’s . Do these sources prove this view to be true? Explain your answer fully . Yes the 1942 riot was ultimately responsible for the political changes that took place during the 1950’s and 1960’s, but only Sources A, B, and D I find to be true . Source A says that, â€Å"The 1942 riot in Nassau was a short-lived spontaneous outburst by a group of disgruntled laborers, and occurred against a background of narrow socio-economic and political parties .† This statement I find to be true because the Burma Road Riot occurred because of unhappy workers who were obviously treated unfairly, different from the White American workers, the Black Bahamian men were payed less than the white workers . Therefore I feel as if it was racial discrimination taken place . About 16 years later there was a General Strike in 1958, where unions were unpleased and because of this these events played a major role in society . They decided someone had to stand out for Bahamian rights . This is where political parties came into place to represent Black Bahamians and not only the workers . The first political party formed in The Bahamas was in October 1953 known as the Progressive Liberal Party, which can be understood in Source B where it is stated that, â€Å"As a consequence of the riot, the first awakenings of a new political awareness began to be felt in the hearts of black people, time and the remarkable foresight, courage and initiative of a few dedicated members of that majority were all that to crystallize this awareness into a mighty political force . Someone had opened there eyes and see that the Bahamians were facing major problems not amongst each other but amongst the people they worked around and worked for . They needed to be defended and one person couldn’t have done it alone, so brave men who were dedicated to their country and own people came together and formed something that I won’t call a political party but of leading fathers of our nation who made it better for not only their generation but for future generations . Some like Sir Randol Fawkes, Sir Lynden O. Pindling, Arthur Hanna, Sir Milo Butler, Curtis McMillan, Clarence A. Bain, Sir Clement Maynard, Sir Cecil Wallace Whitfield, Carlton Francis, Sir Alvin Braynen, Warren Levarity and Geoffrey Thompson . However Source D I also find to be true because after the riot and the strike there was an improvement of the Government, where they stood up for all Bahamians and Sir Lynden O. Pindling stated and I quote, â€Å"When the great heroes of our struggle stood on Burma Road, he intoned, they did not stand alone . When they stood in the General Strike against the property vote they did not stand alone .† Therefore he was right because a political party stepped in and defended the rights of the Bahamian labor unions, where this was a great achievement because if a political party hadn’t stepped in The Bahamas would of probably be the same before the year of 1942, where we would’ve got treated unfairly . Conclusion This coursework have open my eyes, to see that Bahamians fought for their rights and the great people who did it from the Progressive Liberal Party, the Taxi Cab Union, the Bahamas Federation of Labor and the Labor Party . Also this helped me to read and understand . Understanding the history of The Bahamas and what great deed those legends did for The Bahamas . Which they made it better not only for their generation but for my generation and generations to come . If it wasn’t for Black Bahamians fighting for their rights, Black Bahamians would’ve of probably still be treated unfairly, some may have live in poverty, lack of non-racial government and no independence from England . This coursework has helped me a lot to understand history and its meanings .

How Do People Become Digital Natives Media Essay

How Do People Become Digital Natives Media Essay Helsper and Eynon argue that breadth of use, experience, self-efficacy and education are just as, if not more, important than age in explaining how people become digital natives (Helsper Eynon, 2010). But first, we have to understand who can be classified as a digital native. The term was coined by Mark Prensky in his work, Digital Natives, Digital Immigrants, published in 2001. Prensky described the generation of young people born since 1980 as digital natives due to what he perceived as an innate confidence in using new technologies such as the internet, videogames, mobile telephony and all the other toys and tools of the digital age. (Selwyn, 2009) A  digital native  is someone who was born around after 1980 and has grown up surrounded by devices such as cell phones and computers. Through interacting with these devices from an early age, they have a greater understanding of technology than a digital immigrant. A digital immigrant, on the other hand, is a person born before the introduction of digital technology and have learnt to adapt their lives around technology. A digital native is unique because they have grown up with digital technologies. The exposure to these technologies from early in their lives has made these students native speakers of the digital language. A distinguishing characteristic that Marc Prensky points out is, todays students think and process information fundamentally differently from their predecessors. (Prensky, 2001) A few key characteristics of digital natives are always online. By age 20, Dr. Urs Gasser from Harvards Berman centre points out that, kids will have spent 20,000 hours online -the same amount of time a professional piano player would have spent practicing. They tend to be very open about themselves online. It is said that 35% girls and 25% of boys write blogs. This usually works to be an advantage to HR sectors of various companies as they can Google a candidate with ease. They often experience work with community builders, and are responsive to intrinsic motivations. However, a group of academics led by Sue Bennett of the University of Wollongong set out to debunk the whole idea of digital natives in 2008. They say that the idea that digital natives learn in a different manner can actually have diverse consequences in the field of education. (Monitor: The Next Generation Unplugged, 2010) Being born in the digital age has had many significant impacts on fundamental features of human experience. They are wired differently. This affects the way they think and the way they learn. Unlike digital immigrants, digital natives dont have to print out email or other materials for later reading. They usually can read of the screen of the computer. If they want to show someone a website, for example, they just have to send the link to the person in question. Digital natives are concerned about doing things faster. For example, if a digital immigrant were to ask for the address of a five people in a set of people, they would take at least 15 minutes per person writing all the information. A digital native would however search for the facebook profile of the person which would take 15 minutes in total. Brains have different developmental experiences and therefore develop differently. Also, people who experience different inputs from the culture that surrounds them, think differently. (Prensky, 2001) Children raised with the computer think differently from the rest of us. They develop hypertext minds. They leap around. Its as though their cognitive structures were parallel, not sequential. (Winn) Digital natives crave instant responses for their actions as a result of their experiences. Traditional schooling does not cater for such characteristics. One study showed that students in class get to ask a question every 10 hours. (Prensky, 2001) The  digital divide  is the gap between people with access to information technology and those with very limited or no access at all. It includes the imbalance both in physical access to  technology  and the resources and skills needed to effectively participate as a digital citizen.    Simply put, the digital divide is the empty space between the two armies, the space they come to do battle. One side of the arena are the digital natives and on the other side, the digital immigrants. There is a huge gap between the two as I pointed out earlier on in the essay. Both generations (digital natives and digital immigrants) are forced to meet which commonly results in conflicting ideologies of digital technology. The everyday regime of life at work is becoming more technologically advanced with improved computers in offices, more complicated machinery in industry etc. With technology rapidly improving, it is getting harder and harder for digital immigrants to keep up. But this is not something new. Neuroscientists everywhere tells us that the brain adapts itself to the technology we use.   It is not just technology that alters our behaviour and habits. It actually changes the way our mind works, and alters the physical structure of our brain. Connections between neurons are created, strengthened, or diminished and severed based on interactions with the world. (davidweedmark). For e.g. take away technology from a teenager for a day and you will see the difference for yourself. From both extremes there is a healthy middle ground. The availability of calculators should not mean that multiplication tables should not be memorized, but it does not imply that calculators should be banned. As Prensky pointed out, there is no reason that a generation that can memorize over 100 Pokemon characters à ¢Ã¢â€š ¬Ã‚ ¦ cant learn the names, populations, capitals and relationships of all the 101 nations in the world. (Prensky, 2001) Helsper and Eynon argue that breadth of use, experience, self-efficacy and education are just as, if not more, important than age in explaining how people become digital natives (Helsper Eynon, 2010). Personally, I agree with the statement. There are four factors that determine whether a person is digital native Breadth of use, self-efficacy, education and age. Breadth of use, as mentioned by Helsper and Eynon refers to the number of times a person uses the internet or any electronic source qualifies them to be that considered as a digital native. As indicated by the graph below, there is an increasing trend in internet usage. singapore internet.JPG The impulse of a digital native to search for information would be going onto the internet, rather than newspapers or books. Unlike the digital immigrants, as defined by (Prensky, 2001) they are people who have lesser knowledge about the internet and the usage of it. Experience, to determine whether a person is a digital native or not, is defined as those who have been on the Internet the longest, while they might not have grown up with the Internet when young, they have been submerged in it for the longest period of time (Helsper Eynon, 2010). It is right to say that those working in the Information Technology (IT) sector will be better off than those who are novices to computer software. The years of experience of these experts determines how good they are in IT. A young person who is below the age of 30 is considered digital native as they will be able to figure out the program easily. This is due to the fact that when digital natives come out into the world, most of the technologies have already been so advanced, some of which are computerised, therefore it is not surprising to know that these natives are already submerged in the digital world. Self-efficacy refers to a persons belief that they can perform adequately in a situation. (Wood, Zeffane, Fromholtz, Wiesner, Creed, 2010). Gender is a glaring is an example for self-efficacy. Many tend to have a perception that boys are better in Mathematics and Physics than girls. Due to this, the self-efficacy produced from boys will be higher; hence their thought processes are better. Likewise for self-efficacy in digital natives, as many perceive that young people, who are born after 1980, to be better at IT skills and knowledge. This led to the increase in their (digital natives) self-efficacy, which also resulted in them being better than the older people digitally. Education simply means the depth with which people are knowledgeable in technical skills and knowledge, and whether education can determine whether someone is a digital native. According to (Prensky, 2001), the single biggest problem facing education today is that our Digital Immigrant instructors, who speak an outdated language (that of the pre-digital age), are struggling to teach a population that speaks an entirely new language. Based on the arguments provided in this essay, it can be concluded that Helsper and Eynons argument that breadth of use, experience, self-efficacy and education are just as, if not more, important than age in explaining how people become digital natives (Helsper Eynon, 2010) holds water. All the factors mentioned are all equally important in defining digital natives. Breadth of use shows us the number of people who use internet on a daily basis. Experience is dependent on the duration one has worked with technology. A digital native is also determined by the self-efficaciousness they exhibit is towards modern technology such as computers and electronic devices. A strong educational background does not prove the existence of digital natives as many digital natives in this world are not well-educated. These factors are as important as age.

Congenital Birth Defects Essay -- Genetic Causes, Chromosomal Abnormal

1.1 Congenital Birth Defects Birth defects, congenital abnormalities are terms used to describe developmental defects that are present at birth. There are a lot of genetic and environmental interactions in the complex transition from a fertilised ovum to a fully formed human being. The stage of development that the interactions are affected influences the type of birth defects. Birth defect causes can be divided into two types, genetic and environmental causes. There are also birth defects which are caused due to multifactorial inheritance (George, 2007). Genetic causes of birth defects It has been estimated that 25% of all birth defects are caused due to genetic factors and out of these 85% causes are known (Brent, 2004). Birth defects can be caused due to chromosomal aberrations, mutations in single genes and interactions of both environmental and genetic factors. Chromosomal aberrations are seen frequently as the complex mechanisms such as meiosis or mitosis are prone to error. Another frequent causative factor of multiple birth defects is chromosomal aneuploidy (loss or gain of whole chromosome). Multiple congenital anomaly syndromes are caused due to single gene defects (Prescott, 2001). Chromosomal abnormalities They may be numerical or structural and are important causes of approximately 5-6% of all birth defects (Young, 2005). These abnormalities may arise newly or maybe inherited from a parent with same chromosomal aberration. Numerical abnormalities are caused due to any deviation from the human diploid number of 46 chromosomes which is called chromosomal aneuploidy. This leads to multiple birth defects as it disturbs the action of multiple genes. Usually, numerical chromosomal abnormalities are resu... ...Synthetic lethality does indicate that when two genes have the same role and mutation occurs in them both making them non-functional only then it results in lethality. Moreover when both the genes have the same function in the pathway, each mutation in the genes diminishes the function of the pathway. Even though genome sequencing of mouse and humans are completed the function of a major part of the genomes are still unknown. An effective way to discover the gene function is by determining the consequence of mutations in organisms. This study focuses on congenital birth defects by studying the mutations in mouse genome causing developmental abnormalities which serve as models for human congenital birth defects. In this study an attempt is made to identify the genes that cause developmental defects and lethality thus aids the study of congenital birth defects.

Obedience and Submissiveness in Samuel Becketts Waiting for Godot Ess

Obedience and Submissiveness in Waiting for Godot Samuel Beckett's pessimistic attitude about the existence of man lead him to write one of the best contemporary plays known to the twentieth century. Even with its bland unchanging set, clown-like characters, and seemingly meaningless theme, Waiting for Godot, arouses the awareness of human tragedy through the characters' tragic flaws. Charles Lyons feels, a character's attitude of the space in which he lives, shows a range of detail marking economic status, social classification, and psychology (Lyons 19). Beckett uses the character, Lucky, as a metaphor for Man. Using physical, mental, and social blemishes, Lucky exemplifies Becketts idea that universal man is a slave to his own being. First Lucky symbolizes man's slavery in a physical sense. Lucky has a master that instructs him where to go and what to do. Lucky is physically tied with a rope to his master, but in a sense is also tied to him by fear of being alone. Lucky is asked by two tramps to dance, but refuses. Lucky only dances at his master command. Lucky is also a slave to weakness. When Lucky does finally dance, he shuffles chaotically. Ramona Cormier and Janis Pallister describe Lucky's movements as stiff and ungraceful. They believe it is because he is use to being loaded down with burdens...his body is unable to move freely (Cormier and Pallister 13). Brooks feels that age has diminished Lucky's dance to a few ineffectual, spasmodic memories of a past ritual (Brooks 294). Lucky calls his dance the net (Beckett, Act I 27). It is ironical that Lucky does not escape the net that restricts him from being independent. The last physical characteristic of slavery that Lucky exemplifi... ... C. "The Mythic Pattern in Waiting for Godot." Modern Drama 9 (1966/67) 292-299. Carey, Gary, and James Roberts, eds. Beckett's Waiting for Godot, Endgame, & Other Plays. Cliffs Notes, Inc. Nebraska: 1995. Cromier, Romona.,and Janis L. Pallister. Waiting for Death. Alabama: U of Alabama Press, 1979. Fletcher, J. "Action and Play in Beckett's Theater." Modern Drama 9 (1966/67) 242-246. Iser, W. "Beckett's Dramatic Language." Modern Drama 9 (1966/67) 251-259. Lamont, Rosette. "Beckett's Metaphysics of Choiceless Awareness." Samuel Beckett Now. Ed. Melvin J. Friedman. Chicago: U of Chicago Press, 1975. 199-217. Lyons, Charles R. Samuel Beckett. New York: Grove Press, 1983. Metman, Eva. "Reflections on Samuel Beckett's Plays." Samuel Beckett: A Collection of Critical Essays. Ed. Martin Esslin. New Jersey: Prentice-Hall, 1965

Research Method on Culture

CHAPTER 1 INTRODUCTION 1. 0Introduction In order to provide a clear insight into this study, this chapter starts with the background of the study, problem statement, purpose of the study, research objective, research question, research hypothesis, significance of the study, study of framework, and the outline for chapter 2 and chapter 3. This chapter outline about an overview of managing cultural diversity among employees toward the effectiveness working environment in hotel industry in Malaysia. Subsequent sections deal with contribution of the study to the literature and discuss the structure and the research design of the proposal. 1. Background of the study Cultural diversity has become a hot-button issue when applied to the workplace (Kimberly Amadeo, 2012). What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives, thinks, interacts, behaves, and makes judgments (Alpert, 1992). Di versity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to ages, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, 1995).Hence, cultural diversity is when differences in race, ethnicity, language, nationality, religion, and sexual orientation are represented within a community. A community is said to be culturally diverse if its residents include members of different groups. The community can be a country, region or city (Kimberly Amadeo, 2012). Malaysia is one of the most culturally and economically diverse regions of the world (Fisher, 1996). Malaysia is one of the most diverse countries in terms of ethnicity, religion, spirituality, language, and culture (Malaysia Info, 2009).Ethnicity refers to shared cultural practices, perspectives, and distinctions that set apart one group of people from another (Cliffnote, n. d . ). The population of Malaysia consists of three main ethnic groups—Malays, Chinese, and peoples of the South Asian subcontinent (Encyclopedia of the nations, 2012). Religion originates in an attempt to represent and order beliefs, feelings, imagining and actions that arise in response to direct experience of the sacred and the spiritual (Connelly, 1996). The official religion of Malaysia is Islam, and is practiced by the majority of Malays, and a portion of the Indian community.Under the constitution, other races are free to practice any religion in an atmosphere of acceptance and tolerance. The other main religions include Buddhism, Hinduism, Sikhism and Christianity (Expatgomalaysia, 201). The essence of spirituality is the search to know our real self, to discover the true nature of consciousness (Russell, 2006). Language is a human system of communication that uses arbitrary signals, such as voice sounds, gestures, or written symbols ( Nordquist, 2012). Hence, managing diversity in the workplace is a challenge for any manager, but it can be accomplished using some basic tools.Managers need to go above and beyond their comfort level to develop knowledge about cultural difference and sensitivity to diversity issues. Take a leap and establish relationships at work with individuals who are different from them. The more natural thing is for people to surround themselves with individuals who are similar to them. By building relationships with individuals with different backgrounds, they will learn about the talent and knowledge they can add to the organization ( Noe, 2009). Cultural diversity is broad concept in hotel industry in Malaysia.Employing a diverse workforce give benefit in higher productivity, lower employee turnover, better understanding of client, and enhanced corporate reputation (Employing a diverse workforce: making it work, 2008). Managed well, diversity provides benefits that increase effectiveness in working environment. However, when ignored or mismanaged, it brings challenges and obstacles that can hinder the organization’s ability to effective (Gardenswartz & Rowe, n. d. ). 1. 2 Problem statement Managing cultural diversity is becoming an issue in the hotel industry especially to Human Resource manager (Holaday, 2007).The improper managing cultural diversity among employees will create less effective in working environment. When ignored or mismanaged, it brings challenges and obstacles that can hinder the organization’s ability to effective and success (Gardenswartz & Rowe, n. d. ). The previous researcher Al-Jenaib said that diversity can also lead to miscommunication, dysfunctional adaptation behaviors and the creation of barriers that reduce the benefits diversity can bring to the organization (Al-Jenaib, 2012). Plus, cultural diversity can create stereotype perception and exclusive work environment.Area of concern about this study is to managing cultural diversity among employees to improve the effectiveness in working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area. Numerous studies have been conducted in other countries outside Malaysia in managing cultural diversity among employees but there is limited studies were found regarding managing cultural diversity among employees towards the effectiveness working environment in the hotel industry in Malaysia only that focused on Kuala Lumpur area.This study is importance to provide benefits to the organization in Kuala Lumpur area that come from the diverse employees to give the effectiveness working environment. The previous studies highlighted that managing workplace diversity has become a priority concern among organizations in the United Arab Emirates (UAE) today. The United Arab Emirates (UAE) is under increased pressure to appropriately employ and manage people of diverse cultural and racial backgrounds (Walck, 1995).Furthermore, there is as more and more minority groups enter the hos pitality industry of the United States, such as the group generations of African American, Hispanic Origin, and Asian, managing cultural diversity is becoming a challenging issue in this industry, especially to HR managers (Holaday, 2007). Yi Gong, (2008) has mentioned in his studies that related study needs to be conducted to facilitate the industry to understand the opportunities and advantages of successfully managing cultural diversity.Meanwhile, the program of action to increase general awareness of cultural diversity should be created to support the company policy (Baum, 2007). They should also be given training to increase their knowledge and skills to dealing with people having different cultural backgrounds (Baum, 2007). 1. 3 Purpose of the study The purpose of this study is to determine managing cultural diversity among employees towards the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area.Four major related variables be ing tested in this research consists of create an inclusive work environment, avoid stereotyping, applying training program and communicating with staffs for the effectiveness in working environment. 1. 4 Research objective As the issue of the study had been identified, the objectives of the study that had been derived are as follows: 1. To identify the major factor in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 2.To explore the benefit in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 1. 5 Research question In conducting the research and based on the objectives above, there are several questions identified which are: 1. What are the major factor in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 2.What are the benefit in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 1. 6 Significance of the study This study contributes to the theoretical advancement in the field of hotel industry by empirically testing a structured model to managing cultural diversity among employees toward the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area.This study can help the organization in managing cultural diversity that will enhance the company benefits in return such like higher productivity, lower employee turnover, better understanding of client, and enhanced corporate reputation (Employing a diverse workforce: making it work, 2008). By having strategic inclusion plan in work environment, this gives benefit to the employees. The diverse staf fs know they are valued and feel they belong.The staffs are more likely to feel that way when they are treated with respect the leader and their peers, given the chance to use their talents to the fullest and assured of equal opportunities to move ahead (Employing a diverse workforce: making it work, 2008). This study also can help university to expand the body of knowledge by providing some useful information regarding the cultural diversity management in working environment and the research from students can be as one of the sources and references for other students to conduct research or assignments. 1. 7 Study of framework Create an inclusive work environmentAvoid stereotyping Effectiveness working environment Managing cultural diversity Apply training program Communicating with staffs 1. 8 Outline The next chapter will be the second and third chapter of the research proposal. Chapter 2 will Start with the literature review of the four variables which is create an inclusive work environment, avoid stereotyping, apply training program and communicating with staffs. Chapter 3 will start with the process of conducting the research such as data collection method, research design, measurement of variable, sample frame, sample size, sampling techniques, and followed by data analysis techniques.CHAPTER 2 LITERATURE REVIEW. 2. 0Introduction In this chapter will clarify about related theories from past researcher regarding this study. This study is explain about the literature review. It is also based on findings that are collected through journal, article and also website. 2. 1 Literature Review Literature review is process that involves the identification of published and unpublished work from secondary data sources on the topic interest, the evaluation of this work in relation to the problem and the documentation of this work.It also provides the foundation for developing a comprehensive theoretical framework. 2. 2 Stereotyping in Cultural Diversity. Stereotypes lead to assumptions and conclusions based on a person's race, gender or sexual preferences. Making these assumptions and conclusions then leads to discrimination. Stereotypes can be about race, religion, gender, age, disabilities, income, geographical locations. ( A. Sahar, 2011 ) . Stereotype threat refers to being at risk of confirming, as a self-characteristic, a negative stereotype about one's social group (Steele & Aronson, 1995).In general, the conditions that produce stereotype threat are ones in which a highlighted stereotype implicates the self though association with a relevant social category (Marx & Stapel, 2006; Marx, Stapel, & Muller, 2005). Stereotype also defined as a cognitive link between two social or personal concepts (e. g. , the Self, social groups, identities, attributes, traits, behaviors) that are not defining features for one another (Allport, 1954; Devine, 1989). For example, if dark skin is the defining feature for being Black, then the link between dark skin and the Black racial group is not a stereotype.But, a link between Black and poor is a stereotype, even if there is a correlational, causal, or cultural connection. Stereotyping is the application of a stereotype (Bodenhausen & Wyer, 1985; Devine, 1989; Hamilton & Sherman, 1994), inferring one characteristic (e. g. , worthless) from the other (e. g. , me). A stereotype can be almost any thought that oversimplifies a person or group, although will be focus primarily on negative, well-rehearsed, automatically activated stereotypes.There are several relevant characteristics of stereotypes to note: Stereotypes can be socially shared (i. e. , consensual, collective) or exist in the mind of only one person (i. e. , nonconsensual, individual; see Ashmore & Del Boca, 1979; Stangor & Schaller, 1996). Stereotypes can be based on a prominent group membership (e. g. , a woman stereotyping herself as nurturant because of her gender), based on a mundane characteristic (e. g. , someone stere otyping a man as Irish because he has red hair), or be unrelated to social group (e. . , a wife stereotyping her husband as lazy). Stereotypes can link people to characteristics that are negative (e. g. , criminal), neutral (e. g. , enjoys basketball), or positive (e. g. , good at math). Even positive stereotypes can have undesirable negative sequelae, because they set up unfair expectations (see shifting standards; Biernat & Vescio, 2002; McCabe & Brannon, 2004). 2. 3Create an inclusive work environment. INCLUSION: A PHILOSPHY WE BELIEVE IN â€Å"Our diversity mission is to be one company, one team, all-inclusive†¦It's about bringing out the best in each of us, so that we can achieve great things together. † It's about listening to the voices of our employees and partners to help shape our future. It is through this process that we set goals and develop a strategy that will hold us accountable for making Lockheed Martin a place of â€Å"institutionalized inclusion. â⠂¬  (Robert, 2012). The term inclusion is also used to describe the active, intentional, and ongoing engagement with diversity—in people, in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographical).Inclusion describes the ways in which individuals might connect that increase one’s awareness, content knowledge, cognitive sophistication, and emphatic understanding of the complex ways individuals interact within systems and institutions. (www. aacu. org/inclusive_excellence/index. cfm). Diversity and inclusion is about creating a work force that represents the global communities in which we live and work and ensuring an environment in which every individual’s contributions are valued.A diverse and inclusive environment challenges our way of thinking by bringing together a variety of talents, backgrounds and experiences, and serves as a catalyst for new ideas and innovation. ( Conocco). 2. 4Applying training program. T o meet the cultural diversity challenges, companies in the hospitality industry must have sensitivity to differences (Clarke, 2007). Diversity training and education are necessary and essential to help companies in the industry to become competitive and successful (Christensen, 1993).The increased globalization of hospitality industry has made it necessary for international companies in the industry to work effectively in foreign environments. Diversity management training program such as cross-cultural training can help international managers to learn knowledge about different cultures and help them to develop skills of managing cultural diversity issues, which can therefore significantly reduce the potential costly failure caused by cultural difference problems (Caudron, 1991).For international hospitality companies, preparing current managers and future expatriate mangers with cross-cultural sensibilities is important. To diminish cultural barriers that managers of international hospitality companies may encounter in foreign countries, they will have to aware their own ethnocentric viewpoints and have the willingness to go beyond them and learn about a different cultural environment (Canen, 1999). The cross-cultural training section should be added into the training program to direct and help the trainees to understand the cultural expectations and their additional nonverbal behavioral manifestations.Diversity management training and multicultural education teach employees about various cultures. These training programs help to diminish stereotypes and allow trainees to see the cultural differences and the truth about other cultures. By the training, employees will show more respect to other people with different cultural backgrounds, and achieve more understanding of others’ beliefs and their traditions (Fernandez, Kleiner & Sturz, 2005).The training program emphasizes communication and educational training, which has positive impact to both minorit y and non-minority employees (Weaver & Wilborn, 2002). Since multicultural workforce includes every job position from the top management down to low-level employees (Elmuti, 2001), diversity management training should be conducted in all levels in the hospitality industry but not only in the entry-level or low-skilled level (Weaver & Wilborn, 2002). Say, specific training programs aiming at managing cultural diversity should be carefully designed, continually enforced, and gradually improved.Moreover, it cannot be ignored that for any training program that has the chance of long-term success, upper level management must be involved to ensure the implementation of diversity practices (Ahmed, 2006). 2. 5Communicating with staff. Different languages and various cultural backgrounds increase the difficulty of communication between employees in the workplaces. Language is always viewed as a crucial one among all the cultural features that make up cultural identity (Ganen, 1999).As Geert Hofstede, the famous writer of Culture’s Consequence, an influential book published since 1980, said in an interview, â€Å"I would say that understanding of other languages is almost a necessary, albeit insufficient, condition for the understanding of the phenomenon of culture (Powell, 2006, p. 13)†. Language differences often result in miscommunication. Rather than coming naturally, communication competence is a learned process like some other skills, which therefore increases the difficulty employees with different backgrounds to understand each other quickly and correctly.In addition, an intercultural communication may encounter more specific problems than a communication with one culture does. With different knowledge or experience, people in an intercultural communication have more difficulty to interpret others’ behavior, which increases their uncertainty of how other persons will respond to the communication (Baum et al, 2007). Employees of a company wit h diversity environment are therefore often poorly prepared to manage the high uncertainty experienced in intercultural communication.For example, an immigrant worker from Asia might be lack of knowledge or experience in dealing with a local American employee who was born and brought up in the United States. Different cultural backgrounds often engender misunderstanding when communication becomes unsuccessful or inefficient (Baum el al, 2007). Not only the workers, to effectively manage team members with diverse cultural backgrounds, line managers also need to be sensitive to the cultural differences that may affect the working relationship of employees.The ability to work effectively with people who have diverse backgrounds is one of the essential skills that hospitality managers require but may often lack (Baum, et al), which increases the possibility of miscommunication in the workplaces. Particularly, when individuals fail to conduct an effective cultural communication, they may feel themselves excluded. At the same time, some feelings may be provoked such as suspicion, lack of confidence, and even hostility. In many oversea properties of the international hospitality companies, problems causes by communication difficulty seem more prominent.Take the expatriate mangers for instance, communication difficulties can negatively influent their everyday life, which makes them unhappy with their current situation and prevents them from successfully adjusting to the host country and its culture. Obviously, proper cross-cultural training can help employees to cope with intercultural communication obstacle. For expatriate managers, effective communication helps them to become more efficient in the workplace, reduce their emotional stress, and ultimately aid them to complete the cultural adjustment successfully (Seymen, 2006).The following section will discuss more on methodology. At methodology researcher will highlight about the method that will be used to collect data. CHAPTER 3 METHODOLOGY 3. 0Introduction This chapter is exploring about the methodology of this research. It involves the process of conducting the research which is research design that consist of purpose of the study, types of investigation, study setting, unit of analysis, sampling design, data collection method, measurement and data analysis technique. 3. 1Purpose of study In this research, it falls under descriptive research.Descriptive research is undertaken in order to ascertain and be able to describe the characteristics of the variables of interest in a situation (Sekaran, 2010). Here, this study will try to determine and describe the major factor that influence effectiveness working environment among employees. It undertaken to understand whether managing cultural diversity among employees can create effectiveness working environment by apply training program, inclusive work environment, avoid stereotype and increase communicating skill among employees. . 2Type of inv estigation Correlation study involved in this study which is researcher interested in explaining the important variables associated with the problem. In this study researcher wants to investigate whether the independent variable have relationship with dependent variables. 3. 3Study Setting This study falls into non-contrived setting category. Non-contrived known as a research can be done in natural environment where work proceeds normally.Researchers do the research to know the effectiveness in managing cultural diversity among employees on the working performance by avoid stereotypes, give effective training program, inclusive working environment and lastly, communicating skills with staff. 3. 4Unit of analysis The unit of analysis refers to the level of aggregation of the data collected during the subsequent data analysis stage (Sekaran, 2010). Here the unit of analysis is an individual. The problem statement focuses in managing cultural diversity among employees, either it is eff ective or not.For this purpose, data will have to be collected from each individual staff member works in hotel industries in Malaysia through questionnaire answered by them. 3. 5Sampling Design Sampling is the process of selecting a sufficient number of the right elements from the population, so that a study of the sample and an understanding of its properties or characteristics make it possible for us to generalize such properties or characteristics to the population elements (Sekaran, 2010). 3. 5. 1PopulationAccording to Sekaran, (2010) population refers to the entire group of people, events or things of interest that the researcher wishes to investigate. In this study, the population is employees who worked in the hotel industry in Malaysia that focused on Kuala Lumpur area. The researchers want to select only from difference 3 types of hotels in Kuala Lumpur area that consists of 3, 4 and 5 Stars of hotel. 3. 5. 2Sample Size Sample is a subset of the population that compromise some members selected from it. It is not all but only some elements of the population from the sample (Sekaran, 2010).In this study, the sample size determined based on Uma Sekaran. Sample for this study are 60 employees in 3 hotels that we have been selected which mean 20 samples of employees from each of the hotel in Kuala Lumpur area. 3. 5. 3Sampling Techniques 3. 6 Data collection method 3. 7Research Instrument 3. 8Data analysis techniques This research will use one of the statistical analysis packages that are Statistical Package for the Social Science (SPSS) to analyze the data will be collected from respondents. By using this software, it will help the researcher in determining the best statistical techniques. CONCLUSIONCultural diversity has become a hot-button issue when applied to the workplace (Kimberly Amadeo, 2012). What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives , thinks, interacts, behaves, and makes judgments (Richard T. Alpert, 1992). Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to ages, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al. 1995). Hence, cultural diversity is when differences in race, ethnicity, language, nationality, religion, and sexual orientation are represented within a community. A community is said to be culturally diverse if its residents include members of different groups. The community can be a country, region or city (Kimberly Amadeo, 2012). Literature reviews starting with create an inclusive work environment, avoid stereotyping, and apply training program and communicating with staffs for the effectiveness in working environment.In methodology section, it involves the process of conducting the research such as data collection m ethod, research design, measurement of variable, sample frame, sample size, sampling techniques, and followed by data analysis techniques. References 1. Gong, Yi. (2008). Managing cultural diversity in hospitality industry. University of Nevada, Las Vegas. Retrieved from http://digitalscholarship. unlv. edu/cgi/viewcontent. cgi? article=1510&context=thesesdissertations&sei-redir=1&referer=http%3A%2F%2Fwww. google. com. y%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dmanaging%2520cultural%2520diver sity%2520in%2520hospitality%2520industry%26source%3Dweb%26cd%3D1%26ved%3D0CDUQFjAA%26url%3Dhttp%253A%252F%252Fdigitalscholarship. unlv. edu%252Fcgi%252Fviewcontent. cgi%253Farticle%253D1510%2526context%253Dthesesdissertations%26ei%3DNnPXUOnpMMLrrQeVjYGICw%26usg%3DAFQjCNHirR665qOBrjsRIylCrArc7q6hYQ#search=%22managing%20cultural%20diversity%20hospitality%20industry%22 2. Gardenswartz, L. , & Rowe, A. The effective management of cultural diversity Retrieved from http://www. agepub. com/upm-data/26078_pt2. p df 3. Al-Jenaibi, B. (2012). The scope and impact of workplace diversity in the United Arab Emirates – A preliminary study. Geografia online Malaysia Journal of Society and Space(1), 1-14. 4. Human resource strategies for employers. (2008). Employing a diverse workforce: making it work. Retrieved from http://alis. alberta. ca/pdf/cshop/employdiverse. pdf 5. Amadeo, K. (2012). Cultural diversity. Retrieved from http://useconomy. about. com/od/suppl1/g/Cultural-Diversity. htm . Green, K. A. , Lopez, M. , Wysocki, A. , & Kepner, K. (2012). Diversity in the workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved from http://edis. ifas. ufl. edu/hr022 7. Syed, J. , & F. Ozbilgin, M. (2010). Managing Cultural Diversity in Asia: A Research Companion (pp. 556). Retrieved from http://books. google. com. my/books? id=bKW8_RhVwkEC&pg=PA20&lpg=PA20&dq=Malaysia+is+one+of+the+most+culturally+and+economically+diverse+regions+of+the+world+(Fisher,+1996). amp;source=bl&o ts=Mr_CoDtCTd&sig=c2mPgfMMHlH0KKAR1MS9jhwiCUs&hl=en&sa=X&ei=YITXUIiGLYrirAe7joDwBw&ved=0CC4Q6AEwAA#v=onepage&q=Malaysia%20is%20one%20of%20the%20most%20culturally%20and%20economically%20diverse%20regions%20of%20the%20world%20(Fisher%2C%201996). &f=false 8. Malaysia – Ethnic groups. (2012). In Encyclopedia of the Nations. Retrieved from http://www. nationsencyclopedia. com/Asia-and-Oceania/Malaysia-ETHNIC-GROUPS. html#b 9. Dhunna, R. (2009). Managing Diversity. Available from http://www. slideshare. net/humaapkeliye/managing-diversity-1280026