Battered women Research Paper Example | Topics and Well Written Essays - 1250 words

Battered women - Research Paper Example A report published in the year 2008 showed that the number of women who suffered injuries at the hands of their intimate partners was 2 million ( The Facts). These statistics show how serious and life threatening the problem of domestic violence is for a woman. Steps like implementing laws against violence, victim support programs, teaching the youngsters the wrongness of violence etc., have been taken to reduce the domestic violence ( The Facts). However, many a times, even after providing social and legal support, a woman chooses not to report violence against her. This is because the women who are battered are victim not only of the violence at the hands of their intimate partners, but also are victims of the psychological pattern, social structure, emotional attachment to the family and the behavior pattern of learned helplessness that they are subconsciously trained to follow. The solution to the domestic violence lies not only in the financial independence of women but also in their emotional and psychological independence. The question as to why a woman stays in a violent relationship is not easy to answer. There are many psychological aspects, both conscious and subconscious, that make a woman to tolerate the violence at the hands of a husband or a boyfriend. When Bandura (1973) studied the history of the women who were the victim of the domestic violence, he found that these women had experienced aggressive behavior and responses to aggressive behavior in their childhood (Walker 2000, p.104). The childhood experience had ‘trained’ the women suffering from domestic violence to psychologically and emotionally cope with the violence they were suffering. Also, Walker (1979) found that what made

Business & professional ethics Assignment Example | Topics and Well Written Essays - 250 words

Business & professional ethics - Assignment Example   I was in a company of a registered nurse and encountered two patients. I visited two people in their respective homes, a woman, and a man. The woman was an African American and reported intense pain in her bones. A recent X-Ray had also revealed a bone fracture in her hips and she suspected a fracture around her chest. The woman also complained of body weakness and of frequent infections that were not common to her previously. I recommended test on calcium level and a review of possible kidney related complications with the aim of investigating possibility of multiple myeloma. These turned positive and we diagnosed the patient with multiple myeloma. We then gave the patient 500 units of heparin as a treatment measure. The next patient had a gunshot wound and was diagnosed with paralyzed lower limbs, way from his waist. We checked PTI from his blood and changed his wound. Our interaction with the woman developed an ethical issue as she sought to know her future with the disease. W hile she had the right to be informed and principle of autonomy requires response to a patient’s will, informing her of the terminal nature of the condition was an ethical dilemma because of possible adverse effects on her perception of life. We however asked for her time and counseled her on how to live with the disease before informing her of the terminal nature. Our approach was based on the need to ensure minimal harm and to help the patient attain an optimal quality of life, based on utilitarian ethics (Brooks & Dunn, 2009).

Employee Relations in Trade Unions and HRM

Employee Relations in Trade Unions and HRM Employee relations are critical to the success of the organisation. Good communication channels need to be in place for information flow between employers and employees. This holds true for both small and large organisations. In large organisations, there are legal rules in place to engage employee representatives. Employee representation could be in the form of trade unions, works councils, joint working groups and ad-hoc groups. In small companies, the emphasis is on direct communication between employer and employees. Small firms do not require elaborate representational systems and the legal framework excludes them from laws to consult with worker representatives in some cases. However, regardless of the size of the organisation, it is advisable for employers to have effective systems for providing information and consultations with employees on a periodic basis (ACAS, 2005). This is particularly critical for small companies that are growing at a fast rate and need to have system s in place for employee engagement as is the case with the company under consideration. Employee representation and trade unions One form of employee representation is trade unions. Trade unions are associations of employees. Trade union is an organization of workers that aims to protect and advance the interests of its members (BIS, 2009). Their objective is to sustain and enhance the terms and conditions of work for their members. This is done through collective bargaining with employers. Recognition of the trade union by the company is very important for collective bargaining. Collective bargaining takes place when the trade union negotiates with the employer on behalf of the employees on matters regarding pay and other terms and conditions of employment. Trade unions are of four types: company union, general/industrial union, craft union and white collar union (Cole, 2003). Company union represent the employees in a single company. General or Industrial union represents employees from several companies belonging to the same industry. Craft union represents skilled workers in a specific field. White collar union represent white collar employees e.g., teachers and professors. Trade unions are set up to protect and promote the interests of employees. The existence of a trade union reduces the possibilities of industrial conflict (Dillon, 2009). Trade unions play a vital role in effective communication between management and employees. They provide the support system to ensure that the differences of opinion do not turn into major conflicts. Trade unions play an active role in negotiations between management and workers in times of disagreement. Trade unions not only represent employees to discuss their pay and benefits, but also provide a voice for the employees to be heard on various other aspects of personnel policies. These include selecting employees for lay offs, retrenchment, promotion and transfer. The personnel selection criterion within an organization may not be fair and transparent. The existence of trade unions ensures that workers have a say in the proceedings and their interests are safeguarded (ILO, 1992). From the management perspective, it is beneficial to deal with trade union members who represent all the employees rather than deal with employees individually. This saves time and is cost efficient as conflicts can be resolved in a timely manner. This ensures there is no stoppage of work, thus preventing adverse effects on employee productivity and efficiency. Management will get to know from the trade union about the views of employees on various important aspects of the company polices. They can use this information to make important decisions that affect employees (Gennard Judge, 2005). Becoming a member of a trade union gives employees the confidence that their needs and interests are being protected. This is a source of motivation for workers reducing absenteeism, lower productivity and labour turnover. This ensures that there is optimum utilization of human resources in the organisation. Role of trade unions The role played by trade unions in uniting, protecting and improving the employees has a positive impact on the business. They help management in the recruitment of employees. Trade unions have also started to conduct various training and development activities for the employees. They help in unifying employees coming from diverse social and economic backgrounds by helping them get used to the work conditions in the company. As a result, workers are more aware of the rules and policies in the company. This gives the employees the requisite tools to succeed in their job. With efficient employees, companies can achieve their goals and grow at a faster rate. This will positively impact the economic development of the economy. At times of disagreement and conflict between employers and employees, trade unions play a vital role. They represent all the employees in total. This is called collective bargaining. This makes it easy for management to deal with the trade union members. This helps in building trust and co-operation. The trade union helps in resolving the conflict in a rational manner that is beneficial to both the company and its employees. In such a scenario, the acceptability of the managements decisions by the employees is greater. They have a sense of ownership for the decision-making and therefore will be more committed to achieve the companys objectives. The quality of the decisions may also improve as opinions of employees with the required skills are well represented. The focus is on mutual agreement between management, employees and their representatives for improving employee relations. Trade unions help in fostering co-operation and building industrial relations. HRM practices and trade unions The disadvantages of trade unions to management are they could lead to increase in wages at an indiscriminate rate. This means higher costs for the company. Also, trade unions consider only the requirements of its members. It gives no importance to the views and needs of employees who are not members. When trade unions impose strikes and lock-outs in the company, it causes decrease in productivity and profitability levels. Over the years, the focus in human resource management (HRM) has changed from collectivism to individualism. This means more importance given to engaging employees individually for consultation, communication and resolving conflict. In the individualism management style, the focus is on the views, opinions and needs of each employee. It seeks to bring out the best in every employee in performing their job. In collectivism management style, the company recognizes the importance of having employees views and opinions represented in management decision-making on personnel matters. The HRM approach that strikes a balance between these two management styles will give importance in building and caring for human resources in the organisation. Human resource management is a style of management for managing employee relations in a way that enables employees to perform at their best in the new era of technological changes and globalisation. There are two versions in defining HRM. The hard version adopts a rational method of dealing with employees and aims at aligning organisation strategy and human resource strategy (Bratton Gold, 2001). It views employees as a cost component that needs to be controlled. The soft version views employees as resources. Its emphasis is on grooming, training and developing employees. It works on increasing employee commitment. It looks upon a skilled and committed workforce as an important competitive advantage. Human resource management is a key function in a company, which focuses on selecting, recruiting, training and developing employees, and provide a sense of direction to them. Its main aim is to manage the human resources in an organisation effectively and contribute in achieving its goals. Functions of HRM include planning, selection, recruitment, compensation and benefits, training, performance appraisal and feedback, communication and motivation of human resources in the company. When a company is established and starts operating in a small scale, usually the owner/manager performs the HR functions. As the company grows steadily, a human resource personnel needs to be appointed, who primarily takes care of payroll processing, benefits and HR record-keeping. For the other major HR functions like recruitment and training, managers may need to participate and take the ownership. When a company crosses the 80-100 employees level, a person specializing in HRM needs to come onboard (Math is Jackson, 2007). The role of HRM in a company can be split into three: administrative, operational and strategic. The administrative role is to do with clerical responsibilities like paper work and record keeping. If the role of HR in a company is restricted to only the administrative function, then it serves no purpose both for the employers and employees. In the operational role, HR implements the strategies laid out by the management. It ensures that the plans, policies and strategies of the organisation as laid out by the management are carried out by the employees. In this role, HR acts as a liaison between the employer and employees. In the strategic role, HR plays a key role in formulating policies relating to human resources along with the management. HR contributes to organisational effectiveness and success by ensuring employees is well equipped to perform at their best and contribute significantly to the company (Mathis Jackson, 2007). For the human resource function to be effective in an organisation, the operational and strategic role must be given importance in decision-making. This ensures there is adequate communication between employers and employees. It recognises human resource as a vital component that needs to be groomed and developed for the success of the company. By ensuring employees opinions are voiced and heard on matters affecting them, HRM ensures that employees feel motivated, have a sense of purpose and ownership and contribute to the organisation. Managing employee relations within the organization Organizations today are increasingly exposed to the challenges of managing employee relations and adopt practices that promote a positive work culture. Global competitive pressures have added to the stress levels at workplace and employee satisfaction becomes a critical issue in such conditions. Large organizations with more than 100 employees often find it difficult to address employee issues and concerns. Employee representation through collectivism in the form of trade unions, joint consultation committees or individualistic approach that emphasizes on strategies like personal development plans, performance appraisals and career progression are some of the alternatives available to the organization. Changes in managerial approach are a requirement for organizations to adapt to changing operating and business environment conditions. In traditional organizations, directing involves giving assignments, explaining routines, clarifying policies, and providing feedback on performance (N ickels, 2008). This style of management has been replaced by a more encouraging approach that involves increased participation of the workforce in the decision making process. Employee empowerment strategies and a participative leadership approach are increasingly finding their acceptance within organizations since it promotes organizational efficiency in terms of productivity and performance. Flexible organizational structures that are distinguished by reduced layers of hierarchy are much favoured for their role in improving existing work culture and employee commitment levels. Employee participation and consultative practices within an organization faces distinct challenges from lack of supporting infrastructure that encourage the process of open communication. Potterfield (1999) states that empowerment strategies can be effective only when the organization provides the following four essential ingredients to its staff and that includes information about the organizations performance, rewards based on organizations performance, knowledge that enables the workforce to contribute to organizations performance, and power to make decisions that influence organizational performance. Bargaining with trade unions reflect the need to recognize their existence and this relationship can be fostered in many ways for mutual benefit. Organizations can effectively integrate their strategies to gain advantage from the existence of trade unions through the implementation of employee participation and promoting a healthy work culture that focuses on increased productivity. Organizations are run by various disciplinary standards and frameworks that guide employee behaviour at workplace, frame regulations for disciplinary actions against misbehaviour, and frame the basic rules that should be followed by people within the organization to ensure the smooth functioning and create a healthy work environment. The management is to a large extent responsible for drawing the guidelines and laying the protocols to ensure a proper code of conduct among the employees. People need to know what is expected of them in terms of standards of performance and behaviour (ACAS, 2009). It is not an effective practice to define employee code of conduct and performance levels while imposing restrictions on employee conduct as and when required by employers. The organization must have a pre-defined set of expected behaviour protocols handed out to the employees that conveys a uniform standard of conduct to all employees across all levels and departments within an organization. This is extremely helpful in directing the employees on what actions or steps should be taken next in response to a specific case or situation at the workplace. Such rules and protocols will leave no place for ambiguity or misunderstandings once the company expectations are defined and explained to the workforce. Many companies define a set of procedures for employee grievances and feedback. Such practices are useful in providing assurance to the employees that their problems will be dealt with confidentially and in uniformity with the company procedures. This ensures fair resolution of problems and guides the managers in dealing with conflicts within teams and individuals. The success of any business enterprise in todays operating environment is to a large extent dependent on the human capital resources available. In view of the present economic perspective employee relations play a critical role in deciding the business strategies and profitability position of the company. There are numerous instances when organizational conflicts can create problems with the effectiveness of operations. However, it must be understood that conflicts are an inevitable part of the business environment and organizations adopt different strategies to resolve conflicts arising at workplace. According to the conventional way of doing business conflicts were viewed as a negative and threatening action working against the organizational interests. There has been a radical change in perspectives with changing business dynamics where organizations feel that conflicts can be used to leverage organizational goals and objectives through the use of effective leadership and manageri al strategies. The individual conflict arising in workplace is more evident in the form of personal goals and objectives that clash with the goals of other individuals (Weijun, 2006). A competitive work environment promotes individuals to prove their abilities and go that extra mile to achieve higher goals. Managers and leaders instigate a competitive environment to achieve organizational goals and targets and motivate the employees to perform better. The consequences are realized in the form of increased productivity, market share and profitability. The stakeholders gain from this kind of conflicts arising at workplace. Any changes to the current and existing work procedures are met with stiff resistance from the people involved. Managing conflicts and implementing changes in an organization is a complex task that requires an able leadership that has the capacity to visualize and identify possible barriers or resistance to the planned changes. Ensuring high levels of performance within the organization requires active participation of both management and individuals in the workforce in implementing tasks and objectives (Roberts, 2004). Managers can unlock an individuals ability and willingness to perform at high levels in many ways for instance, by translating long-term goals into step by step plans, clearly stating expectations and holding people accountable (Holbeche, 2005). Training the employees is an effective conflict management strategy. It provides the employees with increased information and knowledge on the impact of organizational policies or programs and thinks in a pre-defined manner t o accept such changes. There are numerous other employee management strategies that can be implemented by the organization to ensure increased performance levels and adherence to quality standards. This includes performance appraisals, team meetings, one-to-one discussion forums, personal development plans and feedback sessions that encourage a healthy exchange of views and suggestions. The organization should outline and explain the step-by-step procedure that needs to be followed by the employees and the managers in fulfilling the objectives of performance appraisals and personal development plans. The managers should be provided with adequate guidelines on the way the system should work, how often the plans need to be reviewed and trained in the ways of conducting effective appraisal sessions. Documentation of each phase of these plans is necessary to provide the managers and employees with improved clarity on the goals decided, action plans drawn, review period and feedback of the session. Improved communication can help in motivating employees, increasing productivity and result in improved customer service. But it needs to be understood that the communication process is not simply conveying the message. It is a two-way process that needs interaction between the two parties. The management and the employees need to interact on how the managerial strategies are going to take shape and what are best possible ways to minimize risks and hurdles in the process. Giving the employees a chance to participate in management decisions not only makes them feel valuable but also ensures their support and enthusiasm in the whole process. Another vital ingredient for successful communication process is consistency. The management policies need to be consistent in their approach to instil trust and confidence in the employees. Conclusion The increase in market competitiveness has resulted in the adoption of strategic plans that focus on employee welfare and development schemes. Collective relationships are now based on relatively more cooperation in which both parties are motivated to add value to the organization (Gennard Judge, 2005, p11). The evolving employment relationships emphasize the success of the enterprise through developing employee trust and commitment, enhancing job satisfaction, employee participation in decision making process, and increasing organizational productivity, profitability and efficiency (Gennard Judge, 2005).

Scholarship Essay: Im Fascinated by the Universe :: College Admissions Essays

"Did life exist on Mars?" "What would it take to build a spaceship that could travel at the speed of light?" "When will the moon be colonized?" These are just some of the questions that wander through my mind all day. Fascinated by the secrets of the universe, I yearn to uncover mysteries. In order to blast open all the closed gates between knowledge and myself, I need the powerful tools of education. After I graduate from high school, I plan to attend a college or university that has strong mathematics and science departments. Even now, I am actively preparing to enter the realm of science, taking college-level math and physics classes through the Running Start program. Upon receiving a college degree, my life-long dream is to engage in scientific research for NASA. Unfortunately, most colleges notable for their academic standards are also renowned for costly tuition. My family consists of one working parent and two children who wish to attend college.

Influencce Essay

I chose this topic especially for nowadays influence. You can just look around and you will see how everyone is influenced by something. Especially youngsters, they show their life style, favorite music, what kind of fashion they like, basically you can find it out by one view. It doesn’t have to be right though, sometimes people go crazy, they take it more serious, they started to be fanatic. They don’t think by their own wisdom. People get used to be influenced by others, very often it is by someone who you really like. Feelings can do a lot they can force us to do what we would have never done. We become to be â€Å"stupid† we can’t recognize what is right and what is not. But feelings are not only one of dangerous influence it could be a group of people or organization, school, social network. Influence is not that bad in every case, very often is really good for being better. Society is really strong impact. Usually sensible people are more prone to be influenced than stronger people. People with established goals are more powerful, main priorities keep people to follow their own dreams. Karo is a perfect example, her dream was going to Spain, she didn’t care about group called the wave, she cared only about her boyfriend, that’s why she was interested in group’s movement. The opposite of her is Denis, he didn’t have really good family foundations, he didn’t exactly know what he wants to do, so he fell in temptation, he felt like he can be part of something, the wave was really popular there, so it made him powerful. When someone gets power of influence, then can other people make to believe what â€Å"leader† wants them to believe, it’s not only power but it is about getting social position. Social position has important role in influence. Members of group obey the leader, but there is really big risk of being possessed. Mostly it starts with unwritten rule â€Å"who is not going with us is going against us†. Here is the deal, your friends can be one of all members but you are not part of it, do you want to go against your friend? Of course not, so you will join them. You don’t think about it, if it is good or not, it is your friend, many your friends. People are blind when they do what others do. So basically you can succumb the impact whenever. If you want to be a part of group, or you do it for someone who you really love. Or if you just can’t find yourself, you don’t know what you want, you don’t know what your goal is in your life. Only carefulness can save you. Influence is not that innocent how it does look like.

Colors in the Caves Narrative Essay

It was Spring Break of 2010, the already steamy, hot temperatures of the Southern air rising despite the full blast of the air conditioning blowing through my hair as we drive through the seemingly never-ending desert of Arizona. My family, consisting of four, is headed toward Picacho Peak to take on the strenuous 6. 2-mile hike along the Sunset Vista Trail. We pull up to the Sunset Vista Trail Head parking area, our medium-sized Camelbaks having already been packed somewhere along the 1,060 miles of flat, boring road, we start up the trail with the sun beating down our backs.Automatically, I fall in step with my long-legged brother while my sister gratefully stays behind with our mother, adopting a preferred slow, steady pace. The sun is bright, the jagged rocks and occasional stream receiving its pale, yet blinding reflection. My brother and I make a good team; he supplies the food while I supply the water, all the while sharing laughs and memories, memories that I will later on th ink to be my last.After a couple hours, the scalding sun is taking on its inevitable journey toward the western horizon, being replaced with the cool breeze of the moon. My brother and I decide to take a refueling break on two enormous rocks after four hours of walking in the moonlight. â€Å"Here, take my Camelbak,† I say, â€Å"I’m going to the bathroom. † I take my flashlight as I walk off the trail for two minutes, keeping track of the monotonous rocks and brush I pass by. When I am finished, I start to head back towards our temporary resting place.Passing the familiar rocks, I crouch down to inspect with my LED flashlight a peculiar zigzag shape on the ground. Tracing my finger along the sharp edges of the shape, I realize it’s a narrow fracture in the ground, leading to a larger web of intricate fractures that rest just under my feet. Just then I hear a whisper of rushing water. Before I have time to react to the sudden realization that the ground c ould collapse from under my feet, I fall through the Earth. The fall seems endless though it may have taken no more than two seconds.I land with an echoing crash as my body penetrates through hot water. My body is violently thrown to the side with the sharp current and I am struggling to reach the surface. I reach out, my hands sliding on the slick floor as my body is carried by the flow of the hot spring. My wrist catches on a column jutting up on the floor of the cave. I wrap both arms around it to haul myself up. I cough to catch my breath, throat burning. The flashlight is still on. I wave the blue light around the darkness.The blue light winks as I shine it on my surroundings, the battery will die soon. I spot a tunnel not far off to the right. It must go somewhere, I thought. I can see a clear enough path towards it, so I reluctantly click off the safety of the blue light. I am instantly swallowed by darkness as I crawl my way towards the tunnel. Black, black, black is all I s ee. Without my vision, I have to be careful of where I move. The blue luminosity from the flashlight leaves me with the hesitant desire to not be wasteful.How many hours has it been? No food, no water. The sun should surely be up soon. Just as the thoughts have formed I see a faint light up ahead. The yellow glimmer of the sun’s rays gives me the hope I so crave. The light is still nowhere near enough to be able to see anything. The overwhelming pitch-blackness, the winking blue of the LED flashlight, and the steady growing yellow shine of the sun is all I see in my slow, crawling trek along the cave’s floor.With my cautious travel, thriftiness, and hopeful thoughts, the growing light is suddenly all around me. I am squinting as I collapse to the ground. Almost immediately I am pulled up from under my shoulders, faint cries of relief and concern swarm through my ears, but with the overbearing silence and lack of energy, I cannot make out the words. All I see is brightn ess, as the hope I so desperately clung to is turned into overwhelming relief and happiness as survival is achieved. That’s when I black out.More brightness, a different kind of light. Not the hopeful yellow of the sun shining through the rocks, but of a white fluorescent one. I am in a hospital. My family is suddenly all around me, throwing hugs and kisses and joy. A nurse comes in with a doctor, they give my family time to pull themselves together. I can hear the nurse speaking to the doctor, â€Å"How could she possibly have made it through those awful caves? † The doctor responds to her, flashing me a knowing smile, â€Å"Colors go a long way in finding our inner character†.