Jewish Identity in America

In his article â€Å"Identity and Jewish Education†, Cohen (2008) postulates that sociologists determine Jewish identity according to the three B’s components: â€Å"Belief, Behavior, and Belonging† (p.75). I was born in a secular family of four children. However, my father used to attend synagogue only on major holidays, to be part of our Jewish community or so I think; or as Cohen describes it, to feel a sense of belonging.Advertising We will write a custom essay sample on Jewish Identity in America specifically for you for only $16.05 $11/page Learn More In regard to Jewish behavior, I strongly remember a powerful memory of a Jewish ritual that happened twenty nine years ago. I was just ten years old when my dad’s mother died. The picture I had in my sad sobbing eyes will stay with me forever. I remembered my father sitting on the floor and crying; the top part of his shirt was torn in the middle. Both my mother and my sist er were sitting on the bed with red puffy eyes. As soon as my mom noticed my presence, she got closer to me and hugged me. She told me that my dad’s mother â€Å"turned to be a butterfly and that she is flying towards her freedom now.† Only later I knew that my dad’s torn shirt was a symbol of a Jewish tradition ‘mourner custom’ for the death of a first close relation. Nevertheless, my beliefs, in regard to Judaism, have changed dramatically throughout my life span. When I was fifteen years old, my parents made a decision, which set me into deep thinking for the next few years. They embraced the Jewish culture with such devotion that I could clearly tell they had strongly decided to keep a distinct boundary between the Jewish laws and the outside world. The death of my brother’s father in-law prompted my older brother as well as my parents to make the decision. The rabbi, who presided over the mourning period, argued them to become staunch Je ws in a bid to make my brother’s father in-law enter heaven. As a teenager, I was furious and mostly afraid to change my lifestyle. I thought that the rabbi was taking advantage of my parents at such a moment to pull them out of their secular way of life. Consequently, due to the rabbi’s advice coupled with a seven days seminar called ‘Arachim’, my parents turned to be very sacred. The rest of us did not want to be associated with the idea. Nevertheless, despite my parents’ acceptance of the change, they did not drag us into it probably because they thought they would force us to hate and shun our Jewish identity altogether. In his article â€Å"The Jews Within,† Cohen’s suggests that â€Å"the death, or divorce, of a spouse seems linked with further declines in Jewish activity in the home or community,† however, my personal experience, as I described above, thought me differently.Advertising Looking for essay on history? L et's see if we can help you! Get your first paper with 15% OFF Learn More Following my parents change of faith, I strongly resented any activity concerning the Jewish rituals. Even though my parents tried to convince me to participate in some activities, I still could not change my opinion. I felt that the ‘Halacha’ took my parents away from me, because it demands a strict behavior. Cohen (2000) postulates that â€Å"Sabbath is another area of practice that requires attention and resolution† (p. 61). I, definitely, can identify with this statement. For one thing, my parents were no longer able to drive on Sabbath. In addition, my brothers and I were forced to participate in the ‘Kidush’ on Friday evenings; for a teenager, it was quite a problematic situation since I was supposed to have joined my friends, but instead I had to stay at home. Lastly, since my mother would not allow cooking or making a fire during the Sabbath, we were always und er pressure and stress to prepare dinner right in time.  I can also remember a specific event that caused a huge argument between my parents and me. It was during the Sabbath following the birth of my eldest son. My father, among other parents, asked God to bless my newly born child. Before the event, I was told by my parents to not give a name before my baby’s circumcision. I remember asking my father the reason behind this request, however, he was reluctant to answer me. I was so upset with this requirement since I did not understand the logic behind it. It was only after the rabbi’s teaching that day, that I learnt a lot about the naming of children according to the Jewish law. According to the ‘Halacha’, the naming of boys occurs eight days after they are born; that is, during their circumcision. On the other hand, naming of girls occurs on the Sabbath following their birth. I have also observed this in the naming of my youngest twins. In addition, i n providing chairs to the participants of the circumcision of my son, I realized that my mother had provided an extra seat. As if this was not enough, she also provided some wine, which she said was for the little baby. I wondered how my mother could give wine to such an innocent infant though I did not give it much thought. Once the ceremony was over, I did not hesitate to ask my mother about the significance of the extra seat and the wine. She told me that the extra seat signified the presence of Elijah. It is meant for the continuation, or rather for the propagation, of the Jewish faith in all generations.Advertising We will write a custom essay sample on Jewish Identity in America specifically for you for only $16.05 $11/page Learn More Concerning the wine, she explained that she gave a few drops to the baby to relief his pain. I also learnt about the role of the ‘minyan’, ‘sandek’, in the early life of my baby boy. I was s urprised to find out, at the age of twenty seven, not only about naming of Jewish children, but also the practice of circumcision. As cited in Cohen’s article (2000),  Ã¢â‚¬ ¦women have been more involved in the intimate aspects of their families than men  Ã¢â‚¬ ¦Jewishly committed fathers, in contrast with jewishly committed mothers, emerge as  principled, learned, educationally oriented, and involved in synagogue life. Mothers are  remembered for their immediate relationship with the children and other family members, for their greater responsibility for the home, holidays, and kashrut (pp.55-56). My mother played her role as a Jewish parent to educate me on the significance of our traditions in the Jewish society. I made sure that I followed every bit of it during my adulthood.  My paternal grandmother has also played a pivotal role in shaping my Jewish identity. Whenever I visited her, she could shower me with advice on how to maintain the integrity of the Jewis h culture. I remember her comforting nature during my youth stage; she once told me that it is normal for young people to neglect the Jewish laws in their attempt to appear sophisticated or ‘civilized’ especially in the eyes of their friends who do not follow the religion. Similarly, Cohen (2000) postulates that:  Ã¢â‚¬ ¦Jewish religious activities decline in the late teen years, (as does religious activity among other groups). It begins to climb again with marriage and jumps upward even more sharply with the arrival of children and, in particular, when the first child reaches elementary-school age (p. 45).  Clearly, my grandmother was right because, as I mentioned before, I was struggling to maintain my identity especially during my high school education I began participating in much Jewish’s activities, literally, a few years after my marriage, in particular after my arrival to the U.S. My husband and I came to New York 9 years ago. Similarly, to the Jewish immigrants that are presented in the movie â€Å"Hester Street† directed by Silver in 1975, we also decided to come in order to look for opportunities to fulfill ourselves. However, it was not until the birth of our twins that we decided to embrace the Jewish culture; it was our choice. Moreover, in order to serve as good role models for our children, my husband and I started going to the synagogue in our Jewish holidays, which we did not attend before as an adult.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More Though there are moments that I feel so inadequate compared to my community, I know that I have done my best to maintain the Jewish culture for the sake of my children. In referring to first theme in ‘The Rise of the Sovereign Self, inalienability of being Jewish’: Cohen posits, â€Å"No matter what I do or don’t do, no matter what I believe or don’t believe, I’m still a Jew, and a good Jew – and no one can alienate me from my valid claims to identify as a Jew† (2008, p. 78). Last but not least, my military service has also been instrumental in shaping my Jewish identity. It has been a privilege to serve as a secretary of the Psychologist of the Grand Commander in the Israeli military. Saluting my country’s flag, as a Jew, has made me self-righteous of my identity. But before I close, it is important to note that, while visiting the National Museum of American Jewish History, I was stunned and excited to read these lines:  "For more than 350 years, Jews have benefited from the freedoms and opportunities of America, and America has benefited from the work, creativity, and talents of Jews† (‘National Museum of American Jewish History’). It is needless to tell what I felt in that moment. Not only do I feel proud of being Jewish, but I also strongly believe that with the help of all other Jews, we shall be able to uphold the Jewish culture in many ways in the future of the United States, as well as of Israel. Unfortunately, as Cohen laments, â€Å"Jewish social ties (Marriage, friendship, neighbors, institutional belonging, attachment to Israel and the Jewish people) are in decline, as is, more generally, Jewish ethnicity and collective identity† (2000, p.82). This sad but true and sincere observation threatens our very resolve to uphold the Jewish culture especially in the US. However, as for now, we shall do our best to maintain our roots that run deep into the Jewish culture. References Cohen, S. (2000). The Jew Within: Self, Family, and Community in America. Bloomington:  Indiana University Press. Cohen, S. (2008). Identity and Jewish education. In R. Goodman, A. P. Flexner, L. D. Bloomberg, L. D. (Eds.), What we know about Jewish Education: Prospectives on Research for Practice (pp. 75-82) Los Angeles: Torah Aura Productions. National Museum of American Jewish History. Choices and Challenges of Freedom,  1945-Today Silver, J., dir. (1975). Hester Street. USA: Midwest Films. This essay on Jewish Identity in America was written and submitted by user Alanna Ratliff to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. 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Perspectives in Psychology essays

Perspectives in Psychology essays Sigmund Freud developed the psychoanalytical perspective by combining ideas of perception and memory with beliefs of biologically based instincts. His feelings were that unconscious processes such as fears and desires influence behaviour. These processes are forced into the unconscious because they are forbidden or punished by society and parents during childhood. Once in the unconscious they grow to become emotional problems, or on the positive side as ability's that are socially acceptable. Freud believed there is a cause for every action but they are often an unconscious motive. An example based on the psychoanalytical theory is how whenever I go to bed I always snuggle up to my extra blanket and pillows. From a psychoanalytical perspective this would be blamed on an unconscious desire for my mother or father to be in bed with me cuddling me just like they used to when I was a little boy. The biological perspective believes that all psychological events are results of the body affecting ones behaviour. It attributes overt behaviour to electrical and chemical events taking place in the body. Researchers study the brain activity of animals to in turn understand the human brain. It can give them an idea of how inborn biological mechanisms are responsible for human behaviours and thoughts. An example using the biological approach could be the way that I am very attracted to red haired females just like my dad is. From a biological perspective this could be based on the theory that my father's trait for finding red haired women attractive was passed down to me thru genes, that in effect leaves me with the same feelings. Humanistic psychology is the study of how the entire, subjective, experience affects behaviour and cognition. Humanists believe that to totally understand human nature they must push to understand the whole person including, behaviours, beliefs, feelings and anything else that pertain to mental and behavi...

Management Research Exam Questions Assignment Example | Topics and Well Written Essays - 1500 words

Management Research Exam Questions - Assignment Example Firstly, the ordinal scale of measurement is one that attempts to provide a ranking of different orders. For instance, 1st, 2nd, 3rd, and 4th would be considered as ordinal. Such a ranking and listing is useful in many cases as a means of providing a degree of perspective for the researcher/reader that would otherwise not be reflected. Similarly, nominal variables are those that are generally entirely qualitative. As such, the differential between one item and another is predicated first and foremost upon the names that they individually represent and the means through which comparison can be drawn based upon this. Examples of nominal ranking and variables can be understood with regards to style, genre, and or biology. Interval scales/variables are useful with regards to understanding a degree of difference. For instance, the temperature scale of Celsius would be a perfect example. One can clearly denote that a temperature shift from 20-40 degrees in Celsius would represent a situati on in which it becomes â€Å"twice as hot† as it was previously. As such, an interval scale need not only be applied to scientific measurement. As with so many of the other scales that exist throughout this discussion, an interval scale is also useful with regards to applying it in any litany of different situations. Finally, ratio type variables are useful in helping to measure or understand a type of differential between two otherwise non-comparable entities. Ratios are used in a great variety of different genres but are most specifically useful with regards to comparing impact or profitability of one group as compared to another. However, with that being said, ratios, although not used within the hard sciences to the same extent to which the other means of measurement are, can be effective in denoting the differential between two forms of measurement. Whereas it may seem as somewhat confusing what the reason and/or rational is behind all of these different forms of variabl es/measurement; however, the fact of the matter is that they all ultimately serve the same root purpose. This purpose is namely to allow the individual to categorize and define the broad levels of information that greet them during the course of the human experience. b. Discuss how each of them may be used in management research. Provide examples to support your discussion. A primary usage of the ordinal scale would be with regards to comparing and contrasting work performance based upon those that have been able to exhibit a very high percentage of efficiency/profitability or utility for the firm or organization in question. This ordinal scale is useful within the realm of management but should not be overused as there are unique human emotions and dynamics that tend to get lost when one focuses specifically upon a ranking of individuals or work goals that can be compared to one another. Ultimately, even though the ordinal scale is useful, the practitioner should seek to vary their approach to using this scale due to the fact that overuse would lend itself to something of a type of scientific management. The use of nominal variables is especially helpful with respect to allowing a particular stakeholder to understanding the realities of the work that is being performed. As compared to ordinal scales or variables, nominal ones do not require that an individual categorize or compare themselves based upon a ranking. Rather, the numbers

Highway Design Individual Project Essay Example | Topics and Well Written Essays - 6500 words

Highway Design Individual Project - Essay Example And, in the same formula, it was also required to ease the transportation with widening of the various roads consisting possibilities of heavier and frequent traffic in near future. Better public transport will encourage more people to use it. But the car will remain important to the mobility of millions of people and the numbers of people owning cars will continue to grow. So we also want to make life better for the motorist. The priority will be maintaining existing roads rather than building new ones and better management of the road network to improve reliability (A New Deal for Transport: Better for Everyone 1998) Hereby, we proceed to a supposed intended plan for widening of A511, which is a 34 Km road joining the towns Coalville,  Ashby-de-la-Zouch  and  Burton upon Trent. While private transport is quite regular over this route, there are increasingly adding heavier transportation vehicles. And, as it passes by outers of many crowded locations, it becomes an easier choi ce for industrial and heavier transports too. Pertaining to those conditions, a plan for turning A511 into a dual lane (D2AP) seems quite appropriate and essential. Before proceeding to the designing phase, we take out a look at the positioning factors and parts of A511 falling in numerous townships. Thus, before we move forward to plan a refurbishment structure for A511, we have to analyze its various sectors, their relevance and their distinguished features to come up with a clear view of the route, its utilities and essentialities during its refurbishment and widening. Also it would be required to separate the route into its junctions and crossings to clear out a scenario for policies and conditions to be applied. 2. Site Investigation Geography and sectors of A511 1. Starting from junction at M1 motorway, passing by B585 and A447, A511 moves towards B5006 while going towards Burton Golf Club. 2. It passes from besides the Burton Golf Club and crosses A5121 further. 3. Ahead, mov ing by A38 it leads towards Harningglow. 4. From Tutbury it takes a sharpe 90? turn to add into A50. Fig. 1.1 5. Route A511 ends in the junction at A50 which falls in between Uttoxeter and Derby. (See fig. 1.1) For a refurbishment plan, we must first dissociate and focus on A511 in number of partitions. There are some basic differences from each partition for an overall further planning. Sr. No. Section Details 1. Junction at M1 Industrial and farming neighborhood. Mostly the task here includes the connection of A511 to M1 motorway that will require a widening of the joining section and making proper ways for diverting traffic. 2. M1 to A42: This part reaches to the town of Coelville. Mostly the traffic will contain the diverted vehicles that come from the M1 Motorway. However, less intra-town traffic is supposed for it consists only incoming road to Coelville. 3. A42 to Burton upon Trent town: The connecting parts to A511 to Burton Bridge must be met during the basic widening. Also , this same part is supposed to contain the intra-town traffic from Coelville to Burton. Thus, frequent travelling is supposed. 4. Burton upon Trent to A38: This portion will include the intra-town traffic coupled with the inter-town traffic. A heavier traffic is supposed to rush over this part. And, because this portion falls in town, the development of sufficient and standard pavement will also be essential. 5. A38 to Tutbury : During

Legal Environment Essay Example for Free

Legal Environment Essay Sexual harassment is always a legal topic in the work environment because the ramifications are so severe, but at the same time very abstract to describe what can constitute sexual harassment. This paper will take into consideration different elements of the law including Employment Law and cases tried before the U. S. Supreme Court. It will also offer suggestions for corrective action pertaining to the issue of sexual harassment in the workplace. In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in order for companies to avoid large costs associated with lawsuits stemming from allegations of being sexually harassed in the workplace. Sexual harassment is usually an immediate damage. According to Crucet et al. (2010), â€Å"sexual harassment can cause damage to a company’s representation, status, customers, as well as their proceeds†. Sexual harassment can be identified as any unwelcome sexual jesters or advances, request for sex, and/or any physical or verbal conduct that may be considered in a sexual nature. The legalities circling sexual harassment can be broken down into two particular categories. According to Crucet et al. (2010), â€Å"the first category is quid pro quo and the second one consists of a hostile environment†. The first category of quid pro quo (this for that) sexual harassment usually involves an employee and a supervisor because in most situations only supervisors have the power of hiring and firing an employee. It also â€Å"involves some express or implied linkage between an employee’s submission to sexually oriented behavior and tangible job consequences† (Mallor et al. 2010, p. 1328). An example of quid pro quo could be related to a supervisor telling his female employee that â€Å"if you do this sexual favor for me, then you will be promoted†. According to Tyner Clinton (2010), â€Å"other examples include managers requesting sexual favors, and the receipt or non-receipt of those favors as a condition for making hiring, termination, promotion, and other placement decisions. † Quid pro quo is easier to identify than hostile environment harassment. The second category of sexual harassment is called hostile environment harassment. According to Mallor et al. 2010), â€Å"hostile environment harassment, occurs when an employee is subjected to unwelcome, sex-related behavior that is sufficiently severe or pervasive to change the conditions of the victim’s employment and create an abusive working environment† (p. 1328). The key element of any type of harassment is unwelcomed sexual advances but in hostile environment harassment it is definitely a bit tricky and at times hard to define (Tyner Clinton, 2010). Both categories of sexual harassment violate Title VII of Employment Law that is in place to protect equal opportunity in the workplace. In order to avoid or limit their liability for sexual harassment allegations, an employer must act immediately when issues of sexual harassment are brought to their attention in addition to providing adequate training on sexual harassment along with having an effective policy in place that identifies the definition of sexual harassment. A current ethical situation that I have encountered in the workplace involves hostile environment harassment. I have an employee by the name of Bob Doe that has been accused of sexual harassment in the workplace. Bob has been working as an Admissions Counselor under my supervision since January of 2011. Bob is married with three young children between the ages of ten to sixteen. Bob is a great worker but people still feel uncomfortable around him and comes off much different that the other male employee or co worker. He carries around an aura or vibe that makes the female employees feel uncomfortable. For instance, when Bob has a conversation with other female employees he tends to get too close and invade personal space. He is often caught saying vulgar and raunchy remarks that are HR inappropriate and has a habit of speaking under his breath a lot. Many of the female employees have claimed that he stares at them for periods of time without saying anything. He is medium to tall height, with a muscular build and tends to wear tight articles of clothing to reveal his muscles. Bob is middle aged and is about 5-10 years older than the average of other Admissions Counselors. In August of 2011, one day another male employee approached me and said that Bob had made some remarks to him regarding another female employee. Bob told this male employee â€Å"that he would love to catch her drunk† about that female employee. As a supervisor, this remark made me feel very angry that one of my employees would make comments like that about another employee and I immediately reported this action to my Director, Steve. Steve said that he really couldn’t do anything about that comment because I could not confirm whether or not he said it based off of the word of another employee and that the comment was not heard by the female employee. The director then told me to stay away from the gossip in the workplace and not to get involved in drama, He reminded me that I am suppose to be above that sort of office slander and that I was put in this position to make others people at their job and not be a whistle blower. I acknowledged what he told me and agreed that I would do a better job moving forward, but I still asked him to please report this incident to Human Resources. Steve said that he would handle the situation and would report the incident to Human Resources. Steve likes to handle all HR issues as he calls, â€Å"in house†. Steve wants the managers to run an incident by him before going to HR because he feels that he can handle the issues and that only if the cause was serious enough and if he was not present then we could go to Human Resources, otherwise we were to seek his approval or direction first. The second incident that involved Bob was in November 2011, when he approached another female employee on the team and grabbed her from behind and hugged her. Although he was not being overly aggressive and had a smile on his face, the female employee named Helen was caught off guard and felt violated and asked Bob not to touch her again because it made her feel uncomfortable. Bob laughed it off and said â€Å"Gezz girl relax! You know it’s not like that† and pointed at his wedding ring and walk away. Helen approached me and told me what happened. I immediately pulled Bob into a conference room and told him very sternly that it was inappropriate to hug and/or touch another employee in the workplace especially if it is unwelcomed because it could be viewed as sexual harassment. He said he understood and apologized for his behavior. At this time, I felt that this particular incident did not need to be reported to Human Resources since I felt I had a pretty good handle of the situation. I, however did document the incident in his employee activity log and mentioned it to my director who also said I handled the situation appropriately The third incident that happened regarding Bob was in January 2012. Bob was flirting with a female employee named Lisa who was not an employee on my team but still in the same division. Bob then began to grab Lisa’s hand and hold it with his hand. As Lisa pulled away, she asked Bob â€Å"why are you trying to hold my hand? † Bob’s response was â€Å" you’re so hot you’re making my hands clammy. † This was another sexual harassment issue that could have blown up. Once Lisa’s manager brought this situation to my attention, I once again called Bob into the conference room and explained to him that this was his second warning not to touch another employee, especially a female employee because it is inappropriate and unwarranted and if it were to happen again, then I would have no choice but to personally report him to Human Resources. Once again, I turned to my Director, Steve to seek his advice. Steve again told me that as long as you feel that you handled the situation appropriately and documented it then Bob should be fine. At this point I started getting the feeling that Steve didn’t care about the safety of my female employees and that he just wanted to avoid HR to avoid a situation. I felt as if Steve was allowing this to happen to prevent himself from looking bad. I then decide that I had to take the situation into my own hands and be more cognizant of Bob’s behavior with other employees. There have been a number of other times that Bob continued to make inappropriate comments to other female employees. He would compliment girls on their dress and say how nice their legs looked or that a certain color really brings out their figure. However, there were no mo complaints from Bob in regards to touching another employee inappropriately. He eventually decided to move onto another role with a different company and that was that. Sexual harassment is subjective because everyone identifies and perceives sexual harassment differently. Bob did come from the food and beverage industry where he was a bartender and a lot of his employees were cocktail waitresses in a night club in downtown. He did mention that in his previous job that he was very friendly with his staff because the culture would be more tolerable, especially with alcohol being involved. So, he may not have viewed his actions as being sexual harassment to his female employees, but obviously the employees felt otherwise. Author Tyner and Clinton write that â€Å"According to the law, the victim must be a â€Å"reasonable person† (Tyner Clinton, 2010). The â€Å"reasonable person† standard initiated in the landmark case of Rabidue v. Osceola Refining back in 1986. According to Tyner Clinton (2010), â€Å"in this case the majority ruled that vulgar language and the sexually oriented posters did not result in a working environment that could be considered intimidating, hostile, or offensive under the guidelines. † Essentially Judge Keith felt that â€Å"sexual harassment should not be judged by a reasonable person but rather by a reasonable victim† (Tyner Clinton, 2010). It is the victim that feels uncomfortable and is claiming the allegations of sexual harassment. They are the one that feel that the acts of another are unwelcomed and violating their legal rights. Unfortunately, as a manager of fourteen Admissions Counselors, at times I don’t have the presence to be everywhere at all times. I have frequently not been present at urgent moments because I was helping or assisting another employee. I always made it a conscience effort to praise in public and coach or criticize in private. This was the course of action I took with Bob whenever I witnessed an inappropriate behavior from him. I took him into the conference room and let me know that what he just did is not acceptable. I did not want him to feel that he was being discriminated against because he was an older male. I know that it was my ethical duty to make sure that all of my employees have the right to feel safe in the workplace. This topic really sticks out to me because as a manager of a big company we are constantly having sexual harassment trainings and seminars on how to identify and prevent instances from occurring. A manager at the training shared with the rest of the managers a horrific case of sexual harassment from one of her employees. The employees name was Tim and he was a very skilled and tenure Admissions Counselor and often looked at as a great example of a successful hard working Admissions Counselor. When a female new hire Kristy was added onto the same team as Tim the manager advised that the new hire learn from Tim and create best practices and habits that Tim has. Kristy was near Tim a lot because she was given orders to learn from Tim. Tim would use this opportunity to flirt with Kristy constantly and asking her very intruding questions about her personal life such as, if she is dating anyone or if she is interested in a relationship or just â€Å"hooking up. † Kristy became very ucomfortable when Tim started to text message her at night saying that he is bored now that he is divorced and that he wants to meet her early in the morning to go over performance strategies. When Kristy finally confided in another employee the manager was brought to attention. The manager immediately told Kristy to go to HR right away and the manager went to her supervisor and they both took immediate actions. Because of Tim’s behavior Kristy was about to quit her job and she would attempt to be sick in order to stay away from Tim’s desk. Tim’s behavior created a hostile environment because Kristy was in fear of encountering Tim. This incident not only saddens me for Kristy, but also made me sad because of what Bob had done in the past to my fellow employees and I had not taken immediate actions like I should have. Legal Viewpoints: The U. S.  Supreme Court According to Crucet et al. (2010), â€Å"in 1980 the Supreme Court said that sexual harassment was a breach of the Civil Rights Act of 1964. † Title VII of the Civil Rights Act of 1964 â€Å"prohibits discrimination based on race, color, religion, sex, and national origin in hiring, firing, job assignments, pay, access to training, and apprenticeship programs, and most other employment decisions† (Mallor et al. , 2010, p. 1323). An important case that first appeared the â€Å"reasonable person† argument was in the Rabidue v. Osceola Refining in 1986 mentioned earlier in this paper. This case is often cited as the predecessor to the landmark Supreme Court case of Ellison v. Brady in 1991. In Ellison v. Brady (1991) the Supreme Court rules that â€Å"it is unreasonable to use a â€Å"reasonable person† standard since the rules were established by men† (Tyner Clinton, 2010). This is where the â€Å"reasonable victim† came into existence. The court went on to say that â€Å"we note that the reasonable woman victim standard we adopt today classified conduct as unlawful sexual harassment even when harassers do not realize that their conduct creates a hostile working environment† (Tyner Clinton, 2010). This Supreme Court ruling is of great importance. Many of times, harassers don’t even realize what they are doing is wrong because their perception of reality is off. Two important Supreme Court cases in 1998 created the framework for deciding whether or not employers were held liable for sexual harassment committed by its employees. The first was Burlington Industries v. Ellerth (1998) and the second was Farragher v. Boca Raton (1998). According to Cabassa (2011), â€Å"employers in jurisdictions where courts have allowed indemnity claims against employees for actions giving rise to harassment cases† are on the rise. There are many cases linking to sexual harassment in the workplace that they have launched a litigation committee that covers employment law to covering all legal issues related to the employment relationship (Cabassa, 2010). The question still stands on whether or not a company is liable for sexual harassment committed by one of its employees. The answer to that question lies on â€Å"whether the harasser was a coemployee or a supervisor of the victim, whether the victim suffered tangible job detriment and whether the company had sexual harassment policies, training, and grievance procedures† (Mallor et al. , 2010, p. 1328). Therefore, in order for a company to release themselves from association and allegations of sexual harassment a number of things need to be considered. Suggestions for Corrective Action According to Das (2007), â€Å"sexualization itself, as a precursor to signaling, could arguably stem both from a targets developmental trajectory and from later-life experiences that get layered onto this basic personality substrate. † Therefore, although Bob had these precursor straits of sexualization prior to him going through divorce, the later-life experiences of divorce layered into his life may have caused him to be more relentless. Regardless of his personal life experiences, Bob needs to be in line with the Employee Handbook and follow its policies. It is imperative each company have a Human Resource or Employees Relations Representative that can handle any allegations of sexual harassment. It is first and foremost important for a company no matter of size small or large, to have an Employee Handbook in place to identify what is considered acceptable and what can be recognized as sexual harassment. Then adequate training needs to be in place to help identify what may be considered as sexual and/or ostile environment harassment. After the training, each employee should be required to sign off on an acknowledgment form acknowledging that they know and understand the sexual harassment policy. Once those guidelines are set then it is important for managers and supervisors to take the allegations of sexual harassment very seriously and prevent any further occurrences to take place. If allegations of sexual harassment are made, it is important for Human Resources to open an investigation immediately to determine the facts of the case and to get each sides of the story.  Once the pieces of the puzzle are in place, then the next step is to take appropriate disciplinary action up to and including termination of the harasser. This measure will hopefully prevent sexual and hostile environment harassment. Conclusion In conclusion, the Employment Law has been established by Title VII of the Civil Rights Act of 1964 allowing every person the right to pursue a career and economic gain with the absence of sexual harassment in the workplace. The U. S.  Supreme Court has been a huge help in identifying the law surrounding and interpreting the U. S. Constitution as it pertains to sexual harassment. According to Tyner Clinton (2010), â€Å"the Society for Human Resource Managers reported in 2002 that 97 percent of employers have written sexual harassment policies and that 62 percent of those employers provide training on sexual harassment. † Therefore, as a society we are on the right track to preventing harassment of any type in the workplace especially unwelcomed and unwarranted sexual advances.

Noras Discovery of Self in Ibsens A Dolls House Essays -- Dolls Hou

Nora's Discovery of Self in Henrik Ibsen's A Doll's House         Ã‚  Ibsen's play, "A Doll House," involves a woman who begins the play as a common housewife and through a series of joyous occurrences and catastrophes becomes a self-liberating woman.   Nora Helmer is transformed and decides to abandon her family and home in search of her true self.   She arrives at this point because of several factors.   Her refusal to submit to her husband and her self-realization is brought on by the way she has been taught to act by her husband and her father, and the contradicting demands the situations that she has had to deal with gave her.   Her true devotion to herself is discovered because of the false devotion she felt towards her husband and her role in her family.   In "A Doll House," Henrik Ibsen uses the character of Nora to show that the way in which a woman is treated and her assumed role in society can actually lead to her discovery of her own true humanity.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Though it seems contradictory, it is actually Torvald Helmer, Nora's husband, who cause Nora to refuse to submit to him.   Torvald holds a very low opinion of Nora's ability to handle things for herself, and allows her almost no responsibility relating to the family outside of the trivial things in the home.   His incessant use of his pet names, "songbird" and "squirrel" for example, trivialize her place in their home.   However, when Torvald becomes ill, it becomes Nora's responsibility to provide for his recovery.   Of course, Torvald, mustn't know anything about Nora borrowing money for his sake, which the situation demands.   So Nora is thrown into a dilemma.   Here her first decision to disobey her husband's wishes, in point of fact for the sake of her love for hi... ...e would long ago have told him about her troubles."   (294)    Works Cited: Gray, Ronald. "Henrik Ibsen." European Writers:   The Romantic Century.   New York: Charles Scribner's Sons, 1985. Vol. 7, pp.1428-1430 Hardwick, Elizabeth. "A Doll's House." Drama Criticism.   Detroit:   Gale Research Inc., 1992.   Vol. 2, pp. 294-295 Harris, Laurie Lanzen. "Henrik Ibsen." Characters in 20th Century Literature.   New York: Gale Research Inc., 1990.   p. 183 Huneker, James.   "Ibsen." Twentieth-Century Literary Criticism.   Detroit:   Gale Research Inc., 1979. Vol. 2, pp.222-223 Ibsen, Henrik. "A Doll House." Perrine's Literature.   Forth Worth:   Harcourt Brace College Publishers, 1998.   pp. 967-1023    Works Consulted Shaw, Bernard. "A Doll's House Again."   Twentieth-Century Literary Criticism.   Detroit: Gale Research Inc., 1979. Vol. 8, p. 143   

Fmcg Phd Thesis

PAPER – II MANAGEMENT Note : This paper contains fifty (50) multiple-choice questions, each question carrying two (2) marks. Attempt all the questions. 1. In which competitive structure, under industry equilibrium, Price = LMC = LMR = LAC = LAR condition prevails? (A) perfect competition (B) monopoly (C) monopolistic competition (D) duopoly 2. In the Cobb – Douglas production function, given as, A K a Lb , the sum of a b is equal to : (A) 10 (B) 100 (C) 1 1 (D) 3.In the equation pertaining to National Income, Y C S , the excess of income over consumption is depicted by : (A) Y (B) C (C) Y S (D) Y C 4. The long-run average cost curve takes the shape of : (A) Saucer (B) Inverted Saucer (C) Cone (D) Inverted cone 5. The four functions of infrastructure development under the PPP mode, namely, â€Å"Construct, Run, Possess and Sell-off† are popularly depicted by the acronym : (A) CRPS (B) (C) (D) 6. BOOT BOOM 7. 8.TEAM Organization synergy implies (A) More than propor tionate growth (B) Less than proportionate growth (C) Constant growth (D) Constant fall The two-factor model of motivation theory was propounded by : (A) Herzberg (B) Victor Vroom (C) Porter – Lawler (D) Maslow An approach to study of organizations that looks at an organization as composed of many inter – related parts making up an integrated work is : (A) Functional approach (B) Group approach (C) Systems approach 3 F1602 9. 10. 11. 12. 13. 14. 15. 16. D) Oligopolist approach An organization design that treats the human resources as limited in capability and expects them to just confine to given roles, may be called as : (A) Organic design (B) Proactive design (C) Functional design (D) Mechanistic design The laissez – faire leader is also known as : (A) Democratic (B) Autocratic (C) Free – reign (D) Tree – trunk Under the present conditions and trends, which of the following statements is perhaps the most appropriate : (A) Human resources are expe nsive, while technology is cheap (B) Human Resources are expensive as Technology is (C) Human Resources are cheap as technology is (D) Human Resources are cheap, while technology is expensive BARS, Intra – mural activities, Bedeaux plan and golden handshakes, respectively, refer to certain aspects or components of : Retirement (P), Performance Appraisal (Q), Wage determination (R) and Welfare measures (S) as grouped in : (A) PQSR (B) QSRP (C) QRPS (D) PQRS High potential, but low performance employees may be branded as : (A) Stars (B) Question marks (C) Dogs (D) Answer sheets The ultimate remedy for disposal of an industrial dispute is : (A) Joint management council (B) Conciliation (C) Voluntary Arbitration (D) Adjudication The opportunity to be heard given to every parts to a dispute is necessary as per the principle of : (A) Mutual justice (B) Mutual benefit (C) Natural benefit (D) Natural justice In the valuation model, V C1 / ke g , the growth factor, â€Å"g† is assumed to be : (A) (B) (C) (D) Rising Constant Falling 17.Zero When discounted cash flows, instead of undiscounted cash flows, are used in payback period computation for a project, the resulting pay-back period is : (A) Longer 4 F1602 18. 19. 20. 21. 22. 23. 24. 25. 26. (B) Shorter (C) Unaffected (D) Varying The market beta is always : (A) 1 (B) 1 (C) 1 (D) zero Of the two similar firms of the same risk-class and with same operating income, one employs debt capital of Rs. 50 mn. Given the tax rate of 30%, the value of the all-equity firm shall be poorer, compared to that of the levered firm by : (A) Rs. 15 mn (B) Rs. 150 mn (C) Rs. 1500 mn (D) cannot be said A credit policy of 3 30 , net 60 days, implies an annual interest rate of, taking 360 days? ear : (A) 90 % (B) 180 % (C) 18 % (D) 36 % Multilevel marketing links (A) Producers, intermediaries, wholesalers and retailers (B) Producers, wholesalers, retailers and consumers (C) Producers, retailers and consumers (D) Producers and c onsumers A personal communication method of product promotion is : (A) salesmanship (B) print media (C) television (D) advertisement Virtual marketing is the â€Å"future† which is facilitated by : (A) Customer relationship management (B) Channel management (C) Digital management (D) Internet and Information Technology A pricing strategy which is used to price a product high at the time of launching (A) Dual pricing (B) Penetrating pricing (C) Cost plus pricing (D) Skimming pricing Saturation, a stage to be managed effectively for continuing in the market, relates to : (A) Environment management (B) Product life cycle management (C) Logistic management (D) Channel management The prime concern of production layout is : (A) Process quality (B) Utility maximization 5 F1602 27. 28. 29. C) Smooth workflow (D) Line balancing Production management in respect of complex products involving many outsourced components, has to be fashioned like : (A) An integrated supply chain management (B) An independent production function (C) A mix of fragmented production lines (D) A mix of outsourced activities In assembly – line balancing, reducing the number of work stations is not preferred if it : (A) Reduces Idle time (B) Reduces work time (C) Increases work time (D) Has no impact on idle time The residual component in a time series under the multiplicative model is separated in : (A) Y T S C (B) (C) (D) Y TSC TSCR TSC T S C Y 30. 31. In a queuing system, the queue shall continue to grow when : (A) Arrival rate exceeds service rate (B) Service rate exceeds arrival rate (C) Poisson arrival pattern prevails (D) Idle probability approaches one The distribution in which the tails meet the horizontal axis only at infinity is : (A) Normal (B) Poisson (C) Binomial (D) Exponential The value of , bxy byx , is equal to : 32. 33. A) coefficient of determination (B) coefficient of correlation (C) coefficient of regression (D) coefficient of deviation Among these tests, the te st that tests the equality of means when three or more populations are involved is : (A) â€Å"t† test (B) â€Å"Z† test (C) â€Å"F† test 2 (D) test Even the best of MIS cannot be (A) Substitute for decision making (B) Supportive of decision making (C) Data mining and data processing (D) Data recording and retrieving World Wide Web (WWW) is not written as : (A) WWW 6 34. 35. F1602 36. 37. 38. (B) Web (C) W3 (D) 3W „Spy wars? is a term used in : (A) customer analysis (B) competitor analysis (C) attractiveness analysis (D) new product analysis Appealing to a broad spectrum of customers with a kind of product uniqueness is called : (A) Market niche strategy (B) Best cost strategy (C) Differentiation strategy (D) Cost leadership strategy Establishment of fully- owned new facilities and new operation undertaken by a company from scratch is : (A) Greenfield investment (B) International merger (C) International acquisition (D) Cross-border acquisition Which of t hese is not an obscene gesture? A) The okay sign in Brazil (B) A hearty slap on the back in Switzerland (C) Doing anything with the left hand in Saudi Arabia (D) Thumb between second and third finger in Japan GATT has been replaced by : (A) OPEC (B) WTO (C) NAFTA (D) ASEAN Making people stimulated to greater creativity through a group process is : (A) Brain storming (B) Checklist method (C) Brain writing (D) Big – dream method Find the odd one out from the view point of schumpterian creativity is regard to entrepreneurship : (A) intuitiveness (B) inventiveness (C) innovativeness (D) imitativeness Of these, the one that deals with exploring new business opportunities is : (A) Business venturing (B) Business scouting (C) Business resilience (D) Business tycoons A practice by which organisations spot, motivate and groom entrepreneurs either competitive or collaborative, from among employees, is known as : (A) intrapreneurship 7 39. 40. 41. 42. 43. 44. F1602 45. B) entrapreneursh ip (C) extrapreneurship (D) contrapreneurship One of the external causes for sickness in small enterprises is : (A) Entrepreneurial misconduct (B) Deficient employee skills (C) Lapses and leakages in finance (D) Competition and globalisation Find out from the following, one term very closely associated with personal ethics : (A) accountability and responsibility (B) thoughtfulness (C) integrity and honesty (D) belief systems Find out the major reason for companies building strong ethics (A) Earning more profit (B) Building strong asset fortfolio (C) Avoid negative publicity (D) Muster shareholders support Financial dishonesty could be curbed and booked through promotion of : (A) Adherance to documented cash transfers (B) Enactment of more laws (C) Enhancing the severity of punishments (D) Code of conduct for Corporate Executives From the standpoint of personal choice, the least per capita carbon foot print effecting personal transportation alternative is : (A) Public transport (B) O wn car (C) Hired car (D) Auto rickshaw The scheme that strives to achieve women empowerment through gainful employment persuits is (A) Self Help Group Scheme (B) Home Guard Scheme (C) Single Girl Child Scheme (D) Marriage Gift Scheme 46. 47. 48. 49. 50. ——————— F1602 8 MANAGEMENT Paper – II Answer 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 A C D A B A A C D C A B B D D 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 B A C A D D A D D B C A C B A 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 A B C A D B C A B B A A B A D 46 47 48 49 50 C C A A A 9 F1602