...thoughtout the life course. Describe the effect that obesity in a childhood has had on you personally. We have all heard the stories about the happy fat person, right? Being obese comes with emotional downfalls as a kid as well as an adult. For overweight children as well as their parents, living with excess pounds can be heartbreaking. In its own way, the social stigma attached to being overweight can be as damping to a child as the physical dieases and conditions that often accompany obesity. You can probably see it in the eyes and hear it in the words of you own children. In a society that puts a premium on thinness, studies show that children as young as 6 years may associate negative sterotypes with exess weight and believe that a heavy child is simply less likiable. A contributing factor of obesesi ny years ago protestors took to the streets to ensure that women can have career opportunities equal to men. With countless of hours of protesting and new laws changes in the 90’s gave push women closer to that goal, to finally be considered equal in the work field. Yet the moment she decided to become a mother and have a family inequalities between woman and the majority quickly became clear. There is so much can be done in the Corporate America world. The transition to parenthood is...
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...It is clear to see from this case that Cheryl is currently very successful at the job she is doing at Copro and she is held at very high esteem by her colleagues, her boss and the CEO of the company. But we can see that she is at a stage where she is questioning herself as a mother to her daughter and wants to spend more time with her. She has already built up her career to quite a high level within the company but as can be seen with the case, she is struggling to come to terms with moving up even higher to a senior level management position. This is not uncommon, as an article in the Irish Times suggests that having children does in fact hold women back and it gives rise to the “glass ceiling” where because of family life or other factors, women find it hard to gain entry into the upper echelons of their careers, it also says that women have lower aspirations than men (Holmquist 2008). But this is in contrast to Cheryl, Cheryl is ambitious and she seems to want to succeed and receive her promotion, she actively talks about it to her boss. Furthermore we can see that Cheryl is having trouble with childcare and covering this need for her daughter, we can see that her daughter does have a loving au pair but that doesn’t come without problems. Moreover from the case we can see that her husband is continuing with his work and the fact of their daughter does not seem to be impacting him. This is not uncommon either, because men in the family have always traditionally been seen to...
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...Ontario Human Rights Code. ("Guidelines on developing," 2008) It may even set us back further financially if we find ourselves in litigation over discrimination suits. The future labour force will be increasingly made up of women as they now account for over half of the post-secondary graduates in Canada. ("Education indicators in," 2011) Approximately 57% of our new hires are females with a post-secondary degree. Thus, our selection process is in proportion with the current labour market. If more women continue to become educated than we can expect that the amount of maternity leave will only increase in coming years. However, it is important to recognize that social norms are changing and these issues are no longer exclusive to working mothers. There is a much greater demand being placed on fathers as well. Statistics Canada reported in 2010 that close to 30% of fathers took some amount of leave to be with their newborn. The majority of the dads however were in Quebec, where they instituted a “Parental Insurance Program” that...
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...Working Mothers Many women today are facing choices that their mothers never had to face. One of these choices is whether or not to go back to work after having a child. The thought of going back to work was practically unheard of in the 1950's. However, in the 1990's it is not whether the mother will or will not go back to work, but rather a question of when. When did this choice to return to work become set in stone? Why do the mothers of today have to work outside the home versus working in the home, much like their mothers or grandmothers did? When one thinks of the subject of working mothers, many differing opinions come to mind. What will happen to the child, will the mother have sufficient time to bond with the baby, how will household chores be divided, and so on. When thinking of working women, two models come to mind. One of which is paid employment that has a protective and beneficial mediating effect. Employment protects women against certain negative aspects of being full-time homemakers and mothers, such as monotonous housework, dependence on the male partner for financial and emotional support, increases self-esteem because they are contributing to the world they live in. These women receive a renewed interest in life because they are in the thick of it. They are living life to the fullest. This model is the one that is constantly referred to as "bad" because it paints the woman as someone who does not really care about the effect of working will have on...
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...Creating a family-friendly workplace is a strategy that more and more business are employing to keep their staff happy and productive. Although family-friendly workplace policies are often very expensive to implement, many employers feel that the rewards are worth the investment. Family friendly workplaces serve an employee’s needs by allowing them to better balance work and family, and fulfill the needs of the employer by increasing employee satisfaction and productivity, and reducing turnover. The movement towards creating family friendly work environments in the U.S. really began to take hold in the early 1990’s as more and more women continued to enter the workforce. The article that I have chosen to highlight was published in 1992 at the onset of this movement, and provides quite a bit of insight into its purpose. The article highlights the implementation of family-friendly workplace policies at North Island Federal Credit Union (NIFCU) in San Diego, California. A recent phrase has been coined to capture the change in orientation that companies must achieve…"family friendly." … this phrase means allowing employees to keep families as their first priority, if they choose. This philosophy is the cornerstone…of employee-focused culture. NIFCU North Island Federal Credit Union (NIFCU), San Diego, already is undertaking this process by offering work schedule alternatives, instituting new leave policies, offering child-care assistance and providing an employee assistance...
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...P1.1 – Explain Guests model of HRM Guest (1987) shows a model of HRM that is commitment based, which is distinct from compliance-based personnel management. According to Guest, HRM is: * linked to the strategic management of an organization * seeks commitment to organizational goals * focuses on the individual needs rather than the collective workforce * enables organizations to devolve power and become more flexible * Emphasizes people as an asset to be positively utilized by the organization. Guest (1987) sees HRM as a distinct approach to managing the workforce and argues that, although personnel management will also select and train staff, it is the distinct approach in the selection and training that matters. HRM’s approach should be linked to high performance and commitment rather than compliance. Guest (1997) recognizes that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already suggesting that HRM works. The view from industry is also suggesting that HRM is taking on a strategic role in industry. The CIPD (2003) HR survey identified HR issues as now being regularly discussed at executive boards and HR managers seeing their role as that of a strategic business partner, with the HR function now focused on achieving key business goals and developing employee capabilities. P1.2 - Compare the differences between storey’s definitions of HRM, Personnel and IR practices. Storey (1992)...
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...to leave, and those that do often find it financially difficult to take advantage of the benefits (Gault, Hartmann, Hegewisch, Millie, and Reichlin, p.4). With no legal requirements, only 11% of employees working in the private sector and only 16% of government employees have access to paid leave (Rosen). Discussion of paid parental leave has recently made it back in the spotlight. This January, President Barack Obama signed a presidential memorandum directing agencies to allow federal employees to take up to six weeks of advanced sick leave to care for a new child or ill family member (Mufson and Eilperin). City governments, including Boston and Seattle, recently announced paid parental leave policies of their own (O’Brien, Capitol Hills Time Staff). As aspiring female leaders in the federal government, we chose to explore: Does a Paid Parental Leave Policy Create an Organizational Culture that Contributes to the Advancement of Women in Government? Research indicates that paid parental leave supports many positive employee and organizational outcomes. However, few studies evaluate the relationship between paid parental leave and an organizational culture that supports women in leadership. For our analysis, we surveyed 10 female federal employees to explore the workplace norms,...
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...Optional Unit - 3MER = 6 credits - 2000 words On final submission please enter your total word count (excluding bibliography): [pic] Learning Outcome 1: Understand the impact of employment law at the start of the employment relationship. |Assessment Criteria | |Describe the internal and external factors that impact on the employment relationship. | |Indicative Content | |Context: | |the context within which the employment relationship operates, the impact of internal and external factors. | |Think about your own organisation and consider the internal and external factors that may have an impact on the employment relationship | |Describe at least 2 external factors and explain why they have an impact | |Describe at least 2 internal factors and explain why they have an impact | | ...
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...P2 explain the impact of the legal and regulatory framework on recruitment and selection activities Current UK and EU legislation UK is governed by two areas of legislation and those two areas are the Lows passed within the UK and the passed with the European Union. Also the European is consisting to have 25 European states in the Europe for who is joined in the European and become integrated and having good movement between people and also having good service across them. The responsibility of the European Parliament is to pass to the EU the legislation that is affect the state of the European. Sex discrimination act 1975/97 For sex discrimination there two types of those types are the direct discrimination and the indirect discrimination. The direct discrimination is mean a less man are qualified they could not give any job over a more qualified women. The indirect discrimination is when the job its require that one sex it’s unable to perform the job. The sex discrimination is also is concern the direct and indirect discriminations against from man and women on the grounds sex and married the person on the grounds with the marital status, and man and women if they grounds of the garden this is a reassignment. Race Relations Act 1992 This act is unlawful for anyone that is discriminated against on the ground of race, colour and nationality. An example is the direct discrimination with this act because this is the only job for someone with white skin...
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...expectations of the modern-day workplace. Deloitte’s lattice approach helps encourage employees by concentrating on personal career goals, and presenting the opportunity to keep business and personal life in sync. (Pearson 218). This creates job satisfaction, which results in loyal, long-term, and valuable employees. Job...
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...Time to Close the Gap Seventy-seven cents to every dollar a man makes is what a woman earns in the average workplace (Gender). This is a twenty-three percent gap in the pay between genders (Gender). Some claim that the gender pay gap is a “myth” or is just made up; however, it is not (Perry and Biggs). Why is this still happening? Why are the genders not being treated and respected equally? . Today, in the twenty-first century, it is ridicules and unacceptable that women are still only earning seventy-seven cents to every dollar a man earns, and this needs to change today. A male and female with the same education, same job and position, and that work the same hours are earning different wages. In specific, women are earning on average seventy-seven cents to every dollar a man earn (Gender). Those who oppose this idea and claim that Is not the most important issues for us to be dealing with as a country. Some may say that we should focus on the war on drugs, maybe tax issues, or even making higher education more easily available an affordable to all. All of these issues are important, however, the gender pay gap is important, why should a man earn more than a woman for the same job? This is very demeaning to women saying that this issues is not worth the time of day to be fixed. More and more women are joining the workplace every day; working to support a family, pets or maybe even just themselves. That twenty-three percent gap will add up to nearly $5,000 annually...
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...Life-Work Imbalance/ Flexible Work Schedules Barbara Hagan DeVry University Life-Work Imbalance/ Flexible Work Schedules Jessica a married woman with two small children starts her day off with a crying baby and winey demands from a three year old. She continues on with fulfilling their needs as she tries to get dressed for work and maybe spend a few minutes with her husband before he’s out the door and she’s left to get the boys ready for daycare. Everyone’s loaded and ready to go but Jessica forgot she needs to stop and get gas. Now running late she drops the kids off and is finally on her way to a long day in the office. Arriving only a few minutes late has her left with a bit of confidence but that suddenly fades as she catches sight of all the paperwork on her desk. The note on top reads “Must be done TODAY!” Jessica suddenly feels her heart sink and she sits in frustration. There’s no way this can all be done before the daycare closes at six and her husband works in the next town. He wouldn’t be able to pick up the boys either. She has already asked her boss for far too many favors and missed some days when the baby was sick. Her company doesn’t have any flexibility. If she doesn’t fulfill this task her job could be at stake (Hendrickson, 2014). Stories like Jessica’s are all too common and a flexible work schedule just might be the answer to these problems. If Jessica was able to complete work at home or on schedule a bit more flexible then she wouldn’t have to...
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...What is a great Workplace ? 1. The Employee View : Great workplaces are built through the day-to-day relationships that employees experience — not a checklist of programmes and benefits. The key factor in common in these relationships is TRUST. From the Employee’s perspective, a great workplace is one where they: * TRUST the people they work for; * Have PRIDE in what they do; and * ENJOY the people they work with. 2. The Manager View : From the Manager’s perspective, a great workplace is one where they: 3. ACHIEVE ORGANISATIONAL OBJECTIVES; 4. With employees who GIVE THEIR PERSONAL BEST; and 5. WORK TOGETHER AS A TEAM / FAMILY in an environment ofTRUST 4 things that makes companies great place to work for : A strong positive culture, firmly grounded in a meaningful purpose. ’Culture’ has, too often, come to mean ‘perks.’ But while a ping-pong table in the break room and coupons for burgers are fun – they’re not the core of a great culture. What people are looking for is an environment that supports and rewards excellence, honesty, mutual support, and fair dealing; where people get great results and they’re treated well….and neither is optional. Truly strong cultures are supported from the C-suite on down: the employees report that their boss – and their boss’ boss, and so on – live by the espoused values. That’s when a culture comes alive. People also want to feel that their strong culture exists to support meaningful work. For example...
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...Leadership 4. Change Management 5. Clean Technology (sustainability efforts) 6. Social Networking tools 7. Healthcare 8. Diversity of employees EXAMPLE OF TOPIC AND SUB-TOPIC SELECTION: Topic: Work-Life-Balance Sub-Topics: Barriers to Creating Work-Life Balance Benefits of Flexible Work Schedule Use of Technology to Promote Work-Life Balance Surviving Holiday Stress Ways Flexible Working Keeps Mothers in the Workplace Each person’s section should cover the following evaluation criteria. 1. Did you provide examples of successful companies that have addressed the selected workplace issue? 2. Did you provide examples of companies struggling with this issue? 3. Did you discuss the cultural and societal implications of this issue? 4. Did you express opinions and ideas in a clear and concise manner with obvious connection to the topic? 5. Did you respond promptly to postings and demonstrate self-initiative? IMPORTANT: In your Group Project Discussion, please inform me who is the team leader and who is assigned to what topics. EXAMPLE: Topic: Work-Life-Balance Sub-Topics: Jane Doe - Barriers to Creating Work-Life Balance Jason Smith - Benefits of Flexible Work Schedule Jonney Apple - Use of Technology to Promote Work-Life Balance Suzanne Hope - Surviving Holiday Stress Jenny Thomas -...
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...A. Thompson and Laura L. Beauvais I love my life! My husband and I have arranged our work lives so that we can spend as much time as possible with our kids, and still feel like we’re making a difference at work. —JESSICA DEGROOT, FOUNDER. THE THIRD PATH INSTITUTE It just got to be too much. Monday through Friday I caught the 6:30 train for the city, and didn’t return until 6 P.M. . I loved my job, the money was good, but there was no flexibility, no possibility for part-time work. And I really missed my kids. My husband was making more than I did and we finally decided we could live on his salary. So I quit. —LISA CELONA. FORMER NASDAQ EQUITY TRADER. CURRENT AT-HOME MOM I spent four years working for an insurance company as director of media services. Because my wife was a performer in New York City and had to work evenings; I was the primary caregiver for our two children. That meant I had to leave work earlier than any of the other managers, and that caused a lot of friction and resentment... The tension it created for me at work was instrumental in my eventually having to leave the company. —MICHAEL KERLEY, PRESIDENT, CREATIVE DIALOGUES Chapter Overview This chapter focuses on how women (and, increasingly, men) attempt to balance the multiple competing demands on their time and energy. The authors discuss the types of conflicts that often occur as employees try to meet the needs of their spouses, children...
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