Ukraine Turmoil Essay

May 2014 In today's world, it seems like there is â€Å"bad† news everywhere in the world. Ukraine is one location where they have been having turmoil. Recently, Ukraine has had some complications with intergovernmental protesters, sometimes it led to death. These protestors are trying to have their voices heard regarding President Victor Hancock rejection to the agreement with the European union in November 2013; it was said that there were stronger ties with Russia, The protestors were outraged because they wanted to Integrate with Europe. Some protestors believed thatHancock was striving for power and wasn't serving the interests of his people. Hancock actually signed into law ten interposes laws that the Parliament of Ukraine created. This will take away freedom of speech; affect the non-governmental organizations, as well as many others. This seems to make sense when you look at the history of the Ukraine. For centuries, there have battles over Ukrainian position between East and West. In the 17th century, Eastern Ukraine was under Russia imperial rule. In the west there were shifting control of European powers, such as Poland and the Castro-HungarianEmpire. This might help explain why the west is more likely to choose â€Å"Western- leaning politicians† (Contact) and is more Ukraine-speaking with a Catholic influence; whereas, the east is more Russian-speaking and Orthodox. Throughout the earlier years, Ukraine has been overtaken by competing powers and a division was being made. The division was amongst the peoples' beliefs and views; some saw the rule of the Russia imperial and Soviet union was a good thing, while others believed it was a tragedy. In the 16 the and 17th century it seemed that Poland had some control, but not after a war betweenDastard of Russia and the Polish-Lithuanian Commonwealth. In the asses, Soviet leader Joseph Stalin led millions to their deaths through starvation. In order for him to repopulate the east, he brough t In large numbers of Russians and soviet citizens, who spoke no Ukrainian and had no ties to the region. Looking at a map, it seems like there is a natural divide between the south/east and the north/west, which are known as the steppes, where the southern and eastern portions are more farming land and the northern and westerns are more forests.The protests In the Ukraine have created uproar for the country and have turned Into much more than what was expected. It seemed to start out about Europe, but now It seems more like â€Å"protests over democracy and the end of corruption† (Contact). Many people want the corruption to end and a new president to be assigned. There is also a political division between the older and younger generations. The European Union said that becoming a member could be worth billions of euros, which would help their economy. The E also wants to help clean up the damages (BBS) on democracy and human rights.

The Performance Evaluation and Bonus

Perhaps one of the most challenging aspects of managing a company is to provide a performance evaluation technique that does not frighten employees. The fear in my organization, among those marginal performers, is that the evaluation may cause their being fired. â€Å"One of the most controversial tools for boosting performance is ranking employees and dismissing the laggards. Proponents argue that the practice stretches star employees†¦(Marchetti 2005 16). Those at the bottom of the performance scale tend not to be as motivated as they might be, simply because the fear of being poorly evaluated stifles their determination to improve. While there are many companies which automatically provide a cost of living raise to their employees (sometimes due to labor contracts), the idea of providing bonuses or merit awards also can cause some serious problems, and such â€Å"merit raises† often cause more conflict within a business than they solve in the way of increased productivity and/or efficiency. Here is one author's proof: â€Å"It's clear that employers' compensation systems aren't making the grade. Only 10 percent of organizations describe their merit pay programs as â€Å"very effective,† according to an employee attitude survey conducted in 2002 of 335 companies by Hay Insight (the research and survey arm of Philadelphia-based HR consulting firm The Hay Group), WorldatWork and Loyola University of Chicago† (Wells 2005 76). One problem with many businesses today is that management is too lenient, too worried about hurting someone's feelings. In today's competitive world, where every worker must pull his weight or make way for someone who can, such leniency may be costly. Wells (2005) suggests something called â€Å"tough love.†: â€Å"By contrast, adopting–and enforcing–the get-tough approach to merit pay has clear advantages: It doesn't waste increasingly precious salary-budget dollars, it sends the right message that improvement is imperative, and it doesn't fund under-performers at the expense of high-performing employees† (Wells 2005 78). In my particular organization, the idea of performance evaluation and some sort of bonus or merit award is now no longer strictly limited to the top performers. It is the middle level, what some tend to call â€Å"B performers† that have some stake in the company's bottom line. Again, here is some proof of that: â€Å"Midlevel performers thrive when they know they've got something to work toward–and you've got to give that to them. In fact, 52 percent of respondents who qualify for incentive programs at their companies–which typically reward the top 10 percent of workers–feel they have only somewhat or no chance of winning an award. This is far from motivating. ‘Your B-players have a significant effect on your bottom line,' says Rodger Stotz, vice president and managing consultant for Maritz Inc. ‘You'll always have a top five percent, but those rewards don't move the middle'† (Galea 2005 9). What is needed to ease the pain and strain of performance evaluation and resultant merit increases or bonuses is the fact that top management must now set specific targets and goals, by the month, by the quarter, by six months, annually, and even provides some projections for one, two and five years into the future. With such goals specifically outlined, employees- whether on a production line or white collar, now know exactly what is required of them. To make performance evaluation less painful; and more effective requires supervisors to keep track of performance of their section or departments, as well as individual employees. In this way, if someone falls short, there is an opportunity for a one-on-one discussion that may provide both a reason for such a shortfall and a means of improving performance. This personal oversight by supervisors can go a long way to eliminate the fear of being discharged as a marginal or low performer, and at the same time reward what Galea (2005) calls â€Å"B Performers.† Therefore, what will make performance evaluation and compensation tied to it far more effective in my company is to focus on these mid-=level performers as well as providing a means â€Å"up the ladder† for the marginal ones, knowing the top performers will always continue to shine. By also stressing teamwork, it becomes the responsibility of everyone within a section or department to make sure everyone contributes to reaching the goal.

Brand Image of a University

INTRODUCTION Origin of Report As a part of our Marketing 465, Brand Management course, we learnt the various aspects of marketing and the management of brands. Problem and Purpose We were assigned a project where we were asked to find out the brand image of private university business graduates; and more specifically, the brand image of North South University, its positioning and state any improvements if necessary. Scope and Limitations The main limitation of this project was the lack of time required to carry out the type of research this project requires. Historical Background †¦ Hypothesis We hoped to establish that North South University is the best private university in Bangladesh. Research Methodology As stated previously, due to the lack of time we were not able to conduct the type of in-depth research that this project required. Instead the basis of our research were a set of in-depth interviews we carried out among various categories of people, such as current students of North South University, alumni, guardians, faculties, prospective/current employers, students of other universities, faculties of other universities, the University Grants Commission, prospective students, and the general public. There were sets of questions (See Appendix) for the various categories, and interviews were taken accordingly. THE SURVEY Findings Current Student For the current students who study at North South University, this is the best alternative for us after IBA and going abroad for studies. It’s the pioneer private university in Bangladesh, and quite popular. Even though through the years the quality of NSU has diminished, there are too many students taken in, and especially through the â€Å"backdoor† policy, and it’s become really unfair to those who work hard. However, NSU still has a lot of good name, and people do have goodwill towards it. Alumni According to the questions asked to Alumni of North South University, they believe that NSU’s graduates have an advantage over other graduates of other schools because they are more fluent in English, smart, and easily adaptable with the organizational environment. Guardians According to guardians of students studying in North South University, they believe that NSU graduates will be able to have: Jobs in MNC, monetary benefit, and be able to finish graduation quickly. They also believe that NSU is highly competitive, has the best educational quality, and the best faculty. Faculties According to faculties believe that NSU is a good university but not as good as IBA. This is because IBA concentrates more on practical fieldwork, where NSU is still lacking. Another factor they said that NSU has very short semesters, so faculties aren’t able to cover their topics completely. However, NSU students have good presentation skills, are intelligent and also street smart. Employers Certain employers believe that the graduates that come out of NSU are very hot-headed and pompous, and many of them have high CGPAs but cannot even communicate properly in the English language. NSU is believed to be the next best alternative to IBA. IBA might have worse teachers, but their student intake is much better. Students of other universities Students of other universities believe that a private university’s business program provides better job opportunities. Private universities are more efficient than pubic universities. North South University is very popular and quite sought after. University staff The university staff believes that the environment of NSU is not good. They brought up issues regarding clothing and student’s behaviour. They think students are very rude and disrespectful. University Grants Commission There are several factors through which the UGC grants a university, it focuses on infrastructure, faculties, how much money there is in the fund to make their own campus etc. Then in order to rank a university, they see how many students compete for a single seat during the admission process, the value of the certificate in the job sector, the quality of the faculties and the quality of the students. A complaint they made is that all universities are expected to shift to their new campus within 5 years of establishment, but none of the private universities have been able to do so. Prospective Students Most of the prospective students we interviewed, around the age of 16-18, none of them want to come to NSU. They believe that NSU is becoming too overrated and crowded. They would either try for abroad, or a public university, and then try for a private university. General Public In the eyes of the general public, NSU is still very sought after and considered a very good place for education. It’s only the people who are direct recipients of NSU’s output, the students and the employers who are affected the most. NSU students are seen are very culturally â€Å"fast† and ignorant. Conclusion After research we can conclude that academically, the students of NSU are good but there are behavioral and attitude problems among themselves. They’re more ignorant about what’s going on outside of NSU and they’re very pompous and they lack professionalism in the corporate world. There are a certain percentage of students who create a bad image for NSU, so most students are slammed with this label as well. But NSU comprises of all types of students from various social and economical backgrounds and not all are bad. Recommendations Alumni: Teaching method should be more practical based Internship in a good organization is very important. CPDS of NSU should be efficient enough to manage their graduates’ internship in a good organization NSU should organize more and more seminar, workshop regarding different organizational issues. University staff correct English grammar in both reading and writing environmental discipline cultural discipline manner build up moral character dress code study more Employers NSU should increase their employability NSU’s image is of No. 2, they should raise it to No. 1 NSU should move on to the researching level and provide consultancy to the different companies. Most foreign universities do consultancy work for companies on their countries. It really sets the standard for good quality education. Universities should talk to employers and brush up on the curriculum NSU should go for downward extension and start from the grassroots level. They should create primary and secondary level education so that the students go directly to the university level.

Micro economics Essay Example | Topics and Well Written Essays - 500 words

Micro economics - Essay Example (Worker`s compensation, web). Compensation of an employee who has died as a result of the company`s negligence, can be collected by the widow or other family members who were directly dependant on the employee. Employers are required to pay into the compensation once a month. Employees are not required to pay anything for the compensation fund and therefore, the employers cannot charge it to the employee`s wage. A lawyer is obliged to give clear advice keeping in mind the core values as well as the rules of the company. The advice should also be in the interests of the company. if the company has an employee compensation fund, then the family of the deceased cannot sue the company as long as they get compensation. Because the employee was killed due to the company`s negligence it is evident that the compensation for the dependants of the deceased employee should be enough so as to support them. For the spouse, the company should give twice the amount of the pension which the employee would have received if they were completely disabled (Labor law, Web). This should be paid as a lump sum amount and along with this, almost 30% of the employee`s monthly wage should be paid on a monthly basis if there is no other source of income for the spouse. As the company`s negligence resulted in the death of this employee, it is the responsibility of the company to support the family of the employee. Compensation should also be given for other dependant members of the employee such as children, parents etc. 10% of the employee`s wage should be given to the children until they reach the age of 18. Other dependants, if they were fully dependant on the employee, should be given the same amount as the spouse. If they were dependant partially, then a one-time payment should be made according to their level of dependence. In all this, it should be kept in mind that the total compensation paid should not be more than 75% of the employee`s wage because the company has to

The Science of Giftcards Research Paper Example | Topics and Well Written Essays - 3750 words

The Science of Giftcards - Research Paper Example Cards issued by banks are also usually accepted at any vendor. Just as with anything else there are laws governing gift cards, though they vary quite a lot by different States. Provisions are in place regarding fees that may be assessed on them, rules concerning expiration dates, and still more rules governing escheat provisions, which are to describe when property considered abandoned or unclaimed can be reclaimed by the government. According to the Federal Reserve’s website as of July 2010, new laws will take effect governing gift cards, also another 20 iStates have legislation pending regarding gift certificates and gift cards. We will not look more closely at these laws in recognition of the fact that this report is being prepared for a National Company. 2011 saw over 25 billion dollars spent on cards of all kinds, from the traditional store valued, rebates, promotional and loyalty cards, electronic and e cards. Holiday gift cards have been the most requested gift the previous four years with no competition even close. National Retail Fashion estimated that more than 75% of shoppers purchased at least one this Christmas Season. In the past few years gift cards sales have increased exponentially. Bankers, merchants, retailers, credit card companies, and makers of consumer goods haven’t failed to take notice of this. A secondary market has even formed as backlash from the high success of the gift card market, where customers can sell, swap, and buy one another’s cards. Third party processors are now needed to manage the cards legal, regulatory and accounting issues. The last fact of these gift cards is quickly becoming a concern for some. Liabilities are complex when a gift card expires before the consumer has been able to redeem the card. Some States feel that unused breakage or balances are unclaimed property due them under State escheatment laws.

Compare and contrast the economic mobilization during the World Wars I Essay

Compare and contrast the economic mobilization during the World Wars I and II ( in the United States of America) - Essay Example The Axis powers mainly comprised of the countries like Germany, Italy, and Japan. Other countries were also included in the Axis powers such as Finland, Slovenia, Hungary, Romania and the others. Before 1861, United States of America was recognized as one the most powerful shipbuilding nations in the world. But threats gradually came when the European navy started focusing on the new techniques of shipbuilding by substituting wood with iron, introduction of steam driven sea vessels which substituted the primitive sails and awkward paddle wheel were replaced with screw propeller. In August 1914, the United States was almost fatigued by fighting the guerillas and disease in Cuba and Philippines in the Spanish-American wars and Philippine insurrections. USA after a long driven fighting was ready for peace. The president of the United States Wilson Woodrow also showed disinterest in war. On the other hand the Germans were very much alert about the position of the Americans in the water w ays. The Germans believed that they have to curb down the American power through the water way which will provide them easy communication with the allied power countries. On May 7, 1915 the German submarine U-20 sunk down the ocean liner Lusitania where 124 Americans lost their lives. This was a major blow to USA and in 6th April, 1917 war against Germany was declared by a joint resolution by the Congress in USA1 World War II and USA In the history of mankind World War II can be regarded as the largest and the most violent conflicts with the use of modern lethal weapons.2 The World War II was even more dangerous and violent than World War I. In September 1939, Britain declared war against Poland but America did not involve them in this conflict. But when on 7th December Japan attacked Pearl Harbor, America entered into a complete war with the Pacific and Europe. By 1944 US fighter planes carried on severe bombings starting from bombings of Dresden in Germany and then Japan and sixty three other countries and finally the atomic explosion in Hiroshima, Japan on 6th August 1945.3 Having an idea of the backdrop of involvement of USA in both the wars the paper focuses to highlight the economic mobilization of USA in both these wars and how it emerged as a superpower in the world. Economic mobilization of USA in World War I The United States of America declared war against Germany in April 1917. But the main problem which the US army faced was the availability of necessary resources in order to carry on the war. Apart from that US did not also had the plans in mind and was not also acquainted with the character and magnitude of wartime needs as well as specifications for several kinds of equipments.4 Mobilization of the force of army After the declaration of the war with Germany in 1917, there were no immediate reserve force of army in America for the combating the war. However there were high expectation from the Britain and France and they believed that a huge for ce of army would be infiltrating immediately in France. But their expectations were wrong. Only a small army of soldiers under General Pershing was sent to France.5 The problem of manpower issue was solved in May 1917 when President Woodrow Wilson approved a draft law which was formulated in order to prepare a solid army base for

Ricardo and Marx both had theories of a falling tendency of the rate Essay - 1

Ricardo and Marx both had theories of a falling tendency of the rate of profit in the development of capitalism. What were the different theoretical bases for t - Essay Example The tendency of the rÐ °te of profit to fÐ °ll Ð °rose neither from increÐ °sed competition (Smith) nor lower productivity in Ð °griculture (RicÐ °rdo). It wÐ °s, rÐ °ther, the expression under cÐ °pitÐ °lism of the increÐ °sed productivity of lÐ °bour. Ð ccording to MÐ °rx, lÐ °w of the tendency of the rÐ °te of profit to fÐ °ll (LTRPF) is Ð ° theory developed by MÐ °rx in the third volume of CÐ °pitÐ °l to explÐ °in the occurrence of economic crises within cÐ °pitÐ °list economies. Ð ccording to the LTRPF, Ð °s cÐ °pitÐ °lists invest in ever more cÐ °pitÐ °l-intensive production, the rÐ °te of profit fÐ °lls, since profit cÐ °n only be generÐ °ted from the surplus vÐ °lue extrÐ °cted from living lÐ °bor, which is Ð ° declining proportion of the cÐ °pitÐ °lists outlÐ °y. However, securing Ð ° lÐ °rger shÐ °re of the mÐ °rket offsets the lower rÐ °te of profit for the individuÐ °l cÐ °pitÐ °list. EventuÐ °lly the fÐ °lling rÐ °te of profit weÐ °kens the incentive to Ð °ccumulÐ °te on the pÐ °rt of the cÐ °pitÐ °lists until eventuÐ °lly the mÐ °ss of profit begins to stÐ °gnÐ °te. Ð t thÐ °t point Ð °n economic crisis begins Ð °s cÐ °pitÐ °lists decline to invest. The LTRPF explÐ °ins long-term fluctuÐ °tions in cÐ °pitÐ °list economies. There mÐ °y be long periods of expÐ °nsion before the LTRPF Ð °ffects the mÐ °ss of profit, during which the effects of the LTRPF cÐ °n be offset by vÐ °rious counterÐ °cting tendencies, such Ð °s lower wÐ °ges Ð °nd increÐ °sed intensity of exploitÐ °tion in the lÐ °bor process. EventuÐ °lly, however, there will be Ð ° period of stÐ °gnÐ °tion Ð °nd crisis in which Ð ° lÐ °rge proportion of existing cÐ °pitÐ °l is destroyed before reinvestment Ð °nd renewÐ °l cÐ °n stÐ °rt over Ð °gÐ °in (see ShÐ °ikh 1991). The importÐ °nce of the LTRPF for MÐ °rxist politicÐ °l economy is thÐ °t it demonstrÐ °tes how the rÐ °te of profit fÐ °lls, Ð °nd crisis sets in, independently of Ð °ny impetus on the pÐ °rt of lÐ °bor. The LTRPF wÐ °s of pÐ °rticulÐ °r significÐ °nce in this regÐ °rd in the 1970s Ð °nd 1980s, when it wÐ °s widely Ð °rgued, Ð °nd

Individual Presentations Essay Example | Topics and Well Written Essays - 250 words

Individual Presentations - Essay Example Freud makes a comparison between melancholia and mourning to make it easy to understand this concept (Freud, 245). According to Freud, Melancholia is a condition that is closely related to problems with a person’s ego that leads to the onset of the underlying symptoms and indicating signs of the condition. The theoretical framework that Kristeva takes to explain melancholia heavily borrows from the works of Nerval and Dostoevsky. However, the author explains melancholia through symbolism and imagery from an artistic perspective by clearly articulating that melancholia has some aspects of aggressiveness towards the lost object. Through symbolism that is expressed in an artistic ways people suffering from melancholia are able to express their sorrows, suffering in manner that makes them feel like fleeing away from the lost object or the conditions that bring about melancholia (Freud, 245). It should be clear Kristeva also borrows heavily from Freud’s conceptualization of melancholia. Lasky provides a conceptualization and understanding of melancholia through the use of a poetic approach. Lasky uses a poem to make it apparent that melancholia leads to sadness, which eventually makes someone want to escape this condition through suicide and death. It reveals features of melancholy throughout and shows how this melancholia reveals itself in art and how it expresses itself as a desire to destroy oneself through death or suicide. For instance, a person suffering melancholia laments if there are vermin underneath the earth/ who are waiting for him join

Urban Design Essay Example | Topics and Well Written Essays - 1000 words

Urban Design - Essay Example These places also include bikeways, plazas, waterfronts, view corridors, transportation hubs, and natural features, building interfaces, landmarks, squares, nodes, pedestrian ways and bridges. To maintain high quality public realm, arc must be the overall driving force. In some cities, the public realm is not an original person’s idea; some ideas are gotten from cities that the public realm has worked. Public realm has four categories: public spaces, streetscapes, parks and coastal areas. Coastal areas – these areas include all areas of land that are along or adjacent to large water bodies. Parks – these are open spaces to the community that are used as recreational facilities; parks include wadi systems, mountain ridges comprised of natural areas. Public places – include open areas that surround the community that is used for public assembly or gathering and is visible to the entire public. Streetscapes – these are elements of the streets which comprise visual objects, and they include trees, roads, sidewalks, open spaces, street furniture, benches and trees – all these combined to form the street’s character. Reasons why urban designers should pay attention to the public realm are to satisfy their clients’ needs, who include the entire public. ... Caring for the public and paying attention to the public realm example in the open squares and park is important because this is a convergence place for the interaction of the public. The ways in which the public has access to the towns or areas of interest is dictated by the mode in which the â€Å"public realm† was set. Buildings and all that encompasses the public realm should be designed in a way that maximum safety is offered and the public is at its optimum security while accessing such public places. If these places are safe, then running of business will be smooth, and everything will be flowing according to what they are planning in the short and in the long run. Attention should also be given to the ways in which the roads are designed, i.e. there should be pedestrian crosses in the roads where there is much public usage. There should be road signs along the highways, and the roads should be properly calibrated if it is a two way road. Strategies and techniques used by designers to enhance the public realm are to ensure places retain their uniqueness by not changing the place’s physicality, making sure that development does not greatly interfere with the way the layout of the street is. Designers enhance this by holding open forums with the public where they discuss emerging issues in their cities, towns, villages or places of their dwellings. In their discussions, they come up with ways to solve the emerging issues or find solutions to their problems. Other strategies that designers use are acquiring ideas from places with well descent established public realm and incorporating the ideas into places where it has not been tried. Though this

Religion and politics Research Paper Example | Topics and Well Written Essays - 1250 words

Religion and politics - Research Paper Example The objective of this report is to study the debate on tolerance of Islamic spread in America particularly in light of the Ground Zero issue. The debate though centered on a clear agenda of protesting the building of â€Å"mosque† near the ill-fated land, appears to be a sign of deeply rooted Islamophobia amongst Western cultures. In regards to the subject, the report describes the issue vis-à  -vis the multiple perspectives of the American people and the principles of America’s Sacred Ground. It further throws light on the reality vs. what is projected in the mainstream media. Religion and Politics have always crossed their respective lines, however, the interjections in a post-modern world are both intriguing and confusing. The sacred foundations of the American system have been a cause of debate between the conservative rights and the liberals left. Debates have often taken place on the meaning, interpretation and reach of the â€Å"Religious Clauses† of the First Amendment to the Constitution. In the â€Å"Religious Clauses† of the First Amendment have been interpreted by the Supreme Court as (1) the separation of church and state (the â€Å"anti-establishment clause† or â€Å"establishment clause†) and (2) freedom of religion (â€Å"the free exercise clause†).... The American founders found their answers primarily in the work of John Locke. According to Locke, a central Enlightenment Era (c1650-1800) philosopher, the liberty and equal dignity of the people is based on the law of the state of nature (a state prior to the formation of societies). The law of the state of nature considers freedom and equality to be legitimate claims to the state. Central to Locke’s political theology was the need to secure people’s civil rights towards tolerance of their religious beliefs, which he thought was the means to create a peaceful society. It was this convergence of theology and secular philosophy in the thinking of the founding generation that made them base the constitution on the principles of â€Å"life, liberty and the pursuit of happiness†. In order to discourage the abuse of â€Å"freedom† (that was the foundation of â€Å"from the people, for the people† government) by the American people, the public forum has a framework and principles (Jones). The framework consists of two-tiers, each of which has basic moral perceptions. The first tier deals with matters appropriate for government action such as enforcement of basic law and order while the second tier deals with persuasion and voluntary actions that are intended to be in public eye. The moral principles of first tier are â€Å"no harm law† (that no one may harm another in his or her life, liberty or property) and â€Å"no hypocrisy law† (that do not do unto others what you would not want done unto you). The moral principles with respect to second tier are â€Å"duties† to raise conscience beyond an individual’s wants and to participate in the whole process. The Ground Zero Mosque Conundrum The problem began when in May 22nd 2010, a local community board in

Hebrews through Revelation Essay Example | Topics and Well Written Essays - 500 words

Hebrews through Revelation - Essay Example When the Kingdom of God is mentioned in the New Testament we at all times should take into account its context. The Jews entirely were very much anticipating the establishing of a concrete Kingly rule in which their King would govern and rule in Jerusalem and they would have an international status of authority. In Matthew 18.1, Luke 19.11, and Acts 1.6 are frequently the references to this particular Kingly rule of God in the New Testament. This was not the principle of Jesus. This alludes to the falsely held points of view of men of the Kingly Rule of God. However, Jesus explained very clearly that the Kingly Rule was not to be anticipated in this manner (Luke 17.21). His Kingly rule was never worldly or mortal (John 18.36) rather it was now existent in Him, and men should act in response to it from their hearts and offer themselves in deference and submission to God and to Jesus Christ. It led to the spreading of the word (Matthew 13). So as to experience and gain access into it m en should be conceived and given life from above (John 3.5-6). The final test was to identify whether their hearts were genuine and truly righteous (Matthew 13.1-8). There is hence a development of conception originally between the Kingly rule of God which was proclaimed the moment Jesus had been asserted by the Father as His Son (Mark 1.11) as well that which occurred when He was resurrected from the dead and received His rightful place in Heaven (Matthew

Doric,Ionic, Corinthian Essay Example for Free

Doric,Ionic, Corinthian Essay Essay Prompt:Define and describe the three architectural orders of ancient Greece noting when and where they were used and how they reflected the changes in Greece from the Archaic through the Hellenistic Period. Ancient Greece has brought about many methods of art that we see in our everyday lives. Many artists today even try to mimic artists in ancient Greece, but often fail to do so. One of the most important aspects to come out of Greek art is the architecture, most notable the three architectural orders of ancient Greece, Doric, Ionic and Corinthian. Each components of this order has a system of inter dependable parts whose proportions are based upon mathematical ratios. The basic components of all three orders are the column and entablature. Although most people do not know this order, they see it in their everyday lives. The history behind this order may take a lifetime to fully understand. The Doric order has shafts that composed of drums seated on top of a stylobate. The shafts do not have bases in the Doric order like they do in the others. At the top of the shaft lies an echinus and abacus respectively and the combination of shafts, echinus and abacus make up a column. At the top of each column lies an entablature and at the top of each entablature lies a pediment. The Doric order was mainly used in Greek and Rome and was the earliest of the three orders. The Doric order came about in a definite form in 7th century B.C, but it was not widely used until the 19th century during the Greek Revival which was an architectural movement that took place between the end of the 18th century and the beginning of the 19th century. There are many buildings that use the doric order, but the most famous example is the Parthenon. Overall the Doric order in ancient Greece has been used for many centuries now and it has led to the creation of buildings such as the Parthenon. The Ionic order has a shaft that lies on top of a base and unlike the Doric order its shafts are not composed of drums. At the top of the shaft lies a capital and the combination of a base, shaft and capital make up a column of the ionic order. The column of an ionic order is approximately nine times the diameter of its base. Above the column lies a architrave, frieze, cornice and pediment respectively. The Ionic order came about in 6th century B.C in Ionia. The use of the Ionic order was most prominent during the Archaic Period (750-480 BCE). Many ancient Greek buildings have used the Ionic order, but the most famous one is the Temple of Diana in Ephesus. The Parthenon has elements of the ionic order, but it conforms mainly to the Doric order. Ultimately, the Ionic order is a historic creation and its structure is still used in many buildings today. The Corinthian order is a variation of the ionic order and was originally created for interiors, bit it was eventually used in exteriors as well. The Corinthian order has all the basic components of the Ionic order, but it does not have a pediment. The pediment is removed completely while the capital is composed of an astragal, leaf, acanthus, rosette and volute. Arriving in full development at the middle of 4th century B.C, the Corinthian order was not used too often by the Greeks. The Greeks mainly just used the Corinthian order for the interior. The oldest known Corinthian temple is the Temple of Apollo Epicurius. Although the Corinthian order was not used as prominently as the Doric or Ionic it is still an important order and has helped create many ancient Greek buildings. The Doric, Ionic and Corinthian order were important features to come out of Greek architecture and many buildings today use these orders. The basic components of these orders were a column and entablature, but each of the three orders had specific characteristics that set them apart from the others. The creation of these orders has led to the many great Greek buildings such as the Parthenon. These orders were important elements to come out of Greek art and will probably be used for centuries to come.

Gender Differences in the Workforce

Gender Differences in the Workforce The contention that women’s roles in having a career results in the creation of a problem with regard to them achieving a balance between their work and lives finds its roots in the rights and equality issues women have faced throughout the ages. The subject is not a contemporary one, although this tends to be the common perception due to scant references to resources dating back centuries as a result of either suppression or the lack of relevant data in books. In fact, such information is available via research in many journals and letters. The sources of the conception that a woman’s career somehow takes second precedence to being a wife, mother or homemaker are founded in a number of myths, prejudicial thinking, misguided notions and historical contexts that have fostered them as second class citizens. A large percentage of feminists believe that the status of women being regarded as second-class citizens is a result of patriarchy being the foundation that modern society was built upon and that this fostered thinking, attitudes and conceptions that relegated them to secondary roles instead of being regarded as equals. The foregoing notion(s) shall be examined from a number of standpoints to clarify the unenlightened views held by some in this regard. The examination will not be conducted from a feminist point of view, nor shall it seek to explain prevailing views, it shall instead present the relevant facts which the conclusions shall be drawn from. The simple truth is that women have been balancing multiple roles through history and the insertion of the role of career can be equated to any number of functions that they have performed and accomplished. Chapter 1 – Introduction 1.1 Background In order to set the context for the discussion regarding the contention that women’s roles in having careers poses a problem in their achieving balance between work and life, the first salient fact that needs tube established is that women constitute 3,209,000,000 of the world’s total population estimate of 6,477,450,857 (Population Reference Bureau, 2006). This means that the under utilization of women represents a 50% reduction in the number of available individuals that can make a contribution in professional terms. Chart 1 – Education Variables – Women (Population Reference Bureau, 2006) Demographic Variable Country Data Women All Ages, 2005 World 3,209,000,000 All Educational Variables Literacy Women as % of Literate Men, Ages 15-24, 2000-04 World 92 Secondary School Enrolment, Female, 2000-03 (as % of school-age enrolment) World 93 As the preceding chart indicates, the slight difference in overall literacy rates does not put women at a disadvantage in terms of educational qualifications, yet their unemployment rate remains considerably higher proportionally. As shown from the following chart, women comprise approximately 40% of today’s work force yet their participation rates indicate bias (see Chart 3 – Male and Female Labour Force Participation Rates and the Gender Gap in Economically Active Females per 100 Males, 2003): Chart 2 – Global Labour Market Indicators / 1993 and 2003 (International Labour Organization, 2004) Female Male Total 1993 2003 1993 2003 1993 2003 Labour force (millions) 1,006 1,208 1,507 1,769 2,513 2,978 Employment (millions) 948 1,130 1,425 1,661 2,373 2,792 Unemployment (millions) 58.2 77.8 82.3 108.1 140.5 185.9 Labour force participation rate (%) 53.5 53.9 80.5 79.4 67.0 66.6 Employment-to-population ratio (%) 50.4 50.5 76.1 74.5 63.3 62.5 Unemployment rate (%) 5.8 6.4 5.5 6.1 5.6 6.2 Chart 3 – Male and Female Labour Force Participation Rates and the Gender Gap in Economically Active Females per 100 Males, 2003 (International Labour Organization, 2004) Male LFPR Female LFPR Gender Gap in Economically Active Females per 100 Males World 79.4 53.9 68 Middle East and North Africa 76.8 28.2 36 South Asia 81.1 37.4 44 Latin America and the Caribbean 80.5 49.2 64 Industrialized Economies 70.3 50.5 76 Transition Economies 65.7 53.1 91 South-East Asia 82.9 60.5 75 Sub-Saharan Africa 85.3 63.2 77 East Asia 85.1 73.1 83 When wages are factored into the preceding figures, the picture of bias with respect to employed women takes on additional meaning. Chart 4 – Percentage Change in Real Wages/Earnings, Men and Women for Selected Occupations. (International Labour Organization, 2004) Accountant Computer First- Labourer Professional Welder (in banking) programmer Level in nurse in metal in education construction Manu- insurance teacher factoring F M F M F M F M F M F M Bahrain (1993-98) 16 1161 near near -7 131 36 24 1n.a.1 1n.a1 1n.a.1 1n.a1 Belarus (1996-2000) near near near near 100 35 307 323 near near near near Cyprus (1990-2001) near near 44 60 23 12 49 37 26 9 near near Finland (1990-1999) 67 96 44 66 -7 -4 1 8 -7 -6 -10 -1 Jordan (1988-1997) 29 20 -63 -51 25 13 near near -21 -17 near near Korea, Republic of (1990-2001) 91 46 94 73 29 60 115 37 71 229 46 49 Kyrgyzstan (1998-2001) 4 -26 near near -14 -39 4 20 -19 -32 near near Latvia (1997-2001) 39 31 561 142 82 45 36 18 60 33 1 26 Peru (1997-2001) 15 35 -13 -20 34 37 near near near near near near Poland (1998-2001) 28 31 103 70 53 53 13 20 26 29 45 25 Romania (1995-2001) 126 73 1 38 -7 -6 -19 -24 27 17 -22 -20 Singapore (1995-2000) -3 -24 24 43 near near 26 16 9 24 24 19 United Kingdom (1996-2001) 16 1 9 near near near near near near 10 12 near near United States (1990-2000) 9 12 15 6 4 14 near near -2 10 near near From the foregoing it appears that the problem with women’s roles in having a career is the problem that is perceived by others rather than women themselves. The preceding statement is made as a result of the purely statistical information which clearly shows that women want to work and have the basic educational background(s), however wages are a reflection of a perceived difference even when gauged against the same profession. Therefore, there must be other forces, explanations, perceptions and aspects at work. In order to understand the environments outlined by the preceding, it will be necessary to delve into social, gender, historical, economic and other areas in order to develop an understanding of what is at work in even asking the question, as well as answering it. For if the preceding did not consist of underlying causes, then the need to examine the phenomenon would not exist. The foregoing brings us to areas of examination that at first glance might seem disconnected from the context, but in reality are revealing looks into legislative, sociological, cultural, historical and aspects that aid in providing not just facts, but insight as a result of reviewing them in combination as statistical data and appropriate legislation are a result of changing societal views. But legislation alone cannot cause individuals to evolve their views, and herein lies the problem as there are countless examples where the spirit of the law has been subjugated and artificial barriers created or utilized. The preceding are events, circumstances and outgrowths that are not the product of women’s careers being the problem, these are other forces at work making it a problem. 1.2 Historical Perspectives Historically women have managed, just as males have, to multi task. The example of the working male who engages in sports, hunting, boating, wood working, and running multiple businesses does not raise the question as to whether they are neglecting or failing to provide their families with enough fathering time. This is a result of patriarchy which means in literal terms that males make the decisions as a result of them being the dominant aspect in political as well asocial affairs. But, more importantly males own and run the corporations by and large, as well as are dominant in political, military and other manifestations of power. Therefore, whether one elects to think of society at large being patriarchal, it in fact is. Hence, the preceding fosters underlying, hidden and historical perceptions regarding the roles of men and women as established centuries ago. Support for the preceding view can be traced back to Roman law during the period defined as Augustus to Justinian, as represented by27 B.C. to 527 A.D. A Roman woman was regarded as legally capable at the age of thirteen whereby she was permitted to draw up a will(Hacker, 2004). The foregoing however was bound by the condition that she could do so under supervision. Supervision was deemed to either bathe female’s father, male guardian of husband and their consent was essential in order for the will to be executed. The preceding stipulation of male consent remained as a condition over a Roman woman’s life regardless of her age. This condition was explained as being a result of their â€Å"†¦ unsteadiness of character†, â€Å" â€Å"the weakness of the sex†, and â€Å"ignorance of legal matters† (Hacker, 2004, p-3). Evidence of subjugation can also be found in Church history. Canon law states that a wife must be submissive to her husband and that she could not cut off her hair under penalty of excommunication (Hecker,2004, p-9). And in the case of Joan of Arc, it was her breaking of the law stating that a woman who wore men’s garments was accursed, that was one of the charges that resulted in her being burned at the stake(Hacker, 2004, p-9). Similar examples can also be found in British law where under older common law a husband had the authority to â€Å"†¦ correct and chastise his wife† (Hacker, 2004, p-11). The preceding examples are a few of the historical foundations that patriarchy has been built upon and hence the underlying foundation from which the subject of woman’s career roles emanates. Chapter 2 –Segregation in the Workplace 2.1 Segregation Segregation in the workplace constitutes a phenomenon that is linked to sex discrimination, the glass ceiling, patriarchy and unequal wages in that it reinforces stereotyped views, attitudes and traditions. Resin (1984) states that work related sex segregation can be characterized in the following manner, the first is through norms that separate sexes into separate spheres, such as the predominance of females in domestic work and males in construction, and via functional separation whereby males and females do different work in the same work setting. Segregation in the workplace is a further subtle reinforcement of inequality that slowly permeates the conscientiousness of both males and females into accepting this abnormality as being normal. A review of segregation in the workplace in terms of its manifestations shall be examined from a neutral stance in order to gauge perspectives from both sides of the equation. Such will be done from a factual information based perspective. The subject of segregation in the workplace with regard to women is also termed as the ‘Glass Ceiling’. This phrase was developed in the United States during the 1970’s to describe artificial and invisible barriers that were and are created as a result of organizational and attitudinal prejudices that serve to prevent women from assuming top positions in the workplace (Wirth, 2001). As the most visible and publicized example of discrimination and the segregation of women in the work place, the exclusion of females from top positions within corporations is clearly evident by the fact that they hold just 2 to 3 percent of the top positions. Linda Wirth (2001) has stated that women have not reached top positions in major companies and that the foregoing has nothing to do with their lack of abilities. The International Labour Organization (Chart 5) indicates that around fifty percent (59%) of all women are positioned in occupations that cane be termed sex stereotyped. The preceding term is defined as meaning that approximately eighty present (89%) of the workers within these occupations are either males or females whereas management is primarily male dominated position. Chart 5 – Women’s Share of Administrative – Managerial Positions and Their Share of Total Employment, 1994-1995 (Wirth, 2001, p 193) Country Administrative and Managerial Jobs (%) Total Employment (%) Australia 43 42 Austria 22 43 Chile 20 32 Costa Rica 23 30 Ecuador 28 38 Egypt 12 20 Finland 25 47 Israel 19 42 Japan 9 41 Malaysia 19 34 Mexico 20 32 Norway 32 46 Paraguay 23 41 Philippines 33 37 Sri Lanka 17 48 Switzerland 28 40 Turkey 10 30 United Kingdom 33 45 United States 43 46 Uruguay 28 41 Venezuela 23 33 The preceding is an example of how segregation in the workplace extends into wage inequality as well as job satisfaction in that there is a cap on the level of advancement which women can generally aspire to thus slowly dampening their drive and determination in the face of subtle hurdles. Given the predominance of male positioned managers, executives and directors only the most dedicated and brightest of females manage to reach top positions where they still remain underpaid and suffer forms of discrimination in a male dominated environment. The definitive example of work segregation is found in the manner in which men and women are paid for the same work. Chart 4, Percentage Change in Real Wages/Earnings, Men and Women for Selected Occupations, revealed that the fact there has been and is a percentage change in real wage earnings for men and women in selected occupations, means that there was wage disparity in the first place (International Labour Organization, 2004). The idea of traditional occupations represents one of the most pervasive forms of segregation in work whereby males are thought to be either innately qualified or predisposed to work in certain industries. An example of the preceding is demonstrated by the findings of the Equal Opportunities Commission in Scotland based upon research conducted by Caledonian University in Glasgow. Said study found that there are barriers to younger adults pursuing certain career choices and that these include the negative feedback and or attitudes of family, friends and more particularly employers (BBC News, 2005). Said study pointed to the fact that there were just forty-one female apprentices in the entire country that were actively engaged in pursuing a construction career., and only fifty in engineering (BBCNews, 2005). On the opposite side of the coin the same study revealed that just 15 males were pursuing careers as apprentices in childcare. The report concluded that the barriers concerning the recruitment of males for that occupation were the low pay and attitudes of end users regarding the suitability of males in such roles (BBC News, 2005). 2.2 Gender Segregation Gender segregation represents a real issue that is neither subtle nor hidden, yet defies the concept of discrimination in that it prevents females from assuming careers that tend to fall outside of what is either considered feminine or represent male dominated areas whereby their attempt at entry will be greeted with barriers. The conception that there are traditional roles for men and women is countermanded byte fact that fully one-third of Finnish and American entrepreneurs are women, as just one singular example (International Labour Office,2004). The concept of segregation in the workplace has many differing forms and varieties, but it is what it is, segregation. And that fosters the climate that continues the attitudinal as well as prejudicial underpinnings that contribute to the view of woman’s careers as being predisposed to a certain limited sphere as well as inequality. Pascale differences, the conception that certain careers are better suited to women, the disproportionate skew of males in managerial positions as well as the predominate concentrations of females in certain professions and industries reinforce this environment to the detriment of all. Chapter 3 Attitudes Toward Women at Work As pointed out in Chapter 3 – Segregation in the Workplace, certain predefined ideas and conceptions provide the basis that fosters and continues the notion that varied occupations are better suited to women or men. This thinking helps to create an attitudinal atmosphere that reinforces itself in spite of there being proof to the contrary. Evening what we like to think of as our modern and progressive societies of the new millennium, much of the same limited and outdated thinking that existed prior to the 1940’s is still with us, and in spite of all of the legislation, feminist movements and understanding of equal rights, progress in terms of changing or evolving people’s minds has been slowing coming. The aforementioned ‘glass ceiling’ atmosphere is a pervasive climate that permeates throughout the work environment. Its visual manifestations in terms of the male dominated professions and management positions are consistent reminders of the way things are, as well as the way things were. Thus, an examination of attitudes concerning women at work is linked to segregation in the workplace as well as other concepts as they are inexorably tied to one another. The most disturbing examples of attitudes with regard to women at work arise discrimination and sexual harassment, both outgrowths of segregation in the workplace. 3.1 Looking Under the Surface Oddly, the Allies would most likely not have won World War I without women. Not because they were nurses, functioned as telephone operators or were basically secretaries to generals and prime ministers, but because they welded tanks, made munitions, drove tractor-trailers, operated heavy machinery and performed all manner of traditionally male jobs (Wikipedia, 2005). With such a breakthrough in thinking as well as demonstration of female aptitude one would wonders to why the questions of discrimination, work place segregation and unequal pay scales are still with us, yet they are. Once again, the roots of such odd thinking can be traced back to patriarchy, which comes from ancient Greece whereby patria Thus the ramifications of continued second class citizenship with regard to participation in the work force must be explained by ingrained societal foundations, and this is the rationale for the examination of the word patriarchy. Given its foundation of ruler, archer, the platform for at least a partial explanation of the struggle women still face in the workplace seems to have a basis. The foregoing when combined with the ‘glass ceiling’ effect and unequal wage scales brings forth the fact that there is de facto sex discrimination, and these practices create the view that sees women as secondary, or less important workers and individuals. Article 20 of the European Charter of Fundamental Rights, which was enacted in 2000, states that everyone is equal in terms of the law and Article 21 of that legislation states(Silver, 2003): â€Å"Any discrimination based on any ground such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation shall be prohibited† The European Charter of Fundamental Rights goes on to add in Article23 that it is understood that it recognizes equality between men and women as being (Silver, 2003): â€Å"†¦ in all areas, including employment, work and pay, without preventing measures providing for specific advantages in favour of thunder-represented sex† The language as well as intent leaves no room for misinterpretation with regard to the stance of the European Union and thus the obligations of all member nations. The problem with the foregoing is that it had to be legislated rather than being a part of the social fabric. And, as it is with all regulations, laws and legislation, penalties form the basis for compliance where common sense and morality do not prevail. Once again, the ingrained thinking of centuries of cultural and traditional foundations of patriarchal societies is at work slowing the process. And while there has been and is progress in terms of the opportunities open to women, these areas pale in comparison to the overall number taken as a whole. The International Labour Organization (2003) found that while women represent forty present (40%) of the labour force, their proportion of managerial positions is fewer than twenty present (20%). Its studies also uncovered that the higher the management position, the less women are represented. The latest figures on top corporate positions found that women constituted just a 2 to 3 present representation (International Labour Organization, 2003, p-5). The preceding, while limited to managerial considerations, is clear indication of the prevailing attitude in the workplace regarding careers involving women. It points to the ‘glass ceiling’ effect and the fact that within the structures as well as processes of society and organizations that there is inherent discrimination that transcends legislation through the application of slow and frustrating practices. The correlation of attitudes in the workplace is best exemplified through what is and has transpired as a result of historical employment patterns. Developed economies such as the United Kingdom and Switzerland report that slightly over ten present (10%) and twelve present (12%), respectively, of executives in these countries were women as of 1999 (International Labour Organization, 2003, p-6). And while there have been increases in the level of managerial positions held by women, the overall percentage increase has been in the range of1 through 3 present. 3.2 Statistical Evidence Statistical evidence has been utilized to illustrate that the workplace attitudes concerning women has been and is slow to change. In the United Kingdom a survey conducted by the Equal Opportunities Commission(2006) indicated that while females have been outperforming males in education and that they statistically outnumber males in institutions of higher learning, they represent just: nine present (9%) of the senior judiciary, ten present (10%) of senior police officers, and thirteen present (13%) of national newspaper editors The overall consensus reached by the survey is that there has been little progress or change since the Equal Opportunity Commission first published its findings in 2004. The lack of any meaningful progress in women achieving managerial positions has been utilized as a bell weather to gauge attitudes and indicates that social, cultural and economic variables, as well as wage scales, that are clear indicators with respect to the fact that the workplace attitudes concerning women still sees them in secondary rather than equal roles. Chapter 4 Legislation Concerning Gender and Employment The European Union passed the Equal Pay Act in 1970, which marked its first legislation on discrimination. Society was different in that period than it is now and in some ways it remains the same. The gender divide is still present and research has shown that there is little difference in a reduction of the wage gap. The fact that the European Union has been diligent in its understanding and approach to the facets of inequality, discrimination in all forms, equal pay, employment equality, sexual harassment, and sex discrimination means that there are other factors inhibiting the objective of attaining improvements in these areas. In order to understand what has transpired in terms of society and legislation, a comparative examination of the 30 year period that represents the enactment of the Equal Pay Act of 1970 and today shall attempt to identify the factors inhibiting progress in the achievement of the aims of legislation designed to eliminate the aforementioned inequities. 4.1 Equal Pay Act of 1970 (Equal Opportunity Commission, 2005) The Act makes it unlawful for employers to discriminate in the workplace between males and females with regard to their rate of payment when they are engaged in the same as well as similar work, work that is rated as being equivalent and or work that is of equal value. The key provision is that the Act refers to comparisons for the preceding between individuals of the opposite sex. When the Act was passed in 1970 the wage gap between males and females stood as thirty-seven present (37%) (Woman and Equality, 2006). By the time the Act became law in 1975 the wage gap had reduced to thirty present(30%), and presently it stands at seventeen present (17%) (Equal Opportunity Commission, 2005). The Act provides both men as well as women to equal payment in terms of the contract for employment and provides for coverage for piecework, quotas, bonuses, sick leave and holidays. Enhancements to the Act under European Law have extended the range of coverage to redundancy payments, concessions for travel, pensions handled by employers and to occupational benefits under pension plans administered by employers. The Equal Pay Act was the first as well as most important piece of legislation in that it immediately addressed the issue of compensation that covered every male and female within the jurisdiction of the European Union. And while being a landmark piece of legislation in terms of seeking to level the playing field for women, the Act also contains provisions that provide employers with a defence concerning pay differences. It states that employers do not have to pay the same wages as well as benefits for equal work if they can effectively prove that the difference on wages is a factor unrelated toe difference in sex. It also provides for the fact that differing geographic locations might serve as grounds, as well as specialized recruitment for particular positions and the requirement or need to retain workers that perform or occupy particular positions. 4.2 Equal Treatment in Employment and Occupation (International Labour Organization, 2006) As referred to as ‘gender equality’ Directive 76/207, which was amended by Directive 2000/78/EC of 27 November 2000 of the European Commission Treaty, it sets forth the foundations and regulations concerning equal treatment in terms of: 1. access to employment 2. self-employment and occupation, 3. working conditions, and 4. vocational training The framework that the Directive set down terms and conditions that identified discrimination on the basis of: religion or belief, and age or sexual orientation, with regard to employment as well as occupation, thus putting into effect in the European Union states principles of equal treatment as long as the preceding does is not as a result of discrimination based upon sex, which is legislated under the Sex Discrimination Act. And while this piece of legislation is not directly linked to considerations based upon sexual orientation, it does represent a broad context that broadens the scope of the European Union’s legislative powers in these areas and as such constitutes a supporting role in the specific mandates that affect women. As covered under Chapter 3 -Attitudes Toward Women at Work, societal, traditions and cultural foundations help to shape individual as well as corporate thinking. As such the attack on prejudice needs to take a direct frontal approach as well as from angles to centralize and focus in on the problem or unequal treatment as a concept, condition and principle. Sex Discrimination Act, as amended, of 1976 (Equal Opportunity Commission, 2002) The Act provides for the fact that individuals must have legal protection with regard to harassment and sexual harassment in employment as well as vocational training. The Act defines harassments: â€Å"†¦ where unwanted conduct related to the sex of a person occurs with the purpose of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment†. (Equal Opportunity Commission, 2002) And in terms of the Act, sexual harassment is defined as: â€Å"†¦ where any form of unwanted verbal, non-verbal or physical conduct of sexual nature occurs†¦Ã¢â‚¬  (Equal Opportunity Commission, 2002) The preceding refers to when the foregoing violates the dignity of an individual when in particular such creates a hostile, degrading, offensive and or humiliating environment. In the United Kingdom the Protection from Harassment Act 1997 is the singular statute dealing specifically with this subject. It makes it a criminal offence for someone to engage in or pursue a course of conduct, this includes speech, which amounts to the harassment of another individual. Under the UK Harassment Act, harassment is defined as: â€Å"†¦ a course of conduct which amounts to harassment of another, and which he knows or ought to have known amounts to the harassment of another† (Equal Opportunity Commission, 2002) The laws of the European Union clearly set forth the conditions, circumstances and legal ramifications of equal pay, sex discrimination, harassment and gender equality in its position to create compliance with modern societal thinking and correctness. The heart of the principle is that a law is: 1. A rule of conduct or procedure established by custom, agreement or authority. 2. a. The body of rules and principles governing affairs†¦ b. The condition of social order and justice created by adherence to such a system †¦ 4. A piece of enacted legislation † (Houghton Mifflin, 2006) The preceding provides the explanation as to why such legislation is needed. And while there is great debate on the subject, the purpose of government is to protect individual rights and to preserve justice(Wikipedia, 2006). And as it is with any societal system, the prevailing view as well as wisdom changes as thinking evolves. The underlying foundations upon which western societies are primarily built upon are patriarchal and religious precepts. As discussed in Chapter 1– Introduction, the rights of women were scant and subject to the subjugation of males under Roman law, the church and ancient as well as medieval laws. Since legislation for Equal Pay was only enacted in 1970in the European Union it seems to indicate that medieval principles were still at work in our modern age and apparently still at work in that equal pay, attitudes toward women at work and enacted legislation has made progress, but still represents a prime topic of discussion thirty years later. Chapter 5 The Differences Between Men and Women The biological and social constructions of men and women are known to have scientific basis with respect to differences. The notion that we are all created equal is a truth of the human experience, but within that equality, men and women differ in many aspects. The question in the context of women and their career roles with respect to a work and life balance is, does that difference equate some type of advantage, disadvantage or no applicable correlation with regard to that context? 5.1 The Perception of Differences A recent scientific discovery indicated that there are 789 different genes that separate men from women (BBC News, 2003), but the study could not detail what they do or the reasons as to what the differences that these genes might hold. And the foregoing represents the point. There are both differences as well as similarities between the sexes that are identified as a result of psychological differen Gender Differences in the Workforce Gender Differences in the Workforce The contention that women’s roles in having a career results in the creation of a problem with regard to them achieving a balance between their work and lives finds its roots in the rights and equality issues women have faced throughout the ages. The subject is not a contemporary one, although this tends to be the common perception due to scant references to resources dating back centuries as a result of either suppression or the lack of relevant data in books. In fact, such information is available via research in many journals and letters. The sources of the conception that a woman’s career somehow takes second precedence to being a wife, mother or homemaker are founded in a number of myths, prejudicial thinking, misguided notions and historical contexts that have fostered them as second class citizens. A large percentage of feminists believe that the status of women being regarded as second-class citizens is a result of patriarchy being the foundation that modern society was built upon and that this fostered thinking, attitudes and conceptions that relegated them to secondary roles instead of being regarded as equals. The foregoing notion(s) shall be examined from a number of standpoints to clarify the unenlightened views held by some in this regard. The examination will not be conducted from a feminist point of view, nor shall it seek to explain prevailing views, it shall instead present the relevant facts which the conclusions shall be drawn from. The simple truth is that women have been balancing multiple roles through history and the insertion of the role of career can be equated to any number of functions that they have performed and accomplished. Chapter 1 – Introduction 1.1 Background In order to set the context for the discussion regarding the contention that women’s roles in having careers poses a problem in their achieving balance between work and life, the first salient fact that needs tube established is that women constitute 3,209,000,000 of the world’s total population estimate of 6,477,450,857 (Population Reference Bureau, 2006). This means that the under utilization of women represents a 50% reduction in the number of available individuals that can make a contribution in professional terms. Chart 1 – Education Variables – Women (Population Reference Bureau, 2006) Demographic Variable Country Data Women All Ages, 2005 World 3,209,000,000 All Educational Variables Literacy Women as % of Literate Men, Ages 15-24, 2000-04 World 92 Secondary School Enrolment, Female, 2000-03 (as % of school-age enrolment) World 93 As the preceding chart indicates, the slight difference in overall literacy rates does not put women at a disadvantage in terms of educational qualifications, yet their unemployment rate remains considerably higher proportionally. As shown from the following chart, women comprise approximately 40% of today’s work force yet their participation rates indicate bias (see Chart 3 – Male and Female Labour Force Participation Rates and the Gender Gap in Economically Active Females per 100 Males, 2003): Chart 2 – Global Labour Market Indicators / 1993 and 2003 (International Labour Organization, 2004) Female Male Total 1993 2003 1993 2003 1993 2003 Labour force (millions) 1,006 1,208 1,507 1,769 2,513 2,978 Employment (millions) 948 1,130 1,425 1,661 2,373 2,792 Unemployment (millions) 58.2 77.8 82.3 108.1 140.5 185.9 Labour force participation rate (%) 53.5 53.9 80.5 79.4 67.0 66.6 Employment-to-population ratio (%) 50.4 50.5 76.1 74.5 63.3 62.5 Unemployment rate (%) 5.8 6.4 5.5 6.1 5.6 6.2 Chart 3 – Male and Female Labour Force Participation Rates and the Gender Gap in Economically Active Females per 100 Males, 2003 (International Labour Organization, 2004) Male LFPR Female LFPR Gender Gap in Economically Active Females per 100 Males World 79.4 53.9 68 Middle East and North Africa 76.8 28.2 36 South Asia 81.1 37.4 44 Latin America and the Caribbean 80.5 49.2 64 Industrialized Economies 70.3 50.5 76 Transition Economies 65.7 53.1 91 South-East Asia 82.9 60.5 75 Sub-Saharan Africa 85.3 63.2 77 East Asia 85.1 73.1 83 When wages are factored into the preceding figures, the picture of bias with respect to employed women takes on additional meaning. Chart 4 – Percentage Change in Real Wages/Earnings, Men and Women for Selected Occupations. (International Labour Organization, 2004) Accountant Computer First- Labourer Professional Welder (in banking) programmer Level in nurse in metal in education construction Manu- insurance teacher factoring F M F M F M F M F M F M Bahrain (1993-98) 16 1161 near near -7 131 36 24 1n.a.1 1n.a1 1n.a.1 1n.a1 Belarus (1996-2000) near near near near 100 35 307 323 near near near near Cyprus (1990-2001) near near 44 60 23 12 49 37 26 9 near near Finland (1990-1999) 67 96 44 66 -7 -4 1 8 -7 -6 -10 -1 Jordan (1988-1997) 29 20 -63 -51 25 13 near near -21 -17 near near Korea, Republic of (1990-2001) 91 46 94 73 29 60 115 37 71 229 46 49 Kyrgyzstan (1998-2001) 4 -26 near near -14 -39 4 20 -19 -32 near near Latvia (1997-2001) 39 31 561 142 82 45 36 18 60 33 1 26 Peru (1997-2001) 15 35 -13 -20 34 37 near near near near near near Poland (1998-2001) 28 31 103 70 53 53 13 20 26 29 45 25 Romania (1995-2001) 126 73 1 38 -7 -6 -19 -24 27 17 -22 -20 Singapore (1995-2000) -3 -24 24 43 near near 26 16 9 24 24 19 United Kingdom (1996-2001) 16 1 9 near near near near near near 10 12 near near United States (1990-2000) 9 12 15 6 4 14 near near -2 10 near near From the foregoing it appears that the problem with women’s roles in having a career is the problem that is perceived by others rather than women themselves. The preceding statement is made as a result of the purely statistical information which clearly shows that women want to work and have the basic educational background(s), however wages are a reflection of a perceived difference even when gauged against the same profession. Therefore, there must be other forces, explanations, perceptions and aspects at work. In order to understand the environments outlined by the preceding, it will be necessary to delve into social, gender, historical, economic and other areas in order to develop an understanding of what is at work in even asking the question, as well as answering it. For if the preceding did not consist of underlying causes, then the need to examine the phenomenon would not exist. The foregoing brings us to areas of examination that at first glance might seem disconnected from the context, but in reality are revealing looks into legislative, sociological, cultural, historical and aspects that aid in providing not just facts, but insight as a result of reviewing them in combination as statistical data and appropriate legislation are a result of changing societal views. But legislation alone cannot cause individuals to evolve their views, and herein lies the problem as there are countless examples where the spirit of the law has been subjugated and artificial barriers created or utilized. The preceding are events, circumstances and outgrowths that are not the product of women’s careers being the problem, these are other forces at work making it a problem. 1.2 Historical Perspectives Historically women have managed, just as males have, to multi task. The example of the working male who engages in sports, hunting, boating, wood working, and running multiple businesses does not raise the question as to whether they are neglecting or failing to provide their families with enough fathering time. This is a result of patriarchy which means in literal terms that males make the decisions as a result of them being the dominant aspect in political as well asocial affairs. But, more importantly males own and run the corporations by and large, as well as are dominant in political, military and other manifestations of power. Therefore, whether one elects to think of society at large being patriarchal, it in fact is. Hence, the preceding fosters underlying, hidden and historical perceptions regarding the roles of men and women as established centuries ago. Support for the preceding view can be traced back to Roman law during the period defined as Augustus to Justinian, as represented by27 B.C. to 527 A.D. A Roman woman was regarded as legally capable at the age of thirteen whereby she was permitted to draw up a will(Hacker, 2004). The foregoing however was bound by the condition that she could do so under supervision. Supervision was deemed to either bathe female’s father, male guardian of husband and their consent was essential in order for the will to be executed. The preceding stipulation of male consent remained as a condition over a Roman woman’s life regardless of her age. This condition was explained as being a result of their â€Å"†¦ unsteadiness of character†, â€Å" â€Å"the weakness of the sex†, and â€Å"ignorance of legal matters† (Hacker, 2004, p-3). Evidence of subjugation can also be found in Church history. Canon law states that a wife must be submissive to her husband and that she could not cut off her hair under penalty of excommunication (Hecker,2004, p-9). And in the case of Joan of Arc, it was her breaking of the law stating that a woman who wore men’s garments was accursed, that was one of the charges that resulted in her being burned at the stake(Hacker, 2004, p-9). Similar examples can also be found in British law where under older common law a husband had the authority to â€Å"†¦ correct and chastise his wife† (Hacker, 2004, p-11). The preceding examples are a few of the historical foundations that patriarchy has been built upon and hence the underlying foundation from which the subject of woman’s career roles emanates. Chapter 2 –Segregation in the Workplace 2.1 Segregation Segregation in the workplace constitutes a phenomenon that is linked to sex discrimination, the glass ceiling, patriarchy and unequal wages in that it reinforces stereotyped views, attitudes and traditions. Resin (1984) states that work related sex segregation can be characterized in the following manner, the first is through norms that separate sexes into separate spheres, such as the predominance of females in domestic work and males in construction, and via functional separation whereby males and females do different work in the same work setting. Segregation in the workplace is a further subtle reinforcement of inequality that slowly permeates the conscientiousness of both males and females into accepting this abnormality as being normal. A review of segregation in the workplace in terms of its manifestations shall be examined from a neutral stance in order to gauge perspectives from both sides of the equation. Such will be done from a factual information based perspective. The subject of segregation in the workplace with regard to women is also termed as the ‘Glass Ceiling’. This phrase was developed in the United States during the 1970’s to describe artificial and invisible barriers that were and are created as a result of organizational and attitudinal prejudices that serve to prevent women from assuming top positions in the workplace (Wirth, 2001). As the most visible and publicized example of discrimination and the segregation of women in the work place, the exclusion of females from top positions within corporations is clearly evident by the fact that they hold just 2 to 3 percent of the top positions. Linda Wirth (2001) has stated that women have not reached top positions in major companies and that the foregoing has nothing to do with their lack of abilities. The International Labour Organization (Chart 5) indicates that around fifty percent (59%) of all women are positioned in occupations that cane be termed sex stereotyped. The preceding term is defined as meaning that approximately eighty present (89%) of the workers within these occupations are either males or females whereas management is primarily male dominated position. Chart 5 – Women’s Share of Administrative – Managerial Positions and Their Share of Total Employment, 1994-1995 (Wirth, 2001, p 193) Country Administrative and Managerial Jobs (%) Total Employment (%) Australia 43 42 Austria 22 43 Chile 20 32 Costa Rica 23 30 Ecuador 28 38 Egypt 12 20 Finland 25 47 Israel 19 42 Japan 9 41 Malaysia 19 34 Mexico 20 32 Norway 32 46 Paraguay 23 41 Philippines 33 37 Sri Lanka 17 48 Switzerland 28 40 Turkey 10 30 United Kingdom 33 45 United States 43 46 Uruguay 28 41 Venezuela 23 33 The preceding is an example of how segregation in the workplace extends into wage inequality as well as job satisfaction in that there is a cap on the level of advancement which women can generally aspire to thus slowly dampening their drive and determination in the face of subtle hurdles. Given the predominance of male positioned managers, executives and directors only the most dedicated and brightest of females manage to reach top positions where they still remain underpaid and suffer forms of discrimination in a male dominated environment. The definitive example of work segregation is found in the manner in which men and women are paid for the same work. Chart 4, Percentage Change in Real Wages/Earnings, Men and Women for Selected Occupations, revealed that the fact there has been and is a percentage change in real wage earnings for men and women in selected occupations, means that there was wage disparity in the first place (International Labour Organization, 2004). The idea of traditional occupations represents one of the most pervasive forms of segregation in work whereby males are thought to be either innately qualified or predisposed to work in certain industries. An example of the preceding is demonstrated by the findings of the Equal Opportunities Commission in Scotland based upon research conducted by Caledonian University in Glasgow. Said study found that there are barriers to younger adults pursuing certain career choices and that these include the negative feedback and or attitudes of family, friends and more particularly employers (BBC News, 2005). Said study pointed to the fact that there were just forty-one female apprentices in the entire country that were actively engaged in pursuing a construction career., and only fifty in engineering (BBCNews, 2005). On the opposite side of the coin the same study revealed that just 15 males were pursuing careers as apprentices in childcare. The report concluded that the barriers concerning the recruitment of males for that occupation were the low pay and attitudes of end users regarding the suitability of males in such roles (BBC News, 2005). 2.2 Gender Segregation Gender segregation represents a real issue that is neither subtle nor hidden, yet defies the concept of discrimination in that it prevents females from assuming careers that tend to fall outside of what is either considered feminine or represent male dominated areas whereby their attempt at entry will be greeted with barriers. The conception that there are traditional roles for men and women is countermanded byte fact that fully one-third of Finnish and American entrepreneurs are women, as just one singular example (International Labour Office,2004). The concept of segregation in the workplace has many differing forms and varieties, but it is what it is, segregation. And that fosters the climate that continues the attitudinal as well as prejudicial underpinnings that contribute to the view of woman’s careers as being predisposed to a certain limited sphere as well as inequality. Pascale differences, the conception that certain careers are better suited to women, the disproportionate skew of males in managerial positions as well as the predominate concentrations of females in certain professions and industries reinforce this environment to the detriment of all. Chapter 3 Attitudes Toward Women at Work As pointed out in Chapter 3 – Segregation in the Workplace, certain predefined ideas and conceptions provide the basis that fosters and continues the notion that varied occupations are better suited to women or men. This thinking helps to create an attitudinal atmosphere that reinforces itself in spite of there being proof to the contrary. Evening what we like to think of as our modern and progressive societies of the new millennium, much of the same limited and outdated thinking that existed prior to the 1940’s is still with us, and in spite of all of the legislation, feminist movements and understanding of equal rights, progress in terms of changing or evolving people’s minds has been slowing coming. The aforementioned ‘glass ceiling’ atmosphere is a pervasive climate that permeates throughout the work environment. Its visual manifestations in terms of the male dominated professions and management positions are consistent reminders of the way things are, as well as the way things were. Thus, an examination of attitudes concerning women at work is linked to segregation in the workplace as well as other concepts as they are inexorably tied to one another. The most disturbing examples of attitudes with regard to women at work arise discrimination and sexual harassment, both outgrowths of segregation in the workplace. 3.1 Looking Under the Surface Oddly, the Allies would most likely not have won World War I without women. Not because they were nurses, functioned as telephone operators or were basically secretaries to generals and prime ministers, but because they welded tanks, made munitions, drove tractor-trailers, operated heavy machinery and performed all manner of traditionally male jobs (Wikipedia, 2005). With such a breakthrough in thinking as well as demonstration of female aptitude one would wonders to why the questions of discrimination, work place segregation and unequal pay scales are still with us, yet they are. Once again, the roots of such odd thinking can be traced back to patriarchy, which comes from ancient Greece whereby patria Thus the ramifications of continued second class citizenship with regard to participation in the work force must be explained by ingrained societal foundations, and this is the rationale for the examination of the word patriarchy. Given its foundation of ruler, archer, the platform for at least a partial explanation of the struggle women still face in the workplace seems to have a basis. The foregoing when combined with the ‘glass ceiling’ effect and unequal wage scales brings forth the fact that there is de facto sex discrimination, and these practices create the view that sees women as secondary, or less important workers and individuals. Article 20 of the European Charter of Fundamental Rights, which was enacted in 2000, states that everyone is equal in terms of the law and Article 21 of that legislation states(Silver, 2003): â€Å"Any discrimination based on any ground such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation shall be prohibited† The European Charter of Fundamental Rights goes on to add in Article23 that it is understood that it recognizes equality between men and women as being (Silver, 2003): â€Å"†¦ in all areas, including employment, work and pay, without preventing measures providing for specific advantages in favour of thunder-represented sex† The language as well as intent leaves no room for misinterpretation with regard to the stance of the European Union and thus the obligations of all member nations. The problem with the foregoing is that it had to be legislated rather than being a part of the social fabric. And, as it is with all regulations, laws and legislation, penalties form the basis for compliance where common sense and morality do not prevail. Once again, the ingrained thinking of centuries of cultural and traditional foundations of patriarchal societies is at work slowing the process. And while there has been and is progress in terms of the opportunities open to women, these areas pale in comparison to the overall number taken as a whole. The International Labour Organization (2003) found that while women represent forty present (40%) of the labour force, their proportion of managerial positions is fewer than twenty present (20%). Its studies also uncovered that the higher the management position, the less women are represented. The latest figures on top corporate positions found that women constituted just a 2 to 3 present representation (International Labour Organization, 2003, p-5). The preceding, while limited to managerial considerations, is clear indication of the prevailing attitude in the workplace regarding careers involving women. It points to the ‘glass ceiling’ effect and the fact that within the structures as well as processes of society and organizations that there is inherent discrimination that transcends legislation through the application of slow and frustrating practices. The correlation of attitudes in the workplace is best exemplified through what is and has transpired as a result of historical employment patterns. Developed economies such as the United Kingdom and Switzerland report that slightly over ten present (10%) and twelve present (12%), respectively, of executives in these countries were women as of 1999 (International Labour Organization, 2003, p-6). And while there have been increases in the level of managerial positions held by women, the overall percentage increase has been in the range of1 through 3 present. 3.2 Statistical Evidence Statistical evidence has been utilized to illustrate that the workplace attitudes concerning women has been and is slow to change. In the United Kingdom a survey conducted by the Equal Opportunities Commission(2006) indicated that while females have been outperforming males in education and that they statistically outnumber males in institutions of higher learning, they represent just: nine present (9%) of the senior judiciary, ten present (10%) of senior police officers, and thirteen present (13%) of national newspaper editors The overall consensus reached by the survey is that there has been little progress or change since the Equal Opportunity Commission first published its findings in 2004. The lack of any meaningful progress in women achieving managerial positions has been utilized as a bell weather to gauge attitudes and indicates that social, cultural and economic variables, as well as wage scales, that are clear indicators with respect to the fact that the workplace attitudes concerning women still sees them in secondary rather than equal roles. Chapter 4 Legislation Concerning Gender and Employment The European Union passed the Equal Pay Act in 1970, which marked its first legislation on discrimination. Society was different in that period than it is now and in some ways it remains the same. The gender divide is still present and research has shown that there is little difference in a reduction of the wage gap. The fact that the European Union has been diligent in its understanding and approach to the facets of inequality, discrimination in all forms, equal pay, employment equality, sexual harassment, and sex discrimination means that there are other factors inhibiting the objective of attaining improvements in these areas. In order to understand what has transpired in terms of society and legislation, a comparative examination of the 30 year period that represents the enactment of the Equal Pay Act of 1970 and today shall attempt to identify the factors inhibiting progress in the achievement of the aims of legislation designed to eliminate the aforementioned inequities. 4.1 Equal Pay Act of 1970 (Equal Opportunity Commission, 2005) The Act makes it unlawful for employers to discriminate in the workplace between males and females with regard to their rate of payment when they are engaged in the same as well as similar work, work that is rated as being equivalent and or work that is of equal value. The key provision is that the Act refers to comparisons for the preceding between individuals of the opposite sex. When the Act was passed in 1970 the wage gap between males and females stood as thirty-seven present (37%) (Woman and Equality, 2006). By the time the Act became law in 1975 the wage gap had reduced to thirty present(30%), and presently it stands at seventeen present (17%) (Equal Opportunity Commission, 2005). The Act provides both men as well as women to equal payment in terms of the contract for employment and provides for coverage for piecework, quotas, bonuses, sick leave and holidays. Enhancements to the Act under European Law have extended the range of coverage to redundancy payments, concessions for travel, pensions handled by employers and to occupational benefits under pension plans administered by employers. The Equal Pay Act was the first as well as most important piece of legislation in that it immediately addressed the issue of compensation that covered every male and female within the jurisdiction of the European Union. And while being a landmark piece of legislation in terms of seeking to level the playing field for women, the Act also contains provisions that provide employers with a defence concerning pay differences. It states that employers do not have to pay the same wages as well as benefits for equal work if they can effectively prove that the difference on wages is a factor unrelated toe difference in sex. It also provides for the fact that differing geographic locations might serve as grounds, as well as specialized recruitment for particular positions and the requirement or need to retain workers that perform or occupy particular positions. 4.2 Equal Treatment in Employment and Occupation (International Labour Organization, 2006) As referred to as ‘gender equality’ Directive 76/207, which was amended by Directive 2000/78/EC of 27 November 2000 of the European Commission Treaty, it sets forth the foundations and regulations concerning equal treatment in terms of: 1. access to employment 2. self-employment and occupation, 3. working conditions, and 4. vocational training The framework that the Directive set down terms and conditions that identified discrimination on the basis of: religion or belief, and age or sexual orientation, with regard to employment as well as occupation, thus putting into effect in the European Union states principles of equal treatment as long as the preceding does is not as a result of discrimination based upon sex, which is legislated under the Sex Discrimination Act. And while this piece of legislation is not directly linked to considerations based upon sexual orientation, it does represent a broad context that broadens the scope of the European Union’s legislative powers in these areas and as such constitutes a supporting role in the specific mandates that affect women. As covered under Chapter 3 -Attitudes Toward Women at Work, societal, traditions and cultural foundations help to shape individual as well as corporate thinking. As such the attack on prejudice needs to take a direct frontal approach as well as from angles to centralize and focus in on the problem or unequal treatment as a concept, condition and principle. Sex Discrimination Act, as amended, of 1976 (Equal Opportunity Commission, 2002) The Act provides for the fact that individuals must have legal protection with regard to harassment and sexual harassment in employment as well as vocational training. The Act defines harassments: â€Å"†¦ where unwanted conduct related to the sex of a person occurs with the purpose of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment†. (Equal Opportunity Commission, 2002) And in terms of the Act, sexual harassment is defined as: â€Å"†¦ where any form of unwanted verbal, non-verbal or physical conduct of sexual nature occurs†¦Ã¢â‚¬  (Equal Opportunity Commission, 2002) The preceding refers to when the foregoing violates the dignity of an individual when in particular such creates a hostile, degrading, offensive and or humiliating environment. In the United Kingdom the Protection from Harassment Act 1997 is the singular statute dealing specifically with this subject. It makes it a criminal offence for someone to engage in or pursue a course of conduct, this includes speech, which amounts to the harassment of another individual. Under the UK Harassment Act, harassment is defined as: â€Å"†¦ a course of conduct which amounts to harassment of another, and which he knows or ought to have known amounts to the harassment of another† (Equal Opportunity Commission, 2002) The laws of the European Union clearly set forth the conditions, circumstances and legal ramifications of equal pay, sex discrimination, harassment and gender equality in its position to create compliance with modern societal thinking and correctness. The heart of the principle is that a law is: 1. A rule of conduct or procedure established by custom, agreement or authority. 2. a. The body of rules and principles governing affairs†¦ b. The condition of social order and justice created by adherence to such a system †¦ 4. A piece of enacted legislation † (Houghton Mifflin, 2006) The preceding provides the explanation as to why such legislation is needed. And while there is great debate on the subject, the purpose of government is to protect individual rights and to preserve justice(Wikipedia, 2006). And as it is with any societal system, the prevailing view as well as wisdom changes as thinking evolves. The underlying foundations upon which western societies are primarily built upon are patriarchal and religious precepts. As discussed in Chapter 1– Introduction, the rights of women were scant and subject to the subjugation of males under Roman law, the church and ancient as well as medieval laws. Since legislation for Equal Pay was only enacted in 1970in the European Union it seems to indicate that medieval principles were still at work in our modern age and apparently still at work in that equal pay, attitudes toward women at work and enacted legislation has made progress, but still represents a prime topic of discussion thirty years later. Chapter 5 The Differences Between Men and Women The biological and social constructions of men and women are known to have scientific basis with respect to differences. The notion that we are all created equal is a truth of the human experience, but within that equality, men and women differ in many aspects. The question in the context of women and their career roles with respect to a work and life balance is, does that difference equate some type of advantage, disadvantage or no applicable correlation with regard to that context? 5.1 The Perception of Differences A recent scientific discovery indicated that there are 789 different genes that separate men from women (BBC News, 2003), but the study could not detail what they do or the reasons as to what the differences that these genes might hold. And the foregoing represents the point. There are both differences as well as similarities between the sexes that are identified as a result of psychological differen