Current Perspectives on Dual-Career Families :: essays research papers

â€Å"Current Perspectives on Dual-Career Families†   Ã‚  Ã‚  Ã‚  Ã‚  In the essay entitled â€Å"Current Perspectives on Dual-Career Families† written by Lucia Albino Gilbert. It talks about how the children of dual-career families are effect and the gender roles are change in a dual-career family. In a dual-career family, both the mother and the father work full time jobs.   Ã‚  Ã‚  Ã‚  Ã‚  In this case study it showed the children of dual-career families are the same in other school aged children that come from a â€Å"traditional† family setting. A traditional family is when the mother stays home and watches the children, as the father goes to work and supports the whole family. Families of dual-career often enlisted the use of other care providers like day cares while they worked. These families also planned more time on the nights and weekends to spend with their children then the â€Å"traditional† family.   Ã‚  Ã‚  Ã‚  Ã‚  This study showed how the gender roles become more alike but also how the stay different in some way. At first the women’s roles were changing and the men’s roles were staying the same. Women in dual-career families, who worked full time also kept up with the traditional responsibilities. The women deal with the stress very well. Women benefited from having all this responsibilities like having increased self-esteem and better mental and physical health. After time, the wife and husband starting to both take on different roles. Men and women were having multiple roles. Eventually, the males started looking for jobs that held benefits of child care providers, and family absence days. They man starting taking more sick days in order to help sick children. Even though men still hold more power in the work force, the gender roles are started to fade.

Motivation Techniques Essay

This essay will explain how groups are formed and will discuss how motivation techniques promote effective group work and a well motivated workforce. A group can be defined as â€Å"two or more freely interacting people with shared norms and goals and a common identity† (Kreitner, Kinicki and Buelens 1999). However there is no specific definition to the term ‘group’. Cartwright and Zander (1968) identified eight different definitions of the word all which represent a particular perspective on the most important characteristics of a group. Mullins (2005) states that â€Å"groups are deliberately planned and created by the management as part of the formal organisation structure.† Managers create formal groups to accomplish goals and serve the needs of the organisation. The main purpose of formal groups is to perform specific tasks and achieve specific objectives defined by the organisation. However informal groups are not formed or planned by the management. These develop naturally among employees through communication and interaction within the workplace. Informal groups tends to satisfy employees social needs, for example developing meaningful relationships with other people and obtaining and sharing important information. Tuckman’s (1965) suggests that a group normally has to pass through a five stages before it functions in an effective way. His theory focuses on the way which a team tackles a task from initial formation if the team through to the completion of the task. The five stages of Tuckman’s theory are forming, storming, and norming, performing and adjourning. At first stage the group get together and initially gets to know each other. Next stage the members become more aware of each other, they become more willing to bring their views into the open. There will be disagreements within the group about the task and the arrangements, which may lead to conflict. Norming is a stage where employees cooperate with each other and they tend to get their work done. In the next stage the group works well and gets on with their job to the required standard and achieves its objectives. The last stage of the Tuckman’s theory is adjouring, groups members usually disperse at this stage and they tend to reflect on the task that has been carried out. According to Cole (2004) â€Å"motivation is the term used to describe those processes, both instinctive and rational, by which people seek to satisfy the basic drivers, perceived needs and personal goals, which trigger human behaviour†. However Cook et al. (1997) stated another interpretation of motivation whereby it is â€Å"A conscious decision to perform one or more activities with greater effort then other competing activities.† Nowadays managers use motivation techniques in a number of ways, one that every manager commits themselves and set company goals for their employees to aim for. By doing this it identifies the purpose of their job. Motivation techniques that are likely to be used in the industries are, employee of the month schemes, where workers are recognised for their hard work. To increase motivation and group work within the childcare industry one should consider Herzberg’s Two Factor, which is hygiene and motivating factors. His theory hinges on the idea that people are motivated by the things that make them feel good about work. In childcare it is important to ensure hygiene factors such as the conditions the employees work in are satisfactory and comfortable along with security of having an acceptable amount of wage and benefits such as pension. Another way to motivate employees is by reinforcing them. Skinner’s theory simply states that the employee’s behaviour that leads to positive outcomes will be repeated (skinner 1953). Managers should positively reinforce employee behaviour that will lead them to positive outcomes. For example if the teacher has a plan for an activity, the manager should encourage the teacher to the activity or the play. By this he/she will feel valued and would like to make further contribution in other tasks. Some employees are quiet and some are loud. Despite people’s personality, everyone should have a say in discussion or at least be given the chance. Managers should be able to build up self esteem in their employees and for their employees to build up to their work colleagues. This effectively motivates the whole workforce. If there are new employees in the nursery and one is quicker in adapting things whereas the other one might take time to get used t new things and the environment. Managers should recognise this as not everyone is same in any workplace. It is important for a manager to recognise this and treat them same. Abraham Maslow is an early theorist who realised that people have more than just social and physical needs. He studied human motivation from which he then invented a theory of needs of hierarchy, with basic needs at the bottom and higher needs at the top. Maslow’s theory relates to the motivation techniques of today’s industry as it displays how managers to this day follow the same method of systematic movement up the hierarchy. Schools and community or day nurseries needs a stable environment in order to maintain a suitable place for employees to work in. To motivate staff into working, the surroundings are needs to have adequate lighting, warmth and shelter and free from threats as much as possible. For example people do not want to enter a working zone and feel threatened each day that they are going to be physically got hurt or even catch a cold when there is no heating in the workplace. This is manager’s job to ensure that every angle is covered so that their employees enjoy coming to work. Schools should have right teaching resources to motivate their staff. For example in the classroom a teacher should have a computer and all the equipments that he/she need for their lesson. These are the basic needs of any employee working in the early years that need to be met so they can work to their fullest potential. Another motivational technique to promote effective group work and a well-motivated workforce is communicating with employees. As suggested by the expectancy theory, workers expect some sort of reward as an outcome of the effort that they put in. It is vital that communication is a two-way action as not all people have the same incentives as mentioned before, one working in the childcare vocation may get to an advance whereas another may prefer the option to work in another group, such as a different year group or subject. So it is essential that one projects their desired needs in order for them to be met. However, a lack of communication can de-motivate employees and one should be careful to not send out misleading information. Managers who do not meet their demands as promised, causes a break-down in communication and trust, which will therefore lead on to cause motivational problems, but if managed to maintain this trust then they will be more valued, as will their decisions, upholding the employees will to co-operate. In conclusion this essay shows different ways how groups are formed and different types of groups such as formal and informal groups. There are many ways of motivating employees but employers should know that there are different ways of rewarding. Different theorists have different ways of explaining their techniques on motivating workforces.   

School Does Not Prepare You for Life

It is argued that school is designed to teach individuals how to teach themselves, but many scholars who study the state of academia would argue this is not the case. It is a common belief that the western private schools and universities are industrialized markets more focused on their profit margins, and pleasing parents, than preparing their students for the real world. The public school system is even worse off in that their infrastructure and supplies are largely dependent on the average income tax of their local communities, which in most urban areas barely makes the grade. Not often considered to be a home for organizations, the schooling industry in the United Kingdom has become a major source of profitable income. A national curriculum is mandatory in all state schools in England, Wales and Northern Ireland and for virtually every student up to the age of 16. It is organized by the Qualifications and Curriculum Authority (QCA) and its partner authorities, the Qualifications, Curriculum and Assessment Authority for Wales and the Northern Ireland Council for Curriculum, Examinations and Assessment (CCEA) (HayGroup, 2006). The main aim of the national curriculum is to raise standards, making sure all children have a broad and balanced education up to the age of 16. In the past, many students dropped important subjects like modern language or science at 13 or 14 (Boone, 2006). If these mergers become successful, no different from major corporations, they mean expanded profit margins for whoever holds the asset. These schools are already considered financial assets, through the increase in property value around them, whether the property is owned by the government or privately owned (Boone, 2006). This is not a major issue for public schools, but when you consider privately owned schools, or Universities, the profitability of these corporations pedaling degrees must be realized. More often than not, these Universities are considered to be doing a common good, and therefore held in the charitable status tax bracket, where they are to very minimally taxed. This leads to more profit gains, and less reason to complicate the curriculum even if it fails to serve its purpose. In her essay, From Social Class and the Hidden Curriculum of Work Jean Anyon identifies the hypocrisies in the education system. One of her major points is that in the higher income classrooms the majority of the students’ parents are executives, and only 10% are minorities. A common finding in her research is that the working class schools lack the necessary materials, or faculty, to be considered equal with the other school systems. Anyon also argues that the curriculums are different. students in different social-class backgrounds are rewarded for classroom behaviors that correspond to personality traits allegedly rewarded in the different occupational strata – the working classes for docility and obedience, the managerial classes for initiative and personal assertiveness. (Anyon, 1980) The defining line of the difference between what Anyon considers to be the executive curriculum and the working class is that the use of efficient learning methods verses inefficient forms. Historically, the most efficient form of learning used in the west, more so than textbooks, is the field trip; this is also known as project based learning (B. I. E. , 2002). It is also a very expensive learning tool, which is why most lower class curriculums are deprived of it. Project based learning has a long lived tradition of learning through the use of field trips, labs, investigations and other projects. It is considered to be a substantial method of teaching. The belief that drives this form of instructions revolves around the idea that students will be more liable to gain interest in curriculum that they can connect to their surroundings. Just studying the work in a text can grow to be mundane. When she analyzes elementary and secondary classroom curriculums, she finds a methodology very different from what is inherent in Project based education. Anyon discovers that the majority of contemporary textbook instruction is designed for the working class. PBL programs are usually not supported in public schools because they are too expensive. This difference is usually applicable to public schools and whether one is located near high income housing or low income housing. In sum, the school system in the U. K. suffers from capitalist interests, so much so that it fails to prepare its students for the real world. A lack of project based learning in lower income schools deprives the majority of the U. K. population of having real life instruction. Likewise, the upper class institutions that Anyon refers to, while they prepare students for executive positions, they handicap the students from ever being able to handle manual labor in the real world (Anyon, 1980). The end result is a generation of students that are socioeconomically segregated and that lack the necessary resourcefulness to survive on their own. School systems today produce students who are reliant on major corporations to employ them for skills they were predisposed to having.

Chlorine and Magnesium Lab Introduction Essay

Introduction The purpose of this lab experiment is to determine the atomic weight of magnesium by measuring the amount of hydrogen gas evolved when hydrochloric acid reacts with magnesium. The reaction is as followed: Mg + 2HCL ? H2 + Mg2+(aq) + 2Cl-(aq) In this experiment there is a one to one relationship between the number of moles of hydrogen gas evolved and the moles of magnesium metal consumed in the reaction. Therefore in the finding of the experiment moles of H2 evolved is equal to the moles of Mg consumed, and atomic weight of Mg is equal to the weight of Mg consumed per moles of H2 evolved. Procedure 1st. Obtain a 600ml beaker, add 300ml of water 2nd. add 30ml of HCl (2M) to the beaker and stir 3rd. add 10mg of Magnesium metal to the beaker 4th. Allow hydrogen gas to evolve, all of the magnesium should be consumed. 6th. Record the amount of hydrogen gas evolved using the chemical property dialog. Observations and Results Moles of hydrogen evolved: 0. 000829g (8. 29 x 10-4)/ 0. 000411 moles, (4. 1 x 10-4) Calculated atomic weight of magnesium: ______________ Atomic weight of Mg = weight of Magnesium/moles of H2 Moles of H2 evolved = moles of Mg consumed Atomic weight of Mg= /0. 000411moles During my observation I noticed that when 10mg of magnesium metal was added to the beaker a shaded area appeared on the bottom of the beaker. When the bubbles stopped and the shaded area in the beaker disappeared it showed that the magnesium has been consumed. Discussion Conclusion < Within a few sentences, provide a concluding statement about the results of your laboratory>

Winter Olypmic Games - Snowboard Halfpipe Research Paper

Winter Olypmic Games - Snowboard Halfpipe - Research Paper Example in this text is directed towards revealing the concepts of science as applying in the sports, and goes into depth of describing each aspect’s role in them. It also brings in a close relative of snowboarding halfpipe, that is skiing, which is seen applying the very similar concept as snowboarding halfpipe, differing in only that owing to its use of double boards, its effectiveness in terms of speed and achieving height is better. The study in addition to the above highlights some of the most successful athletes in the sports, including Kelly Gallagher and Shaun white, with their experiences in the sport. Finally, there is the highlight of the potential dangers of the sport which include minimal control when one achieves high speed and height, and can result in major fractures or fatalities. â€Å"Snowboarding is a winter sport that involves descending a slope that is covered with snow while standing on a board attached to a riders feet, using a special boot set into a mounted binding†(Snowboarding†, 2014). Snowboarding was developed in the United States, which was inspired by surfing and skateboarding in the 1960’s by Sherman Poppen, the snowboards inventor. He designed a snowboard called a snurfer in 1965. To make it Poppen, bolted two skis together and attached a rope to help the rider keep balance and to steer. In 1979, a man named Jake Burton Carpenter began to make snowboards out of fiberglass. Moreover, he decided to add some bindings to help control the snowboard easier. In the 1980s, people started adding steel edges to the sides of the snowboard, resulting steadier snowboard appeared. Snowboarding is the leading trend in today’s world of winter sports. It not only requires athletes’ extraordinary skills, but accurate and precise judgments are essential as well. The snowboarding athletes make a separate twist, or flip, grabbing the snowboard and other extreme movements in the air, through controlling the direction and velocity. The height

Corporate law Essay Example | Topics and Well Written Essays - 2000 words

Corporate law - Essay Example The aspects that Corporation Law takes care of in relation to the activities of the companies are its formation and operations including fundraising and activities of the officer’s involved1. The Corporations Act already defines remuneration in Section 9 noting it to be â€Å"any benefit that is given to an officer or employee of a corporation is remuneration if and only if the benefit, were it received by a director of the corporation, would be remuneration of the director for the purposes of an accounting standard that deals with disclosure in companies’ financial reports of information about directors’ remuneration†1. This discussion intends to recognize the laws relating to director’s remuneration particularly in Australia. Moreover, the effectiveness of these laws safeguarding shareholders’ interests will also be determined in the discussion. Legal Issues Prevalent to Laws of Directors’ Remuneration There had been a public enquiry that was conducted by the Productivity Commission of Australia for the purpose of regulating the framework of the directors’ remuneration for the companies falling under the purview of Corporations Act. The commission was specifically requested to consider a few points namely; The Australian trend followed with respect to the remuneration of directors along with executives The strength of the regulatory framework in practice over the transparency, responsibility as well as oversight of the remuneration practices of the executives and directors The role of various bodies like the retail and institutional shareholders in various aspects of the remuneration practices like setting, development, reporting and consideration The possibility of mechanisms that would be helpful to enhance the alignment of the boards’ and executives’ interests with the broader community The strength of effects of the responses received internationally about the various issues of remunera tion that tend to arise out of the financial crisis globally2. There were certain changes brought about in the Corporations Act with regards to the remuneration of executives and directors especially in Australia. These changes were passed through the Corporation Amendment Bill 2011. The changes include the following points: The ‘No Vacancy’ Rule: This change was set with intent to be applicable for public companies following a board limit less than the higher limit specified in their organizational constitution4. Proxy Voting: This is set for all the companies. According to this, the proxy holders shall have to direct every alternative as directed for all the resolutions4. The ‘Two Strike Rule’: This sets for the listed companies which signifies that any vote for the directors in order to compete for re–election shall be needed in case a board proceeds with proposal for remuneration even after obtaining 25 percent or more vote at two successive gene ral meetings conducted annually4. Remuneration Consultants: This is for the companies that tend to disclose every detail in the report in connection with the remuneration provided by the company to the directors4. Voting by Key Management Personnel (KMP): This affirms that KMP as well as their close associates would be prohibited from partaking in the non-binding votes particularly in the case of listed

Women in boardroom Assignment Example | Topics and Well Written Essays - 1500 words

Women in boardroom - Assignment Example Some of the perceptual distortions include stereotyping, self fulfilled prophecies, halo-effect, projection and the perceptual defense. Most of these problems arise due to selectivity that exists within the perceptual process. Stereotyping and self fulfilled prophecies are the biggest challenges that decay the majority of the societies (Mullins, 2008).   Stereotyping is the hypothetical judgment of people whether negatively or positively based on generalization from some perceived similarities. This perception arises based on an expected characteristic from that person rather than the actual recognition of the person. Stereotyping occasionally simplifies the perception process by judging people and the general outlook of the world by ignoring the complexity of the stimuli. A person is judged according to the group which he or she belongs to. Prejudgments are usually done while ignoring the accuracy or deviation of the actual subject (Mullins, 2008).   Self fulfilled prophecy also termed as Pygmalion effect; in essence means trying to valid a perception. Many people are often struggling to confirm a theory that they have invented. The people’s beliefs and expectations often influence their attitudes and behavior in a move to prove that their beliefs are actually true. Managers’ expectations organizations have a strong impact on the employees. Therefore, an organizational culture can influence or hinder the development of its employees (Mullins, 2008).   The organization plays a big role in fostering personal development of employees especially women. The organization’s beliefs and structure can highly determine the outcome of the employees. One of the factors that can change the employee’s personal development is the organizational culture. A negative organizational climate will hinder the development of women. If an organization frequently encourages their