Gender Inequality Essay Example for Free

Gender Inequality Essay I have chosen to make my presentation about inequalities between genders after having seen a video last week . I don’t know if someone has seen the speech of Emma Watson at the United Nation about that but if you don’t , the actress gave an impassioned speech on feminism and gender at the U.N. headquarters in New York this weekend to launch the â€Å"HeForShe† campaign which aims to galvanize one billion men and boys as advocates for ending the inequalities that women and girls face globally. â€Å"I decided I was a feminist and this seemed uncomplicated to me. But my recent research has shown me that feminism has become an unpopular word. Apparently I am among the ranks of women whose expressions are seen as too strong, too aggressive, isolating, anti-men and, unattractive. Why is the word such an uncomfortable one? I am from Britain and think it is right that as a woman I am paid the same as my male counterparts. I think it is right that I should be able to make decisions about my own body. I think it is right that women be involved on my behalf in the policies and decision-making of my country. I think it is right that socially I am afforded the same respect as men. But sadly I can say that there is no one country in the world where all women can expect to receive these rights.† No society treats its women as well as its men. Thats the conclusion from the United Nations Development Programme, as written in its 1997 Human Development Report. Almost 50 years earlier, in 1948, the United Nations General Assembly had adopted the Universal Declaration of Human Rights, which specified that everyone, regardless of sex, was entitled to the same rights and freedoms. The 1997 Human Development Report, as well as every Human Development Report that followed, has highlighted that each country falls short of achieving that goal.. In this presentation, well take a trip around the world to examine 10 examples of gender inequality 10: Professional Obstacles Women fought for decades to take their place in the workplace alongside men, but that fight isnt over yet. According to the most recent statistics from the U.S. Census, women earn just 77 percent of what men earn for the same amount of work]. In addition to this gender wage gap, women often face a glass ceiling when it comes to promotions, which is evident when you survey the lack of women in leadership positions at major companies. Women who have  children often find themselves penalized for taking time off; if theyre not dismissed, they may face discrimination and outdated ideas of what a woman can accomplish if shes pregnant or a mother.. 9: Limited Mobility Saudi Arabia provides the most extreme example of limited mobility for women: In that country, women are not allowed to drive a car or ride a bicycle on public roads. The strict Islamic law in the country prohibits women from leaving the home without a mans permission, and if they do leave the home, they cant drive a car . While Saudi Arabia is the only country that prohibits women from driving a car, other countries restrict womens overseas travels by limiting their access to passports, and even women in developed countries may complain of limited mobility. While these women may have the legal right to drive cars and ride planes, they may elect not to go out by themselves at night due to the threat of rape or attack. 8: Violence In 2008, U.N. Secretary-General Ban Ki-moon reported that one in every three women is likely to be beaten, coerced into sex or otherwise abused in her lifetime .In both the developed and the developing world, violence against women in the form of rape, spousal abuse, child abuse or spousal killing is such routine behavior that it rarely even makes the news anymore. In conflict zones, rape of women and children is increasingly used as a weapon of war 7: Feticide and Infanticide Youll often hear expectant parents say that they dont care if they have a boy or a girl, as long as the baby is healthy. In some countries, such as China and India, a male child is more valuable than a female child, and this gender bias causes parents to care very much if they have a boy or a girl. Thanks to advances in genetic testing, parents can find out if theyre having a boy or a girl, and they may elect to end a pregnancy that would yield a female child Chinas one child policy may have led to many sex-selective abortions. 6. Restricted Land Ownership In some countries, such as Chile and Lesotho, women lack the right to own  land. All deeds must include the name of a man, be it the womans husband or father. If one of those men were to die, the woman has no legal claim to land that she may have lived on or worked all her life. And some women remain in abusive marriages so that they wont lose a place to live. Such restricted rights can be particularly frustrating in rural areas where agriculture is dominant. 5: Feminization of Poverty Women in some countries have no right to own the land on which they live or work. Not only can such a state trap women in abusive marriages, it also contributes to a phenomenon that economists have deemed the feminization of poverty. More than 1.5 billion people in the world live on less than one dollar a day, and the majority of those people are women . The United Nations often cites the statistic that women do two-thirds of the worlds work, receive 10 percent of the worlds income and own 1 percent of the means of production Many female entrepreneurs have been foiled and left to dwell in poverty because of restricted access to basic legal rights. 4: Access to Health Care In many countries, a pregnant woman in labor can head to any hospital, confident that she will receive assistance in delivery. That seems like a luxury to women in developing countries, however. According to the World Health Organization, one woman dies in childbirth every minute of every day. Thats more than 500,000 deaths every year, many of which could have been prevented if the woman had been allowed to leave her home to receive treatment, or if shed had a skilled attendant by her side. Childbirth is but one example of how women receive unequal access to health care services. 3: Freedom to Marry and Divorce In the United States, love (and the lack of it) is a subject for romantic comedies and conversation over cocktails. In other countries, love may not enter the discussion at all when it comes to marriage. In many countries, young girls are forced to marry men two or three times their age. According to UNICEF, more than one-third of women aged 20 to 24 were married before they turned 18, which is considered the minimum legal age of marriage in most countries When a woman wants out of a loveless marriage, her options are limited in many countries. In some places, courts automatically grant custody of children to the husband, and women often have no chance of receiving any measure of financial support. In other places, such as Egypt, women dont even have access to a court. While men are allowed a divorce after an oral renunciation registered with the court, women face years of obstacles to get in front of a judge. For this reason, many women around the world are trapped in abusive marriages. 1: Education Attainment Of the children that arent in school right now, the majority of them are girls.]. When it comes to education, girls worldwide get the short end of the stick. Girls may be kept out of school to help with household chores, they may be pulled from school if their father deems its time for them to marry, or there may only be enough money to educate one child from the family and the boy assumes the responsibility. This gap in educational attainment becomes particularly maddening when you consider the numerous studies that have been done which show that educating girls is a key factor in eliminating poverty and aiding development. Girls who complete school are less likely to marry young, more likely to have smaller families and exhibit better health outcomes in relation to maternal mortality and HIV/AIDS. These women also go on to earn higher salaries, which they then invest in their own families, thus ensuring that future generations of girls get to go on to school. Indeed, its addressin g the inequalities in education that may solve many of the other problems on this list. 2: Political Participation Analysts often posit that many of the issues on this list could be solved if women had higher levels of political participation. Despite making up half the global population, women hold only 15.6 percent of elected parliamentary seats in the world. Theyre missing from all levels of government local, regional and national. Why is it important that women take part in politics? A study that examined women in leadership in Bolivia, Cameroon and Malaysia found that when women could take part in shaping spending priorities, they were more likely to invest in family and community resources, health, education and the eradication of poverty than the men, who were more likely to invest in the military [source: Some countries have experimented with quoBy No society treats its women as well as its men. Thats the conclusion from the United Nations Development Programme, as written in its 1997 Human Development Report [source: UNDP]. Almost 50 years earlier, in 1948, the United Nations General Assembly had adopted the Universal Declaration of Human Rights, which specified that everyone, regardless of sex, was entitled to the same rights and freedoms. The 1997 Human Development Report, as well as every Human Development Report that followed, has highlighted that each country falls short of achieving that goal. The severity of the shortfall varies by country; Nordic countries such as Sweden, Norway and Iceland, for example, are routinely hailed as having the smallest gender gaps. In the developing world, however, women face unfairness that can be hard to fathom. In this article, well take a trip around the world to examine 10 examples of gender inequality.

Long-Range Goals Essay Example for Free

Long-Range Goals Essay Every one of us builds dreams and creates goals of our own. And those goals and aspirations are frequently rooted on our desires, wants and wishes, which depend on our personal experiences and current situations in life. My long-range personal goals revolve on three vital things: academics, professional and financial matters. Academic goals focus on my desire to graduate from college and to pursue further education. In fact, I am the first one in the family who is going to obtain a diploma. I am currently in my freshman taking general courses and a major course in Accounting. However, because I have come up with a realization lately, I now desire to become a Math teacher. In order to achieve it, I have to change my major courses. Therefore I am going to enlist in courses under the Teaching Program. Right after college I plan to have my Masters Degree on Education in order for me to achieve my academic goal. My professional visions center on my desire to become the person I yearn for my self to be: a Math teacher. I need to fulfill the responsibilities of being one. I have to teach diligently and faithfully the subject I am required to teach. Moreover, I have to maintain proper order and discipline in the classroom. I have to maintain an approachable and amiable atmosphere with my students. I am going to share them learning that would be kept in tact in their heart and mind. My financial goals center on my vision to earn for my education and for my family and to have a stable career so that I would have a steady source of income. Currently, I work as a part-time employee. I do my job three days in a week to support myself especially my education and to sustain my family because my father has no job and my mother is mentally ill. Even though I am employed, I can definitely say that I am a full-time student because I never get absent to class and I do my schoolwork and projects. At present, I live in a Project I really hate to live in. I believe that the only way for me to have a better life is for me to be educated. I desire for my dreams and visions to come true and I know that education is the ultimate key in reaching them. My character, perseverance and wisdom are the supporting factors that go hand in hand with education.

Job Satisfaction And Quality Of Work Life Psychology Essay

Job Satisfaction And Quality Of Work Life Psychology Essay Job satisfaction and quality of work life go hand in hand when talked about real satisfaction since one is the outcome of other .The present paper attempts to examine the impact of job satisfaction and its attribute on quality of work life of employees working in management colleges in Faridabad region The basic objective of the study was to determine the difference in job satisfaction based on gender and its relation with quality of wok life between male and female workers. Also attempt is made to measure the level of quality of work life among the employees. Also the paper focuses on role of different demographic variables on job satisfaction and quality of work life with respect to male and female employees. .Data was collected using questionnaire. Data was analyzed using tools like t-test, chi-square, ANOVA, and regression analysis to test the hypothesis and reliability of the collected data. From the findings it is clear that there exists a positive relationship between job sati sfaction and quality of work life. Also it is seen that as the feeling of quality of work life increases satisfaction from job also gets enhanced. The results indicate that academic industry which demands high quality people in term of intellect and knowledge and are considered to be the turners in economy of any country require a qualitative work life first in order to be satisfied and give their best. Thus focus on measures like job monotony, unclarity in goals, employee attrition, and role stress need to be properly handled. Key words- Job satisfaction, Job stress Quality of work life, Academics JEL Classification INTRODUCTION India has been witnessing an upsurge in the departure of technical expertise in virtually all sectors over the last five years (Stilwell, 2003). This has resulted in qualified personnel seeking greener pastures abroad. Movement of people from developing countries towards the developed world especially Europe and the Americas has been conspicuous. Anecdotes show that during the 1990s, total migration of professionals towards Western Europe and North America accounted for 30% of the flows registered throughout the world (ILO, 1996). It is estimated that in 2000 approximately 175 million people, or 2.9% of the worlds population, were living outside their country of birth, compared to 100 million, or 1.8% of the total population, in 1995 (Stilwell, 2003). Assistant Professor, Lingayas University, Department of Business Administration, Faridabad *Assistant Professor, Lingayas University Whilst a number of factors such as the inimical macro-economic environment could explain the loss of human resources in the country, job satisfaction and quality of work life is often identified as one of the factors that influence the decision to quit. Various studies (Onu et al., 2005; Sur et al., 2004; Tutuncu and Kozak, 2006; Knowles, 1978, Salmond, 2006; Wiedmar, 1998; DeVaney and Chen, 2003; Greenberg, 1986) have identified factors that influence job satisfaction and quality of work life. These include inter-personal relationships, conditions of service, type of social insurance possessed, supervision, promotion, job design, organizational environment, age, gender, equal treatment by management, income and attitude. Much of the discussion on job satisfaction and work quality has been done in the context of the developed countries with few studies in the developing countries. The broad objective of this study is to ascertain the association between job satisfaction and quality o f work life among academic professionals teaching in management colleges in Faridabad region. The job satisfaction of an employee is a topic that has received considerable attention by researchers and managers alike. The quality of work life is concerned with type of work environment and its resulting impact on overall effectiveness of organization and equally on individuals as employees. This includes all such dimensions and parameter which are having an impact on employees decision to remain in organization and level of performance. There are several measures and means by which organization attempts to augment their performance like participative leadership style, job autonomy, clarity in career graph, equity based decision, good physical conditions, merit based promotion etc. The present study attempts to find role of different job satisfaction attributes like- Stressful nature of work, unclarity in direction and overall satisfaction from job that also affects quality of work life with respect QWL factors like- Compensation structure, policies of organization, role of trade union, security benefits, facilities, growth opportunities, Work load ,reward structure, type of supervision ,participation, recognition and reward and whether is relevance of these factors in making employees satisfied, making work life more qualitative. REVIEW OF LITERATURE According to study conducted by DeVaney and Chen (2003) on impact of different demographic variables as leading factors of job satisfaction affecting employees and its impact on quality of work life. They found that with respect to demographic factors like age, gender and education job satisfaction and feeling towards quality of work life varied. The findings of their study inferred that with increase in age employees satisfaction towards job also increased and similar such result were seen with education where highly educated workforce felt more satisfied than less qualified employees. Male workers were found to be more satisfied than female workers. Thus it could be inferred from the study that demographic factors affect to large extent the job satisfaction leading to a highly satisfied quality of work life. It was also found that certain attributes related to work like relations with management, job security (permanent or contract jobs), higher pay, a sense of control over ones wo rk were identified as main attributes of quality of work life and made employees more productive and satisfied with their jobs when these attributes as a tool for improving quality of work life were worked upon. Bharati T; Nagarathnamma B; Viswanatha Reddy S(2008) studied the impact of selected variables causing job satisfaction like retention ,higher performance, support, team work and task characteristics on job satisfaction and resulting quality of work life on 266 Israeli prison guards. It was found that extra organizational factors, especially clarity in direction, low stress level, low burnout, clear communication, timely feedback, career advancement were found to be strong predictors of job satisfaction and led to strong satisfied feeling towards quality of work life. It could be inferred from this study that job satisfying factors largely affects feeling of quality of work life. Thus job satisfying factors should be properly worked upon so that a better quality of work life can be felt by employees. Tett, R. Meyer, J. (1993) in their study on impact of job satisfaction on quality of work life with reference to faculty members found that management style in form of leadership, 2-way feedback,informal climate setting, participation in organization decision making to large extent caused greater satisfaction towards job and employees perceived a better quality of work life when these attributes were worked upon by management to enhance quality of work life amongst employees. Management leadership was found to be major factor leading satisfaction towards job and improving quality of work life. Cooper and Marshal (1976) also in their study on impact of job satisfaction on quality of work life found that certain variables like work overload, role ambiguity, role conflict and poor working conditions associated with a particular job which reduces job satisfaction and affects low feeling towards quality of work life as well In their study majority of employees agreed that with less satisfying job, employees performance and initiative taking ability also reduces to a large extent. Thus management should focus on factors that lead to job satisfaction sine it also affects feeling towards quality of work life to large extent. Theoretically Lawler (1982) also identified QWL in terms of job characteristics and work conditions. He highlighted that the core dimension of the entire QWL in the organization is to improve employees well-being, satisfaction and productivity. An employee with high job satisfaction enjoys a qualitative work life in comparison of employees who are dissatisfied with job. Thus job satisfaction to a large extent is a strong predictor of quality of work life. Pelsma et al(1989).and Hart(1989) in their study on impact of selected QWL attributes found that psychological distress and morale contributed equally to teachers QWL. A balanced workload level, regular feedback, opportunities for training and improvement along with provision of suitable financial and non financial motivators largely enhanced employees satisfaction towards their job as well as improved employees quality of work life. These factors largely improved functional outcomes like improved productivity, better retention and initiative taking ability of employees. This also helped in improving occupational role and performance of employees. Winter et al(2000) in their study on impact of job satisfaction on quality of work life with reference to academicians studied the role of selected variables like role stress, job characteristics, and role of supervision job characteristics, feedback, compensation structure, participation of employees and work environment as factors affecting job satisfaction and affecting quality of work life as well. They viewed QWL for academicians as an attitudinal response to the prevailing work environment and posited five factors that affected job satisfaction including role stress, job characteristics, type of supervision, structural characteristics that directly and indirectly shaped academicians experiences, attitudes and behaviour and resulting positive feeling of quality of work life. Rice (1985) tried to focus on relationship between work satisfaction and Quality of peoples lives. His study also focused and found a strong relationship between certain job related factors like work experience and work outcomes that affect persons general Quality of life. He also found that certain factors like family interactions, leisure activities and levels of health and energy also to a large extent affect employees satisfaction towards job and quality of work life that employees view and perceive and feel towards their job Thus this study emphasized the role of work related characteristic and employees experience as major determinant of job satisfaction and resulting quality of work life. Bhatia and Valecha (1981) studied the absenteeism rates of textile factory and recommended that closer attention should be paid to improve the Quality of Work Life since due to low feeling of work quality due to high stress, unclarity in direction, low participation workers derived low satisfaction from job and that affected efficiency. It is thus clear from this study that work related factors like high stress, unclarity in direction, low participation of workers caused low feeling of satisfaction towards their job and they perceived low quality of work life towards their core task..Thus studies like these focus on role of emphasizing job satisfying factors on quality of work life to make employees more productive, involved and committed towards work at large. In a study, Sirota (1973) in their study on impact of job satisfaction on quality of work life found that underutilization of workers skill and abilities either due to lack of interaction or lack of instruction in performing job causes perception of low Quality of Work Life and suggested job enrichment program to correct the problems of workers skill and abilities to make them feel highly satisfied towards job. This study also emphasizes the role job satisfaction plays significantly in improving quality of work life. Thus studies like these focus on role of job satisfaction and feeling towards work life quality on employees satisfaction at large. Smith and Bourke (1992), also in their study on factors causing stress in teachers in academic institutes found that there were four major sources of stress and these work related factors created feeling of low work quality namely unclear instructions and work environment , time pressures and low opportunities for rewards and recognitions. These factors not only reduced satisfaction towards job but also caused dissatisfying feeling towards quality of work life. In a similar study determining impact of work related factors causing job satisfaction and its impact on quality of work life Kenneth, R. (1977),reported that unclarity of roles creates difficulty and was negatively associated with job satisfaction which makes satisfaction generated from qualitative work life quite low , especially among women. Thus impact of unclear directions, feedback, blocked communication channels and job misfit affected satisfaction towards job and quality of work life also. In another study conducted by Fraser, Draper and Taylor (1998) on factors affecting job satisfaction and its resulting impact on quality of work life among school teachers it was found that female teachers felt less satisfied with their influences over school policies which they considered as a major factor affecting quality of work life compared to male teachers. They also reported significant differences in work satisfaction based on work experience it was found that teachers who stayed longer at the job consistently had greater ratings of dissatisfaction. Thus this study gives a clear indication that work related and demographic factors like work experience and employees involvement to a larger extent affects employees satisfaction towards their job and resulting feeling towards work life quality. In a similar study conducted in Malaysia by Che Rose et al (2006) further concluded that the most important predictor of QWL is organizational climate, followed by career achievement, career satisfaction and career balance which all lead to job satisfaction. This study also focused on role of job satisfying factors on employees feeling towards his work life quality. Thus, management of organization should focus on identifying important job satisfaction causing variables and design policies, procedures and management style in such a way so that employees feel high and positive about quality of wok life. OUTCOMES OF LITERATURE REVIEW- The above selected studies focus on role of job satisfaction on quality of work life. Most of the studies irrespective of different work related variables helped in determining impact of job satisfaction on quality of work life. It can be concluded from these studies that when employees feel highly satisfied from their jobs their feeling towards quality of work life also becomes high which results into better productivity, performance , commitment , involvement and initiative taking ability of employees. It was found in most of the studies that when employees feel less or dissatisfied with their jobs either due to organization related, work related or individual factors the quality of work life also gets negatively affected. Thus irrespective of the sector management should strive harder to make jobs more enriching thus employees getting higher satisfaction and resulting into highly satisfying feeling towards quality of work life as well. OBJECTIVES OF STUDY To assess the level of quality of work life among men and women To determine the association between job satisfying factors and attributes of quality of work life(Nature of work, level of participation, working condition, work schedule, Grievance procedure. To identify the impact of different demographic factors on quality of work life and job satisfaction. RESEARCH METHODOLOGY For the present study 15 different management colleges were selected in and around Faridabad region. Employees including lecturer, Assistant Professor and Professor between age group 25-55 were selected for the study. The data was collected through structured questionnaire which was personally administered by researcher. The reliability of the questionnaire was found to be 0.76 which is good enough for study. The questionnaire consisted of close ended question (Likert scale) to gauge the reaction of employees. A pilot study was conducted with 25 respondents (faculty members) to check the reliability of questionnaire. Total 250 questionnaire were distributed out of which 238 were returned and usable questionnaire were 220 in total .So sample of 220 is considered for present study. Details about Questionnaire The scale used for measuring attitude of employees for present study is LEA (Long employee attitude scale) developed by Dr.H.C Ganguli which is a 26 item job satisfaction scale. The items of LEA were earlier standardized on Indian employees on Nepalese female subject working as Bank officers, college teachers and Nepal government officers. The areas covered are Nature of work 2 items Income 5 items Security 1 item Organization aspect 5 items Personal aspect 1 items Colleagues /co-workers 2 items Promotion and training opportunities 3 items Welfare facilities, health and canteen facilities 2 items Union management relation 1 item Company policy and practices 4 items Scoring of responses The present scale is scored according to Likert scale of summated rating .The total score of a subject is an addition of score value of respondent from the alternative choosen.25 items of LEA scale has 5 response alternative( 1,2,3,4,5) and 1 item has 3 alternatives (2,3,4) higher is the score greater is the satisfaction. The subject has to answer all the 26 items and no omission is allowed. If there is any omission then a score of 3 has to be provided as the middle value Validity Reliability of scale used About the scale Dr. H.C Gangulis job attitude scale which helps in assessing job satisfaction of employees at different level has test retest reliability of r = 0.90 and odd even reliability after Spearman -Brown correction was r = 0.81 and has proved validity. The validity of this scale was checked through internal consistency method, by way of item analysis which requires low correlation between items and high correlation between item scores and total scale scores TOOLS USED In order to analyze the collected data SPSS 16.0 was used. In order to determine significant relation between satisfaction with QWL attributes) between male and female t-test was used. .Further, Chi-square test was used to determine the association between level of job satisfactions (job characteristic factors) and quality of work life dimensions. Also regression analysis was used to determine impact of different variables like overall job satisfaction, unclarity in direction and job stress on quality of work life. Further, to determine significant difference between demographic factor and job satisfaction (job characteristic) t-test ANOVA and Levens test for equality of variance was used. Hypothesis formulated Null hypothesis 1 -There is no significant difference between male and female with respect to feeling towards quality of work life in academic industry Null hypothesis 2 There is no association between job characteristic /satisfying factors and QWL Null Hypothesis -3 There is significant impact of demographic variables like age and nature of work on feeling towards quality of work life Null hypothesis 3.1 Employees of higher age groups expect more qualitative work life Null Hypothesis 3.2 Employees with stressful nature of work require high quality of work life Null hypothesis 3.3 Employees with long tenure needs more quality of work life ANALYSIS AND INTERPRETATION Null hypothesis 1 -There is no significant difference between male and female with respect to feeling towards quality of work life in academic industry. As clear in Table -1 t-test was used to determine the significant difference between genders with regard to feeling towards dimension of QWL feeling. Table-1 t-test showing significant difference between gender with regard to feeling towards dimension of QWL feeling QWL dimension Male Female t- value P value Mean S.D Mean S.D Satisfaction from job 31.25 3.65 29.34 4.23 2.04 0.035* Unclarity in direction 44.65 5.84 42.45 5.35 2.76 0.002** Job Stress 20.45 2.98 18.67 2.65 2.68 0.004** Overall QWL feeling 96.53 10.87 91.46 11.12 3.24 0.001** ** denotes significance at 1% level * denotes significance at 5% level It is clear from the table-1 that since the value of P is less than 0.01 with respect to unclarity in direction, level of stress in job and overall feeling of QWl thus null hypothesis is rejected and it can be inferred that there is a significant difference between feeling towards QWL dimensions between male and female workers. Also since the value of P is less than 0.05 with respect to feeling of job satisfaction it is clear that null hypothesis is rejected. Female workers are more affected by feeling of lack of satisfaction, unclarity in direction and job stress than male workers. It is due to the fact that female workers need to create a balance between a good professional as well as a good homemaker so the burden is more on them to manage. This is the reason they expect and require more quality in work life that will result into effective performance. Thus, if organization provides them with certain provisions like flexi timing, suitable arrangement of crà ¨ches and safe work environment with less stress the feeling of qualitative work life will definitely enhance. Null hypothesis 2 There is no association between job characteristic /satisfying factors and QWL From Table -2 it is clear that value of P is less than 0.01 thus rejecting the null hypothesis at 1% level, thus there is a significant association between job satisfying dimension and quality of work life. Table-2 Chi-square showing association between job characteristic and quality of work life Level of job characteristics Level of QWL Row total Chi-square value P value Low Average High 91.503 0.000** Low 39 12 6 57 Average 10 74 40 104 High 13 17 29 59 Column Total 62 103 55 220 It is clear from the table that as the level of quality of work life increases job satisfaction among employees also gets increased .Thus it becomes imperative that if the organization works for introducing innovative ways to make work life more qualitative then job satisfaction will also increase which will result into improvement in performance and in development of a desired behaviour in individuals. Further to confirm the relation between job characteristic and quality of work life multiple regression model was applied. From Table -3 it is clear that in this model quality of work life is taken as dependent variable and job satisfaction(X1), unclarity in direction(X2), job stress(X3) are taken as independent variable and predictor variables .The calculated value of multiple R was found to be -0.342 ,R squared value was -0.124.The calculated F -value was -10.120 and P value was -0.000**.. The estimate of model coefficient is 109.136 for ao, for a1 is 0.821, a2 is -0.182 and for a3 is -0.258.So the estimated model becomes 109.136 = 0.821 (X1) 0.182 (X2) 0.258 (X3) à ¢Ã¢â€š ¬Ã‚ ¦. (I Table-3 Multiple regression table Variable Unstandardized coefficient Standardized coefficient t-value P-value B Std. error of B Beta X1 0.821 0.165 0.311 3.284 0.000** X2 -0.182 -0.132 0.102 1.213 0.161 X3 -0.258 0.281 -0.062 -0.812 0.342 Constant 109.136 5.525 14.304 0.000 The R squared value of 12.4% indicates that predictor variable explains 12.4 % variance in QWL. From the ANOVA table (Table -4) it is quite clear that F-value 10.120 and P value 0.000 is highly significant less than 0.01. Table-4 ANOVA Table Sum of Squares d.f Mean square F Sig. Regression 4163.414 3 1326.162 10.120 .000** Residual 31257.612 216 138.420 Total 35421.026 219 It can be interpreted from this that the estimated model line is not equal to zero indicating linear relationship between the predictor variable and QWL. It is also clear that Beta value for job satisfaction is highest (0.311) followed by unclarity in direction (0.102).The Beta value of job stress has made least contribution in this (-0.062). The value of p is less than 0.01, so the independent variable job satisfaction is highly significant for the stated model. The rest of independent variables are not significant at 95% confidence level. Thus it can be concluded that as quality of work life will increases job satisfaction will also increase whereas with unclarity in direction and job stress it will reduce. Null Hypothesis -3 There is significant impact of demographic variables like age and nature of work and tenure on feeling towards quality of work life Null hypothesis 3.1 Employees of higher age groups require more quality in work life Null Hypothesis 3.2 Employees with stressful nature of work require high quality of work life Null hypothesis 3.3 Employees with long tenure needs more quality in work life In order to determine impact of demographic variables on quality of work life t-test ANOVA and Levens test for equality of variance was applied .This was applied to see whether there is any impact of demographic variable on response of employees towards quality of work life . From table 5, 6 and 7 it is quite clear that demographic variable except gender did not have a significant influence on quality of work life. The significant value for age which is 0.854 reveals that all age groups exhibited similar kind of behaviour with respect to quality of work life. This clears that irrespective of age each employees looks for better quality of work life which definitely increases job satisfaction. Table-5 Independent sample test for determination influence of age on quality of work life Levens test for equality of variance t- value Sig(2-tailed) Mean difference Standard error of difference F Sig. -.180 .854 -..0302 .15076 QWL Equal variance not assumed .002 .956 Equal variance not assumed -.180 .854 -.0302 .15071 The significant value of nature of work which is 0.972 and its influence on quality of work life indicates that nature of duty and work do not influence quality of work, this further indicates that whatever may be the nature of work in academic industry with respect to different position, qualitative work life is most required. Table -6 Independent sample test for determination influence of nature of work on quality of work life Levens test for equality of variance t- value Sig. (2-tailed) Mean difference Standard error of difference F Sig. .032 .972 .0047 .15792 QWL Equal variance not assumed .113 .735 Equal variance not assumed .032 .972 .0047 .15765 With regard to tenure of employees it is again seen that the significant value is 0.842 whether the tenure is long or whether the employee is a newcomer. Thus demographic factors (age, tenure, nature of work) do not influence quality of work life particularly with any higher age, long tenure or with stressful work. Table-7 Independent Sample test for determining influence of tenure on quality of work life Levens test for equality of variance t- value Sig.(2-tailed) Mean difference Standard error of difference F Sig. .178 .842 .0220 .11701 QWL Equal variance not assumed .206 .638 Equal variance not assumed .175 .844 .0220 .11746 FINDINGS OF STUDY Based on the objectives and hypothesis formulated for the study the following findings were observed With respect to gender male and female differed significantly towards feeling of quality of work life and job satisfaction. Male employees were found to be more satisfied and feeling towards quality of work life was higher in comparison to female counterparts ,it may due to the fact that women folk has to perform dual responsibilities and with increase in work pressures and expectations from organization it is quite obvious that they feel less satisfied in terms of unclarity in direction, communication gap, flexibility, timings and different facilities provided by the organization which is not too satisfactory and leads to comparably low feeling of quality of work life. On the basis of regression analysis and Chi-square which was used to assess association between job satisfying factors and quality of work life, it was found that among different selected factors of job related aspects level of job satisfaction consisting of different attributes like compensation structure, reward structure, a administrative policies, flexibility, participation of employees, challenging work assignment were considered to be affecting job satisfaction and resulting quality of work life much more than factors like unclarity in direction, job stress etc. Maximum variance was explained by job satisfying factors towards quality of work life, establishing that job satisfaction contributes utmost towards making work life more qualitative. Further the impact of different demographic factors like age, tenure, and nature of work on quality of work life was also studied. After analysis it was found that except gender there was no significant difference between feeling and significance of quality of work life among employees. Thus, irrespective of the age group, nature of work and tenure each empl

Analysis of Stings by Sylvia Plath :: Stings Essays

In lines 51-60 of â€Å"Stings,† imagery, allusion, and antithesis are employed by the author, Sylvia Plath, to develop her attitude towards men. In this section of â€Å"Stings,† Plath uses the â€Å"queen bee† as a symbol of herself -- a fiery, angry, vengeful daughter who rises up in spite of the man (her husband Ted) described in lines 38-50. Because much of Plath’s work is confessional poetry, it can be analyzed not only by her use of poetic devices but by her personal history as well. This poem was written on 21 May 1962, the day after a weekend visit by some friends of the family, the Wevils. Sylvia sensed an attraction between her husband Ted and Assia Wevil, which may have provided the motivation for much of â€Å"Stings.† Lines in this section of the poem, especially lines 51-52 (â€Å"They thought death was worth it, but I / Have a self to recover, a queen†) indicate Sylvia’s desire to assert her independence, not only from Ted but from all the other female bees, who die when they sting -- â€Å"sting† in this case meaning sacrificing themselves for men. From this standpoint, â€Å"Stings† can be seen as a feminist work as well as an â€Å"anti-Ted† poem. In lines 51-60, Plath uses several poetic devices to express this feminist theme and the anti-Ted theme. Lines 55-58 state: â€Å"With her lion-red body / her wings of glass / Now she is flying / More terrible than she ever was, red / Scar in the sky, red comet.† In these lines, her feminist attitude is revealed in large part by color imagery. â€Å"Red† is used in lines 55, 57, and 58 to express her independent lust, strength and power (archetypally, red symbolizes male strength, ex. Mars as the red planet). The lion-red queen emerging from all of the worker bees echoes the lines 82-84 of â€Å"Lady Lazarus,† in which Plath alludes to the Phoenix: â€Å"Out of the ash / I rise with my red hair / And I eat men like air.† Her allusion to the emerging â€Å"lion-red body† in line 55 accomplishes the same purpose. However, in the same line, Plath uses antithesis to assert her femininity as well -- â€Å"wings of glass† seems to express her delicate nature in contrast with the power of the â€Å"lion.† The final lines, lines 59 and 60, of the poem reveal more of her contempt towards Ted.

Skate Boarding - Skate Boards and Protective Gear :: Argumentative Persuasive Essays

Skate Boards and Protective Gear The notion that protective gear reduces the injuries suffered in accidents seems at first glance to be an obvious conclusion. After all, it is the intent of these products to either prevent accidents from occuring in the first place or to reduce the injuries suffered by the wearer should an accident occur. However, the conclusion that investing in high quality protective gear greatly reduces the risk of being severely injured in an accident may mask other (and potentially more significant) causes of injuries and may inspire people to over invest financially and psychologically in protective gear. First of all, as mentioned in the argument, there are two distinct kinds of gear -- preventative gear (such as light reflecting material) and protective gear (such as helmets). Preventative gear is intended to warn others, presumably for the most part motorists, of the presence of the roller skater. It works only if the "other" is a responsible and caring individual who will afford the skater the necessary space and attention. Protective gear is intended to reduce the effect of any accident, whether it is caused by an other, the skater or some force of nature. Protective gear does little, if anything, to prevent accidents but is presumed to reduce the injuries that occur in an accident. The statistics on injuries suffered by skaters would be more interesting if the skaters were grouped into those wearing no gear at all, those wearing protective gear only, those wearing preventative gear only and those wearing both. These statistics could provide skaters with a clearer und erstanding of which kinds of gear are more beneficial. The argument above is weakened by the fact that it does not take into account the inherent differences between skaters who wear gear and those who do not. If is at least likely that those who wear gear may be generally more responsible and/or safety conscious individuals. The skaters who wear gear may be less likely to cause accidents through careless or dangerous behavior. It may, in fact, be their natural caution and responsibility that keeps them out of the emergency room rather than the gear itself. Also, the statistic above is based entirely on those who are skating in streets and parking lots which are relatively dangerous places to

Transformation of Global Technology :: essays research papers

The increase in the flow of information between nations has proven to be a critical part of the developing international community. Deficiencies in this field have lead to the ill-preparation by the United States during the Bombing of Pearl Harbor and the attacks on the World Trade Center in September 2001. In both cases, critical data was received from surveillance instruments but was not acted upon expediently enough to avoid disaster. With the transition from a state-based threat to non-state terrorist organizations, the need for more thorough scrutiny then before has become paramount to the national security of the United States. When the term â€Å"global surveillance† is mentioned, it is usually referring to what has been deemed â€Å"signals intelligence.† This is the analysis of the target’s communication signals and it consists of four distinct parts: collection, processing, analysis and dissemination. In 1952, President Truman established the National Security Agency (NSA) with the dual responsibilities of providing information security for the U.S. government as well as organizing and obtaining intelligence information. Most recently, a global communications cooperative between the U.S. and the U.K. known as ECHELON, has been implemented to collect national security intelligence and spread critical information to its members. This program monitors commercial communications both over phones lines as well as the internet. In 1978, the U.S. Foreign Intelligence Surveillance Act (FISA) was passed which limited the wiretapping of â€Å"U.S. persons† for national security purposes. This legislation developed out of concerns that the United States was abusing its power to unjustly listen to citizens’s conversations. In order to avoid the dissemination of personal as well as national information, cryptography can be implemented to specifically keep unwanted viewers from tampering with internet and mail transactions.

Gallipoli

Gallipoli Essay Gallipoli is a movie directed by Peter Weir that was released in 1981. It stars Mel Gibson as Frank Dunne and Mark Lee as Archie Hamilton. The film is about several young men from rural Western Australia (WA) who enlist for the Australian Army in May 1915, around the time that Australia first entered the great war. The film has three main settings and three main acts. Act one is set in WA, act two is set in Cairo, Egypt during the Australian Army training camps. And the third and final act is set in Gallipoli.During the course of the movie Archie and Frank slowly lose their innocence about the purpose of war. Through out the film Peter Weir uses film techniques such as symbolic, written, audio and technical codes (SWAT codes) to influence the viewer to have a sympathetic view towards Frank and Archie. In Peter Weir’s tragedy Gallipoli the viewer is made to feel sympathetic towards Frank through the use of SWAT codes. The viewer is first introduced to Frank Dunn e in the second scene of the film in an unknown rural region of WA.When the viewer is first introduced to Frank he is with his mates and they are discussing whether to join the infantry or not. All of Frank’s mates are on board but Frank is not convinced. â€Å"If you want to go and get yourselves blown up then by all means join up. † This example symbolises how Frank is more worldly and has an idea about what really happens in war. This quote also makes the viewer immediately feel sympathetic towards Frank as that viewer gets the feeling that he’s going to leave his mates and have to be alone.This then changes when that when we realise that Frank is going to the Kimberly gift to run this is when the viewer learns that Frank is also a runner however he decides to put a bet on himself to win but the viewer can see through the use of technical codes that although he is confident enough to bet on himself he is still worried about losing the money. The use of techni cal codes makes this clear as the viewer is shown a close up on Franks face which has an anxious expression.This example from the film makes the viewer immediately feel sympathetic towards Frank as the viewer can see how worried Frank is about losing possibly his last bit of money through the use of SWAT codes and in this case the use of technical codes. There are many other scenes where Frank is seen to be running in most cases when he is running it usually turns out to be successful. This is also backed up through the use of sound codes. â€Å"Oxygene† by Jean-Michel Jarre is heard whenever Frank is running and in every case he usually turns out to be something happy associated the music.However this is used as a trap to the viewer when the song is once again played when Frank is running from officer Barton to General Gardiner. Immediately the viewer begins to think as though something good will happen as whenever â€Å"Oxygene† is played the viewer associates it wit h something positive. However it becomes obvious that something bad has happened when we see Archie get killed by Turkish soldiers. This example of the use of an audio code clearly shows how SWAT codes are used through out the film to influence the viewer to have a sympathetic view towards Frank.Through out Peter Weir’s film Gallipoli Frank becomes a character that the viewer becomes quite attached to as his character is displayed through out the film. He is seen as a wise, cunning athlete who the viewer becomes very sympathetic towards. This becomes clear from the examples which have been given in the text above. In Peter Weir’s film Gallipoli The viewer is made to feel sympathetic towards Archie. The viewer is made to feel this way through the use of SWAT codes. The viewer is first introduced to Archie in the very first scene of the Peter Weir’s film Gallipoli.The viewer is given a written code saying â€Å"Western Australia, May, 1915† This written cod e immediately makes the viewer feel sympathetic towards Archie as it is discovered that he is alive during the time that Australia first entered the great war the viewer also immediately makes the assumption that Archie is going to join up as written codes have suggested in the credits. Evidence of this written code that suggests that Archie may join up is in the opening credits. In gothic, blood red text the title says: â€Å"Gallipoli†.This example again makes the viewer feel sympathetic towards Archie as one may get the feeling that something bad may happen to him. Archie’s appearance is another characteristic that makes the viewer feel sympathetic towards him. Archie’s appearance is of a young faced tanned, blonde haired ‘typical Australian’. His appearance also symbolises Australia as a nation in being that it is a very young country. This symbolic code that Peter Weir has used helps the viewer feel sympathetic towards Archie as the viewer may feel that he is just too young o go to war. In the examples given above it becomes clear how the viewer is positioned to have a sympathetic view towards Archie through the use of SWAT codes. Overall I enjoyed Peter Weir’s film ‘Gallipoli’ I found that it had a sad yet comedic view to it and showed the Australian culture during the early years of its federation. The film also showed how nothing good comes out of war and that many young people with infinite potential such as Frank and Archie were killed because of some body else’s war.The film also made the viewer feel in a sympathetic way towards the main characters Frank and Archie. The viewer is positioned to feel this way through the use of film techniques known as SWAT codes. Examples of when these codes are used are shown through out the film have been shown in text above via examples of speech quotes from the film, camera angle and technique analysis, audio analysis, and written text quotes. Through a ll these examples of where SWAT codes have been used it becomes very clear how the viewer begins to have a sympathetic view towards Frank and Archie.