Tuesday, November 26, 2019
Bangladesh Health Care System essays
Bangladesh Health Care System essays The personal, relational and collective well-being have been the progressive feature of the health care management. However, the conceptual clarification is required for the analysis of the 'positive, needed and recent development in health promotion' (Karl, 2004), which is achievable through synergistic applications. In this regard, the health care management is urged to differentiate among 'sites, signs, sources, and strategies (Mark, 2002) associated with the well-being. The progress is the function of different parameters that includes temporal, ecological, participation, and capabilities; the application of which is approval of these domains. The temporal domain has been referred to as 'timing of interventions and entails a continuum from reactive to proactive strategies', whereas the ecological domains refers to the 'site of interventions, ranging from person-centered to community-centered' (Marika, 2002), the participation domain is the 'voice and choice of citizens and consu mers in delivery of services and access to resources' (Suad, 2003), and lastly the capabilities is reference to the potential and concentration of the strength and/or deficits. It has been argued that the concentrated and primary focus on 'strength, prevention, empowerment, or community conditions' (Gupta, 2003) is not sufficient, and framework has to be devised which ensures 'the benefits of their synergy and the risks of their fragmentation' (Gupta, 2003). The situation has been marked as the crucial interface for the 'paradigm shift in health and human services', and this requires the formulation of the strategy which shall be adopted for the reliability of the 'strengths, prevention, empowerment, and community conditions', which offers considerable protection and sustainable development of 'well-being of all' (Karl, 2004). Application of Force Field and Well-Being Paradigms The millions of Bangladeshis are not registered to any health insuranc...
Friday, November 22, 2019
A Glossary of Popular Computer Terms in German
A Glossary of Popular Computer Terms in German Traveling to Germany during the digital age means that you will not only need to know the German words to use in a restaurant or a hotel but the terminology associated with computers and technology. German Words Related to Computers Brush up on popular computer terms in German with this glossary. The words are in alphabetical order. A - C address book (email)  s Adressbuch answer, reply (n.) e Antwort, e-mail abbrev. AW: (RE:) at sign []  r Klammeraffe, s At-Zeichen Although the German for (at) as part of an address should be bei (pron. BYE), as in: XYX bei DEUTSCH.DE (xyzdeutsch.de), most German-speakers pronounce as et - mimicking English at. attachment (email) (n.)  r Anhang, s Attachment back, previous (step, page)  zurà ¼ck bookmark n.  s Bookmark, s Lesezeichen browser  r Browser (-), r Web-Browser (-) bug (in software, etc.)  r Bug (-s), e Wanze (-n) cancel (an operation) v.  (eine Aktion) abbrechen caps lock  e Feststelltaste check ones email  die E-Mail abrufen compose (an email message)  (eine Mail) schreiben computer  r Computer, r Rechner connection  r Anschluss, e Verbindung continue (to next step, page)  weiter  back, return (to)  zurà ¼ck copy n.  e Kopie (-n)  a copy  eine Kopie (EYE-na KOH-PEE)copy v.  kopieren cut (and paste)  ausschneiden (und einfà ¼gen) D - J data  e Daten (pl.) delete (v.)  là ¶schen, entfernen download (n.)  r Download, (pl.) die Downloads, e ÃÅ"bertragung (email) download (v.)  runterladen, herunterladen, downloaden, à ¼bertragen (email) draft (email) (n.)  r Entwurf drag (to) (v.)  ziehen (auf) email/e-mail (n.)  e E-Mail (eine E-Mail senden), die/eine Mail, e E-Post  email messages (n., pl.)  die Mails (pl.)  new messages (n., pl.)  neue Mails (pl.)  sort messages (v.)  die Mails sortieren  unread mail/messages (n., pl.)  ungelesene Mails (pl.) Das E-Mail? Some Germans may tell you that email in German is das rather than die. But since the English word stands for die E-Post or die E-Post-Nachricht, its difficult to justify das. Dictionaries say its ​die (feminine). (Das Email means enamel.) email/e-mail, send email (v.)  e-mailen, mailen, eine E-Mail senden email address (n.)  e E-Mail-Adresse email messages (n., pl.)  die Mails (pl.), die Benachrichtigungen (pl.) emailbox, e-mailbox, mailbox (n.)  r Postkasten, e Mailbox  in-box (n.)  r Eingang, r Posteingang  out-box (n.)  r Ausgang, r Postausgang enter (name, search term) (v.)  (Namen, Suchbegriff) eingeben, eintragen enter/return key  e Eingabetaste error  r Fehler  error message  e Fehlermeldung escape key  e Escapetaste folder, file folder  r Ordner, s Verzeichnis folder (directory) list  e Ordnerliste, e Verzeichnisliste hack (n.)  r Hack hyperlink, link  r Querverweis, r Link, r/s Hyperlink image  s Bild (-er) in-box (email)  r Posteingang install (v.)  installieren instructions  e Anleitungen, e Anweisungen  Follow the instructions on the screen.  Befolgen Sie die Anweisungen auf dem Bildschirm. insufficient memory  ungenà ¼gender Speicher, nicht genà ¼g Speicher(kapazitt) Internet  s Internet ISP, Internet service provider  r Provider, der ISP, r Anbieter junk mail, spam  die Werbemails (pl.) K - Q key (on keyboard)  e Taste keyboard  e Tastatur laptop (computer)  r Laptop, s Notebook (The German terms r Schoßrechner or Tragrechner are rarely used.) load (v.)  laden log in/on (v.)  einloggen  hes logging in er loggt ein  she cant log in sie kann nicht einloggen log out/off (v.)  ausloggen, abmelden link (n.)  r Querverweis, r/s Link link (to) (v.)  verweisen (auf) accus., einen Link angeben link, combine, integrate  verknà ¼pfen mailbox  e Mailbox (computers and email only) mailing n.  s Mailing (mass mailing or mail shot) mailing list  e Mailingliste mark (as read) v.  (als gelesen) markieren memory (RAM)  r Arbeitsspeicher, r Speicher  amount of memory e Speicherkapazitt  insufficient memory ungenà ¼gender Speicher  not enough memory to load image nicht genug Speicher, um Bild zu laden menu (computer) s Menà ¼Ã‚  menu bar/strip e Menà ¼zeile/e Menà ¼leiste message (email)  e Nachricht, e Mail (eine Mail)  email messages  die Mails (pl.)  new messages  neue Mails (pl.)  sort messages  die Mails sortieren  unread messages  ungelesene Mails (pl.) message (notice)  e Meldung (-en)  message window s Meldungsfenster mouse (mice)  e Maus (Muse)  mouse click  r Mausklick  mouse pad  e Mausmatte  right/left mouse button rechte/linke Maustaste monitor n.  r Monitor online adj.  online, angeschlossen, verbunden open v.  à ¶ffnen  open in new window  in neuem Fenster à ¶ffnen operating system  s Betriebssystem (Mac OS X, Windows XP, etc.) page(s)  e Seite (-n)  page up/down (key) Bild nach oben/unten (e Taste) password  s Passwort, s Kennwort  password protection  r Passwortschutz  password protected  passwortgeschà ¼tzt  password required  Passwort erforderlich paste (cut and paste)  einfà ¼gen (ausschneiden und einfà ¼gen) post (v.)  eine Nachricht senden/eintragen  post a new message  neue Nachricht, neuer Beitrag/Eintrag power (on/off) button  e Netztaste power cord  s Netzkabel press (key) (v.)  drà ¼cken auf previous - next  zurà ¼ck - weiter previous settings  vorherige Einstellungen (pl.) printer  r Drucker print cartridge(s)  e Druckpatrone(n), e Druckerpatrone(n), e Druckkopfpatrone(n) program (n.)  s Programm R - Z restart (program)  neu starten return/enter key  e Eingabetaste screen (monitor)  r Bildschirm scroll (v.)  blttern search (v.)  suchen search engine  e Suchmaschinesearch form  e Suchmaske settings  die Einstellungen (Pl.) shift key  e Umschalttaste shortcut s Schnellverfahren, r Shortcut  as a shortcut im Schnellverfahren shut down, close (application)  beendenshut down (computer)  herunterfahren (...und ausschalten)  the computer is shutting down der Computer wird heruntergefahren  restart neu starten space key  die Leertaste spam, junk mail (n.)  die Werbemails (pl.) spell check (a document)  e Rechtschreibung (eines Dokuments) prà ¼fenspell-checker  e Rechtschreibhilfe, r Rechtschreibprà ¼fer (-) start (program) (v.)  starten  he starts the program er startet das Programm  restart neu starten subject (re:)  r Betreff (Betr.), s Thema (topic) subject (topic)  s Thema submit (v.)  absenden, senden, einen Befehl absetzen  submit button r Submit-Knopf, r Sendeknopf system  s Systemsystem requirements  Systemvoraussetzungen pl. tag n.  s Tag (HTML tag - not to be confused with r Tag day) text  r Text  text box  r Textkasten, e Textbox  text field  s Textfeld (-er) text message  r SMS (see SMS for details) thread (in a forum)  r Faden tool  s Tool (-s), s Werkzeug (-e)toolbar  e Toolbar (-s), e Toolleiste (-n) transfer, download v.  herunterladen (email, files) transfer, move (to a folder)  verschieben trash n.  r Papierkorb, r Abfalleimer troubleshoot  Fehler beheben turn on, switch on  einschalten  Turn on your printer.  Schalten Sie den Drucker ein. underline n. (_) r Unterstrich update n.  e Aktualisierung (-en), e Änderung (-en), s Update (-s)  last update (on)  letzte Änderung (am) upgrade n.  s Upgrade (-s) user  r Anwender, r Benutzer, r Nutzer, r User  user I.D.  s Nutzerkennzeichen (-) virus  s/r Virus (Viren)  Trojan horses, viruses, worms  Trojaner, Viren, Wà ¼rmervirus scanner  r Virenscanner (-) Wi-Fi  s WLAN (pron. VAY-LAHN) - Wireless LAN (local area network)Note: In the U.S. and many other countries, Wi-Fi is used as a synonym for WLAN, although technically the term is a registered trademark related to the WECA (Wireless Ethernet Compatibility Alliance) organization that developed the Wi-Fi standard and the Wi-Fi logo. See the Wi-Fi Alliance site for more. worm (virus)  r Wurm (Wà ¼rmer)  Trojan horses, viruses, worms  Trojaner, Viren, Wà ¼rmer
Thursday, November 21, 2019
Writing 2 pages paper After reding 'pdf' material Essay
Writing 2 pages paper After reding 'pdf' material - Essay Example It must be in a position to satisfy its customers by providing quality service of affordable prizes, which are the mostly sought out qualities by the market consumers. After achieving these qualities, a company is then in a position to improve its profits by the mode of operation as its gains popularity among its customer. These companies apply OE to gain favour over their rivals. The nature of duty completion and the overall policies applied to improve efficiency and further advance into customer satisfaction (Porter, 40). The nature of OE improves on the product’s overall quality or increasing the rate of production. Strategy in turn, enables differentiation in performance within companies. It means a company is able to perform its functions differently from its competitors but in an advanced way to improve its market position. The realized differences in performance are majorly determined by the measures the company employs to improve its profits. These may be involved in employing advanced technology in production or hiring experienced skilled personnel in production. There are also efforts to motivate its employees by offering incentives to generate added efforts that would accelerate overall production. These measures are added to implement strategy that promotes continuity and superiority in a company over its competitors that have an impact on its overall growth. The key driving force in strategy is being unique. The company’s ability to undertake functions differently greater than its adversaries dictates enhanced strategy implementation. Most companies who thrive in the market apply unique strategy measures that favour customer preferences. However, it is essential to constantly achieve the desired modifications and implement new strategies because developing companies have a tendency to imitate the policies of the successful
Tuesday, November 19, 2019
Reflection paper Essay Example | Topics and Well Written Essays - 500 words - 5
Reflection paper - Essay Example Being a convenience store, we are very passionate about our commitment to customer service. When an employee is new in the organization, he is introduced to the vision and mission statement of the company. This makes all our employees aware of the things that the company values; thus, he is able to work within these values and eventually it is instilled in him. It is in our company’s culture to make the employee feel fulfilled. The company believes that the employees should be provided with never-ending opportunities for growth. Our organization believes that the job of every employee should always be a learning experience for them. Furthermore, management emphasizes team achievement rather than personal gains of the employees. There are several factors which I like in our organizational culture. I appreciate very much the sense of belongingness that I feel in the organization. We as managers are always consulted in various aspects which affects our work. Management is always ready to hear our opinions and accept our suggestions. Team building and employee empowerment is a positive attribute of our organization. One of the things that I do not like about our culture is that sometimes I feel that the customers’ satisfaction is over emphasized. There are times when it is difficult for us to deal with some of the customers’ request but we still have to go out of our way to please them. I understand however, that it is necessary because our industry is very competitive. If we displease a customer, we might drive them away from our store. Another thing that I do not like about our organizational culture is that there are times when an individual’s effort is not given much importance. This is because team effort is always emphasized. As a manager, I think one way that I can positively impact our organizational culture is by mentoring my staff to be more conscious of the needs of the customers. Since our culture
Sunday, November 17, 2019
Common European Army Essay Example for Free
Common European Army Essay The UK and France have been willing to follow the USA’s example of military force and shown support for the idea of an EU army. Other nations have clearly rejected this approach on the basis of pacifist arguments and because they are reluctant to commit to the high level of military spending this would imply. While the EU does like to see itself as the diplomat of the world and flaunt its achievements with the International Criminal Court (ICC) and the World Trade Organization (WTO), it still ponders the possibility of a middle-of-the-road strategy of militarization and securitization. There is no necessity as regards the creation of European Union Army because member states already cooperate sufficiently with each other. Creating an EU army would prove to be unnecessary because most European states are already members of the North Atlantic Treaty Organization. For several decades NATO has been defending the military interests of Europe. It is hard to see a problem that NATO cannot solve, which the European Defence Force could instead. NATO exists to deal with situations of such magnitude that the nations of Western Europe are likely to adopt a common defence policy. In contrast, the EDF is targeted at smaller geopolitical incidents which would otherwise be ‘beneath’ the notice of NATO. Unfortunately smaller incidents by their nature do not have uniform effects on all EU member-nations, and are therefore unlikely to generate a consensus of policy among EU nations. The EU has as much power as it has, regardless of whether they have a single military or each nation cooperates accordingly with its own forces. A single military may give the appearance of more power, but nothing more unless great policy changes went along with its creation. It can be concluded, therefore, that there is no urgent necessity for creating a common European army at this moment and for now NATO is sufficient for the EU defence policy. Creating a common European Army would not be in accordance with the EU policy and would undermine the sovereignty of member states. Even if we assume that the massive costs of a standing military force can be borne by the EU and ts members, the key barriers to establishing a standing defence force are often political. Creating a European Defence Force de novo would require to decide on several questions, namely the command structure, whether the role should be merely defensive or include peacekeeping, the choice of equipment and supplier, creating a common defence policy, and choosing a language of communication. All of these questions involve political considerations or economic vested interests, all of which are likely to result in ongoing wrangling that will yield an ineffective EDF. The Treaty of Lisbon foresees that Member States can make available civilian and military resources to the Union for the implementation of its Common Security and Defence operations. However, any Member State has the right to oppose such operations and all contributions to them will be always on a voluntary basis. There is little or no will amongst EU governments to increase defence spending to the sort of levels required to make an EU based defence and security credible. Indeed, only the Dutch government has designated a specific part of their defence budget for the ESDP. A group of Member States who are willing and have the necessary capability will be able to undertake disarmament operations, humanitarian and rescue tasks, military advice and peace-keeping tasks. No Member State can be forced to participate in such operations. In conclusion it is reasonable to say that, although the creation of a common European army might bring more unity it will be an unfair act, since the interest of member-nations in the area of defense policy are very divergent. Therefore, in order to preserve sovereignty and financial stability military capabilities in the EU should remain in national hands.
Thursday, November 14, 2019
Internet Censorship Essays -- essays research papers fc
Censorship of the Internet      "We should demand that all public schools and libraries install and configure Internet Filters." This statement shows how Jeffery Pollock, a candidate for the 3rd Congressional District seat in Oregon, views the Internet. Unfortunately for him, the one thing that he ranted and raved about was the one thing that gave him an unfair disadvantage in the in the upcoming elections. (Blind Ballots) Cyber Patrol, One of the leading Internet censoring companies and is used in over 17,000 schools in the Untied States, actually blocked his website from potential voters. Needless to say, when Mr. Pollock discovered this injustice, some of his views about Internet censorship changed. But Mr. Pollock isn’t the only candidate whose chances of winning are diminished because of Internet censoring software. In Fact, The two leading school censoring products Cyber Patrol and N2H2 Bess, used in over 40,000 schools and school districts across the nation, also blocked millions o f people from viewing Pat Casey’s website, Mark Greene’s website, and over 37 other candidates’ campaign homepages. Most of the millions of people blocked from these campaign pages are also blocked from many pages dealing with gynecology, sex education, racism, gambling, ethics, teen parenting, and the list continues. (Blind Ballots)      Certainly in some situations, censorship of some material can be justified. For example, A first grade teacher takes her students to the computer lab for a day, the teacher wouldn’t want the kids getting hounded by hundreds of porn sites, but would it really make a difference if a six year old kid was using a censored internet or uncensored internet? A kid is not going to be looking for anything that has to do with porn or anything remotely close to getting blocked. If a child goes to Yahoo and searches for cartoons or the mighty morphin’ power rangers, they will not get pummeled by so called â€Å"bad†internet sites, so there will not be anything to censor anyway.      Middle School and High School students across the nation are often required to do research papers and the Internet is a logical source because it contains so much useful information. It would be much harder for a senior in high school to find information about sex education or sexually transmitted diseases on a censored internet because the current software simply ca... ...th 6 person has a greater advantage using a computer with a complete database of information. Works Cited Bennett (2000) Blocking Software FAQ. Retrieved November 28, 2000 from the World Wide Web. http://www.peacefire.com/info/blocking-software-faq.html Bobby Ross (2000) What is Memorial Day?. Retrieved November 25, 2000 from the World Wide Web: http://members.aol.com/ceharger/what_is_memorial_day.htm Greg Lindsay (1997) Cybersitter Decides To Take A Time Out. Retrieved November 28, 2000 from the World Wide Web: http://www.time.com/time/digital/daily/0,2822,12392,00.html Hazelton, Bennett and Mcarthy, Jamie (2000) Blind Ballots. Retrieved November 26, 2000 from      the World Wide Web: http://www.peacefire.org/blind-ballots/ Linthicum, David S. (1999) â€Å"Site Building.†Computer Shopper Nov. 1999: 246. Unknown (1999). Censorship of the Internet. Retrieved November 26, 2000 from the World Wide Web: http://www.epic.com/censhp Unknown (1999). How a Bill Becomes a Law. Retrieved November 25, 2000 from the World Wide Web: http://www.expage.com/amonroe4993 Weckert, John and Adeney, Douglas (1997) Computer and Information Ethics Westport, CT: Greenwood Press.
Tuesday, November 12, 2019
Abdul kalam azad Essay
Abdul Kalam, is an Indian scientist and manager who worked as the 1 lth President of India that is from 2002 to 2007. Kalam was born and raised in Rameswaram and Tamil Nadu. He studied physics at the St. Joseph’s College, Tiruchirappalli, and he continued his aerospace engineering at the Madras Institute of Technology (MIT), Chennai. Dr. kalam is by no means a miracle man . His advice to the teenager of the nation is to â€Å"dream’ dream and convert these into thoughts and later into action â€Å"Dream, dream and dream. Then translate your dreams into thoughts and then into action†¦ †is President Kalam’s favorite mantra. His life itself is an example of this philosophy – rising from a fisherman’s village to ending up in the presidential palace and along the way launching a bunch of missiles and winning a few ‘Padma’ (and Bharat Ratna) awards. His simplicity is remarkable, considering the presidential office in India still has Raj vestiges. (They even had a person Just to tie the president’s shoelaces. President Kalam got rid of this humiliating practice. There are all kinds of stories of his mingling with children and giving them pep talks, and how he drove up to Mrs. M. S. Subbalakshmi’s residence to personally present her the Bharat Ratna award. He is everything we dream in the highest ranking Indian – high- tech sa’. n. y, passionate, secular, inspiring, hard working and approachable. If you don’t already know, this bachelor and vegetarian writes poems and diddles with his veena in his spare time. Dr. Abdul Kalam, is additionally an acclaimed scientist. He is tremendously unobtrusive, delicate spoken, great mannered, unassuming and is true illustration of ‘simple living and high thinking. He is an eleventh President of India and his rise to his present, desired post demonstrates the auspicious working of our extraordinary democracy system. Dr. Kalam is a man of vision and has elevated dreams for Mother India. Before long in the wake of taking pledge of office as President, he said to his comrades, proclaiming his purpose to make India an improved nation.
Saturday, November 9, 2019
Sexual Harassment at Workplace
Sexual Harassment At Workplace We are still carrying that legacy where women are treated as secondary to men. True, the times have changed with Industrial Revolution and then the technological advances; women have been recognized as equal to men all over. But the legacy which was carried from so many ages goes on and it takes time to change the mind sets of all Indians. The political system has to change and the entire systems ale customs like Sati etc. hich are still rampant in some parts of India and yes the dowry system which is present everywhere have to go if women have to enjoy equal respect along with men. As long as these evil practices continue and till commercialization of women through each and every useless advertisement is practiced harassment of women not only in work place but in home, in street, in college everywhere will continue and male chauvinism tries to dominate the female submissiveness everywhere.According to the Protection of Human Right Act, 1993 â€Å"huma n rights†means the rights relating to life, liberty, equality and dignity of the individual guaranteed by the Constitution or embodied in the International Covenants and enforceable by courts in India. It is necessary and expedient for employers in work places as well as other responsible persons or institutions to observe certain guidelines to ensure the prevention of sexual harassment of women as to live with dignity is a human right guaranteed by our constitution. IndiaIn India Sexual harassment has been termed as â€Å"Eve teasing†and is described as: unwelcome sexual gesture or behavior whether directly or indirectly as sexually colored remarks; physical contact and advances; showing pornography; a demand or request for sexual favors; any other unwelcome physical, verbal/non-verbal conduct being sexual in nature. The critical factor is the unwelcomed behavior, thereby making the impact of such actions on the recipient more relevant rather than intent of the perpe trator. As per the Indian Constitution, sexual harassment infringes the fundamental ight of a woman to gender equality under Article 14 of the Constitution of India and her right to life and live with dignity under Article 21 of the Constitution. Although there is no specific law against sexual harassment at workplace in India but many provisions in other legislations protect against sexual harassment at workplace, such as Section 354, IPC deals with â€Å"assault or criminal force to a woman with the intent to outrage her modesty, and Section 509, IPC deals with â€Å"word, gesture or act intended to insult the modesty of a woman. What amounts to sexual harassment?In 1997 in Vishaka Vs. State of Rajasthan and others, for the first time sexual harassment had been explicitly- legally defined as an unwelcome sexual gesture or behaviour whether directly or indirectly as 1. Sexually coloured remarks 2. Physical contact and advances 3. Showing pornography 4. A demand or request for sex ual favours 5. Any other unwelcome physical, verbal/non-verbal conduct being sexual in nature. It was in this landmark case that the sexual harassment was identified as a separate illegal behaviour. The critical factor in sexual harassment is the unwelcomeness of the behaviour.Thereby making the impact of such actions on the recipient more relevant rather than intent of the perpetrator- which is to be considered. In any kind of organization i. e. government, private or public enterprises such kind of conduct creates an apprehension in the minds of the employees that if they don’t perform the work given to them they will be one the victims of sexual harassment and thereby it creates fear in their minds. On the other hands it is also the employer who might threat the employee regarding there transfer, promotion etc. nd it has been seen in the corporates that the employer do ask for some kind of favour in order to give the job, transfer or promotion or for that matter in order t o increase their salary. All this amounts to Sexual Harassment because it is done against the will of the person and the employees who are in need of the above things do agree to the terms of the employer. In other words it can be said that, it is discriminatory when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment.Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto. Laws under which a case can be filed In India there is no specific law relating to Sexual Harassment at workplace but there are certain sections in the Indian Penal Code (IPC) and Constitution and certain other laws and Acts that protect the women’s from sexual harassment at workplace and they are as follows: Section 354, IPC deals with assault or criminal force to a woman with the intent to outrage her modesty and lays down that:Whoever assaults or uses criminal force to any woman, intending to outrage or knowing it to be likely that he will thereby outrage her modesty, shall be punished with imprisonment of either description for a term which may extend to two years, or with fine or both. In cases where the accused sexually harasses or insults the modesty of a woman by way of either- obscene acts or songs or- by means of words, gesture, or acts intended to insult the modesty of a woman, he shall be punished under Sections. 94 and 509 respectively. Under Sec. 294 the obscene act or song must cause annoyance. Though annoyance is an important ingredient of this offence, it being associated with the mental condition, has often to be inferred from proved facts. However, another important ingredient of this offence is that the obscene acts or songs must be committed or sung in or near any public place. Section 509, IPC deals with word, gesture or act intended to i nsult the modesty of a woman and lays down that:Whoever intending to insult the modesty of any woman utters any word, makes any sound or gesture, or exhibits any object intending that such word or sound shall be heard, or that such gesture or object shall be seen by such woman, or intrudes upon the privacy of such woman, shall be punished with simple imprisonment for a term which may extend to one year, or with fine, or both. (Cognizable and bailable offences). Civil suit can be filed for damages under tort laws. That is, the basis for filing the case would be mental anguish, physical harassment, loss of income and employment caused by the sexual harassment.Under the Indecent Representation of Women (Prohibition) Act (1987) if an individual harasses another with books, photographs, paintings, films, pamphlets, packages, etc. containing â€Å"indecent representation of women†; they are liable for a minimum sentence of 2 years. Section 7 (Offenses by Companies) holds companies where there has been â€Å"indecent representation of women†(such as the display of pornography) on the premises guilty of offenses under this act, with a minimum sentence of 2 years.Early history of the use of the term â€Å"Sexual harassment†The term sexual harassment was used in 1973 in a report to the then President and Chancellor of MIT about various forms of gender issues. In the book In Our Time: Memoir of a Revolution (1999), journalist Susan Brown miller quotes the Cornell activists who in 1975 thought they had coined the term sexual harassment: â€Å"Eight of them were sitting in an office †¦ brainstorming about what they were going to write on posters for their speak-out. They were referring to it as ‘sexual intimidation,' ‘sexual coercion,' ‘sexual exploitation on the job. None of those names seemed quite right. They wanted something that embraced a whole range of subtle and un-subtle persistent behaviors. Somebody came up with â⠂¬Ëœharassment. ‘ ‘Sexual harassment! ‘ Instantly they agreed. That's what it was. †These activists, Lin Farley, Susan Meyer, and Karen Sauvigne went on to form Working Women's Institute which, along with the Alliance against Sexual Coercion, founded in 1976 by Freada Klein, Lynn Wehrli, and Elizabeth Cohn-Stuntz, were among the pioneer organizations to bring sexual harassment to public attention in the late 1970s.Harassment Situations Sexual harassments can occur in a variety of circumstances. Often, but not always, the harasser is in a position of power or authority over the victim (due to differences in age, or social, political, educational or employment relationships). The harasser and the victim can be anyone and of any gender, such as a client, a co-worker, a teacher or professor, a student, a friend, or a stranger. The victim does not have to be the person directly harassed but can be anyone who finds the behavior offensive and is affected by it. Adv erse effects on the target are common.The harasser does not have to be of the opposite sex. The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful. Misunderstanding can result from a situation where one thinks he/she is making themselves clear, but is not understood the way they intended. The misunderstanding can either be reasonable or unreasonable. An example of unreasonable is when a man holds a certain stereotypical view of a woman such that he did not understand the woman’s explicit message to stop.Types of harassment There is often more than one type of harassing behavior present, so a single harasser may fit more than one category. The different types of harassment could be; Stalking. Pest, Bully, Power-Player, Mother/Father figure (a. k. a the counselor helper), Groper, One-Of-The-Gang, Serial Harasser, Opportunist, Confidante, Situational Hara sser etc. Steps to be taken by the employers In Vishaka Vs. State of Rajasthan and others, the Supreme Court in absence of ny enacted law (which still remains absent- save the Supreme Court guidelines as stated hereunder) to provide for effective enforcement of basic human rights of gender equality and guarantee against sexual harassment, laid down the following guidelines: All Employers or persons in charge of work place whether in public or private sector should take appropriate steps to prevent sexual harassment. Without prejudice to the generality of this obligation they should take the following steps: (a) Express prohibition of sexual harassment as defined, above at the work place should be notified, published and circulated in appropriate ways. b) The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules / regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offende r. (c) As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1940. d) Appropriate work conditions should be provided in respect of work, leisure, health and hygiene to further ensure that there is no hostile environment towards women at work places and no employee woman should have reasonable grounds to believe that she is disadvantaged in connection with her employment. Awareness Rights of female employees in this regard should be created in particular by prominently notifying the guidelines (and appropriate legislation when enacted on the subject) in a suitable manner.This is one of the most important factors that should be taken up seriously both by the employer and the government. The female employees should be made aware of the rights that are available to them relating to Sexual Harassment. In the metropolitan cities the female employees working in good companies an d working at high level are very well about their rights but those females who are working at the low level and in small towns hardly know about their rights which they can exercise for any kind of sexual harassment thereby getting relief from the court as well as their dignity lost due to this harassment.Effects of sexual harassment on organizations Sexual Harassment has an adverse effect on the organization as the working enthusiasm of the sexually harassed female employee goes down, she is not able to work in the same way as she was before being harassed and thus she is not able to give her 100% to the organization thereby leading to decreased job satisfaction.This is only one the factor there might be loss of staff and expertise from resignations to avoid harassment or resignations/firings of alleged harassers; loss of students who leave school to avoid harassment. And the most important there might be decrease in the productivity level and increase in team conflicts. Decrease i n success at meeting financial goals (because of team conflict) and this may lead to loss for the organization as they fail to achieve the goal of the organization.Some other problems that the organization has to face due to the harassment; Increased health care costs and sick pay costs because of the health consequences of harassment, the knowledge that harassment is permitted can undermine ethical standards and discipline in the organization in general, as staff and/or students lose respect for, and trust in, their seniors who indulge in, or turn a blind eye to, sexual harassment, if the problem is ignored, a company's or school's image can suffer, legal costs if the problem is ignored and complainants take the issue to court.Some famous case laws relating to Sexual Harassment One of the most famous case laws in the history of India relating to sexual harassment is Vishaka v State of Rajasthan and others, wherein for the first time the definition of sexual harassment was defined, certain guidelines pertaining to the employers were laid down, as to how their contribution in the organization could avoid sexual harassment of the female employees in the organization. In this particular case a writ petition was filed by ‘Vishaka’- a nonGovernmental organization working for gender equality by way of PIL seeking enforcement of fundamental rights of working women under Article. 21 of the Constitution. case: A K. Chopra’s case, is the first case in which the Supreme Court applied the law laid down in Vishaka’s case and upheld the dismissal of a superior officer of the Delhi based Apparel Export Promotion Council who was found guilty of sexual harassment of a subordinate female employee at the place of work on the ground that it violated her fundamental right guaranteed by Article. 21 of the Constitution.In both cases the Supreme Court observed, that †In cases involving Human Rights, the Courts must be alive to the International Conve ntions and Instruments as far as possible to give effect to the principles contained therein- such as the Convention on the Eradication of All forms of Discrimination Against Women, 1979 [CE DAW] and the Beijing Declaration directing all state parties to take appropriate measures to prevent such discrimination. †The guidelines and judgments have identified sexual harassment as a question of power exerted by the perpetrator on the victim.Therefore sexual harassment in addition to being a violation of the right to safe working conditions is also a violation of the right to bodily integrity of the woman. In Rupan Deol Bajaj Vs. K PS. Gill, a senior IAS officer, Rupan Bajaj was slapped on the posterior by the then Chief of Police, Punjab- Mr. K P S. Gill at a dinner party in July 1988. Rupan Bajaj filed a suit against him, despite the public opinion that she was blowing it out of proportion, along with the attempts by all the senior officials of the state to suppress the matter.T he Supreme Court in January, 1998 fined Mr. K P S. Gill Rs. 2. 5 lacs in lieu of three months Rigorous Imprisonment under Sections. 294 and 509 of the Indian Penal Code. In N Radhabai Vs. D. Ramchandran, Radhabai, Secretary to D Ramchandran, the then social minister for state protested against his abuse of girls in the welfare institutions, he attempted to molest her, which was followed by her dismissal. The Supreme Court in 1995 passed the judgment in her favour, with back pay and perks from the date of dismissal.These are some of the famous case laws in the history of India which have completely justified sexual harassment at a workplace and held the accused liable, be it a Chief Police Officer or a Social minister. Conclusion Sexual Harassment at workplace, it’s not only the duty of the employer to make sure that the female employees are provided with the proper working conditions, rules and regulations etc. it’s also the duty of the female employees to make sure th at where ever they are working is that a safe place, there is no kind of fear as to promotion, transfer, salary etc. if she refuses to take the offer given to her.It’s also their duty to make sure that they inform the management of the head of the organization if any kind of unwelcomed behavior is being noticed by them so that the organization can take the right step at the right time. The females working in corporate sectors the big cities like Delhi, Mumbai, and Bengaluru are very well aware about their rights or as or as to what steps should be taken if sexual harassment is done to them but then there are hardly any female employees working in small industries, villages where the rate of sexual harassment is high know about all the laws, rights and reliefs that are available for them.In the past three years there have been thirty police official who have been arrested for sexual harassment. Now if the helpers of the law are going to do this then what can we expect form the ordinary citizens. The Sexual Harassment at Workplace Bill 2010 focuses on women’s right to protection against sexual harassment at the workplace. The Passing of this bill will empower the women to action against the wrongdoer in a more powerful and stronger manner. Sexual Harassment at Workplace Sexual Harassment At Workplace We are still carrying that legacy where women are treated as secondary to men. True, the times have changed with Industrial Revolution and then the technological advances; women have been recognized as equal to men all over. But the legacy which was carried from so many ages goes on and it takes time to change the mind sets of all Indians. The political system has to change and the entire systems ale customs like Sati etc. hich are still rampant in some parts of India and yes the dowry system which is present everywhere have to go if women have to enjoy equal respect along with men. As long as these evil practices continue and till commercialization of women through each and every useless advertisement is practiced harassment of women not only in work place but in home, in street, in college everywhere will continue and male chauvinism tries to dominate the female submissiveness everywhere.According to the Protection of Human Right Act, 1993 â€Å"huma n rights†means the rights relating to life, liberty, equality and dignity of the individual guaranteed by the Constitution or embodied in the International Covenants and enforceable by courts in India. It is necessary and expedient for employers in work places as well as other responsible persons or institutions to observe certain guidelines to ensure the prevention of sexual harassment of women as to live with dignity is a human right guaranteed by our constitution. IndiaIn India Sexual harassment has been termed as â€Å"Eve teasing†and is described as: unwelcome sexual gesture or behavior whether directly or indirectly as sexually colored remarks; physical contact and advances; showing pornography; a demand or request for sexual favors; any other unwelcome physical, verbal/non-verbal conduct being sexual in nature. The critical factor is the unwelcomed behavior, thereby making the impact of such actions on the recipient more relevant rather than intent of the perpe trator. As per the Indian Constitution, sexual harassment infringes the fundamental ight of a woman to gender equality under Article 14 of the Constitution of India and her right to life and live with dignity under Article 21 of the Constitution. Although there is no specific law against sexual harassment at workplace in India but many provisions in other legislations protect against sexual harassment at workplace, such as Section 354, IPC deals with â€Å"assault or criminal force to a woman with the intent to outrage her modesty, and Section 509, IPC deals with â€Å"word, gesture or act intended to insult the modesty of a woman. What amounts to sexual harassment?In 1997 in Vishaka Vs. State of Rajasthan and others, for the first time sexual harassment had been explicitly- legally defined as an unwelcome sexual gesture or behaviour whether directly or indirectly as 1. Sexually coloured remarks 2. Physical contact and advances 3. Showing pornography 4. A demand or request for sex ual favours 5. Any other unwelcome physical, verbal/non-verbal conduct being sexual in nature. It was in this landmark case that the sexual harassment was identified as a separate illegal behaviour. The critical factor in sexual harassment is the unwelcomeness of the behaviour.Thereby making the impact of such actions on the recipient more relevant rather than intent of the perpetrator- which is to be considered. In any kind of organization i. e. government, private or public enterprises such kind of conduct creates an apprehension in the minds of the employees that if they don’t perform the work given to them they will be one the victims of sexual harassment and thereby it creates fear in their minds. On the other hands it is also the employer who might threat the employee regarding there transfer, promotion etc. nd it has been seen in the corporates that the employer do ask for some kind of favour in order to give the job, transfer or promotion or for that matter in order t o increase their salary. All this amounts to Sexual Harassment because it is done against the will of the person and the employees who are in need of the above things do agree to the terms of the employer. In other words it can be said that, it is discriminatory when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment.Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto. Laws under which a case can be filed In India there is no specific law relating to Sexual Harassment at workplace but there are certain sections in the Indian Penal Code (IPC) and Constitution and certain other laws and Acts that protect the women’s from sexual harassment at workplace and they are as follows: Section 354, IPC deals with assault or criminal force to a woman with the intent to outrage her modesty and lays down that:Whoever assaults or uses criminal force to any woman, intending to outrage or knowing it to be likely that he will thereby outrage her modesty, shall be punished with imprisonment of either description for a term which may extend to two years, or with fine or both. In cases where the accused sexually harasses or insults the modesty of a woman by way of either- obscene acts or songs or- by means of words, gesture, or acts intended to insult the modesty of a woman, he shall be punished under Sections. 94 and 509 respectively. Under Sec. 294 the obscene act or song must cause annoyance. Though annoyance is an important ingredient of this offence, it being associated with the mental condition, has often to be inferred from proved facts. However, another important ingredient of this offence is that the obscene acts or songs must be committed or sung in or near any public place. Section 509, IPC deals with word, gesture or act intended to i nsult the modesty of a woman and lays down that:Whoever intending to insult the modesty of any woman utters any word, makes any sound or gesture, or exhibits any object intending that such word or sound shall be heard, or that such gesture or object shall be seen by such woman, or intrudes upon the privacy of such woman, shall be punished with simple imprisonment for a term which may extend to one year, or with fine, or both. (Cognizable and bailable offences). Civil suit can be filed for damages under tort laws. That is, the basis for filing the case would be mental anguish, physical harassment, loss of income and employment caused by the sexual harassment.Under the Indecent Representation of Women (Prohibition) Act (1987) if an individual harasses another with books, photographs, paintings, films, pamphlets, packages, etc. containing â€Å"indecent representation of women†; they are liable for a minimum sentence of 2 years. Section 7 (Offenses by Companies) holds companies where there has been â€Å"indecent representation of women†(such as the display of pornography) on the premises guilty of offenses under this act, with a minimum sentence of 2 years.Early history of the use of the term â€Å"Sexual harassment†The term sexual harassment was used in 1973 in a report to the then President and Chancellor of MIT about various forms of gender issues. In the book In Our Time: Memoir of a Revolution (1999), journalist Susan Brown miller quotes the Cornell activists who in 1975 thought they had coined the term sexual harassment: â€Å"Eight of them were sitting in an office †¦ brainstorming about what they were going to write on posters for their speak-out. They were referring to it as ‘sexual intimidation,' ‘sexual coercion,' ‘sexual exploitation on the job. None of those names seemed quite right. They wanted something that embraced a whole range of subtle and un-subtle persistent behaviors. Somebody came up with â⠂¬Ëœharassment. ‘ ‘Sexual harassment! ‘ Instantly they agreed. That's what it was. †These activists, Lin Farley, Susan Meyer, and Karen Sauvigne went on to form Working Women's Institute which, along with the Alliance against Sexual Coercion, founded in 1976 by Freada Klein, Lynn Wehrli, and Elizabeth Cohn-Stuntz, were among the pioneer organizations to bring sexual harassment to public attention in the late 1970s.Harassment Situations Sexual harassments can occur in a variety of circumstances. Often, but not always, the harasser is in a position of power or authority over the victim (due to differences in age, or social, political, educational or employment relationships). The harasser and the victim can be anyone and of any gender, such as a client, a co-worker, a teacher or professor, a student, a friend, or a stranger. The victim does not have to be the person directly harassed but can be anyone who finds the behavior offensive and is affected by it. Adv erse effects on the target are common.The harasser does not have to be of the opposite sex. The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful. Misunderstanding can result from a situation where one thinks he/she is making themselves clear, but is not understood the way they intended. The misunderstanding can either be reasonable or unreasonable. An example of unreasonable is when a man holds a certain stereotypical view of a woman such that he did not understand the woman’s explicit message to stop.Types of harassment There is often more than one type of harassing behavior present, so a single harasser may fit more than one category. The different types of harassment could be; Stalking. Pest, Bully, Power-Player, Mother/Father figure (a. k. a the counselor helper), Groper, One-Of-The-Gang, Serial Harasser, Opportunist, Confidante, Situational Hara sser etc. Steps to be taken by the employers In Vishaka Vs. State of Rajasthan and others, the Supreme Court in absence of ny enacted law (which still remains absent- save the Supreme Court guidelines as stated hereunder) to provide for effective enforcement of basic human rights of gender equality and guarantee against sexual harassment, laid down the following guidelines: All Employers or persons in charge of work place whether in public or private sector should take appropriate steps to prevent sexual harassment. Without prejudice to the generality of this obligation they should take the following steps: (a) Express prohibition of sexual harassment as defined, above at the work place should be notified, published and circulated in appropriate ways. b) The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules / regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offende r. (c) As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1940. d) Appropriate work conditions should be provided in respect of work, leisure, health and hygiene to further ensure that there is no hostile environment towards women at work places and no employee woman should have reasonable grounds to believe that she is disadvantaged in connection with her employment. Awareness Rights of female employees in this regard should be created in particular by prominently notifying the guidelines (and appropriate legislation when enacted on the subject) in a suitable manner.This is one of the most important factors that should be taken up seriously both by the employer and the government. The female employees should be made aware of the rights that are available to them relating to Sexual Harassment. In the metropolitan cities the female employees working in good companies an d working at high level are very well about their rights but those females who are working at the low level and in small towns hardly know about their rights which they can exercise for any kind of sexual harassment thereby getting relief from the court as well as their dignity lost due to this harassment.Effects of sexual harassment on organizations Sexual Harassment has an adverse effect on the organization as the working enthusiasm of the sexually harassed female employee goes down, she is not able to work in the same way as she was before being harassed and thus she is not able to give her 100% to the organization thereby leading to decreased job satisfaction.This is only one the factor there might be loss of staff and expertise from resignations to avoid harassment or resignations/firings of alleged harassers; loss of students who leave school to avoid harassment. And the most important there might be decrease in the productivity level and increase in team conflicts. Decrease i n success at meeting financial goals (because of team conflict) and this may lead to loss for the organization as they fail to achieve the goal of the organization.Some other problems that the organization has to face due to the harassment; Increased health care costs and sick pay costs because of the health consequences of harassment, the knowledge that harassment is permitted can undermine ethical standards and discipline in the organization in general, as staff and/or students lose respect for, and trust in, their seniors who indulge in, or turn a blind eye to, sexual harassment, if the problem is ignored, a company's or school's image can suffer, legal costs if the problem is ignored and complainants take the issue to court.Some famous case laws relating to Sexual Harassment One of the most famous case laws in the history of India relating to sexual harassment is Vishaka v State of Rajasthan and others, wherein for the first time the definition of sexual harassment was defined, certain guidelines pertaining to the employers were laid down, as to how their contribution in the organization could avoid sexual harassment of the female employees in the organization. In this particular case a writ petition was filed by ‘Vishaka’- a nonGovernmental organization working for gender equality by way of PIL seeking enforcement of fundamental rights of working women under Article. 21 of the Constitution. case: A K. Chopra’s case, is the first case in which the Supreme Court applied the law laid down in Vishaka’s case and upheld the dismissal of a superior officer of the Delhi based Apparel Export Promotion Council who was found guilty of sexual harassment of a subordinate female employee at the place of work on the ground that it violated her fundamental right guaranteed by Article. 21 of the Constitution.In both cases the Supreme Court observed, that †In cases involving Human Rights, the Courts must be alive to the International Conve ntions and Instruments as far as possible to give effect to the principles contained therein- such as the Convention on the Eradication of All forms of Discrimination Against Women, 1979 [CE DAW] and the Beijing Declaration directing all state parties to take appropriate measures to prevent such discrimination. †The guidelines and judgments have identified sexual harassment as a question of power exerted by the perpetrator on the victim.Therefore sexual harassment in addition to being a violation of the right to safe working conditions is also a violation of the right to bodily integrity of the woman. In Rupan Deol Bajaj Vs. K PS. Gill, a senior IAS officer, Rupan Bajaj was slapped on the posterior by the then Chief of Police, Punjab- Mr. K P S. Gill at a dinner party in July 1988. Rupan Bajaj filed a suit against him, despite the public opinion that she was blowing it out of proportion, along with the attempts by all the senior officials of the state to suppress the matter.T he Supreme Court in January, 1998 fined Mr. K P S. Gill Rs. 2. 5 lacs in lieu of three months Rigorous Imprisonment under Sections. 294 and 509 of the Indian Penal Code. In N Radhabai Vs. D. Ramchandran, Radhabai, Secretary to D Ramchandran, the then social minister for state protested against his abuse of girls in the welfare institutions, he attempted to molest her, which was followed by her dismissal. The Supreme Court in 1995 passed the judgment in her favour, with back pay and perks from the date of dismissal.These are some of the famous case laws in the history of India which have completely justified sexual harassment at a workplace and held the accused liable, be it a Chief Police Officer or a Social minister. Conclusion Sexual Harassment at workplace, it’s not only the duty of the employer to make sure that the female employees are provided with the proper working conditions, rules and regulations etc. it’s also the duty of the female employees to make sure th at where ever they are working is that a safe place, there is no kind of fear as to promotion, transfer, salary etc. if she refuses to take the offer given to her.It’s also their duty to make sure that they inform the management of the head of the organization if any kind of unwelcomed behavior is being noticed by them so that the organization can take the right step at the right time. The females working in corporate sectors the big cities like Delhi, Mumbai, and Bengaluru are very well aware about their rights or as or as to what steps should be taken if sexual harassment is done to them but then there are hardly any female employees working in small industries, villages where the rate of sexual harassment is high know about all the laws, rights and reliefs that are available for them.In the past three years there have been thirty police official who have been arrested for sexual harassment. Now if the helpers of the law are going to do this then what can we expect form the ordinary citizens. The Sexual Harassment at Workplace Bill 2010 focuses on women’s right to protection against sexual harassment at the workplace. The Passing of this bill will empower the women to action against the wrongdoer in a more powerful and stronger manner.
Thursday, November 7, 2019
Intercultural communication Essays
Intercultural communication Essays Intercultural communication Paper Intercultural communication Paper they must aware customs and practices that vary from culture to culture. For example, the word dear has a special connotation in Spain, as the word is a term of endearment or a show of affection for a loved one or a family member. conversely, it is used extensively as a letter salutation in USA. Therefore, when American negotiator writing a business letter to the other party in Spain, the salutation of the letter should not contain the word dear. Kimberley (2003:177) suggested that nonverbal communication is an essential part of every message people send. Nonverbal communication means the information that is communicated without using words. People can communicated without saying a word by their choice of clothing, their facial expressions or any number of other nonverbal signals. No matter the negotiation is taken between two nations or within one nation, non-verbal communication has significant effect on the goal achievement in negotiation. There are various types of non-verbal communication, such as body language, time and clothing. Dealing with the language, which most international business people consider their only barrier to understanding, is actually only the beginning (Barna, 1972: 243). Non-verbal barriers to intercultural communication may create greater problems than language barriers. Various non-verbal cues carry different meanings in different cultures. When the individuals involved in the negotiation are of different cultures, there is likely to be some misinterpretations because of their chosen methods of communication. This is more likely to be the case if they are unfamiliar with each others cultural backgrounds. Herbig(1997) suggests that Negotiator should be aware that, when two people communicate, they seldom talk about precisely the same subject, for effective meaning is flavored by each persons own cognitive world and cultural conditioning. In some instances, conflict can occur where an individual has failed to recognize the boundaries that evolve from particular cultural characteristics. Take an example of negotiating in China. Chinese people often use body language that can be incomprehensible to unfamiliar Westerners, and some Western body language can be misunderstood. In China, laughing or smiling among people can be confusing and means different things according to the situation. When they felt nerves or embarrassed, Chinese people will smile or laugh nervously and cover their mouths with their hands. Pointing at someone with the forefinger is an accusatory motion and is considered rude or hostile Currier(2001) suggests that body language is basic building blocks of cooperation and negotiation. People are careful never to act in a way or that could be interpreted as an insult. Therefore, if the western negotiator misunderstand Chinese nonverbal message, they might feel confuse with the circumstance and the message has become ambiguity which probably might affect their decision. Also, when they use inappropriate body language, it may imply a meaning of disrespect and due to other partys antipathy. Nevertheless, negotiators can be conveying confidence by using body language if they uses appropriately. Axtell (1991:28) states that body language is as effective as or more effective than words. For instance, toward to the sexual difference aspect , men stand with their feet apart, expanding their space, or lean forward in their chairs-behaviors which are interpreted as aggressive. Women stand with their feet close together and one toe pointed inward, denoting submissiveness. Thus, to level the negotiating field, a woman should expand her space by standing to speak or using the arms of a chair and sitting erect when speaking. Time is important factor should be concerned during the negotiation process. Kimberley (2003:155) states that time are one type of nonverbal communication. People perceive time differs greatly from culture to culture. In the USA, time is a costly item that is not to be wasted. Time is scheduled carefully and holding to a time schedule is a virtue. Completing tasks ahead of schedule is usually something for which one should be proud. Americans do not like to wait and usually become irritated when someone is late for an appointment (Nelda, Baron, 1997). Therefore, when people negotiating with Americans, they should attend the meeting or appointment on time. In addition, Americans usually like to get down to business quickly in a meeting. People from other cultures, such as Japan, may be offended if a prolonged social discourse is not held prior to either partys mentioning the impending business. Even then, the discussion probably will proceed at a much slower pace than US business people are accustomed (Nelda, Baron, 1997). Lastly, Kimberly (2003:190) states that clothing gives a strong and immediate impression of its wearer, it is extremely importantly to nonverbal communication. Clothing develops a message, and by choosing particular clothing, the wearer commits himself or herself to the statements the clothing makes. It is no doubt that the dress of negotiators are implied a message to other party, such as if they are giving respect to the party they negotiated with. For instance, Thai business and government executives dress very formal. They perceive that the better dressed one is, the more successful one is. For business functions, farang men should wear lightweight suits with white shirts and ties. Slacks and jackets are not as acceptable. Farang women should not wear black dresses, however, for Thais reserve this color for funerals or mourning. However, black is acceptable to wear at formal events if it is accented with other colors. Consequently, when people are engage in negotiating with Thai people, they must dress appropriate in order to respect them and avoid embarrassed.
Tuesday, November 5, 2019
How to Get Into Yale 4 Expert Admissions Tips
How to Get Into Yale 4 Expert Admissions Tips SAT / ACT Prep Online Guides and Tips Yale is one of the most competitive schools on the planet to get into. If you’re wondering how to make your application stand out from the crowd, you’re in the right place. In this article, we’ll go over everything you need to know about how to get into Yale, including how hard it really is to get into Yale, what Yale is looking for in its students, what test scores and grades you need, and how to ace your Yale application essays. How Hard Is It to Get Into Yale? Yale is extremely selective - it accepts less than 7% of applicants every year. That means that only seven out of every 100 students get into Yale. In order to be competitive as an applicant, you’ll need to have near perfect grades, excellent test scores, and standout essays. What Is Yale Looking for in Its Students? Yale wrote an entire essay on what it looks for in its students. While the post doesn’t go into many specifics, it does offer some helpful nuggets of wisdom about what the admissions committee considers when evaluating applications: Academic ability: Yale wants its students to be top-of-the-line academically. Yale puts a lot of weight into your high school transcript, so you’ll need to achieve great grades consistently. Your high school teachers will also speak to your academic ability - your letters of recommendation should show that you’re hardworking and academically curious. Who you are outside of school: You’re required to write many different essays for Yale. Use your essays as an opportunity to paint a vivid portrait of yourself, one that goes beyond your academic performance. Highlight your interests and make yourself seem like a real person, not just a collection of numbers. What you’ll do with Yale’s resources: Yale wants students who will take advantage of its many resources. Your application should demonstrate that you’re ready to take on challenges and that you take grab opportunities when you see them. Yale isn’t looking for complacency - it’s looking for students who will take advantage of every moment on their campus. Amazing recommendations: While your transcripts give quantitative information about your academic ability, your recommendations give qualitative insight. Yale will rely on your teachers’ letters to really highlight who you are as a student. Teachers often write about things that a simple â€Å"A†on a line can’t convey - like your wit or sense of humor when responding to different challenges. Can You Apply to Yale Early? Yale offers both regular application and early action deadlines. The early action deadline is November 1 and you’ll hear about your acceptance on December 15. Yale’s early action program is a single choice early action program, which means that you can only apply to one school (Yale) but your acceptance isn’t binding. Statistically, you do have a slightly higher chance of getting into Yale early action than at the regular decision deadline, but the difference is not that significant. If Yale isn’t your first choice, we wouldn’t recommend applying there early, since you won’t be able to apply early anywhere else. Yale Application Deadlines and Requirements You can apply to Yale using either the Common or Coalition application. You’ll need to take write at least two essays, plus the short answer questions, regardless of which application you apply with. The number of essays you write depends on whether you’re applying with the Common Application or the Coalition Application. You’ll also need to submit three letters of recommendation. Yale requires that you send either SAT or ACT scores, with the writing component. You do not have to have completed any specific coursework in high school in order to apply. Here’s a full list of requirements: EITHER, the Coalition Application with Yale-Specific Questions, OR The Common Application with Yale-Specific Questions, OR The QuestBridge National College Match Application $80 Application Fee or Fee Waiver Two Teacher Recommendations One Counselor Recommendation School Report (including Transcript) Standardized Test Results Mid-Year Report (due when first semester/term senior grades are available at your school) Early action applications are due on November 1, regular admissions on January 1. What GPA Do I Need to Get Into Yale? You need to be at the top of your class, GPA-wise, to be accepted into Yale. The average GPA of admitted applicants to Yale is 4.19. That means you need basically straight A’s in order to even be competitive with other applicants. You’ll need to take AP or IB classes as well, both to boost your GPA and to show that you’re capable of handling college-level coursework with ease. What Test Scores Do I Need to Get Into Yale? It should come as no surprise, but you need extremely high test scores to be considered seriously as a Yale applicant. The average SAT composite score of admitted applicants at Yale is 1540. That breaks down to a 770 on the math section and 770 for the reading/writing score. In other words, you’ll need a basically perfect score to be considered. Yale requires you to send in all of your SAT scores, but the committee is able to look at a student's highest officially reported score on each section of the SAT. If you don’t have a 1540+ on the SAT yet, you need to seriously reconsider taking the test to get as close to that score as possible. Make a plan, commit to studying, and work hard. The average ACT score of admitted applicants at Yale is 33 - slightly less competitive than the average SAT scores. That being said, 33 is still high and if you have lower than a 31 on the ACT, you should consider retaking the exam. Yale Application Essays Yale requires all of its applicants to answer some combination of three specific essay questions. If you’re applying to the engineering school, you’ll have to answer an additional prompt. Let’s take a look at the three prompts. Then, we’ll talk about who needs to answer them. Think about an idea or topic that has been intellectually exciting for you. Why are you drawn to it? Reflect on your engagement with a community to which you belong. How do you feel you have contributed to this community? Yale students, faculty, and alumni engage issues of local, national, and international importance. Discuss an issue that is significant to you and how your college experience might help you address it. If you’re applying with the Common Application, you’ll choose two of those prompts and answer them in 250 words or fewer. If you’re applying with the Coalition Application, you’ll answer one prompt in 300 words or fewer. You’ll also include an audio, video, image, or document file that you have created that is meaningful to you and related in some way to your essay. You’ll write one sentence to show how this relates to your essay. Students applying to Yale’s engineering program must also submit the engineering essay as part of their application. Here’s the Yale engineering essay prompt: If you selected one of the engineering majors, please tell us more about what has led you to an interest in this field of study, what experiences (if any) you have had in engineering, and what it is about Yale’s engineering program that appeals to you. Please respond in 300 words or fewer. All applicants will complete six short answer questions regardless of which application you’re using. The six short answer questions for the Yale essays range in word limit from 35 words to 300 words. These essays are specific to the Yale application - you won’t find them on any other college or university’s application. Although they are short, the Yale supplement essays are just as important as the longer essays. If you want to learn more about how to answer the Yale essays and short answer questions, check out our in-depth article on the subject. Tips for Getting Into Yale It’s hard to get into Yale, but not impossible. You need to put serious work into your application to be considered. Here are some tips you can follow as you’re working on your Yale application. #1: Work Hard at Getting Great Grades You need great grades to be accepted at Yale. If you’re still in your freshman, sophomore, or junior year of high school, plan to take some advanced classes to up your GPA. You’ll need to be disciplined and work hard to compete with the other applicants. #2: Ace Your Standardized Tests You need high standardized test scores in order to be admitted to Yale. You should plan to take the SAT at least three or four times. Remember, you can take the SAT up to six times before the admissions committee starts to wonder why you keep taking the test. If you’re taking the Yale, you should study for and take the test as many times as necessary to meet (or beat) the average ACT score of Yale admitted applicants. #3: Write Standout Essays You have plenty of opportunities to flesh out your personality with your essays. You should put equal weight on all of the short answer questions, even the ones with a 35 word limit. If you're worried that one of your essays isn't strong enough, seek out a second opinion. #4: Secure Awesome Recommendations Yale puts a lot of emphasis on the recommendations you get from teachers - make sure you get good ones! Pick teachers who really know you - ones that you've worked with closely and have seen your best work. You want letters from teachers who can speak to your strengths beyond academic ability. Recap: How to Get Into Yale Getting into Yale is extremely difficult, but it's not impossible! Your application will need to be incredibly polished in order to stand a chance. Make sure your academic record is near perfect, your recommendations stellar, and your essays engaging, and you'll be competitive with the other applicants. What’s Next? Worried about how to write an amazing college essay?Readour step-by-step guide on how to write a college essayand take a look at our analysis of 100+ real college essaysto get a feel for what colleges want- and don't want- to read in an application. If you're getting ready to apply to college,it's time to learn what colleges expect from you. This article will help you better target your application to suit what each school you apply to is looking for. If you're planning to take the SAT or ACT as part of your application, try out some of our famous test prep guides, like"How to Get a Perfect Score on the SAT"and"15 Key ACT Test Day Tips." Want to get into Yale or your personal top choice college? We can help. PrepScholar Admissions is the world's best admissions consulting service. We combine world-class admissions counselors with our data-driven, proprietary admissions strategies. We've overseen thousands of students get into their top choice schools, from state colleges to the Ivy League. Learn more about PrepScholar Admissions to maximize your chance of getting in.
Sunday, November 3, 2019
The Technological Stimulus of the Industrial Revolution Essay
The Technological Stimulus of the Industrial Revolution - Essay Example The technology that continued to drive the Industrial Revolution came in the form of invention and innovation. Invention, and the implementation of the invention, was merely the first step in the process. It is estimated that the period of invention terminated in 1780 (McCloskey 251). All progress after that date was due to innovations on existing technology. Initially, the textile mills located their factories near sources of water that were needed to drive the water wheel technology. The introduction of the steam engine radically changed the economics of the textile industry. No longer forced to relocate workers to the site of the source of power, manufacturers were free to build factories at the population centers that provided a ready supply of cheap labor. Aside from solving the labor issue, steam power was not subject to the changes in weather and seasonal variations that water was. Water was subject to drought and in the attempt to make up for losses in the dry period, water driven mills were often forced to employ child labor during high productivity periods. The loss of this labor source reduced the value of water. Though the cost of water may have been competitive, it could never be a reach the production levels of steam. Without the introduction of the invention of steam, the textile industry could never have reached an economy of scale. ... However, there were some major differences in the economy of the production of iron. Iron experienced an unprecedented level of growth in production during the period of 1780-1860. However, it did not see an improvement in the productivity that was noted in textiles (McCloskey 251). While the cost of textiles fell dramatically during this period, the cost of iron fell less sharply. McCloskey has attributed this to the rising cost of inputs, mainly coal, that were required in the production of iron (251). The production level of iron was spurred by improved technology, but an influx of capital could not significantly raise the level of productivity. The inventions and innovations also aided the high levels of production and improved productivity during the Industrial Revolution in transportation. Transportation not only increased trade, but also facilitated the transport of local raw materials and finished goods. While McCloskey puts the value of transportation during this period at about 6% of the national income, it may have been a resource whose dynamic effect is difficult to calculate (258). The development of roads and waterways was reflected in the overall cost of transporting cloth from a remote mill to a commerce center. The eventual reduction in the cost of transportation through technological improvements would further raise the level of productivity. Transportation moved the finished goods and allowed for the importation of raw cheaper materials. Critics, however, have argued that the peripheral economic benefits of transportation, including the expansion of trade, amount to very little (McCloskey 258). However, even outside the textile sector, exports grew among almost all manufactured goods though they were
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