Women Should Women Be Ever Equal - 1968 Words

Venecia Middlebrooks Julie Dorris Comp.II July 28, 2016 Will Women Be Ever Equal to Men In today’s society it is a shame that women are still not respected and treaty fairly and equally as men in the workplace and society. A lot of men and even some women are stuck in the 1950’s mentally that women are better than men, and should not be treated with the same respect as women. Why does it have to be a man’s jobs and a woman’s job; why can it just me a person’s job. Women are capable of doing just as much work as a main and maybe more. It is not fair that women get paid less than a man when they both do the same job. Men have always been considered the strong dominant gender, and women are the weak needed to be saved and protected by their men. Women are expected to stay home and take care of the children and let the man be the bread winner and run the household. Women have been fighting for equal rights and equal pay for the last 100 years. In the United States women make about seventy six cent for every dollar a man makes for doing the same job. â€Å"That’s up from about sixty three cents three decades ago. The fact is the gap has closed so little in the last 30 years that, at this rate, we’ll catch up in a century† says Betty Spence, President of the National Association for Female Executives it’s really disheartening. ( McAlevy. L 12). Equal pay is a family issue. â€Å"Women make up nearly half of the U.S. labor force and are a growing number of breadwinners in theirShow MoreRelatedEssay on Gender Inequality Still Exists in Modern Society677 Words   |  3 PagesThe search for equality between men and women is fuelling a never ending war between genders. There are still doubts that women are not equal to men; even though people try to convince themselves otherwise, we are faced with day to day situations that prove that women are not equal to men. For example: working in a men’s environment, doing as you please with your sexuality and segregation by nature. Though most men have full respect for women, there is still a lot of conflict in the male perceptionRead MoreFeminism : A Feminist Movement1553 Words   |  7 PagesAlthough it is now 2015, women still must put up a fight for equality. Males and females are constantly being compared in society. Especially at work, whether it is by earning less, or bei ng subjected to an unfavorable environment, women are still seen as inferior to men, even if it is not directly portrayed. This is a problem that has been ongoing since time began, movements for women to gain equality have been occurring for nearly two centuries. However, the goals set by women like, Mary WollstonecraftRead MoreWomens Unequal Pay1333 Words   |  5 Pagesequality in the Declaration of Independence states that, â€Å"all men are created equal.† According to this constitution that we live in correlation with, it suggest and says that we are the same, no one is greater than anyone, whether it be a woman or man. In response to the statement, why should women be paid less than men? Woman should and deserve the right be paid equally for the same jobs they possess in comparison to men. Women have always been seen inferior to men, and in a result has impacted usRead MoreInjustices Of Women And Women1121 Words   |  5 PagesInjustices towards Women (Analysis of sources of unequal treatment to women) Injustices of women go way back to hundreds of years ago. 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Rhetorical Analysis Of Marvell s Bermudas - 996 Words

The 17th Century marked an Age of Discovery for both new sea routes and new ways of expressing erotic lust. The Anglican Church of England continued to be the powerholder over England, enforcing the dominant religion and the jurisdiction over those who opposed it. However, after the English Civil War the Church’s power began to fluctuate and other religions including Christianity were gaining religious and civil rights. Embracing steps towards religious recognition Marvell’s ‘Bermudas’ takes the idea of faith to a sensual level, using metaphors to uncover a promised Eden and erotic lust. Marvell’s approach to lust through religion is unimaginable, how is he able to mask his love for women through his faith in God? He embraces New World language to explore faith in God and lust for his promised land. In order to understand Marvell’s use of lust in a religious way I will uncover how his New World language expresses love in Religious Persecutio n, Faith and an eagerness for Virgin territory. Overcome with religious restriction and persecution, Christian sailors were eager to escape England and meet the Eden they are promised in the Bible. Living in a world of restrictions creates a sense of desperation for the unknown. Marvell expresses this in the way he metaphorically relates to water. In order to escape the â€Å"prelate’s rage† sailors must pass through waters that are a â€Å"watery maze† full of â€Å"huge sea-monsters. Marvell encompasses the 17th century view of the world: flat and

Resumen Future of Management Free Essays

UNIVERSIDAD DEL PACIFICO TRABAJO FINAL DE GERENCIA ALUMNO: FREDDY ALEMAN QUIROZ TEMA: OPINION SOBRE â€Å"THE FUTURE OF MANAGEMENT† EL FUTURO DE LA GESTION Desde hace varios anos existe gran demanda de los libros sobre administracion, liderazgo, innovacion, etc. es decir de los libros sobre negocios, todos ellos reflejan un gran optimismo y te dicen como llegar al exito, los best seller sobre este tema siempre tratan sobre experiencias de empresas exitosas bajo la idea de que cualquiera puede lograrlo, pero todos son generales despues de la batalla y escriben libros para contar sus hazanas( su modelo de negocio) en el que cada uno nos cuenta su experiencia, pero definitivamente nunca nos cuentan todo. Gary Hamel es uno de esos escritores que han llamado la atencion desde hace anos, (graduado de la Universidad de Andrews y la Roos School of Business de la Universidad de Michigan, es el fundador de Strategos, una empresa internacional de consultoria de gestion), es uno de los mas exitosos escritores sobre negocios. We will write a custom essay sample on Resumen Future of Management or any similar topic only for you Order Now Es asi que en la Maestria en Administracion de la Universidad del Pacifico, en el afan de introducirnos dentro de las mas actuales tendencias sobre administracion llega a nuestras mentes la ultima publicacion de este â€Å"guru de la estrategia en el mundo†(The Economist), †el innovador sin par de la gerencia en el mundo†(Fortune) con su libro â€Å"The Future of Management†, en el cual nos explica en su primera parte que parece que la administracion como ciencia ha alcanzado su maximo desarrollo y que a lo largo de estos anos ya hemos dominado, en cierta forma, la ciencia de organizar personas, asignar recursos, establecer y definir planes y objetivos, minimizar los errores de procedimientos y que la administracion posiblemente ya haya resuelto sus problemas mas dificiles, y es por eso que se pregunta cual es el futuro de esta ciencia, dice que ha habido poca innovacion en la administracion y la direccion de empresas en los ultimos 20 o 30 anos. Pero Hamel nos dice que esto no es cierto y que a pesar de sus indiscutibles logros hasta ahora, tales como superar complicados problemas triunfando en dividir tareas complejas en pequenos y repetitivos pasos, en que se cumplan y se hagan procesos operativos estandarizados, en medir costos y beneficios hasta el ultimo sol, en coordinar los esfuerzos de miles de trabajadores y en sincronizar operaciones a escala global. Sin embargo hace tambien que las personas se ajusten a las reglas desperdiciando grandes cantidades de imaginacion e iniciativa humana, es por eso que la administracion moderna nos ha legado una serie de dificiles preguntas, que complican disyuntivas que necesitan de un pensamiento muy audaz y nuevos enfoques porque ahora tenemos nuevos problemas, dificultades y dilemas que ponen en evidencia los limites de nuestros actuales y desgastados sistemas y procesos administrativos, y que si bien a originado la multiplicacion del poder adquisitivo de los consumidores de todo el mundo, al mismo tiempo a esclavizado a millones en empresas casi feudales; ha ayudado a que los negocios sean mas eficientes, pero pone en peligro la adaptacion organizacional. Entonces, mientras en la practica la administracion no esta evolucionando a la velocidad que una vez lo hizo, el futuro de los negocios en el siglo XXI no puede ser mas volatil, por eso Hamel nos muestra una cantidad de nuevos retos administrat ivos: †¢ En el entorno cambiante en que vivimos el liderazgo del mercado cambia constantemente de manos y las ventajas competitivas se reducen mas rapido que antes. Las desregulacion, junto con los efectos de la nueva tecnologia estan reduciendo dramaticamente las barreras de entrada en muchas industrias, lo que origina que los oligopolios se esten rompiendo y que la competencia esta incrementandose anarquicamente. †¢ El Internet esta pasando el poder de negociacion de productores a consumidores, antes las companias se aprovechaban de la lealtad de los clientes y les vendian casi cualquier cosa, hoy en dia los clientes saben exigir calidad y no hay espacio para productos o servicios mediocres. †¢ Los ciclos de vida de las estrategias se estan reduciendo. †¢ La baja de los costos de comunicacion y globalizacion estan abriendo competidores con costos ultra-bajos. Ante estos nuevos retos se necesitan nuevas capacidades organizacionales y administrativas, por eso las companias deben adaptarse mas rapidamente en sus estrategias y ser igual de eficientes, tienen que volverse pioneros de las innovaciones y deben saber como inspirar a sus trabajadores para que den lo mejor de si mismos todos los dias. Pero esto no es nada facil, estamos metidos en nuestro paradigma administrativo, el cual esta centrado en la eficiencia y en la burocracia (Taylor y Weber) que es el principio organizativo de casi todas las empresas del mundo. Por eso es necesaria una completa revolucion, hay que pensar hacia delante, hay que imaginar primero y despues inventar el futuro de la administracion. La segunda parte del libro nos dice que debemos reinventar la administracion mediante la innovacion administrativa que es la que nos va a dar poder para crear cambios dramaticos y duraderos y sobretodo producira beneficios. Pero ? Que es la innovacion administrativa? Es â€Å"cualquier cosa que substancialmente cambia la manera en la que el trabajo de administrar es llevado, y que modifica significativamente las formas habituales de la administracion adelantando las metas organizacionales† Pero lo explica de varias formas: â€Å"las innovaciones administrativas tambien comprenden cambios que crean valor para las estructuras organizacionales y para los papeles que desempenan las personas† como ejemplo podemos decir que las empresas consisten de unidades de negocios, departamentos, trabajadores, proveedores, socios y consumidores, por lo tanto una nueva forma de conectar todo esto puede constituir una innovacion administrativa. Ojo que es diferente a una innovacion operacional que se concentra en los procedimientos de negocio de una compania (compras, marketing, servicio al cliente, etc. ), las innovaciones administrativas se enfocan en los procesos administrativos de una empresa, es decir las formas y rutinas que determinan como el t rabajo administrativo es hecho dia a dia. Asimismo nos muestra como empresas lideres como General Electric, Procter Gamble, y Toyota, alcanzaron el exito no solamente gracias a buenos productos, ejecucion disciplinada y buena vision, sino que fue la innovacion administrativa la que los llevo a la grandeza: †¢ General Electric uso la disciplina administrativa en el descubrimiento cientifico, es decir, organizo sus laboratorios y GE fue la que gano mas patentes que cualquier compania en la primera mitad del siglo XX . †¢ Procter Gamble en la decada de los 30s creo las marcas haciendo la novedad de crear valor de los activos intangibles. A partir de alli PG a crecido en base a la creacion y administracion de grandes marcas. †¢ Toyota es el fabricante de automoviles mas rentable del mundo y gran parte de su exito se baso en su sistema â€Å"de gente pensante† para olucionar problemas complejos por ideas de mejoras de empleados ordinarios. Siendo entonces la innovacion administrativa tan importante ? como exactamente estas crean ventajas competitivas? , La respuesta es que las innovaciones administrativas tienden a dar ventajas competitivas cuando se satisfacen una o mas de estas tres condiciones: †¢ La innovacion esta basada en un principio de administracion nuevo que reta a uno que esta desde antes. †¢ La innovacion es sistemica, abarcando un rango de procesos y metodos. †¢ La innovacion es parte de un programa de invencion, que existe actualmente y en el que el progreso se acumula alo largo del tiempo. Las innovaciones pueden ser de diferentes maneras: (en orden de importancia de arriba hacia abajo, en base a los niveles de creacion de valor): †¢ Innovacion Administrativa †¢ Innovacion estrategica †¢ Innovacion en el producto o servicio †¢ Innovacion operativa Ahora, hay que hacer la salvedad de que no toda innovacion administrativa crea una ventaja competitiva, ademas ningun descubrimiento administrativo significativo, no importa que tan audaz o bien ejecutado este, va a darnos ventajas competitivas para siempre, es por todo esto que los gerentes son muy escepticos respecto a las innovaciones ya que son, en su mayoria personas pragmaticas, que no imaginan y que se quedan realizando una y otra vez lo que dice la teoria. Despues de todo lo dicho, Hamel nos muestra un modelo de programa de accion para la Innovacion Administrativa. , basandose en una serie de preguntas que pueden ser utiles para identificar primero la necesidad de una innovacion ( se plantean problemas principales y sugiere solucionarlos con el metodo de Descartes) y luego plantea los siguientes retos respecto a la administracion del futuro: †¢ Acelerar dramaticamente el paso de la renovacion estrategica en organizaciones grandes y pequenas †¢ Hacer de la innovacion un trabajo de todos, todos los dias. †¢ Crear un ambiente laborar altamente atractivo que inspire a los empleados para que den lo mejor de si. Reitero que esto es muy dificil de lograr, pero hacerlo sera grandioso ademas, si tal como hemos visto que las empresas lideres han logrado progresar y tener beneficios de una y muchas innovaciones administrativas, sera mediante la constante innovacion que seguiran en el mercado. Es en esta parte en que Gary Hamel despues de darnos todo su punto de vista, dice que el objeto de este libro no es determinar el futuro de la administracion y la direccion de empresas, sino a ayudar a los lectores que lo inventen, por lo tanto nos deja una tarea muy grande, pero a medida que la hagamos obtendremos el exito y beneficios para nuestras empresas. FREDDY ALEMAN QUIROZ How to cite Resumen Future of Management, Essays

Leading and Managing Organizational Change Australian Rugby Team

Question: Discuss about the Leading and Managing Organizational Change. Answer: Introduction The Australian national rugby union team, the Wallabies are among the finest rugby teams in the world and are ranked third in the world. The Australian rugby team has firmly established rivalries with France and England (Wallabies, 2017). The paper offers a weekly journal on the learning experiences related to the HRM practices of Wallabies as a sports organization. The weekly reflections will help evaluate the current management practices and their role in improving the organizational behavior. I was appointed as a Promotion Director for the Australian rugby team, and my responsibility was to make the team more popular with the help of special events and team promotions. I had to coordinate with the business manager and the marketing director and other members of the sports management. Sport is a special commercial venture where the sportsmen are the product as well as the service providers. The organization is very different from other organizations, and one needs to set up effecti ve ways of integrating proper organizational behavior within the Rugby sports organization. I took about a week to settle down and get familiar with the team and its management practices. A meeting was held last week to discuss the ensuing challenges and increasing number of difficulties faced by the Rugby team. The sports team was unable to attract and retain good coaches, volunteers, sportsman and administrators within the organization. The conclusion of the meeting was that the fundamental governance structure and the organizational behavior need to be looked into. The sports management team felt that it was not just enough to hire right people but also keep in mind the business goals and objectives. Strategic HRM practices were discussed which can take care of rewards and incentives. The focus should be on developing effective culture and strong interpersonal relationships that can handle conflicts, disputes, and grievances. After being in the Australian rugby sports management team, I understood that Sports organizations are a bit more complicated and it is challenging. I think that it is important to look into individual behaviors and perceptions of each and everyone involved. I felt that it would indeed be challenging to bring positive outcomes and enhance organizational effectiveness. The sports club was facing difficulties because of the higher commercial focus and was struggling to meet the costs. Many of the rugby players were moving to other countries lured by higher wages and better job satisfaction. This is certainly not good news for the Australian rugby. The sports management team will have to battle with the external pressures by developing mutual satisfaction between the players, coaches, the governing bodies, etc. (Taylor and Francis, 2013). A meeting was held by the sports management team to review the current status of the team and discuss the challenges. The main issues were the scarci ty of funds and lower level of satisfaction among the players and coaches. It was decided to make two different teams; one would focus on raising funds awhile others would build the morale of the rugby players and coaches. Each team member was to focus on the goals and work together. I was made the leader of the team responsible for building funds as I was also the Promotion Director for the Australian rugby team. The other team leader was assigned the role of taking care of the training, evaluating and rewarding of the rugby team and its performance. Their objective was to raise the level of satisfaction among the team members with better communication, and conflict resolution. However, I had to coordinate with the team leader of the other group. I was thinking about how to lead my team towards a new way of working together and make positive changes within the sports organization. As a team leader and the Promotion Director, I held a meeting with my team members last week and brainstormed different ideas on how to raise funds for the Rugby team and make it even more popular. I believe in the style of transformational leadership to bring about meaningful changes in my team members and the organization. I encouraged everyone to get involved and motivated them to rank the issues faced by the rugby team and develop an action plan to raise funds. Based on the discussion, our team decides on selling merchandise, getting sponsorship and hosting Exhibition matches with the local teams to raise funds and popularity of the team. I had a meeting with the other team leader, and after discussions, we came to the conclusion that a proper organizational behavior needs to be integrated into the team if it has to perform successfully and make more wins. Even if a single rugby player is not doing his job correctly or the sports coach is not performing to his optimum capacity, t he impacts can be seen immediately in the performance of the whole team. Our team began working on additional merchandise such as beer glasses, car stickers, mugs, ties, and T-shirts. The merchandised was first sold within the club as players are often self-motivated purchase merchandise and feel a part of the team. The merchandises make for a convenient gift for all people associated with the club and are an effective way of advertising the club and its players. Exhibition matches were organized between the team and the local schools and clubs for free. Sponsorships were looked for to boost commercial advantage. During my meet with the other team leader, we agreed upon that it is essential to building strong interpersonal relationships to handle any grievances, stress, and conflicts among the team players and the coach. The team members of the other group organize one-on-one meeting to unravel the attitudes of individuals in the organization. The coaches and the players were asked how they felt about their work environment, their commitment to the Rugby organization and their pay. It is essential to note here that individual performance of a player plays a major role in strengthening the foundation of rugby team performance, and hence it should never be ignored. Thus, it was suggested to use performance appraisals every month. Two types of performance appraisals were used, the administrative appraisals and developmental appraisal. Administrative appraisals focused on the salary, bonuses, promotions and training programs for the players, while the developmental appraisal should be customized according to the needs and experience of each player. It was time-consuming to plan and organize merchandised items. Finally, additional merchandise with the Rugby team logo and the players names and pictures was ready. A professional team was hired to design colorful designs and logos. It took about a week to get mugs, ties and T-shirts printed and organized the sale. Pos ters and invitations were designed to send an invitation for exhibition matches to local clubs and school. The Proper schedule was managed so that there is at least one exhibition match every week. A team was organized to take care of sponsorships. I got together with the other team leader to print out performance appraisal forms for each player and a different one for the coach to assess their performance and satisfaction level within the sports organization. Everyone in the team worked hard and is now ready to go ahead with the plans. We ensured that there was effective communication between all team members at all times. Stadium operators and local teams were contacted with detailed plans for venue and ticketing plans to host exhibition matches. Merchandise items carrying the name and logos of the team were gifted and sold to raise awareness and popularity of the sport. Performance appraisal forms were handed out to all the team members. Sponsorship was followed to build the busi ness relationship and get essential funding for the sports club. I realized over the weeks that how important is the teamwork behind the success of every organization. A strong teamwork is essential to understand the challenges and prevent any conflicts that can act as a hindrance. The conflict did arise among the team taking care of merchandised items and their sale. I intervened when necessary and made sure each and everyone was treated with respect. I gave encouraging opinions to the team members to reduce any conflict. I made sure that everyone felt warm in the working climate. After all, running the rugby team and club requires a strong physical and mental connection. It was indeed a great learning experience to go through the planning and organizing the teamwork. I learned the important role and responsibility of a leader to accomplish complex tasks. As asserted by Tsai (2011), it is essential to understand the culture within an organization and maintain a healthy environment with adequate communication and promote the organizational philosophy with the interaction between the leadership and team members. Different teams have different challenges and risks, and the team effectiveness can be worked on with effective communication and timely dissolution of conflicts. I would use the new knowledge and experience in future projects. References Tsai, Y. (2011). Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction. BMC Health Services Research, 11, 98. https://doi.org/10.1186/1472-6963-11-98 Wallabies. (2017). The Roar - Your Sports Opinion Retrieved from https://www.theroar.com.au/rugby-union/wallabies/