Gender-Based Assumptions of War Victims

Gender-Based Assumptions of War Victims IS THE VIEW OF WOMEN AND CHILDREN MERELY AS VICTIMS OF WAR TOO SIMPLISTIC? International actors faced numerous Humanitarian crises throughout the 1990s, leading to a New War thesis, made particularly prominent by Mary Kaldor. Whilst wars have historically been concerned with violence against the most vulnerable, only recently have studies focused on massive civilian casualties, largely women and children (Kaldor 2013: 133). In mainstream thinking, war remains an exclusively male issue where men are ‘naturally’ those who perpetrate violence; meanwhile, women and children are seen only as victims. Empirical data, however, reported that men as potential fighters are most likely to be targeted in armed conflict, including sexual aggression (Carpenter 2006: 88). Wars create all sorts of victims and perpetrators, spanning gender and roles. Thus, is the role of women and children merely as victims too simplistic? Want This paper examines how common gender-based assumptions and unclear victim-related terms led observers to consider victimization as intrinsic and gender specific. As Cynthia Enloe (2004: 10) stated, ‘naturally’ is a dangerous notion that depicts women as life-giving versus men as life-taking (Coulter, Persson and Utas 2008: 7). However, men, women and childrens roles are much more diverse and complex. Analysis of the Syrian crisis illustrates this argument and provides evidence that men, women and children may be victims, perpetrators, or even both. ‘Women and Children First’. The necessity to have a ‘victim’. Thinking about armed conflict and human security, victims are often at the heart of leaders’ decision-making and civil society’s policies. The search for adequate victims’ and humanitarian programs raised the debate about which side or communities should be acknowledged as victims and revealed the many faces of victimhood (Huyse 2003: 54). Part of the dilemma comes from the political-biased connotations and the legal definition(s) of the term victim. To discuss the former argument, we choose to use the definition provided by the 1985 UN Declaration, which defined a victim as: a person who, individually or collectively, have suffered harm, including physical or mental injury, emotional suffering, economic loss or substantial impairment of their fundamental rights, through acts or omissions that are in violation of criminal laws operative within Member States (UN 1985). Women and gender-based violence. Gender-based violence, especially wartime rape, is as old as war itself. For a long time in history, the ‘inferior’ position of women or certain ethnic or racial minorities was considered as natural, following Browmiller’s thesis that ‘War provides men with the perfect psychological backdrop to give vent to their contempt for women’ and became inherent to territorial advance (Brownmiller 1975, 32). During the liberation of Europe in 1945, the Russian Army raped over two million German women (Beevor 2007). However, women had to wait fifty years with the atrocities of Bosnian, Sierra Leone and Rwandan reports on rape camps to finally obtain the ear of the International community. The mediatization of armed groups using the enemy’s women to achieve ethnic cleansing, genocide and occupation goals upon the enemy raised awareness about the use of rape as a weapon (The Economist 2001, Farwell 2004). Pressures by feminist lobbies and academics led to an attempt by the UN to reinforce the protection of women and girls from gender-based violence, recognizing this ‘regrettable aspect of the war’ as a crime against humanity (Farwell 2004: 389, Erturk 2008: 1, DEDAW 1993). Nonetheless, sexual violence is not the only form of conflict-related victimization of women. The over-classification of women as ‘bush wives’, camp followers, and sex slaves undoubtedly raised the world’s awareness on gender-based violence but also diverted policy makers to address and establish efficient policies for all the range of victims (Coulter, Persson and Utas 2008: 8). For example, concerns about the health needs of women in conflict-zones – especially pregnant mothers and their children are annually expressed. In 2009 the Red Cross reported the highest rates of maternal deaths happen in war-torn countries (Puechguirbal 2009). Besides physical sequels, women suffer also from long-term and indirect psychological, social, and economical related-forms of violence. For example, women injured by sexual violence endure physical sufferings but also psychological pressures such as shame when they are back in their communities or economic deprivations and sanctions. Those issues are particularly contentious in cases where women are culturally dependent and subjected to their husbands. (Puechguirbal 2009, Erturk 2008, Tickner 1997: 628). Children as victims The same reasoning occurs with children. UNICEF recently alleged the number of children affected by civil wars has more than doubled over the past years, exceeding more than 5.5 million (UNICEF 2014: 3). However, the numbers do not reflect the form of violence and oppression nor do they specify a time distinction. Children are mainly described as ‘direct victims’ suffering from the direct effects of violence. Nevertheless, more attention should be given to the many other invisible victims, such as those children who lost one or more family members and suffer from the aftereffects of the violence they witnessed (Huyse 2003: 57, Worldvision 2014). Usually defenceless and vulnerable, children are killed, physically abused, kidnapped, recruited as soldiers, and/or displaced. In Syria, more than 1.2 million children have fled their homes, most of them are under 12 (UNICEF 2014: 18). In refugee camps, children are particularly exposed to malnutrition and unsanitary conditions, leading to all kinds of disease. Separated from their family, and/or without support from parents who could barely afford to feed and protect them, children suffer socio-economic deprivation and usually have no access to basic necessities. They are prevented from going to schools and are either enrolled as child labour and/or forced into sexual slavery, – or in the case of young women, married off to older men – to supplement their family’s meagre income (Shivakumaran 2014). In addition to physical abuses, children suffer from long-term psychological traumas from their experiences. In Syrian refugee camps, psychologists noticed unusual level of distress and visible signs social and physical dysfunction among displaced children (Atlas 2014, Winter 2014). Isolated and socially rejected, children who have been traumatized during the conflict develop sequels that can lead to new forms of violence –child soldiers, street gangs, juvenile delinquency or vendetta— (Boyden 2006: 4). In war-torn societies, the observations can generally be extended to second-generation victims; from children who suffered high levels of stress from the adults around them and children born in camps[1], to the grandchildren who carry memories from elder generations (Huyse 2004: 54, 57). Victims of Man’s war For a long time, there was a belief that men fight wars to protect vulnerable people, defend their family’s wealth, and the interests of the nation. This stereotypical role of the ‘active male protector’ naturally defined women and children as ‘passive-protected’ actors. Nevertheless, this common understanding about women and children’s victimization largely diverted the international debate from other under-acknowledged realities (Tickner 1997: 627, Enloe 2012: 7, Rygiel 2006: 150) First, armed groups are not always protecting the weak; second, the assumption that victimization is gender specific overlooks the presence of female fighters among armies (Goldstein 2001: 59). Finally, keeping in mind the fate of children as victims, recent researches indicate empirical evidence about children’s contribution to armed violence, including child soldiering. From victims to active participants Violence committed by children or women has an important symbolic power on people’s minds, because it challenges traditional social constructions that women and children are the most vulnerable (Hunt and Rygiel 2006: 2). Children as weapons Child soldiers have been in use for a long time: regular armies before the Geneva agreements made use of children. As a result of changing societal values and greater awareness of the issue, child soldiering increasingly gained political salience over the last decades of civil wars intensification. Images of tens of thousands small boys with an AK-47 –considered as a ‘cheap’ and ‘disposable goods’ by African War-lords (Rosen 2005)– created terrifying damages worldwide (Erwin 2002, Hoge 2014). However, child soldiers are generally portrayed as direct or indirect victims, forced and pressured by adults to commit brutal atrocities. Numerous testimonies by former child soldiers show the dilemma for those children who killed to defend themselves, either from their captor or an opposing armed faction (BBC 2005). The recent video released by the Islamic State (IS) shows the process of indoctrination and militarization: children carry guns as big as them, and are trained in radical ideology (Vinograd, Balkiz and Omar 2014). Many of those children are around 12-13 and do not actually have a choice, but some of them are already adults. This also leads to the debate around the capacity of youth to exercise a measure of personal autonomy in their decisions and actions (Maclure and Denov 2006: 120). Since 2002, ‘child soldiers’ definition relies the UN straight 18 principle and outlaws all major forms of children involvement in hostilities under that age (OPAC 2007). However, this strict definition tends to obscure the weight of experience, social-context and environment in which youth are evolving (Boyden 2006, Maclure and Denov 2006) Latest psychological analyses demonstrate the necessity to differentiate childhood and adolescence: much of the analysis so far has infantilized the young people as receptors of environmental stimuli, or of adult pressures, often disregarding particular cognitive and behavioural dynamics (Boyden 2006: 1). In some cases, children join for ideological reasons or for other advantages and opportunities war can bring – e.g. money, resources and power to name a few reasons. The prospect of getting a better life is worth war, leading young people to join the rebellion for the same reasons as adults (Hoeffler and Collier 2001, Boyden 2006: 4). Moreover, some scholars tend to explain instability in certain region as a consequence of demographic changes and increasing masses of youth. Post-conflict zones are primarily addressed taking into consideration the limited capacity of war-torn states to handle youthfulness (Maclure and Denov 2006, Boyden 2006: 10). For example, re-recruitment of child soldiers into war is particularly difficult to address (Hoge 2014). In response to evidence of child soldiering by the Kurdish rebel group, the International Criminal Court signed an agreement with the YGP establishing a ‘non-combatant’ category for children between 16 and 18. However and despite Demobilization, Demilitarization and rehabilitation (DDR) programs, dozens of children have tried to re-join local Kurdish military unites on their own (Geneval Call 2014). Women and Men on the moral continuum. From Antigone[2] to the Ozalp[3], women have actively participated in all aspects of war. Historical records show that women perform successfully in war –sometimes even more than their male colleagues. The quasi-exclusion of women as ‘combatants’, refers to the gender constructed discourse and dichotomy between women (peaceful) and men (warlike) which denied the active participation of women as individual perpetrators of violence (Hunt and Rygiel 2006). For example, in 2003, when were released the images of Lynndie England abusing Iraqi prisoner at Abu Ghraib surfaced, the first comments were not related to the atrocities perpetrated on the Iraqi prisoners nor the executors —no one knew, knows, or remembers the names of the other U.S. guards (Brittain 2006: 84). The shock was particularly focused around the picture of the ‘little white woman’ holding a leash tethered to the prisoner’s neck (Struckman 2010, Brittain 2006: 84) Consequently , it has become necessary to critically analyse women’s role as ‘perpetrators and perpetuators’, regarding the estimated number of women engaged today in ‘unwomanly’ behaviour worldwide, including Western armies (Goldstein 2001, Cohen and al. 2013). Fighting for freedom – The case of Kurdish Female fighters The recent growing progress of IS has given particular attention to the fighters for freedom, which fight to prevent the expansion of the Islamic caliphate. In reporting on Kobani attacks by IS, media have begun focusing specifically on the increasing proportion of female fighters who joined the Kurdish movements under the banner of the Women’s Protection Unit (YPJ). Never before has such international concern been given to female combatants and the role they can play in a major combat zone. In the region of Kobani, one in three of the city defenders are female (Pratt 2014, Mezzofiore 2014). From passive ‘protected’ to active ‘protector’, Kurdish female fighters represent a category of women that diverge from the one previously encoded in the society. Besides their abilities to shoot multiple types of weapons, they developed a full range of other skills based on physical and cognitive differences between men and women. For instance, they are mostly marksmen and snipers, as it requires ‘calm, patience and finesse,’ a typically female trait (Pratt 2014). Contrary to the images of vulnerable women, YPJ soldiers almost reveal signs of masculinity by accepting ‘death as a sacrifice that is part of the life choice they have made’ (Pratt 2014). And yet, motivations could be almost identified as feminist ones. IS treat women as objects, giving female fighters even more power against ISIS; some say that Islamic rebels are more terrified of being killed by women because if they do they cannot go to heaven (Mezzofiore 2014) The Kurdish example raises many concerns among scholars since it contrasts the common perception of women’s role. The YPJ’s struggle proves that women can be perfectly capable and willing of performing violent acts to ‘defend the Kurdish people against all evil’ (Pratt 2014). Some suggest that this could lead to the empowerment of women in the region, since female fighters are being taken much more seriously today than in the past (Mezzofiore 2014, Gatehouse 2014). Under fire – All victims? The institution of war has never been good for women and children (Farwell 2004). To a larger extend, war has never been good for anybody. Even if women and children are among the worst victims, they are not the only ones. The held idea that women and children are most likely to be displaced is not always giving justice to the data. Regarding the statistics about Registered Syrian Refugees, Males represent 48.7% and Female 51.3% of exiles. Refugees also include elderly persons, wounded warriors, minorities, people with disabilities, etc (UNRHC 2014). By qualifying women and children only as victims or combatants, scholars conceal the large range of positions they can occupy during a conflict. The mobilization of the society in the war effort has existed as long as war itself. During the First World War, the Munitionettes[4] and their children worked in factories to provide for men at war. They have been enrolled in offices, communications, intelligence, maintenance and many other under-acknowledged ways (Goldstein 2001: 78). Partly victimized, partly victimizing, women are often considered as those who sacrifice the most during war (Huyse 2003: 56) In Africa, women who must fight in armed groups have often been doubly victimized – forced to join the rebellion and raped by enemies and comrades. Consequently, it is impossible to draw a sharp line between the two categories, preventing the implementation of programs to address these women and girls’ actual lived experiences (Coulter and al. 2008 XXX). For example in post-reconstruction policies, they have failed to include women and young girls in DDR programs. Part of it is due to policy-makers’ refusal to recognize woman as combatants (Coulter and al 2008: P). Thus, depending on the policies implemented, women can suffer from deeper discrimination mainly related to the structural roots prevailing in society before the conflict (Cohen and al 2013:5) Porter’s study about rape in Uganda found that rapists are more often husbands/boyfriends or men from the same community rather than enemies (Porter 2013, Utas 2005). Or they can expect better positions with regard to equality between women and men. For example women were generally granted the right to vote after World War Two. Moreover, by emphasizing on the large proportion of women who have been abused, the debate on gender-based violence on men has been overlaid. Barring a few exceptions, the literature does not pay attention to the fact that men are also victims of poor treatment, thereby tortured more violently. Sexual violence is an issue commonly defined as affecting women and young females and yet, male rape, genital mutilation and other forms of emasculation have an important impact on men that should be documented (Cohen and al 2013: 7, Sivakumaran 2013). Aggressors often abuse male enemies or political prisoners intentionally dehumanize and humiliate them (Sivakumaran 2013, Carpenter 2006). Nevertheless, because of the psychological and social implications of male victimization, less attention is given to male adults and adolescents who have been oppressed and/or forced to commit crimes (rape, mass killings, kidnapping), leading to a bias in human security studies (Carpenter 2006). From ‘Women and Children’ to ‘Women’ and ‘Children’ Gender-based common assumptions have largely shaped the way people perceive men, women and children’s roles in war. The persistent idea of a masculine monopoly on force promotes a simplistic view of war as the continuation of politics, where men are the main actors (Enloe 2004). By categorizing men as life-taking, women as live-giving and children as the next generation, it appears that scholars have misjudged the role of women and children, especially during wars. After the mediatisation of the Bosnia Civil War and the Genocide in Rwanda, policy-makers and NGOs mainly focused on those visible atrocities that reduce the role of women and children to mere victimhood. The proportion of women and children suffering from conflicts is substantial. However, the amalgamation of ‘Women and Children’ under a unique category because of their relative ‘vulnerability’, diverted attention away from existing structural realities. Following this myth, scholarâ€℠¢s researches have exacerbated the idea of ‘tough men’ dying to protect ‘tender women and children’ and failed to question if women and children are merely victims of war. 1 [1] The huge number of child refugees is not only driven by the recent Syrian conflict but also by the growing number of Syrian, Afghan and Somali children that were born in refugee camps. (UNHCR 2014) [2] Antigone†¦ (Anouillh [3] With a lack of ammunition and in a hopeless situation, Ozalp killed herself not to fall into the hands of the rapists (Mezzofiore 2014) [4] Women working in munitions factories during WWI.

Jason :: essays research papers

There is a place I like to go to get away from everyone and everything. My room a place that is mine alone and if my door is closed, then those outside have to knock to be granted access. My room makes me feel comfortable because it contains all my things and with these things around me, I feel safe. Three dressers line the wall opposite my bed. Two have shelf units above them, with a full mirror hung on the wall of the middle one. Next to the left most one, there is a desk, usually cluttered, and a bookshelf on top that houses many well-read books. There is a pink plastic dollhouse to the right of the doorway, next to my closet; once an everyday plaything, it now sits alone gathering dust in the corner. My closet is full of clothing, but also contains many pairs and sizes of shoes, old dolls shelved high above the floor, and a few games (most are either downstairs or in my window seat).   Ã‚  Ã‚  Ã‚  Ã‚  My bed is against the wall to the bathroom. The bathroom that my sister and I share is between my bed and the closet. My bed is very comfortable and cushiony. It helps put me to sleep at night because of the security I feel with it. A real â€Å"security† object, I suppose, would be the stuffed animal I received when I was born, a stuffed monkey called ‘Curious George’. When I was little, I used to think that if I did not lay my feet flat on top of the bed, wolves would come and bite them off because they could see them, so I usually had â€Å"George† protect me. Other stuffed animals in my room give me comfort still, even though I do not play with them as I once did, they provide many happy childhood memories.   Ã‚  Ã‚  Ã‚  Ã‚  A caricature of me, that was drawn when I lived in California, is another thing I like to laugh at because it does not really look like the person I am today. Next to that is a picture I drew of my two old dogs, who passed away when we lived in Switzerland. It shows them sitting on clouds with halos, looking down on us, smiling, as they always did. That picture is a real source of comfort to me because sometimes it feels as if they are watching over me.

Nursing Facilitator Model

Nursing Facilitator Model Evaluation of the Practical Implication of Implementing this Model: I can utilise this nursing facilitator model in my own workplace which is a medical ward but share multiple care setting at times. I am an active nursing member of the ward which gives me an opportunity to share my beliefs and model with other members in the ward for the improvement of the care. This model specifically focuses on four corners of nursing which can be easily accepted in general cares and help eliminate various confusion during the practice.It is constructed in a simple way. I also work as a diabetic representative of the ward. Hence, I get chances to interact with nurses of various wards during the meetings and this inflates my chances to explore the education to them. The easy method to expose this model among my colleagues at work is via ward meeting. Support from the leaders and opportunity to use them in real life settings is essential too. Not only this I can consult with the senior nurses of the hospital about their beliefs in the model and consume my model of care through their support.From my experience of working in a busy emergency to a quiet palliative setting, I am confident that this model will equally benefit to develop the proficiency of nursing and help boost patient care. They are quite excited to know my model and voiced that they are inspired by this model to use it in routine nursing cares. This will be implemented in various settings to be considered successful after being accepted by the members of my workplace who are willing to accept change in their daily life.This model help nurses to foresee their duty of care remaining within the scope of practice and accept the accountability of their action. This model is based on evidence-based practice and is completely based on the patient and health care needs. It consists of the concepts of real life practice without providing major effort to use in an individual practice. My experience of nine years of nursing in various sectors in different countries has explored the basic need of nursing as experience and education equally, valuing critical thinking skills, technical skills and knowledge on legal circumstances.This model will also assist to reduce the gap between the patient and nurse relationship. The long term influences will be to enhance the healing process of the patient, giving them satisfaction during their short hospital stay and nurses without being burnt down. My model suggests holding the legal and ethical boundary in the meantime. One of the crucial parts of nurses is accepting the responsibility and being accountable to the responsibility remaining within their scope of practice. This model is designed to be adapted by all the nursing members of my workplace.This model identify nurses need to learn through evidence based practice and reflection from the colleagues past experience. It should make individual difference in the caring attitude and care pattern to the patient in the small ward like ours. This model will be put in the notice board after discussed and informed to the colleagues and senior staffs of the ward. Therefore it will provide me the chance to receive advice or alter any changes if needed from the other members of the team. Once the effectiveness has been achieved, it will be published in a newsletter after gaining further interests from other wards too.This model is economically feasible in the private health care system due to managerial support of further education and quality improvement of the care. The other factors such as cultural background, religion, spirituality, individual level of understanding, family and peer support, community help and communication affects the nursing facilitator model. What is missing in my model? I have not considered artistic and interpretive reflection in this model but I have included experiential reflectivity. The neutral interpretative reflection guides nurses with div ersity of decision making skills and enhance their experience.Self reflection is an effective method of gaining knowledge. I think interpretive reflection is equally important to consider learning pathway in nursing. However, I think it might be the cause of misinterpretation of things at times. Sometimes it gets out of context and leads to negativity. There are further needs of developing the tools for this model. Is this model financially feasible? All the residents and citizens of Australia have current Medicare to cover their medical bills. I currently work in a private hospital of Australia and most of patients here are covered with private health cover.This model is designed for the adult health care system and different circumstances will be needed in other settings such as child birth and paediatric care. Consent will be taken first before the implementation of the facilitator model. The hospital where I work is considered as one of the biggest private hospital of the area. Therefore, it is financially feasible model. There will be a questionnaire developed to conduct the follow up result of the tests. It will include the quality of care; time consumed and further advises to improve the care design.The follow up can be attended though mails, emails or even telephone according to the desire of the patient and family. I found that the most stimulating area of this model is geriatric care setting; hence my main focus will be elderly patients. Not only that the majority of age group admitted in the medical ward are geriatric patients. In most of the public hospital there is a combined funding from community health, Government of health and ageing Australia and specific funding such as palliative care funding.This ward had private health care funding as well as government supported funding. Actions seem to be taken place in the case of elderly abuse at times but most of the times it is missed due to the cognitive issues such as dementia in majority of them. The trial will be commenced from the geriatric ward before formulating on any other wards such as surgical or paediatric ward. This model will require second weekly follow up to gain the feedback of the model and review the response from the other support services. Can the Nursing Facilitator Model improve nursing care in my area of work?This is a simple model that represents the central beliefs of nursing in a general ward setting. I look forward to present this nursing facilitator model in my area of work after developing the testing tools. I will enhance interests towards this model in the workplace by involving everyone’s ideas. It considers the relationship between different values in nursing for the provision of safe and qualitative care. It directs the nurses to deliver holistic care, respecting their culture and beliefs. It is about comprehending the leadership, individual decision making skills and education. References:Brown, D & Edwards, H 2008 (eds), Lewi’ s Medical-surgical nursing: Assessment and Management of Clinical Problems, 2nd edn, Elsevier, Australia. Bu, X & Jezewski, MA 2007, ‘Developing a Mid-range Theory of Patient Advocacy through Concept Analysis’, Journal of Advanced Nursing, vol. 57, no. 1, pp. 101–10. Canam, CJ 2008, ‘The Link between Nursing Discourses and Nurses’ Silence: Implications for a Knowledge-based Discourse for Nursing for Nursing Practice’, Advances in Nursing Science, vol. 31, no. 4, pp. 296-307. Croke, EM 2006, ‘Nursing Malpractice Determining Liability Elements for Negligent Acts’, Journal of Legal Nurse Consulting, vol. 7, no. 3, pp. 3-7. Hunter, LA 2008, ‘Stories as Integrated Patterns of Knowing in Nursing Education’, International Journal of Nursing Education, vol. 5, no. 1, pp. 1-13. McMurray, A & Clendon, J 2011, Community Health and Wellness: Primary Health Care in Practice, Elsevier, Australia. Lundqvist, A & Nilstun, T 2009, â⠂¬ËœNoddings’s caring ethics theory applied in a pediatric setting’, Blackwell publishing, Nursing Philosophy, vol. 10, pp. 113-23. Negarandeh, R, Oskouie, F, Ahmadi, F & Nikravesh, M 2008 ‘The Meaning Of Patient Advocacy For Iranian Nurses’, Nursing Ethics, vol 15, no. , pp. 457-466. Sheldon, LK & Ellington, L 2008, ‘Application of a model of Social information processing to nursing theory: how nurses respond to patients’, Journal of Advanced Nursing, vol. 64, no. 4, pp. 388-398. Sitzman, KL 2007, ‘Teaching-Learning Professional Caring based on Jean Watson’s Theory of Human Caring’, International Journal of Human Caring, vol. 11, no. 4, pp. 8-16. Vacek, JE 2009, ‘Using a Conceptual Approach with concept mapping to Promote Critical Thinking’, Journal of Nursing Education, vol. 48, no. 1, pp. 45-8.

The Benefits of Cultural Diversity Management in a Hotel

The Benefits of Cultural Diversity Management in a Hotel Different cultures have varyingt perspectives. Some perspectives and attributes can affect the operations and performances of an organization. For example, some cultural practices and attributes can dictate what to do and what not to do. Companies should focus on managing this diversity in people for the betterment of giving a good value to the operations of the company.Advertising We will write a custom essay sample on The Benefits of Cultural Diversity Management in a Hotel specifically for you for only $16.05 $11/page Learn More According to Anca and Vazquez (2007, p. 13), companies should focus on identifying dominant as well as rising values in the people. These values should be enhanced for the betterment of maintaining cohesiveness. This cohesiveness in workplace is vital for organizational performance. Hospitality industry provides a perfect means of effective management of diversity in workplace. This is because this industry attracts employees from diverse backgrounds. This is as opposed to regional companies whose workplace staff is likely to be from one region. Hotels and restaurants are most visible in hospitality industries. The paper looks at ways and means of managing workplace diversity in an international hotel. There also some difficulties that are associated with management of workplace diversity, especially diversity based in culture. There exist a number of benefits accrued out of management of workplace diversity. This paper discusses a number of benefits that are attached to management of workplace cultural diversity in a hotel. Management of this diversity can optimize user experience. It is possible to facilitate exchanges of cultures among people in an organization. Management of this diversity can help in identifying as well as removing barriers associated with equal opportunities. Workplace diversity can enhance team performance and operations of the organization when it is managed well. It can encourage th e employees to enhance their talents and provide an opportunity for managers to retain the talents. Holden (2002, p. 95) writes that management of cultural diversity in workplace is the same as managing innovative knowledge. People in the organization have different talents, the same way they have different cultural perspectives. Management of talent ensures that performance of organizational operations is enhanced. In countries such as China, cultural influences on performance are huge (Holden, 2002, p. 158).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are some means of managing this workplace diversity in the organization. Phillip (2006, p. 36) lists some of means as enhancing a psychological contract, enhancing personal motivations, giving referrals to the employees and building employment relationships plus confidence in employees. This paper specifically analyzes ma nagement of recruitments and utilizations of people and personnel from different ethnic and cultural backgrounds. A typical international hotel has people from the whole world visiting and spending some nights in it. For this therefore, the kind of employees in the organization to serve these people must be well trained. They must be thinking on the same line so as not to cause confusion on the visitors. The cultures of these people must be enhanced and given an organizational outlook. This is where cultures belonging to the employees are directed to have similarity with organizational policy. There are however various difficulties that come with various practices of managing workplace diversity. Management of workplace diversity in an international hotel Diversity in cultures in a hotel is a major factor. According to Deresky (2002, p. 34), management of diversity in culture in an international hotel or restaurant provides a classic example of international human resource managemen t. The same way an organization can put measures of managing people from different countries is the same way an organization can manage people of varying cultural and religious backgrounds. Two most popular areas of management of diversity are in recruitments and utilizing people from different backgrounds. Recruitment as an area of management of diversity Recruitment in an organization is a way of adding human resource in the organization. It helps the company add to potentiality of performing in the competitive market. For an international hotel, recruitment is a way of adding human resource and knowledge in the company to manage visitors in the hotel/restaurant. Recruitment is critical and should be done with utmost care. The company has a choice to either put people of homogenous backgrounds or people of diverse cultural backgrounds. A well thought out recruitment process is capable of putting committed employees in the organization. Committed employees would put a working staff that is loyal to the management.Advertising We will write a custom essay sample on The Benefits of Cultural Diversity Management in a Hotel specifically for you for only $16.05 $11/page Learn More According to Healey (2002, p. 22), management of diversity is a crucial way of managing cohesiveness in an organization. This cohesiveness helps in removing some common barriers that come with organizational management. A workforce that does not operate from one front is capable of developing some conflicts. These conflicts can affect the performance of the organization. For an international hotel, group conflicts can alter how people and especially visitors value the organization. This cohesiveness and elimination of group conflicts can only be done if the recruitment process is fair and well balanced. Strategies of managing cultural diversity in recruitment for competitive advantage External recruitment for cultural diversity Price (2005, p. 570) qualifies exte rnal recruitment as the best form of recruitment in managing diversity. In a study involving 29 heads of departments in a health care provision center, use of external recruitment method was noted as the best. External recruitment is pitted against getting employees from relatives and friends of organizational employees. Price (2005, p. 570) notes that 21 of the participants supported this kind of recruitment on the basis that it will give fair representation in terms of cultural and religious diversity. Soliciting workforce amongst members of the workforce would mean that the kind of cultures in the employees would be increased. In a hospitality industry, getting people outside makes the organization have a pool of cultures. Competitive advantage comes when a pool of talents is brought into the organization through different cultures in the organization. Agency recruitment for cultural diversity Price (2005, p. 568) adds that external recruitment is largely carried out by agencies. The agencies carry out advertisements for available jobs and conduct interviews. Zanoni and Janssens (2007, p. 1386) write that agency recruitment is recognized as ideal form of recruitment. In study involving minority employees in the organization in terms of cultures, it was discovered that the use of agency recruitment goes for diversity in areas such as culture, religion and experience. This is opposed to using human resource department in the organization to get people. Such a case may prompt employing people who are favored by some people in the organization and so resulting to homogenous kind of organizational culture.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Utilization of personnel from different backgrounds Cox and Blake (1999, p. 53) write that there are some positive and negative issues that come with taking people from varying cultural backgrounds. However, it is recognized that utilizing people from varying cultural backgrounds is beneficial for enhancing balanced organizational performance (Cox and Blake, 1999, p. 53). It has become a trend in international management especially in considering people from different countries. Utilization of people from diverse cultural backgrounds is a way of management of competition in the company. This is because with diverse people, there are diverse talents (Cox and Blake, 1999, p. 45). The contemporary globalization trends, especially the business trends are making organizational managers turn to differences in cultural backgrounds in the organization. Utilizing people who come from different backgrounds is beneficial because it makes the organization have a fair image among its publics. We therell (2008, p. 46) adds on this and writes that an organization that is full of homogenous people in terms of cultural backgrounds maintains the status quo. However, an organization that utilizes people of different backgrounds is capable of improving in performances. This is because there would be multiple talents carried by people of different backgrounds. Strategies of utilizing people of diverse cultural backgrounds Selective training opportunities for competitive advantage Lau (2006, p. 300) uses the example of preferential trainings for parents in hospitals by use of cultural adaptations. Some training is more adapted to particular cultures than others. In a hospitality organization, some communities or cultures are more suited to some professions than others. Lau (2006, p. 300) notes that adaptability is not the same in various cultures. For example, there are some communities known for customer service while others are known for manual operations. This is good for gaining a competitive niche. Some people would be used for capturing the market in some ways or means while other communities would be used for other ways. However, all trainings should be evidences from parent training.† John Wiley publication, 13(4), 295-310. Philip, G. 1996. Managing workforce diversity a response to skill shortages? Journal of Health Manpower Management, 22 (6), 34 -37. Price, E. G. 2005, â€Å"The role of cultural diversity climate in recruitment, promotion, and retention of faculty in academic medicine.† Journal of general internal medicine, 20(7), 565-571. Umans, T. 2009. â€Å"Research angels on cultural diversity in top management teams.† Journal of problems and perspectives in management, 7(1), 90-101. Wetherell, M. 2008. Identity, Ethnicity, Diversity and Community Cohesion. Singapore: Sage Publications. Zanoni, P. Janssens, M. 2007. â€Å"Minority employees engaging with (diversity) management: An analysis of control, agency, and micro-em ancipation.† Journal of management studies, 44(8), 1371-1397.

Free Essays on Conflict Resolution

Why Conflict Happens It is natural as human beings for us to have conflicts especially when working amongst teams. â€Å"In our marriages or relationships, with our children, with friends, with co-workers, in politics-we all accept conflict as a normal part of the equation†. (Swenson, 2000 p.215). There are many types of conflicts such as emotional conflict and cognitive conflict to name a few. There are many reasons that conflicts arise in every day life. These conflicts may be as simple as who should speak first in a presentation, or as complex as team members not doing their share of the work load in the group. Why these conflicts occur and how we deal with them are crucial to creating a resolution and moving on to better ourselves. Emotional conflict, also known as A-type conflict, usually occurs when it is personal. You can become very defensive and resentful. According to Guetzkow & Gyr in â€Å"Tolls for Teams† it is rooted in anger, personal friction, personality clashes, ego, and tension. Emotional conflicts usually occur in teams when someone fears another’s increasing powers or trying to lessen the threats from other group members. Cognitive conflict, also known as C-type is just the opposite of emotional conflict in that it is impersonal. C-type conflict tends to be more confrontational rather than about anything else. Group members often find this type of conflict when discussing plans and projects. Although conflicts are considered to be a negative thing it is said that between the two types of conflicts it is best to have C-type because even though there is a conflict you can tend to be more productive because the group members are forced to consider the ideas of the other group members. How to deal with these types of conflicts can be very challenging. When trying to rectify an A-type conflict you simply need to turn it into a C-type conflict. The best way of doing that ... Free Essays on Conflict Resolution Free Essays on Conflict Resolution Why Conflict Happens It is natural as human beings for us to have conflicts especially when working amongst teams. â€Å"In our marriages or relationships, with our children, with friends, with co-workers, in politics-we all accept conflict as a normal part of the equation†. (Swenson, 2000 p.215). There are many types of conflicts such as emotional conflict and cognitive conflict to name a few. There are many reasons that conflicts arise in every day life. These conflicts may be as simple as who should speak first in a presentation, or as complex as team members not doing their share of the work load in the group. Why these conflicts occur and how we deal with them are crucial to creating a resolution and moving on to better ourselves. Emotional conflict, also known as A-type conflict, usually occurs when it is personal. You can become very defensive and resentful. According to Guetzkow & Gyr in â€Å"Tolls for Teams† it is rooted in anger, personal friction, personality clashes, ego, and tension. Emotional conflicts usually occur in teams when someone fears another’s increasing powers or trying to lessen the threats from other group members. Cognitive conflict, also known as C-type is just the opposite of emotional conflict in that it is impersonal. C-type conflict tends to be more confrontational rather than about anything else. Group members often find this type of conflict when discussing plans and projects. Although conflicts are considered to be a negative thing it is said that between the two types of conflicts it is best to have C-type because even though there is a conflict you can tend to be more productive because the group members are forced to consider the ideas of the other group members. How to deal with these types of conflicts can be very challenging. When trying to rectify an A-type conflict you simply need to turn it into a C-type conflict. The best way of doing that ...

Coring preparation, preservation, and handling Research Paper

Coring preparation, preservation, and handling - Research Paper Example When seeking to form a description of a core, it is essential that one place the lay out of the core on a table. This will be essential in checking the amount of the core and compare it to the coring report so as to ensure no core material was lost during the transportation process (Fjar, Holt, Raaen, Risnes, and Horsrud 125). In case of any alterations or damage, it is important to note such details. The numbering placed on the containers should be noted against the cumulative depth reported. This then creates a better understanding of the core, and offers a chance to check on the orientation and continuity with respect to the top of the core. If the records show the downhole gamma-ray logs, then it would be advisable to verify the same by comparing the to the core gamma-ray logs. This verifies the consistency of the cored interval depths with the log depths. The core features such as composition, texture, color, and porosity types should also be noted. After getting this information, the cutting of stabilized or unstabilized cores will depend on the plug sample methods or the plunge cut technique. This will prepare it for preservation (Fjar, Holt, Raaen, Risnes, and Horsrud 127). The purpose of preservation is to maintain the chemical and physical properties inherent in the cores as close as possible to the reservoir data. The impact noted should be in relation to the intended utility of the core afterwards. The failure to create an impermeable barrier around the sample could lead to wettability alterations, loss of interstitial water, precipitation of the salts, and damage to the mineral fabric (Morton-Thompson and Woods 105). The methods of preservation differ depending on the intended achievements. Six methods have been developed which include sealing the core in airtight metal-cans, dry ice freezing, plastic bag seals, using plastic, steel, or aluminum tubes to seal, wrapping in plastic tape or metal foil, as well as using plastic coatings. Notably,

Business Law, Employment Law or Labor Law in Danskin Inc Essay

Business Law, Employment Law or Labor Law in Danskin Inc - Essay Example In this situation, the employee, the hurt party, is called the plaintiff while the employer, the source of grievance, is the defendant. This paper will examine a particular employee-employer dispute and the possible laws and remedies, if any, that are applicable to this case. The following are the facts of the case. 53- year old Kayte Clark is a Vice President for â€Å"Danskin Inc.† Clark is good-looking, enthusiastic and energetic. The employees like, respect and follow her. Legally blind after she acquired an eye disease twenty-three years ago, Clark has not been promoted to Senior Vice President twice because the company does not believe she can handle the stress or manage well because of her disability. Clark allows union representatives to send information paraphernalia to the company employees. Danskin Inc. top management is upset with Clark’s action and threatens to fire her. Clark explains the law forbids her to stop employees from being informed about the union. Danskin Inc. management is not satisfied with Clark’s explanation. Employees are informed that Clark did not have authority regarding the union representatives and are ordered not to speak to the union people. After a week, Clark has presented a one-time offer retirement package which does not include normal retirement benefits, insurance coverage, social security payments until the age of 59 or buy-out funds. Clark does not respond and is terminated after two weeks. Clark sues Danskin, Inc. Under federal laws, Danskin Inc. is accountable for two reasons. The first is the attitude Danskin Inc. management showed towards its employees and the union agents. The right of the employees to join or form labor organizations is provided in Section 7 of the National Labor Relations Act or NLRA.