Should Schools Uniforms be Manadatory Essay - 1090 Words

One social benefit school uniforms are responsible for is providing Many debates form over the opinion of whether schools should require students to wear uniforms. Some schools go through the same argument annually of whether to enforce school uniforms the following school year. A number of people argue that uniforms take away from the students’ individuality, while other people concur that uniforms generate unity within the school. Even though many people disagree with school uniforms, countless reasons are evident that uniforms should be mandatory. School uniforms provide schools with many positive results. Uniforms help improve school greatly by insuring safety within the schools and increasing students academically. Research states†¦show more content†¦To gain firsthand experience and knowledge, Traner’s principal visited a successful mandatory school uniform program in Long Beach, California, which reportedly had achieved a 70% reduction in students disc ipline incidents. Officials at Traner then gained support of 90% of the parents and immediately started seeing improvements in the students’ behavior (Daugherty 3). Uniforms reduce bullying over clothes and take away violent or vulgar language on shirts such as the advertisement of tobacco, alcohol, and other drugs (Kizis 2). Another positive result of school uniforms other than improvement of schools is the social benefits for students. Uniforms provide many benefits for the students such as the promotion of a sense of unity, the decrease of differences between the poor and the rich, and the reduction in clothes related conflicts (Daugherty 2). the students with a sense of unity. When everyone dresses the same, students feel like they belong. School uniforms give students a sense of being equal to each other despite their race, gender, or economic status (Wilde 1). Another social benefit school uniforms provide is the decrease in differences between the poor and the rich. Students who come from low income families are not as self-conscious about their clothing because all students wear similar shirts and pants (Wilkins 5). School uniforms also allow social benefits by reducing the clothing related

Women´s Role in Kate Chopins Literature The Yellow Paper...

The average size of an American fashion model? Four. The average size of an American woman? Fourteen. Throughout history, more and more American women have claimed to be unsatisfied with their physical appearances. This is due to the constant presence of thin, perfectly proportioned models in media. The image of women in media creates a standard of beauty that cannot even be reached by the models themselves. Based on the image of them portrayed in media, American women have been expected to try to reach unattainable roles. Though the expectations set for women have changed over time, women have always been expected to fulfill whatever role society created for them. This idea was even expressed in novels written in the distant past. In†¦show more content†¦Then there were the single women. People believed that since they didn’t have husbands or children to look after, that they were lonely and miserable women. In reality they could have been very friendly and loving women. But since they didn’t fill their roles in society, there had to be something wrong with them. They were often ostracized unless they had a â€Å"useful talent†. Then there were women like Edna. Edna Pontellier was the main character of The Awakening. Edna completely rebelled against all of the standards set for her by society. When the novel took place, Edna already had a husband and kids to take care of. After a long period of time of simply thinking about her life, Edna decided to do what not many women around her ever had the courage to do. Edna decided to leave her husband and kids to live a life as an independent woman. This was completely against what she was supposed to do. Edna was one of many women who began to decide that she was no longer willing to accept the role that society attempted to force her into. (Chopin) There were many other women in the United States during the 1800s who wanted to fight for their rights to be free, just as Edna did. These women were part of the women’s suffrage movement during this time. Women such as Lucretia Mott and Elizabeth Cady Stanton decided that they would no longer sit around and have their independence and freedom stripped away from them. They were motivated to holdShow MoreRelatedWomen s Self Discovery Through Literary Text1902 Words   |  8 Pagescreated a controversy. The literature in that time brought emphasis to the social and ideological changes. Women were always seen as wanting to have a family and not seen as intellectual beings. Authors like Kate Chopin presented her views on sex, marriage, and women during that period. While authors like Charlotte Perkins Gilman highlighted women’s desire to me more than just a wife. Chopin uses the self-awareness journey in The Awakening to reveal how difficult it was for women to be liber ating throughRead More Theme of Isolation in Gilman’s The Yellow Wallpaper, Steinbeck’s The Chrysanthemums and Chopin’s The Awakening1619 Words   |  7 Pagesdiffering story lines, Charlotte Gilman’s The Yellow Wallpaper, John Steinbeck’s The Chrysanthemums and Kate Chopin’s The Awakening, depict the same suffering; the isolation that women have been forced to endure throughout history. In the time period that all three characters were placed, it was culturally acceptable for wives to be dominated by their husbands; their responsibility revolving around the needs of their children and those of their spouse. Most women simply did not have a means or an idea ofRead More Women’s Self-Discovery During Late American Romanticism / Early Realism3300 Words   |  14 Pages When we think of women writers today we see successful, gifted and talented women. Although these women writers have been established for sometime their sta tus of contributions to society has only been recognized way too late. During the late romantic/early realism period numerous women found success in writing despite the fact that they may have encountered numerous obstacles in their path. The characters these women wrote about almost have a kinship with themselves bringing outRead MoreThe True Meaning Of Madness2862 Words   |  12 PagesAdrian Olivas Mrs. Loeb AP Literature September 22, 2014 The True Meaning of Madness 1. Madness is a tool and when used correctly one can escape one’s true reality. Authors use madness to explain eccentric behavior in characters and the reason madness occurs is due to society’s expectations. People are not forced to follow society’s expectations but, if one choses to break away and be themselves, society will look at them with a scornful eye. Social standards bind women and don’t allow them from

Nature Vs. Nurture And How Studying Psychology Can Improve...

The need to study the past; in order, to understand and improve the future is the inherent mission of history. The study of psychologies past endeavors to help future generations of psychology-minded individuals how the past discoveries that were implemented, and altered within the field. As with any history, knowing the successes, and possible mistakes in the within the field development can only assist future experiences. In examining the history of the psychology, upcoming psychology students are able to talk over the age-old debate of nature versus nurture. The beliefs of Darwinism still pervade the field. Researchers still stand by their positions in the ongoing argument of nature vs. nurture and how studying psychology can improve critical thinking (cite book). Instead of becoming a physician, Charles Darwin chooses to go on a five-year voyage studying the fossil transformation of various species. Darwin’s field research aided in developing his ideas that organisms were hardwired to behave, or respond to their environment in a particular way. He studied numerous fossils of different species noticing particular changes as the species evolved. In his field research, he found that the evolution of a species produced selective biological changes in adjusting to their environment. Similar to computers, organisms pre-programed to respond, and to possible evolve to handle different environmental situation. This idea differed from the belief that humans were just aShow MoreRelatedSantrock Edpsych Ch0218723 Words   |  75 Pagesand more continuous? †¢ How do children develop physically, and how does this affect their behaviour and learning? †¢ What is the best way to characterize students’ cognitive development? How might knowledge of students’ cognitive development influence the way you teach? †¢ How does language develop? What is the best way to teach students to communicate verbally? PHYSICAL AND COGNITIVE DEVELOPMENT Exploring How Children Develop Language Development Developmental Why Studying Issues Children’s DevelopmentRead MoreTrait, Skills, and Situational Leadership Approaches: a Comparative Examination7410 Words   |  30 PagesMuhammad, Shakespeare, Luther, Rousseau, and Napoleon. Carlyle believed that these individuals shaped history through both their personal attributes and inspiration and felt that by examining the lives led by such heroes, one could uncover the true nature of leaders. More modern day â€Å"heroes† who may be considered under this theory are Abraham Lincoln, Mahandas Gandhi, and Winston Churchill. Although not considered to be as influential as Carlyle in the trait leadership theory realm, Nicoli MachiavelliRead MorePsychology Workbook Essay22836 Words   |  92 PagesI. INTRODUCTION Objective I.1 Define psychology: the science of behavior and mental processes. |Margin Learning Question(s) (if applicable) |Page(s) | |None | | Key Terms Psychology: the science of behavior and mental processes. Exercises 1. Put a check markRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesManagement Skills 8 †¢ Effective versus Successful Managerial Activities 8 †¢ A Review of the Manager’s Job 9 Enter Organizational Behavior 10 Complementing Intuition with Systematic Study 11 Disciplines That Contribute to the OB Field 13 Psychology 14 †¢ Social Psychology 14 †¢ Sociology 14 †¢ Anthropology 14 There Are Few Absolutes in OB 14 Challenges and Opportunities for OB 15 Responding to Economic Pressures 15 †¢ Responding to Globalization 16 †¢ Managing Workforce Diversity 18 †¢ Improving Customer ServiceRead MoreHealth Equity9260 Words   |  38 Pages Paula Braveman, MD, MPHa Laura Gottlieb, MD, MPHb ABSTRACT During the past two decades, the public health community’s attention has been drawn increasingly to the social determinants of health (SDH)—the factors apart from medical care that can be influenced by social policies and shape health in powerful ways. We use â€Å"medical care† rather than â€Å"health care† to refer to clinical services, to avoid potential confusion between â€Å"health† and â€Å"health care.† The World Health Organization’s CommissionRead MoreOrganisational Theory230255 Words   |  922 PagesUniversity, UK This new textbook usefully situates organization theory within the scholarly debates on modernism and postmodernism, and provides an advanced introduction to the heterogeneous study of organizations, including chapters on phenomenology, critical theory and psychoanalysis. Like all good textbooks, the book is accessible, well researched and readers are encouraged to view chapters as a starting point for getting to grips with the field of organization theory. Dr Martin Brigham, Lancaster UniversityRead MoreStrategic Management20602 Words   |  83 PagesCompetitiveness Studying this chapter should provide you with the strategic management knowledge needed to: 1. Deï ¬ ne strategic competitiveness, strategy, competitive advantage, above-average returns, and the strategic management process. 2. Describe the competitive landscape and explain how globalization and technological changes shape it. 3. Use the industrial organization (I/O) model to explain how ï ¬ rms can earn aboveaverage returns. 4. Use the resource-based model to explain how ï ¬ rms can earn above-averageRead MoreDeveloping Management Skills404131 Words   |  1617 Pages619 Supplement C Conducting Meetings 651 Appendix I Glossary 673 Appendix II References 683 Name Index 705 Subject Index 709 Combined Index 713 iii This page intentionally left blank CONTENTS Preface xvii INTRODUCTION 1 3 THE CRITICAL ROLE OF MANAGEMENT SKILLS The Importance of Competent Managers 6 The Skills of Effective Managers 7 Essential Management Skills 8 What Are Management Skills? 9 Improving Management Skills 12 An Approach to Skill Development 13 Leadership and ManagementRead MoreAn Introduction to Intercultural Communication29172 Words   |  117 Pagescommunication is of importance to international businesses as it examines how people from different cultures, beliefs and religions come together to work and communicate with each other. Demands for intercultural communication skills are increasing as more and more businesses go global or international. They realize that there are barriers and limitations when entering a foreign territory. Without the help of intercultural communication they can unknowingly cause confusion and misunderstandings. For these interculturalRead MoreInnovators Dna84615 Words   |  339 Pagescome out this year, and one that will remain pivotal reading for years to come.† Chairman and CEO, salesforce.com; author, Behind the Cloud â€Å" e Innovator’s DNA is the ‘how to’ manual to innovation, and to the fresh thinking that is the root of innovation. It has dozens of simple tricks that any person and any team can use today to discover the new ideas that solve the important problems. Buy it now and read it tonight. Tomorrow you will learn more, create more, inspire more.† Chairman of

Workplace Diversity A social-Ecological Framework

Question: Discuss about the case study Workplace Diversity for A social-Ecological Framework. Answer: Introduction: Workplace diversity defines the differences among employees, which encompasses gender, culture, age, ethics and race (Mahadevan, 2015). Diversity not only embraces how employees perceive about themselves, but also includes their perception about others. Australia is a multicultural country having diverse set of people. Therefore, the organizations in Australia are full of diverse set of employees having different culture, language and ethics. While diversity is not managed properly, it can have huge negative effect on the employees. Diversity management is all about recognizing and valuing individual differences among the employees. The study will discuss some issues faced by employers in managing diversity. This study will also highlight the roles of leaders in managing diversity. Apart from that, some of the impacts of effective diversity management will also be analyzed in this study. Diversity in organizational behavior refers to the differences among the employees working in the same environment. Differences and similarities among the employees are occurred in terms of cultural background, religion, age, sex and physical abilities. Australia is one of the most popular countries having diverse culture among the people. Therefore, employees in Australian organizations are to face workplace diversity as a part of their daily life. According to Davis et al., (2016), among Australian employees, 28% of employees are born oversees and another 20% employees have parent born oversees. On the other hand, OMara, (2014) opined that in case of language it can be found that 20% of employees speak other language in their home rather than English. Employees from different foreign countries also come to Australian organization, which make workforce diversity. Diversity council of Australia has identified a high level of discrimination among Asian-Australian employees (Davis et a l., 2016). Therefore, workplace diversity is in every aspect of Australian organizational behavior. Diversity may have negative impact on organizational behavior, when it is not managed properly. This negative affect can be reflected as increased communication barriers, cultural resistance and employee discrimination. According to Olsen and Martins, (2012), building diverse workforce in organization with employees from different countries and culture increases number of communication filters. Language barriers have a huge impact on internal and external organizational communication. On the other hand, Kaiser et al., (2013) opined that Australian employees are more inclined to be resistant in adopting culture different from them. It can create employee confliction as well. According to Munyeka, (2014), it can often be found that Australian employers are inclined towards discriminating employees based on some particular background. Therefore, it creates discrimination in the workplace. On the other hand, Islam, (2014) argued that discrimination is the workplace comes from unfair treatment of some employees because of their distinguishing traits. All these negative effects create the necessity to manage diversity properly. Diversity management is the practice of supporting and addressing different lifestyle and personal characteristics with a defined group of employees. The activities of diversity management include providing support and education to the group of employees within an organization. The intension of this support is to manage employees in accepting and respecting different cultural, societal and religious background. It can be found that most of the employees are resistant to accept diversity even if it is brought in most optimistic environment. While managing workplace diversity, the managers of Australian organizations has to face several challenges. According to Sheehan and Anderson, (2015), diversity can damage the morale of this kind of people and damage their productivity. On the other hand, Greeff, (2015) pointed out that lack of respect towards others perception, prejudice and racism of employees creeps into a conflicting working environment in the organization. Another issue that has been brought into notice during diversity management is declining team spirit. According to Islam, (2014), lack of mutual respect and team spirit can be found in teamwork having diverse set of employees. Leaders should take initiative approach for managing diversity properly. According to Davis et al., (2016), leaders should always show high level of sensitivity to the ever-evolving and diverse workforce. They must demonstrate appreciation towards the diversity of workforce. Fostering supportive environment allows the leaders to consider various religious events, personal significance and family emergency. On the other hand, Elias and Paradies, (2016) opined that leaders can also promote diversity through offering benefits corresponding to the needs of diverse workforce. The urge of getting benefit led them to accept diversity in the workplace. According to Bond and Haynes, (2014), leaders should also communicate the actual purpose of diversity to their employers. By knowing the direction of organization, employees would be interested to accept the changes. On the other hand, Mamman et al., (2012) suggested top down support is highly recommended for managing diversity in Australian organizations. When employees will believe that their superiors are value the diversity, they will definitely try to understand the value of it. In has been found that, the leaders of Myer Retail Store in Australia maintain transparent relationship with their employees (Chrobot-Mason Aramovich, 2013). Therefore, their employees are more flexible in accepting the increasing workforce diversity. On the other hand, the leaders of Wesfarmers have a ready focus group formed with diverse employees in dealing with different types of employees (Hsiao et al., 2015). It creates a high sense of value within the diverse work group. The employees are no long er resistant in accepting diversity. According to Bond and Haynes, (2014), most effective way of managing work force diversity is to implement proper policy and practice. These policies should ensure that employers do not discriminate against or in favor of any particular set of employees. For instance, employees should be given flexibility to choose their preferred holidays depending on their religious preferences. Initiating a workplace, which is flexible enough to accommodate for a disable employees can also be an effective way of diversity management. On the other hand, OMara, (2014) opined that diversity training is also an efficient way of diversity management. While employees will be given training about diverse culture, religion and thinking style, they will be better able to adjust will those differences. Apart from that, instead of celebrating diversity in workplace, the management of Australian organizations should give their employees scope to demonstrate their individualities. According to Kaiser et al., (2013), the employers should also encourage interaction among the diversified employees. It would foster a positive environment in the workplace and led the employees to mix up with others having different culture. It can be found that Franklins Supermarket in Australia has fostered an attitude of openness, which allows their employees to give their own opinion in organizational success. Thus, the value of diversified employees is identified and respected. The success and failure of workforce diversity largely depend on its ability to handle workforce diversity. If diversity can be handled in an effective way, it can have great impact on Australian organizations. Davis et al., (2016) pointed out that diverse workforce can contribute variety of solution to the complex problems. On the other hand, Greeff, (2015) pointed out that diverse set of knowledge and skills allow Australian organizations to provide excellent service to global customers. This is because diverse workforce is aware of different language and cultural understanding. Most of the organizations in Australia are now trying to expand in international market. It needs wide range of ideas and experience. According to Hsiao et al., (2015), diverse workforces, which are interested to share varying point of views, create larger pool of experience and ideas. Organizations can draw effective ideas from the pool of those ideas and crate effective strategy to meet customized demand of customers. It can be found that the leaders of IGA supermarket in Australia are quite capable of managing employees from different cultural backgrounds. Thus, they are effectively expanding in international market through understanding global taste. On the other hand, Guillaume et al., (2015) pointed out that effective diversity management can foster creativity within organization. Ideas that are more diverse can be drawn from diversified employees. Therefore, there is huge chance of getting creativity ideas to serve different customers and make them happy. While concluding the study, it can be said that workforce diversity comes from the differences among the employees in terms of age, gender, race, culture, ethnicity and religion. Australian Organizations are full of diversified employees coming from different countries. The prime diversity in Australian organization can be found among Asian-Australian Employees. Diversity in workplace, without a proper strategy can create a negative impact on the employees. It can cause communication barriers, cultural resistance and employee discrimination. Therefore, managing workforce diversity is extremely important for Australian organizations. Leaders should enthusiastically take initiatives in managing workforce diversity. They should properly communicate the purpose of workplace diversity with their employees. Employees are to be given training in understanding diverse culture and respect those. In order to promote diversity, employers should offer benefit in accordance with defined set of em ployees. Proper diversity management can increase the productivity level of Australian organization. In can also bring creativity, as diverse set of ideas can be collected from the employees. References Bond, M. A., Haynes, M. C. (2014). Workplace diversity: A social-ecological framework and policy implications: Workplace diversity.Social Issues and Policy Review,8(1), 167-201. Chrobot-Mason, D., Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), 659-689. Davis, P. J., Frolova, Y., Callahan, W. (2016). Workplace diversity management in australia.Equality, Diversity and Inclusion: An International Journal,35(2), 81-98. Elias, A., Paradies, Y. (2016). The regional impact of cultural diversity on wages: Evidence from australia.IZA Journal of Migration,5(1), 1-24. Greeff, W. J. (2015). Organizational diversity: Making the case for contextual interpretivism.Equality, Diversity and Inclusion: An International Journal,34(6), 496-509. Guillaume, Y. R. F., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., West, M. A. (2015). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?: What moderates the effects of workplace diversity?Journal of Organizational Behavior,27(1), 11-58. Hsiao, A., Auld, C., Ma, E. (2015). Perceived organizational diversity and employee behavior. International Journal of Hospitality Management,48, 102-112. Islam, G. (2014). Appropriating the abject: An anthropophagic approach to organizational diversity. Equality, Diversity and Inclusion: An International Journal,33(7), 595-613. Kaiser, C. R., Major, B., Jurcevic, I., Dover, T. L., Brady, L. M., Shapiro, J. R. (2013). Presumed fair: Ironic effects of organizational diversity structures.Journal of Personality and Social Psychology,104(3), 504. Mahadevan, J. (2015). Nomadic identities and workplace diversity: Implications for theory and practice.Equality, Diversity and Inclusion: An International Journal,34(4). Mamman, A., Kamoche, K., Bakuwa, R. (2012). Diversity, organizational commitment and organizational citizenship behavior: An organizing framework.Human Resource Management Review,22(4), 285-302. Munyeka, W. (2014). Organizational diversity management and job satisfaction among public servants.Journal of Economics and Behavioral Studies,6(6), 438. OMara, B. (2014). Aged care, cultural and linguistic diversity and IT in australia: A critical perspective. International Journal of Migration, Health and Social Care,10(2), 73-87. Olsen, J. E., Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behavior,33(8), 1168-1187. Sheehan, M., Anderson, V. (2015). Talent management and organizational diversity: A call for research.Human Resource Development Quarterly,26(4), 349-358.