Has a Second Reformation Occured - 1914 Words

Throughout history many events have contributed in shaping our theology. Many would argue the rank of importance of each event. Obviously Jesus death, burial, and resurrection would top the list of most Christians. Many would place the Reformation next in line of importance, but what next? Has there been an event since the Reformation that would rise to the level of a Second Reformation? Could any event ever rival the salvific implications of the Reformation? And what criteria could one ascertain from the Reformation and could these same criteria be applied to a Second Reformation? These are the questions that beg to be answered. A large majority of Christians would tell you that the Reformation was one of the major events to occur in shaping our belief system as Protestants. Martin Luther and his God given revelation of justification through faith is the bedrock of twenty first century Christian though. It is impossible to believe that for hundreds of years Christianity was dominate d by a political and ecclesiastical dominance, to the extent that even the basics of our faith, such as salvation, was twisted and skewed into a bargaining tool for financial gain or power. However, God in his grace, revealed himself to a humble monk in Germany, who was hungry for revelation. By the voice and boldness of Martin Luther, we now have a basis for our salvation. Luther took us back to the original teachings of Jesus, back to salvation. There is no way of knowing when theShow MoreRelatedEssay on The History of Five Churches in London653 Words   |  3 Pagessurrounded Londinium. And the church of St. Bartholomew the Great, which was found by an Augustinian priory in 1123, even after restoration still has a big part built in the Romanik style. The curch of St. Olave Hart Street was built in 1270 and already restored in the 15th century with funds from Robert and Richard Cely. During and the first century after the Reformation in England, which took place between 1517 and 1648, not a lot of new churches were built but the existing ones were changed, mostly on the

Feral Cats Essay - 1382 Words

Cats are one of the most beloved pets to humans beings. Though they provided a sense of comfort and love, there is a dark side to these soft, adorable, felines. Cats, both domestic and feral, poses a serious threat to native bird populations in the United States and health risk to both people and other animals. It is important that people realize the impact that feral cats have in the environment that they inhabit and how it not only effects other species, but us humans as well. Feral cats have no form of human interaction and therefore are difficult and or nearly impossible to assimilate as a regular house pet. There appears to be limited options on what can be done to help assist in the reduction of feral cat populations without sparking†¦show more content†¦It is important to note the difference between stray cats and feral cats. Stray cats are cats that were once owned and then later abandoned or lost. Feral cats are cats that grew up with no human contact. Cat colonies are not some big happy cat family like â€Å"Cat Warriors† According to this article, in the 1980’s, the population of Brown Pelican colonies decreased as the population of feral cats increased, â€Å"Feral cats could depress Brown Pelican productivity in local areas†¦Ã¢â‚¬  (Daniel, James, Gene, Franklin, Leopoldp). Brown Pelicans constructs their nests close to the ground. Their natural predators when it comes to eating their offspring’s have been black rats. However, this relationship between pelicans and rats have always existed before the introduction of cats. With cats interring the game, Brown Pelicans not only have to defend their eggs and hatchlings from rats, but also a new, and skilled predator; cats having the ability to attack and kill both parents and offspring will surely lead to the extinction of Brown Pelicans along the California coast. Piping Plover, California Clapper Rail, Florida Scrub-Jay, and Hawaiian Petre are example of rare spec ies of birds that find their existence threatened by cats. According to an article from abcbirds.org, â€Å"cats carry bacteria and viruses in their mouths, some of which can be transmitted to their victims. Even if treatment is administered immediately, only aboutShow MoreRelatedFeral Cat Mitigation Efforts : Tnr And More Essay2390 Words   |  10 PagesFeral Cat Mitigation Efforts: TNR and More With feral cats posing ecological and public health threats, many different techniques, reflecting a range of moral and ethical values, have been proposed and implemented. TNR is considered one of the most humane methods, but other methods that exist include euthanasia, trap and eradication, and more intensive versions of TNR that include vaccinations and rehabilitations. These methods vary in their effectiveness, practicality, cost and social acceptanceRead MoreFeral Cats1467 Words   |  6 PagesFeral Cats have become a large problem in Oregon, as well as surfacing across the nation. Feral Cats should be Trapped, Neutered, and Released instead of being Trapped and Killed. The Cats should only be euthanized in the case of irreparable diseases. These cats deserve animal liberation in the sense that they feel pain just as we as humans do, and we as humans possess the moral duty to prevent that pain. With a non-egalitarian view of Biocentric Individualism view on things we can de termineRead MoreFeeding Behavior in Feral and Domestic Cats Essay1708 Words   |  7 PagesFeeding Behavior in Feral and Domestic Cats During the course of evolution, a species may change drastically. Adaptations in behavior and in physical characteristics are both important to survival. Some behaviors of a species may be learned, while others may be genetically determined. It is likely that most behavior are a combination of genetic makeup and learning. Learned behaviors are essential to survival because they can change to meet the demands an organism’s current situationRead MoreEssay about Enviornmental Policy processes1174 Words   |  5 PagesThis is an issue that many people are aware of- and fear. They fear for their lives- but should they be afraid? Many people think that large constrictors are dangerous to humans, but little do people understand that they are JUST as dangerous as a feral cat or dog. I’m not saying you should go pick up a wild burmese python and take it home as a pet. However, what I am saying, is there have been some major overreactions to the invasion of large constrictors. The large constrictor issue is suspectedRead MoreOutdoor Cats Cause A Decline979 Words   |  4 PagesOutdoor cats cause a decline in wildlife. (2) T.N.R. is an ineffective treatment. (3) Outdoor cats are a threat to human health. Therefore, the main argument is: (4) Cats should not live outdoors. Premises support (1): (5) Outdoor cats killed 2.4 billion birds annually in the lower 48 states. (6) Outdoor cats also kill about 12.3 billion small mammals and about 650 million reptiles and amphibians. Premises support (2): (7) T.N.R. is generally not particularly effective at reducing feral cat coloniesRead MoreEssay about Animal Rights: Working to Help Reduce the Numbers910 Words   |  4 Pagestake it home with me. I have 3 cats, all rescues, 2 from adoption event sponsored by PetSmart and the othe was only with me until I could find her a good home. That was almost 3 years ago. Not every animal is lucky enough to have nice, warm, loving home or get adopted into one. The numbers are staggering. Having recently moving almost directly in middle of what I learned to be an undocumented feral cat colony, it breaks my heart seeing so many hungry and scared cat and kittens every night livingRead MoreThe A Cold Winter Night970 Words   |  4 Pagesdesolate, icy road and you are tired and in a bad mood. You spot a flash of red up ahead. A family of cats is hiding in a torn box on the edge of the road. You have two options, drive by and believe that they will be alright, thinking someo ne else will help them. Or two, take a few seconds out of your busy schedule, clean out the back of your car and carefully put the cats in, you know that you don’t like cats but are willing to help. Which would you choose if given the option? Think of this: It’s a hotRead MoreCase Study Essay582 Words   |  3 Pages1. No cats are pleasant creatures.   This is a mouse.   Since it is not a cat, it is a pleasant creature. Determine whether the argument is sound or unsound.   Then determine whether each argument is valid or invalid. The argument is invalid but unsound. The argument is invalid because the premise is not true and neither is the conclusion. Not all animals that aren’t cats are present, and not all cats are unpleasant creatures. 1. All cats are feral.   Tabitha is a cat.   Tabitha is feral. ShowRead MoreAnnotated Bibliography On The Domestic Cat1682 Words   |  7 PagesCat From Wikipedia, the free encyclopedia This article is about the cat species that is commonly kept as a pet. For the cat family, see Felidae. For other uses, see Cat (disambiguation) and Cats (disambiguation). For technical reasons, Cat #1 redirects here. For that album, see Cat 1 (album). Domestic cat[1] Cat poster 1.jpg Various types of domestic cat Conservation status Domesticated Scientific classification e Kingdom: Animalia Phylum: Chordata Class: Mammalia Order: Carnivora Suborder: FeliformiaRead MoreAnimal Cruelty Is A Crime1044 Words   |  5 Pagesthe life of an innocent cat yet faced no charges. Her inappropriate displays of her â€Å"kill† aroused a huge controversy over the issues of hunting and the safety of our pets. On April 17th, 2015, Lindsey, a woman living in the small east-central Texas city of Brenham, posted a graphic photo on Facebook of her latest kill. That kill was no deer or bird, but a cat. She shot the feline with a bow and arrow that pierced right through the cat’s head and it is assumed that the cat died instantly. Her motives

Gilgamesh The Epic Of Gilgamesh - 909 Words

â€Å"The Epic of Gilgamesh† is a didactic story set out to expose the inevitability of death. The true meaning of this story is sometimes overlooked because the story is told in heighten language not easily understood. The epic hero in this story is Gilgamesh; he undertakes a quest for knowledge which is overshadowed by his ignorance. The tragic death of Enkidu, Gilgamesh’s trusted companion forces the epic hero to change his perception of death. To overcome great obstacles one must be willing to put their ignorance aside. Tzvi Abusch’s analyzes â€Å"The Epic of Gilgamesh† in his article â€Å"The development and meaning of the Epic of Gilgamesh†. Abusch’s explication of Gilgamesh’s identity, friendship, achievements and ignorance towards death lacks substance. Abusch perceives Gilgamesh to be a man, hero, king and god who acts in a manner that accords limits and responsibility imposed upon him by his society. Abusch illustrates th at: â€Å"Gilgamesh is aggressive and courageous, even impetuous, and he shows little or no concern for his own safety and focuses all of his energy upon battle, obligation, honor, and victory† (3). The author explains that even with the greatest power and achievements there is no humanly possible power that is able to withstand death. Abusch’s analysis talks about Gilgamesh coming to terms with his nature and learns about death. The main conflict in the article is between Gilgamesh being an epic hero and his ability to obtain moral growth. Gilgamesh exists inShow MoreRelatedGilgamesh And The Epic Of Gilgamesh988 Words   |  4 PagesThe maturation of Gilgamesh and his desire to acquire wisdom throughout his journey is quite apparent. By overcoming difficulties such as upholding Uruk, becoming friends with Enkidu, and various other scenarios, Gilgamesh proves that he did in fact grow up throughout the epic. As the epic starts, Gilgamesh is portrayed as a self-centered, self-admiring leader who believes that he is the only individual that can lead the city of Uruk. Gilgamesh believes that he is a god-like figure and often refersRead MoreThe Epic Of Gilgamesh : Gilgamesh1013 Words   |  5 Pages Gilgamesh in 2015 Even though the epic Gilgamesh is thousands of years old, it is still read today. Why would the era of technology read an epic this old? This is because the themes in Gilgamesh are still relevant. In addition, the themes are experiences that Gilgamesh went through in his life period, and serve as lessons for the current readers. Gilgamesh’s themes include journey, legacy, love, and death. These themes make Gilgamesh a vital reading for the 21st century citizens because peopleRead MoreGilgamesh : The Epic Of Gilgamesh1194 Words   |  5 Pages The Epic of Gilgamesh is a Mesopotamian epic poem loosely based on a real king who ruled sometime around 2700 BCE. The standard version of this epic was written in the Akkadian language. In this epic poem, Gilgamesh is King of Uruk, he is one third mortal and two-thirds god; he is described as a strong, arrogant, and unruly king that does not show much consideration for his actions. Gilgamesh is a very egocentric person; he has no res pect for the feelings of others and does not care about howRead MoreGilgamesh : The Epic Of Gilgamesh876 Words   |  4 PagesIn The Epic of Gilgamesh a young man meets and befriends a wild man named Enkidu. Enkidu, once a man who lived among animals, became civilized after having sex with a female. From this point on Gilgamesh and Enkidu’s relationship start, but shortly into the novel Enkidu becomes sick and dies. This is the start to Gilgamesh journey in attempting to avoid death by seeking immortality. In his quest Gilgamesh meets several people all who assign different routes to the next person he should speak to.Read MoreGilgamesh The Epic Of Gilgamesh877 Words   |  4 PagesThe Epic of Gilgamesh the lines that are repeated at the beginning and end of the epic show that only immortality a human can gain lies in creating things that last beyond a person’s lifetime. While at the beginning of the epic Gilgamesh is seeking eternal life, when he concludes his journ ey he realizes that he has created an enduring legend through the foundation of his city, Uruk. Through this legend, Gilgamesh can live on in the memory of his people, long after he has passed away. The epic is ableRead MoreThe Epic Of Gilgamesh And Gilgamesh1422 Words   |  6 PagesIn the Epic of Gilgamesh there are many notable relationships but the relationship between Gilgamesh and Enkidu is hands down the most noteworthy. When analyzing the relationship of Gilgamesh and Enkidu there are many factors that go into play. It is really the sole foundation of the whole Sumerian epic and it really changes the whole personality of Gilgamesh. In order to get a better understanding of how the two characters complement each other we have to first break down their individual appearancesRead MoreGilgamesh : The Epic Of Gilgamesh1400 Words   |  6 Pages The Epic of Gilgamesh Introduction The Epic of Gilgamesh is the story about Gilgamesh, the King of Uruk and Enkidu, their friendship, how Enkidu dies, how Gilgamesh mourns the death of his friend and finally he understands enlightened truth . Most of this story is narrated from Gilgamesh’s point of view. The story is set in Mesopotamia and the portrayal of Gilgamesh is ironical. He is described as a king of immense vigor and strength who is not benevolent with his subjectsRead MoreGilgamesh : The Epic Of Gilgamesh2225 Words   |  9 PagesEpic of Gilgamesh In the Epic of Gilgamesh, Gilgamesh became a hero and Enkidu helped Gilgamesh grow and develop as a person, a leader, and a hero. Heroism is a major theme of this story. Gilgamesh also overcame the obstacle of his best friend dying and persevering when he had no other choice but to give up. The Epic of Gilgamesh was a story about a leader named Gilgamesh. Gilgamesh ruled the city of Uruk and along the way, he learned how to become a better leader. During this time, the gods createRead MoreThe Epic Of Gilgamesh And Gilgamesh Essay2053 Words   |  9 PagesWhile the women in the Epic of Gilgamesh may not be the primary focus of the epic, which instead recounts more of Gilgamesh’s own trials and travails, they still play quite vital roles in their interactions with both Enkidu and Gilgamesh. Women such as Shamhat, Ninsun, and Ishtar in The Epic of Gilgamesh are often portrayed with a particular emphasis on their intrinsic connections to civilization—and in the case of Shamhat and Ninsun, in terms of their motherly characteristics as well—which servesRead MoreThe Epic Of Gilgamesh By Gilgamesh1476 Words   |  6 PagesThe Epic of Gilgamesh was the earliest surviving written epic that told story of Gilgamesh king of Uruk that was the world first cities that was built along the Tigris and Euphrates River 5,000 years ago. Aruru created the human race, Enkidu and a wild man who roamed the pasture like a gazelle. The epic of Gilgamesh goddesses and scared harlots wild men who cavort in the fields with the gazelles kings who are descended from gods. The Urban Revolution was recognize the elements of our own world by

Bullying Is Defined As Unwanted Aggressive Behaviors By A...

Youth Bullying Issue Statement Bullying is defined as unwanted aggressive behaviors by another youth or group of youth, who are not sibling or current dating partners, involving an observed or perceived power in balance and is repeated multiple times or highly likely to be repeated (CDC 2016). Bullying can result in physical injuries, social and emotional difficulties and academic problems. An estimate of 2.7 million youth are victims to bullying and estimated 160,000 children miss school every due to fear of attack or intimidation by other students (National school safety center, national educational association). Victims of bullying are more likely than who are not bullied to report feeling of low self- esteem and isolation, to form†¦show more content†¦Bullying is still a problem among children and teens, according to the 2014 Youth Risk Behavior Survey (YRBS) about 20% of high school student report being bullied on school property and 15% being cyber-bullied during the school year (CDC 2016). On a sur vey by U.S. department of justice, and bureau of justice statistics, report to the school crime supplement (SCS) about 14 percent of students age 12-18 years, 13 percent report being subject of rumors and 6 percent said that they were pushed, shoved, tripped or spit on, 40 percent were excluded from activates and about 3.9 percent were threatened with harm, 2.2 percent report that they did not want to do and 2 percent report that their property was destroyed by others. Cyber-bullying which another form of bullying but is done through technology is also on the rise. As a results to cyberbullying about 3 percent of student report that another student had posted hurtful information about them on the internet; a higher percent of female student than male student age 12-18 report of being victims of cyber bullying in 2013. About nine percent of females compared to 5 percent of males were victims of cyber-bullying and 1 percent of students report to have their private information purpose ly shared on the internet, while 2 percent report to being subject of harassing instant messages. Student that reported being bullied once or twice a month 67 percent, 7 percent once or twice a week and 5 percent almost every day and only

Workplace Bullying Free Essays

string(38) " of routine organizational practices\." In this study harmful bullying behavior and harassment has been studied from the perspective of victims of this destructive act. In previous studies research has been done to find out factors that may determine why certain people are bullied more than others. For example gender, culture of the organization and sometimes the silence of the scared victim provoke these behaviors. We will write a custom essay sample on Workplace Bullying or any similar topic only for you Order Now One of these factors studied in our research is racial differences. It was investigated in our research that how and with which intensity racism triggers the incidents of bullying in low ranked employees of textile industry.Also we investigated that this behavior has what and how much impact on performance of employees. Based on this perception we hypothesized that racial bulling is negatively associated with motivation to work and satisfaction with the job of the employees which eventually deteriorates the performance level. For this purpose data was provided by selecting a sample of 30 employees from a textile factory. Analysis was done by finding and testing the significance of correlations between these behaviors (Racism, bullying, motivation, job satisfaction and performance).The analysis revealed that racism is associated with bulling and increase in racist behavior is accompanied with increased incidents of bullying. Also it was revealed that there is a strong negative relationship between racial bullying and job satisfaction. Correlation of racial bullying with motivation was also observed but that was not significant in our study. Eventually it was found that racial bulling is negatively associated with performance which gives evidence that bullying is linked with decline the performance. INTRODUCTIONThe term â€Å"workplace bullying† was initiated by the pioneering British journalist Andrea Adams in 1992, who applied bullying to adulthood misery. Andrea Adams defined bullying as â€Å"Persistent criticism or personal abuse in public or private which humiliates and demeans the person†. She believed that there were two forms of human aggression. One has the aim to damage or to harm and the other form is a self assertive aggression for the pursuit of a goal. In bullying a person is bullied or harassed when he or she is repeatedly subjected to negative acts in a situation where the victim inds it difficult to defend himself/herself. It involves repeated unreasonable actions of individuals or a group directed towards an employee who is intended to threaten and create a risk to the health and safety of the employee. It often involves an abuse or misuse of power. It creates a feeling of defenselessness in the target and weakens an individual’s right to dignity at work. It often results due to frustration, escalated conflicts and organizational culture. It has been researched upon that most frequently victims of bullying are unassertive, conflict avoidant, and make little effort to be part of the group.Workplace bullying often occurs due to differences in language, culture, race and nationality. Bullying at workplaces can be addressed by efforts at employee as well as the organizational level. The optimal strategy for dealing with workplace bullying involves both effective organizational interventions to help prevent and address bullying incidents and strong legislative mechanisms to allow for reimbursement and compensation. There are no specific laws for the protection of work place bullying on the base of which they can be legally protected.According to researches most bullying is same-sex harassment which is ignored by laws and employer policies. In most of the cases women are bullied. In a liberal individualistic culture, people tend to blame victims for the harm they tolerate and make them responsible for solving their unprovoked problems. Most bullies are bosses where it is a zero sum game that they are getting their personal gains at the expense of others. Bullied employees are continuously harassed which results in mental stresses, poor performance, absenteeism, lower job satisfaction and to its extreme turnover occur.Our study focuses on the bullying based on race culture or identity. We would discuss that how bullying affects the performance, creativity and job satisfaction of the employees. It often has physical and mental affect on the employees and creates work- family conflict. The problem is that many studies have been conducted on workplace bullying but very few are able to give affective solutions to it and identify the main cause of it. This is also because of the fact that often bullying is nearly invisible, non-physical, and nearly always sub-lethal workplace violence.It is difficult to define the acts and limitations of a bully because of complexity in measuring the level of bullying. Our study would discuss preferred means of conflict management and alternative dispute resolution in the organizations. Consequences of racial bullying not only affect the employees but also the employer. It drastically affects the work environment and has a severe impact at the organizational level. The role of this study would be to identify the impact of workplace bullying on the employees performance, employers and the organization itself.REVIEW OF LITERATURE Workplace bullying has a well-established body of research internationally, but Pakistan has lagged behind the rest of the world in the recognition and examination of this trend. Bullying has always been part of the human condition; history is rife with references to abuse of power and unnecessary or excessive force. The classic bully story is of Joseph and his brothers, a tale of envy and hostility. This paper presents a racial perspective of bullying in organizations.The lack of attention to the concept of workplace dignity in Pakistani organizational structures has supported and even encouraged both casual and more severe forms of harassment that our workplace laws do not currently cover. The dejected victims suffer can create toxic working environments and damage organizational productivity. Some methods of protecting your organization from this blight of bullying are proposed (Vega Comer, 2005). â€Å"Wellness in organizations† should focus on the well being of individual workers.At a time when the wellness of individuals is increasingly being threatened in our workplaces, we argue that one way wellness can be sought is through careful examination of routine organizational practices. You read "Workplace Bullying" in category "Papers" To make this point, we look to the problem of bullying in organizations and, in particular, traditional organizational responses to bu llying. (Vickers, 2006) Previous research in the workplace has identified a number of factors which are associated with bullying. Up to now, researchers have identified various individual and work-related factors as potential background of workplace bullying.The aim of the present study is to integrate this line of research in view of explaining how these circumstances may develop into racial workplace bullying and how it affects the job performance. Bullying is present in every sphere of life and is perhaps the most important ethical problem in the modern world. It consists, essentially, in the abuse of power, and can involve psychological cruelty; cultural and personal insults; religious and sexual intolerance; the abuse of political and economic power, and ultimately physical force.It can ruin lives, and it can end lives. Unlike the schoolyard bully, however, the workplace bully is an adult, usually (but not always) aware of the impact of his or her behavior on others. Bullying in the workplace, often tacitly accepted by the organizational leadership, can create an environment of psychological threat that diminishes corporate productivity and inhibits individual and group commitment. (Vega Comer, 2005) This brief review of literature will address the racial/ethnic aspects of workplace bullying and organizational risks associated with it.Very exhaustive studies have been done in this perspective and research has classified bullying as a source of social stress and aggression at work (Suzy Fox, 2004). Workplace aggression is more typically defined as â€Å"behavior by an individual or individuals within or outside an organization that is intended to physically or psychologically harm a worker or workers and occurs in a work-related context† (LaVan, 2010) In foreign countries such as United States, race is a particularly salient group membership category, with powerful implications for social identity (Suzy Fox, 2004).For marginal individuals who work for masses, racial identity can be an acute factor in self-esteem, performance, resistance to stress, and health. These marginal individuals victimize by presenting themselves as anxious, unhappy, insecure, or socially withdrawn. Some persons make themselves appear vulnerable to being victimized. Others are victimized because they provoke attacks in response to their hostile or threatening behaviors (Bradfield, 2000) The impacts of bullying and harassment on the organization and the individual are striking.Organizational costs have included people leaving as a result of bullying, reduced productivity, and a loss of creativity and innovation. Efficiency is likely to decline as extra sick days taken. These costs tend to have a domino effect, creating additional organizational impact (Vega Comer, 2005). According to a research study emotional abuse is evaluated as the most severe type of bullying (Suzy Fox, 2004) . It can have damaging effect on the physical and psychological health of the target person.Bullying behaviors such as humiliating someone, treating someone with disrespect or ridiculing them cold-heartedly, summarized as ‘‘emotional abuse’’ (Escartin, 2008)outcomes of which include depression (Heugten, 2009); burnout (Guy Notelaers, 2010); p ost-traumatic stress disorder (Riittakerttu Kaltiala-Heino, 1999); prolonged-duress stress disorder (Brian McAvoy, 2003); alcohol abuse (Richmann 2001; Rospenda 2002), and suicide (Moayed, 2006)describe workplace bullying as a risk factor for maintaining mental health. Mentally disturbed employee cannot perform the way he is supposed to so it leads to decreased productivity.Research findings indicate that, with reasonable statistical confidence, men and women of various races and ethnicities experience increasing inequality in workplace power, relative to White men, but they experience it to different degrees and via different mechanisms (Elliott Smith, 2004). It is important to understand the typical personality makeup of a bully in order to understand what motivates such people to victimize their victims. The analysis of several litigated cases can be found in this context because many of the organizations do not have any anti-bullying policies and when litigated the employer prevails.Understanding how increasing racial diversity relates to turnover is relevant to society as a whole and employment relations in particular. Because job attainment strongly determines socioeconomic status, achieving equality in the workplace. Policies affect the hi ring and promotion of minority employees, but not so much their retention a necessary step to increase workplace integration. The push for a more racially diverse organization begins with recruiting and selection, but the key to lasting diversity is retaining employees from all racial backgrounds (Zatzick, Elvira, Cohen, 2003).In most of the organizations bullying at managerial level is legitimate. If the victim of the bully is really unlucky they may find that the personnel department is powerless to deal with the bully as the bully is senior to the Personnel department. This is particularly likely in smaller companies and in organizations it may also be that the organization has been run in an authoritarian style for so long that bullies have amassed in a gang to support each other against complaints.One policy recommendation might be to improve human capital among these groups, in hopes that greater similarity in education and experience will bring greater similarity in workplace power attainment (Elliott Smith, 2004). Organizations may be able to go some way towards resolving or at least minimizing t he problem of bullying by reducing and controlling stress at work (Cooper, 2000). Research also indicates that iverse work groups eventually produce higher quality of ideas, but it takes time for such groups to perform effectively by overcoming the early difficulties of group dynamics that arise from diversity (Zatzick, Elvira, Cohen, 2003). Race discrimination in employment hiring decisions may not be as prevalent as in the past. However, more insidious forms of prejudice seem to exist (Perlow, 2001). The paradox is clear: policies professing to protect targets may actually be in place to protect the institution from the gaze of external parties, such as lawyers, insurance and human rights agencies, police and the media (Vickers, 2006).While the focus of our study is the examination of the racial difference of the bully and the victim which leads to workplace bullying and how it impacts the job performance the analysis of the additional litigated cases and anti-bullying policies would be the area for future research. Thus even beyond theoretical contributions, from a practical stand point we need to continue studying how racial diversity affects actual career outcomes for minorities. For this mask to be lifted and the paradox addressed: What cannot be talked about must be talked about.What must not be talked about must be talked about openly. What cannot and must not be felt must be given its hearing. We must have the courage to break the spell of our cherished workplace self protectiveness (Vickers, 2006) RESEARCH OBJECTIVE The purpose of the study is to see the effects of racial bullying on the workplace behaviors and the employee performance. In our study we will observe the basis of bullying, we will investigate that whether race which includes issues related to different skin tone, geographic origin, culture or language become a cause behind the bullying behavior.It is difficult to know what initiates the bullying behavior in the bullies and on what basis bullies select their targets. Bullying has a very negative impact on the physical health as well as the mental health of the employees and when the person is not physically or mentally fit it is very difficult to perform the job well. It increases the turnover rates and reduces motivation associated with the work. These factors lead to increased costs for the emplo yers. So it has an increased risk at both ends for employees as well as for employers.The basic question which is behind the purpose of conducting this study is whether racial bullying affects the performance of the employees negatively RESEARCH QUESTIONS Following research questions were addressed in the study 1-How bullies select their target at work place? Is racism a vital reason for workplace bullying? 2-What are the physical and psychological effects of hostile behavior associated with bullying? 3-What are the risks associated with work place bullying? i-e Effect on employee motivation, job satisfaction and performance HYPOTHESIS STATEMENTHo: Racism is not correlated with the incidents of bullying H1: Racism is correlated with the incidents of bullying Ho: Racial bullying is not correlated with employee motivation H1: Racial bullying is correlated with employee motivation Ho: Racial bullying is not correlated with job satisfaction H1: Racial bullying is correlated with job satisfact ion Ho: Racial bullying is not correlated with performance H1: Racial bullying is correlated with performance CONCEPTUAL FRAMEWORK Independent variablesIntervening variablesDependent variables ? OPERATIONALIZATION Dimensions and Elements of the concepts . Bullying: Bullying is a form of abuse. It involves repeated acts over time attempting to create or enforce one person’s (or group’s) power over another person (or group) , thus an â€Å"imbalance of power†. 2. Motivation Motivation is the driving force which causes us to achieve goals. 3. Job Satisfaction Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. 4. Performance Accomplishment of a given task measured against preset standards of accuracy, completeness, cost, and speed.METHODOLOGY Data Types and Scales VariableData TypeScale EducationNominal Scale DataOpen Ended Question (Converted into category scale) GenderNominal Scale DataDichotomous scale DesignationNominal Scale DataOpen Ended Question (Converted into category scale) AgeRatio ScaleOpen Ended Question (Converted into category scale) RacismInterval Scale DataLikert Scale PerformanceInterval Scale DataLikert Scale Motivation Interval Scale DataLikert Scale BullyingInterval Scale DataLikert Scale Job SatisfactionInterval Scale DataLikert Scale DATA COLLECTION METHOD Questionnaire Based SurveyBefore investigating the effect of racial bullying on employee motivation, job satisfaction and eventually on emp loyee performance data were needed on the frequency of bullying, type of bullying and its impact on employees. To take this research further an instrument was needed to collect the data. Usually interviews do not work well for bullying because respondents hesitate to tell the truth and hence interview method does not bring new cases of bullying to open. So, an anonymous questionnaire is the best method to go further in investigation of bullying.Type of Questionnaire Survey As the research was based on workplace so organization survey was conducted for collecting information about the employees. The organizations selected for this purpose was Textile industry. Convenience Sampling To analyze the research problem it was necessary to select a sample from the whole population to do the research in minimum cost and time. It was decided to select a sample through non probability sampling because of the time and cost consideration. The sampling technique used for this purpose was Convenience Sampling.The reason behind selecting this technique was that the sampling frame (list of all Textile industry employees) was not available to us and it was time consuming to select a random sample so it was easier and more feasible to select respondents which were conveniently available. All the textile factories comprised the whole population. Sample Size A sample of 30 employees was selected for the analysis of data. Ethical Requirements As racial bullying is a very sensitive topic so while addressing the questions related to this issue it was necessary to keep in mind the ethical considerations related to the topic.The respondents name was kept anonymous because bringing such information in to open could cause psychological and in some cases physical harm to the respondents (in case the respondent give an answer against his supervisor or colleagues). Secondly the purpose of the research was clearly explained to the respondents and they were asked to take part in the research with their free choice. ANALYSIS Handling of Data To Measure the concepts scores to all the questions related to the same concept were added and averaged below Variable: Bullying ItemScore Attempts to belittle and undermine my work1-5Verbal and non ­verbal threats1-5 Attempts to demoralize me1-5 Humiliate in front of colleagues 1-5 Persistent unjustified criticism and monitoring 1-5 Physical violence 1-5 Total6-30 Mean1. 2-6 Total Score Range Bullying 6-13Very low or no bullying 14-22Moderate 23-30Severe Variable: Racism ItemScore Discrimination based on skin color 1-5 Discrimination based on geographic origin1-5 Discrimination based on culture1-5 Discrimination based on language1-5 Discrimination based on other racial differences1-5 Total 5-25 Mean Mean1-5 Total Score Range Racism 5-11Very low or no racism 10-18Moderate 9-25Severe Variable: Motivation ItemScore Enjoy doing work1-5 Cope with time pressure1-5 Arrive at the office on time and do not leave early1-5 Energized by opportunities to work in teams 1-5 Tough and challenging assignments motivates1-5 Total 5-25 Mean Mean1-5 Total Score Range Motivation 5-11Low 10-18Moderate 19-25High Variable: Job Satisfaction ItemScore For the work I do, the pay is good. 1-5 Ample opportunities for advancement in this profession. 1-5 I feel that I am valued by my co-workers. 1-5 Satisfied with the kind of work I do in this job. 1-5 I believe that my supervisors care for me -5 Total 5-25 Mean Mean1-5 Total Score Range Job Satisfaction 5-11Low 10-18Moderate 19-25High Variable: Performance ItemScore Meet the established productivity standards 1-5 Use company resources efficiently and economically1-5 It’s hard for me to meet the needs and expectations ocustomers and supervisors 1-5 Demonstrate creativity and contribute new ideas 1-5 Total 4-20 Mean Mean0. 8-4 Total Score Range Performance 4-18Low 9-15Moderate 16-20High Note: Question â€Å"It’s hard for me to meet the needs and expectations† decoded as follows for analysis purpose Strongly disagree 6Disagree 5 Neither Agree nor Disagree 3 Agree 2 Strongly agree 1 DATA ANALYSIS TECHNIQUES Descriptive Statistics According to the survey 40% of employees in textile industry suffer from moderate level of bullying and 30% face severe kind of bullying behaviors which is a quite alarming situation for the industry. Bullying FrequencyPercentValid PercentCumulative Percent Validlittle or no bullying930. 030. 030. 0 Moderate1240. 040. 070. 0 Severe930. 030. 0100. Total30100. 0100. 0 Also data shows that 43% of employees face moderate level of racial bullying Racial bullying FrequencyPercentValid PercentCumulative Percent Validlittle or no racism930. 030. 030. 0 moderate1343. 343. 373. 3 Severe826. 726. 7100. 0 Total30100. 0100. 0 Although there is a high level of bullying in this sector yet 43% of the employees have a high level of performance. But 33% of employees face deterioration in performance and 23% have a very low performance score. Performance FrequencyPercentValid PercentCumulative Percent ValidLow723. 23. 323. 3 Medium1033. 333. 356. 7 High1343. 343. 3100. 0 Total30100. 0100. 0 ? TESTING OF HYPOTHESIS As the research was conducted to investigate behavioral data and to find relationships among different employee behaviors such as racial bullying, employee motivation, employee’s job satisfaction and performance so a test for equality of the population correlation was most appropriate. Hypothesis#1: Ho: Racism is not correlated with the incidents of bullying H1: Racism is correlated with the incidents of bullying Level of significance: . 05 CorrelationsBullyingRacism BullyingPearson Correlation1. 401* Sig. (2-tailed). 028 N3030 RacismPearson Correlation. 401*1 Sig. (2-tailed). 028 N3030 *. Correlation is significant at the 0. 05 level (2-tailed). Interpretation: The correlation between racism and bullying is . 401 which is moderate positive correlation. The p-value (. 028) is less than level of significance (. 05) hence we reject Ho and conclude that there exist a positive correlation between racism and incidents of bullying. Hypothesis#2: Ho: Racial bullying is not correlated with job satisfactionH1: Racial bullying is correlated with job satisfaction Level of Significance: . 05 Correlations Racial bullyingJob Satisfaction Racial bullyingPearson Correlation1-. 825** Sig. (2-tailed). 000 N3030 Job SatisfactionPearson Correlation-. 825**1 Sig. (2-tailed). 000 N3030 **. Correlation is significant at the 0. 01 level (2-tailed). Interpretation: The correlation between job satisfaction and racial bullying is -. 825 which is strong negative correlation. The p-value (. 000) is less than level of significance (. 05) therefore we reject Ho and conclude that here exist a negative correlation between racial bullying and job satisfaction. Hence we may say that racial bulling can have a strong negative impact on job satisfaction of workers but it will further need to run a regression analysis to prove that. Hypothesis#3: Ho: Racial bullying is not correlated with employee motivation H1: Racial bullying is correlated with employee motivation Level of significance: . 05 Correlations Racial bullyingMotivation Racial bullyingPearson Correlation1-. 335 Sig. (2-tailed). 070 N3030 MotivationPearson Correlation-. 3351 Sig. 2-tailed). 070 N3030 Interpretation: The correlation between employee motivation and bullying is -. 335 which is moderate negative correlation. The p-value (. 070) is greater than level of significance (. 05) hence we accept Ho and conclude that there exists no linear relationship between racial bullying and employee motivation. Although it is proved from previous researches that bullying negatively impacts workers motivation but may be due to sampling error (because the sample size was very small due to economic considerations) we fail to confirm the previous studies.Hypothesis#4: Ho: Racial bullying is not correlated with performance H1: Racial bullying is correlated with performance Level of significance: . 05 Correlations Racial bullyingPerformance Racial bullyingPearson Correlation1-. 773** Sig. (2-tailed). 000 N3030 PerformancePearson Correlation-. 773**1 Sig. (2-tailed). 000 N3030 **. Correlation is significant at the 0. 01 level (2-tailed). Interpretation: The correlation between racism and bullying is -. 773 which is strong negative correlation. The p-value (. 000) is less than level of significance (. 5) hence we reject Ho and conclude that there exist a negative correlation between racial bullying and performance. PROJECT MANAGEMENT Our study focuses on workplace bullying and we used questionnaires surveys to measure the affect of racial bullying on the performance of employees and their job satisfaction. We distributed questionnaires among the employees of different organizations and we concluded that discrimination on the base of race or language exists significantly in our working sector. Favourism is common among bosses and their favorite employees.Favourism based on same background location or language exists. We completed our report in a span of two months. Our focus was on how bullying affects the workers personality, job satisfaction and performance. We took help from online journals, books, websites and primary data from our survey. From our analysis we concluded that it is very common practice in all of the workplaces. And because of its invisibility there are not many remedies to tackle with this problem. Organizational culture and individual mentality leads to bullying.We spend considerable time doing this report and collecting data for this study. ActivitiesStart DateCompletedRemaining Project Definition10-Sep-1050 Selecting Research Methodology15-Sep-10100 Questionnaire design20-Oct-1060 Sample selection25-Oct-1090 Questionnaire filling10-Nov-1050 Pre-testing15-Nov-1050 Coding/Data entry19-Nov-1020 Statistical analysis20-Nov-1050 GANTT CHART CONCLUSION Racism appears to play a role behind bullying behavior and results in undermining the motivation to work and satisfaction with job which consequently deteriorate the performance level of the Textile industry employees. It was revealed that differences in skin color, language and absence of common culture among workers triggered hostile behavior against each other. This shows that there is high level of ignorance about workplace ethics in low rank employees of textile industry which is an important cause of growing bullying behavior in this sector. To address this problem we either have to wait for a radical change in general cultural norms in Pakistan or the organizations should understand the massive personal and financial consequences associated with workplace bullying.Apart from that this study makes several important contributions. It supports previous research and also brings out different kinds of basis for racism among which skin color and language are most important. Specifically we found that verbal and nonverbal threats and persistent attempt to humiliate in front of colleagues are very common among workers. .   How to cite Workplace Bullying, Papers Workplace Bullying Free Essays Patricia Nantume AP Language Composition/ D1P4 The Bully at Work January 3, 2012 Mainly focused on prevention methods, situational examples and coping mechanisms with the bully, The Bully at Work by Ruth and Gary Namie, is an astonishing resource on workplace bullying. Gary introduces the main themes of the book by giving an example of his former boss, a bully. He also defines the victims of this social epidemic as Targets. We will write a custom essay sample on Workplace Bullying or any similar topic only for you Order Now Workplace bullying, like  childhood  bullying, is the tendency of individuals or groups to use persistent aggressive or unreasonable behavior against a co-worker or subordinate. Workplace bullying can include such tactics as  verbal,  nonverbal,  psychological,  physical abuse  and  humiliation. This type of  aggression  is particularly difficult because, unlike the typical forms of  school bullying, workplace bullies often operate within the established rules and policies of their  organization  and their society. Ruth on the other hand didn’t have any previous experience as a Target or Bully but from fellow work-mates’ experiences, she bases her arguments on the topic. â€Å"Bullying is the scourge of the contemporary workplace but is too easily ignored by the people who could eradicate it if they were motivated,† says Ruth. Referred to as an epidemic as of society’s ignorance of the issue, workplace bullying has slowly risen to media attention. Other countries like the United Kingdom and China have implausibly low workplace bullying cases in comparison to the United States. Despite the rising cases of victims according to statistical data, employers haven’t paid serious attention to reports given by victims. Nevertheless the accentuating cases of victims, society’s attention to the issue is rather ironic than Patricia Nantume 02. 03. 12 AP BIOLOGY THE SELFISH GENE CHAPTER 6/ GENEMANSHIP Quote: CHAPTER 7/ FAMILY PLANNING Quote: CHAPTER 8/BATTLE OF GENERATIONS. Quote: CHAPTER9/ BATTLE OF SEXES Quote: Each individual CHAPTER 10. Quote: CHAPTER 11. Quote: How to cite Workplace Bullying, Papers

The Demolition Market-Free-Samples for Students-Myassignmenthelp

Question: Describe the salient features of part I and Part II of the BIMCO Standard Contract for the sale of vessels for demolition and recycling: and highlight at least five common clauses nromally found in this demolishcon 2001 (2004) contract; and stating why the demilition market is more favourable in less developed contries. Answer: Demolishcon is the revised version of previous salescrap 87 contract used for negotiation while selling a vessel for the purpose of recycling and demolition. The clauses of this document were grouped in two parts(Grube, 2006). The features of these are discussed below in brief: Part I This part of the document mainly covers the details regarding the ship to be sold for recycling. It contains the name and address of the owner of the ship, IMO number, IMO registered owner identification number, IMO company identification number, Ship gross tonnage, port of registry, distinctive letters or number of ship and date of construction, etc. In other words, it contains all the physical details of the ship, the place where it is sold, buyers and sellers information, selling details, etc. Part II This part starts with a preamble of undertakings of both the parties i.e. seller and buyers to comply in accordance to the industry code of practise for selling recycling in a safe and environmentally sound manner. This explains the procedure to be followed for selling of the vessel and provides an outline and the way by which the contractual parties can best act. This contact has to be as per the national and international stated in accordance with clause 17. The 5 clauses which more or less are common which are as follows: Clause 2 (Purchase price) and Clause 4 (Payment): These two clauses are common as both is related to the price of the contact(Puthucherril, 2010). Clause 2 is about the price of the ship set out by the contractual parties while is about the release of same payment which was decided after the timely delivery of consignment. Clause 6 (Advance Notice of Arrival), clause 7(Notice of Readiness of Delivery) and clause 8(Delivery): All these 3 clauses are related to the delivery of the vessel. Clause 6 states the prior notice to the buyers about the vessel position and estimated arrival time of the vessel. Clause 7 states the notices of readiness of the physical delivery of the vessel while clause 8 sets out the conditions in which the vessel must be delivered. As all 3 states the delivery terms and conditions, it could have been explained under one clause. The demolition market is more favourable in less developed or developing countries due to the lax environmental regime. These includes mainly the Asian countries like China, India, Bangladesh and Pakistan where the labour cost is very low in comparison to the western countries. Despite these countries are under Basel convention, they do not follow any safety environmental precaution due to high internal corruption. The other factors being the demand of steel in the domestic market, good value of machinery and other reusable items in the second-hand market and the difference in exchange rate i.e. US dollar against the local currency promotes created bigger market in these less developed countries. China, India and Bangladesh are the 3-major player in this market. China is the leading followed by India and Bangladesh. Bibliography Grube, P. (2006). BIMCO. Retrieved from https://archive.basel.int/ships/docs/11e.pdf Puthucherril, T. G. (2010). Legal Aspects of Sustainable Developments. Boston: Martinus NIJHOFF.

Gender and Engender Management for Politics- MyAssignmenthelp.com

Question: Discuss about theGender Inequality and Engender Managementfor Politics. Answer: Introduction It has taken humankind several years to reach the point where they are today in the society where women are almost on equal foot with the man regarding education, rights and privileges, and choice of profession. In the past decades, it was uncommon for women to pursue any academic path, women in science were very rare, and those who did manage did to put their foot in the door had to deal with men. Men continue to tell the women that they existed in the wrong place, and they should conform themselves to the roles of gender that community has cut out for people. Gender inequality deeply rooted in different institutions in the society by entrenching attitudes and functions. As reported by Rai (2011), the United Nations has for an extended time committed to the continuation of implementing gender inequality policies around the society. Therefore, for the community to the achievement of engendering management, there is a need to translate the global commitment to policy at the national l evel by ensuring that the systems receive full implementation. Management of gender inequality requires articulation of fundamental duties (Zimmer, 2014). The policies have to have proper design by following actions and actors in seeking for the appropriate techniques to translate the commitments of dealing with gender inequality into actions by taking into account the specified national contexts. This paper examines gender inequality together with engendered management in the society. GenderInequality Gender inequality persists as the primary barrier to advancement and development of human around the society. People have tried to make significant strides over the past decades, but they have not yet been able to achieve gender equity. For instance, disadvantages that face women and girls are the primary source of cases of inequality around communities. According to Banyard (2013), women and girls are always facing discrimination against in health, political representations, education systems, and labor market among other activities. The inequality often leads to negative consequences for the development of the capabilities as well as freedom of choice among women. Women in society live with gender inequality daily. The difference of gender among people range from explicit discrimination along with breaching of human rights to the relentless that undermines the presentation of people who are mostly women in the media and public domain. According to Oliker (2011), gender inequality i n operations of people in the society remains to be the idea that women together with men are not equal. Gender inequality leads to the unequal treatment or perceptions of people partly or wholly because of their gender. Gender inequality arises because of an existence of differences in socially constructed roles of gender. Gender Inequality Against Men There exist shared misconceptions that almost all women are the only people who experience gender inequality in the workplace. However, the views of many people are not right in the real sense. Men also face discrimination cases in the society (Webb Gende, 2015). Where women will receive some of the forms of parental leave after having the child, a father does not get nearly as much duration to stay away from their duties, as they may need. New parents in workplaces in most cases do not receive pay during parental leave, but the women do. These forms of disparities in rewarding employees bring about the cases of gender inequality around the working environments. Several employers are ready to work with the ladies when it comes to changes in schedules. Nevertheless, men rarely enjoy the same advantage as women. According to the report by Benstock (2013), sex discrimination is not only definable as the man harassing g the woman, but also male employees have also faced sexual harassmen ts in the workplace leading to the inequality. Gender inequalities have also grown in different relationships over the years. In the relationship, gender in relationships presents the division of gender lines among the man and women (What Are You Doing to Engender Camaraderie?, 2015). Therefore, gender inequality remains to be integral to development, democracy, and the human right system that entitle all individuals in the society. Engender Management Management of cases of gender inequality among the people in communities has continued with the international focus in recent years with support from different international groups. The management of elimination of cases of gender inequality also fostered the historic convictions towards the eradication of all forms of discriminations against women in the society. Engendered management focuses on the goals of achievement of gender equity about practices and ways of thinking that assist in achieving the goal. The management focuses on the use of gender parity in measuring gender balance in the given situation that is essential in aiding at the achievement of equality between the sexes. According to Ukhova (2015), engendered management persists as a more than equal representation of values and beliefs of every member. The management of cases of gender inequality in the society bases on strong ties to rights of women and often requires changes in policy of human relations. From Rothstei ns (2014) study, the international movement for gender equality through different management approaches has to fail to incorporate genders or gender identities away from the gender binary. Engendered management focuses on allowing women and men, boys and girls to enjoy the same rights, opportunities, resources, and protections around the society. The management of gender inequality does not need that women and men, boys and girls are the same or that they receive the same treatment. The achievement of the appropriate strategy of engendered management also requires the need to eliminate harmful practices against women and girls in the society. The practices that have to follow proper management consist of sex trafficking, wartime sexual violence, homicide, along with some tactics that are oppressing (Grey et al., 2013). The obligations in engendered management extend beyond the statutory obligation to comply with different legislations and see various organizations to have optional steps in improving the quality of life for various employees and their families and the local societies. Engendered management has for extended period calls for the gender equality in the var ious sectors like business schemes to promote equality among women in the workplace. The gender inequality and engendered management comprise of essentialist and anti-essentialist positions that are locatable at the ends of the spectrum of achieving gender equality. The management focuses on addressing inequalities from these extremes that are not presentable in a viable position to assist in moving away from essentialist and anti-essentialist dichotomies (Zimmer, 2014). Therefore, it is essential for the management of cases of gender inequality for people to understand women not as entirely different beings from each other, and at the same moment avoiding to assimilate women into a particular dominant identity. The engendered management has to focus on the central issues that affect gender equality by finding different approaches of talking about women than neither doing violence to the diversity. Conclusion From the above discussion, it is evident that there is a need to take positive actions in different sectors to advance equality for women in the workplace. The focus should not only rely on ideas of making workplace to be profitable, but it also needs to focus on ideas of making people inventive, less responsible to high rates of earnings, and improved protection from dangers of intolerance. Women are still over-representable in the ranks of the poor along with under presentation among the upper-income earners. The women are also seg rateable by the occupation of having too few best jobs and several contingent jobs. There is the need for all businesses around the society to take action for equality among women. Political parties can also play an essential role by improving engendered management by supporting and challenging different businesses to demonstrate their commitment to workplace equality among women. The equality among people in the society and working places will enable ev ery individual to highlight their good practice while creating the culture of the workplace that is a more positive experience for their employees. Female, as well as male, are dissimilar in every imaginable manner in continual situation, as abrupt and permanent purpose standards together with prejudiced knowledge of people within the workplace. References Banks, G. (2016). Engender ambition. New Scientist, 204(2736), 31. https://dx.doi.org/10.1016/s0262-4079(09)63132-8 Banyard, K. (2013). Prostitution, Harm and Gender Inequality: Theory, Research and Policy. Gender Development, 21(1), 199-201. https://dx.doi.org/10.1080/13552074.2013.767536 Benstock, S. (2011). The female self engendered: Autobiographical writing and theories of selfhood. Women's Studies, 20(1), 5-14. https://dx.doi.org/10.1080/00497878.1991.9978885 Gray, B., Kish-Gephart, J., Gray, B., King, E. (2013). Workplace Inequality: Examining the Impacts of Social Class on Organizational Life. Academy Of Management Proceedings, 2013(1), 13153-13153. https://dx.doi.org/10.5465/ambpp.2013.13153symposium Oliker, S. (2011). Sociology and Studies of Gender, Caregiving, and Inequality. Sociology Compass, 5(11), 968-983. https://dx.doi.org/10.1111/j.1751-9020.2011.00417.x Rai, S. (2011). Engendered Development in a Global Age?. SSRN Electronic Journal. https://dx.doi.org/10.2139/ssrn.146956 Rothstein, B. (2014). The Reproduction of Gender Inequality in Sweden: A Causal Mechanism Approach. Gender, Work Organization, 19(3), 324-344. https://dx.doi.org/10.1111/j.1468-0432.2010.00517.x Ukhova, D. (2015). Gender inequality and inter-household economic inequality in emerging economies: exploring the relationship. Gender Development, 23(2), 241-259. https://dx.doi.org/10.1080/13552074.2015.1055082 Venzin, M. (2014). Engender Goodwill Between Paid Staff, Volunteers. The Volunteer Management Report, 20(1), 2-2. https://dx.doi.org/10.1002/vmr.30004 Webb, K., Gende, S. (2015). Activity Patterns and Speeds of Large Cruise Ships in Southeast Alaska. Coastal Management, 43(1), 67-83. https://dx.doi.org/10.1080/08920753.2014.989148 What Are You Doing to Engender Camaraderie?. (2015). Successful Fundraising, 23(9), 5-5. https://dx.doi.org/10.1002/sfr.30189 Zimmer-Tamakoshi, L. (2014). Our Good Work or the Devil's Work'? Inequality, Exchange, and Card Playing among the Gende. Oceania, 84(3), 222-238. https://dx.doi.org/10.1002/ocea.5056