Does It Matter Who Recruits Candidates To Enter Contests For Local Office - Free Essay Example

Sample details Pages: 7 Words: 2000 Downloads: 9 Date added: 2018/12/27 Category Management Essay Type Research paper Level High school Tags: Contract Law Essay Did you like this example? Contest for local office, just like contests for national offices is vast on some things. It is comprehensive and almost touches on all matters pertaining use of right channels in political practices. The law is well articulated in the politics tort as well as the contested regulation, but the two bear a direct relation to the American National Constitution. Don’t waste time! Our writers will create an original "Does It Matter Who Recruits Candidates To Enter Contests For Local Office?" essay for you Create order Candidate recruitment, for instance, is an agreement between two or more parties with promises over specific terms of the contract. Contest tort, on the other hand, is the standard rules proving liability for cases arising based on political matters (Bolino, Mark, Anthony and William, 2017 p1816). They are majorly concerned with the political view of the contest and the relations that exist thereof. A persons rights and remedies towards local office contest are as discussed in the following discussions about the issue of adherence to the rules of the competition of local governments in a close link to the contract law. Legal Issues in the Case under Study It should be clear that the terms of the contract for Ben and Carl should be at first definite and precise to the point to avoid inconveniences associated with the contract. The reason for ensuring definiteness and certainty of the terms of the agreement is to help deal with issues of equity (Yoon, Jiso and Ki-young Shin, 2017 p363). In cases of overlap it should be noted that in law, investment should not be used as a measure for determination or enforcement of the invalidity of the contractor in case define vagueness of the contract in the form that it gives orders to interested parties on how to perform. This is what creates the contract since proposition is the acceptance of the offers made by Ben. The recognition of a general rule once has been made cannot in any way get withdrawn or alter any terms of the offer (Swain, Katie and Pei-te Lien, 2017 p128). It has no mandate of modification of the offer. Any effort to modify the proposal from the first party is a counteroffer and is against the law. Quoting from the Newspaper, Wang wanted a cooperation from Ngan on a particular development project in Xian Quijiang, China that Wang had initiated and planned for in advance. Ngan made an offer to the other part to cooperate with her over the project. The agreement for the cooperation was signed on 26 February 2007 (Bolino, Mark, Anthony and William, 2017 p1816). Regarding the signing agreement, Wang was presumed to accept the offer. The offer acceptance should be as open as this and Wang has no room to modify the proposal but accept it or reject it on first notification before signing the contract foam. Candidates Rights to Join Office The exclusion clause about Ben and Carl case is focused on reimbursement of $ 200,000 other than holding back on the issue for later revocation of the $25,000 that is a Bonus plus court penalty on Ben for failure to honor the terms of the contract. Carls rights are way too many for instance arrest of Ben and subjected to court fines worthy the court determined figure on top of the reimbursement. Carl can as well proceed to claim the property on the ground that Ben has revoked the terms of the contract. Duty of Care and Breach of Duty A critical look at the reason for making the contract voidable may not be valid about the laws, but the verdict is reached at by the criticality involved in the agreement and case presented by the parties interested before the courts ((Yoon, Jiso and Ki-young Shin, 2017 p384). The problem of subjecting the contract to voidable circumstance by the failure of one of the party to adhere to the promises is another concern. The contract terms are under the custody of Ben and Carl, but for this case, Ben has failed on his part. If he were to be safe in the first instance, he wouldnt have accepted the proposal. The law should address the matter from the understanding that failure of one party to adhere to its set promises for the contract enforcement be penalized by court fines. The fine should be proportional to the value of the entire business contract.This would help solve many cases that are still pending in the Saudi Industrial courts since parties make commitments to the agreement and fail as there is no predetermined punishment in the form of penalty to failure in honoring the promises. Negligence Tort Ben, on the other hand, has failed in following the law to the latter over issues related to honoring the promise of the contract. In summary, a case in point takes all the considerations? as provided by the American law which? is in effect is very general to all the sections regarding the allegations contained by Carl (Swain, Katie and Pei-te Lien, 2017 p150). It is in the best interest of the parties involved in the business to take on some issues in regard to aspects of the contracts so as to avoid any breach of the deal. The contract legal relations are determined by the outward actions or merely the actual words of the intended parties and not in any way the concealed intentions in the form of desires in secrecy by the parties. Any form of illegality or fraud linked to a contract renders the contract invalid if found to be true by the investigative arms of the law. Illegality is committed once the contract terms work against the public policy and more so the Contract Act 1950 provisions in Sections 12 (1, two all through to the entire last section that is section 5). Any contract about lotteries, horse race, dog races and all forms of gambling are automatically considered illegal by the public policies and the Contract Act 1950. Such agreements do not hold in the Arab nation and spread across all the institutions of jurisdictions in the entire Malaysia (Oliver, Sarah, and Meredith, 2017). In this regard, the law is precise and confident that before entering into any contract that is deemed legal, the parties should be in the position to freely consent the deal. The free consent part of the contract as provided in Section 10(1) All the agreements are contracts if only they are made by the free will of parties competent to the deal. Intention for Creation of Legal Relations It one of the most fundamental requirements in the formation of the contract whether in written or in oral form. The creation of the legal actions as a section of the agreement should not be done with the aim of making a mutual consent. It is about the meeting of the minds of the parties involved in the contract. It is merely the agreement of the elements of the transactions in line with all the proposed terms and features that which are critical to the deal in place. The Saudi law courts have it that there is no any contract in place unless the parties involved are willing and readily enter into one. The contract legal relations are determined by the outward actions or merely the actual words of the intended individuals and not in any way the concealed intentions in the form of desires in secrecy by the parties. (Thrasher, Michael et al., 2017 p413). The basis of the argument here is that all parties should be willing enter into an agreement and no party should mislead another party towards accepting the terms which are subject to any negotiations. Any form of pushing the other side towards taking the words or deceptive each other is contrary to the law and as such the contract cannot proceed to the next level unless the allegations are dropped. Any form of fraud or mistakes highlighted subject the voidable contract case. About a case in point, Wang and Ngan have a business agreement and as such should stick to the terms as stipulated in the earlier promises (Oliver, Sarah, and Meredith, 2017). In that respect, Ngan and Wangs agreement is legally bound. The parties have no exclusions clauses that have been mentioned, and in that regard, the contract is not subject to avoidable circumstances. The signing of the agreement validates the commitment between the two parties and qualifies the deal for legal bounds. Conclusion and Advice The best understanding of the contract laws is that contract performance should by any chance be precise and exact to the point and if there is anything to uphold is respecting the initial terms as set out by the Ben and Carl (Thrasher, Michael et al., 2017 p435). The promises made by the parties( Ben and Carl) involved in the contract in most cases form the most fundamental part of the case if judgment has to be made concerning an issue over business-related affairs in matters of contracts (Knapp, Crystal Prince, 2016). In reference to Section 38(1) of the Contracts Act 1950 by the American contract law, there is a provision that parties involved in a contract must in all forms perform or offer to play in respect to the promises made during the sealing of the covenant, not unless the performance of the contract has been subject to dispense with by any law in the American business law. Contract performance according to Section 38(1) is evident on the respect accorded to the promise made by the parties engaged in a contract. Recommendation The contract laws have failed to capture the effect of time for the enforcement of the contracts. There is no mention of the penalties in respect to delays in signing the contracts as well as failure to honor the timing of the agreement (Thrasher, Michael et al., 2017 p435). The courts, in this case, have been having no platform to base on during the declaration of contracts that fail to address the issue of time for the agreement. It is way loophole that has been created by the Contract Act 1950 together with all its sections and as such something needs to be done to save the situation. When a party to a contract promises to do something at or before a specified period for instance and fails to adhere to the same, the deal becomes voidable. A critical look at the reason for making the contract voidable may not be valid about the laws, but the verdict is reached at by the criticality involved in the agreement and case presented by the parties interested before the courts. The problem of subjecting the contract to voidable circumstance by the failure of one of the party to adhere to the promises is another concern. The law should address the matter from the understanding that failure of one side to adhere to its set promises for the contract enforcement be penalized by court fines (Knapp, Charles, Nathan and Harry, 2017). The punishment should be proportional to the value of the entire business contract. This would help solve many cases that are still pending in the Saudi Industrial courts since parties make commitments to the agreement and fail as there is no predetermined punishment in the form of penalty to failure in honoring the promises. Works Cited Bolino, Mark C., Anthony C. Klotz, and William H. Turnley. The implications of turning down an international assignment: a psychological contracts perspective. The International Journal of Human Resource Management 28.13 (2017): 1816-1841. Knapp, Charles L., Nathan M. Crystal, and Harry G. Prince. Problems in Contract Law: cases and materials. Wolters Kluwer Law Business, 2016. Oliver, Sarah, and Meredith Conroy. Tough Enough for the Job? How Masculinity Predicts Recruitment of City Council Members. American Politics Research (2017): 1532673X17729719. Swain, Katie EO, and Pei-te Lien. Structural and Contextual Factors Regarding the Accessibility of Elective Office for Women of Color at the Local Level. Journal of Women, Politics Policy 38.2 (2017): 128-150. Thrasher, Michael, et al. Candidate ethnic origins and voter preferences: examining name discrimination in local elections in Britain. British Journal of Political Science 47.2 (2017): 413-435. Yoon, Jiso, and Ki-young Shin. Opportunities and Challenges to Gender Quotas in Local Politics: The Case of Municipal Council Elections in South Korea. Asian Journal of Womens Studies 23.3 (2017): 363-384.

Taking a Look at Ernest Hemingway - 1167 Words

Ernest Hemingway Research Paper Ernest Hemingway was an extraordinary individual. There was a lot more to his life than most readers know about. His writing was influenced by the lifestyle that he led. Hemingway was an adventurous person that liked to live life to its fullest. Just like everyone, he made decisions that were both good and bad, and his decisions and actions shaped his writing style. Hemmingway found a great deal of success and his career was topped off with him being awarded the Pulitzer Prize and the Nobel Prize in Literature (The Biography Channel). This is what made him into the writer that he was. Ernest Hemingway was born on July 21, 1899, in Oak Park, Illinois (The European Graduate School). During high school, he worked on the schools newspaper, Trapeze and Tabula (The Biography Channel). According to The European Graduate School, after Hemingway had graduated from high school, he went to work for The Kansas City Star. Hemingway did not attend college, and inst ead, he enlisted in the military and drove an ambulance on the Italian front during the First World War in 1918 (The European Graduate School). He was actually wounded during the war and received the Italian Silver Medal of Bravery (The Biography Channel). Just like any writer, Ernest Hemingway’s life and surroundings influenced his style of writing. Hemingway used many experiences from his time serving during World War 1 in his book, A Farewell to Arms (The European Graduate School). ThisShow MoreRelatedThe Life of Ernest Hemingway1411 Words   |  6 Pageswould stand and look out over the roofs of Paris and think, â€Å"Do not worry. You have always written before and you will write now. All you have to do is write on true sentence. Write the truest sentence you know† (shmoop.com). Ernest Hemingway was an honest and noble man. His life was highlighted by his successful writing career that brought him fame, fortune, but ultimately loneliness. Ernest Hemingway fell in to a hole of drinking and depression (lib.utexas.edu). It was odd for Hemingway to become soRead MoreErnest Hemingway s Life As A Writer1074 Words   |  5 PagesErnest Miller Hemingway was born July 21, 1899 in Chicago, IL to Clarence and Grace Hill-Hemingway. Ernest’s parents were a physician and a musician, respectively, and were both well educated individuals who encouraged their children to follow in their footsteps educationally. Ernest Hemingway began his career as an author and journalist at the age of seventeen. Ernest took a high school course in Journalism taught by Fannie Biggs, which was taught, as though the classroom were a newspaper officeRead MoreThe Influence Of Heroism In The Old Man And The Sea By Ernest Hemingway754 Words   |  4 Pageshero depending on how you look at it. But it’s not about heroism. It’s the views on how to be a man (at least to me). The Hemingway’ way is different from most writers but it might just be the most i nfluential. That is just my opinion. Out of all his works, we take three stories and one from Tim O’Brien whose work is influenced by the man himself. Our stories all tie in with one another and a trait they all share or the ones we will discuss are bravery/pressure and one look at antiheroism. BraveryRead MoreSymbolism In Hills Like White Elephants By Ernest Hemingway992 Words   |  4 PagesIn 1927, Ernest Hemingway penned a short story titled, â€Å"Hills Like White Elephants.† The story takes place at a train station in Spain and depicts a troublesome dilemma for the two main characters. The story begins with the characters casually discussing what kind of beer to partake in; the tone quickly shifts when the man mentions a surgery to his female friend, Jig. The reader is left to infer that the two characters are discussing an abortion. 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Unfortunately, the police were powerless against man thirst for booze. The Mafia also expanded into the bookie field, and if someone didnt pay up or double crossed the Mafia they were taken out. Hemingway was unfamiliar with this city scene and we can see a veryRead MoreMinimalism in Cat in the Rain Essay1030 Words   |  5 Pagesconclusions. Few noteworthy characteristics of minimalistic fiction include use of plain language, short and simple sentences, symbolism, objective viewpoint, omission of character description, and unresolved main conflict. Well-known American writer, Ernest Hemingway, in his short story â€Å"Cat in the Rain† employs this minimalistic aesthetics effectively to achieve the theme of loneliness along with the notions such as nihilism and the lack of resolutio n. The use of short, simple sentences, mostly withoutRead MoreHills Like White Elephants, By Ernest Hemingway1673 Words   |  7 Pagesâ€Å"Hills Like White Elephants,† by Ernest Hemingway: The Morality Within the Operation Ernest Hemingway created the iceberg theory, by which he expects the reader to know a great deal of information from the little he expresses in his work. This style is evident in his short story, â€Å"Hills Like White Elephants,† because the information the reader must obtain is hidden underneath the surface. This writing style often confuses the reader, but when the short story is read multiple times, the reader canRead MoreBiography of Ernest Hemingway Essay1257 Words   |  6 Pagesyou went in there you’d probably detach one of them from the herd, and he’d be dangerous (Hemingway).† This quote, from Hemingway’s The Sun Also Rises, was one of his many pieces of work that helped light the way for new authors. Hemingway believed that minimal details created a better story, leaving mysteries for readers to solve on their own. Hemingway described his style as the Iceberg Theory. Hemingway deserves to be in the literary canon because he is a maste r of diction, his stories are uniqueRead MoreHills Like White Elephants Theme Essay923 Words   |  4 PagesFuture The story, â€Å"Hills Like White Elephants†, written by Ernest Hemingway, tells a dialogue story of a woman named Jig and the American man who is waiting at the train station for their ride to Madrid. Jig and the American man are having a casual conversation about the scenery that the nearby hills look like white elephants. Then, there conversation turns serious as they talk about their relationship and their future unborn child. In Ernest Hemingway’s story, the characters’ conversation is important

Research Method on Culture Free Essays

string(79) " in the hotel industry especially to Human Resource manager \(Holaday, 2007\)\." CHAPTER 1 INTRODUCTION 1. 0Introduction In order to provide a clear insight into this study, this chapter starts with the background of the study, problem statement, purpose of the study, research objective, research question, research hypothesis, significance of the study, study of framework, and the outline for chapter 2 and chapter 3. This chapter outline about an overview of managing cultural diversity among employees toward the effectiveness working environment in hotel industry in Malaysia. We will write a custom essay sample on Research Method on Culture or any similar topic only for you Order Now Subsequent sections deal with contribution of the study to the literature and discuss the structure and the research design of the proposal. 1. Background of the study Cultural diversity has become a hot-button issue when applied to the workplace (Kimberly Amadeo, 2012). What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives, thinks, interacts, behaves, and makes judgments (Alpert, 1992). Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to ages, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, 1995). Hence, cultural diversity is when differences in race, ethnicity, language, nationality, religion, and sexual orientation are represented within a community. A community is said to be culturally diverse if its residents include members of different groups. The community can be a country, region or city (Kimberly Amadeo, 2012). Malaysia is one of the most culturally and economically diverse regions of the world (Fisher, 1996). Malaysia is one of the most diverse countries in terms of ethnicity, religion, spirituality, language, and culture (Malaysia Info, 2009). Ethnicity refers to shared cultural practices, perspectives, and distinctions that set apart one group of people from another (Cliffnote, n. d. ). The population of Malaysia consists of three main ethnic groups—Malays, Chinese, and peoples of the South Asian subcontinent (Encyclopedia of the nations, 2012). Religion originates in an attempt to represent and order beliefs, feelings, imagining and actions that arise in response to direct experience of the sacred and the spiritual (Connelly, 1996). The official religion of Malaysia is Islam, and is practiced by the majority of Malays, and a portion of the Indian community. Under the constitution, other races are free to practice any religion in an atmosphere of acceptance and tolerance. The other main religions include Buddhism, Hinduism, Sikhism and Christianity (Expatgomalaysia, 201). The essence of spirituality is the search to know our real self, to discover the true nature of consciousness (Russell, 2006). Language is a human system of communication that uses arbitrary signals, such as voice sounds, gestures, or written symbols ( Nordquist, 2012). Hence, managing diversity in the workplace is a challenge for any manager, but it can be accomplished using some basic tools. Managers need to go above and beyond their comfort level to develop knowledge about cultural difference and sensitivity to diversity issues. Take a leap and establish relationships at work with individuals who are different from them. The more natural thing is for people to surround themselves with individuals who are similar to them. By building relationships with individuals with different backgrounds, they will learn about the talent and knowledge they can add to the organization ( Noe, 2009). Cultural diversity is broad concept in hotel industry in Malaysia. Employing a diverse workforce give benefit in higher productivity, lower employee turnover, better understanding of client, and enhanced corporate reputation (Employing a diverse workforce: making it work, 2008). Managed well, diversity provides benefits that increase effectiveness in working environment. However, when ignored or mismanaged, it brings challenges and obstacles that can hinder the organization’s ability to effective (Gardenswartz Rowe, n. d. ). 1. 2 Problem statement Managing cultural diversity is becoming an issue in the hotel industry especially to Human Resource manager (Holaday, 2007). You read "Research Method on Culture" in category "Essay examples" The improper managing cultural diversity among employees will create less effective in working environment. When ignored or mismanaged, it brings challenges and obstacles that can hinder the organization’s ability to effective and success (Gardenswartz Rowe, n. d. ). The previous researcher Al-Jenaib said that diversity can also lead to miscommunication, dysfunctional adaptation behaviors and the creation of barriers that reduce the benefits diversity can bring to the organization (Al-Jenaib, 2012). Plus, cultural diversity can create stereotype perception and exclusive work environment. Area of concern about this study is to managing cultural diversity among employees to improve the effectiveness in working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area. Numerous studies have been conducted in other countries outside Malaysia in managing cultural diversity among employees but there is limited studies were found regarding managing cultural diversity among employees towards the effectiveness working environment in the hotel industry in Malaysia only that focused on Kuala Lumpur area. This study is importance to provide benefits to the organization in Kuala Lumpur area that come from the diverse employees to give the effectiveness working environment. The previous studies highlighted that managing workplace diversity has become a priority concern among organizations in the United Arab Emirates (UAE) today. The United Arab Emirates (UAE) is under increased pressure to appropriately employ and manage people of diverse cultural and racial backgrounds (Walck, 1995). Furthermore, there is as more and more minority groups enter the hospitality industry of the United States, such as the group generations of African American, Hispanic Origin, and Asian, managing cultural diversity is becoming a challenging issue in this industry, especially to HR managers (Holaday, 2007). Yi Gong, (2008) has mentioned in his studies that related study needs to be conducted to facilitate the industry to understand the opportunities and advantages of successfully managing cultural diversity. Meanwhile, the program of action to increase general awareness of cultural diversity should be created to support the company policy (Baum, 2007). They should also be given training to increase their knowledge and skills to dealing with people having different cultural backgrounds (Baum, 2007). 1. 3 Purpose of the study The purpose of this study is to determine managing cultural diversity among employees towards the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area. Four major related variables being tested in this research consists of create an inclusive work environment, avoid stereotyping, applying training program and communicating with staffs for the effectiveness in working environment. 1. 4 Research objective As the issue of the study had been identified, the objectives of the study that had been derived are as follows: 1. To identify the major factor in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 2. To explore the benefit in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 1. 5 Research question In conducting the research and based on the objectives above, there are several questions identified which are: 1. What are the major factor in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 2. What are the benefit in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 1. 6 Significance of the study This study contributes to the theoretical advancement in the field of hotel industry by empirically testing a structured model to managing cultural diversity among employees toward the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area. This study can help the organization in managing cultural diversity that will enhance the company benefits in return such like higher productivity, lower employee turnover, better understanding of client, and enhanced corporate reputation (Employing a diverse workforce: making it work, 2008). By having strategic inclusion plan in work environment, this gives benefit to the employees. The diverse staffs know they are valued and feel they belong. The staffs are more likely to feel that way when they are treated with respect the leader and their peers, given the chance to use their talents to the fullest and assured of equal opportunities to move ahead (Employing a diverse workforce: making it work, 2008). This study also can help university to expand the body of knowledge by providing some useful information regarding the cultural diversity management in working environment and the research from students can be as one of the sources and references for other students to conduct research or assignments. 1. 7 Study of framework Create an inclusive work environment Avoid stereotyping Effectiveness working environment Managing cultural diversity Apply training program Communicating with staffs 1. 8 Outline The next chapter will be the second and third chapter of the research proposal. Chapter 2 will Start with the literature review of the four variables which is create an inclusive work environment, avoid stereotyping, apply training program and communicating with staffs. Chapter 3 will start with the process of conducting the research such as data collection method, research design, measurement of variable, sample frame, sample size, sampling techniques, and followed by data analysis techniques. CHAPTER 2 LITERATURE REVIEW. 2. 0Introduction In this chapter will clarify about related theories from past researcher regarding this study. This study is explain about the literature review. It is also based on findings that are collected through journal, article and also website. 2. 1 Literature Review Literature review is process that involves the identification of published and unpublished work from secondary data sources on the topic interest, the evaluation of this work in relation to the problem and the documentation of this work. It also provides the foundation for developing a comprehensive theoretical framework. 2. 2 Stereotyping in Cultural Diversity. Stereotypes lead to assumptions and conclusions based on a person’s race, gender or sexual preferences. Making these assumptions and conclusions then leads to discrimination. Stereotypes can be about race, religion, gender, age, disabilities, income, geographical locations. ( A. Sahar, 2011 ) . Stereotype threat refers to being at risk of confirming, as a self-characteristic, a negative stereotype about one’s social group (Steele Aronson, 1995). In general, the conditions that produce stereotype threat are ones in which a highlighted stereotype implicates the self though association with a relevant social category (Marx Stapel, 2006; Marx, Stapel, Muller, 2005). Stereotype also defined as a cognitive link between two social or personal concepts (e. g. , the Self, social groups, identities, attributes, traits, behaviors) that are not defining features for one another (Allport, 1954; Devine, 1989). For example, if dark skin is the defining feature for being Black, then the link between dark skin and the Black racial group is not a stereotype. But, a link between Black and poor is a stereotype, even if there is a correlational, causal, or cultural connection. Stereotyping is the application of a stereotype (Bodenhausen Wyer, 1985; Devine, 1989; Hamilton Sherman, 1994), inferring one characteristic (e. g. , worthless) from the other (e. g. , me). A stereotype can be almost any thought that oversimplifies a person or group, although will be focus primarily on negative, well-rehearsed, automatically activated stereotypes. There are several relevant characteristics of stereotypes to note: Stereotypes can be socially shared (i. e. , consensual, collective) or exist in the mind of only one person (i. e. , nonconsensual, individual; see Ashmore Del Boca, 1979; Stangor Schaller, 1996). Stereotypes can be based on a prominent group membership (e. g. , a woman stereotyping herself as nurturant because of her gender), based on a mundane characteristic (e. g. , someone stereotyping a man as Irish because he has red hair), or be unrelated to social group (e. . , a wife stereotyping her husband as lazy). Stereotypes can link people to characteristics that are negative (e. g. , criminal), neutral (e. g. , enjoys basketball), or positive (e. g. , good at math). Even positive stereotypes can have undesirable negative sequelae, because they set up unfair expectations (see shifting standards; Biernat Vescio, 2002; McCabe Brannon, 2004). 2. 3Create an inclusive work environment. INCLUSION: A PHILOSPHY WE BELIEVE I N â€Å"Our diversity mission is to be one company, one team, all-inclusive†¦ It’s about bringing out the best in each of us, so that we can achieve great things together. † It’s about listening to the voices of our employees and partners to help shape our future. It is through this process that we set goals and develop a strategy that will hold us accountable for making Lockheed Martin a place of â€Å"institutionalized inclusion. † (Robert, 2012). The term inclusion is also used to describe the active, intentional, and ongoing engagement with diversity—in people, in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographical). Inclusion describes the ways in which individuals might connect that increase one’s awareness, content knowledge, cognitive sophistication, and emphatic understanding of the complex ways individuals interact within systems and institutions. (www. aacu. org/inclusive_excellence/index. cfm). Diversity and inclusion is about creating a work force that represents the global communities in which we live and work and ensuring an environment in which every individual’s contributions are valued. A diverse and inclusive environment challenges our way of thinking by bringing together a variety of talents, backgrounds and experiences, and serves as a catalyst for new ideas and innovation. ( Conocco). 2. 4Applying training program. To meet the cultural diversity challenges, companies in the hospitality industry must have sensitivity to differences (Clarke, 2007). Diversity training and education are necessary and essential to help companies in the industry to become competitive and successful (Christensen, 1993). The increased globalization of hospitality industry has made it necessary for international companies in the industry to work effectively in foreign environments. Diversity management training program such as cross-cultural training can help international managers to learn knowledge about different cultures and help them to develop skills of managing cultural diversity issues, which can therefore significantly reduce the potential costly failure caused by cultural difference problems (Caudron, 1991). For international hospitality companies, preparing current managers and future expatriate mangers with cross-cultural sensibilities is important. To diminish cultural barriers that managers of international hospitality companies may encounter in foreign countries, they will have to aware their own ethnocentric viewpoints and have the willingness to go beyond them and learn about a different cultural environment (Canen, 1999). The cross-cultural training section should be added into the training program to direct and help the trainees to understand the cultural expectations and their additional nonverbal behavioral manifestations. Diversity management training and multicultural education teach employees about various cultures. These training programs help to diminish stereotypes and allow trainees to see the cultural differences and the truth about other cultures. By the training, employees will show more respect to other people with different cultural backgrounds, and achieve more understanding of others’ beliefs and their traditions (Fernandez, Kleiner Sturz, 2005). The training program emphasizes communication and educational training, which has positive impact to both minority and non-minority employees (Weaver Wilborn, 2002). Since multicultural workforce includes every job position from the top management down to low-level employees (Elmuti, 2001), diversity management training should be conducted in all levels in the hospitality industry but not only in the entry-level or low-skilled level (Weaver Wilborn, 2002). Say, specific training programs aiming at managing cultural diversity should be carefully designed, continually enforced, and gradually improved. Moreover, it cannot be ignored that for any training program that has the chance of long-term success, upper level management must be involved to ensure the implementation of diversity practices (Ahmed, 2006). 2. 5Communicating with staff. Different languages and various cultural backgrounds increase the difficulty of communication between employees in the workplaces. Language is always viewed as a crucial one among all the cultural features that make up cultural identity (Ganen, 1999). As Geert Hofstede, the famous writer of Culture’s Consequence, an influential book published since 1980, said in an interview, â€Å"I would say that understanding of other languages is almost a necessary, albeit insufficient, condition for the understanding of the phenomenon of culture (Powell, 2006, p. 13)†. Language differences often result in miscommunication. Rather than coming naturally, communication competence is a learned process like some other skills, which therefore increases the difficulty employees with different backgrounds to understand each other quickly and correctly. In addition, an intercultural communication may encounter more specific problems than a communication with one culture does. With different knowledge or experience, people in an intercultural communication have more difficulty to interpret others’ behavior, which increases their uncertainty of how other persons will respond to the communication (Baum et al, 2007). Employees of a company with diversity environment are therefore often poorly prepared to manage the high uncertainty experienced in intercultural communication. For example, an immigrant worker from Asia might be lack of knowledge or experience in dealing with a local American employee who was born and brought up in the United States. Different cultural backgrounds often engender misunderstanding when communication becomes unsuccessful or inefficient (Baum el al, 2007). Not only the workers, to effectively manage team members with diverse cultural backgrounds, line managers also need to be sensitive to the cultural differences that may affect the working relationship of employees. The ability to work effectively with people who have diverse backgrounds is one of the essential skills that hospitality managers require but may often lack (Baum, et al), which increases the possibility of miscommunication in the workplaces. Particularly, when individuals fail to conduct an effective cultural communication, they may feel themselves excluded. At the same time, some feelings may be provoked such as suspicion, lack of confidence, and even hostility. In many oversea properties of the international hospitality companies, problems causes by communication difficulty seem more prominent. Take the expatriate mangers for instance, communication difficulties can negatively influent their everyday life, which makes them unhappy with their current situation and prevents them from successfully adjusting to the host country and its culture. Obviously, proper cross-cultural training can help employees to cope with intercultural communication obstacle. For expatriate managers, effective communication helps them to become more efficient in the workplace, reduce their emotional stress, and ultimately aid them to complete the cultural adjustment successfully (Seymen, 2006). The following section will discuss more on methodology. At methodology researcher will highlight about the method that will be used to collect data. CHAPTER 3 METHODOLOGY 3. 0Introduction This chapter is exploring about the methodology of this research. It involves the process of conducting the research which is research design that consist of purpose of the study, types of investigation, study setting, unit of analysis, sampling design, data collection method, measurement and data analysis technique. 3. 1Purpose of study In this research, it falls under descriptive research. Descriptive research is undertaken in order to ascertain and be able to describe the characteristics of the variables of interest in a situation (Sekaran, 2010). Here, this study will try to determine and describe the major factor that influence effectiveness working environment among employees. It undertaken to understand whether managing cultural diversity among employees can create effectiveness working environment by apply training program, inclusive work environment, avoid stereotype and increase communicating skill among employees. . 2Type of investigation Correlation study involved in this study which is researcher interested in explaining the important variables associated with the problem. In this study researcher wants to investigate whether the independent variable have relationship with dependent variables. 3. 3Study Setting This study falls into non-contrived setting category. Non-contrived known as a research can be done in natural environment where work proceeds normal ly. Researchers do the research to know the effectiveness in managing cultural diversity among employees on the working performance by avoid stereotypes, give effective training program, inclusive working environment and lastly, communicating skills with staff. 3. 4Unit of analysis The unit of analysis refers to the level of aggregation of the data collected during the subsequent data analysis stage (Sekaran, 2010). Here the unit of analysis is an individual. The problem statement focuses in managing cultural diversity among employees, either it is effective or not. For this purpose, data will have to be collected from each individual staff member works in hotel industries in Malaysia through questionnaire answered by them. 3. 5Sampling Design Sampling is the process of selecting a sufficient number of the right elements from the population, so that a study of the sample and an understanding of its properties or characteristics make it possible for us to generalize such properties or characteristics to the population elements (Sekaran, 2010). 3. 5. 1Population According to Sekaran, (2010) population refers to the entire group of people, events or things of interest that the researcher wishes to investigate. In this study, the population is employees who worked in the hotel industry in Malaysia that focused on Kuala Lumpur area. The researchers want to select only from difference 3 types of hotels in Kuala Lumpur area that consists of 3, 4 and 5 Stars of hotel. 3. 5. 2Sample Size Sample is a subset of the population that compromise some members selected from it. It is not all but only some elements of the population from the sample (Sekaran, 2010). In this study, the sample size determined based on Uma Sekaran. Sample for this study are 60 employees in 3 hotels that we have been selected which mean 20 samples of employees from each of the hotel in Kuala Lumpur area. 3. 5. 3Sampling Techniques 3. 6 Data collection method 3. 7Research Instrument 3. 8Data analysis techniques This research will use one of the statistical analysis packages that are Statistical Package for the Social Science (SPSS) to analyze the data will be collected from respondents. By using this software, it will help the researcher in determining the best statistical techniques. CONCLUSION Cultural diversity has become a hot-button issue when applied to the workplace (Kimberly Amadeo, 2012). What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives, thinks, interacts, behaves, and makes judgments (Richard T. Alpert, 1992). Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to ages, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al. 1995). Hence, cultural diversity is when differences in race, ethnicity, language, nationality, religion, and sexual orientation are represented within a community. A community is said to be culturally diverse if its residents include members of different groups. The community can be a country, region or city (Kimberly Amadeo, 2012). Literature reviews starting with c reate an inclusive work environment, avoid stereotyping, and apply training program and communicating with staffs for the effectiveness in working environment. In methodology section, it involves the process of conducting the research such as data collection method, research design, measurement of variable, sample frame, sample size, sampling techniques, and followed by data analysis techniques. References 1. Gong, Yi. (2008). Managing cultural diversity in hospitality industry. University of Nevada, Las Vegas. Retrieved from http://digitalscholarship. unlv. edu/cgi/viewcontent. cgi? article=1510context=thesesdissertationssei-redir=1referer=http%3A%2F%2Fwww. google. com. y%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dmanaging%2520cultural%2520diver sity%2520in%2520hospitality%2520industry%26source%3Dweb%26cd%3D1%26ved%3D0CDUQFjAA%26url%3Dhttp%253A%252F%252Fdigitalscholarship. unlv. edu%252Fcgi%252Fviewcontent. cgi%253Farticle%253D1510%2526context%253Dthesesdissertations%26ei%3DNnPXUOnpMMLrrQeVjYGICw%26usg%3DAFQjCNHirR665qOBrjsRIylCrArc7q6hYQ#search=%22managing%20cultural%20diversity%20hospitality%20industry%22 2. Gardenswartz, L. , Rowe, A. The effectiv e management of cultural diversity Retrieved from http://www. agepub. com/upm-data/26078_pt2. pdf 3. Al-Jenaibi, B. (2012). The scope and impact of workplace diversity in the United Arab Emirates – A preliminary study. Geografia online Malaysia Journal of Society and Space(1), 1-14. 4. Human resource strategies for employers. (2008). Employing a diverse workforce: making it work. Retrieved from http://alis. alberta. ca/pdf/cshop/employdiverse. pdf 5. Amadeo, K. (2012). Cultural diversity. Retrieved from http://useconomy. about. com/od/suppl1/g/Cultural-Diversity. htm . Green, K. A. , Lopez, M. , Wysocki, A. , Kepner, K. (2012). Diversity in the workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved from http://edis. ifas. ufl. edu/hr022 7. Syed, J. , F. Ozbilgin, M. (2010). Managing Cultural Diversity in Asia: A Research Companion (pp. 556). Retrieved from http://books. google. com. my/books? id=bKW8_RhVwkECpg=PA20lpg=PA20dq=Malaysia+is+one+of+the+mos t+culturally+and+economically+diverse+regions+of+the+world+(Fisher,+1996). amp;source=blots=Mr_CoDtCTdsig=c2mPgfMMHlH0KKAR1MS9jhwiCUshl=ensa=Xei=YITXUIiGLYrirAe7joDwBwved=0CC4Q6AEwAA#v=onepageq=Malaysia%20is%20one%20of%20the%20most%20culturally%20and%20economically%20diverse%20regions%20of%20the%20world%20(Fisher%2C%201996). f=false 8. Malaysia – Ethnic groups. (2012). In Encyclopedia of the Nations. Retrieved from http://www. nationsencyclopedia. com/Asia-and-Oceania/Malaysia-ETHNIC-GROUPS. html#b 9. Dhunna, R. (2009). Managing Diversity. Available from http://www. slideshare. net/humaapkeliye/managing-diversity-1280026 How to cite Research Method on Culture, Essays

Oppression Thrives on Misunderstanding free essay sample

Of all the struggles of the oppressed, perhaps the most daunting has been the most silently tyrannical. Women have spent ages proving their obvious intellectual, cognitive, and social equality to the male population, especially to the men in their lives. In â€Å"A Doll House† and â€Å"Trifles,† Henrik Ibsen and Susan Glaspell illustrate how men not only underestimate their wives, but also drive them to hide their true thoughts, act in secrecy, and ultimately take formidable, yet understandable measures of overcompensation. They do so while simultaneously imposing unique male and female perspectives on the relationships they create. Through the men’s shallow view of the women around them and their inability to properly analyze their interactions, the male characters in â€Å"Trifles† and â€Å"A Doll House† create a culture of tension and resentment in their households that lead their wives to rebel against their oppression. In A â€Å"Doll House,† Ibsen uses Torvald’s character to highlight the patronizing quality of the 19th century husband. We will write a custom essay sample on Oppression Thrives on Misunderstanding or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Torvald addresses his wife, Nora, almost always by pet names, such as â€Å"Is that my little lark twittering out there? Is that my squirrel rummaging around? When did my squirrel get in? † (859) For the better part of three acts, Nora internalizes the condescension and relishes the adoration—or at least she pretends to. The comments, which serve to reduce her humanity, lead Nora to realize that Torvald is ill-equipped to be a husband or a father, as he can only seem to sustain the relationships he dominates. As she comes to this realization, she tells her husband â€Å"There’s another job I have to do first. I have to try to educate myself. You can’t help me with that. I’ve got to do it alone. And that’s why I’m leaving you now. (907) Although removing herself from the hold of her husband’s patriarchy seems logical, it is uncertain whether Nora will adapt to the realities of an independent lifestyle. The transition from her father’s patronization to the binds of Torvald’s expectations left Nora no opportunity to explore her interests or learn practical skills, like mone y management. Furthermore, had Nora pursued either, her husband would have forbidden her from duties associated with the male realm. The lack of these experiences forced Nora into venturing into the male world of business, taking out the loan which â€Å"saved† Torvald. When he reads Krogstad’s letter, his true sentiments about Nora come out: â€Å"I should have suspected something of the kind. I should have known All of your father’s flimsy values have come out in you. No religion, no morals, no sense of duty. † (904) Torvald’s lack of faith in Nora’s intellectual and business abilities also become clear through the outburst. The tension and shallowness in the household become apparent when he uses pet names superficially, but when genuinely expressing emotion, he uses no names of the sort. He restricts their interactions to shallow conversation, which Nora picks up on when she announces her departure: â€Å"In eight whole years—longer even—right from our first acquaintance, we’ve never exchanged a serious word on any serious thing. † (906) Certainly, their interactions are more of a father-child dynamic than that of a married couple. Only when faced with her departure does Torvald make any concessions to the relationship, after attempting to subdue her defiance. Likewise, the women in â€Å"Trifles† are oppressed, though less subtly. Though Mrs. Peters and Mrs. Hale make significant discoveries at the Wrights’ home, their husbands treat them as children brought along to work. For instance, these women live their day to day lives pursuing the popular cultural interests deemed appropriate for women, and as such, are prone to discuss them in conversation. When Mrs. Hale points out Mrs. Wright’s quilt, the sheriff is quick to tease her: â€Å"They wonder if she was going to quilt it or just knot it! (The men laugh, the woman look abashed. † (917) The blatant disrespect makes the women disinclined to tell the men investigating the crime scene any of their real findings, almost out of spite and to protect their fellow woman, Mrs. Wright. The women take note of the quilt, the broken preserves, and the dead canary, which likely triggered Mrs. Wright’s rage. While the men begin their search with the preconceptions that Mrs. Wright committed the crime and attempt to find evidence to prove it, th e women assume her innocence; either they choose to because of their kind nature, or perhaps because doing so is a silent form of retaliation. Such rebellion is obvious when Mrs. Hale hides the bird from the sheriff and recalls Mr. Wright’s injustice to his wife: â€Å"I wish you’d seen Minnie Foster when she wore a white dress with blue ribbons and stood up there in the choir and sang. Oh, I wish I’d come over here once in a while! That was a crime! That was a crime! Who’s going to punish that? † (921) The men do not account for the woman Mrs. Wright had once been, and are therefore blind to the motive they search for. Mrs. Wright parallels Nora in that their men drive them to acts of desperation. Whereas Nora merely leaves her oppressive husband, Mrs. Wright finishes hers off herself. The difference in sex between the authors and how they have the women deal with their husbands is especially significant. Ibsen, a man, concludes with the oppressed woman becoming aware of her situation in spite of her lack of education, summoning the courage to leave her husband and family never having experienced independence. Almost suddenly, Nora realizes the lifelong hold of patriarchy her father and husband have imposed on her when she complains â€Å"Our home’s been nothing but a playpen. I’ve been your doll-wife here, just as at home I was Papa’s doll-child. And in turn, the children have been my dolls. I thought it fun when you played with me, just as they thought it fun when I played with them. That’s been our marriage, Torvald. † (906) Glaspell, on the other hand, brings a female perspective and ended her characters’ marriage in murder—a fit of passion and rage from a woman who had lost her identity and zeal. The female author’s conclusion of overcompensation seems more realistic than the male author’s of miraculous clarity. For example, the male author’s version of the married couple is surely one of blatant shallowness, while the female author indirectly illustrates a dynamic void of respect and love. The more subtle, sinister nuances of the relationship that Glaspell hints at are more characteristic of real relationships; the ones that deteriorate often lose civility gradually. Contrasting, the Helmers were seemingly cordial, though paternalistic, until the end. Through their oppressive behavior, intentional or not, the men in these works contribute to their wives’ emotional deaths and to the deaths of their relationships. By treating them more like pawns in their quest for superficial happiness than equals, these men fail to recognize the frailty of their marriages. In addition, by underestimating their wives’ capabilities, they are blind-sighted when the women assert their humanity. The male-dominant dynamic incites the conflicts that lead the women to rebel; had there been any depth to the husband-wife connections, the contentions of â€Å"A Doll House† and â€Å"Trifles† may have been eschewed all together. Instead, the despotism in these relationships forges irreversible consequences: for the men, the harsh reality of a broken life; for the women, resentment for their oppression and a future of uncertainty.