Mental Illness And Its Effects On People With Severe...

There have been considerable interests in Australia and internationally since the mid-nineteenth century on the risks of people with severe mental illnesses committing violent crimes. While is has been acknowledged that not all types mental illnesses cause violent behavior, it is however an instigator for some individuals (Vogel, 2014). Dr. John Gray in 1857 was the first to suggest that serious mental illnesses are associated with homicide or attempted homicide. According to Vogel (2014) a development in mental illness has a risk in the increase of antisocial behavior. In this essay, the types of mental illnesses associated with risks of committing violent crimes will be explored, with significant focus on the empirical research that has†¦show more content†¦Legal systems don’t generally have a specific definition on mental illness but they rather follow the definition developed/explained by psychological institutions and psychiatrists (Peck Scheffler, 2002). Mental illness has a variety of forms, however, not all are associated with violent offending. It is rather severe mental illnesses in isolated individuals that lead to such offences (Vogel, 2014). One of the predominant forms of severe mental illness at risk with violent offending is Schizophrenia (Fleischman et al., 2014). This form of mental illness is fundamentally based on the breakdown of thought, emotion and behavior whereby reality is perceived falsely, leading to inappropriate actions and feelings, delusions, withdrawal from reality, and a sense of mental fragmentation. It can be increased through a variety of biological and psychosocial factors (Mueser McGruk, 2004). Violence in schizophrenic patients is largely prompted and administered the psychotic symptoms and delusions, â€Å"invoking the principle of ‘rationality within irrationality’† (Matthias Angermeyer, 2000). Thus, individuals are

Sports Management Sport Management - 816 Words

Sport management Did you know that there is more to sports teams than just scoring goals, touchdowns and runs? Sport management is a field concerning the business and education part of sports and recreation. It includes the front office system in professional sports, college sports, and recreation. Some examples of sport managers are: recreational sport managers, sport marketing, event management, facility management, sport economics, sport finance and sport information. Sport management can be seen as an easy job, but in reality it is complex and challenging. Sport management isn’t so easy. A sport manager has to have great communication skills in order to talk to players, coaches, students and other business professionals.They also have to have marketing skills to sell tickets to sporting events. Sport managers have to learn how to manage their budgets within their facility or team. Sport managers also need to have a passion for sports before they go into this job. They may have to start out at the bottom selling tickets and marketing the team, then build their way up. Eventually they can take jobs that are more demanding, and hopefully move to jobs that will result in a nice future. If you choose to pursue a career in sport management, you will need to be communication savvy with kids and community members to help gain their trust. This would include using social media such as twitter, facebook, instagram and snapchat. Sport managers have a tough job, and itShow MoreRelatedThe Evolution Of Sport Management1486 Words   |  6 PagesThe evolution of sport management Comparatively, the field of sport management is a rather new academic discipline (Chalip, 2006), which has faced some challenges in terms of justifying its importance in the academic world. Nonetheless, Chalip (2006) believes it was an unavoidable course for the evolution of sport management. 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Efforts are been made to define the requirement exhaustively and accurately. The final product will be having only features/functionalities mentioned in this document and assumption for any additional functionality/feature should not make by any of the parties involved in developing/testing/implementing the products. In case it is required to have some

Explaining Gender Gap In Math Test Scores -Myassignmenthelp.Com

Question: Discuss About The Explaining Gender Gap In Math Test Scores? Answer: Introduction Human Resource Management or HRM is defined as policies, system, and practices that are implemented in an organisation to influence its employees attitude, behaviour and performance. Strategic Human Resource Management (SHRM) is referred as strategically planned HR arrangements and practices that focus on enabling the organisation to achieve its goals (Truss, Mankin Kelliher, 2012). In recent years, HR department performs more actions than just managing staffs and their salaries. They implement policies for managing diversity in the organisation and motivating employees to perform better which result in achievement of organisational objectives (Shen, Chanda, Dnetto Monga, 2009). This report will focus on the issue of gender equality face by HR department and discusses whether HR is doing enough to address this issue by analysing the news story posted by Human Resources Director. The number of female employees is growing in modern corporations, but the pace is considerably slow. Wom en also face the issue of unequal pay because they receive less pay for similar work than compare to male workers. This report will evaluate the issue of gender inequality and how it has influence women worldwide. The report will focus on analysing the role of SHRM in addressing the issue of gender inequality and unequal pay face by female workers worldwide. Further, various recommendations will be given that can assist HR managers in addressing this issue. Thesis Statement The awareness about gender inequality and unequal pay issues is growing between corporations and HR departments are implement SHRM policies to address these issues, but the pace is considerably slow and strategic policies are needed for addressing these issues. Examining the Issue of Gender Inequality Gender inequality in companies is defined as unequal and discriminatory behaviour against female employees wholly or partly based on their gender. Most of the women worldwide face the issue of gender inequality because of common misconceptions that female employees cannot perform as equal as male workers. The Global Gender Gap Report 2017 given by World Economic Forum provided that there is still a gender gap of 32 percent in 144 countries (World Economic Forum, 2017). Many national and international initiatives have been started by governments in different nations to tackle this issue, but they have failed to address it completely. Most of the senior, leading positions are held by male employees because HR department did not promote women employees to top-level positions. In Australia, the federal government has implemented Workplace Gender Equality Act 2012 to address the issue of gender inequality in the country (Cardillo, 2013). The HR department of Australian corporations is nec essary to follow the policies of equality act to ensure that they did not discriminate between employees based on gender (Parcheta, Kaifi Khanfar, 2013). The government has established Workplace Gender Equality Agency (WGEA) that perform the activities of collecting data from industries and formulating appropriate policies for addressing the issue of gender inequality in Australia. The news story posted by Human Resources Director provided that the awareness about gender inequality is growing between companies and HR departments are formulating policies for removing gender discrimination and promoting women at top-level positions (Hilton, 2017). But, the speed of change is considerably slow. For example, around 24 percent of global leading positions are held by women in 2016, and this number has raised just 3 percent since 2011 (Catalyst, 2017). The slow pace of development proves that there is still a significant requirement of HR policies that promote females to top-level senior positions. Women across the globe are facing the issue of gender pay gap; in Australian, the gender pay gap is 15.3 percent (Livsey, 2017). The gender pay g ap provides that women employees receive less salary for similar work than compare to male workers. Analysing the Impact of Gender Inequality and Role of HR Department In todays competitive business world, corporations focus on effectively managing and retaining their staff members to gain a competitive advantage over others. The HR department focuses on effectively managing diversity in the organisations by maintaining positive employee relationships. The HR department ensures that employees with different cultural backgrounds, race, religion or gender are not discriminated, and they receive equal remuneration and benefits for their work (Cook Glass, 2014). Equal Employment Opportunity (EOO) means employees should be given raise and promotions based on their performance and HR executives should not discriminate between workers based on their race, caste, religion, and gender (Morand Merriman, 2012). Lack of discrimination creates a positive working environment which motivates employees to increase their performance. As per the Equity Theory given by John Stacey Adams, the motivation of employees directly correlates with their perception of justi ce and fair treatment by the top-level management (Skiba Rosenberg, 2011). The employees are motivated by the balance between the work that they put and the compensation that they receive. The lack of female leaders in modern companies provides that the issue of gender discrimination has not been resolved (Milner Gregory, 2014). HR department failed to implement effective SHRM policies that result in increasing the issues faced by women in the workplace. For example, female employees face the issue of sexual harassment, unsafe workplace and racist environment in the office causing them to leaving their job. HR department has to deal with a high number of female employees turnover if they failed to establish a positive working environment (Grove, Hussey Jetter, 2011). Lack of female employees retention increases the cost of recruitment for corporations. The performance of female employees also reduces because they have to deal with workplace issues. Many international enterprises implement policies for reducing gender inequality between male and female workers which assist them in maintaining a competitive advantage (Niederle Vesterlund, 2010). For example, Harley-Davidson Incorporation focuses on promoting female workers; therefore, 25 percent of their workforce includes women (Barrett, 2015). The HR depar tment of Harley-Davidson provides equal growth opportunities to female workers which result in reducing their employee attrition rate and establishing a positive working environment. The HR department is responsible for improving employees productivity and performance, but due to lack of SHRM policies and gender discrimination, HR executives find it difficult to manage female workers performance. HR department can implement appropriate SHRM policies after analysing the working conditions of female workers that encourage women to improve their productive performance. Current Situation As per the News report of Human Resources Director, more than 11,000 employers and four million employees in Australia are showing great awareness regarding gender equality issues (Hilton, 2017). But the pace of change in considerably slow since Australia has a gender pay gap of 15.3 percent (Livsey, 2017). Many experts believe that female employees are facing gender inequality and pay gap issue due to lack of female leaders. Daily Mail posted a News story on women leaders which proved that there is considerably less female in top-level positions (Greenaway, 2015). HR department avoids promoting female employees to senior level positions because of the common misconception that women cannot lead. The HR departments in organisations have failed to formulate new regulations and policies regarding gender inequality issues which increase the challenges for women in the workplace. In the technology industry, more than 90 percent of female employees have witness sexist behaviour in the cor porations (OConnor, 2016). To address these issues, many leading organisations including Apple, Google and Salesforce have implemented SHRM policies for removing gender inequality and promoting female employees are top-level positions. HM is a global leading fashion retailing chain which has more than 49.8 percent of female board members and executives (Peters, 2016). There are a large number of leading companies that has failed to address gender inequality and pay gap issue. For example, in Toyota, the number of female board members is 6 percent, and they did not have any women in executive leadership positions. Samsung is another example of a global leading firm with zero percent women in board members and executive leadership positions (Peters, 2016). Lack of leading female representatives increases the issue faced by women worldwide. A study posted by Independent in January 2018 provided that there is 80 percent of gender pay gap in 527 leading companies in the UK (Mortimer, 2018). BBC is another leading organisation which has reported gender pay gap in their organisation. In June 2017, some high-profile female stars of BBC called on the organisation for addressing the gender pay gap. BBC has implemented SHRM policies to address this issue, and it has committed to assigning 50 percent of its senior level managerial roles to women by 2020 (BBC, 2017). These corporations prove that women around the world are suffering from gender inequality and pay gap issues and the initiative taken by HR are not enough to address these issues. Recommendations for HR Executives Following are various recommendations and suggestions for HR department in corporations that can assist them in addressing the issue of gender inequality and pay gap and improving their female workers performance. HR department should implement strict policies for the safety of female workers to address workplace issues such as racist behaviour, sexual harassment, discrimination and unsafe workplace. Positive working environment will increase the number of female workers in corporations, and it will also improve their performance. HR department should implement policies for motivating female workers by proving them rewards for better performance. Rewards can encourage female employees to improve their productivity, and it will also reduce discrimination against them. Male and female workers should receive equal pay for equal works since it will reduce discrimination and improve their performance (Ettl Welter, 2010). The corporations should implement effective Corporate Social Responsibility (CSR) structure to address the issue of gender inequality and pay gap. The companies should provide annual reports of CSR which include the information about initiatives taken by HR to improve diversity and reduce discrimination in the enterprise (Garay Font, 2012). Annual report will assist in reducing gender discrimination and increase gender equality in firms. The corporations should increase the number of female members in the board of directors and managerial executives. HR department can implement a number of learning and development initiatives for female workers that will improve their capabilities and makes it easier for HR department to promote them on to the senior managerial position. Conclusion In conclusion, women worldwide are facing the issue of gender inequality and pay gap. The awareness about this issue is increasing between modern enterprises, and they are taking initiatives to address this issue, but the pace of change is considerably slow. The lack of female in senior positions and high number of gender pay gap increases the issue faced by female workers. Due to lack of effective HR policies, female workers face various issues in organisations which reduce their performance such as sexual harassment, racist behaviour, unsafe working environment and discrimination in promotion to senior positions. The HR department can implement various SHRM policies to address these issues such as implementing programs for learning and development of female workers, strict policies against discrimination, annual CSR reports, and motivation and reward initiative for encouraging female workers. These policies can assist corporations in addressing the issue of gender inequality and pa y gap which will result in sustaining future growth of enterprises. References Barrett, R. (2015). Harley courts women and young riders. Retrieved from https://archive.jsonline.com/business/harley-courts-women-and-young-riders-b99431331z1-289674181.html/ Catalyst. (2017). Women in Management. Retrieved from https://www.catalyst.org/knowledge/women-management Cook, A., Glass, C. (2014). Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO?.Strategic Management Journal,35(7), 1080-1089. Ettl, K., Welter, F. (2010). Gender, context and entrepreneurial learning.International Journal of Gender and Entrepreneurship,2(2), 108-129. Garay, L., Font, X. (2012). Doing good to do well? Corporate social responsibility reasons, practices and impacts in small and medium accommodation enterprises.International Journal of Hospitality Management,31(2), 329-337. Greenaway, N. (2015). It really IS a man's world: Campaign for #MoreWomen shows how empty top tables of global politics look when the men are Photoshopped out. Retrieved from https://www.dailymail.co.uk/femail/article-3273982/Campaign-MoreWomen-shows-tables-global-politics-look-men-Photoshopped-out.html Grove, W. A., Hussey, A., Jetter, M. (2011). The gender pay gap beyond human capital heterogeneity in noncognitive skills and in labor market tastes.Journal of Human Resources,46(4), 827-874. Hilton, J. (2017). Is HR doing enough to address gender inequality?. Retrieved from https://www.hcamag.com/hr-business-review/leadership-development/is-hr-doing-enough-to-address-gender-inequality-244874.aspx Livsey, A. (2017). Australia's gender pay gap: why do women still earn less than men?. Retrieved from https://www.theguardian.com/australia-news/datablog/2017/oct/18/australia-gender-pay-gap-why-do-women-still-earn-less-than-men Milner, S., Gregory, A. (2014). Gender equality bargaining in France and the UK: An uphill struggle?.Journal of Industrial Relations,56(2), 246-263. Morand, D. A., Merriman, K. K. (2012). Equality theory as a counterbalance to equity theory in human resource management.Journal of Business Ethics,111(1), 133-144. Mortimer, C. (2018). Gender pay gap at more than 500 large organisations revealed. Retrieved from https://www.independent.co.uk/news/uk/home-news/gender-pay-gap-527-companies-data-publish-government-equal-pay-women-feminism-boardrooms-a8145866.html Niederle, M., Vesterlund, L. (2010). Explaining the gender gap in math test scores: The role of competition.Journal of Economic Perspectives,24(2), 129-44. OConnor, C. (2016). Apple Tops (Short) List Of Tech Companies Where Women Report Equal Treatment. Retrieved from https://www.forbes.com/sites/clareoconnor/2016/03/11/apple-tops-short-list-of-tech-companies-where-women-report-equal-treatment/#2cf2393a571c Parcheta, N., Kaifi, B. A., Khanfar, N. M. (2013). Gender inequality in the workforce: A human resource management quandary.Journal of Business Studies Quarterly,4(3), 240. Peters, S. (2016). Companies With the Most (and Least) FemaleLeadership. Retrieved from https://247wallst.com/special-report/2016/06/23/companies-with-the-most-and-least-female-leadership/ Shen, J., Chanda, A., D'netto, B., Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework.The International Journal of Human Resource Management,20(2), 235-251. Skiba, M., Rosenberg, S. (2011). The disutility of equity theory in contemporary management practice.The Journal of Business and Economic Studies,17(2), 1. Truss, C., Mankin, D., Kelliher, C. (2012).Strategic human resource management. England: Oxford University Press. World Economic Forum. (2017). The Global Gender Gap Report 2017. Retrieved from https://www.weforum.org/reports/the-global-gender-gap-report-2017

Of Boldness Essay Example For Students

Of Boldness Essay It is a trivial grammar-school text, but yet worthy a wise mans consideration. Question was asked of Demosthenes, what was the chief part of an orator? he answered, action: what next? action: what next again? action. He said it, that knew it best, and had, by nature, himself no advantage in that he commended. A strange thing, that that of an orator, which is but superficial and rather the virtue of a player, should be placed so high, above those other noble parts, of invention, elocution, and the rest; nay, almost alone, as if it were all in all. But the reason is plain. There is in human nature generally, more of the fool than of the wise; and therefore those faculties, by which the foolish part of mens minds is taken, are most potent. Wonderful like is the case of boldness in civil business: what first? boldness: what second and third? boldness. And yet boldness is a child of ignorance and baseness, far inferior to other parts. But nevertheless it doth fascinate, and bind hand and foot, those that are either shallow in judgment, or weak in courage, which are the greatest part; yea and prevaileth with wise men at weak times. Therefore we see it hath done wonders, in popular states; but with senates, and princes less; and more ever upon the first entrance of bold persons into action, than soon after; for boldness is an ill keeper of promise. Surely, as there are mountebanks for the natural body, so are there mountebanks for the politic body; men that undertake great cures, and perhaps have been lucky, in two or three experiments, but want the grounds of science, and therefore cannot hold out. Nay, you shall see a bold fellow many times do Mahomets miracle. Mahomet made the people believe that he would call an hill to him, and from the top of it offer up his prayers, for the observers of his law. The people assembled; Mahomet called the hill to come to him, again and again; and when the hill stood still, he was never a whit abashed, but said, If the hill will not come to Mahomet, Mahomet, will go to the hill. So these men, when they have promised great matters, and failed most shamefully, yet if they have the perfection of boldness they will but slight it over, and make a turn, and no more ado. Certainly to men of great judgment, bold persons are a sport to behold; nay, and to the vulgar also, boldness has somewhat of the ridiculous. For if absurdity be the subject of laughter, doubt you not but great boldness is seldom without some absurdity. Especially it is a sport to see, when a bold fellow is out of countenance; for that puts his face into a most shrunken, and wooden posture; as needs it must; for in bashfulness, the spirits do a little go and come; but with bold men, upon like occasion, they stand at a stay; like a stale at chess, where it is no mate, but yet the game cannot stir. But this last were fitter for a satire than for a serious observation. This is well to be weighed; that boldness is ever blind; for it seeth not danger, and inconveniences. Therefore it is ill in counsel, good in execution; so that the right use of bold persons is, that they never command in chief, but be seconds, and under the direction of others. For in counsel, it is good to see dangers; and in execution, not to see them, except they be very great.