Gender discrimination in the workplace

Gender discrimination in the workplace Introduction: My selected thesis topic basically lays emphasis on how employee motivation and productivity get effected by gender discrimination in workplace and how different variables effects under different envirnoment. Now I shall move to explaining the topic in detail. OVERVIEW: My research interest is in this field because I know the gravity of the situation and how important it is for both genders to treat each other equally. As we move towards development an integrated effort is needed and everyone has to do his/her bit. Women need to be looked upon as equals by men from the very start so that they can get good education and pursue good careers in the future. Gender discrimination is a very real and actual problem that is being faced by firms and more importantly women in our society. It is important to note that gender discrimination takes place not only at the workplace but in every walk of life for a common Pakistani woman. When being faced by pressure from all sides, it is very tough for the woman to carry out her day to day activities and work at her full Most of us wake up in the morning, go to college or our respective job and act in ways that are more or less our own. We respond to the atmosphere around and the people in it with little thought as to why what makes us do such things e.g. why we enjoy some activities more than others and why we fine some recreational activities better than others. All these actions are motivated by something. Motivation is defined as the forces either within or external to a person that arouse persistence and want towards completing a given course of action. Employee motivation affects productivity and part of a managers task is to channel motivation towards the accomplishment of organizational goals. Thus, a manager has to study that what motivates his employees and what influences their choice of action furthermore why they persist in that action over time. So the way people are treated deeply affects how they will perform at the workplace. Gender discrimination against someone will obviously affect his/her productivity; this study is intended to prove how deeply the two are connected to each other. Discrimination is treating of employees based on criteria that are not job related, these may include race, color, gender, ethnicity and religion. Organizations these days are moving towards diversity which means women and minorities will play a larger role in the workplace than in the past and it will be more important to keep them working at their optimum level if success is intended in the future. MANGERIAL CONCERNS: When someone in the workplace is judged, appraised, promoted or given a pay based on criteria which are not job related, discrimination occurs. This discrimination leads to the employee being demotivated because he/she knows that no matter what amount of work they put in, they will be reward on the basis of criteria which are not job related. My study is not entirely based on the wage differentials but also deals with motivational effects of discrimination at the workplace on the whole. The main motivating factor for employees has always been pay. There has used a huge gender gap in pay in Pakistan but has now decreased over time but still exists. This gap in motivation is mainly because of differences in characteristics of the jobs carried out, the labor market experience they bring to the job and discriminatory treatment of women by employers or co-workers (which will be my area of study). All these factors interact in many complex and different ways. Thus making it difficult to determine precisely how much of the difference can be attributed to discrimination. Women and men do differ greatly in their preference of jobs and the roles they play in families. Still, the skill set of a woman has now come much closer to a mans. As my thesis shall suggest, there is continuing discrimination against women in the labor market w hich leads to demotivation because there is loss of confidence for the worker. Confidence in self abilities and in the firm one is working for account as a great motivating factor. According to Maslows hierarchy of needs one of the pillars of motivation is to get appreciation for doing a certain task. Many women are raped, sexually harassed and given unfair treatment by the society leading to high rates of female illiteracy and prostitution. In my view, it is very important for the woman to be soundly educated because in our society the responsibility of raising children mainly lies with the mother. When the mother herself is not educated she can not possibly give her child the support and basic fundamental training needed to become a good human being. Moving to gender discrimination in the workplace regarding Pakistan, most of the women are house wives in our country and there are very few double income families. Although the gender gap in the workplace has reduced significantly over the past decade it still remains high with most of the working women mainly pursuing very low paid jobs e.g. teaching, nursing, receptionists and many of them work in houses as maids and helpers etc Term Working Definition Motivation [a] Motivation refers to the forces either within or external to a person that arouses enthusiasm and persistence to pursue a certain course of action. Discrimination [b] To discriminate socially is to make a distinction between people on the basis of class or category without regard to individual merit. Gender Discrimination at the workplace [c] Promoting/Rejecting or treating one person differently to another based on a criterion which is not job related. In this case mainly gender Workforce Diversity [d] Hiring people with different human qualities who belong to various cultural or sub cultural groups. Glass Ceiling [e] Invisible barriers that separate women and minorities from top management positions. Disparate Treatment Gender Discrimination [f] This is also called direct discrimination. To put it simple, it is treating an employee a different manner because of their gender. Harassment [g] Harassment refers to a wide spectrum of offensive behavior. When the term is used in a legal sense it refers to behaviors that are found threatening or disturbing, and beyond those that are sanctioned by society. Verbal Harassment [h] Verbal harassment refers to persistent and unwanted verbal advances, typically in the workplace, where the consequences of refusing are potentially very disadvantaging to the victim. Also casually known as flirting. Sources: (Daft, Richard, (2000), Management 4th Edition, p. 526) (Stokes, DaShanne. (In Press) Legalized Segregation and the Denial of Religious Freedom) (Daft, Richard, (2000), Management 4th Edition, p. 524) (Daft, Richard, (2000), Management 4th Edition, p. 453) (Daft, Richard, (2000), Management 4th Edition, p. 462) (Taylor, Allison, (2005). Wrongful Termination) (Taylor, Allison, (2005). Wrongful Termination) (Wikipedia, http://en.wikipedia.org/wiki/Harassment) Study Objectives To study wage differences between men and women working on equal level in the banking sector. To conduct questionnaire surveys from employees to find out differences in treatment for males and females. Study how difficult it is for a woman to get promoted in a workplace How treatment of supervisors differs from males to females Is the working environment psychologically suitable for a woman to work in on a long-term basis. The ways harassment takes place for a women in her workplace and who is the main harasser LITREATURE REVIEW Gender discrimination and harassment are topic of immense importance as they have been under discussion for over more than a decade, many studies and researches have been conducted to investigate on the different aspects of this topic, to correlate and identify the various variables from within the studies to contribute to the society in a direct or an indirect way. All the studies point out to a healthy working environment for both Men and Women so that they are more motivated producing better results for the companies as a whole. The areas of research on this topic in the past focuses on Law, job satisfaction, employee turnover, organizational costs, social responsibility and corporate culture providing insights into many factors influenced by gender discrimination and harassment. Almost all the studies focuses on problem faced by women from within the organization and social external factors involving discrimination and effecting productivity. Relationship between the variables dr awn in the previous studies shows the direction of the research and how the factors interrelate with each other. Studies show that people have protection against this menace of discrimination and harassment but its effectiveness is always challenged and debated for over some time. Law and justice are always closely looked upon when it comes to harassment at work place. A study Gender-Based Harassment and the Hostile Work Environment (Joshua F. Thrope) tests whether non-sexually motivated gender discrimination is as serious a factor in creating a hostile working environment as sexually motivated gender discrimination. Although Title VII of the Civil Rights Act of 1964 applies to all gender-motivated discrimination, in practice many lower federal courts make a distinction between sexually motivated gender discrimination and non-sexually motivated gender discrimination (gender-based harassment) in a work environment. This study illustrates a court case of Dwyer v. Smith in which a police officer alleged that her co-workers and supervisors engaged in a pattern of abusive conduct that created a hostile working environment. (Thorpe). The failure of the plaintiff to allege a case of sexual harassment proved to be fatal to her case. Sexual harassment is only a part of gender discrimination that female employees face in a hostile work employment. Ridicule, rudeness or insults directed at working women may not be sexually motivated but may still create a hostile working environment. The failure of courts to view gender-based harassment claims as actionable has reduced the availability and deterred the effectiveness of Title VII. The study claims that in order to recognise gender-based discrimination as actionable it must be severe or pervasive or it could be misinterpreted. Impacts and consequences have been explored in many previous findings and emphasis have been given on the nature and reason of harassment, but from within harassment sexual harassment is the concept which is quite highlighted factor discussed in findings as in, Recent Thinking about Sexual Harassment: A Review Essay (Elizabeth Anderson) discusses the wrongs of sexual harassment and presents three theories that capture a different aspect of sexual harassment. Dignity theory explains the offensiveness of harassment; autonomy theory deals with the coercive nature of sexual conduct whereas equality theory highlights the group based harms of sexual harassment. This article also gives an example of airlines that expect female flight attendants tolerate customers anger, rudeness or ogling without any objection and hence, make it difficult for them to perform their jobs satisfactorily. The essay also tries to provide remedies and explains that antidiscrimination law has been quite useful in helping people understand their rights and combat sexual harassment in the workplace. Most people perceive harassment and gender discrimination as a mentally or physically induced trauma but very few people measure it on the basis of the high costs involved by this practice of harassment and its deeply routed and ever growing cost is often ignored. One such article: The study Estimating the Organizational Costs of Sexual Harassment: The Case of U.S. Army (Robert H. Faley, Deborah Erdos Knapp, Gary A, Kustis, Cathy L. Z. Dubois) tested the implication of sexual harassment on the organizational costs. The increasing costs of sexual harassment encouraged organizations to give attention to the issue of sexual harassment. These costs initially included litigation and associated settlements. However, with further research it was found that harassment can lead to an overall decrease in employee motivation towards the job resulting in increases in absentees, turnover, and requests for transfers, and use of mental health services, as well as decreases in productivity (Gutek Koss, 1993; Martindale, 1990; U. S. Merit Systems Protection Board, 1981 and 1987). This study states that results indicate that the total annual cost of sexual harassment in the U.S. Army in 1988 was over $250,000,000. This not only brought attention to the organizational costs of s exual harassment and also to the seriousness of the problem as well. However, this study concludes that increase in the proportion of females in the military would increase that part of the total costs of harassment associated with females and as a result the cost of sexual harassment may grow even more. Furthermore it implies that losing a higher rank female in the army due to sexual harassment would cost a staggering amount. Hence sexual harassment continues to be a threat not only to the working individuals but also harms the companies financially. Gender Mainstreaming and Corporate Social Responsibility: Reporting Workplace Issues (Kate Grosser, Jeremy Moon 2005) focuses on the potential of corporate social responsibility (CSR) to gender equality. The paper states that women are provided equal opportunity in the workplace by the combination of legal compliance, business care and social regulation (Dickens 1999) and the theory of CSR combines all these three notions. This study suggests that a reason for slow progress in reporting gender issues is the lack of platform for gender issues to be discusses. The study has highlights the under-representation of womens issues and has stressed on the need of women representation in company practices, as employees, community members, consumers and investors among other things. The impact of sexual harassment in a legal profession on job satisfaction is examined in The Effects of Sexual Harassment on Job Satisfaction, Earnings, and Turnover among Female Lawyers (David N. Laband and Bernard F. Lentz). The results from American Bar Associations National Survey of Career Satisfaction/Dissatisfaction (1990) show that nearly two-thirds of female lawyers in private practice and nearly half of those in corporate or public agency settings reported either experiencing or observing sexual harassment by male superiors, colleagues, or clients during the two years prior to the survey. The study shows that overall job satisfaction is significantly lower among female lawyers who experienced or witnessed sexual harassment by male superiors and colleagues than among those who did not experience or witness such harassment. According to statistics shown in the study, job satisfaction among female employees is affected more than twice as strongly by sexual harassment than by t heir annual income. The study also implies that there is a direct relation between sexual harassment and intention to quit current employment. However, the study was limited by the fact that the survey did not refer to the degree of harassment. Implementation Mechanism (Shamreeza Riaz) discusses the provision of law related to sexual harassment at workplace and the effectiveness of its implementation. This study was conducted in Islamabad and Rawalpindi. Interviews were conducted with the work force of organizations, women activists, NGO workers and educational institutions. The writer argues that women participation in the making policies and in decision making can lead to a prosperous nation. However, the true potential of women is hindered due to the difficulties that they face at the work place. The Protection against Harassment of Women at the Workplace Act 2010 provides the definition and kinds of harassment at the workplace. According to the study, in 20-30% sexual harassment cases, women remain silent because of their dignity and self respect. 70% of the women are victims of physical harassment and verbal and other kinds of harassment. The writer lists the causes of harassment as lack of awareness, misuse of authori ty, lack of organizational policy and a male dominant society. The study shows that sexual harassment has very serious consequences resulting in the loss of job, a hostile environment and physical and psychological breakdown while some women are forced to quit their jobs. The International Labour Organization, United Nation on Elimination of all Forms of Discrimination against Women, Beijing program for action Declaration, European Union Legislation and Organization of American State all provide laws aiming to prevent gender discrimination. The study Branded: Corporate Image, Sexual Stereotyping, and the New Face of Capitalism (Dianne Avery, Marion G. Crain) aims to show how the adoption of sophisticated forms of marketing are distinct from the workers physical and mental labour. The study reveals the case of Jespersen v. Harrahs Operating Co. in which the court rejected a female bartenders Title VII challenge to the workplaces policy that women wear makeup, which she found sexually demeaning. Employers sophisticated marketing techniques sometimes create a property like interest and employers take advantage of their employees outside of their usual work by forcing them to propagate company brands outside of the workplace. Transforming discriminatory corporate cultures (Cheryl L. Wade) discusses gender equality in corporate environment. The writer argues that companies can only change if men change. She states that even if men witness discriminatory behaviour or harassment in their workplace, they fail to take necessary action that could promote gender equality. Many male managers may seem to support gender equality but still ignore gender conflicts in the work place. If the CEO of a company strives to bring a culture of gender equality then the workers will follow his example. Moreover, the writer states that sometimes women allow sexist comments and jokes to go unnoticed in an attempt to show that they belong to the right workplace. The corporate workplace also seems to work on the expectation that women of colour can be given jobs that are not valued in the corporate context. Hence, such negative stereotypes adversely affect the performance of women in the workplace. As the relationship between mana gement and its employees plays a central role in a companies success, it is necessary that problems of workplace discrimination be dealt with. The study Gender Justice and Its Critics focuses on the judicial practices and laws on gender discrimination. The article underlines the traditional treatment of women and the current condition of women. Women were victimized by the laws made to protect them by giving decision making powers to the male members. The writer states that in contrast to these laws, the remedial laws such as prohibition of sex-based discrimination in workplace have empowered women to make their own decisions. Laws which tried to prevent discriminatory practices have created distinct profession for men and women. Furthermore, Gender Justice claims that it is not opposed to the needs of working mothers but offers that parental benefits be given to both males and females. The study The Price of Man and Women: A Hedonic Pricing Model of Avatar Attributes in a Synthetic World (Edward Castronova 2003) investigates the demand of physical attributes and qualities of the social world. The study examines the computer generated avatars which are both male and female. However, the hedonic price analysis suggests that the female avatars are available at a discount and that there is less preference to have a female avatar. As this physical difference is not real in the synthetic world, this reluctance can be explained by the general assumption about the effectiveness of the female avatar. However, the study does not indicate whether this is arises from a prejudice on behalf of the population or simply the numbers indicate that more male players choose male avatars. This article was chosen because of the importance it holds in outside world other than corporate sector to give out an overview on the gender based difference one holds in his mind. They were shortcomings and left out concerns in those previous studies which can be looked upon on the basis of variables and introducing more measurable models which could relate and interlink the variables in appropriate and a strong way. Theoretical Framework DEMOGRAPHICS Characteristics of a human population Age Income Gender Race Experience Gender diversity Unfair treameant Promotion Placement Moral fairness Sexual orientation Female employee turnover Hiring firing. Work envirnoment Healthy Motivating Safety Stress Frequency of Women Promotion Number of times women get promoted at workplace More promotions to male or female? Productivity Equal treatment in terms of salary and promotion Drive Increased desire Encouragement Inspiration Motivated to work Motivation Level of satisfaction What one wants from a job and what one perceives it as offering Overall satisfaction Satisfaction with the job Satisfaction with the work Sense of achievement Scope of using own initiative Influence over the job Harrasment Offensive behaviour Intent to disturb or upset Unwanted sexual advances Bases of colour, race religion and sex Financial and recognition rewards Wages Salary Empower-ment Fringe benefits SURVEY QUESTIONNAIRE TO ANALYZE THE CORRELATES OF GENDER DISCRIMINATION AND IT IMPACT ON MOTIVATION This questionnaire is being exclusively used for research purpose; all the information provided by respondents would be kept confidential. Your co-operation would be highly appreciated. Personal info: Name Age Experience in this organization Education Marital status Single Married Divorced Gender Male Female Income bracket 10,000-20,000 20,000- 50,000 50,000 above Section A Levels of Satisfaction Strongly Disagree Disagree Neutral Agree Strongly Agree I enjoy at my workplace 1 2 3 4 5 Factors can be added to improve employee motivation at your workplace 1 2 3 4 5 Would you like to stay at your workplace for long 1 2 3 4 5 I am over all satisfied by the attitude of my boss and workplace 1 2 3 4 5 Do you feel as an important part of your organization 1 2 3 4 5 Are you satisfied by your designated authority 1 2 3 4 5 GENDER DIVERSITY: Strongly Disagree Disagree Neutral Agree Strongly Agree Mostly the supervisors are male 1 2 3 4 5 Majority of Co-workers are Male 1 2 3 4 5 I belive that I have equal opportunities and potential for growth as my other colleagues have 1 2 3 4 5 In my view discrimination does take place at workplace. 1 2 3 4 5 At times I have been judged/mistreated on criteria which is not merit based 1 2 3 4 5 You have been treated and judged on the basis of Gender 1 2 3 4 5 1)Race 1 2 3 4 5 2)Physical appearance 1 2 3 4 5 3)Religion 1 2 3 4 5 Working enviornement and Harassment: Strongly Disagree Disagree Neutral Agree Strongly Agree My company is strict on the laws of harassment. 1 2 3 4 5 In majority of workplace harassment cases the harasser is 1) immediate boss 1 2 3 4 5 2) Subordinates 1 2 3 4 5 3)Colleagues 1 2 3 4 5 Verbal harassment takes place 1)openly 1 2 3 4 5 Equal gender treatment creates a healthy environment at workplace. 1 2 3 4 5 If harassment occurs verbally my response would be 1)to react to the harasser the first time 1 2 3 4 5 2)Report the harassment to my boss 1 2 3 4 5 3) I would bear with it because there is no other choice. 1 2 3 4 5 Strongly Disagree Disagree Neutral Agree Strongly Agree I have been mistreated in an offensive manner because of my Gender. 1 2 3 4 5 Offensive treatment harm your ability to work. 1 2 3 4 5 I have switched my job because of unequal treatment 1 2 3 4 5 Harassment results in increased stress and anxiety 1 2 3 4 5 Frequency of promotions: Strongly Disagree Disagree Neutral Agree Strongly Agree I have been quickly promoted to the post I am today. 1 2 3 4 5 Male workers get frequent promotions 1 2 3 4 5 Female have more chances of getting hired for a job at first place when the interviewee is Male 1 2 3 4 5 Male have more chances of getting hired for a job at first place when the interview is Female. 1 2 3 4 5 Female workers most get in house assignment as compared to traveling assignment 1 2 3 4 5 Female get more sexually harassed than men 1 2 3 4 5 MOTIVATION: Strongly Disagree Disagree Neutral Agree Strongly Agree Discrimination affects my productivity 1 2 3 4 5 Male workers are paid more salary/wage as compared to female for the same job description 1 2 3 4 5 Male workers are more empowered to take decisions 1 2 3 4 5 Male and Female workers get same Fringe benefits 1 2 3 4 5 Low percentage of female getting promoted than men works as a less motivating factor. 1 2 3 4 5 Strongly Disagree Disagree Neutral Agree Strongly Agree Men feel more superior than women which affects motivation for women in negative way 1 2 3 4 5 Some people get desperate things to get promoted 1 2 3 4 5 Women get more limited opportunities than Men contributing negatively towards motivation 1 2 3 4 5 General training has been given to staff a your workplace in connection with general duty to promote equality between Men and Women 1 2 3 4 5 Men and Women are treated equally when it comes to performance Appraisals and analysis. 1 2 3 4 5 Gender Discrimination in the Workplace Gender Discrimination in the Workplace A quarter century of female specialists have encountered separation or unreasonable treatment in the working environment, and 17 percent said they have felt sexually annoyed by a kindred representative or director, as per an across the country review via CareerBuilder.com and Kelly Services, led by Harris Interactive. Of the individuals who reported the episode to their businesses, the larger part said the wrongdoer was not considered responsible. The most well-known episodes of separation or unreasonable treatment included: Not accepting credit for ones work (44 percent) Not having concerns tended to or considered important (43 percent) Collaborators saying deprecatory remarks to or before the specialist (38 percent) Feeling thoughts or information are for the most part overlooked (34 percent) Collaborators were talking behind their backs (33 percent) Not being given undertakings that give laborer more perceivability in the organization (31 percent) Being ignored for an advancement (26 percent) More than 50% of ladies from the GCC feel they win not exactly their male partners and that they have less risk of getting advancement, as indicated by another review on ladies in the work environment. Bayt.com, the online occupations entry, and YouGov Siraj surveyed 2,086 ladies in the Middle East, about a quarter of them in the UAE. Despite the fact that the greater part accepted they worked equivalent hours and wanted to continue functioning as long, 53 every penny felt they got less pay and 57 every penny said they were more averse to be advanced than their male partners. This disparity could originate from numerous elements, including obsolete generalizations, and unequal instruction open doors for men and ladies, said Amer Zureikat, Bayt.coms local supervisor. It could likewise be a consequence of working environments that are inadequately prepared for female preparing and profession movement, he included, including maternity leave and childcare choices. The uplifting news is that with more ladies entering the workforce and climbing the positions and involving senior parts in industry, this difference ought to characteristically revise itself, said Mr Zureikat. Jeetu Sharma, an examination partner at YouGov Siraj, said that the overview results measure how ladies in the working environment feel, not whether they do actually winless or get less advancements. The size of working environment disparity still confronted by a great many ladies has been revealed by a study that proposes more than 50% of female workers have encountered some type of segregation at work. The discovering originates from the interval aftereffects of the most considerable study ever directed into the encounters of Britains female workforce. Venture 28-40, embraced by Opportunity Now, has as of now been finished by more than 25,000 ladies and plans to get to 100,000 proceeding distributed its last results. Very nearly a fifth of the ladies overviewed so far say that their professions have slowed down in light of the fact that chiefs neglected to advance them or offer preparing open doors. A little more than one in 10 accomplished inappropriate behavior. The knowledge takes after the news that the sex pay crevice is enlarging without precedent for a long time, as indicated by information from the Office for National Statistics discharged recently. Imbalance in the working environment still exists, in various ways. While changes to the Americans with Disabilities Act request that businesses oblige specialists with restorative difficulties from pregnancy, pregnancy itself is not viewed as incapacity. Accordingly, head honchos dont need to lawfully suit pregnant laborers, notwithstanding for the most minor appeals. For one situation, a lady who worked at a Walmart in Kansas was terminated for soliciting to convey a container from water with her as she supplied the racks. Indeed, even in the wake of giving a specialists note, the lady was doubtlessly advised to discard the water or leave. Im not going to say that ladies make 77 pennies to each mans dollar on the grounds that, as opposed to mainstream thinking, that is not really genuine. (In the wake of modifying for excursion time and calling decision, insights demonstrate that ladies make 91 pennies to each mans dollar.) I will, in any case, question why this rate must be balanced. Numerous occupations are gendered, importance they are connected with manly or female intentions. Case in point, female medical attendants are viewed as typical while male medical attendants are generally not. As a rule, men are connected with the higher paying renditions of such employments, similar to a specialist. This issue makes you wonder: How would we strip the higher paying occupations of their sex undertones? As indicated by Harvard Business Review, studies demonstrate that high-potential ladies are over mentored and under sponsored with respect to their male companions. What does this mean? It implies that ladies are honored various coaches, who will send them to more presentations and gatherings, however not supports, who can [use their] impact with senior administrators to promoter for the mentee. This means more work, yet less association, which doesnt generally appear like a reasonable equalization. Under the Family and Medical Leave Act (FMLA), laborers are qualified for up to 12 weeks of maternity leave. That is, unless they work at a little organization or has been utilized for not as much as a year. Something else, 8 weeks is the most extreme time span. The way things are, this law just shields one a large portion of the workforce from unlawful end. In one report, a lady who consented to get a C-segment in return for having 11 weeks of maternity leave was let go in light of the fact that the understanding was not put in composing. As though new mothers don’t have enough issues. Regardless of the developing number of female providers, ladies are frequently still anticipated that would handle the excellent nurturing obligations. Actually, while 40 percent of mothers work low maintenance to deal with their kids, just 3 percent of men do likewise. In 2012, when a female official at the Computer Sciences Corporation documented a lewd behavior argument against one of her associates, she was advised to stop griping and was later terminated. Prior, in 2011, a day spa laborer educated her supervisor that numerous male clients had presented themselves to her; however the organization did nothing to stop it, guaranteeing that reporting the episode would head out clients. This year, a carrier pilot recorded a sex segregation suit against Delta Airlines, guaranteeing they overlooked her protestations about being pestered in the cockpit. At the point when men and ladies cooperate, the men are more inclined to get the credit — regardless of the fact that she did the majority of the work and hes lesser. It might be a mix of men being accepted more equipped and ladies not effectively assuming praise for their work. Exploration demonstrates that ladies must demonstrate that they are equipped for succeeding in a part before they are advanced into it, though men may be advanced on their apparent potential. That implies men regularly climb speedier in associations. At the point when a men strolls in the entryway, he gets the advantage of male generalizations,† Examination demonstrates that both men and ladies think ladies ought to be decent and kind and sustaining, and those men ought to be solid. At the point when men show outrage it would seem that quality, however when ladies do likewise, they are seen as excessively passionate and crazy. These generalizations are profoundly imbued, There is an example here: negative conduct toward ladies in the work environment is disregarded in light of the fact that it is not a need. A clearing explanation? Maybe. Anyhow, if these stories (and the film Jaws) has taught me anything, it’s that concealing an issue for the purpose of attention or cash doesnt end well for anybody. The discrimination against the women should be discouraged at every level. For this purpose government should take necessary actions so as to eradicate this discrimination and women get their due rights. If they are qualified enough to be employed or promoted it should not be the matter that she is discouraged because of the male dominancy rather she should take a stand and be the example for the rest of her coworkers. The government should adopt a strategy to thoroughly check the credentials of all the males applying for the job and check their previous history to check whether he is involved in any sorts of sexual harassment. For all those who mistreat women at work or at home should be heavily fined and strict action should be taken against them so as to make them learn not to misbehave with females. The society should support the working women to work with full confidence and without getting confused because of males working around them.

Keeping Marine Mammals in Captivity Essay

Problem (2 Points) Does captivity affect the overall health and behavior of marine mammals? Research (2 Points) Wild Animals Habitat: Open ocean Diet: Krill Behavior: Friendly Captivity Habitat: Tank of ocean water, replicated to appear like the ocean. Diet: Krill caught in the ocean, fed three times a day. Behavior: Friendly to other mammals within the tank. Hypothesis (4 Points) If we keep marine animals in captivity for over a year, then their health and behavior will be negatively impacted. Procedure (4 Points) 1. Set up area in both wild and captive areas for testing. 2. Choose the same marine mammal for both the wild and captive area to test. 3. Tag and assess health of the wild marine mammal. Asses the health of the  captive mammal. 4. Monitor mammals for a year. 5. Record their behavior with detail and accuracy. 6. Asses health and behavior of both mammals after one year. Analysis (4 Points) The animals in captivity appeared to be healthier and friendly to their tank mates. They were fed organic krill and were fed regularly, but were very nervous and slightly hostile to outside animals once they were exposed. The animals that were not in captivity fed on their own time but were not necessarily unhealthy. They were not hostile to other mammals and peacefully coexisted with other mammals in the ocean. Conclusion (2 Points) My results did not support my hypothesis. The mammals kept in captivity were healthier than the mammals in the wild, due to controlled setting, and regular nutritious diet. However their behavior was negatively impacted. They were nervous and somewhat hostile towards the wild mammals once exposed to the wild. Grammar/Spelling (2 Points) Once you complete designing your own experiment, check the assignment for directions on how to submit your final product to your instructor.

Bowlby’s attachment theory Essay

This essay will describe and evaluate Bowlby’s theory of attachment and maternal deprivation hypothesis. The essay will describe the two theories, weighing up the strengths and the weaknesses. It will include supporting research by Shaffer and Emerson, Ainsworth and Harlow, along with criticisms by Rutter. John Bowlby (1907-1990) was a child psychiatrist. He was psychoanalytically and medically trained. In 1945, after returning from serving in the armed forces medical service, he secured a position as head of the Children’s Department at the Tavistock Clinic, London. Believing strongly that the quality of a parent-child relationship has a profound effect on developmental and mental health, he promptly renamed it the department for Children and Parents. While witnessing the distress shown by children separated from their parents or primary care-givers, especially if the periods were prolonged, unfamiliar or in the care of strangers, his ideas surrounding attachment theor y evolved. To make sense of the extreme upset and distress displayed by the young children, Bowby pieced together a range of extraordinary thoughts and ideas from many different sciences. (Howe,D (2011) pg 7-8 ) Influenced by ethological theory, Lorenz (1935) and his study of imprinting showed attachment was innate in young ducklings; this had a huge influence on Bowlby. He believed that attachment behaviours were instinctive and would be activated by any conditions that threatened the child being near his mother or primary care giver and would cause the child insecurity and fear. He also postulated that strangers released an imprinted fear in a child and that survival mechanisms were in built via nature and that babies were born with social releasers. These innate behaviours displayed by the child help ensure proximity and contact with their mother figure, for example crying, smiling, crawling, which in turn stimulate care giving. Bowlby believed that an early bond was a framework for later adult relationships, friendships and parenthood. (Holmes 2011 Pg 62) Attachment is a term which refers to the quality of an individual’s attachment; these can be divided into secure and insecure. To feel secure and safe is to feel attached. To feel insecurely attached can manifest itself into a mixture of feelings towards the attachment figure; dependence and intense love, irritability and fear of rejection. Bowlby suggested that a child forms an initial bond with only one person, this is  called monotropy, and that this care giver acts as a secure base for the child, this attachment is a prototype for all future relationships and disruption of this can cause serious negative consequences in later life. The theory behind monotrophy later led onto Bowlbys formulation of his maternal deprivation hypothesis. Believing that the mother was the single most important figure in a Childs first two years, this being a critical period and any disruption could cause irreparable long term consequences (McLeod 2009). The development of the attachment theory was based around four distinguishing characteristics , these were proximity maintenance, whereby between birth and 6 weeks babies were born pre programmed, safe haven, six weeks to eight months secure base and separation distress. (Malim 1998) Although Bowlby was indeed the integrating force behind attachment theory, Mary Ainsworth, with her grounding in developmental psychology, helped develop and extend Bowlby’s ideas. As founders of the attachment theory they maintained a productive relationship for many years. Mary Ainsworth (1982) carried out a study called â€Å"strange Situation† as a result she identified three types of attachment, secure, avoidant and resistant. Based on a similar study she carried out in Uganda where infants were used to being with their mothers and if the mothers left the room the babies would typically cry uncontrollably, in contrast American babies were used to their mothers entering and leaving the room more frequently. Ainsworth wanted to test the secure base and decided to set up a â€Å"strange Situation† where she could observe babies reacting to their mother’s absence in a stressful environment. In a room filled with engaging toys she observed the infants as t hey explored the new surroundings while their mother was in the room, she then introduced a stranger to increase the stress levels. The infant was then left in the room with the stranger and the behaviour at separation and reunion was observed. (Mooney.C (2010) The results of the study showed that 70% of the infants demonstrated a secure attachment, whereby they trust the mother and were happy playing by the stranger but displayed caution. The child would cry when the mother left the room but was easily pacified on her return. 15% of the children were classed as avoidant, they did not appear to be affected by the stranger and treated the stranger the same as its mother. The remaining 155 were resistant, they did not use the mother as a secure base and became very difficult   comfort, clingy and would not except the stranger. (Malim 1998) Dollard and Miller (1950) suggested that attachment was due to drive reduction. This is described at hunger and cold having a driving force in a child seeking to satisfy its need to be warm and to eat. These discomforts are referred to as primary drives with food and warmth being the primary re-enforcers. The attachment only happens because the child wants the person supplying the food and warmth. This th eory is referred to as cupboard love because of the emphasis it has on food and feeding. However, Schaffer and Emerson (1964) found than fewer than half of the infants they studied had a primary attachment to the person who fed, clothed and bathed them. They carried out a longitudinal study which involved observing 60 babies, at monthly intervals, for the first 18months of their lives. While in their own homes, the children were observed interacting with their carers. If the baby showed separation anxiety after a carer left the room this was evidence for the development of an attachment. They discovered that up to 3 months of age a indiscriminate attachment was formed, this is where the baby is predisposed to attach to any human. After 4 months they form a preference to certain people by learning to distinguish primary and secondary caregivers but except care for anyone. After 7 months they form a special preference for a single attachment figure by looking to certain people for their security, protection and comfort. They show fear of strangers and sadness when separate d from that one special person. After 9 months the baby has formed multiple attachments and becomes increasingly independent, forming many attachments. They concluded that the study indicated attachments were formed with the people who responded to the baby’s signals, not the person they spent the majority of their time with. McLeod,S.A. (2009 Harrow and Harlow (1962) also carried out a study that disproved the theory that attachment was based on food. They carried out an experiment on infant monkeys. They placed them in a cage with two wire mesh cylinders. One was bare with just a bottle of milk with a teat, to signify a lactating mother, and the other was wrapped in towelling to supply comfort. If the supply of food was all that was needed to form an attachment then you would think that the monkeys would have spent the majority of the time with the milk. In actual fact the opposite proved to be true. The monkeys used the   cylinder as their secure base for which to explore, a characteristic of attachment behaviour. This experiment proved that food alone was not sufficient in the formation of attachments. (Cardwell et al pg 117) Bowlby’s second theory was that of maternal deprivation. When an attachment is broken either temporarily, through hospitalisation, or permanently, through death, it is referred to as depr ivation. Sadly, there have also been cases where children have been so badly treated, maybe kept totally isolated, that they have never formed an attachment at all. This is called privation. However, Bowlby failed to differentiate between the two in his maternal deprivation hypothesis. Further studies have suggested that deprivation and privation are quite distinct and that the long term effects of privation are for more severe than the long term consequences of deprivation. Also, that children are far more resilient to early separation than Bowlby originally suggested and he later changed his views. Believing that the relationship between an infant and his mother was crucial to socialisation, especially in the first five years of the child’s life, and that any disruption could lead to emotional difficulties and anti-social behaviour he studies 44 adolescent juvenile delinquents in a child guidance clinic. The aim of the study was to see if the long-term effects of maternal deprivation caused delinquency in the children. He interviewed the 44 boys who had been sent to the clinic for stealing; he then selected another 44 children who had been sent to the clinic for emotional problems and not for committing any crimes. He also interviewed the parents of the children to try and discover if a separation had occurred during the critical period and for how long. He discovered that more than half had been separated from their mothers for longer than six months in the first five years. In the second group only two had been separated. He also discovered that 32% of the thieves showed affectionless psychopathy, meaning they were unable to feel or show affection for others. This was not apparent at all in the second group. Bowlby concluded that the anti social behaviours and emotional problems displayed by the thieves were due to maternal deprivation. However, as the evidence that Bowlby based his findings from were in the form of clinical interviews and the parents were being asked questions retrospectively the evidence may not have been totally accurate. As he also designed and carried out the study himself it could also have been bias, especially as he was responsible for the diagnosis   affectionless psychopathy (.McLeod. S) Goldfarb (1947) carried out a study of a Romanian orphanage; the research involved two groups of children. Group one spend the first few months in the orphanage before they were then fostered. Group two were at the orphanage for three years prior to being fostered; therefore they had littl e opportunity of forming attachments in early life. Both groups were tested at the age of 12 and the children who had spend the longest at the orphanage were the least social, more likely to be aggressive and performed less well on the IQ tests. This study highlighted that early deprivation can be overcome and they are not so reversible and permanent as Bowlby had assumed. Michael Rutter (1972) suggested that Bowlby over simplified the concept of maternal deprivation. He used the term to refer to a separation from an attached figure, loss of an attachment and failure to develop an attachment. Rutter argued that they each had a different effect, particularly in the case of privation and deprivation. Rutter believed that if a child did not develop an attachment that this was privation, whereas deprivation refers to the attachment being lost or damaged. In the case of Bowlbys 44 thieves, Rutter proposed that privation had occurred as they had suffered a series of different carers thus preventing the development of one particular attachment. He suggested that private children did not show distress when separated for a particular figure, showing a lack of attachment. Following his own research of privation, Rutter proposed that it is likely to lead to clingy dependant behaviour, inability to follow rules, to form lasting relationships or to feel guilt. He also found evidence of anti social behaviour, affectionless psychopathy. (McLeod 2008) Genie (reported by Curtiss 1977) was found when she was 13 years old. She had been kept in total isolation all of her life, had suffered severe neglect and had been physically restrained. At the hands of her father she was tied to a child potty in a bare room and punished if she made a sound. When discovered she had the appearance of a child aged 6 to 7, was unsocialised, primitive and barely human. She was unable to walk or talk. Despite intervention and being taken off her parents and placed in foster care, Genie never achieved good social adjustment or language. However, the Czech Twins study – Koluchova (1976) lost their mother shortly after they were born and were cared for by a social agency for a year being fostered by a maternal aunt for a further six months. Their development was normal. Their father remarried but his new wife was excessively cruel to the twins, making them live in the cellar for the next five and a half years and beating them. Once removed from their parents the twins attended a school for children with severe learning difficulties and were later adopted. They went from a state of profound disability to being with peers their own age and later went on to achieve emotional and intellectual normality.( McLeod 2008) To conclude, in the case of Genie, the affects of her isolation proved not to be reversible, however, this could have been down to the fact that she was discovered at the age of 13. The earlier children are discovered, as in the case of the Czech twins, with good support and emotional care, it is possible. One could argue that the twins had each other and were able to form an early attachment. Rutter believed that the affects could be reversed with early adoptions. Whether the affects of privation are long lasting or not is uncertain from the studies and most of the research is around privation. Research on deprivation showed that if care and emotional support was offered, that a reasonable level of recovery could be expected. Bibliography Cardwell, Clark and Meldrum (2008) Psychology AS for AQAA. 4th Ed. London; Harper Collins Publishers Ltd Holmes (1993) John Bowlby and attachment theory, pg 62, East Sussex; Routedge) Howe,D (2011) Attachment across the life course, Hampshire; Palgrave Macmillian) http://psychology4a.com/attach%208.htm (accessed 24th April 2014) Malim,T and Birch, A (1998) Introductory Psychology, Hampshire; Macmillam Press McLeod,S.A. (2009) Attachment Theory http://www.simplypsychology.org/attachment.html (Accessed 24th April 2014) Mooney,C (2010) An Introduction to Bowlby,Ainsworth,Gerber,Brazelton,Kennel & Klaus. St.Paul; Red leaf Press

Social Inequalities a Pretty Womans Perspective - 1169 Words

A Pretty Woman’s Inequality In the movie Pretty Woman, Julia Roberts portrays a hooker struggling in Los Angeles. Richard Gere plays a very successful businessman. They cross paths when Edward (Richard Gere) gets lost while driving around and Vivian (Julia Roberts) is having a â€Å"slow† night on the corner. Edward asks Vivian for directions, and Vivian agrees for five dollars. She takes Edward back to his hotel where he asks her join him for the evening. The next morning, Edward makes a business proposition with Vivian, and pays her for a week to be at his â€Å"beck and call.† As the week progresses the two learn a lot about each other and the people the surround themselves with. In the end, they fall in love. Through out the whole†¦show more content†¦Throughout the film, inequalities between the classes show. Even towards the end when Edward and Vivian are about to part ways. He tells her about buying her an apartment and how she can go shopping whenever she wants to. Its as if he looks at her like a charity case. When Vivian goes shopping for the first time, she goes to a store and the sales associates are very rude and standoffish. They immediately judge her on her appearance and they ask her to leave. Once Vivian becomes more acclimated to the lifestyle, she returns to the store. Since she looks completely different the same woman does not even recognize her and immediately starts to try and wait on her. During the movie, Stuckey attempts to have sex with Vivian in the hotel room. However, Edward walks in, just at the right moment, and fights Stuckey off of Vivian. Even though Vivian is clearly bigger than Stuckey, Edward still has to come to the rescue and defend her. She is a hooker in Los Angeles, she can hold her own. But in this scene she all of a sudden becomes helpless. This is ridiculous; in Vivian’s line of business she must have had discrepancies like this happen. But now that she has Edward, he does everything for her and protects her from all things evil. The second he comes around she becomes completely hopeless. Dramatization makes great films and makes a lot of money. Directors will do anything to make money. The playwright will put racial slurs or derogatoryShow MoreRelatedSusan Glaspell s The Play Trifles1410 Words   |  6 Pageswoman’s social equality was becoming more of an important civil issue. Women were starting to take action against social inequality. This play displays the life of which many woman of that era had lived. This social inequality had pretty much confined woman to the household, taking care of their husband, and obeying every command. Mrs. Wright is clearly conveying the feelings of suppressed woman of this time period. The main idea that Susan Glaspell is trying to convey in this play is that woman needRead MoreFeminism Is A Conflict Theory1518 Words   |  7 Pages This demonstrates how society can change but also how it needs to change because of patriarchal socialisation. There is evidence for gender roles being constructed through primary socialisation of children, for example labels like, brave boy and pretty girl are thrown round carelessly and the differences in toys, as exemplified by, girls being given toy kitchens or baby dolls whereas boys get toy soldiers or cars. Furthermore, Liberal feminists are very optimistic in their beliefs and believe thatRead MoreGirls And Girls Were Treated Differently896 Words   |  4 Pagesnot for us. Not only inequality in social relationships, women and girls are being treated unfairly. We are flooded with social conditions that teach us that we live in a world of duality: male and female; man and woman; ying and yang from the moment we are born. 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As he did other aspects of the culture of his time, Voltaire exposes this stark inequality in the satirical Candide, especially through the lack of many female characters in the novel and his characterisation of Cunà ©gonde, Paquette and the Old Woman. Their initial lack of complexity and surprisingly similar lives despite strikingly different origins highlight the coarse existence of women in the 18th Century. AdditionallyRead MoreReview Of The Quilt 1097 Words   |  5 Pagesopinion, we are all born with natural sex. But gender is a socio-cultural and man-made classification. Symons that is coined with the gender â€Å"male† is â€Å"strength†, â€Å"power† and â€Å"domination†. Words that are representative of the gender â€Å"female† are â€Å"pretty†, â€Å"delicate† and â€Å"submissive†. Gender divides human beings based on sex. Gender creates restrictions on women in a socio-cultural manner, for example, in marriage. These gender restrictions make women subordinate and voiceless. â€Å"The Quilt† exploresRead MoreThe Approaching Obsolescence Of Housework Summary1323 Words   |  6 PagesHousework: A Working-Class Perspective† by Angela Davis addresses on the liberation of women from their socially regarded functions in society. She explores the idea of capitalist c ritique and feminism, and she argues that housework is annoying as much as it is disempowering women in the society and women need to be released and discharged from these duties (Angela, 2011). Angelas unique perspective on womens roles as housewives and history of house works gives us a clear perspective on the plight of women

The Crime Of White Collar Crimes - 1677 Words

An Individual that is in prison is a criminal no matter what type of crime he or she may have committed. There are no boundaries regarding, race, sex nor a social status in crimes. All crimes are the same no matter what type of crime it may be. Most women that are incarcerated are either from middle or lower class families of society. However, no matter what type of crime has been committed, it is the decision of that individual to obtain an education or the ability to learn while incarcerated. Furthermore, reality remains that the extent of comprehension and the degree of information of white collar crimes are being more muddled through the prison system requires some sort of vocational training. This does not imply that a women or a man†¦show more content†¦The vocational training programs are only to motivate them and help them to better themselves upon exiting. The second stage is the motivational stage for educating and learning which will withdraw them from contemplati ons of their isolation and find social developments and social reality. Once they have developed and acknowledged these stages they would consequently start to have a change of purpose of perspectives and suppositions of themselves. They will learn and motivate themselves to take in more and to achieve. Several studies found that female prisoners are offered fewer vocational and education program opportunities when compared to those offered in male institutions. However, women that have been in prison lack training needed to obtain jobs that pay a good living wage once they are released. One aspect of this inadequacy is that, like the training offered in the reformatories of the early 1990s; many vocational programs for female inmates emphasize traditional roles for women and work. The Equal Protection Clause of the Fourteenth Amendment guarantees that people who are similarly situated are treated equally. In order to be â€Å"‘similarly situated,’ groups need not be identical in makeup, they need only share commonalities that merit similar treatment. A disputable issue in the criminal equity field is regardless of whether vocational trainingShow MoreRelatedBlack Collar Crimes And White Collar Crime1956 Words   |  8 Pagesexplaining what white collar crime in it s introduction. The paper will then explain the distinct types of white collar crimes, after that different case study’s will be presented from the book to give examples of the diverse types of white collar crimes. After that the paper will talk about the diverse ways to combat white collar crimes while also going over the challenges law enforcement face when fighting white collar crime. Finally, the author will give his conclusion on white collar crime. 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Traditional and white collar crimes have two traits in common, an objective and a modus operandi, but the major difference is that a white collar criminal has a plan and also the ability, knowledge and technology to execute it (Nevis, 2012). White-collar crimes can occur at any occupational level and affects all parts of society, from big businessesRead MoreStreet Crime And White Collar Crimes766 Words   |  4 Pageseconomic crimes goes up as well. Either it’s the street crimes or the white-collar crimes/corporate crimes but which of is a wide spread crime. Street crime and white-collar crimes affect the people negatively. You would be hurting yourself and others. Even though, street crimes are more violent then the white-collar. White collar effect you devastating you finacially and emotionally. Street crimes are more generally physical effect. White-collar crimes have financial issue and street crime have safetyRead MoreWhite Collar Crimes And Street Crimes1083 Words   |  5 PagesWhite-collar crimes are just as prevalent today as ordinary street crimes. Studies show that criminal acts committed by white-collar criminals continue to increase due to unforeseen opportunities presented in the corporate world, b ut these crimes are often overlooked or minimally publicized in reference to criminal acts on the street. Many street crimes are viewed as unnecessary, horrendous crimes because they are committed by lower class citizens, whereas white collar crimes are illegal acts committedRead MoreWhite Collar Crime And Corporate Crime1158 Words   |  5 PagesWhite-Collar Crime consists of occupational crime and corporate crime. Occupational crime refers to offences committed against legitimate institutions businesses or government by those with respectable social status. 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WCC, has become more and more easier and accessible as businesses move closer towards technology and further away from paper documents which makes it easier to commit WCC as, if you knew what you were doing, you could cover your tracks easier thanRead MoreThe White Collar Crime And Economic Crimes2126 Words   |  9 PagesIn India, the Law Commission in its 29th Report pointed out more or less the same factors as responsible for the rise of economic crimes, particularly, the white collar crimes. It observed, â€Å"The advance of technological and scientific development is contributing to the emergence of mass society, with a large rank and file and small controlling elite, encouraging the growth of monopolies, the rise of managerial class and intricate institutional mechanisms. Strict adherence to a high standard of ethical

Why Do Primates Free Their Hands How Is Walking Upright...

Walking upright with two legs is a common daily phenomenon, however, the ability of moving with only two legs is the result of millions of years of evolution and adaptation. During the process of human evolution, the appearance of bipedalism, which describes the terrestrial locomotion where animals move with their rear limbs in the form of walking, hopping or running, is considered as one of the major steps that sets Hominin group apart from other primates. Even though the transition from quadrupedalism to bipedalism has major drawbacks that sacrifice the flexibility and prevent bipeds to effectively practice arboreal locomotion, it provides a new form of locomotion and frees both hands to be capable of completing other projects while†¦show more content†¦Another explanation of bipedalism is that walking upright reduce the energy consumption. Michael Sokol, a professor from University of California, Davis, David Raichlen, a professor from University of Arizona, Tucson, and H erman Pontzer, a professor from Washington University, St. Louis, conduct an experiment that examines the energy consumption level for both humans and adult chimpanzees. Their studies suggest that â€Å"early transitional forms would have reaped some energy savings with minor increases in hip extension and leg length.† According the research, they also conclude that energetics is an important factor in the evolution of bipedalism and the improved efficiency of locomotion â€Å" may accrued very early within the hominin lineage.† Methods As Lovejoy indicates that males need their hands to carry food for their partners and offsprings, so that bipedalism starts to appear. This hypothesis is hard to prove, however, logically speaking, carrying highly energy-rich food such as nuts or fruits is beneficial to the group and community. A study conducted in West Africa suggests that early hominids walk upright to carry resources away from other competitors. Researchers provide piles of oil palm and nuts to 11 chimpanzees, who prefer the nuts. According to the research, the chimps are four times more likely to walk upright with two legs, so that they are able to

Globalization Affecting Employee Relation-Free-Samples for Students

Question: Discuss about the Globalization Affecting Employee Relation. Answer: Introduction: This essay broadly describes the concept of globalization and is a representation of ideas and ways in which it effects employee relations. Employee relationship, as the term suggests, is the rapport among employees. It is one of the key aspects of any organization, because a healthy employee relationship is essential for ensuring uninterrupted works flow thereby, promoting the necessary growth. Globalization can be defined as the increasing interaction among individuals, states and nations through the development of money flow, culture and ideas. Hence, in simpler terms, globalization means interaction among a large number of people, thereby bringing them together at the same platform. (Beck 2015). It involves inculcating a number of ideas and helps in exchanging information at different levels. This concept has evolved very recently as a medium to share information or ideas among organizations. It is essential to understand that Globalization has three major dimensions, namely econ omic, cultural and political. Economic globalization generally takes place among organizations businesses across the globe (Baylis, Owens and Smith 2017). Cultural globalization paves way for idea exchange and exposes the values of different cultures to one another. Political globalization spreads awareness about different legal policies that exist around the worlds to the respective global population, which in turn amounts to faster evolving societies. Therefore, it can be safely said that the whole world has shifted to the phase of globalization. Employee relations, as explained earlier play an important factor in the growth of the company. The main aspect leading to unhinged operation of an organization is teamwork because all tasks in an organization are assigned to various teams and without a healthy relationship among the teams; it would be very difficult to complete the work efficiently. (Karanges et al.2015). There exists a number of factors that can improve employee relationship, for instance, engaging employees in various activities together, having regular staff meeting for introducing important information, encouraging managers to work closely along with the employees. Other factors like making employees feel like they are a part of the team, introducing them to challenges in order to make their work interesting, are also efficient ways to develop the association between employees. (Crane and Matten 2016). The essay further discusses the various aspects where globalization takes a crucial role in building up employe e relationship. Types Of Globalization: Economic Globalization: Economic globalization in simple terms is the free movement of products, services, capital, information, goods and technology thereby increasing the interdependence and integration of local, state and national economies across the globe (Ezcurra and Rodrguez-Pose 2013). The process of economic globalization can play an essential part in improving relationship among employees as they might start to get a hold of diverse points of views of a variety of people across the globe, thereby broadening their perspective. (Nica, Manole and Potcovaru 2016). In case of an organization, employees of different branches of the office located at different areas can be made to interact with each other, which might result to the employees not feeling like a fish out of water when shifted to another branch, thereby enhancing staff relationship. Product globalization is a concept that falls under the dimension of economic globalization and it includes obtaining various goods and products from different areas (Sturgeon 2013). This might give workers an opportunity to interact with other workers. Prior to getting individuals acquainted with globalization, it is essential to provide proper training and this period is a coalmine for good employee relationship. There are times when information sent from different parts of the world can be difficult for a single person to analyze because he/she may be able analyze only one particular kind of data. This is when team tasks can be introduced; resulting in increased interaction among employees and such continuous interaction might help in improving Cultural Globalization: Cultural globalization is another dimension of globalization and it can be defined as the exchange of ideas, cultures, values and meanings in ways that intensify and extend social relationships. This process essentially involves common culture exchange, which has been diffused by popular media, internet and travels, which in turn adds to colonization and exchange of commodities (Mirrlees 2013). Cultural globalization is responsible for enabling people to get involved in social relations that extend beyond regional and national borders thus, enhancing interconnectedness among a variety of cultures. This dimension too has a positive impact on employee relationship as it enables exchange of various ideas thereby promoting a healthy understanding of other cultures. The employees need to interact with the other employees of the organization in order to pass schemes and suggestions. (Wood and Wilberger 2015). Cultural globalization nudges workers to interrelate with the other workers to un derstand their actual viewpoint and therefore is responsible for changing preconceived notions and mindsets of individuals, thereby, playing a large role in improving relations among many employees. Language is an essential element that needs to be globalized because language barrier is a large drawback in the perspective of employee relationship. The process of eliminating language barrier would definitely require an employee to seek help from another employee who already has the knowledge about that language. There can be situations when a particular task received from a client is in a language different from the one that can be comprehended by the employee. This is where cultural globalization comes into act and help about the language can be obtained from different sources. Religious globalization is another form of globalization that has been present for a long time that can be useful in improving employee relations (Baylis, Smith and Owens 2017). This aspect of cultural global ization helps a particular employee to view the world from a broader aspect, thus helping the employee in improving his/her relationship with the other employees belonging to different religious backgrounds. Political Globalization: Political globalization is the third dimension and it refers to the growth of political situations that exists worldwide in term of size as well as complexity (O'neil 2015). It also involves in exchanging government policies among different countries. Formation and existence of the United Nations is one of the greatest examples of political globalization. The concept is to adopt policies similar to that of a developed nation by a developing nation.(Jacobs and Van Rossem 2015). Political globalization not only extends to the governments of two nations but also applies to various trade unions and organizations. Exchange of policies enables improved operations of the organizations, for instance, an organization suffering from losses or one that is brand new can opt for help from one that is well established in order to enhance its position. This exchange of policies and strategies will require interaction, as well as co-operation among employees of both the organizations therefore, enab ling improved relation among the workers. Thus, this is definitely another major factor in increasing employee motivation (Sunkel and Inotai 2016). There may be situations where the same organization has offices located in different locations thereby having different working policies. The offices with lower success rate can adopt policies similar to the offices with a higher success to improve themselves. These interactions among the offices can definitely help in improvement of the relationship among employees. A similar situation may arise in the case of two countries and that is when political globalization comes into play. The exchange of policies among the countries can help the world in working towards a larger and a harmonious goal. Concept Of Taylorism and how it effects employee relation: Taylorism is a concept, which was brought into practice by Fredric Taylor, and it deals with the concept of improving employee relationship. He was one of the first individuals to introduce the importance of employee motivation and employee relationship. (Jensen 2017). The workflow process was carried out in a number of organizations and its effect on work productivity was observed. Taylor, after keen observation stated that companies in which the higher authorities did not interact with the workers at all, where the workers carried out the work by themselves only to send the end products to the higher authority, had lower work productivity as they did not feel motivated enough to work. The workers were left without supervision to carry out the production process and the only motivation that they had was that of job security thus, resulting to incomplete and inefficient work. Taylor had a number of solutions for these problems. He suggested that simplifying the job would increase pro ductivity and that could be done by distributing the work evenly in a team. This would help in building up a good team rapport and carrying out the tasks efficiently. He also suggested that payment could be made on a daily basis and since he believed in the concept of more productivity and efficiency, he stated that a worker having good productivity in a day should be paid more than another worker should with lower productivity. This in turn might have the capability to build a healthy competition along with strengthened production. He also suggested that other workers for tips and advice to enhance their work would approach the best worker, which in turn would help in increasing the productivity of all the workers as well as improve employee relation (Wetzel and Warner 2015). Taylor has four major principles. The first principle is about replacing the traditional ways of doing work with scientific ways and following this strategy would bring out the most efficient way of doing a ta sk. The second principle puts forward the view that the workers should be assigned jobs according to their capabilities and levels of motivation and not randomly, which would immensely help in increasing the performance of the worker. This would not only benefit the employee as an individual but also the organization as a whole. The third principle states that the employees should be motivated at all times by the head or by employees with more work experience. This supervision would ensure that the employees are using the most efficient methods to carry out the task. This would not only help in boosting the motivational level of all the employees but also result in strengthened bond among employees largely. The final principle of Taylor, which can be considered as most important principle in improving employee relation, states that a particular work can be distributed among the managers and employees together. This would ensure that the managers carry out the required research regar ding the necessary topic and present the efficient most way of carrying out the task. This would augment interaction between the managers and the employees and improve the employee relationship as a whole. These factors, according to Taylor would benefit the organization by increasing the productivity of the organization as a whole. However, there are a few drawbacks associated with these principles, which need to be addressed as well. The principle, which aims in increasing the employee motivation, may land up on the negative side too. One of Taylors principles suggests some views that look forward to improve employee relation (Waring 2016). It involves in engagement of the managers and the employees together for a particular project. This might turn sour in some cases as in certain situations, certain managers might take offense at the thought of working with the subordinates, which can act as a negatively motivating factor for the managers. Moreover, the concept of payment of the workers on daily basis might also start a negative competition among the employees. In case such a competition takes place, the productivity of the organization may drop distinctly. However, despite these drawbacks, Taylor had introduced a solid framework for workers to improve interactions with each other and improve their productivity (Giordano 2016). Collective Bargaining and how it has positive effects on the employees: The next concept to be discussed is that of collective bargaining. This is another factor, that has proved to have a significant impact in improving employee relations. The concept of collective bargaining is concerned with negotiation within an organization among a particular employee or a group of employees (Un and Union 2017). The negotiation may be related with the salaries or the working condition of the employees. Various benefits and the right of the workers for gaining a full time employment may be the other sectors concerning collective bargaining. Various representatives of the trade union generally presents views about the employees or the group of employees. The arguments, which are taken collectively, set out the scales of wages, the employees hours of working and the trade unions usually make the negotiations either for a specific employee or for a group of employees. This process of collective bargaining can help in increasing interaction and as a result may improve th e relationship among the employees (Cascio 2017). The collective bargaining, thus, refers to the agreement between the representatives of a particular union and the employers of a particular organization. The negotiation is done with respect to the number of terms and conditions, which are made in accordance with the satisfaction of both, the organization and the employee. Acceptance of the negotiation of the employee will have positive impact on both the side and this will not only work as a motivating factor for the employees but also will play a major role in the improvement of relationship among the employees of the organization as well as the members of the trade union. The concept of collective bargaining is not new and had been first used in 1891 (Fossum, 2014). It involves the group of employees being represented by a union member, because of which in any case of misunderstanding there would be no direct interaction with the group of employees and any exchange of words would only take place with a member of the union. The head of the union generally represents a group of employees and this group along with the employees and the employee with whom the negotiation has been carried out, should follow the process of what is called good faith bargaining. The basic factors that interrupt good faith bargaining may include, refusing of the agreement by both sides of the party, attempting to bargain with the other parties, misleading various negotiations and making changes in the agreement without consulting the other side of the party (Marginson, Keune and Bohle 2014). However, there are certain parameters in which presence of the employee is mandatory, various issues involved in collective bargaining such as wage, working hours require the presence of the employees, and the employees should be informed in advance about the same. Collective bargaining might have a negative outcome such as disparity of ideas among the union members, in such cases essential solu tion is to be come up with (Lucifora and Origo 2015). The organization at a certain point of time may require that particular employee to carry out a particular task. Maintaining a good relation with the employee will help in increasing productivity of the work would also help in increasing the motivation level of the other employees. It is safe to say that collective bargaining is a sensitive issue and needs to be handled carefully and implementation of collective bargaining should be carried out in a particular manner so that the employee relation is not harmed. There can be a number of benefits of collective bargaining such as increasing of the wages or having working hours as per the requirement of employee and such steps might help in improving the employee relations. However, there might be a possibility of negative results hence should be carried out with fitting techniques. Technology as a tool of globalization having positive impact on employee relation: The next field where globalization can have a positive impact on employee relation is in the field of technology. Several communication layers are involved in employee relations, ranging from relation between employer and employee, to interaction among the workforce themselves. Understanding the effect of technological advancements on employee relations requires understanding about the changes taking place in the organization due to technological changes (Strohmeier 2013). A number of theorists have contributed to this field; however, Perrows knowledge technology is one of the most influential theories. He divided technology into 4 divisions based on variability of task and analyzability of problems, namely, routine, craft, non-routine and engineering types. However, this classification by Perrow can be made into two main divisions. The first one is routine technology, which leads to mechanization in which repetitive tasks, and standardized works reduces employee interaction because of which employees are unable to for peer groups at work. Standardized technologies indicate that employees would have a fixed duty set and would not require any communication regarding problems faced. However, in case if interaction takes place, it would be purely work related. The second division is none routine and creativity promoting technology. This uses non-standardized yet creative technology and although employees get to communicate with each other, there might be chances of conflict. Not using routine technology would cause enormous stress on the efficiency and productivity. Relationship between employee and employer is not very congenial in this case as creative differences occur. Therefore, it is understandable that both the divisions have their advantages and disadvantages; however, combination of technology and strategy would help in improving transparency and interaction among employees. The field of technology requires the exchange of ideas regarding the use of vario us forms of technology may take place, for instance, a particular company, A is using the technology of big data and another company, B uses the technology of cloud computing. Company A might want to implement the technology for its new project. Such a situation might require the employees of A to gather knowledge about the concept of cloud computing technology. Company A might ask the experts of company B to provide knowledge to their employees. And if they agree to it, the exchange of technology will not only help in sharing of knowledge in a different field but will also help in improving the relationship among the employees of the two organization. Similarly, if company B wants to implement the idea of big data then, in such a situation, the company may consult the employees of company A. In case of collaborations, such as the one mentioned previously in this paragraph, employee relationship should definitely improved between the two organizations thereby promoting harmony in ca rrying out the work in an efficient manner for future purposes (Alias and Hassan 2014). Thus, the exchange of technology or the globalization of technology can be of use as another medium to improve employee relations (Fatima 2017).However, collaboration between two organizations is not always necessary for the exchange of technology. Globalization of technology therefore may also be largely responsible for enhancement of employee relation and motivation within an organization. An employee with the knowledge of a particular technology can pass down the information to his/her subordinates or colleagues in case the organization has to carry out the task in that particular area of expertise. The interaction among the experts of that particular technology and the other employees will be an important ground for good inter-employee relationship. Therefore, it is evident that in this scenario globalization plays an indirect role too in improvement in the employee relationship. Effect of globalization in MNCs on employee relations: Multi National Companies (MNC)s are the major sector which makes extensive use of globalization and hence is mention-worthy in this essay. These company chains usually have a great inter- employee relationship and work towards having better employee motivation for efficient work and adequate growth of the organisation. (Martell 2016). They have branches around the world, which require employees of a particular office to contact other employees of a different branch for gathering variety of information. Such exchange of valuable data and ideas is prevalent among large organizations, which in turn requires increased employee interaction thereby leading to improved employee relationship. Hence, globalization here plays an active part in worker relations (Gunnigle, Lavelle and Monaghan 2013). The MNCs take the help of globalization for a number of purposes because they are spread out across the globe and globalization to them is more of a necessity as it is used as a major tool for not o nly exchange information or data but also for exchange of various recommendations (Williams 2017). Thus, globalization in MNCs helps in positive way for employee relation. Conclusion: Lastly, from the essay it can be concluded that globalization plays an important role in the improvement of the relation of the employees in the various sectors and industries. Globalization is the process where the world connects and comes to a same platform and is responsible for increasing interaction among individuals, states and nations through the development of money flow, culture and ideas. It has helped in inculcating a number of ideas and helped in exchanging information at different levels. The process evolved in the recent days and is implemented by most of the organizations, and has definitely played a major role in improving the position of the organization. Globalization, as discussed in the essay is directly related to employee motivation and improvement of employee relation. The effect of globalization on employee relation can be seen in the various Trade unions, MNCs, in the field of technology. 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