Compare the Johnston family Essay

Now do you understand that? †¦ † (police woman to Mrs. Lyons) â€Å"As I say it was more of a prank really, Mrs. Lyons. I’d just dock his pocket money if I was you. But one thing I would like to say, and excuse me if I’m interfering, but I’d not let him mix with the like of them in future. †¦ † He has a sense of pride probably at the fact that everything he does he does it himself without the help of others even though he’s not rich. Mickey and Eddie’s well-developed friendship starts rolling down hill as Mickey starts understanding life better and as his responsibilities grow. He says he had to grow up whilst no one looked and Eddie could stay a kid. By this he basically means you’ve had it laid on a plate for you all your life when I had to work and gain or lose everything. Mickey starts to feel as though people own him because he thought everything he did he did himself when he realizes this is not true he feels betrayed and feels he owes everything he is to someone else. All the struggle and all the suffering Mickey goes through at the end affects Linda as she is his wife and doesn’t get any attention from her husband because his mind is else where all the time. Mrs. Lyons is a selfish woman who took a baby away from its mother. She said the children would die if they found out they were twins because they had been separated at birth, this was a made up superstition, because she knew from a previous incident in act 1 scene 8 that Mrs. Johnston was a very superstitious person. â€Å"Oh God. Never put new shoes on a table, Mrs. Lyons. You never know what’ll happen. † â€Å"Oh, you mean it’s a superstition. You’re superstitious are you? † I think she is just showing of for how much dosh she has. Even though she promises that she would let Mrs. Johnston keep in close contact with the baby as it grows she becomes possessive and sacks her from her job. She thinks that Mrs. Johnston will tell someone and her husband would get angry, as he also doesn’t know the truth. Later on she becomes paranoid of Mrs. Johnston, and starts thinking that the superstition she made up is actually true. After trying to keep her son away from Mickey, in the usual manner, saying he’s a bad influence, threatening, forbidding, etc she decides to move away to a far off area where she thinks Mrs. Johnston would not be able to follow. When Mrs. Johnston gets a house by the council near to where Mrs. Lyons lives, Mrs. Lyons fears are confirmed she starts thinking Mrs. Johnston has put a curse on her. She looks after Eddie well and treats him like her own son so no one suspects anything throughout. In the end she kills both boys due to her mental state. Eddie is given a great childhood he lives in a big house gets the love of his parents and goes to school to get educated. His mother is the only person to know that he is Mrs. Johnston’s child, however she is determined to keep that a secret and keep ‘her’ child away from the Johnston family. He is a member of a rich family therefore is taught to speak in a posh accent and will kind of show off. â€Å"Pissed off! You say smashing things don’t you? Pissed off. Do you know any more words like that? † It is a good thing that he is educated because he can then have a good job and a very good status further in life. Eddie has money and he doesn’t care where the money goes. He thinks of Mickey as a brother, this is probably because he is an only child and when Mickey tells him they can be blood brothers he is delighted that he will finally have a brother. When he is caught by the police woman he ends up getting his lines mixed giving the play a streak of humour as well as showing how protected he has been during his upbringing. â€Å"†¦ And what do you think you’re doing? † â€Å"Adolf Hitler! † â€Å"What’s your name, son? † â€Å"Waiting for a ninety two bus†¦ † â€Å"He’s not with me†¦ † He is sent to boarding schools so that he is kept away from Mickey. He doesn’t understand why everyone wants to keep them apart but goes along because he is left no choice. When he comes back from university for Christmas he is surprised to find that his best friend is now also against him, which upsets him greatly. He tries to show that he is not bothered about Mickey being poor, that Mickey’s friendship means more to him than the world by telling him to take all the money he wants but this just makes Mickey feel offended and feel as though he is being presented with charity money or something. â€Å"Look, come on. I’ve got money, lots of it. I’m back, let’s forget about bloody jobs, let’s go and get Linda and celebrate. Look, look, money, lots of it, have some. † â€Å"NO! I don’t want your money. Stuff it. Eddie, do me a favour will you? Piss off. † â€Å"I thought †¦ I thought we always stuck together. I thought we were †¦ blood brothers. † Even though Mickey stops talking to Eddie and doesn’t want to stay in any form of contact Eddie carries on trying to make there friendship work out. He tries to help Mickey every chance he gets, even if it is only secretly. In the end he finds out they are real brothers. When Mrs. Lyons comes in and goes to shoot Mickey, Eddie sacrifices his life showing he really cared about Mickey.

Gender /Sex Discrimination in the Work Place Essay

Thirty five years after civil rights act of 1964 was passed, female workers amounting to 80% are still doing the ‘women work. ’ Some as secretaries, others are sales clerks while others are support workers in the administrations. In the year 1993, only 19 women found themselves among the directors in the country and more than 500 boards had no female members. In 1999, the New York Times conducted a poll and found out that the biggest problem women were facing in America at that time was job discrimination. In the same year, working women were so much concerned about the wage gap between them and their male counterparts. Although the law came to prohibit these discriminations they continued even after (Mayor, 2010). This essay seeks to find out what the law is all about and who are covered in the law. It also seeks to differentiate between sexual and gender identity discriminations and sexual harassment based on some case studies. The federal law title VII, criminalizes any harassment or discrimination in the work place. It encompasses or covers all the employers in the private sector, state and local governments including education institutions which employ 15 workers and above (HR Hero, nd). Other groups that are covered by the law include; government agencies, political sub divisions, labor unions, associations, corporations, companies among others (US Equal Opportunity Commission, nd). The term employee as used in the act refers to a person who is involved in industrial activities that affect the commerce of the county and has more than 15 workers under him. It also refers to corporations that belong to the government or the Indian tribes and any department in the District of Columbia. The word also includes clubs that have private membership which do not pay tax as provided by the law. The term employment agency as used in the act refers to those persons who are involved in searching for employees on behalf of the employers either with or without compensation. Another group that is covered in the law is the labor organization. This refers to all those labor organizations which are affecting commerce in one way or another. This may also include the agents of these labor organizations and also committees that represent employees. Those groups which are involved or deal with grievances of the workers are also covered in the law (US Equal Opportunity Commission, nd). Apart from prohibiting discrimination in the work place based on sex, race, color, religion basis and national origin, it goes further to prohibit discriminations based on pregnancies, sexual stereotypes and sexual harassment against the employees. Currently, the law does not include discriminations based on sexual orientations but under the employment non –discrimination act, that kind of discrimination is covered. Many states have implemented this law and they have included more classes to be covered for example, marital status (HR Hero, nd). Civil rights act of 1964 has so many provisions in regards to employers and employees in the work place. Under section 2000e-2, the law declares that, it is unlawful for the employer to discriminate against any individual in regards to terms of payment, compensation package or privileges that the employment offers based on his /her race, gender, country of origin, color and religion. The law continues to say that any employer, who will be found imposing limitations to his workers, preventing them from accessing employment opportunities based on the above mentioned discrimination grounds, will be criminalized (Find US Law, 2008). Both employment agencies and labor organizations have also been put on notice by the law in that, when they fail to employ a person based on race, sex color among other factors, then they will also face the law. The term ‘based on sex’ here, refers to, based on pregnancy or medical conditions that are related to it and child birth. In the act, the law requires that all women affected by the above mentioned conditions, should be treated equally just like their male counter parts in regards to work related issues. This also applies to the benefits that they are supposed to be given. The condition that they are in should not limit them to enjoy their benefits just like other workers who are not in their condition. These provisions are included in section 2000e-2(h). This section does not allow the employer to pay for abortion benefits unless the life of the mother is in danger (US Equal Opportunity Commission, nd). Moreover, under this section it is considered unlawful when an employer comes up with standards of compensation or privileges and earning measuring system with an intention of discriminating employees based on the earlier mentioned factors. They are also forbidden to come up with ability tests whose results are intended to discriminate individuals. An employer is also not supposed to be biased when it comes to determining the amount of money he is going to pay his workers especially when based on sex. This can only be allowed when it has been provided for in the section 206(d) of the labor standard act of 1938, title 29 as amended (US Equal Opportunity Commission, nd). This law makes the employers responsible to prevent sexual harassment cases among their employees. They are supposed to take caution in regards to sexual harassment and correct any instance of it in the work place (Equal Rights Advocates, 2010). Differences between sexual discrimination, sexual harassment and gender identity discrimination Sexual Discrimination Sexual discrimination is mostly associated with the employers but if can also be committed by other employees. When this happens, the employer would be held responsible. There are two types of sexual discrimination; direct and indirect. The former refers to those situations where women at work place are treated with less favor than their male counter parts because of either their gender or marital status. Direct discrimination also comes in when treating a woman less favorably because she is pregnant or has gone for a maternity leave and this can extend even to pregnancy related illnesses. This mostly happens for example when a woman has gone for an interview and the interviewer only concentrates on the domestic circumstances of the interviewee (Thomson’s Solicitors, 2010). Another instance of discrimination based on gender comes in when a man who is less qualified than a woman is employed instead of her or when a man who is less experienced in the work place is promoted. Sometimes they are given excuses that those jobs are dirty ones and that there are no good toilet facilities for them. Sometimes, employers can be so cruel to the extent that, they can demote a woman because of her pregnancy or just immediately after maternity leave. In addition, sex discrimination comes in when a woman employee is not allowed to see clients or meet them for that matter and sometimes she cannot be invited to social events and instead a male colleague is chosen over her (Thomson’s Solicitors, 2010). Indirect discrimination refers to the adoption of some policies or practices in the places of work by employers. These policies are in one way or another disadvantageous to one gender than the other, even though they may appear on the surface to treat them equally. For example, an employer may require his employees to work full time and this disadvantages most women by barring them to take such a job. Some examples of this kind of discrimination include; some employers imposing age bars to their workers which can affect women negatively because most of them take time out to go to bring up children and thus these age bars will mean that, they will acquire their qualifications later than men (Thomson’s Solicitors, 2010). Some employers may also give their workers some benefits as a result of working for long in an institution and this will definitely not favor women who have decided to take time out to go and bring up children. Clauses related to mobility are also out to work against women in that, they may have difficulties when it comes to relocation because of their families and sometimes because of relying on their husbands as primary earners in the house. Some employers also go to the extent of requiring their workers to provide weight and height measurements and this will favor male workers more than their female counter parts. Lastly, those employers who require their employees to work in those hours which are unsocial may disadvantage women who have family commitments especially those who have children to care for (Thomson’s Solicitors, 2010). A case study related to this kind of discrimination involves a woman who had worked for a water transport business for some time but in her case, she was working in an office. Later, she decided to apply for a job in the same company but as a deck hand. In the process of application, she expressed her desire to acquire a captain’s license. She later complained that her male colleagues made her feel not welcome because they started to make such comments like how the job would be too dirty and heavy for her (Anti-Discrimination Commission, 2004). A time came when the business was facing some financial crisis and the company decided to do away with a particular service and this led to work hours for deck –hands to be reduced. As a result, the company shortened her water –time and this made her lose hours and opportunities in training and career. Her complaints to the company over the issue on how male counter parts were being favored in regards to time were futile. She sued them and as a result, she won the case and a compensation of $12,000. The company’s administration was directed to carry out anti-discrimination training among its workers (Anti-Discrimination Commission, 2004). This case study applies to discrimination among the workers themselves. Some companies also discriminate when it comes to offering services. In a case study, a woman wanted to be served by a certain company and in the process, she sought an appointment with the management for an in-home quote. The company’s representatives told her that it would be better if her husband was present for the quote. In her astonishment, she asked if the same procedures would apply on both of them regardless of who was present but they ignored her. The company gave some excuses regarding the matter stating that singles or widows were allowed to be accompanied by friends. The company was directed by a court to provide written apology to her and also to develop an anti-discrimination policy in the work place (Anti-Discrimination Commission, 2004). Sexual harassment When it comes to sexual harassment, it is perceived as a form of sexual discrimination. It can be defined legally as any unwelcome behavior or conduct that is of sexual nature and can be expressed through the word of mouth, physical means or even through the eyes; the conduct having severe consequences affecting the working environment in a negative way, making it be hostile. This means that any conduct that is welcome is not sexual harassment. Sexual harassment can be committed verbally or written by commenting on how somebody has dressed, on his or her behavior, somebody’s body structure, making jokes that are based on sex, asking somebody for sexual favors or for outings repeatedly. This may also include threatening a person or even spreading rumors about a person’s sexual life and also sexual innuendos (Equal Rights Advocates, 2010). Physical sexual harassment includes; assaulting a person, trying to block somebody’s movement, touching somebody inappropriately which may include kissing, patting, stroking and even hugging. One can harass an individual non- verbally by looking at a person’s body from up downwards, using derogative gestures towards a person, or even employing facial expressions that are of sexual nature (Equal Rights Advocates, 2010). Following a person comes under non -verbal sexual harassment. Visually, it can happen through drawings, pictures, emails, screen savers and posters that are of sexual nature. Some people may be harassed because they are females not males or the vice versa. This can also be considered as sexual harassment of non- sexual conduct. For example, if a lady carpenter works among male colleagues and she always finds her tools hidden, this can be considered a sexual harassment. The only condition that must exist for a conduct to be considered a sexual harassment is when the conduct is severe or pervasive (Equal Rights Advocates, 2010). If one is fired, demoted or the employer refuses to promote one because of rejecting sexual advances, that is automatically becomes sexual harassment. Even if it may not lead to injury or job status changing, so long as it interferes with ones performance at work place or even creating a hostile environment; that can be considered as a sexual harassment (Equal Rights Advocates, 2010). A case referred to as Meritor Savings Bank V. Vinson is one of the best cases on sexual harassment. The Supreme Court held that if a relationship is not welcome, it is considered to be ‘involuntary. ’ A plaintiff who was a lady sued her supervisor. During her first year working in the bank, she entered a relationship with him unwillingly because she feared losing her job (TWC Home, nd). She knew that she would face it rough the moment she refuses the advances. So she continued with the relationship for two years. The man would fondle her in the sight of other workers, sometimes follow her to the rest room and even go to the extent of exposing himself to her. For her, she did not expose his conduct to the management due to insecurity. The plaintiff proved that the relationship was unwelcome and it created a working environment which was abusive. The Supreme Court heard this and ruled in favor of her. The accused had to pay for the damages to the plaintiff (TWC Home, nd). Gender Identity Discrimination Gender identity refers to a situation of self identification either as a female or a male regardless of the anatomical sex at the time of birth. In normal circumstances, gender identity goes hand in hand with anatomical sex. A person identifies with females because she has physical features of females and a male does the same because he has male physical features. However, this does not apply to all human beings because for some, their identity does not match with their physical feature and this applies mostly to transsexual people (Work Place Fairness, 2009). A female may have the stronger side of males and a male may have stronger characteristics of females. Society may view the situation very differently. For example a man who identifies himself as a woman can be said to be feminine and a woman who identifies herself as a male is considered masculine. ‘Transgender’ is used to refer to a person whose stereotypes of gender identity do not apply. This term refers to cross dressers; both male and female, impersonators from both genders, individuals who are inter sexed, transsexuals, males who are feminine and females who are considered masculine (Work Place Fairness, 2009). These people usually face a lot of discrimination especially at work place. Mostly, they are usually fired the moment the management learns of their plans to undergo surgery on sexual reassignment. Some of them live in fear of being fired especially those who engage in cross dressing outside their work places. Those who try to wear appropriate clothes that match their gender identity are usually punished or fired all together for not conforming to the company’s policy of dress code. This happens especially in those companies that do not recognize individuals who are trans-gendered. Some employers even go to an extent of prohibiting these trans-gendered people to visit the rest rooms and are sometimes harassed by co workers on that basis (Work Place Fairness, 2009). This discrimination is not prohibited by the law particularly the federal one. How ever, efforts are being made to pass a law that will make this kind of discrimination illegal. Some have argued that, it can be covered with the law that bans all kinds of discrimination in the work place. Supreme Court has allowed these discrimination cases to be treated as harassment but is not clear how a court should handle such a case (Work place fairness, 2009). In conclusion, many people do not differentiate between the three kinds of discrimination making it hard to press charges regarding the matter. Some may have been discriminated without their knowledge and thus it is high time, companies adopt anti discrimination policies to make every one aware of his or her rights at the work place. References Anti-Discrimination Commission of Queensland. (2004). Sex discrimination case studies. Retrieved from http://www. adcq. qld. gov. au/Cases/Sex. htm Equal right advocates. (2010). Know your rights: Sexual harassment at work. Retrieved from http://www. equalrights. org/publications/kyr/shwork. asp Fine US Law. (2008). Civil rights act of 1964-cra-title vii-equal employment opportunities 42 US code chapter 21. Retrieved from http://finduslaw. com/civil_rights_act_of_1964_cra_title_vii_equal_employment_opportunities_42_us_code_chapter_21 HR Hero. (nd). Title VII of the civil rights of 1964-title VII. Retrieved from http://www. hrhero. com/topics/title7. html Thomson’s solicitors. (2010). Summary of the law on sex discrimination. Retrieved from http://www. thompsons. law. co. uk/ltext/l0840001. htm TWC Home. (nd). Case studies on sexual harassment. Retrieved from http://www. twc. state. tx. us/news/efte/case_studies_in_sexual_harassment. html US Equal Opportunity Commission. (nd). Title VII of the civil rights of 1964. Retrieved from http://www. eeoc. gov/laws/statutes/titlevii. cfm Work Place Fairness. (2009). Gender Identity discrimination. Retrieved from http://www. workplacefairness. org/genderid? agree=yes#1

Little Women by Louisa May Alcott Essay

Little Women, written by Louisa May Alcott, is a novel based on a family of four girls, Margaret â€Å"Meg† March, Josephine â€Å"Jo† March, Beth March, and Amy March, and of their family values. Little Women demonstrates strong events based on several family values. The story of the March family is set in New England during the civil war. Throughout this point in time the little women are to survive with out a father figure, as their father has gone to fight in the war. Over long periods of time, the four March sisters had to face the fact that they were very poor and could not receive every thing that they wished for. As the March family stayed home awaiting the return of their father, they were very lucky to receive the â€Å"fatherly† support from an old, wealthy neighbour, Mr Laurence. Overtime the girls formed a tight bond with Mr Laurence and his grandson Laurie. As the March family continues through the hard times in life, they are blessed by the friends hip of family and friends. In the Novel the four sisters show that they are very unselfish and are capable of sharing what little things they have with others. Even though the girls realise (Amy especially) that they are suffering poverty and are not able to receive everything that they wish, they are very grateful for what they have. The March sisters tend not to make a fuss mainly because whilst their father is away life gets tough with only a mother figure around. â€Å"Not far away from here lies a poor old woman with a little new born baby. Six children are huddled into one bed to keep from freezing, for they have no fire. There is nothing to eat over there; and the oldest boy came to tell me they were suffering hunger and cold. My girls, will you give them your breakfast as a Christmas present?’ pg 20 In the chapter A merry Christmas this here is a great example of how generous the March family is even though the have so little themselves. The girls were very disappointed to give their food away but knew that there was a family suffering severely without any food, so they decided to the right thing. In Little women the four March sisters show loyalty by looking out for each other. Through the hardest times in life the girls manage to stick by each other and along the way on their journey they learn from their mistakes. Meg, Jo, Beth and Amy are not your everyday type of sisters who may fight a lot with one another. The girls infrequently have fights because they are so alike, they are so kind to one another and share anything they have for that is all that they do have. â€Å"I let the sun go down on my anger; I wouldn’t forgive her, and today, if it hadn’t been for Laurie it might have been too late! How could I be so wicked?’ said Jo half aloud, as she leaned over her sister, softly stroking the wet hair scattered on the pillow. As if she heard, Amy opened her eyes, and held out her arms, with a smile that went straight to Jo’s heart.’ Page 115. Even though the girls make mistakes they learn from them and are persistent never to make that same mistake again. Through out the novel looking out for each other is a true family value and by doing this the girls manage through life a lot easier. Life becomes more interesting when family and friends are together. It’s not until later on in life when the March girls realise that their next door neighbours are not close and that they ought to become neighbourly with one another. It is here in the novel where all the sisters begin to loosen up and enjoy the new company of the ‘Laurence boy’. At first the girls are a bit timid because they are embarrassed by the fact that they are so much poorer to Laurie, but after first impressions the girls really begin to bond with Laurie and they form a tight friendship. ‘We are not strangers, we are neighbours, and you needn’t think you’d be a bother. We want to know you, and I’ve been trying to do this ever so long.’ Page 70.Through the novel it is important to be able to have the love and support of friends and family so that it makes life easier through the difficult and depressing patches. In conclusion Marmee only wants best for her girls, but in her eyes this does not mean the wealthiest man that the girls can get their hands on this means, happiness and security from the one they tend to spend their rest of their lives with. â€Å"Money is a needful and precious thing,-and, when well used, a noble thing,-but I never want you to think it is the first or only prize to strive for. I’d rather see you poor men’s wives, if you were happy, beloved, contented, than queens on thrones, without self- respect and peace.† If along the way the girls did not have one another and there values then Meg, Jo, Beth and Amy would struggle more then what they already do. Through out the novel family values are very important and are expressed in many ways, not only through family but close friends too. The March sisters go through life with the love and support of each other and share an amazing journey.

Manchester United: Brand of Hope and Glory Essay

Identify who you believe to be Manchester United’s key stakeholders and evaluate their influence in relation to the ethical stance taken by the company. Ethical stance defined by Johnson and Scholes as: ‘the extent to which an organisation will exceed it minimum obligations to stakeholders and society at large.’Four possible ethical stances exist and are stereotypes for any organisation. The first ethical stance is short-term shareholder interests; a company who stick very close to laws and regulations which are in place. They give and do only what they are obliged to, this usually causes problems with long-term financial decisions. The second stance is longer-term shareholder interests – a company who are very focused on building and maintaining reputation in relation to its financial success. They take into consideration all stakeholders and how they can effect the organisation in the future. The third stance is multiple stakeholder obligations – relating to a company taking wide consultation with all stakeholders. This is a very slow process and not a good stance for a fast moving and growing company. The last stance is shaper of society – companies who focus on communities and want to build them up; this stance puts the financial interest second and is usually related to charitable organisations. Manchester United matches the second stance – Longer-term shareholder interests. They are focused on building reputation using players, clothing, technology, media and many other ways to promote their team and brand. They are known globally using strong marketing methods and this has greatly aided their financial goals. As a global organisation they have a number of stakeholders, each of these can be categorised into the amount of power and interest they have, using stakeholder mapping. This model is called the Power/Interest matrix (shown below) and indicates the type of relationships held or should be held between stakeholders and the organisation. INSERT DIAGRAM AS DISCUSSED ABOVEManchester United’s stakeholders can be considered as the following:†¢Managers†¢Owners/shareholders†¢Employees†¢Customers†¢Suppliers†¢Partners/Sponsors†¢Players †¢Supporters†¢Community groups†¢Investors†¢Media †¢GovernmentsStakeholders within segment A are of very little power and interest, Manchester United can keep these stakeholders informed but are not of high importance. Segment B contains stakeholders of high interest yet low power. They will need to be kept informed and also to a certain degree, need to be kept interested in the teams actions. Segment C contains stakeholders who have high power and low interest, they are at times content with what is going on but like to be kept informed, at any time these stakeholders can make a drastic change and merge with Segment D. Segment D are the key players who need to be of high importance to Manchester United, they need to be well informed and satisfied at all times. They will have very strong pulls on decisions and changes being made. Each stakeholder has individual expectations of the club and a certain degree of power. Not all stakeholders will have power or interest in the team, but they do fit into the Matrix appropriately. I will look at each stakeholder individually and stated where and why they below in the segment they are placed. Taking into appreciation that the ethical stance, which Manchester United is seen to have, (Longer-term shareholder interests) it’s easier to place each stakeholder within the matrix. Manchester United work on building a positive and well known reputation and in turn this builds their financial frontier. Manager’s this includes managers on the football pitch and in stores selling team merchandise. They may have high power within their own domain but within the wider view of the matrix they can have low power and high interest. This places them in segment B. Their interest will be related to performance in their particular areas. The main reason for this interest could be related to promotion and salary. Owners and shareholders have high interest and high power as they are the main source for profit, falling into segment D. Without the shareholders there would be very low financial statuses and they would not be able to fund their reputation. They have high power in making final decisions and are most important to influence, when looking at corporate governance. Employees can have very low power and at times low interest in reputation and management. At this stage they would be categorised as segment A. Generally the employees who would fall into this segment would be those who consider the job as a way to pay their bills. They have no real value in the job; if they didn’t work for Manchester United then they would work elsewhere. Football players as employees of the organisation have high power and interest depending on their famous status. For example in the case study David Beckham would have been placed in segment D as he is a landmark player wanted by almost every football team imaginable. He can use this to his advantage influencing decisions and other stakeholders to his way of thinking. Investors, Suppliers and community groups are seen, to be kept informed but have little if no power (segment B). Investors in particular want to know if their investment will produce a return, so at times they are not interested in using power or having much interest. Suppliers have little power as the team have a strong demand from others wanting to supply their needs. Just by them being linked to Manchester United makes them more desirable to other  companies. Customers and Supporters are one of the team’s main sources of revenue; most will pay ridiculous amounts for season passes to games home/away and will spend more on memorabilia. They have a high interest in their team and as a result of this they have high power (segment D). Manchester United knows if they make a change that customers and supporters wouldn’t support that it’s not a positive alteration to be made. Partners and sponsors want to be kept informed of the team’s progress and financial status as they are linked to the reputation of the team. Such partners and sponsors of Manchester United are Vodafone, Nike, Budweiser, Air Asia, Audi and AIG. These companies are related to Manchester United for marketing and financial reasons. They all have high power and high interest. They want them to promote their products in a good light and on a global scale, and they use the team to do so. If they see the team facing a downfall they can remove themselves and choose another team to promote. This gives them a very high power over the team and influence over decisions (Segment D)The media are highly important stakeholders to keep interested and informed at all times. Media are there to inform all stakeholders about the good and bad even though this can be manipulated at times. This results in the team keeping them very satisfied and informed at the same time (segment D). After taking into consideration all key stakeholders it’s clear to see, who have the strongest power and or interest, in relation to the ethical stance of Manchester United. Each stakeholder will have their own reasons for using their power and interest and it’s highly important for Manchester United to make sure these stakeholders are kept informed and satisfied with the way the team is managed in all areas of their ethical stance. The stakeholder mapping is can change at any time and needs to be kept in close consideration before and after alterations. Q2. Critically evaluate how the key cultural characteristics of Manchester United (including values, beliefs and taken for granted assumptions) may  have changed from pre -1990 until today. What are the implications of these changes for current and future strategies?After extensive research of Manchester United it’s clear to see a big change in their cultural characteristics from the day they began playing football, to this present day. The team began in 1878 as a group of workers from Lancashire and Yorkshire railways and they began to play for local leagues and competitions. In 1902 they became an independent organisation called Newton Heath F.C. Looking at the organisations culture past and present it can be broken down into four layers, shown below:INSERT DIAGRAM AS DISCUSSED ABOVEThis breaks the organisation the Paradigm, Behaviours, Beliefs and Values; looking at each Manchester United has changed dramatically over time. The early years seen values and beliefs built on players and local communities, concentrating on the game itself and building a reputation for winning against local rivalries. At this time their only taken-for-granted assumptions were that they could win games and not worry about finance resulting in them almost going bankrupt. From the beginning it’s apparent they loved the game itself and were clearly not financial focused. Brian Oliver commented in a newspaper article online saying â€Å"Before 1990 there was no such thing as a sports supplement, it was just about the game and the fans. It was just strong relationship between fans, their families and the players†. This comment proves the team were focused on less material objects; they were there to entertain and have fun. Their determination was proven after a number of set backs, such as one presented in the case study – The Munich plane crash. This had a huge impact on performance, but they showed they were strong-minded about the game and keeping it alive. Using the Strategy Lenses theory of Design, Experience and Ideas it’s apparent at this stage the lenses most concentrated on where ideas and  design. This was by becoming an independent team and designing the kit and colours which were then modified year’s later. Looking at the culture web of Manchester United we see a representation of the taken-for-granted assumptions of the organisation and the physical side of their culture (diagram below), this concentrates on the two inner layers of the four layer diagram previously mentioned. Come 1990 the whole culture of Manchester United changed, they became very focused on the financial side of the game. A real Madrid spokesperson commented â€Å"football clubs are marketing brands, not teams†¦it’s no longer a case of doing well on the pitch; the more merchandise you sell, the better.† Manchester United began to focus on building a global reputation through players, such as David Beckham; so to build a brand. Over the years less and less players from the local communities where being brought on the team and today most players on the team are not from England. The team no longer focused on building the local communities and their young players. As stated in the case study ‘Manchester United is now marketed as the national team – which has taken it away from the roots and its local community. Football should be a love affair otherwise you are just a business. The big clubs have forgotten their roots and are isolating themselves.’ Also comments of concern regarding the local schools and junior football teams being the next generation of players were being forgotten by the big teams. This information is related to the stories section of the culture web and shows just how the culture has moved form being relaxed to being very fast pace. The symbol of the team is their kit and logo which can be found anywhere, from online to in your local stores. From 1990 on this symbol has become one of the most recognisable symbols globally. The power structures have changed from being the team players to becoming the stakeholders which in question one fall into the Matrix in section D. These stakeholders have power over the organisation and the way they are run and how their reputation is perceived. The Organisational structure is a typical hierarchy and uses a formal structure of command. The control systems in Manchester United are focused on finance and go by a corporate governance structure. This is monitors by a number of agents and involves presenting each stakeholder with the correct information at all times in regards to shares, profits and expenditures. The ritual and routines of Manchester United before 1990 were focused on the players and the game itself, making it a family orientated sport. After 1990 the game was about raising revenue and building the best football reputation. This is well illustrated in the case study, by stating the financial figures and share prices and how they have risen. The future of the team as the case study shows, ‘plans are well advanced in new-media technology, principally the internet and mobile telephone potential.’ They have previously advanced in the service industry by using BSkyB to launch their own satellite channel (MUTV), they have produced a premiere movie, provide banking facilities, introduced sports and leisure facilities along with a clothing brand to match, opened a cafà ©, allow weddings on their own Old Trafford grounds and launched an official website. Outside of the case study the future of Manchester united looks positive, with player transfers and progressing into new markets. In conclusion the cultural characteristics of Manchester United have changed over the years has changed dramatically and in relation to the industry it has evolved very fast. They are a club who works on building a high reputation and keeping it superior to all other clubs who are seen as their rivalries. This was the main focus in the beginning of the organisation but in a different light compared to today, as discussed previously. Their future is aimed towards staying with the ideas and design culture and as for experience it seems to be held on the pitch! References BooksJohnson, G. Scholes, K (2004). Exploring Strategy Change. 2nd ed. England: Pearson Education Limited. Pgs136-138. Johnson, G. Scholes, K. Whittington, R (2005). Exploring Corporate Strategy. 7th ed. England: Pearson Education Limited. Pgs56-57, Pgs164-170, Pgs179-211. Lynch, R (2006). Corporate Strategy. 4th ed. England: Pearson Education Limited. Pg5, Pgs416-423. WebsitesMind Tools Ltd. (2007). The Cultural Web: Aligning your organization’s culture with strategy. Available: http://www.mindtools.com/pages/article/newSTR_90.htm. Last accessed 22 November 2007. Unknown. (2007). Stake holder mapping: Aligning your organization’s culture with strategy. Available: http://www.12manage.com/methods_stakeholder_mapping.html. Last accessed 12 November 2007. Wikimedia Foundation, Inc. (2007). Manchester United F.C. Available: http://en.wikipedia.org/wiki/Manchester_United_F.C. Last accessed 11 November 2007. Unknown. (2007). Manchester United football. Available: http://www.manchesteronline.co.uk/manchester/united/. Last accessed 13 November 2007. Electronic report/articlesPeter Berlin. (1997). Survivors of ’58 Plane Crash Recall a Special Team: Manchester’s Darkest Loss. Available: http://www.iht.com/articles/1997/05/29/soccer.t_17.php. Last accessed 13 November 2007. Hamil, S. Holt, M. Michie, J. Oughton, C. Shailer, L. (2004). The corporate governance of professional football clubs. The corporate governance of professional football clubs. 4 (2), Pgs44-51.

Rewards Strategy Assignment Example | Topics and Well Written Essays - 2500 words

Rewards Strategy - Assignment Example No matter how well the awareness campaign is planned, the role of line managers is most important in making the total rewards plan a success, hence it is important to take each line manager in confidence and explain the overall increased benefits to them along with the reasons for change. 9 Discouraging the Entitlement Mentality 10 Rewards Arrangement and Flexibility between divisions 11 Responsibility and readiness of Line Managers 11 Sequence or Timeline for implementation of a total rewards Strategy 12 Change Management 12 Total Reward Framework 13 References 15 Meyers, J. 2010, ‘How Does a Contingent Payment Work?’, Viewed 29 November 2012 15 Introduction The London Provincial Bank is undergoing the same phase of growth that every organization witnesses after it balances both the internal efficiencies and performance in the market. The concern now for the Bank is to retain, reward and develop their staff resulting in a competitive advantage in the banking industry. T o achieve this it is important for the bank to attain a consistency in the workforce performance with better retention techniques applied to prevailing workforce while attracting the best talent from the market. The Total Reward approach draws together all the financial and non-financial investments an employer makes for its workforce. It emphasizes all aspects of reward as an integrated and coherent whole, from pay and benefits through flexible working hours, learning and development, quality and challenge of the work itself (Manas & Graham, 2002). Total reward strategy includes everything the employee perceives to be of...To achieve this it is important for the bank to attain a consistency in the workforce performance with better retention techniques applied to prevailing workforce while attracting the best talent from the market. The Total Reward approach draws together all the financial and non-financial investments an employer makes for its workforce. It emphasizes all aspects of reward as an integrated and coherent whole, from pay and benefits through flexible working hours, learning and development, quality and challenge of the work itself (Manas & Graham, 2002). Total reward strategy includes everything the employee perceives to be of value resulting from the employment relationship. All of the tools available to the employer that may be used to attract, motivate and retain employees (Armstrong, 2010). The selected approach adopted for compilation of a total rewards policy is the Towers Perrin model of Total rewards, which explains the reward distribution in to communal and individual rewards with tangible and intangible nature, hence: Pay + Benefits + Learning and Development + Working Environment = Total Rewards Objectives †¢ Improved organizational performance – helping organizations balance their investment with employee expectations and needs, to source and retain high quality staff, winning their commitment by optimizing motivation and morale, and thereby securing better value for money and greater productivity (Armstrong, 2010).

Gender discrimination in East Asia Essay Example | Topics and Well Written Essays - 1500 words

Gender discrimination in East Asia - Essay Example Burying a newborn child because that is female, limiting the access of women to education, work and health, burying the wife of a person who dies are some common examples of gender discrimination in East Asia. Violence against women leads to robbing the aspiration and self-esteem of women which possess life-long psychological cost. In East Asia, female’s admission in primary school is as lower as 26% than male students. Such statistics are also observed in health sector. The ratio of female to male in population is worsening in areas like Central and North Asia, South Asia and Countries of Pacific Islands. In many East Asian countries, out of every 10 girls, one dies due to limited access to health and out of 50, one woman dies during delivery and pregnancy. Gender discrimination not only brings problems for female population of a country but also affects the social and economic development of a country. There is huge economic and social cost behind the ramifications of gender discrimination. Blocking the access of females to health and education is not only unfavorable for economic growth and social welfare but also becomes obstacle in the path of labor force participation and human capital development. Women’s silence and inability to practice their civil rights deprive them from having social participation and this phenomenon also obstructs economic growth. Thesis Statement This paper postulates that governments of East Asian countries must take step forward to eradicate the employment gender inequalities in all sectors of the economy. Point of Support 1- Huge Social and Economic Cost There is huge economic and social cost behind gender discrimination. Discrimination hinders women’s participation in social and economic activities, reduces productivity and distracts resources. According to a recent survey, higher female participation and increased employment among women increases the output and growth of that region as shown in the mentio ned table. Source: (World Bank, World Development Indicators Washington D.C., 2006) The above table reveals that from 1990 to 2004, the greatest effect has been on Malaysia, Indonesia and India, where the participation of female labor is lowest of all. These estimations reflect the opportunity cost that has been incurred on gender discrimination. The concept of working women is very common in the economy of United States, and the growth of United States is thereby higher than all the other mentioned countries. Lack of participation of women in political, legal, economic, social and other activities hinder the growth of economy. In a country where both male and female population is working, it seems to grow more profoundly than the country where only male population is working. Let us take an example of a family. A family where both parents are working will generate double income, but a family where only father is working, incurring expenditures of the entire family and meeting expen ses from single income, it will be difficult to recover all the expenses. Point of Support 2- Psychological Cost Gender discrimination poses life-long threats to women’s expertise, self-esteem and capabilities. It not only restricts their opportunities but also spoils aspirations of women. It sabotages their mentality of building self-direction and competence. The unnecessary restrictions which are imposed on women make them clinically depressive and produce a state of helplessness. Such factors compel women to contribute into global burden of illness. Another life-long resentment is that of an unwanted pregnancy which is then transferred to the child. In regions where there is not any

Diversity in the Office Essay Example | Topics and Well Written Essays - 500 words

Diversity in the Office - Essay Example This essay "Diversity in The Office" illustrates how is the workplace a confluence of cultures. The structures and processes within the organization that should be examined are the front desk management and the accounts department with the special interest in the public relation personnel data systems along with the basic working force available and are quite effective while confronting the confluence of cultures. The front desk management would be in focus because the public relation personnel is on the top hierarchy of that department and accounts is logically related to the public relation department. It should be looked into the fact is the public relation personnel is soft on the issue and furthermore, it should be noted whether accounts back office evaluation team if following all the instruction laid down by the Health Department. However, these measures are applicable for the entire workforce of the departments in the hospital. (Klare, 2006, 132) B. How can the dynamics of communication between people who see each other without empathy become more effective? The dynamics of communication between people who see each other without empathy become more effective because in such a situation the parties are strictly and chiefly confined to the matter of work and its work ethics. Here the outer bounds are executed with clinical perceptions without any emotion involvement. This makes the work much easier for the employees as they are able to concentrate on the job itself and thus the job becomes the priory make the end result count better.