Jobs’ Passing Will Have No Effect on Apple’s Trajectory Essay Example for Free

Jobs’ Passing Will Have No Effect on Apple’s Trajectory Essay â€Å"Remembering that I’ll be dead soon is the most important tool I’ve ever encountered to help me make the big choices in life† –Steve Jobs, 2005 Stanford Commencement Ceremony The world lost a luminary when Steve Jobs died on October 5, 2011. Jobs was a visionary leader and is often credited for Apple’s amazing turnaround in the mid-nineties. For many years, the world perceived Jobs and Apple as integrally linked. As a result, consumers and investors now question Apple’s future and worry that the company cannot survive without Jobs. Since Jobs’ passing, Tim Cook has been tasked to continue Apple’s success. While Apple could potentially suffer long-term consequences from this switch, the more probable alternative is that the company will prosper because Cook is stronger leader than Jobs and can elevate Apple to a 10x level. Leadership DNA and the Collins 10X characteristics: Vital characteristics of a Level 5 leader include a strong belief in intuition, extreme perseverance towards vision, and empathy for team members by relying on emotional intelligence. While Jobs succeeded in many of these areas, he did not possess the entire package of leadership skills. Jobs was widely quoted for saying, â€Å"Most important, have the courage to follow your heart and intuition.† This persevering attitude and strong sense of intuition helped make Apple the successful company that it is today. But Jobs was also known for showing little concern for the emotional needs of team members. According to Fortune, he was â€Å"considered one of Silicon Valleys leading egomaniacs.† This lack of empathy prevented Jobs from being a Level 5 leader. According to Collins, the leaders who run 10x companies â€Å"display extreme consistency of action with values, goals, performance standards and methods† Jobs definitely fit these criteria and was known for being f anatical about discipline. He maintained the highest performance standards, which allowed him to push Apple to innovate on a constant basis. In addition, Jobs demonstrated both productive paranoia and empirical creativity throughout much of his career. He worked tirelessly with his product development teams. Whether it was the release of the Apple IIe or the release of the iPad, Jobs always obsessed over every detail of the projects and demanded that Apple release only the finest products. Jobs saw market opportunities in many different avenues and pioneered the idea of the â€Å"Apple Store.† His extreme attention to detail required him to oversee every nuisance of a project. However, discipline and vision are not enough to create a 10x company. According to Collins, 10x companies require more than ambitious goals and determination. 10X organizations require Level 5 leaders who are able to put all their passion and ambition into â€Å"a cause or company larger than themselves.† Jobs’ motivation was grounded in egotism and personal aggrandizement, and he was more concerned with â€Å"putting a dent in the universe† than building an organization bigger than himself. Jobs was never able to elevate Apple to a 10x organizational because he was never a Level 5 leader. As a result, Tim Cook, a potential Level 5 leader, has an opportunity to test his skills and raise Apple to an organizational level that Jobs could never achieve. Tim Cooks’ Leadership: Tim Cook has demonstrated multiple characteristics of a Level 5 leader. We believe Apple will be in a better position for sustained success under Cook’s leadership. Cook was recruited out of Compaq (Level 1 Leadership) to Apple in 1998 â€Å"with a mandate to clean up the atrocious state of Apples manufacturing, distribution, and supply apparatus.† Cook’s leadership on this crucial transition was exemplary. He demands the highest work product from himself and his employees (Level 4 Leadership). In addition, Cook can effectively manage individuals (Level 3 Leadership) and one key to his success as COO at Apple was his reliance â€Å"on a tight-knit team of operations executives who have been with him since he joined the company.† Cook has steadily been increasing his responsibilities since 2000, actively contributing to many different areas of the company (Level 2 Leadership). Even though Tim Cook has been a CEO only for a short time, he has shown himself to be a potential Level 5 leader. Unlike Jobs, Cook takes on a humble leadership style. Cook is modest and does not crave the spotlight. He also accepts responsibility and admits Apple’s mistakes. In fact, Cook is willing to take ownership of errors made by the company, even when he could have blamed it on his employees. Also, Tim Cook has clearly demonstrated his willingness to communicate with investors and employees. This was a task that Jobs frequently struggled with as he had a tendency to keep tight reins on company information. In contrast to Jobs, Cook possesses humility, modesty, openness to communication skills, which allow him to trust his workforce and build a company that is bigger than himself. This skillset provides a strong foundation for a Level 5 leader. Conclusion: Steve Jobs was an innovative leader; however, he did not achieve the status of a Level 5 leader. As a result, Jobs did not elevate apple to a 10x level. Jobs lacked humility, modesty, emotional intelligence and respect for others, which are crucial for a Level 5 leader. However, Tim Cook seems to garner all of these qualities. In the long run, stock prices are a reflection of trust in the growth of the company and the leadership team. We believe that Cook’s team is at a much better position to carry the Apple legacy forward than it was under Jobs. Therefore, Jobs’ passing will have no long-term effects on Apple’s trajectory and the company now has a better chance to reach a 10x level. [ 1 ]. http://news.stanford.edu/news/2005/june15/jobs-061505.html [ 2 ]. Id. [ 3 ]. http://archive.is/20120604/http://money.cnn.com/magazines/fortune/fortune_archive/2007/03/19/8402325/index.htm# [ 4 ]. Collins – Great by Choice – Page 36 [ 5 ]. Collins – Great by Choice – Page 37 [ 6 ]. http://money.cnn.com/2008/11/09/technology/cook_apple.fortune/index.htm, pp. 1 [ 7 ]. http://money.cnn.com/2008/11/09/technology/cook_apple.fortune/index.htm, pp. 2 [ 8 ]. http://articles.washingtonpost.com/2012-10-31/national/35500675_1_john-browett-scott-forstall-craig-federighi [ 9 ]. http://www.usatoday.com/story/tech/2012/10/04/steve-jobs-apple-year-later/1577271/ [ 10 ]. http://articles.washingtonpost.com/2012-10-31/national/35500675_1_john-browett-scott-forstall-craig-federighi [ 11 ].

Memories of a Childhoods Slavery Day Essay Example for Free

Memories of a Childhoods Slavery Day Essay In Memories of Childhoods Slavery Days, Annie Burton was born into slavery in 1858 on a plantation outside of Clayton, Alabama and raised by her mistress after her mother ran away. She grew up during the Civil War and remembers her early days on the plantation. After being set free, Burtons mother returned for her children. Annie was hired as a nanny by Mrs. E. M. Williams, who taught her how to read and write. After her mother died, Annie took responsibility for her three younger siblings and moved to Boston in 1879. She later moved to Georgia and then Jacksonville, Florida, where she worked in a restaurant before returning to Boston. In 1888, she married, and ran a boarding house with her husband. She began taking evening classes at the Franklin Evening School, and the headmaster, Frank Guild, suggested that each of the students write their life story. It was this suggestion that gave Burton the push to write her autobiography. Burtons Memories of Childhoods Slavery Days (1909) is divided into four parts. In the first section, called Recollections of a Happy Life, Burton talks about her childhood on the plantation in Alabama and her marriage to Samuel H. Burton. In the second section, Reminiscences, Burton reflects on being set free and the way it changed her life. The third section, Vision gives a detailed account of Burtons religious change. Burton also includes an essays and poems she wrote. â€Å"The memory of my happy, care-free childhood days on the plantation, with my little white and black companions, is often with me. Neither master nor mistress nor neighbors had time to bestow a thought upon us, for the great Civil War was raging. That great event in American history was a matter wholly outside the realm of our childish interests. Of course we heard our elders discuss the various events of the great struggle, but it meant nothing to us. Burton talks about knowing that the Civil War was going on but not being old enough to know or care about it. She also calls it a â€Å"great† event in American history. Though it may not have been to white Southerners, it was day slaves were waiting for. She also states that : â€Å"There are hidden wrongs perpetrated by the whites against the negro race that will never be brought to light until the race owns and controls its own daily newspapers which alone have the power to discover and enthrone truth, thus becoming a safe guide to all honest seekers of facts respecting the race whether from a moral, educational, political or religious field. To carry out the plans suggested, whether viewed from an intellectual, industrial, commercial, or editorial standpoint, the world must acknowledge that to-day the negro race has the men and women, who are true to their race and all that stands for negro progress. †

Women In The Workforce Sociology Essay

Women In The Workforce Sociology Essay It has been argued that, women have been excluded from the study of work, and that, when they are studied, the analysis has often been distorted by sexist assumptions (Acker, 1977; Acker and Van Houten, 1974; Brown, 1976; Kanter, 1975, 1977; Oakley, 1974). Prior to the industrial revolution, the family economy operated as a cohesive unit; typically all family members, regardless of age or gender, were engaged in productive labour (Tilly and Scott, 1978). Given gendered expectations, along with a gendered opportunity structure (Browne and England, 1997), we, therefore, assume that Women would benefit from arrangements providing the most family-related resources and Supports in terms of both economic capital (e.g. income, security) and social capital (e.g. less time on the job, a supportive supervisor). Wethington and Kessler (1989) found women with high employment commitments were more vulnerable to distress (see also Mirowsky, 1996). Nowadays women have more freedom in choosing the path for their future and they may decide whether or not to combine career with having children. Womens increased share of the labour force has prompted businesses to respond to their family needs by providing flexitime, or flexible work schedules (Wiatrowski, 1990). Bergmann 1986 highlights that middle class women are having fewer children; their labour force participation is now less responsive to their position in the family cycle. In fact as stated by Robinson, 1988 Women still do much more housework and family care than men, but the hours women spend performing these duties have been declining, particularly among younger women. The entrance of women of all ages into the labour force in the second half of the twentieth century has created another period of structural lag (Moen and Yu, 2000). However although there has been effort done to increase diversity, female employees still face the glass ceiling when it comes to the top management jobs. The glass ceiling is according to Maume,2004 a failure of women or a certain minority groups in climbing up the corporate ladder, despite seeing the top jobs but still not reaching them due to the discriminatory barriers. The expectations from the womens family and from the society may sometimes affect the decisions of women in their career objectives which may act as a barrier. The society sometimes treats women differently. Sometimes often careers are cut short because of for instance maternity leave which takes women out of the workplace for months at a time where the company needs to move on. However, over the last years there was a change in the perspective that women are not as effective as men and this was highlighted in the Economist Men -Tomorrows second sex. A One Chief Executive Officer of a large Mauritian multi-national stated recently: Women have done really well here and moved on. Ive never come across sexist views. There are some really good assertive women role models here. Women want to progress and peoples attitudes have changed. Women in hospitality Woods and Viehland (2000) found that although practitioners and researchers were concerned with females status in hotel management, only a few empirical studies examined this topic. Whether the issue has been scrupulously studied or not, relevant literature clarified that it was widely debated (Mann and Seacord, 2003; Del Sesto, 1993). In UK, the tourism sector was one of the area where there was the fastest growth and in the 80s three quarter of this growth was womens who were the most represented mainly in partime jobs ,insecure, low status and clerical post. Recent years have seen an emergence of studies that explore mobility, the role of women in the labor force and the expansion of the internationally hospitality workforce (Baum et al,2007 ; Devin,Baum,Hearns,Devine2007a,2007b;MatthewRuhs,2007).Today tourism presents both the opportunities and challenges for gender equality and womens empowerment. (Global report on women in tourism 2010). Females contribute a significant proportion of the labor force in several countries awareness of the factors and the constraints that might affect their participation is increasingly required for their managers ( Burrel et al, 1997). The participation and involvement of women in tourism sector is being encouraged and womens participation has increased directly and indirectly in tourism industry also Boxall and Purcell,2003 states that the career ladder within hotels is predicated on the conventional employment models of continuous employment and linear progression. (Bagulley, 1990, Hicks 1990; Jordon 1997 ; Wood 1992) Identify that the tourism and hospitality sectors are dominated by women and managed by men; in fact it is very common as the service sector is largely populated by women and they are more present especially at the lower level. Women are important to the hospitality labour market ( Doherty 1997). In many of the literature review it has been observed and declared by many authors that women are key participants in the tourism labour market ( Ashley,Roe and Goodwin 2001;Jameison 2003) ,although there is a belief that women tend to be disadvantaged in this sector as few women occupy the senior executive positions and those that do receive less pay ( Iverson,2000 ; Jordon 1997 ; Ng and Pine 2003 ; Skalpe,2007; Zhong and Couch,2007). However, we can put forward assertion was that girls are now outperforming boys at every level in school and closing the gap at university level. Women in fact predominate in the growing service sector, while men are trapped in declining heavy industries the sugar industry is an example (In Mauritius) and that employed men are no longer attractive marriage partners. (Tulsidas Naraidoo, 2011) It has been found that women are more likely to fill part time roles , 54% of female working in the sector work part time, compared to 46% of man-according to women case for change-executive summary 2010. Beyond the rapidly increasing numbers of female entering the workplace (Mc Dougal Briley 1994), we cannot neglect womens contribution in tourism development as for instance nowadays the proportion of women graduated in the sector is increasing at a rapid rate. Women are acknowledged as key participants in the tourism labor market (Ashley, Roe and Goodwin 2001; Jamieson 2003). According to Kate Purcell the womens jobs fall predominantly three categories: Contingently- gendered jobs which happen to be mainly done by women but for which the demand for labour is gender-neutral. Women work in such jobs as a result of employers pursuit of economic advantage rather than gendered preferences; they want cheap workers, and women particularly, married women seeking part time work have historically been available for employment for lower average rates of pay than men; partly reflecting their status as component rather than breadwinner. Crompton and Sanderson[8, pp. 155-8] sextyped jobs, where sexuality or other attributes assumed to be sex-related are explicit or implicit parts of the job specification In the hospitality industry it is a clichà © that the right kind of personality is a more important employment prerequisite than formal qualifications[13,14]. Where Filbys[16] finding that personality tends to be used as a synonym for sexual attractiveness and/or gender-specific tacit skills and attributes. He was told by a male manager he interviewed that recruitment of female staff was informed by a height for weight principle It has been noted that for some front house jobs it is essential to have a certain type of woman which, when pressed, he defined as ideally between 21 and 26, with long legs and a good figure. This is because the the customers expect it. This remark was highlighted by many other authors as Adkins [17, p. 109]). Patriarchally-prescribed jobs where patriarchal practice determines and prescribes appropriate job incumbency. Patriarchal prescriptions, though, is a distinct and equally powerful tendency, deriving from largely unarticulated understandings that male dominance in the home and in the public sphere and womens dependency are normal and that these norms derive from natural differences between the sexes. Bell and Newby have identified that there is thee is the deferential dialect between male and female often, as reinforcing womens economic dependency on men by providing opportunities for component waged jobs[10] which the HCTC[3, p. 37] note, without irony, appeal to women who wish to combine the opportunity to earn an income with their domestic responsibilities. The more higher level and very well paid the post is, the more likely it will be filled by a man, even though , women may be greater in number in the industry. Gender roles play a great role for womens low involvement in direct tourism business in one hand and on the other hand many employers of this sector think that women cannot continue the job due to their social and biological reproductive responsibilities. Such attitude of the employers about women may be due to the discriminative nature of the patriarchal system of the society. Tourism provides good opportunities for female employees contribution and participation in the tourism employment. Womens entrepreneurship as well as their leadership is important. Female employee in the tourism sector earn low pay and they are sometimes under utilised and under represented. However tourism offers positive pathways to the female success in tourism. The global report on women in tourism 2010 by UNWTO and UNIFEM (now UN Women) findings were as follows: 1. Women make up a large proportion of the formal tourism workforce. 2. Women are well represented in service and clerical level jobs but poorly represented at professional levels. 3. Women in tourism are typically earning 10% to 15% less than their male counterparts. 4. The tourism sector has almost twice as many women employers as other sectors. 5. One in five tourism ministers worldwide are women. 6. Women make up a much higher proportion of own-account workers in tourism than in other sectors. 7. A large amount of unpaid work is being carried out by women in family tourism businesses. Research indicates that religion, culture, and society can influence womens employment (Constance 2005; Feldmann 2007; Foroutan 2008; Read and Oselin 2008; Read 2004) and also a good example is in the context of Malaysia, Amin and Alam (2008) also found that religion significantly influenced a womans decision regarding employment. However religion may not be the only factor discouraging women of working in hotels but also poor employee facilities and the absence of childcare facilities available in the country (Dayal and Didi 2001). 2.2.1 Women contribution to the hospitality industry Women are acknowledged as key participants in the tourism labor market(Ashley, Roe and Goodwin 2001; Jamieson 2003). The tourism sector is very labour intensive; it provides different jobs opportunities from high skilled jobs to unskilled jobs. However Women are often concentrated in low status, low paid and precarious jobs in tourism industry as quoted in the global report on women in tourism 2010. According to Garavan etal., 2006;Woods and Viehland, 2000, senior managers are predominantly male; women middle managers are in housekeeping, front desk, personnel and training and conference and banqueting, whereas male managers are in finance and control, property and security and purchasing the latter more likely to lead to the general managers job also as stated in the report of the fifth UNWTO international conference on tourism statistics the apparent rate of women in the sector seems also to be related to the cultural issues, especially for employment in housekeeping, laundry, food preparation, guest services and so on. Many countries have a high presence of the feminine labour force in tourism t his is because of the high demand of unqualified workers, especially for young women. Initially in the other hand females describe themselves much less satisfied than males in the hospitality sector. In America more than 50 % of the people who are employed in the tourism sector are women. According to Edgell, one in every fifteen people all over the world is employed in tourism sector and half of them are women. In the third world women constitute the basement of employment in tourism sector because they may work part-time, seasonally and without full salary. However, the industry plays a very important role for the education and independence of women. Since tourism is a hospitality industry, the role of women is looked upon as significant and the trend of women participation is considerably increased since the mid of 70s. According to World Tourism Organization, in tourism business 51 percent are women (MOT/UNDP, 2006). Barriers face by female employees in hotels Even though women are important for the tourism sector, barriers to the advancement of female employees continue to persist; literature has singled out societys stereotypes and prejudices against women in positions of power (Catalyst, 2002, 2005). In fact a number of possible barriers to womens career advancement have been identified (Brownell 1993), including: the glass ceiling based on gender discrimination lack of role models an absence of mentoring opportunities exclusion from informal networks gender discrimination and sexual harassment (Knutson and Schmigdall, 1999) From Richard Martell and Christopher Parker view it is stereotype which acts as a major barrier to women, they stated that women lack characteristics most needed to succeed and consequently were often judged to be less qualified than men. However from the executive summary of the case for change: Women working in hospitality, leisure, travel and tourism 2010, identify five other key barriers which according to them appear to be most significant in preventing women advancement to senior roles in the sector: the difficulty of combining work at senior roles with caring responsibilities a dominant masculine organisational culture preconceptions and gender bias lack of networking and exclusion from informal networks of communication Lack of visible women in senior positions. What can be noted is that all the authors writings upon the barriers that stop women advancements are quite the same basically. It resemble in the sense that for example the lack of example of women at senior post, the stereotype at work or even the lack of networking. There is a serious need today to establish what kinds of work women may perform and if there are any barriers to their full integration and to identify policies and practices which might be helpful for employers who wished to make better use of their female workforce. (Tulsidas Naraidoo, 2011). ). However Woods and Kavanaugh (1994) according to whom gender discrimination was an invisible barrier that kept women from reaching top positions in many management circles There are other barriers identified also for instance: Other authors have cited the old boy network (Brownell, 1994a; Diaz and Umbreit, 1995); Women may have to work twice as hard and do twice as good a job in order to warrant a promotion (Brownell, 1994b, Gregg and Johnson, 1996). Moreover Sekam 2000 sited that for family reason as well as organisational demands become to both working women and their organisation that fail to tap the full potential of experienced women thereby becoming less productive themselves. Family constraints is another barrier that women can faced it can be perceived ad a function of a females commitment to and actual involvement in duties associated with parental ,marital and homemaker roles on one hand and the amount of support she receives from her spouses and relatives on the other ( Chin-Ching 1992).Sometimes in some countries in hotel industry part-time or of informal work is the flexibility it can give to women who may be required to spend more time wo rking in the home (with family or care responsibilities). (ILO report). On the other hand some research indicates that religion, culture, and society can influence womens employment (Constance 2005; Feldmann 2007; Foroutan 2008; Read and Oselin 2008; Read 2004). 2.3.1 Segregation in the hospitality industry The theories of occupational segregation on womens employment were first presented in depth by Hakim (1992). In fact the tourism industry has shown a wide adoption of segregational occupation (Crompton and Sunderson 1990). In the industry women frequently carry out the most undesirable and lowest status work ( Adid and Guerrier 2003; Korczynski 2002) Many authors have identified the factors which contribute to the professional marginalisation of women. The interlinked factors include gender stereotyping ( Heilman,2001) ; a lack a role model , mentors and peers for women in the workplace ( Noe,1988) and the glass ceiling ( Davidson and Cooper,1992; Reich 1995). Problems of gender domination include women workers crowded into a narrow range of jobs, lack opportunities for promotion and development and insufficient opportunity to develop a broad range of skills (Gardner and Plamer 1997; Haganand Jensen 1998). The Global report on women in tourism 2010, states that gender stereotyping and discrimination means that women mainly tend to perform job such as cooking, cleaning and hospitality. Vertical and Horizontal sex segregation has been shown to exist in the hotel industry ( Ludkins 1999). As in most organisations and occupations, there are male and female occupational groups vertically and horizontally segregated throughout large hospitality organizations and hotels themselves, reflecting economic and power differences. Many studies of gender segregation have focused on international country comparisons (Jensen et al., 1988, OECD, 1999) and industry and cross sectoral comparisons (Game and Pringle, 1983; Pringle, 1988). Segregation by gender results in individual costs to women workers in terms of narrower range of employment choices and opportunities along with lower pay but there are also broader economic and social costs. It is contended that gender segregation of the workforce inhibits flexibility in responding to pressures of structural adjustments and prevents expanding national skills bases resulting in a less competitive economy. (OECD, 1991) The sexual division of labour resulting in the domination of industry sectors, organisations and professional by one gender is argued to be a major factor shaping workplace relations. (Game and Pringle, 1983; Burton, 1991) In general, gender inequality in the labour market is closely connected to educational and professional, both vertical and horizontal, segregation. The labour market is divided into womens jobs and mens jobs, and women find it hard to access managerial posts. (HCT ILO REPORT). Stockdale (1991, p.57) has defined occupational sex segregation as existing where the jobs, that women do are different from those done by men ( horizontal segregation) and women work at lower levels than men in the occupational hierarchy ( vertical segregation). It is still the case that relatively few women achieve management roles in the service areas and as a consequence few make to general management positions. This segregation within the management ranks impacts adversely on the pay of women managers and their influence in this field. Tulsidas Naraidoo, 2011. 2.3.2 Sexual issues in hotels. Urrys[18] observation that such the service and commercial industry involve the sale of an experience, where the quality of the social interaction, including the visual presentation of interactive service workers, is an intrinsic part of the service itself. If women are routinely seen as (indeed, employed as) sex objects, what implications does this have for their career development opportunities, as individuals and as a category? Interactive service jobs in hospitality, tourism and leisure, exemplify occupations where gender (and indeed, sexuality) are explicit aspects of the job. In fact tourism is associated with freedom and relaxation that have traditionally been visualized in marketing and PR with images of attractive young women. (HCT ILO REPORT). Woods and Cavanaugh (1999) stated that almost one-quarter of both males and females agreed that most women in the hospitality industry had been subjected to sexual harassment at work. The ILO report that women are, more often than men , faced with precarious types of jobs, violence at work, stress and sexual harassment. It is a fact that when working in the hotel industry the service worker must be socially attractive and friendly with the customer . An author even gave an example of a young girl who was told on starting waitress to wear her skirt as short she would feel comfortable. The main characteristics of the sexual issues are obviously the sexual harassment on the place of work that is at the hotels. Woods and Kavanagh (1994) found that hospitality managers perceive sexual harassment to be pervasive within the industry.In many customer contact roles in the service sector, sexiness is a part of the role itself, the job flirt is encouraged as a part of the service style (Hall, 1993) and there may be a thin line between selling the service and selling sexuality. The hospitality industry can be susceptible of having incidents odf sexual harassment due to the ambiguity of hospitality service , that is , the odd working hours as well as the conditions of work. 2.3.3 The gender role stereotyping perspective in hotels. Stockdale (1991, p.57) assumption about the segregation and stereotype the assumption that people in particular jobs and the jobs themselves have the characteristics of only one gender. Women in the hospitality industry are widely employed in subordinate jobs for their nurturing and/or sexual attributes. Moreover differential treatment of women has been reported in recruitment, pay and career development prospects (Brown, 1979). The reason for the different treatment is the gender role stereotyping perspective. In fact women have been socialized to adopt attitudes and behavior that are in conflict with the demands of a successful managerial career (Schein, 1973, 1975; Terborg, 1977). Sinclair (1997) found that women have been excluded from some occupations within the tourism industry due to traditional ideologies of gender and social sexuality which is very stereotyped. Stereotyping can have negative impacts to womens advancement in the workplace, since negative stereotypes of women influence how their workers perceive them, how their other colleagues perceive their work, their selection for further training and development, and finally, the rapid pace they move in their career. Athought there are such stereotyping in the industry, studies show that female students are more committed to careers in hospitality and tourism and seem to better fit success in this sector than do their male classmates and colleagues (Kuslavan and Kuslavan, 2000; Burke et al., 2008). The female employees must be able of wearing two different hats one at work and one at home 2.3.4 Breaking of the Glass Ceiling in the Hospitality industry. The term was earlier used by Morrison et al. (1987) in their fascinating book Breaking the Glass Ceiling: Can Women Reach the Top of Americas Largest Corporations? That gave new insight to the issues women face in their journey through the executive echelons of the corporate organizations and Maume 2004, stated that glass ceiling is the failure of women and other minority groups in climbing up the corporate ladder, despite seeing the top jobs, but still not reaching them due to discriminatory barriers, is what many think of as glass ceiling. There have been many studies about the breaking of glass ceiling of women in each and every industry. Cotter et al. (2001) profound description of the term as a specific form of generic inequality existing at the apex of hierarchy contradicts others (Reskin and Padavic, 2001; Maume, 2004) claiming its existence in lower levels and working class jobs. Cotter et al. (2001) three criteria for the glass ceiling occurrence suggest that it occurs when despite similar credentials women (and minorities) face barriers in their career advancements, it also occurs when due to limited promotional prospects; women are discouraged from the initial placement on the job ladder, thus raising mens numbers to survive till the top levels and lastly, while organizations may be willing to pay out high salaries to women, they still hesitate to place them in positions where they can make an impact on organizations profitability, therefore, glass ceiling is created. The glass ceiling as in every industry affected also women in the hospitality industry. It has been highlighted by many authors that the industry is a female dominated industry however it is manage by men. Among the reasons for the glass ceiling phenomenon such as the lack of role models, mentoring, networking options, and the complexities of the dual role as working woman and housekeeper (Crampton and Mishra, 1999), literature has singled out societys stereotypes and prejudices against women in positions of power (Catalyst, 2002, 2005). According to Frank (2006 do find evidence that gay/bisexual men suffer from glass ceilings comparable to those faced by heterosexual women (p. 485). Existing management resistance must be offset by the multiplier effect of more female role models advancing beyond the glass ceiling. 2.3.5 The promotion issues in hotels. Like the retail services, tourism and hospitality are sectors which are highly dominated by women however managed by men (Bagguley, 1990; Hicks, 1990; Jordon, 1997; Wood, 1992) Sometimes men get more privileged than women these differentials were reinforced by differences in fringe benefits, with men in the commercial hospitality sector significantly more likely than women to be entitled to valuable perks such as company cars, free or subsidized meals, low-cost housing, private health insurance, company share ownership schemes and product discounts. . Many authors tend to attribute the finding that males are promoted more frequently and rapidly than equally qualified females to the influence of gender based stereotypes (Owen and Todor, 1993; Cordano et al., 2002; Tomkiewicz et al., 2004). The hospitality business, therefore, provides fewer opportunities for promotion that are sufficient to meet the expectations of females (McCuddy et. al., 2010). 2.3.5.1 Women in management level in Hotels Ludking (1999) notes the lack of women in general manger positions despite the high percentage of women in college and university hospitality programs. Although women are now graduating in higher numbers than men from educational institutions (Fagenson and Jackson, 1994) and more women are entering the paid workforce (Hind and Baruch, 1997) and taking up managerial roles (Parker and Fagenson, 1994), the poor representation of women at senior management level continues. Pursuing a managerial career in every industry requires skills and competencies imparted to men as a social group. Employees and managers holding this type of stereotypic view are likely to perceive women as ineffective managers in job positions incongruent with females more traditionally passive gender role. (Schein, 1973, 1975, 1978; Rosen and Jerdee, 1974; Powell and Butterfield, 1979; Brenner et al., 1989; Schein et al., 1989; Schein and Mueller, 1992; Schein et al., 1996; Heilman et al., 1995; Powell et al., 2002). It is not hard to find in the western context where patterns of gender inequality persist in leadership positions even with womens increasing visibility in the lower echelons of management (Weyer, 2007). Ezell et al. (1981) measuring the effects of having being supervised by a woman on perceptions of female managerial competence found significant differences only in the area of the motivation of a woman to manage. In the present study, direct contact could not help in suppressing gender stereotypes. By June 1996 only three of 72 Hong Kong Hotels had female general managers (Pine 1997). Womans desire for advancement into a senior-level leadership position becomes more difficult because of the prevalent traditional role assumptions (Schaap et. al., 2008). Moreover, research conducted in the U.S.A. indicates that, even in America, a disproportionate low number of highly educated females attain executive status in the industry (Li and Leung, 2001). The career ladder within hotels is predicated on the conventional employment models of continuous employment and linear progression (Boxall and Purcell, 2003). Some literatures state that the recruitment and selection processe may not be transparent. Both may be likened to an invisible web that works against women (Green and Cassell, 1996; Lan and Wang Leung, 2001; Rees and Garnsey, 2003). 2.4.1 Harassment at work An additional negative aspects to womens work in hotels is that they are subject to high level of sexual harassment from both guests and peers due to their low status and low-educational levels ( Poulston 2008). Research by Eller (1990) clearly indicates that more men and women experience sexual harassment in the hotel industry than do individuals in society-at-large. Today in many hotels there are a high level of female employee of gender discrimination and sexual harassment. 2.5 Inequality issues in hotels. Research shows the different ways in which tourism can contribute to economic growth, poverty reduction and community development. However, less attention has been paid to the unequal ways in which the benefits of tourism are distributed between men and women, particularly in the developing world. Gladys Acosta, UN Women Director for Latin America of the newly-establish UN agency UN Women, pointed out that womens contribution to the tourism sector is often invisible. According to Purcell and Quinn (1998) that it is a fact that in the early career stages, female hospitality graduates received lower pay, fewer fringe benefits and less intrinsic job satisfaction. However Woods and Kavanaugh (1994) according to who gender discrimination was an invisible barrier that kept women from reaching top positions in many management circles. There also continues to be wide discrepancies in remuneration between the genders (MunËœ oz-Bullo ´ n 2009; Tugores 2008. The hospitality sector has an important role: it should respect the equality of men and women; they should promote human rights and more particularly the individual rights of the most vulnerable groups, notably children, the elderly, the handicapped, ethnic minorities and indigenous people. ILO report (Development and challenges in the hospitality and tourism sector 2010). Kinnaird and Hall (1994) comment that women fulfill the majority of jobs in tourism, especially those which are poorly paid, low skilled and part-time also it is to be noted that in the tourism sector unskilled or semi-skilled women tend to work in the most vulnerable jobs, where they are more likely to experience poor working conditions, inequality of opportunity and treatment, violence, exploitation, stress and sexual harassment. (ILO ) Carli and Eagly (2001) observe that, although womens status has improved remarkably in the twentieth century in many societies, women continue to lack access to power and leadership compared with men (p. 629).

A Future Teacher’s Philosophy of Education Essay -- Teaching Careers E

A Future Teacher’s Philosophy of Education Education and children have always been a big part of my life. Education was always stressed upon in my house by both parents. It has never been an issue whether or not my brother and I would go to college; it has been a known fact that we would both attend college. With both of my parents being educators, education and children have always been very important in my upbringing. All my life, I have been around children, whether it has been babysitting, tutoring, working at a daycare, or just interacting with the children at my mother’s elementary school. Since I have spent so much of my life around people who work with children, it has become more and more evident to me, that I really want to become a teacher. After I complete my undergraduate degree in elementary education, I plan to start teaching right away and start working on my master’s degree during the summer. I plan to receive a master’s degree in school counseling at a college or university in the northeastern part of the US, since that is where I would like to teach. I personally believe that having an education is very important. For this reason, and since I like to help children, I think that I would make a good teacher and eventually a good school counselor. As a teacher, I want all my students to know that they can succeed and they can do anything they aspire to do. I want my students to know they are each unique in their own ways. I think that it is important for me to give all my students an equal opportunity to learn. I hope to promote better self-esteem in my students. I hope that my students see me as a person who really cares about them and about t... ...believe. As for an overview of what I hope my classroom will look like, since I will be teaching in the lower grades, I would like my classroom to be visually entertaining (fun and colorful) so that my students will be eager to enter my classroom. I want my classroom to be visually entertaining; however, I do not want it so visually entertaining that it will distract my students from the learning process. My students will not sit at individual desks but rather at tables of four or five. Children have always been a major part of my life and through teaching they always will be. I feel the philosophies that I will bring to my classroom will help me to leave a lasting impression on those I teach, just as my parents have done. The only difference from my parents will be that I will be using modern knowledge and techniques in my endeavors.

Christmas History :: essays research papers

Christmas History The word Christmas comes from the old English "Cristes maesse" meaning Christ's Mass. The Holiday celebrates the birth of Jesus Christ. The actual birthday of Jesus is not known; therefore, the early Church Fathers in the 4th century fixed the day around the old Roman Saturnalia festival (17 - 21 December), a traditional pagan festivity. The first mention of the birthday of Jesus is from the year 354 AD. Gradually all Christian churches, except Armenians who celebrate Christmas on January 6 (the date of the baptism of Jesus as well as the day of the three Magi), accepted the date of December 25th. In American/English tradition, Christmas Day itself is the day for opening gifts brought by jolly old St. Nick. Many of our current American ideals about the way Christmas ought to be, derive from the English Victorian Christmas, such as that described in Charles Dickens' "A Christmas Carol." The caroling, the gifts, the feast, and the wishing of good cheer to all - these ingredients came together to create that special Christmas atmosphere. The custom of gift-giving on Christmas goes back to Roman festivals of Saturnalia and Kalends. The very first gifts were simple items such as twigs from a sacred grove as good luck emblems. Soon that escalated to food, small items of jewelry, candles, and statues of gods. To the early Church, gift- giving at this time was a pagan holdover and therefore severely frowned upon. However, people would not part with it, and some justification was found in the original gift giving of the Magi, and from figures such as St. Nicholas. By the middle ages gift giving was accepted. Before then it was more common to exchange gifts on New Year's Day or Twelfth Night. Santa Claus is known by British children as Father Christmas. Father Christmas, these days, is quite similar to the American Santa, but his direct ancestor is a certain pagan spirit who regularly appeared in medieval mummer's plays. The old-fashioned Father Christmas was depicted wearing long robes with sprigs of holly in his long white hair. Children write letters to Father Christmas detailing their requests, but instead of dropping them in the mailbox, the letters are tossed into the fireplace. The draft carries the letters up the chimney, and theoretically, Father Christmas reads the smoke. Gifts are opened Christmas afternoon. From the English we get a story to explain the custom of hanging stockings from the mantelpiece. Father Christmas once dropped some gold coins while coming down the chimney. The coins would have fallen through the ash grate and been

Sir Gawain - An Ideal Symbol of Chivalry Essay -- Sir Gawain and the G

Sir Gawain - An Ideal Symbol of Chivalry The chivalric code is a very complex, and perhaps somewhat foreign concept to a modern person. There are many rules and taboos that a knight must obey. Indeed, the very concepts of honor, love, and humility have been raised to the highest conceivable power, making it almost impossible for a mortal to become a true, perfect knight. Sir Gawain, in the passage [Norton, 1535-1622] of Sir Gawain and the Green Knight, proves himself to be an ideal symbol of chivalry. One of the symbols of knighthood is a lady of knight's heart; knight's behavior with ladies is important in general, and Sir Gawain behaves as a true knight with the hostess of the castle. Another important side of being a knight includes the skill of carving an animal, and that is also described in the passage. One aspect of being a knight is choosing a lady of his heart. The knight is supposed to perform noble tasks in her honor, thus glorifying her name. Love is knight's inspiration for all of his actions, and when he thinks he has done enough glorious deeds, he comes back to his lady. If his lady is kind enough, she will marry him, unless she is already married. In the passage, the host's wife tries to seduce Sir Gawain. However, she is not the lady of his dreams, and since Sir Gawain follows the principle -- "to remember a knight is to reflect goodness in everything he does, for that is what makes a knight honorable, " he politely turns her offer down. It is possible that Sir Gawain refuses hostess' charms because he is afraid of her husband; however, with the whole story evolving around Sir Gawain's nobility, it is highly unlikely that this is a reason for him. Sir Gawain does this in a way that does not make the ... ... are riveting in their strict observance. The chivalric code is full of rules for the knight's conduct in any situation, one example of which is hunting and carving animals. There is, however, one central idea that every knight is a servant; a knight is the one who does only good in the name of love and never brings dishonor to anyone. In this second test, Sir Gawain proves to be a true knight when he is tempted by the hostess of the Green Castle. So far nothing can turn him from his path, for he is a true knight. SOURCES Sir Gawain and the Green Knight. Norton Anthology of English Literature. Ed. M.H.Abrams, et.al. Volume 1. New York: W.W. Norton & Company, 1993. 200-254. Sir Gawain and the Green Knight. Ed. J.R.R.Tolkien, E.V. Gordon. Oxford: Clarendon Press. 1967. Online. Internet. Available HTTP: http://www.hti.umich.edu/english/mideng/index.html

African American Civil Rights – Short Essay

African American Civil rights The African American people were the real winners of the Civil Rights Movement. For nearly two centuries blacks had little to no civil liberties whatsoever. In a country that was founded and declared by our founding fathers as a nation â€Å"†¦for the people, by the people, and of the people† African Americans were not even considered as fellow citizens. A century of slavery and half a century of Jim Crows segregation laws, the African American people were finally victorious when the civil rights act of 1964 and the Voting Rights act of 1965 were passed.The Civil Rights Act of 1964 outlawed major forms of discrimination against racial, ethnic, national and religious minorities and women. Congress finally asserted their authority to regulate interstate commerce under Article One (section 8). Their duty is to guarantee all citizens equal protection including African Americans under the laws of the Fourteenth Amendment. Also the fourteenth Amend ment protects voting rights under the Fifteenth Amendment, which prohibits the government from denying any citizen the ability, or right to vote based on race or color. For so long African Americans have been held back due to slavery and Jim Crow laws.After Plessy v. Ferguson (1896) racial segregation was necessary in all public facilities under the doctrine of â€Å"separate but equal†. The fact of the matter is that whites and blacks were never equal, just separate. Jim Crow laws were adopted throughout the south to alienate black citizens and physically separate African Americans and whites. These laws institutionalized segregation of African Americans and whites and did not allow access use of the same schools, hospitals, prisons, public parks, housing communities, and even restrooms. Lets remember these facilities were completely unequal.The white facilities were obviously more luxurious in every way, and throughout the whole country it was obvious that in no section bla cks were treated equal. The most important goal of these laws was to keep blacks from voting. Whites realized that once blacks were able to vote freely they truly were equal to every citizen. The best way they kept blacks from voting was through literacy tests. Through all the efforts whites were putting to keep blacks from voting they have been successful allowing less than 10% of blacks voting in the south in 1910. These segregation laws stayed until Brown v.Board of Education (1954), which overturned the ruling of Plessy v. Ferguson. The decision stated that separate educational facilities are inherently unequal. It was realized after this that racial segregation was ruled a violation of the equal protection clause of the Fourteenth Amendment. This decision paved the way for integration in the south and throughout the United States and was a major win in the civil rights movement. Blacks were most successfully when they were organized. The organized bus boycott, sit-ins, freedom rides, and march on Washington brought national attention to the war on civil rights.Martin Luther King Jr. led these events; his â€Å"I Have a Dream† speech is world famous now due to the significance of the civil rights movement. These demonstrations were pivotal for the African American community in declaring their liberty. Finally when the Civil rights Act of 1964 passed along with the Voting Rights Act of 1965, discrimination because of race was outlawed and any color human being could vote. Blacks were finally free and were the true winners of the civil rights movement 1950s and 1960s. They were finally equal and there rights were fully instilled. (Sources: The Logic of American Politics)