Define Marriage Essay - 1840 Words

Name: Chunxian Huang How might we usefully define marriage in universal cross cultural terms? Marriage, which is one of the most vital relationships of human beings, is a bewildering subject in people’s lives because it is hard to define, especially in the cross cultural terms. Cross cultural, according to the fourth edition of the American Heritage Dictionary of the English Language (2000), is defined as â€Å"the interaction of differing cultures, or a comparison†. This means that people in cross cultural terms may need to find ways to respect other cultures. In such case, people have chances to understand the other civilization, to make acquaintances with people from multifarious†¦show more content†¦States Lucile (1977:64), â€Å"one very significant norm in our society holds that marriage is a permanent union with exclusive sex rights†. In other words, marriage enables people to have sex with their spouses stably rather than being blamed for having sex activities with others. Therefore, people have more stable and legal sexual relationship i n marriage than others. An example of this point is that usually sex is associated with marriage for the Nuer in Sudan and they play sexual games to imitate the daily life of marriage (Evans, 1990). This means that for the Nuer, stable sexual relationship is vital for their marriages. According to Opperheimer (1990), sexual relationships need stability and marriage provides the necessary stability. Therefore, it is reasonable to believe that the stability of sexual relationship is one of the vital factors for marriage thus people can define marriage from the perspective of stability. Moreover, the social factors of marriage are family responsibilities and relationship in a family or between families. In Lucile (1977)’s opinion, â€Å"parenthood is usually expected to follow marriage†. Some people get married because they need to undertake the duties of procreation for their clan. In China, as an old saying goes, â€Å"There are three ways to be unfilial, the worst is not to produce offspring† (Mencius, 372-289B.C). It shows that the stability of the reproduction of families was very important.Show MoreRelatedWhat Does It Truly Mean? Essay1151 Words   |  5 Pages What is marriage? What does it truly mean? For me personally, marriage is best defined as a legal act of love between two people who vow to be as one until death do them part. It is a special day of celebrating an everlasting union between two people and their families. It is a life long commitment. It is loyalty, security, trust, and respect. Marriage is forever. To help me better define the meaning of the word †marriage†, I looked it up in several dictionaries. To my surprise, not one includedRead MoreDefinition Essay Marriage838 Words   |  4 PagesWhat is the Definition of Marriage? What is the definition of marriage? Over the years, the word marriage has been challenged from its current definition as listed in Merriam-Webster s Dictionary as an act of marrying or being married between a man and a woman. Marriage can also be defined in the Oxford Dictionary as the formal union of a man and a woman, typically recognized by law, by which they become husband and wife. The word marriage becomes a special type of bond between two people thatRead MoreA Happy Marriage By Fawn Weaver994 Words   |  4 Pages A Happy Marriage: New York Times Bestselling Author, Fawn Weaver, points out that The greatest marriages are built on teamwork. A mutual respect, a healthy dose of admiration, and a never-ending portion of love and grace† (Weaver). The quote helps give examples on what defines a happy marriage. According to the Oxford Dictionary, the word happy is defined as feeling or showing pleasure or contentment and the word marriage is defined in this context as The legally or formally recognized unionRead MoreRelationship Between China And China850 Words   |  4 Pagesin China are worried that they will not find the perfect husband by the time they get too and the choices become slim. The Western part of the world may view marriage and love differently than the standards of a married couple in China. Many people in the Western part of the world look for love in marriage while in China, the aim is marriage and not true love. Chinese’s parents fear a lot for their daughters as they too go out and t ry to connect their daughters with a future husband by connectingRead MoreThe Joy Luck Club By Amy Tan Essay913 Words   |  4 Pagesfour mothers and their daughters were impacted by their tradition and beliefs. In the traditional Asian family, parents define the law and the children are expected to follow their requests and demands; respect for one’s parents and elders is critically important. Traditions are very important because they allow us to remember the beliefs that marked a whole culture. Marriage arrangement is one of the Chinese traditions that we learn during the course of the movie. Lindo Woo said: I will meet myRead MoreThe Freedom Of The Free Love Movement Essay1582 Words   |  7 Pagesshould be up to that individual. Free lovers challenged the dominant ideology at that time and pushed boundaries of religion and politics. Marriage during the colonial period was closely linked to reproduction due to the heavy influence religion had on European settlers. However, as they became introduced to Native American cultural practices of marriage their once held beliefs shifted. This shift correlates with the change in a consumer/ industrial society. Religion moved out of the bedrooms andRead More Interview With Pakistani Essay1595 Words   |  7 Pagesfather. Through my interview of Moe I learned quite a bit about Moe, his culture and his religion. In our interview, Moe illustrated three important concepts of anthropology, 1) religion, 2) social structure and 3) enculturation. Anthropology defines religion as a set of rituals rationalized by myth that mobilizes supernatural powers to achieve or prevent transformation of state in the nature of people. Moe’s religion is that of Islam, and through our interview I learned that he is very proudRead MoreMarriage Is A Spiritual Act1282 Words   |  6 PagesMarriage is a Spiritual Act F irst, we must understand that marriage is a spiritual act. Two specific references in the Old Testament gives us proof that Israel was portrayed as God’s wife; see Jeremiah 2-3 and Hosea 1-3. Also, the Church is referenced heavily in the New Testament scriptures as the bride of Christ; see Ephesians 5:25-27 and Revelations 19:7-9, 21:1-2. Review these scriptures and view the spiritual act of marriage. Learn how God viewed Israel as His bride, how He treated HisRead MoreDecision Making1296 Words   |  6 Pagestwo perfect couples. with the 7 decision making process solve the problem.    The 7 decision making processes are:    1. Define the problem 2. Identify limiting factors 3. Develop potential alternatives 4. Analyze the alternatives 5. Select the best alternatives 6. Implement the decision 7. Establish a control and evaluation system Introduction A perfect marriage may be an illusion although the people involve may be perfect individual in their own right. This situation may arise becauseRead MoreEssay On Rites Of Passage1505 Words   |  7 Pagesperson passage from one identity to the next† (Robins, Cummings and McGarry 2016, 61). Marriage is the 15th and most important rite of passage in a Hindu’s life (Holme and Bowker 1994, 72). This rite of passage is known as â€Å"vivaha† and the rituals conducted during the ceremony vary from each region in India. â€Å"Satpadi† translates to â€Å"Seven Steps† and is the final ritual of the â€Å"vivaha†. This occurs during the marriage ceremony of one s life where the bride and groom tie a piece of their clothing together

The Meaning of Heart of Darkness in the Post-Colonial...

The Meaning of Heart of Darkness in the Post-Colonial Climate Since its publication in 1899, Joseph Conrad’s Heart of Darkness has rarely been disputed on the basis of its literary merits; in fact, it was long seen as one of the great novels of the burgeoning modern era, a sort of bridge between the values and storytelling styles of the waning Victorian period and those of the modern era (Gatten), and regarded a high-ranking space amidst the great literature of the century, if not the millennia (Mitchell 20). Conrad’s literary masterpiece manages references to other great literature, universal themes which cut to the heart of philosophical questions of the innate goodness or evil of man, and historical references such as the†¦show more content†¦If Conrad’s intention was to foster debate – or, indeed, disgust –concerning European colonialism, it is ironic that his novel, in the post-colonial era of today, has become the centerpiece of heated debate about the allegedly racist nature of its language and the greater implications of his view of race in light of the fall of colonialism and what most consider a great awakening of sorts in areas of the West’s views on race (Kuchta 160). That is, it is ironic that Conrad’s supposedly anti-colonialist work has earned the distinction of a reputation as representative, in modern academic circles, of a grossly outdated (not to say politically incorrect, in the extreme), highly colonialist and racist mentality. In fact, a cursory search of internet and other resources in today’s era is unlikely to produce many, if any, writings on Conrad and Heart of Darkness that are devoid of mention or focus upon the fixation of race and racism of which Conrad is accused. This was almost certainly not the case during at least the first fifty years following the publication of the novel, at which time most writing would have certainly focused primarily upon the literary techniques and considerations of human nature which Conrad employs. The debate, however, is almost impossible to avoid today. All of this debate began in earnest, of course, with Chinua Achebe’s 1974 essay, An Image of Africa: Racism in Conrads Heart of Darkness, in which Achebe accusedShow MoreRelatedEthnocentrism: with Whom Resides the Heart of Darkness?790 Words   |  4 PagesEthnocentrism 1 Ethnocentrism With Whom Resides the Heart of Darkness? Antonio Arevalo James Campbell High School Ethnocentrism 2 Abstract This paper discusses Heart of Darkness, Joseph Conrads most acclaimed novel, and attempts to determine what the heart of darkness that Conrad speaks of is. I found, through my interpretations, that the heart of darkness is the ethnocentrism that Europeans maintained in the age of colonialism. More specifically, this ethnocentrism broughtRead More The Lie of Imperialism Exposed in Literature Essay3048 Words   |  13 Pages If postcolonial literature is the â€Å"process of dialogue and necessary correction,† of misconceptions concerning colonialism, then a comparative study of colonial and postcolonial works is essential for attaining a full understanding of the far-reaching effects of European imperialism (Groden and Kreiswirth 582). 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They might have come out successful again and again, but they did not lose heart.9 Inaccurate transcription mutates words, as spelling errors are ‘corrected’ incorrectly. Sometimes it is possible to guess the original text; ‘Boring’ was probably ‘boredom’ in the below, a very common mistake in Bangladeshi English. In our boringRead MoreOrganisational Theory230255 Words   |  922 PagesNeo-modernist organization theory: surfing the new wave? Postmodernist organization theory: new organizational forms for a new millennium? Postmodernism as a philosophy: the ultimate challenge to organization theory? Reflective organization theory: symbols, meanings and interpretations R eflexive organization theory: critical theory and psychoanalysis The evolution of management as reflected through the lens of modernist organization theory Perspectives and challenges 2 54 100 148 198 242 282 330 382 432 Read MoreLangston Hughes Research Paper25309 Words   |  102 Pagesand Mary Reed. 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Health and Safety Culture at Workplace

Question: Discuss about the Health and Safety Culture at Workplace. Answer: Introduction The case discusses about the various health and safety hazard faced by the workers working in Sopranos Smallgoods, which is a family managed company situated in Bundoora, Victoria. They serve Australian market with a wide variety of assorted meat products, cured using traditional Italian recipes. The workforce at the factory level plays a very important role in the production process required to meet the demand of such large market segment. In any organization the decision and policy making authority lies in the hands of top level management and implementation of these has to be looked after by the middle level personnel. The CEO of Sopranos Smallgoods has been quite concerned about the safety of their workers and has taken all necessary steps to ensure a safe working environment but negligence can be seen on the part of the managers and supervisors who are not monitoring the factory workers. As it is the responsibility of the employer to provide a secure workplace, system and plant to their workforce. An unsafe working environment will risk the lives of the workers and not only increase the financial burden on the organization but also affect their goodwill in the industry. Responsibilities of an employer The employer should disclose all the risks associated with the job to the employee. Proper information, instruction, training and supervision are required to ensure the health and safety at the workplace. Appropriate safety measures such as fire exits, fire extinguisher, clean workplace, and proper safety signs, posters educating the importance of healthy workplace practices should be displayed (CCOHS, 2017) Adequate hygiene facilities at the workplace such as clean toilets, purified water, clean eating areas etc. should be checked. Employees should be provided with training and instruction to deal with accidents and injuries (Worksafe Victoria, 2017). Insurance and workmens compensation should be provided By organizing regular health checkups, the possible health risks can be detected and treated among employees. A health representative should be appointed to keep a check on safety rules being followed by every individual (Safework Australia, 2017). Safety Culture The term refers to a combination of certain attributes and characteristics in an organization and individual that helps to identify and address safety issues according to their level of significance (IAEA, 2017). The employees are committed and dedicated to adopt various safety practices for the overall well-being of an organization. Safety culture has been given less importance in many organizations until there are some serious accidents and injuries takes place and people dont know how to deal with it. This cannot be developed overnight; it is a complex process. (IOSH, 2017) The first move has to be taken by the top level authority which includes formulation of strong and effective policies and procedure along with allocation of resources needed for the implementation of such policies in the organization (CANSO, 2017). The responsibility of implementing such policies should be handed to such a person who is action oriented and has strong leadership skills so that they can explain the importance of developing a safety culture and motivate them to participate actively (IOGP, 2017). Elements of strong safety culture There are certain elements which are required in an organization in maintaining a strong safety culture: Informed culture: In this the organization knows about their safety culture, they continuously reviews their safety performance time to time by taking employees feedback and updating their safety policies accordingly. Reporting culture: The employees are aware about the organizations safety policies and they feel responsible to give their views and suggestions without hesitation to the management regarding safety issues faced by them. Learning culture: In this the organization learns from their past experiences and tries to fix existing loopholes in their safety policies and procedure. Flexible culture: The environment is dynamic, same policies and set of actions cannot be suitable for every situation. So, the management should be flexible enough to adopt a course of action in any situation of hazards and accidents and be prepared for the future. Just culture: The employees working in the organization knows the line between acceptable and unacceptable behavior. They report unacceptable behavior and in return they are being rewarded. On the other hand unacceptable behavior is dealt with fair and just manner (Reasoning, 1998). An organization can improve its safety culture by identifying the stage at which they are operating in the safety culture model. The organization should identify the stage at which they are operating and take actions accordingly to improve and progress ahead in the model. Safety culture model involves 5 stages of making an effective safety culture. The stages are: Emerging, Managing, Involving, Cooperating and continuous improvement. At the emerging stage the organization not concerned about the concept and importance of safe environment, resulting into unavoidable accidents and injuries. Management should get alert about their responsibility of promoting a safe behavior among employees; they should frame effective policies and ensure its implementation. The second stage involves following the safety rules and regulations on the part of the workforce to avoid any accidents. Employees should not only stick to the rules but also get aware about their personal safety responsibilities. At the third stage involvement of workers in the managements initiative of creating a safe workplace can be strongly seen. At the fourth stage employees can relate to the vision of the management, they are willing to take an extra effort in maintaining a safe environment. They also motivate there workfellows to adopt a safe behavior. At the last stage the strong safety culture is created and continuous effort is done to improve the sam e by regularly updating and reviewing the safety policies and procedures by the management (Keil, 2017). Benefits of safety culture to the organization The benefit of having a strong safety culture in an organization is that each and every employee feels responsible about the safety issues existing in an organization and will report it to the concerned authority; as a result necessary steps can be taken to avoid any accidents and injuries in future. There will also be less accident cases as the employees will adopt safety practices, which will further lead to low absenteeism rate resulting increase in the overall productivity of the employee. Presence of strong safety culture gives employees a psychological satisfaction about being safe and secure at the workplace. The perception and attitude of employees with respect to management will change. The turnover rate of the organization will be low and employee retention ratio will be high. Employees morale will also increase. A secure workplace and a concerned management will give individuals a high job satisfaction. The goodwill of the organization will increase in the society as they will not face any law suits. The financial burden will also minimize as they dont have to spend on the healthcare facilities and insurance cover will also be less (Barling and Frone, 2004) Benefits of safety culture to the employees Employees will be able to work in a safe and secure workplace which increases their self-esteem. The stress level will also lower down; as a result they will be able to deliver their best to the organization. Several incentive based programs are conducted to motivate safety behavior in an individual so apart from learning healthy safety habits they can earn monetary and non-monetary rewards too. Components of effective safety culture Safety Policy- There is a commitment from the side of the top level management to make the organization hazard free place for the employees. Nobody can foresee the future, but the risk of accidents and injuries can be prevented by making appropriate policies and procedures. This authority lies in the hands of senior level authority; they should state clear safety objectives to be followed in their mission statement. The work doesnt stop here; the management should get their policies audited and make changes accordingly. Safety Risk Management- Safety professionals should be hired to identify the possible hazards that can occur at the workplace, assessing the degree of risk and then take safety measures accordingly. Safety Assurance- Safety Assurance refers to continuously reviewing the existing policies and standards for improving safety culture and minimizing risk. This can be done with the help of auditors and he alth inspectors. It is recommended that a third party should be hired to audit the workplace safety because they will be able to provide a better and honest verdict regarding any changes to be done in the policies (Federal aviation industry, 2016). Safety Promotion: The management should make every employee accountable for promoting and practicing safety behavior among their coworkers. This can be done by organizing training sessions and seminars in which awareness about workplace health and safety can be generated (OHS, 2017) Recommendations The top level management of the Sopranos Smallgoods only consists of the members of the Sopranos family. They are involved in making meat products and the work is totally factory oriented. The risk of including a professional at the senior level who has the full knowledge about the safety practices to be followed will not only ensure a safer environment but will also increase the efficiency of the management decisions. However if the family members are not interested in hiring someone from outside their management committee, they can form a body of safety professionals having the required qualification which may include health safety executives, safety engineers, coordinators and risk analysts. These professionals will help in analyzing and anticipating risks and design a protocol to be followed in case of any emergency (Newnam, et al., 2016). Also, assigning the job titles such as safety manager or safety buddy to the employees working in the organization will make them feel respons ible and accountable for a promoting a safe behavior among their coworkers and also they will motivated . In case any accident still takes place, a team of experts will be there to handle the situation by providing necessary aid at the first place (Safework Australia, 2017). The careless attitude of frontline managers and supervisors are clearly visible as they are least concerned about the safety practices being followed by the workers at the factory or not. This may lead to fatal workplace injuries; as a result the organization will have to pay heavy loss compensation. This can be prevented by designing an incentive and reward based safety programs. They can be in both monetary and non-monetary terms. While giving performance appraisal not only the productivity of the employee should be kept in mind but there safety habits should also be evaluated (Bernardin, Kane Wiatrowski, 2013). Giving rewards such as monthly gift vouchers, acknowledging safe behavior of employee in front of their coworkers etc. The management should make sure that the benefits of these rewards and incentive should be extended to all the level of the organization in a fair and just manner irrespective of the position of the employee (Beus, McCord Zohar, 2016) A benefit of having a reward system is that it will increase the morale of employee and give them a sense of recognition, promote safe working habits; employees will report more unsafe practices as a result accidents can be prevented, workers compensation claims will also reduce resulting in lowering down the financial burden on the organization. The auditor appointed by the sopranos family noticed many instances where the safety measures were not following properly. The most commonly used machine in smallgoods industry to chop meat pieces are mincers or shredder. Many a times the shredder is not guarded and they are often blocked with meat chunks, workers try to remove the chunks with their bare hands and end up losing their hands or fingers (AMIEU, 2017). In order to avoid such severe injuries it is very important to follow safety measures such as isolating and guarding the equipment and employing competent operators to operate complex machines. Safety signs should be put at all places and frightening messages should be posted near all dangerous equipments. It is the responsibility of employer to provide personal protective equipments to all the workers working in the factory such as gloves, safety glasses and shoes, earplugs, hard hats, respirators, or coveralls, vests and full body suits. The auditor also found out that t he forklifts were not used properly (HSE, 2017). Tipping over of forklifts are very common, major reasons being overloading (BMPA, 2014). Proper information regarding safe handling of such equipment should be provided by professionals to the workers so that the accidents can be avoided. A first aid kit should be kept ready in case of any medical emergencies ( Worksafe queensland, 2017). While recruiting new people in the organization the HR should not only evaluate them on the basis of their qualifications but also see how concerned and aware they are about their own as well as organization's safety. Psychometric test is the most suitable and commonly used method in analyzing the safety behavior of individuals. It consists of set questions regarding safety practices (Psychometrics, 2015). When new workforce is being hired they should be engaged in an induction program which involves explaining the safety culture of the organization and to be accountable for safety behavior at the workplace. The management should also invest in training sessions and seminars organized by safety professionals in which the workers both new and existing will learn to work on complex machines, they will also identify possible workplace hazards and get trained to deal with such situations in case of an emergency (Australian government, 2016). Employees should also have knowledge of person al protective equipment and know how to use them correctly. The method of training may be on the job training, classroom teachings or group discussions. Training sessions at regular time intervals will not only increase the workplace safety awareness among employee but also lower down the accidents rate.(HSE, 2017) Conclusion Safety policies and procedures are mere a written document if they are not reviewed and monitored timely. Management should conduct regular safety audits to ensure an effective safety culture. The auditor examines the condition of the work environment and includes any changes needed in the safety policies in the audit report. This audit report is then presented to the senior level authorities and they make necessary changes to ensure a safe working culture (Friend Kohn, 2017). Apart from auditing, inspection is also important. Inspection can be done by managers or any health safety executive. They can come uninformed at the factory just to check that whether proper safety rules are followed or not on the part of the workers. Factory equipment's should also be inspected on monthly basis. The inspection and audit report help the safety committee to identify the loopholes in their safety policies and prevention of any workplace hazard or injury (OSHA, 2004) By the above report it can be concluded that a strong safety culture proves the commitment of management towards safe workplace practices. A safe working environment not only minimizes the risk of injuries and accidents but also motivate employees to work productively and help the organization in achieving their goals and objective. Safety driven initiatives not only affect the current performance of the organization but they also help in maintaining the goodwill of the firm. Its high time that Sopranos Smallgoods should keep a strict eye on their health and safety practices otherwise the company may face serious troubles such as employees leaving the organization and joining the rival firms where better safety procedures are followed. They may face law suits and heavy compensation which may affect their reputation in the society. Workplace safety should be considered as an integral part of the organizations vision and mission statement and this vision cannot be achieved without the cooperation of every individual working in the organization. References CANSO (2017) Safety Culture Definition and Enhancement Process. Civil Air Navigation Services Organisation, Amsterdam. Retrieved from https://www.canso.org/ on 17 January 2017. Reason J. (1998) Achieving a safe culture: theory and practice. Work stress. Retrieved from https://aml-safety.com.au/AMLstores/_images/pdf-files/21may09-JReason.pdf on 17 January 2017. CCOHS (2017) Health and safety guide for human resource professionals. Canadian Centre for Occupational Health and Safety, Canada. Retrieved from https://www.ccohs.ca/products/publications/pdf/samples/humanresources.pdf on 17 January 2017. Friend A.M. Kohn P.J. (2007) Fundamentals of Occupational Safety and Health, 4th edn. The Scarecrow Press, UK. Worksafe Victoria (2017) Employer rights and responsibilities. Worksafe Victoria, Victoria. Retrieved from https://www.worksafe.vic.gov.au/laws-and-regulations/employer-rights-and-responsibilities on 17 January 2017. Safework Australia (2017) Leadership and culture. Safework Australia, Australia. Retrieved from https://www.safeworkaustralia.gov.au/sites/swa/australian-strategy/action-areas/leadership-culture/pages/leadership-and-culture on 17 January 2017. IAEA (2017) Safety culture. International Atomic Energy Agency, Austria. Retrieved from https://www-ns.iaea.org/tech-areas/operational-safety/safety-culture-home.asp on 17 January 2017. IOSH (2017) Promoting a positive culture: A guide to health and safety culture. The Institution of Occupational Safety and Health, UK. Retrieved from https://www.iosh.co.uk/ on 17 January 2017. IOGP (2017) Shaping safety culture through safety leadership. The International Association of Oil Gas Producers, London. Retrieved from https://www.ogp.org.uk/pubs/452.pdf on 17 January 2017. The keil centre (2017) Safety culture model. The keil centre, Australia. Retrieved from https://www.keilcentre.co.uk/products-services/safe-people/safety-culture/safety-culture-maturity-model/ on 17 January 2017. AMIEU (2017) Safety tips for meat workers. Australasian Meat Industry Employees Union, Australia. Retrieved from https://ohs.amieu.asn.au/files/2012/08/safety_tips_english.pdf on 17 January 2017. HSE (2017) Incentives and rewards for health and safety. Human and safety executive, UK. Retrieved from https://www.hse.gov.uk/construction/lwit/assets/downloads/incentives-and-rewards.pdf on 17 January 2017. OHS (2017) Building Workplace Safety with Rewards and Recognition. Occupational health and safety, Dallas. Retrieved from https://ohsonline.com/Articles/2014/06/01/Building-Workplace-Safety-with-Rewards-and-Recognition.aspx on 17 January 2017. Worksafe Queensland (2017) Forklift safety reducing the risks. Workplace health and safety Queensland, Queensland. Retrieved from https://www.worksafe.qld.gov.au/__data/assets/pdf_file/0005/82535/forklift-safety-reducing-risks.pdf on 17 January 2017. OSHA (2017) Osha law and regulations. Occupational safety and health regulations, US. Reytrieved from https://www.osha.gov/law-regs.html on 17 January 2017. Australian government (2016) Workplace health safety. Retrieved from https://www.business.gov.au/info/run/workplace-health-and-safety on 17 January 2017. BMPA (2014) Health and Safety Guidance Notes for the Meat Industry. British meat and processing industry, London. Retrieved from https://www.bmpa.uk.com/_Attachments/Resources/971_S4.pdf on 17 January 2017 HSE (2017) Personal protective equipments. Human and safety executive, UK. Retrieved from https://www.hse.gov.uk/construction/lwit/assets/downloads/incentives-and-rewards.pdf on 17 January 2017 Federal aviation administration (2016). Safety management concepts. Retrieved from https://www.faa.gov/about/initiatives/sms/explained/components/#safety_policy on17 January, 2017. Barling. J Frone R.M (2004). The psychology of workplace safety. Retrieved from https://www.researchgate.net/profile/Michael_Frone/publication/259754713_The_Psychology_of_Workplace_Safety/links/570d52ff08ae3199889bbe3e.pdf#page=22 on 17 January, 2017. Bernardin. J.H, Kane, S.J Wiatrowski. M (2013). Performance appraisal. Retrieved from https://books.google.co.in/books?hl=enlr=id=QgsMvvLspPQCoi=fndpg=PA257dq=performance+appraisalots=liC-KS4kovsig=-R755dMlWBZwOhKVcmg3wJyQqwU#v=onepageq=performance%20appraisalf=false on 17 January, 2017. Beus. M.J, McCord. A.M Zohar. D (2016). Workplace safety: A review and research synthesis. Retrieved from https://journals.sagepub.com/doi/pdf/10.1177/2041386615626243 on 17 January, 2017 Foran. C, Goode. N. Griffin. M Newnam. S (2016). Defining Safety Communication in the Workplace: An Observational Study. Retrieved from https://www.iscrr.com.au/__data/assets/pdf_file/0006/497706/068-Defining-Safety-Communication-in-Workplace.pdf on 17 January, 2017. Psychometrics (2015), Worksafe predictor. Retrieved from https://www.psychometrics.com/assessments/worksafe-predictor/ on 17 January, 2017.

Employment Discrimination Race/Ethnicity/Color/National Origin/Religion

Introduction Race discrimination is â€Å"employment discrimination against a person because of his or her race, which includes African Americans, Asians, Caucasians, Native Americans, and Pacific Islanders† (Cheeseman 22). Color discrimination is â€Å"employment discrimination against a person because of his or her color, for example, when a white skin person discriminates a dark skin person † (Cheeseman 23).Advertising We will write a custom essay sample on Employment Discrimination: Race/Ethnicity/Color/National Origin/Religion specifically for you for only $16.05 $11/page Learn More National origin discrimination is â€Å"employment discrimination against a person because of his or her heritage, cultural characteristics, or the country of the person’s ancestor† (Cheeseman 23). Religion discrimination is â€Å"discrimination against a person solely because of his or her religion or religion practices† (Cheeseman 23) . The following cases pertain to the various discriminations mentioned above. Jury Grants PBSO Sergeant $262,000 in Segregation Case A jury ruled in favor of Sergeant Beverly Ellis by awarding her $262, 000 after proving that Palm Beach County Sheriff discriminated against her in terms of the race. The suit, initiated in 2008 was not the first case when Ellis had raised the issue of discrimination. In the year 2001, Ellis reported about her supervisor to the department of discrimination, however, it brought no fruit, thus forcing Ellis to report the matter to the U.S. Equal Employment Opportunity Commission. Segregation allegation against Bus System thrown out The U.S. Equal Employment Opportunity Commission threw out a discrimination allegation brought by a former staff of Lakeland Area Mass Transit, also known as Citrus Connection. Rita Wages filed the complaint on January 19, 2012 after her dismissal in December 2011. She had served the company for three years. When complaining, Wages underlined the fact that she was fired from her work place as a result of â€Å"violating federal health information privacy laws at the time she was on medical leave† (White) Further, she said that a junior staff harassed and put her under stress by humiliating her in terms of her age, gender, religion as well as race. She also claimed that Lakeland Mayor had encouraged a Ledger to print falsehoods about her in an article dated back to March 2011; it however, resulted in the fact that the former executive director, Danny Ours, started to displayed favoritism towards Wages. Tom Philips, Citrus Connection’s executive director said that she had to be fired because of reorganizations due to some minimizations in the budget of the organization. Wages was advised to file a petition with the federal or state court within 90 days, which she did not though.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 1 5% OFF Learn More West Point Discrimination Suit Settled A federal race discrimination lawsuit was settled on a day when there was the jury’s seating. Four police officers filed the lawsuit based on racial discrimination. The Board of Selectmen and the four officers came to terms, which were confidential though the two parties would share the cost of the jury. The four were former Captain Romelle Matthews, officers Tim Campbell, Jerem Dubois and Jessie Anderson. Their attorney, Jim Waide of Tupelo, was sacked; the rest supported him as well since their attitude towards former Chief Steve Bingham was loyal, who lost his job soon after the majority board assumed office. The decision made by court consisted in blaming Matthews of his official complaint to EEOC, and in the fact that Campbell and Dubois could not be helped and promoted, as they were whites. Kearney says she experienced constant at NCAA In a lawsuit filed with federal and state agencies, a former Longhorn women’s track coach Beverly Kearney, said she had gone through a very hostile job environment for more than a decade and claimed that the Texas’ Athletic Department was against her based because of her race and gender. She also said that she had been mistreated by the school for talking against discrimination. The complaint was filed with the Texas Workforce Commission and the U.S. Equal Employment Opportunity Commission. Kearney resigned knowing that she would be sacked soon for the incorrect behavior with one of her athletes in the year 2002. The unfavorable work environment included insubordination by administrative assistants and failure to receive salary increment as scheduled. Property: Suit Claims Discrimination A supervisor with the Civilian Complaint Review Board accused a top official at the agency of racial discrimination that she claimed resulted in the supervisor being passed over for a promotion in favor of a white male colleague, according to a lawsuit f iled in the federal court in Manhattan. Winsome Thelwell alleged that a former CCRB deputy executive director of investigations, Laura Edidin, displayed her as an angry black woman and tried to create an image that Ms. Thelwell was not a competent manager. It further reveals Ms. Thelwell had a clear work record, and had steadily received promotions under former executive directors. Lastly, the lawsuit claims that Ms. Edidin created a position to elevate a white man with less experience than Ms. Thelwell. The man succeeded Ms. Edidin in August 2012. Howard Police Officer Sues Department, Claims Racial Discrimination On December 6, 2012, a woman at Howard County Police officer took the department to court and her senor for segregation based on race in the U.S. District Court. Pfc. Lisa Burgess, of Gwynn Oak in Baltimore County, initiated the civilian lawsuit against her senior, Sgt. Jennifer Reidy-Hall, as well the department.Advertising We will write a custom essay sample on Emp loyment Discrimination: Race/Ethnicity/Color/National Origin/Religion specifically for you for only $16.05 $11/page Learn More The woman was blamed for performing poor since the beginning of October 2010. Burgess, who is still working, although not under the supervision of Reidy-Hall’s command, wants to get $400,000 for the damages received undergoing such tortures. When expressing her dissatisfaction, Burgess, who said she was the only black officer in her squad, claimed she was not given her due pay raises because Reidy-Hall wrote â€Å"false, misleading and exaggerated† statements in her employee performance evaluations (Rankin). The lawsuit comes after the U.S. Equal Employment and Opportunities Commission (EOCC) closed its file on the charge. The EOCC accepted the Maryland Commission on Civil Rights results that indicated there was no possible cause of allegations of segregation. As per the findings, 103 of the 447 officers serving in Howa rd County Police are minorities. Sixty-seven of those 103 are black, 27 sworn supervisors, and rank of corporal and beyond are rated as minorities (The Baltimore Sun) Kennesaw triumphs in provoking email lawsuit The city of Kennesaw triumphed in a claim initiated by four white employees who alleged that they were unfairly punished due to inappropriate emails. The 11th U.S. Circuit Court of Appeals in Atlanta â€Å"maintained a lower-court judge’s ruling to throw out the case initiated in 2010† (Rankin). The court discovered that the white plaintiffs did not avail enough evidence of segregation and failed to prove that similarly located African-American and Hispanic staff got better treatment. The four employees were some of the over twenty city staff discovered to have gone against a policy, regarding email accounts being used for offensive goals, like racial attacks. In 2009, two African-Americans’ government workers and a former government staff born in Korea had taken the city to court over racial attacks. â€Å"Their lawsuit alleged that city email accounts were being used to send racially offensive messages† (Rankin). The case agreed for $1.8 million.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Later, a lawsuit was initiated and it was discovered that 23 staff went against the email policy over five times. There were 20 whites, 2 blacks and a Hispanic. All of them got or were set to get discipline, but one of the two black and the Hispanic was away on medical leave at that time and were not at work, as the 11th Circuit ruling said. Out of the 20 people of the staff, four initiated a lawsuit, citing unfair treatment. The court decided it was proper for Kennesaw to establish its mail policy and that the city’s scrutiny was neutral regarding race as there was no glaring correlation between the race segregation suit initiated in 2009 and the punishment the four city staff applied. Conference Set In Reinhart Race Suit A teleconference was scheduled to determine deadlines in the federal lawsuit between Reinhart FoodService and a former employee, who claims he was fired from the company’s Coal Township facility in 2010 for his efforts to stop racial discrimination a nd a hostile work environment. Ramon Torres, whose parents came from Dominican Republic, alleges his fellow staff and seniors occasionally applied ethnic sentiments against blacks and Hispanics for the five years of service as a driver’s assistant for the period between September 2005 and March 2010. Torres alleges he was set to occasional moments of unfair handling and was also prevented from machinery and extra salary since he taught drivers how to maneuver routes, based on his Hispanic origin. He claims he was threatened with dire consequences should he give out information to the company offices. After he had reported to the seniors, the firm’s ethics hotline and corporate department, he was verbally offended and then sacked for fake reasons. Works Cited Cheeseman R. Henry. Contemporary Business and Online Commerce Law (7th Edition). London, Princess Hall, 2011. Print. Rankin Bill, â€Å"Kennesaw prevails in offensive email case†, Ajc.com. 2013 Web. The Balt imore Sun. Howard Police Officer charges sues Departments, Charges, Racial Discrimination, 2013. Web. White Gary. â€Å"Discrimination Claim against Bus System Dismissed†. The Ledger.com. 2013. Web. This essay on Employment Discrimination: Race/Ethnicity/Color/National Origin/Religion was written and submitted by user Rachael Grant to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.