Wednesday, September 2, 2020
Last test of the year - Essay Example Connelly (2010) gave numerous motivations to help his contention. He expresses that In his book Ã¢â¬ËCongressional GovernmentÃ¢â¬â¢ WilsonÃ¢â¬â¢s recommendation on American legislative issues were fragmented and were not completely advanced to a limited degree. Despite the fact that he expressed that Ã¢â¬Å"radical defectÃ¢â¬ (Connelly, 2010, 119) of the protected framework is division of forces he didn't handle or changed the major imperfection of detachment of administrative and official forces of American Constitution. Wilson proposed that Ã¢â¬Å"the solution for the grating of the detachment of forces can be found in the combination of gathering governmentÃ¢â¬ (Connelly, 2010, 119), anyway Connelly (2010) was of the feeling that he dismissed the division of powersÃ¢â¬â¢ probability for splitting. ... As indicated by Connelly despite the fact that Wilson was a decent government official and political researcher to bring up the deformities of the protected frameworks he did not have the recognition to comprehend its qualities (Connelly, 2010). Despite the fact that Wilson stood apart as a commendable rival to James Madison federalist see, addressed and raised the imperfections of pluralist framework, yet his concept of unadulterated gathering government was not doable under the arrangement of partition of forces anyway it may include been conceivable inside House of Representatives with greater part as indicated by Connelly (2010). In this manner Connelly opined that Woodrow WilsonÃ¢â¬â¢s venture was bound to disappointment. 2. By what method may Tocqueville clarify the goals of Piven and ClowardÃ¢â¬â¢s undertaking to particularly focus on the poor in voter enrollment drives? (least 300 words). Tocqueville (1838, 1) in his book Ã¢â¬ËDemocracy in AmericaÃ¢â¬â¢ expressed that Ã¢â¬Å"in United States even religion of the greater part of the residents is republican, since it presents the facts of the other world to private judgment, as in legislative issues the consideration of their fleeting advantages in deserted to the great feeling of the peopleÃ¢â¬ . He further expresses that republican thoughts are so charmed into Americans that they become propensities, feelings and eventually perceived officially as laws. To change republicanÃ¢â¬â¢s thoughts capturing the standards of American and its vote based system, Tocqueville (1838) recommends altering the entire society. He feels that it can happen just with reliable endeavors and arrangement of occasions over some stretch of time with inverse sentiments that can substitute this procedure. He likewise opines that in America, to crush the republican belief system a troublesome social procedure
Posted by Vickey Stclair at 2:27 PM
Saturday, August 22, 2020
An Outline of Analytical Psychology Essay Example An Outline of Analytical Psychology Essay An Outline of Analytical Psychology Essay Article Topic: Expository Expository Psychology is the school of profundity mental science dependent on the finds and develops of Carl Gustav Jung. Jung gave the broadest and most exhaustive situation of the human brain yet accessible. His Hagiographas incorporate a completely evolved hypothesis of the development and kineticss of the brain in the two its cognizant and oblivious aspects. an intricate hypothesis of character types and. a large portion of import. a full depiction of the general. native pictures concluding from the most profound beds of the oblivious brain. These native pictures are called firsts of the corporate oblivious. The last find has empowered Jung to delineate striking analogs between the oblivious pictures delivered by people in dream and vision and the cosmopolitan thought processes found in the beliefs and legends everything being equal. The develop of the corporate oblivious gives scientific mental science an additional measurement in contrasting and different schools of psychotherapeutics. It takes the hypothesis and example of psychotherapeutics out of the sole realm of unusual brain science and relates it to the entire history of the advancement of the human psyche in the entirety of its social indications. The example of scientific mental science in this way becomes non only a treatment for neuroticism yet close to a procedure for mental improvement appropriate to ordinary and unrivaled people. A theoretical. hypothetical introduction is unfamiliar to Jung who at any point endeavored to indict the reaction of the entire grown-up male. non simply the psyche. This introduction ought to hence be perceived as close to a planar investigation of a 3-dimensional world. Moxie: The clairvoyant vitality that coordinates and rouses the character is called drive. Intrigue. joining in and push are for the most part looks of drive. The charisma put resources into a given point is shown by how very it is esteemed. Drive can be changed or uprooted however non pulverized. On the off chance that the moxie connected to one item vanishes. it returns somewhere else. Moxie is the dynamism of the existence methodology showed in the clairvoyant area. The hypothesis of charisma is firmly associated with the law of antonyms. The techniques of the brain rely upon a strained quality and transaction between inverse posts. In the event that one side of a support of antonyms turns out to be excessively transcendent in the character. it is probably going to transform into its converse. This is called enantiodromia. A nonreversible witting mentality constellates its antonym in the oblivious. See JungÃ¢â¬â¢s take a stab at Psychic Energy ( 1 ) . Mental Types: Analytical mental science recognizes a few mental sorts. These allude to natural contrasts in mien which cause people to appreciate and react to life in various habits. There are two mentality types. the social butterfly and the loner. The outgoing individual is portrayed by a natural tendency for the charisma to motion outwards. connecting the individual with the outer universe. The outgoing person obviously and unexpectedly gives most prominent contribution and incentive to the article Ã¢â¬ individuals. things. outside accomplishments. and so on. The person will be generally comfortable and fruitful when working in the outside universe and human connections. also, will be ungratified and affliction at effectiveness when totally without diversion. Having little connection to the inside universe of emotion. the social butterfly will shun it and be given to deplore abstract worries as dismal or narrow minded. The thoughtful person is portrayed by a tendency for the moxie to transition inwards connecting that person with the abstract. inside universe of thought. phantasies and emotions. Most noteworthy contribution and worth is given to the subject Ã¢â¬ the inside responses and pictures. The contemplative person will work most acceptably when liberated from power per unit territory to oblige to outside fortunes. The person in question inclines toward their ain organization and is saved or awkward in enormous gatherings. Both thoughtful person and outgoing individual have the imperfections of their qualities and each will in general think little of the other. To the outgoing individual. the contemplative person seems self absorbed and retaining of himself. To the self observer. the outgoing individual seems shallow. timeserving and two-faced. Each individual has the two tendencies. be that as it may, one is regularly more evolved than the other. As a support of antonyms they follow the law of antonyms. In this manner. an over the top. nonreversible highlight on one disposition is probably going to take to the outgrowth of its antonym. The antonym. all things considered. since it is lacking and uniform. will glance in a negative. oil and unadapted signifier. In this way the most extreme outgoing individual will go a survivor of negative substandard invagination in the signifier of dejections. The most extreme self observer is probably going to hold scenes of habitual extroversion which are oil. ineffectual and unadapted to external world. In add-on to demeanor types. we other than recognize four guide types. The four essential mental maps are accepting. feeling. esthesis and instinct. Believing is the reasonable ability to development and integrate particular informations by organizations of calculated speculations. Feeling is the guide which decides esteem. The guide esteems and advances human connections. Sensation is that map which sees and adjusts to outer world by means of the faculties. Instinct is characterized as perceptual experience by means of the oblivious. that is. the perceptual experience of portrayals or choices whose start is unclear. These four maps organize themselves into two supports of antonyms: thought Ã¢â¬ feeling and esthesis Ã¢â¬ instinct. Albeit each individual has every one of the four maps conceivably available to them. in fact one guide is typically more to the full created than the others. This is known as the unrivaled guide. The one least created is the 1 that is generally unrefined and oblivious Ã¢â¬ the sub-par map. Regularly a second guide will hold accomplished significant improvement which moves toward that of the predominant guide. This is an auxiliary guide. Since any of the four maps might be unrivaled. we have the chance of four guide types: the idea type. encountering type. esthesis type. what's more, instinctive sort. The idea type is discovered more as often as possible in work powers than in grown-up females. The accepting typeÃ¢â¬â¢s mental life is concerned for the most part with the innovative action of normal articulation and the modification of all educational experience into these signifiers. To the evaluation that the individual is related to the idea guide and unaware of different maps. the idea will be given to be bossy and confine the full understanding of life. Since feeling will be the second rate map. its qualities will persevere through the most disregard. Human connections will be quickly relinquished in the event that they meddle with the conclusion articulation. The inclination type is discovered more as often as possible in grown-up females than in work powers. The turn of events and nutriment of individual connections is the significant reason. An affectability to human requests and an eagerness to run into them is its remarkable trademark. It discovers its most prominent fulfillment in reverberation with others. In its extraordinary. this guide type can be repulsive in its excessive emphasize on close to home issues. Since thought is the substandard guide. its ability for dynamic. indifferent decisions will be dismissed or denied. Thinking will be acknowledged only insofar as it plays a compliant capacity to the associations of encountering esteems. The esthesis type is portrayed by the top of the line variant to straightforward. common world. The person in question is substance to partner to life on its most straightforward footings without subtlety. consideration or innovativeness. The esthesis type seems steady and rough yet may miss originative glint. Vision and innovativeness. which could palliate this terrestrial area. are stocks of instinct. which is the second rate guide of this sort. The esthesis type. truth be told. will as often as possible censure instinctive looks as unreasonable phantasies and in this way be denied of seriously required raise now and again of mental profundity. The instinctive kind is spurred predominantly be a consistent conduit of new dreams and potential outcomes. gotten from dynamic instinct. The new. the unordinary and the distinctive are a constant temptation. The person in question much of the time sees unclear associations between things which appear to be isolated and inconsequential. The instinctive head plants in rapid jumps. which is here and there difficult for others to follow. When requested to proceed with all the more simple. the individual in question is arranged to go eager. conceivably sing listeners delayed in doing associations. This typeÃ¢â¬â¢s bombing lies in its sub-par esthesis map. The relationship to world might be hapless. The troublesome work required to pass on a chance into fact or to do an instinctive blaze all things considered acknowledged appears to be exorbitantly oppressive. The person in question may remain misconstrued with entrances. which on the off chance that they are to manage natural product. must be quietly evolved by others. The guide types are infrequently every piece distinct as would look by these portrayals. Regularly the advancement of an auxiliary guide will relax and alter the fresh highlights here depicted. In add-on. we have a farther intricacy. Blending to the demeanor type. every one of the guide types may hold either a thoughtful or an outgoing individual direction. In a perfect world. each of the four maps ought to be accessible to the individual so as to hold a total reaction to life experience. It is one of the parts of the bargains to pass on in to awareness and to help the advancement of the substandard lacking maps so as to approach mystic uprightness. Numerous battles in human connections and contrasts can be comprehended through the hypothesis of mental sorts. For case. Jung has clarified the distinction between the mental hypotheses of Freud and Adler on this balance. FreudÃ¢â¬â¢s hypothesis is concerned essentially with the individualÃ¢â¬ï¿½
Posted by Vickey Stclair at 10:35 PM
Texas Holdem Excellence How would we characterize chances to ourselves? Are they things that happen in light of the fact that they are assume to or are they things that were composed and measurements got them going. Chances and measurements assume significant jobs in pretty much every occasion throughout everyday life. They influence everything from who we wed and to what extent it keeps going directly down to what shoes we wear. These chances and insights are truly recognizable to everybody particularly in a round of Texas hold'em poker. The game has a few aptitudes included yet the chances despite everything apply to the kind of cards a player is managed so as to utilize his abilities. This poker game is new and is played by numerous however just aced by a couple. I happen to take a gander at myself as somebody who has aced the game. On Friday brad came up to me in school and inquired as to whether I was going to the competition this evening at his home. I reacted its Friday night what do you figure I will do. He at that point said Be there around 7 with the standard twenty dollar purchase in. Walking around the entire day with a major smile all over in light of the fact that in my mind I was believing that I have this thing wrapped up. I know there would have been at least fifty individuals at his home for the competition which was champ take all. The smile all over was from me recalling the most recent three weeks wherein I won the competitions without any problem. Later on in the day we were sitting in our English class talking some junk to one another. I said to Dan are you folks arranged to go down again today around evening time for the fourth waterway week. Dan reacted it is extremely unlikely you can win again the chances are against you, so you should be set up to get destroyed this evening. I snapped b ack Yes, they may be running out however the chances additionally express that I have a one out of 200 and fifty possibility of winning which I ... ... what's more, seventy five dollars, said Brad with an appearance less face. Call I intensely expressed realizing I was going to win, as the entire room fell quiet as they all panted for air. The stream card was a three which sat idle. This was the defining moment as we both turned our cards over. The champ of the cash was Justin Slesser expressed Brian while brad shook my had and withdrawn up steps. The competition began at seven and finished not long before eight in the first part of the day. There were numerous up's and downs in the competition, yet all things considered I was extremely cheerful and was only happy to go through the night with my poker pals simply like each Friday night. All my difficult work and hazard taking I beat the chances that my pal Dan set against me the day preceding. This demonstrates chances assume huge jobs in everything except for donÃ¢â¬â¢t be hesitant to face a challenge since somebody says the chances are against you.
Posted by Vickey Stclair at 4:00 PM
Friday, August 21, 2020
DLL and ActiveX Controls From a Delphi Application A well known component of DelphiÃ¢ is the undertaking sending of an application with an executable document (exe).Ã¢ However, on the off chance that the DLL or ActiveX controls in your venture are not enrolled on the usersÃ¢â¬â¢ machines, a Ã¢â¬Å"EOleSysErrorÃ¢â¬ will be shown in light of running the exe file.Ã To maintain a strategic distance from this, utilization the regsvr32.exe order line instrument. RegSvr32.exe Command Physically utilizing regsvr32.exe (Windows.Start - Run) will enroll and unregister self-registerable Ã DLL and ActiveX controls on a framework. Regsvr32.exe teaches the framework to endeavor to stack the segment and call its DLLSelfRegister work. In the event that this endeavor is fruitful, Regsvr32.exe shows a discourse demonstrating achievement. RegSvr32.exe has the accompanying order line options:Ã¢ Regsvr32 [/u] [/s] [/n] [/i[:cmdline]] dllname /s - Silent; show no message boxes /u - Unregister server /I - Call DllInstall passing it a discretionary [cmdline]; at the point when utilized with/u calls dll uninstall /n - don't call DllRegisterServer; this choice mustÃ¢ Ã¢ Ã¢ Ã¢ Ã¢ Ã¢ be utilized with/iÃ¢ Call RegSvr32.exe Within Delphi code To call the regsvr32 instrument inside Delphi code, utilize the Ã¢â¬Å"RegisterOCXÃ¢â¬ capacity to execute a document and trust that the execution will wrap up. This is the means by which the RegisterOCX strategy could look: strategy RegisterOCX; type TRegFunc work : HResult; stdcall; var ARegFunc : TRegFunc; aHandle : THandle; ocxPath : string; start attempt ocxPath : ExtractFilePath(Application.ExeName) Flash.ocx; aHandle : LoadLibrary(PChar(ocxPath)); in the event that aHandle 0, at that point start ARegFunc : GetProcAddress(aHandle,DllRegisterServer); in the event that Assigned(ARegFunc) at that point start ExecAndWait(regsvr32,/s ocxPath); end; FreeLibrary(aHandle); end; but ShowMessage(Format(Unable to enroll %s, [ocxPath])); end; end; Note: the ocxPath variable focuses to the Flash.ocx Macromedia OCX. To have the option to enroll itself, an OCX must execute the DllRegisterServer capacity to make vault sections for all the classes inside the control. Try not to stress over the DllRegisterServer work, simply ensure it is there. For straightforwardness, it is assumed that the OCX is situated in a similar organizer as where the application may be. The ExecAndWait line in the above code calls the regsvr32 instrument by passing the/s switch alongside the full way to the OCX. The capacity is ExecAndWait. utilizes shellapi; ... work ExecAndWait(const ExecuteFile, ParamString : string): boolean; var SEInfo: TShellExecuteInfo; ExitCode: DWORD; start FillChar(SEInfo, SizeOf(SEInfo), 0); SEInfo.cbSize : SizeOf(TShellExecuteInfo); with SEInfo do start fMask : SEE_MASK_NOCLOSEPROCESS; Wnd : Application.Handle; lpFile : PChar(ExecuteFile); lpParameters : PChar(ParamString); nShow : SW_HIDE; end; in the event that ShellExecuteEx(SEInfo) at that point start rehash Application.ProcessMessages; GetExitCodeProcess(SEInfo.hProcess, ExitCode); until (ExitCode STILL_ACTIVE) or Application.Terminated; Result:True; end else Result:False; end; The ExecAndWait work utilizes the ShellExecuteEx API call to execute a record on a framework. For additional instances of executing any record from Delphi, look at how to execute and run applications and documents from Delphi code. Flash.ocx Inside Delphi Exe On the off chance that there is a need to enroll an ActiveX control on Ã¢â¬â¹the userÃ¢â¬â¢s machine, at that point ensure the client has the OCX the program requires by setting the whole ActiveX (or DLL) inside the applicationÃ¢â¬â¢s exe as an asset. At the point when the OCX is put away inside the exe, it is anything but difficult to extricate, spare to plate, and call the RegisterOCX methodology.
Posted by Vickey Stclair at 8:17 PM
Normal Born Killers John Byers Philosophy is an ever-present factor in our regular daily existences. A decent measure of the data we get is polluted by ideological qualities. These qualities, exceptional to the wellspring of the data are windows or fortifications on their standings in regards to any number of themes. At the point when we get the current data it is then subject our own individual ideological convictions and qualities that we remain constant. Belief system in film is such a ground-breaking factor, that as I would see it is the greatest factor that ought to be consider while investigating the data of the film. All things considered movie is an immediate aftereffect of what somebody is ?appearing? you. What that individual is ?appearing? you is the thing that they need you to see and what they don't need you to see, corrupted by their own ideological standings. Oliver Stone's express left-wing film Natural Born Killers utilizes belief systems as a hidden topic being analyzed by the bi-polar classes of Relative versus Absolute, Secular versus Religious, and Outsiders versus Insiders. In this paper I would like to analyze and clarify the bi-polar classes with respect to belief system. In the film Natural Born Killers Woody Harrelson and Juliette Lewis are Mickey Knox and Mallory Wilson, two youthful, alluring mass killers in affection in Stone's wild-looked at parody on the American interest with lawbreakers. In the wake of murdering Mallory's evil guardians, the pair play out a custom marriage and take off on a special night executing binge that wipes out 52 individuals sought after by a terrible cop similarly as criminal. Savage t.v. journalist Wayne Gale (Robert Downey Jr.) reports everything they might do to a loving open. While superintendent Dwight McClusky (Tommy Lee Jones) is very much anxious to invite such superstars to his jail for his own benefit. The fundamental ideological articulation of Stone in this film is the thing that I thought made it so ground-breaking. Looking at the bi-polar class of Relative versus outright and the film I leave away as considering it to be a left-wing approach. Mickey Knox feels an equitable in his activities since he considers good to be as simply social shows. He does this by posing the inquiry, what's the contrast between creatures executing one another, us murdering creatures and him slaughtering others. In the film Mickey says the line ? many individuals are now dead, there only waitin' for their opportunity to arrived, I'm that time? a backs this up utilizing instances of the set of all animals. Who has the privilege to murder and how they practice that force is another ever present idea. Mickey's view is that media is the genuine evil spirit by abusing all the passing and decimation. This film likewise looks at the hero (awful cop) and exactly how great is that individua l himself. In contrasting the film with the bi-polar classification of Secular versus Religious I consider it to be a left-wing mainstream approach. Stone' assaults general strict convictions by indicating the inconsistencies inside itself and demonstrating them as simply social instincts. The film depicts Mickey as the heavenly attendant of death in exchange notice and examination all through the film. Stone goes as far to give him a red and dark supped up horse. Stone non-verbally passes on dark speaking to death, red speaking to abhorrent, and the colt vehicle speaking to the red pony in which the heavenly attendant of death rode. The purpose of executing being acknowledged on antiquated religion and glanced downward on much of the time in present day religion is raised. Additionally he shows religion as a controlling variable by saying it isn't right to execute and afterward murdering for ones religion and nation is good. The utilization of the bi-polar classification of Outside r versus Insider is obvious in this film. Left wing in that romanticizes the renegades/untouchables (Mickey and Mallory) in placing them in the job of the hero. The vast majority would be nauseated with the conduct these two have, however in the manner in which we are demonstrated their story we at last side with them. Belief system in film is such an amazing variable, that as I would like to think it is the greatest factor that ought to be consider while dissecting the data of the film. Utilizing belief system esteems and components Oliver Stone had the option to make an extraordinary film. I needed to watch it various
Posted by Vickey Stclair at 1:42 PM
Sunday, June 28, 2020
Sexual Harassment in the Workplace Introduction Equal Employment Opportunity Commission (EEOC) was established in 1975 and since this time sexual harassment has been one of its major issues that arise in the workplace on a day to day basis. Sexual harassment can be defined as unwanted sexual attention that would be offensive to a reasonable person and that negatively affects the work or school environment (Brandenburg 1997, p.1). The key word in this definition is unwanted. The EEOC has used its influence under the Sex Discrimination Act to support claims of sexual harassment at employment tribunals. It has also initiated investigation on organizations that had an excessive number of sexual harassment complaints. The guidelines by the EEOC about sexual harassment are defined as unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Bohlander Snell pg112) There are two types of sexual harassment quid pro quo harassment and hostile environment, in which the EEOC recognizes that, will elaborate on. We will also investigate the liability that is held by employers if sexual harassment is not recognized and how employers can prevent from being liable. We will also discuss how failure to adopt a pro-active and aggressive stance on this issue can result in costly lawsuits, and also be a loss of employee morale, decline in productivity, and an erosion of a companys public image. Review of Literature A Legal and Psychological Framework focuses on variety of points concerning sexual harassment. First of all, in the order for companies to act wisely they need to understand the whole issue of sexual harassment. They should consider the disturbing statistics behind an often hidden problem, the legal grounds available to victims, the current trends in the law, and the ways that companies can protect themselves. The Civil Rights Act of 1964 is an act that should be studied and acknowledged by all companies. It has made it illegal to discriminate on the basis of race, color, religion, age, national origin and sex. (Bladley Fishkin, 1998, p. 207). This gave birth to Title VII of the Act, which states that when a complaint is made, employers are obligated to investigate and take necessary corrective measures. In 1986, the Supreme Court held that employers can reduce the danger of being held liable for sexual harassment by establishing procedures calculated to encourage victims of harassment to come forward. Since then, almost 75 percent of companies with more than one hundred employees have adopted anti-sexual harassment policies. Most of those policies look very much like the Sample Antiharassment Policy reproduced in Barbara Lindemann and David Kadues Sexual Harassment in Employment Law, which first appeared in 1992. (Rosen, 1998, p. 25-35) If you are in management, now is the time to refine your sexual harassment policy so that it is in the spirit of your organizations values rather than written to the letter of the law, writes Rita Risser in a report in 1996 by Fair Measures Management Law Consulting Group. Your policy should go beyond [what the law forbids]. If you set your standards too low, one mistake by one supervisor could make you the next landmark case. Also, the EEOC accepts claims for conduct that clearly is not illegal. Since its costly to respond to such claims, its in an organizations best interest to minimize them. (Rosen, 1998, p. 25-35) Sexual harassment is embodied in two different forms and companies should be aware of them. The first type is Quid pro quo is a Latin term, which means this for that. It occurs when an individuals submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individuals submission to such conduct is made a term or condition of employment. It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment. A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits. Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees. A subordinate who submits and then changes his or her mind can still bring quid pro quo harassment charges against the alleged perpetrator. For example, a supervisor promotes a female employee only after she agrees to an after-work-date, the c onduct is clearly illegal (Bohlander Snell, 2007, p 112). Hostile Environment is the second form of sexual harassment. This occurs when unwelcome sexual conduct unreasonably interferes with an individuals job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or a get a promotion. Employers, supervisors, coworkers, customers, or clients can create a hostile work environment. A hostile work environment might include, repeated requests for sexual favors, demeaning sexual inquiries and vulgarities, offensive language, other verbal or physical conduct of sexual or degrading nature, sexually offensive, explicit or sexist signs, cartoons, calendars, literature or photographs displayed in plain view, and offensive and vulgar graffiti. SEXUAL HARASSMENT INTERVENTIONS Sexual harassment has an effect on people of all races, ages, and regardless of sex. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment and still today many organizations have failed to successfully implement adequate policies and procedures to address sexual harassment issues. According to the U. S. Equal Employment Commission, their agency received an increased number of filed grievances from 10,532 in 1993 to over 15,000 in 1998 (Ganzel 1998). U. S. Supreme Court rulings on cases such as Faragher vs. City of Boca Raton and Burlington Industries vs. Ellerth attempts to decrease the number of sexual harassment grievances filed with the EEOC and the court rulings are requiring employees to work in conjunction with their employer to resolve sexual harassment issues with the EEOC. This requirement places the responsibility on the employer to employ guidelines for preventing sexual harassment and it also places responsibility on the employee to follow the guidelines s et forth by the employer. In turn, the rulings are serving as a motivator to employers so that their action will be in compliance with federal laws. COMPANY POLICY It is important for companies to maintain effective compliance with the rulings of the Supreme Court. It is a requirement of all federally-funded organizations, as well as, schools to establish sexual harassment policies in writing, distributing the policies to employees, and to enforce the policies (Barrier 1998). Effective organizational policies on sexual harassment mush clearly identify (Ganzel 1998): 1)The behaviors constituting the harassment along with the companys intolerance of these behaviors 2)Channels employees must follow to report sexual harassment complaints to their supervisors or designated company representative 3)Strategies the company will follow in investigating and resolving a complaint to include confidentiality practices 4)Warnings that violation of the policy will result in punishments that could include dismissal Assurance that retaliation will not be allowed Good sexual harassment policies echo partnership among company executives, supervisors and employees, and among administrators, teachers and students. Sexual harassment is a demonstration of deeply held beliefs, attitudes, feelings, and cultural norms (Brandenburg 1997). It shows the abuse of power, a gender-power discrepancy, and sometimes power-related vengeance. Marjorie Fink, a national sexual harassment prevention trainer, attributes climate as a major element to guide prevention efforts (Trainer: Stop Bullying 1999). The climate in business and schools is unique. In some organizational climates, verbal teasing, dirty jokes, and sexual pictures may be the central behavior that mirrors sexual harassment; in other instances, improper touching, stalking, or shoving may be the behavior that reflects sexual harassment. As all members of a work organization or school become involved in establishing policy, these related issues can be more effectively addressed and behaviors pursued. GRIEVANCE PROCEDURES Companies and schools are finding internal grievances to be an effective tool to handle sexual harassment claims. Internal grievance procedures may save time, minimize emotional and financial expense, and be more sensitive to all involved parties (Brandenburg 1997, p. 53). In order to be effective, grievance procedures must include clearly defined informal and formal steps for employees to follow when submitting claims. Informal claims should specify how the harassed party should proceed with seeking advice or counsel about a proper response to the offending behavior. Also, informal claims should explain the process of mediation, negotiation, and problem solving that may be used to resolve the issue. In formal claim procedures, grievances are required to be submitted via writing and must present all related facts to the incident who, what, where, when, the scope of the incident, and the names of the individuals involved in the claim. Employees should submit sexual harassment claims immediately after the incident. It is also important for organizations and schools to specify the procedures that are required of employees or students to follow. Grievance procedures should also identify the party or parties to whom grievances must be submitted. According to the grievance officer model, all complaints are processed through a designated supervisor or officer; in the grievance board or committee model, grievances are submitted to a group (Brandenburg 1997). An advantage of the grievance officer model is that it includes one entry point for complaint submission. An advantage of this model is that is may require the harassed employee to deal with someone with whom he or she may feel uncomfortable with discussion the issue. The grievance board or committee model places the problem in the hands of many and has the disadvantage of requiring greater communication and coordination between committee members and the harassed employee which in turn makes the issue more difficult to remain confidential. SEXUAL HARASSMENT PREVENTION TRAINING All employees (supervisors down to line workers, administrators to custodial staff) must have clear and acquired knowledge of the companys policy and grievance procedures. In order to prevent or decrease sexual harassment allegations, it is imperative for organizations and schools to provide access to training for all employees and document their sexual harassment training participation and completion of the training program. It is important that the employees are made aware that although Supreme Courts rulings held companies liable for harassment by supervisors even when management was unaware of the incidents in which a harassed employee did not follow the companys reporting procedures or did not participate in company-sponsored sexual harassment prevention training (Protecting Employees 1988). Effective training should include training on Title VII of the Civil Rights Act of 1964 which prohibits sexual harassment, identify the required actions that may be categorized as sexual harassment, and describe the companys policy and its grievance procedures. Therefore, training provided should serve as a tool to enhance awareness of sexual harassment and present strategies for intervention. Effective training programs provide: 1)Good teaching and learning practices if training is descriptive, intensive, relevant, and positive 2)Involvement of all members of a company or school 3)Interactive problem-based learning experiences 4)Present information from a positive viewpoint, encourage healthy behavior rather than forbidding poor behavior 5)Teach intervention skills (Berkowitz, 1998) Help learners to recognize sexual harassment by providing them with appropriate and relevant definitions and examples of sexual harassment Help learners to interpret which behaviors indicate harassment Encourage participants to share their experiences and their tolerance for certain behaviors as a means of demonstrate their common ground Encourage participants to feel responsible for dealing with the problem Teach intervention skills and provide opportunities to practice them. Use role play scenarios to assist participants find comfortable and appropriate ways to express their discomfort with anothers behavior Assist participants to be free of retaliation. Explore participants fears about retaliation and provide examples of how interventions will be supported. Department of Defense 1995 Sexual Harassment Study In 1994, the DoD implemented 3 types of surveys regarding sexual harassment. The first survey (Form A) was a replica of a 1988 DoD. Disadvantages of the1988 survey was it did not provide opportunities for those responding to the survey to report certain types of behavior related to sexual harassment, the survey limited reporting of sexual harassment claims to occurrences at work, and it did not include items that measured various areas of importance such as how much training was being provided; how effective was the training; what were the opinions of the responders regarding the complaint process. Therefore, two surveys were compiled in which Form A provided comparative data and Form B permitted collection of important information that broadened the DoDs knowledge of sexual harassment in the active-duty member services in 1995. The main purpose of conducting the Form A survey was to compare sexual harassment incident rates between 1988 and 1995. Form B (the second survey), provided an expanded list of potential harassment behaviors of those survey participants, provided respondents to report sexual harassment experiences that took place outside normal duty hours and on/off a military installation, and the measures of service members perceptions of the complaint process and training. For research purposes, the third survey (Form C) was conducted with a small sample of active-duty members. The results from this survey were not calculated. Over 90,000 active-duty military personnel received one of the three surveys between February 15, 1995 and September 18, 1995. Approximately 30,000 members received Form A, 13,600 actually completed the survey resulting in a response rate of 46 percent. Form B was mailed to about 50,000 members with a completion number of 28,300 resulting in a 58 percent response rate. Form C was mailed to approximately 9,500 members and 5,300 surveys were completed with a 56 percent response rate. Major Finding 1: How much sexual harassment is occurring? How do 1995 results compare to those obtained in 1988? (Form A) Major Finding 2: Form B consisted of 25 items. Once the data was collected, it was analyzed and reported into five broad categories. This survey doubled the possible categories of reporting and broadened the circumstances under which harassment could be reported (off-duty hours, off-based). This survey concluded that 78 percent of women and 38 percent of men indicated that they had experienced one or more of the behaviors listed in the survey within the previous 12 months. Major Finding 3: Did service members consider the experiences they reported to be sexual harassment? Many of the service members did not consider the experiences they reported to be sexual harassment. Although 78 percent of the women and 38 percent of men checked one or more items, only 52 percent of women and 9 percent of men indicated that they considered experiences they checked on the survey to be sexual harassment. Major Finding 4: Comparison of surveys and results Based on the information collected from the three surveys, evidence shows that sexual harassment within active-duty military services has declined. Between 1988 and 1995, the percentage of women reporting incidents declined 9 percent while the percentage of men declined 3 percent. Method In our method we decided to have several different people complete an anonymous questionnaire that held a position at United Parcel Service. The questionnaires were handed during the employees lunch break and returned to us at the end of the work day. A large amount of sexual harassment is not reported due to embarrassment or being fearful of termination. Date of Birth Employer Name Have you ever sued anyone before for any reason? Yes No If Yes, Who have you sued? If Yes, Why were you suing them? What is your job title? When did you start working for your employer? Are you still employed there? Yes No If not, were you fired? Yes No If you were fired, when were you fired? What has happened that makes you believe you have experienced sexual harassment? What has been said to you? What is the job title of the person in relation to you that has said or done these things? Have you been touched physically in any part of your body, either with or without your consent? Yes No If you consented to being touched, or involved sexually, did you feel this was important to your job to do so? Yes No Have you reported this behavior to anyone at all? Yes No If so, to whom? Have you reported this behavior to anyone in management? Yes No If so, to whom? When? Was the report verbally or in writing? Verbal Written What was managements response? When did the acts that you believe were harassment take place? Have you had any emotional or psychological consequences from the sexual harassment in the workplace? Yes No Have you shared these experiences with a support group, a doctor, a minister, a spouse, or any other person? Yes No If so, with whom did you share? Have you had any physical illness or results from the sexual harassment? For example, breaking out in hives; insomnia (inability to sleep); nausea or vomiting; pregnancy resulting; headaches (migraine), anxiety attacks, shingles. Yes No If Yes, Why were you suing them? RESULTS Equal Employment Opportunity Data Posted Pursuant to the No Fear Act Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174 *Unable to reconstruct data from FY 2002 through FY 2003 CONCLUSION We have determined that sexual Harassment is definitely not about sex, instead it is about power. This type of harassment is disrespectful and has no justification for the actions that are presented. Companies need to understand the sexual harassment and its severity that can be caused. All companies should have guidelines into place in order to protect themselves. One of the best tools is training on this behavior in order to prevent the action before it takes place. Companies can begin by describing the forms of sexual harassment, which are quid pro quo and hostile environment. Quid pro quo harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions and hostile environment can occur when unwelcome sexual conduct has the purpose or effect of reasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment. Although, these two forms have different definitions their base point still r emains the same unwanted behavior. Intervention is one of the major sources that companies can use in order to save themselves time as well as money on lawsuits. In addition, it can save the employee of any embarrassment they may feel. Sexual harassment continues to go till this day, but we must intervene the first time that it occurs. Allowing this type of behavior to continue is the mistake that is made so often. REFERENCES Berkowitz, A. D. How We Can Prevent Sexual Harassment and Sexual Assault. Educators Guide to Controlling Sexual Harassment 6, no. 1 (October 1998). Bohlander Snell. Sexual Harassment. Nations Business 86, no. 12 (December 1998): Bradley, David Fishkin, Shelley Fisher. (1998). The Encyclopedia of Civil Rights In America. New York: M.E. Sharpe, Inc., p. 207. Brandenburg, J. B. Confronting Sexual Harassment. New York: Teachers College, Columbia University, 1997. Ganzel, R. What Sexual-Harassment Training Really Prevents. Training 35, no. 10 (October 1998). Protecting Employees-and Your Business. Nations Business 86, no. 12 (December 1998). Roberts, Barry S. Mann, Richard A. (2000, June 19). Sexual Harassment In The Workplace: A Primer. Retrieved July 2, 2005 from the World Wide Web: https://www.uakron.edu/lawrev/robert1.html Trainer: Stop Bullying and Teasing in K-6 to Prevent Sexual Harassment Now, Later. Educators Guide to Controlling Sexual Harassment: Monthly Bulletin 6, no. 4 (January 1999):
Posted by Vickey Stclair at 5:02 PM
Friday, May 29, 2020
Class of 2019 Brown Admissions Statistics April 4 The admissions data is in for Browns Class of 2019 and weve got it for our readers (photo credit: Ad Meskens). At Brown University, for the Class of 2019, just under 8.5% of applicants earned admission. In the second largest applicant pool in Browns history, 30,397 students in total, 2,580 earned admission to the Rhode Island-based Ivy League university. This figure includes the more than 600 students who earned admission to Brown in the Early round (which means that 1,970 students earned admission in the Regular Decision round). This just under 8.5% admission rate broke last years record of an 8.6% admission rate. Its like swim timesevery tenth matters. And dont glide into the wall with that last stroke of butterfly. Come on, youve got to remember that incredible Michael Phelps Olympic touch-out. It hasnt been that long! According to an article on Browns admissions statistics for the Class of 2019Ã in The Brown Daily Herald, The percentage of first-generation college students admitted decreased from 18 percent last year to 13 percent this year, [Jim] Miller, [Browns Dean of Admissions], said.Ã Sixty-one percent of admits intend to apply for financial aid Ã¢â¬â slightly down from last yearÃ¢â¬â¢s 67 percent, he said.Ã Admitted students hail from all 50 states and 85 countries, according to a University press release. Among domestic admits, the best-represented states are California, New York, Massachusetts, New Jersey and Texas. Among international admits, the top five countries represented are China, the United Kingdom, Canada, India and Korea.Ã The diversity of the admitted class of 2019 is fairly consistent with that in the past few admission cycles, Miller said. Forty-five percent of admits self-identify as African American, Latino, Native American or Asian American.Ã Fifty-nine per cent of admits attend public high schools, while 41 percent attend either private or parochial schools. Congratulations to all of our Ivy Coach students who earned admission to Brown University this year. Were extremely happy for you and we love the notes we received from you these past days!Ã And as for Browns waitlist, Jim Miller, Browns Dean of Admissions, did say that Brown does indeed intend to go to their list. So for those on Browns waitlist whod like assistance with trying to get in, fill out our free consultation formÃ to inquire about our Ivy Coach services.
Posted by Vickey Stclair at 7:09 PM