The way masculinity and gender influence in institutions

Research Question: According to the Danish Ministry of Equality, 7% of all educated pedagogues employed in communal Danish day-care institutions are men. (Bà ¸rnehaver mangler mandlige pà ¦dagoger 2013) The contemporary awareness in society and even governmental activism to increase employment of male child-care workers made them an interesting target of research. With every third student at the Pedagogue-seminars being male, but so few choosing the field of child-care (Stobbe 2013), we wanted to research in which way this influences masculinity and gender-roles in institutions. Why didnt more educated male pedagogues want to pursue a career within the field of child care/education? †In the institution where I was formerly†¦show more content†¦85 %, our presence would cause confusion and instability. The challenges related to multi-ethnicity, language - and culture barriers, were almost always acknowledged and told by our informants as part of the everyday-pedagogical framework. Most of our informants had chosen this particular institution because of the scene and the location and represented a crucial way of identifying themselves through their political ideology (Interview with Dean and Ryan). All in all everyones professionalism was reflected through this particular setting of multi-ethnicity. On the very first day we were allowed to observe inside, and were only denied access to one of the four rooms. We tried negotiating this with one of the attached child-care workers, so that wed only visit when fewer children were present, but time flew and we ended up spending little time there. During our research we usually arrived at 10 am, spent an hour in one of the rooms, and then went to the staff-room to jot field-notes or to engage in informal conversations with the staff on break. We then joined the staff and children on the playground to observe and speak to available personnel. Even though they at times were extremely busy, we managed to gain good ethnographic material. A couple of weeks into fieldwork we started reflecting upon what we saw every day in the institution. There were certain situations where we repeatedly discovered general patterns and wanted to hear our informantsShow MoreRelatedGender As A Primary Cultural Frame1517 Words   |  7 Pagesexample of such c ategories of differences is gender. For that very reason, Cecelia L. Ridgewood (2009) defines gender as a primary cultural frame. It not only shapes our interactions and but also how we organize social institutions, â€Å"Thus, difference and inequality codetermine each other in our shared gender beliefs, and coordination on the basis of them produces social relations of inequality as well as difference† (Ridgeway 2009:149). 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The Toyota Company - 1018 Words

The Toyota Company has many ongoing effects to external environments which include general and task environments. There are many challenges that an industry like Toyota faces when dealing with general environment and task environment. Over the next three years Toyota is faced with many difficulties that must be faced from top management all the way to lower management. Toyota is caught up with many general environmental issues which include economic, social-cultural, political and legal, technological, and demographic conditions. Many of these conditions are due to the many consumer complaints that were brought on by the defects that many of the automobiles that were manufactured by Toyota. The task environment forces that will†¦show more content†¦The four taskers all have to help deal with the realization of the recall disaster. With over nine million cars recalled last Toyota is under high scrutiny. Toyota is facing both criminal and Congressional questioning under the safety problems of the vehicles. It’s up to Toyota’s management to use their managerial functions by utilizing their task forcers. The dealerships will have to work with management to ensure that they are working with their mechanics in the service department to properly fix any of the defects with the vehicles. In order for Toyota stay ahead of the competition they must ensure to meet their customers needs by having their customers demands met. It is important with the proper planning that Toyota establishes a proper plan that will begin to organize, plan and control the process of the various Toyota recalls. This type of plan is an effective management tool to alert their customers through the dealers to let them know if they are part of the recall. By meeting the demands of the customer’s Toyota is helping to rebuild their reputation as being the top manufacturer in automobiles. 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Disneyland Paris free essay sample

However, the expectation of a successful first Disney theme park in Europe was just a dream. There were barely 50,000 visitors on the opening days while it was expected 500,000 visitors (Hill, 2000). Euro Disney failed to attract local visitors due to some factors that also contributed poor performance during its first year operation. Enforcement or ethnocentrism tendency of American culture to be followed in the park which were resulting in controversies, little knowledge of local culture, and Global recession at the end of 1980s and intense competitions were the main factors of Euro Disney’s poor performance. Euro Disney completely copied American Culture to Europe due to an unexpected success of Tokyo Disneyland which also did the same (Lainsbury, 2000). They thought that French could easily accept American culture as what the Japanese did. However, French are really proud of their culture, such as language, history, and country (Euromonitor International 2012). They have their own lovable cartoon characters. Without the mixture of France’s and America’s cartoon characters, Euro Disney failed to attract local people. Followed by the policy of Euro Disney, any alcoholic beverages were not allowed within the park. This was again a proof that Disney did not respect the local culture. French is the biggest consumers of wine, so that a meal without wine is out of mind. It leaded to controversies and debates which Ariane Mnouchkine, a Parisian stage director mentioned it as cultural Chernobyl (Chu La Vallee, 2002). The American culture enforcement also affected its employee’s policies. One of the main problems was the American managers requiring all meeting onducted in English (Hill, 2000). As have mentioned before, French are really proud of their culture including their language. The enforcement in using English in every meeting that attended by the majority of French were just unthinkable. The appearance of the employees was also strictly limited with the American standard. This was considered as a violation towards individual liberty which is illegal under the French Law. As a result, emplo yees’ satisfaction and the quality of work decreased tremendously. Disney was not knowledgeable about the local culture, thus, everything was based on the wrong assumption which affected the constructions, designs, and park management. The restaurant was downsized as the Disney executives received wrong information that Europeans does not take breakfast. As a result, 350-seat restaurant could not accommodate 2,500 people, the waiting line was terrible, and the guests’ satisfaction decreased badly. Besides that, wrong assumption also affected the park staffing schedule. A general assumption of Monday will be light day for visitors while Friday the heavy one was not applied for the French. Wrong assumption caused oversupply of employees on Monday and shortage of employees on Friday and the final result was unhappy and unsatisfied guests. The naming of the Euro Disney contributed to the poor performances of it. Lack of local culture knowledge was the biggest cause. Disney’s CEO, Michael Isner mentioned that †As Americans, the term Euro means glamorous or exciting, but for Europeans, it associated with business, currency, and commerce† (Synder, 2002). One of the factors that out of Disney’s control was the global recession in the end of 1980s. During a recession time, job losses and unemployment is very high (Merriam-Webster, 2011). People tend to cut their spending. They would prioritize for necessary things such as food, utilities, and other for a daily living. Secondary things such as leisure and traveling would not be in the list of the people’s spending. Beside, during its first year operation, Euro Disney could not compete with its competitors such as Parc Asterix which had undergone a major renovation, the Olympics in Barcelona, and the world’s fair in Seville. As a conclusion, all of these factors are foreseeable by Disney. Lack of knowledge of the local culture and the American ethnocentric tendency make the foreseeable things covered with the mist. Global recession, wrong pre-assumption, and Unknowledgeable of local culture are controllable things that can be managed well. For example, during the global recession, Disney can introduce affordable packages which may attract people on visiting Euro Disney. The wrong pre-assumption that affect the construction design can be overcome by building a fast and temporary facilities while waiting for the permanent building is being built. Hiring local French advisor is one of the solutions to the lack of local culture knowledge. Yet, The intense competition that came from the Olympics, world fair, and landmark’s event are foreseeable but it’s hard to be controlled as such Olympics is just happening once in 4years and other events might happens once a year. People are more interested to visit those events rather than Euro Disney that can be visited anytime. The countries that we think would be good for the best next Disney land location are Dubai in the United Arab Emirates (UAE) and Jakarta in Indonesia. The reason of the preferences between 2 cities in Asia continent will be explained further below. The UAE is located in the eastern part of the Arabian Peninsula which occupies a position of immense strategic importance (Euromonitor International 2012). It is one of the leading tourist destinations in the Middle East. Dubai, one of the most advance cities in the UAE, is covered with world-class hotels, beach resorts, nightclubs and bars, as well the shopping centres. Thus, Dubai is one of the popular destination for tourism. Indonesia, the fourth most populous nation, is located strategically in South East Asia which is one of the tourism destination as it has many potential tourism attractions (Euromonitor International, 2012). Jakarta, the capital city, is the gate of foreign visitors to enter Indonesia. It offers shopping tourism and historical tourism as well theme parks, such as: Ocean Park Water Adventure, Dunia Fantasi Ancol, etc.

The Administration of Disciplinary Action and Its Forms

An important element of human resource development is the administration of disciplinary action. Often, employees may be found to be out of line with the organization expectations. This prompts the need to establish some reaction measures with the aim of discouraging situations where employees fall short of the organizations expectations. Some common forms of disciplinary actions include reprimands, suspensions and dismissal. Some forms of disciplinary actions include reprimands, suspensions, demotion or even dismissal. Advertising We will write a custom essay sample on The Administration of Disciplinary Action and Its Forms specifically for you for only $16.05 $11/page Learn More Most disciplinary actions are seen as adverse actions. This is because most of them are aimed at instilling some level of pain or discomfort on the employees. When an employee is demoted for having a poor attitude towards work of for consistently not achieving the set targets, the action adversely affects them. There are several dimensions of a disciplinary action. These dimensions ensure that the disciplinary action is as effective as possible. First, the disciplinary action should be aimed at ensuring that the employee behavior improves. This means that the action should not merely punish the victim but should influence the behavior towards the desirable attributes. Secondly, the disciplinary action should be just and congruent to the magnitude of the offence committed. This implies that the disciplinary action should be to the scale of the wrong done. This way it is effective as there is a feeling that the action is well deserved. Thirdly, disciplinary action should be consistent. Similar action should be taken for similar offences for all employees. PEER SURVAILLANCE is an accountability process where employees are given the responsibility of watching each other as they undertake their tasks. This method is now being seen as the most effective in ens uring accountability among work mates. The method is known to greatly enhance relationships at the work place while at the same time improving productivity in the organizations workforce. It is the most ethically plausible staff management method. VERTICLE SURVAILLANCE on the other hand follows a hierarchical organizational structure to determine who is accountable to who is answerable to which member of the organization. Here junior employees are report to their seniors. This model is widely used by organizations around the world. However, its effectiveness in relation to the peer surveillance has been highly questioned. HORIZONTAL SURVEILLANCE seeks to place the roles of accountability within the various existing departments. One department is accountable to another so long as they are on the same level of the organizational hierarchy. This model is mainly applicable in organizations where different departments complement each other towards achieving the overall organizational goa l. In a case where one department is performing poorly, other departments are affected hence the push for better performance.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Progressive discipline is a concept applied in the practice of human resource management. The concept stipulates that a penalty for a wrong doing should keep increasing with repetition. This means that every time an employee does a wrong, the penalty is stiffer than the previous time the same wrong was committed. It is aimed at discouraging repeated mistakes within the organization. The first time may attract a verbal reprimand, the second a written warning, the third a suspension while the fourth would attract a demotion and finally dismissal. Progressive discipline enables the human resource department to continually influence employee behavior. The fact that a stiffer penalty is imposed each time an offence is repea ted means that the employees are highly motivated to achieve the organizations expectations. The effectiveness of the actions is enhanced by several issues. First, the action should be timely. One should take action early enough before the behavior develops in to a habit. This is amounts to a nip on the bud. Secondly, one should be fair in application. Fairness is first seen by clarifying and clearing the expectations placed on the employee within the organization. More importantly, the actions should direct the employee’s behavior. This is through availing avenues of solving the existing problems with the workers. In the process of enforcing the progressive disciplinary action, it is important that one is careful not to violate the rights of the employees. Due Process right of an employee refers to the full consideration of the legal implications of the actions taken against an employee. It is critical for the rights of an employee to be fully respected to avoid cases where disputes arise on the legality of the actions. This not only ensures that the process of human resource management is smooth, but also ensures that the organization is free of legal tussles. The most important dimensions of progressive discipline actions include fairness and measured severity. The actions should be fair and consistent among the employees. When one is reprimanded, the second penalty should be just slightly severe and should not jump to dismissal. However, the progressive disciplinary actions should be in full consideration of the severity of the successive offence. If an individual misappropriated funds and was reprimanded, a second and bigger scale attempt to still will not attract another warning but would justifiable lead to dismissal of the employee.Advertising We will write a custom essay sample on The Administration of Disciplinary Action and Its Forms specifically for you for only $16.05 $11/page Learn More This essay on The Administration of Disciplinary Action and Its Forms was written and submitted by user Arya K. 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.