Nomination: HIV Education and Prevention

Each year there are several cases of AIDS/HIV cases are reported. This may simply shows that people are still ignorance about the disease and its consequences once a person is inflicted. Other instance of the continued dispersion of the disease is the unawareness of people regarding its prevention. According to some surveys conducted, significant numbers of people are dangerously ignorant about the virus, unawareness about the HIV amongst groups. One way of eliminating the sense of unawareness among people is through education. Significantly, one must always reminder that prevention is better than cure (Avert, 2007). What actions did the candidate take in addressing HIV/AIDS needs in the community? The candidate doesn’t ignore the alarming disease. She/he conducted a house-to-house visit in the X County to provide them education about the disease. In fact, the place was considered to be remote area and really needs to be provided with such actions. He/she   gave information to the people about the disease – HIV transmission and prevention. Besides, he/she also taught them about the practical prevention of the disease. She/he taught them on how to get and use condom, how to suggest and practice safe sex, how to prevent from the infection in a medical environment or injection of drugs. Moreover, she/he also shared the risks involved in an unsafe sex. Besides, she/he also gave leaflet about AIDS and made an advertising campaign regarding the dangerous – putting slogan. This is an example on non-targeted education. Meaning, for those who were not able to reach the program could be educated, at the same time, through this method. She/he knew that education regarding the disease must be disseminated through the entire community. However, considering some of the limitations, she/he couldn’t do the information dissemination between him/her and an individual throughout the entire community. However, before he conducted the program, he/she first know the attitudes or characteristics of the people and the community's culture. She/he considered the following points before visitation: age of the people to be educated, receptive degree of the groups, cultural issues, individual education or awareness, education attained by the people about HIV, literacy, others. From this, she/he could really identify which groups needed an intensive education and prevention program (Avert, 2007). She/he also taught them on the negative impacts of the discrimination towards people having the disease. 2. What achievements resulted from the candidate’s efforts? Because of his intensive information giving out about the disease and the effective method implemented, none of her clients has gotten infected with HIV considering the fact that they are a very high risk group. This simply means that the program really works. The people really understand about the disease, its risks and prevention. Also, the community is also very cooperative among its citizens. They also educate others who are ignorant about the disease. The education was not only distributed to the current residents but also it was distributed and disseminated to the next generation (Avert, 2007). 3. What else would you like the selection committee to know about this individual’s contribution to the HIV/AIDS effort in X County? I wanted to know on how she/he approached each individual. I also wanted to know what problems they encountered at the X County during the educational program and how do she/he resolved it. Reference Avert. (2007). HIV / AIDS Education . Retrieved November 17 , 2007, from Why HIV/AIDS education?: http://www.avert.org/aidseducation.htm ; ; ;

Nathaniel Hawthorne vs. Shirley Jackson Analysis Essay

As a common reader I’ve come across many authors that have intrigued me due their style of writing, choice of words, paramount of symbolism, sense of irony, use of color, etc†¦ but no two authors have caught my attention more than Nathaniel Hawthorne and Shirley Jackson. These two authors are completely different in every way including their writing styles! Both of these authors have written short stories that have been extremely famous with the public. For example, Nathaniel Hawthorne is mostly known for his famous short story called â€Å"The Scarlett Letter.† Shirley Jackson on the other hand, is best known for her thrilling short story called â€Å"The Lottery.† After reading a short story from these two authors’, you’ll quickly notice why they are so difference from each other! Nathaniel Hawthorne was born on July 4, 1804 in Salem, MA. After losing his father, Hawthorne began taking a grand interest in his dad’s worldwide adventures ! He even began reading the logbooks his father had submitted while he was at sea! (BRD Groupe Societe Generate) As the years went by, Nathaniel left home and attended college until 1825 where he graduates and returns home to begin his writing experience. When Nathaniel returned home, he began his writing in semi-seclusion, leading him to write with the style he did and the topics he chose. As I mentioned earlier, â€Å"The Scarlett Letter† is one of Hawthorne’s most famous short stories and one of the best examples to capture his character as a person. This particular short story demonstrates Nathaniel’s writing style to the fullest!! He has a very formal, romantic, fictitious, way of writing and you can clearly pick it up as you read each page! His writing has even been criticized by many other readers. For instance, William Heath who has been known to analyze the sexual element of Hawthorne’s writings, finding a â€Å"profound ambivalence towards women† in many of his works. He speculates about the deeper sexual tension in Hawthorne’s life and how it surfaces in his books. He discusses his sexual anxieties, such as his fear of passion with his wife, and possible feelings of incest, which are backed up by family history. He cautions against assuming that he  feared passion because he was incapable of it. He finds Hawthorne to be â€Å"a straight-laced moralist.† His stories tend to become parables to decipher, rather than dramatic. (Literary Criticisms) Nathaniel Hawthorne had something that many authors’ use now a day as an inspiration to write, and that was his beliefs. His beliefs and lifestyle, led him to create themes for his short stories! Hawthorne was known for his extremely descriptive way of writing which made him such an amazing and admirable author. Back in the 19th century, there were no easy ways to produce photographs for books, so Hawthorne made sure to write lengthy, imaginative, visual descriptions so the person reading the story could still feel what he was saying. (BRD Groupe Societe Generate) Besides writing with such great descriptions, Hawthorne was known for conveying modern themes of psychology and human nature through his symbolism. (BRD Groupe Societe Genera te) One unique element about Hawthorne’s writing was he never had any characters confronting themselves and this was all due to his lifestyle! Unfortunately, Nathaniel Hawthorne died on May 19, 1964 at the age of 60. He left with us his classic, old, contemporary classic short novels! Shirley Jackson was born on December 14, 1915 in San Francisco, CA. She spent most of her life in California where she began writing poetry and short novels as a young teenager. When Shirley turned 17 she attended the University of Rochester and sadly withdrew a year later! Shirley Jackson spent a year at home practicing her writing by producing a minimum of a thousand words a day. (Shirley Jackson Biography) In 1937 she attended the University of Syracuse and published her first story called â€Å"Janice†. As the years passed, Jackson began having her stories published in The New Yorker and The New Public and was then offered a teaching position at Bennington College. (Shirley Jackson Biograp hy) By 1948 Shirley Jackson had published her most captivating, exhilarating, chilling short story ever; â€Å"The Lottery.† Her writing style was known as very gothic and dark. She used witchcraft and abnormal psychology to create themes and twisted plots! The great thing about Shirley Jackson was that she was known to write with not just one style of writing, but two! One of them was detached hilarity which is also known as detaching from extreme amusemen;t and the other type of style is known as tenebrous horror, which is also known as dark horror. (Times) Her choice of words were very eerie and gruesome and truly paints a picture in a readers  head that gives goosebumps! Many writers have also criticized Jackson for her way of writing especially being that it’s dusky and deep. Fortunately it has been good critique! It’s been known that a lot of writers, both in and out of the horror genre, know how to create a sense of dread. What makes Jackson’s sensibility so distinctive is that her brand of dread tends to be self-aware and even, at times, self-amused. (Times) Her distinctive way of writing appeared in many other places such as, McCalls, Redbook, The Saturday Evening Post, Harper’s Bazaar and The Ladies’ Home Journal. (Times) Sadly, Shirley Jackson died on August 8, 1965 at the age of 49. Both of these writers are very different because one is romantic and basically coming from ones beliefs and the other is very gloomy and twisted. Shirley Jackson creates a very scary illusion as you read her stories. She makes you feel like you can jump into the book and construct an adventure of your own! Nathaniel Hawthorne on the other hand, takes you to this very soft, modern style. He writes with so much detail that you get sucked into the stories within seconds. Your mind paints vivid pictures due to his imagery! The unique element about both these authors is that they also have a couple things in common. For instance, they both were truly dedicated to their writings and succeeded in allowing a readers imagination to spiral out of control. Another common quality they had was they both wrote in a classic way. Shirley Jackson was best known for writing classic horror and Nathaniel Hawthorne was known for his classic, clarity writing. Personally, my favorite out of the two has to be Nathaniel Hawthorne because his choice of details and words build pictures that make me feel like that story was specifically meant for me! Personally I don’t like scariness so Shirley Jackson would definitely not be one of my top favorite authors! â€Å"Slidashare Present yourself.† Nathaniel Hawthorne. N.p.. Web. 19 Nov 2012. . Raffert, Terrence. â€Å"Her Darkest Place.† Sunday Book Review. The New York Times, 26 2010. Web. 19 Nov 2012. . . â€Å"The Works of Shirley Jackson.† . N.p.. Web. 19 Nov 2012. . . â€Å"BRD GROUPE SOCIETE GENERALE.† Hawthorne Writing Style. N.p.. Web. 19 Nov 2012. .

Health Insurance Portability and Accountability Act (HIPAA)

There are people all over the United States who are required to share their personal information with physicians and other medical professionals. Fortunately the health care environment guarantees patient confidentiality for all of their sensitive and health-related information. There are several acts that the United States Department of Health and Human Services (HHS) have developed in order to ensure all patients are given the proper medical confidentially that they deserve. One specific act is the Health Insurance Portability and Accountability Act of 1996 (HIPAA).This act required HHS to develop regulations that would protect the privacy and security of certain health information. In the end two separate rules were published: Standards for Privacy of Individually Identifiable Health Information and The Security Standards for the Protection of Electronic Protected Health Information. HIPAA is an important aspect of health care especially-when it comes to the safety of all patients (Andrews, 2010). Due to the strict privacy and security acts of this program, the consequences are extremely severe.One of the more important rules of HIPAA is the privacy rule, which â€Å"establishes national standards to protect individuals’ medical records and other personal health information† (Summary of The HIPAA Privacy Rule 2003). This aspect also applies to several health plans, health care clearinghouses, and other health care providers that perform electronic health care transactions. Due to the privacy rule, without proper patient authorization there are serious limits and safeguards that prevent anyone from sharing a patient’s medical information.Another crucial part of this rule is the fact that patients have the legal right to review and examine their health records, as well the authority to request any corrections they see necessary to repair. This becomes important when a patient finds incorrect information on their file that any of the medica l staff failed to recognize such as birthdate or a blood type. Having a patient review their file is a common way that mistakes are corrected. In order to protect and enforce the privacy of patient medical records, there are several comprehensive programs that are required through clinical information systems.There are three main clinical systems that were created to protect a patient’s privacy of their medical records. The first system-called patient care systems-â€Å"stores information about a patient’s medical history, diagnoses, and treatment plans† (Glandon & Smaltz, 2008). The organizations that choose to provide this care are also responsible for making sure that each patient’s medical information is available only to those who are authorized to view it. Another clinical system is called Public health information systems.These systems are in charge of supporting disease prevention and surveillance programs. Protecting public health is not a simple task; it requires knowing how to properly add and store health-related information about each individual. Without this system, any sort of leakage of sensitive information could lead to discrimination in employment or insurance eligibility. The final clinical information system, which is referred to as the medical research information system, is responsible for studying patterns of certain diseases in specific populations by using patient records.This act of studying common patterns is a way to prevent the reoccurrence of any fatal diseases and protect the health of others. Due to the fact that most of a patients’ data is accessible to many investigators, it is important that information security measures are taken to provide the necessary privacy. In order to establish this aspect of HIPAA, it is important for health care companies to appoint the responsibilities of enforcing the guidelines of HIPAA to the proper unit of the health care department. Some companies rely on co mpliance or specific privacy offices to ensure these obligations (Glandon & Smaltz, 2008).The fear of having no privacy can lead to individuals avoiding treatments or clinical tests because they feel their medical records are not protected properly. This fear puts the health of others in danger and can lead to bigger and more dangerous issues in the future. The other important aspect of the Health Insurance Portability and Accountability Act is the security rule, which â€Å"focuses on administrative, technical and physical safeguards specifically as they relate to electronic protected health information† (Yale University, 2013).With such critical information being stored electronically the security rule is also responsible for protecting the system against any sort of failure, including external tragic events that could take place randomly such as a fire or a power outage. These crucial files are usually copied to a removable disk to ensure that all files will not be lost. T his type of information can be stored in computer hard drives, memory cards, any kind of removable digital memory media or all transmission media that can be used to exchange information such as the internet (HIPAA, 2013).Preventing unauthorized viewing of electronic protected health information (ePHI) can become difficult due to the variety of ways information is stored. Overall the major goal of the Security rule is allow the development of new technologies that will help to improve the quality of care as well as protect all the sensitive health information that is shared and documented (Summary of The HIPAA Security Rule 2003). There are several measures that must be taken in order to secure all the different types of medical information.A proper security policy should include the three following elements: physical security, technical controls over access, and management policies (Glandon & Smaltz, 2008). These elements should be known by all staff and enforced by management. Whe n it comes to the proper amount of physical security there is no such thing as having too little or too much. The most common forms of physical security include hardware and data file security. Hardware securities defend computers from unauthorized access or viruses entering private files (Das, Kant, & Zhang, 2012).These are usually the first step of security that is taken in order to enforce the security portion of HIPAA throughout the medical records. Another element that helps secure private files is technical safeguards. Theses safeguards include ideas that are as simple as having a password that only authorized individuals are aware of or even creating a specific encryption that only the employees of a health care company are able to translate. Creating audit logs is great way to view who is logged into specific patients’ information and when they did so. This enables any supervisor to have superior knowledge of who accesses what information.The final element that a secu rity policy should provide is the enforcement of all management policies. These could include having written company security polices that are available for employees to review at any time. Making sure that all employees are aware of all security polices is important in order to ensure the safety of all medical records. These policies can be addressed in employee training, which is another important part of any management position. Employee training is where all questions should be answered and all policies should be understood.Employees also need to be informed of the disciplinary actions that will follow if any sort of the management policy is broken or disobeyed. There are always repercussions when it comes to breaking the rules; HIPAA has several consequences due to the disobedience of the people. There is a general penalty â€Å"for failure to comply with requirements and standards† (Penalties Under HIPAA, 2013). This is the more common penalty that occurs; it requires t he person who violated the rules to pay one hundred dollars for each violation and may not exceed $25,000 throughout a one year time frame.The other offense that includes any â€Å"wrongful disclosure of individual identifiable health information† (Penalties Under HIPAA, 2013) has a more in-depth punishment rate. This includes situations where an individual shares another individual’s health information to an unofficial person. Also, the obtainment of another individual’s medical information when it is not needed or asked for any specific medical reason is also included in this offense. The first penalty that is sentenced in this situation is that the violator will not be fined more than $50,000 and/or imprisoned up to one year.If the offense is committed under false pretenses the violator will not be fined any more than $100,000 and/or imprisoned for up to five years. The biggest penalty occurs if the offense is committed with the intention of selling an indivi dual’s medical record for certain advantages. In this case the violator will be fined no more than $250,000 and/or imprisoned for no more than ten years. Because the information protected under HIPAA laws is invaluable and incredibly sensitive, legislators made sure to implement punishments that will hopefully deter potential wrong doers from breaking the law.Unfortunately, the severe consequences that the Health Insurance Portability and Accountability Act endorses, does not intimidate everyone. The Health Insurance Portability and Accountability Act is still the most effective act and it helps to protect the privacy of individually identifiable health information, as well as secure the electronic protected health information. When the proper elements to both the privacy and security rules are followed, the more successful HIPAA will be.

Tesla in Dubai Essay Example | Topics and Well Written Essays - 500 words

Tesla in Dubai - Essay Example The company built a strong brand image that captures the attention of customers through celebrity impact. The company develops sleek car models that meet the expectations of the customers. The marketing strategy through social and traditional media has catapulted the company into celebrity limelight. The company’s customer –centric approach has also been one of the main factors for its success in Dubai. Tesla fosters a strong customer relationship, thus creating a positive image among consumers. The first strategy available for Tesla’s international expansion is strategic alliance. Tesla has the option of identifying other companies in foreign markets that have good performance history and join forces with them. The company can easily gain entry into foreign markets through mergers and acquisitions. Through mergers, Tesla will create joint ventures with potential competitors in the market while acquisitions will involve buy out of rival companies in the market. Mergers and acquisitions in foreign markets will enlarge the company’s customer base and also enhance intellectual capital as well as performance efficiencies of the resultant company (Benjamin, 2006). The second strategy that Tesla can use to expand into international markets is licensing. This strategy involves entering foreign markets through leasing a company’s intellectual property rights to a foreign firm (Kozami, 2005). Tesla can lease its technology, patents, brand name and trademark to companies in foreign markets. In this strategy, Tesla would be the licensor while the other companies to which it leases its intellectual property rights would be the licensee. Ireland, Hoskisson and Hitt (2008) argue that â€Å"licensing is popular because it involves little direct cost or risk for the licensor (p.158). Despite the fact that this strategy offers a cheap foreign

Learning Theories of Albert Bendura Research Paper

Learning Theories of Albert Bendura - Research Paper Example Similarly, Bandura held that all sorts of learning cannot be products of reinforcement and held that social and psychological factors are associated with the process of learning. He propagated the theory of social cognitive learning and emphasized on observational learning and modeling. Similarly, Bandura also introduced several other important concepts, including reciprocal determinism, self-efficacy, self-regulation which have been beneficial to the understanding of human learning and subsequent behavior formation. In short, Bandura advocates behavior modeling and observational learning whereby a person observes and then imitates the behavior of people who are around him and whose actions motivate him.  Ã‚   While the behavioralists held that it is the environment that causes one’s behavior, Bandura went a step forward and propagated his reciprocal determinism whereby he argued that â€Å"behavior causes environment† just as environment causes behavior (Boeree 2006). He viewed human personality as an interaction of three factors-â€Å"the environment, behavior, and the person’s psychological processes† and believed that man’s cognitive faculties play a pivotal role in the formation of one’s personality (Boeree 2006). The psychological processes comprise of one’s ability to entertain images in minds and language. Bandura thus believed that learning occurs in the social context and that people learn from one another.  Ã‚   The social learning theory has been considered as Bandura’s major contribution to the field of psychology and learning. The social learning theory blends together cognitive and behavioral frameworks and the theory stresses the importance of observing and modeling on the behaviors, attitudes, and emotional reactions of others. For Engler (2008), Bandura maintains an agentic perspective in his socio-cognitive view of personality.  

Are Liberty and Security Mutually Exclusive, or Mutually Supportive Essay

Are Liberty and Security Mutually Exclusive, or Mutually Supportive - Essay Example A careful analysis of theory and practice of security, however, indicates that security is not opposed to liberty, and in fact augments it when used judiciously, but that there is a fine tipping point after which security begins to impinge on liberty rather than support it. The question as to the role and purpose of the government has been a central question to political philosophers for centuries now. These philosophers often work under to distinct precepts that were originally envisioned by Francis Bacon, Thomas Hobbes and John Locke: that people were born free in their â€Å"state of nature† (Hobbes 32), but that they are universally found to be under some sort of governance, which curtails their freedom. The fundamental question is then, why do people give up their freedoms to another power? An explanation, the social contract, was developed by John Locke – he states that absolute liberty is not in fact a good thing, because it would mean liberty to steal from, and otherwise harm one another, so people give up their own liberty for security (Dunn 75). ... e of the legitimate rolls of government was the regulation of morality: it was supposed that this was a form of security, and that without a patrician government to look after its population people would devolve into immoral behavior, and thus would harm themselves and the state. John Stuart Mill countered this thinking in his seminal On Liberty, in which he argued that it was not a legitimate role of government to regulate morality (Mill 374). This shifted thinking permanently on the role of government in the preservation of liberty. Both of these trains of thought are in fact correct. It cannot be denied that government’s granting and increasing security does, to a particular point, improve liberty: a well policed street will ensure that people have the ability to walk down it unmolested, and a well regulated market ensures the liberty of everyone playing by the same economic rules. Yet it also cannot be denied that governments sometimes go too far in curtailing liberty at t he cost of security, by, for instance, monitoring people without their knowledge, or policing ideology (Rovine 42). So where does the tipping point occur? Government’s enacting of security begins to unduly curtail liberty when actions taken in the name of security modify people’s behavior more than the threat or fear of a lack of security would do. For instance, locking everyone in a solitary cell would certainly lower the murder rate, but this would modify people’s behavior much more than the fear of murder does. A well regulated police force, on the other hand, increases liberty by countering the behavior modification that fear of murder by a completely un-policed society would have. Security and liberty are often seen as each other’s antithesis, and for good reason. Governments have

International Monetary Economy Assignment Example | Topics and Well Written Essays - 750 words

International Monetary Economy - Assignment Example PPP and the exchange rate are almost similar, 1 and 1.33. This shows that the value of the Canadian is almost equal to the American dollar. This shows that the Canadian consumers and the American consumers have an equal PPP with their respective currencies. The exchange rate will be stable. PPP= Price in Denmark/Price in U.S=8.08. Comparing the PPP and the exchange rate between Denmark and America is 5.82. The value of the Canadian dollar is undervalued. The Canadian consumers have a loss of the PPP relative to the American consumers. The exchange rate will increase. iTunes price in U.S is 0.99 compared to the price in Euro of 0.99. The PPP between the two countries is 1. The exchange rate between U.S and Euro is $1=0.78 pounds. The value of Euro pound is almost equal with value of the American pound. The Euro and American consumers have almost equal PPP with their respective currencies. The exchange rate between the two countries will be constant (Tanzi and Gupta 145). iTunes price in U.S is 0.99 compared to the price in Japan’s 200 Yen. The PPP between the two nations is 202. The exchange rate of the Japanese Yen compared to the American dollar of 112. There is a loss of PPP of the Japanese consumers relative to the U.S consumers. The exchange rate will increase. iTune price in U.S is 0.99 compared to the price of the iTunes in Sweden of SKr is 9. The PPP of the two countries is 9.10. The PPP of the two countries is almost similar, but not exact. The Sweden consumers and the American consumer have an equal PPP with their respective currencies. However, the exchange will increase between the two countries. iTunes price in U.S is 0.99 compared to the price of the iTune prices in Switzerland SKr is 1.50. The PPP of the two countries is 1.52. The PPP of the two countries is almost similar, but not equal. The exchange rate of the two countries will remain as1.21 or slightly high. iTunes

Men and Women's tailoring 1935-1950 Essay Example | Topics and Well Written Essays - 1750 words

Men and Women's tailoring 1935-1950 - Essay Example This paper shall critically assess the effects of world events (around the time of 1930-1950) on both men’s and women’s tailoring, focusing on changing aesthetics in relation to gender. It shall also discuss the effects world events (like World War II) on women’s and men’s role and on lifestyle changes. The gender issues that were existent from 1935-1950 and how these issues changed the aesthetics of tailoring fashion shall also be discussed in this paper. Men’s fashion in the early 30’s was influenced by the Wall Street Crash of October 1929. Nolan (2005) discusses that, at about this time 8 million people were out of work in the United States. As a result, clothing was not prioritized over basic necessities. Clothing sales declined and many apparel businesses went out of business. The demand for Edwardian style clothes also declined. The tailors and clothing designers were forced to come up with a different style of dressing. Men’s suits were then designed to create the image of a large torso with shoulders squared with shoulder pads and sleeves tapered to the wrist. Peaked lapels formed a v-shaped chest. The double-breasted suit became popular and eventually gave way to the modern business suit (Nolan, 2005). In 1935, however, prosperity in the United States slowly returned. Prosperity also demanded a better design of the business suit. The ‘London cut’ was introduced to the fashion world at this p oint. Sleeves tapered slightly from shoulder to wrist, the pockets and buttons were high, the lapels were wide and pointed flaring from the top rather than the middle buttons, and flat rather than roll lapels completed the London cut business suit (Nolan, 2005). The London cut business suit underwent various changes to its style with the Windsor double-breasted and the Kent double-breasted suits making their way into men’s tailoring. Blazers also became a

A research paper on the burial and ceremonial traditions of egypt

A on the burial and ceremonial traditions of egypt compared to the romans and how it influenced america today - Research Paper Example Study of their beliefs and practices show that there existed a communication or interaction between the cultures of these two different continents, but any solid proof is still lacking. Later on, as believed, it is the influence of Christianity and that of Pilgrim Fathers led to the development of significant differences in the beliefs and practices of American cultures. In the case of Egypt, there was significant influence from Roman and Greek cultures. Thus, as time passed, there arose considerable differences among the cultures. A look into historical evidence proves that the practices related to the dead vary among various civilizations. However, it seems that all the civilizations share certain degree of similarity too. To illustrate, the Romans, Egyptians, and the ancient American civilizations like Mayan and Inca held the belief that the dead deserve some sort of rituals and planning. In addition, history proves that in societies the practices and beliefs undergo changes as ti me passes, and as civilizations decline. This work intends to look into the burial practices that existed among the ancient Egyptians and Romans, and it analyses if they had any influence on the American cultures. ... Consequently, their treatment of the dead varied accordingly. Ancient Egyptians buried their wealthy in expensive tombs which were filled with artifacts and wall paintings depicting families during their everyday lives. However, one can see that as time progresses, the positive outlook of the Egyptians about the afterlife changes significantly; the afterlife began to be considered as a place of fear; filled with evil spirits. As a result, they began to bury their dead with ‘The Book of Dead’ that contained spells that help the dead navigate in the afterlife. According to Davies (29), it is wrong to use the term ‘resurrection’ when one talks about the Egyptian belief because the Egyptians believed in the four stages of life starting from birth, life, death, and rebirth where death is an opportunity for fulfillment, not a matter of negation. Consequently, for them, death rituals were meant to ensure easy transcending of the dead to afterlife. In fact, the beli efs of the Egyptians regarding death and after life were based on the cult of Isis that had its birth around fourth millennium BCE. According to the belief, death is followed by a long journey through a number of tests and trials. The ones who pass the tests are sure to enjoy eternal life. In fact, the Egyptians were optimists about afterlife. Now, a look into the Roman burial customs proves that though they shared certain similarities in burial practices, their basic ideology was entirely different from that of Egyptians in the beginning. The first point of difference is the fact that while Egyptians believed in an exquisite afterlife, there was no such doctrine among Romans that taught there is an afterlife for which the present body is to be preserved. So, for them, the dead

Explanation of Berkeley's Critique of the Lockean Notion of Substratum Essay

Explanation of Berkeley's Critique of the Lockean Notion of Substratum - Essay Example their molecular configuration or structure. Observing thus the mind was naturally led to the conception of a material substratum as something which 'underlay' and 'supported' the sensory qualities which were now perceived and known: 'the supposed, but unknown support of those qualities one found existing, which one could not imagined to exist sine re substante' ( Locke, Essay).Thus Locke agreed to the view that material substances were the ontological correlates of logical subjects - they are the things which possess qualities, such as space, shape and motion. On the other hand Locke himself had agreed that if an attempt was made to abstract from our ideas of these qualities, one was left with only an indeterminate notion of a substratum. Yet Locke insisted that this substratum alone unified and integrated the qualities instantiated in it. Moreover, he also held that the 'real essences' of objects, incapable of being comprehended by the human mind, determine the structure of all comp lexes of qualities and are 'situated' in the indeterminate substratum. They could only be understood by a being with adequate, superhuman faculties. Lockean view held that normal humans comprehend things as they systematically appear to them, conditioned by their perceptions; things as they actually are intrinsically lie beyond the confines of normal human intellect.Berkeley thought Lockean viewpoint offered much scope for skepticism. He understood clearly that once the real goes beyond the reach of all possible experience then skepticism began. The concept of material substance precisely left one skeptic. Berkeley instead put forward a metaphysical analysis of what it meant to state that a physical object existed. This analysis was an alternative Locke's skeptic concept of the 'material substratum'. Berkeley's theory also doubled up as a neo-phenomenalist reduction of physical objects into complexes of ideas, which Berkeley believed ran along side the common sense perception of the nature of the physical world. Berkeley took an anti-skeptical stance that the real world is directly encountered in perception, and that our knowledge of this world is direct and non-inferential. However if what one perceives directly is the real and objective world, and we immediately perceive only our own ideas, then it follows logically that our ideas are constitutive of reality, and are not, as was Lockean stance, merely representative of reality. It is important to see that both Locke and Berkeley believed that our entire conceptual framework was derived entirely from experience, however Berkeley argued if Lockean material substance is indeterminate and metaphenomenal, then there can be no concept of material substance, and the assertion that such a substance or substratum exists becomes, empirically meaningless.Berkely further argued that objective world of physical objects is very real. Physical objects cannot be analyzed in Lockean terms as complexes of qualities 'supported by' an underlying substratum they are rather composites of the simple ideas acquired in their perception. In short, for

You are required to compar and contrast qualitative and quantitative Essay

You are required to compar and contrast qualitative and quantitative research methods - Essay Example It is the hope of this author that such a level of discussion and analysis will be beneficial with respect to providing a basis through which the reader can more effectively comprehend the differential between these two and seek to apply the approach that suits their needs and research goals to the highest degree. Finally, the two different research methods themselves will be illustrated by a short analysis and review of respective articles that illustrate how they can be leveraged within the field of nursing practice and inquiry. Firstly, before delving into the nuances and differentials the these two forms of research and methodologies, a discussion and analysis of the definitions of both qualitative and quantitative research will be performed. As such, qualitative research is ultimately a site exploratory research. As such, is often used to help understand or to find underlying reasons, motivations, or opinions with regard to specific topic. Moreover, it helps to generate insights into the specific issue and help to develop ideas or answers/hypotheses or further quantitative research as such, qualitative research oftentimes forms an introductory level of scope and analysis which further researchers can then focus on specific details or attributes of a given issue as a means of seeking to draw inference. Further, by providing trends and delving deeper into issues, qualitative research performs functions quite unlike quantitative research in that it can construct models of understanding concerning human feel ings, emotions, reactions, and thoughts. Whereas it is true that quantitative research can perform many of these same functions, the underlying nuances and differentials that it is oftentimes able to capture are greatly reduced as compared to qualitative research. Whereas an exhaustive listing of qualitative research methods is not

Traditional Media Outlets Essay Example for Free

Traditional Media Outlets Essay Introduction The presence of media as a tool of information dissemination has increased largely because of the technological innovations consistently being introduced not only in advancing the productivity rate of media organizations but also in expanding the capacity of the various media outlets to include a wider range of topics (Hudson, 1986). With this expansion, the subjects incorporated into the mass media has also been augmented (Graber, 1980) such that former topics that were once rarely untouched have now been constantly infused with unceasing publicity such as those that tackle Information and Communications Technology (ICT) . The changes made by mass media are evidently found on a series of notions due to consciousness, certain perceptions on reality and the palpable alterations of the masses’ individual lives concurrent on what had reconstituted by the mentioned technological change (Palmer Young, 2003).   Technological or digital innovation dwelled on to by human beings had been observed to have been conducting a protective bubble of fixed racial, cultural and ethnic identity resulting to a sense of detachment which lies on the physical state of the screen persona as well as with the transcends in the reality of social culture (Barker Petley, 2001). Analysis Such innovations which transcribed on media analysis in accordance with meeting customer or audience satisfaction on the lame side had been a crucial issue of competition as well as with the question of product or service advantage (Orlik, Anderson, Day, Patrick, 2007).   These media offers are considerably getting the â€Å"just† amount of credit for whatever level of service they are able to offer, thus, the viewing masses seem to be unaware of the whole gist of the surfing censure and is actually following the hoax of the concern.   What becomes evidently floating in the scene lately, are the so-called â€Å"alliance† of participating media advertisers and the respective network.    Examples of these ‘participating’ network providers which are sought to be the most persistently visited sites are Google, yahoo, and Amazon Online (Beckwith, 2003). The efficiency catered by these online information providers also power the divergence of other web pages which also serves as an upgrade in the websites’ name.   Ã‚  Consequently, the more surfers sweeping on their site, the more money they are able to generate.   Considerably, a mutual benefit from that of the web provider and the viewer are being fulfilled (Beckwith, 2003). Conclusion   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The exactness of the cost and the revenue generated by the aforementioned sites are but indefinite to be defined, for the reason that the scheme and the flow of the advertising differ dependently upon the ‘season’ or under the discretion of the contemporary society. It would seem quite hard to distinguish which of the sites are assumed to be the most significant or rather the one which is offering the best service for the majority (Beckwith, 2003).   Since that, those who are apt to surf actually depend on what they wish to find.   In addition to that, given the fact that each layer of the society hold different jobs or activity with diverse enthusiasm, it is evident that it is possible to shift sites which then give the argument abstain on conviction with regards to the matter (Seelye, 2005). References: Barker, M., Petley, J. (2001). Ill Effects: The Media/violence Debate. London: Taylor and Francis. Beckwith, S. L. (2003). Complete Publicity Plans: How to Create Publicity That Will Spark Media Exposure and Excitement. New York: Adams Media Corporation. Graber, D. A. (1980). Mass Media and American Politics. Political Science Quarterly, 95(4), 701. Hudson, H. (1986). New Communications Technologies: Policy Issues for the Developing World. International Political Science Review, 7(3), 334. Orlik, y. P., Anderson, S., Day, L. A., Patrick, W. L. (2007). Exploring Electronic Media. New York: Blackwell Publishing Limited. Palmer, E., Young, B. M. (2003). The Faces of Televisual Media: Teaching, Violence, Selling to Children. Mahwah N.J.: Lawrence Erlbaum Associates, Inc. Seelye, B. K. Q. (2005). AP plans multimedia wire aimed at younger readers (Publication. Retrieved July 14, 2007, from The New York Times: http://www.iht.com/articles/2005/09/14/business/ap.php

Strategic Human Resource Management

Strategic Human Resource Management INTRODUCTION: Strategic Human Resource Management (SHRM) is a subject that is in continues phase of transition, from its first emergence in the mid-1980s. In past two decades many authors, theorists and consultants suggested variety of theories and models which can be practically applied in the organization to manage people more effectively. However, according to Legge (1995) and Grantton et al (1999) cited by (Michael Armstrong 2004: 1) there is often a gap between rhetoric of SHRM and reality. Therefore, the main emphasis of this assignment is on the practical execution of these theories and models with the particular reference to Telenor Pakistan (Subsidiary of Telenor ASA, Norway). For the better understanding of the Strategic HRM it is essential to know the basic concept of HRM: it can be defined as strategic and coherent approach to the management of an organizations most valuable assets the people working there who collectively and individually contributes to the achievement of its objectives. (Armstrong and Baron 2003: 3). Development of SHRM: In the last 15 years SHRM has grown considerably. According to Schuler et al. (2001) the development of SHRM is two phased transformation: from personnel management to traditional human resource management (THRM), and then from THRM to SHRM. To survive in the cut-throat competition, organization HR must focus on a new set of priorities, which are more business and strategic oriented such as flexible workforces, quality improvement, team-based job designs, employee empowerment and incentive compensation. Definition of SHRM: Strategy is derived from the Greek word strategia, which means Generalship. The term strategic has been borrowed from the military and modified for the use in business. In business, as in the military, strategy bridges the gap between policy and tactics. Together, strategy and tactics bridge the gap between ends and means. (http://home.att.net/~nickols/strategy_definition.htm) In spite of high focus paid by different scholars the term SHRM still remains unclear. Some theorists have suggested SHRM as an outcome, others have suggested it as a process, and other scholars have recommended it as a combination of both: outcome and process. As an outcome, (Wright and McMahan 1992) cited by (Armstrong 2004: 41) defined SHRM as the pattern of planned HR deployments and activities intended to enable a firm to achieve its goals. Likewise, (Snell et al 1996: 62) described SHRM to be organizational systems designed to achieve sustainable competitive advantages through people. As a process, (Ulrich and Lake 1991) defined SHRM a process of linking HR practices to business strategy. Furthermore, (Bamberger and Meshoulam 2000) suggest that SHRM is a competency-based approach to personnel management that focuses on the development of durable, imperfectly imitable, and non-tradable people resources. Cited by (Chang and Huang 2005: 436) Truss and Gratton (1994) Considered SHRM both: process and outcome, and defined SHRM as the linkage of HR functions with strategic goals and organizational objectives to improve business performance and cultivate an organizational culture that fosters innovation and flexibility. Cited by (Chang and Huang 2005: 436) Michael Armstrong ultimately defines strategic HRM as an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management, reward and employee relations. (Armstrong, 2006: 115). In the absence of a common definition, broadly theorists and Authors have been reached to an agreement on its basic function of SHRM, which encompasses designing and implementing a set of internally consistent policies and practices that ensure the human capital of a firm contributes to the achievement of its business objectives (Schuler MacMillan 1984, Baird Meshoulam 1988, Jackson Schuler 1995) cited by (Wei, L. 2006: 49). APPLICATION OF MODELS AND THEORIES: The chosen organisation is Telenor Pakistan (100% owned subsidiary of Telenor ASA, Norway). The Human Resource department is known as Human Capital Division at Telenor; Company regards employees as human capital from which a return can be attained by investing prudently in their development. This concept of managing people is also supported by authors like Fomburn at el 1984 and Guest 1999 cited by (Armstrong 2004: 7) Background of Telenor Pakistan: Telenor Pakistan is one of the leading mobile networks in the country, 100% owned by Telenor ASA-(Norway) and adds on to its operations in Asia together with Thailand, Malaysia and Bangladesh. Telenor launched its operations in March 2005 headed by the CEO Tore Johnson as the single largest direct European investment in Pakistan. Telenor spread across Pakistan, creating 2,200 direct and 20,000-plus indirect employment opportunities. (www.telenor.com.pk) Key facts about Telenor-ASA Group: Employs more than 34,000 people worldwide. Ranked as 7th largest mobile operators in the world. Ranked 5th in Business Weeks 2007 global ranking of the top 100 performers in the technology industry, beating Microsoft, Apple and Nokia Recorded revenues of NOK 91.1 billion (USD 15.9 billion) at the end of 2006 a 37% increase compared to 2005 (www.telenor.com) Telenor PK has been consistently profitable with highest customer satisfaction. This success is reflected in the Revenues increased by 31% and estimated market share increased by 4%. In the year 2007 Telenor has won many prestigious awards like PSHRM (Pakistan Society of Human Resources Management) Preferred Graduate Employer Award 2007, the best brand award, and the most Innovative Mobile Operator at the 6th SAARC Communication Industry Conference 2007, The above landmarks are the true reflection of motivated and well developed human recourse. This can be associated with the dedication and professional excellence of Telenor employees towards the ultimate goal customer delight! (www.telenor.com.pk) Practical Application of Valuing HR: To get the insight of how Telenor Pakistan practices Strategic HRM, first it would be appropriate to know the meaning of SHRM. In 1986 Hendry and Pettigrew suggested that strategic HRM has four meanings: The use of planning; A coherent approach to the design and management of personnel systems based on an employee policy and manpower strategy with underlying philosophy; Matching HRM activities and policies to some explicit business strategy; and Seeing the employees as a strategic resource for the achievement of competitive advantage (Cited by Armstrong, 2006: 114). As the test of fire can only produce the fine steel the application of Hendry and Pettigrew can be reflected by the real example when implementation of planning, good management of human resource brought the Telenor back on track: right after the cartoon controversy of Prophet Muhammad (PBUH) in Jan-06, things got worse for Telenor Pakistan. This incident caused outrage in the Islamic world resulting in consumer boycott for weeks, numerous demonstrations and other protests. In Pakistan due to the western image of Telenor, it became one of the earliest victims of this incidence, resulting drastic slump in sales, and complete abandon of all marketing campaigns. The situation was so critical that Telenor has to make some important decisions as the company had to announce annual salary increments and yearly bonus due after the performance appraisal of past year. Due to the heavy losses and limited funds, it was tough for thee management to pay out the annual bonus to staff. However, analysing the situation closely company decided to pay it out, since it was the right of employee who worked hard in past year. This action of Telenor really standout as other companies has decided otherwise. This made the employee more faithful and loyal towards the company. Furthermore, company was in big dilemma to go for downsizing or not. Lay off would be the common way for other but Telenor decided to retain all the employees; this was even against the employees expectation, as most of the sales people has nothing to do at that time. Yet again to encourage the employees moral and develop their faith in the organization took this bold step. These practical examples can be seen as true picture of how Human capital division regard the people as the most valuable assets for the organisation. Creating Conducive Environment: McGregor in 1960 at the MIT Sloan School of Management came up with two sets of assumptions about human nature (see the Table below). McGregor called these two contrary sets Theory X and Theory Y: with the assumptions underlying that people at work are negative for theory X and people at work are positive and progressive for theory Y. Table of Assumptions Theory X and Theory Y Outdated (Theory X) Modern ( Theory y) Assumptions about people are: Assumptions about people at work: Most people dislike work; they do avoid it when they can. Work is natural activity, like play or rest. Most people must be coerced and threatened with punishment before they will work. People require close direction when they are working. People are capable of self-direction and self-control if they are committed to objectives. Most people actually prefer to be directed. They tend to avoid responsibility and exhibit little ambition. They are interested only in security. People generally become committed to organisational objectives if they are rewarded for doing so. The typical employee can learn to accept and seek responsibility. The typical member of the general population has imagination, ingenuity and creativity . Source: http://www.netmba.com/mgmt/ob/motivation/mcgregor/ Being one of the modern organizations Telenor PK human capital division operates with the norms of theory Y. In one of the interviews, CEO Telenor Pakistan Tore Johnsen said: At Telenor Pakistan our philosophy is to unlock the hidden human potential by building expertise and by providing an energizing environment. Telenor is a young organization with an average employee age of 27 years which means that we are interested in finding young talent and equipping it with the competencies that the fastest growing network requires in one of the fastest growing mobile markets in the world. (http://www.telenor.com.pk/pressCenter/pressrelease.php?release=97lang=en) Telenor HR managers always put high emphasis on incessant customer-centred and employee-driven expansion; such kind of encouraging atmosphere makes employees more confident and allowed them to work freely, whereby they can take their own initiatives to set future direction for the organization which attains competitive advantage. Benefiting Employees to Create Competitive Edge: SRHM is developed in three important phases. All of them hold vital importance to understand the subject and these three phases were: the human relations movement, the total quality management movement, and the contingency approach to management. Theories forwarded by Elton Mayo, Douglas McGregor and Mary Parker Follett were most influential in the human relations movement. Mayo suggested managers to look deep into the emotional side of the employees. On the other hand Follett argued that managers should inspire and stimulate job performance instead of simply demanding it. She also emphasised on quality circles employee empowerment. (http://books.google.com/books?id=AiIPAAAACAAJdq=Mary+Parker+Follettei=2U0qSMj6GJXEyQTUyYmnCg) These viewpoints instigate new way of thinking about human nature behaviour. HR managers in Telenor Pakistan hold tight to these views by providing flexible working environment to staff and hiring only those employees who can understand the companys strategy. Staffs are benefited by profit sharing and incentive schemes which can keep them focused to work more efficiently. Taking the high care of emotional side of employees, one of the benefits that company provides is the free medical treatment policy which is exactly the same for all the staff e.g. from president to junior officer all are entitled for same health benefits. Talking to the local press Nayab Baig (VP HCD) said: we believe in continuous improvement of employees and taking the standards of service to the utmost levels of excellence. (www.telenor.com.pk) Management skills: According to (Kreitner and Kinicki 2004: 6) there are 11 skills exhibited by effective managers, as shown below: In Telenor above mentioned skills are often displayed by the HR managers to deal with the employees in order to induce high performance and employee morale. Moreover these skills also play a vital role in building the climate of trust and motivation among the team members. Lower turnover rate from all the departments of the company as compared with other telecom operators and consistency with higher employees satisfaction, are the factors that exhibit the high involvement and administrative expertise of HR managers in Telenor. To set every staff member in the same direction Human capital Division uses the technique known as Hochin which means compass to check the direction. To enhance the communication level Telenor operates Open environment in offices, whereby there are no cabin for senior staff and every employee from president to junior officer need to work on the same floor. This also inculcates fun and informal culture in the company. With the help of clear communication managers make sure that companys vision and mission, as well as job description are clear to the employees. To provide the feedback on employees performance there is automated IT-system known as TDP (Telenor Development process). This helps company to use performance relationships that can achieve the purpose SHRM to create competitive advantage. Employee Motivation: Terence Mitchell in 1972 proposed a model that provides the basis for how motivation among staffs influences job behaviours and performance. Following is the model which combines the elements from different motivational theories to explain the relationship between motivation and job performance. As mentioned in the below diagram, employees bring set of unique characteristics to the work place, such as their ability, emotions, moods, job knowledge, traits and values, these individual set of skills are then enhanced by the motivational process and transformed into the job performance. Individual inputs Ability, job knowledge Dispositions and traits Emotions, moods, and affect beliefs n value Skills Motivated behaviour Focus: direction, what we do. Intensity: effort, how hard we try Quality: task strategies, the way we do it. Duration: persistence, how long we stick to it. Performance Motivational Process Arousal Attention Intensity and Direction persistence Job context Physical environment Task design Rewards and reinforcement Supervisory support ancoaching Social norms and organisation culture Enable, limit Source: TR Mitchell, Matching Motivational Strategies with Organisational Contexts, in Research in Organisational Behaviour, Vol19, ends LL Cummings and BM Staw (Greenwich, CT: JAI Press, 1997) P 63. To motivate the employees at all levels Telenor offers competitive pay, excellent benefits and exceptional advancement opportunities. With the caring atmosphere Telenor provides relaxed and enriching working environment. Furthermore, training and further education programs ensure a high professional standard amongst all staffs. Such motivational tools create bunch of talented and loyal workforce which plays a crucial role in the organizations ongoing business success. Moreover, to get the 100% commitment from the employees Telenor uses following management criteria for all managers for annual evaluations. They are; (a) Passion for business (b) Change and constant renewal (c) Operational excellence (d) Empower people (e) Integrity. Source: http://www.telenor.com.pk/careers/whyTelenor.php Task 2: Role of the HR Function: According to (Armstrong 2003: 38) The role of HR function is to enable the organization to achieve its objectives by taking initiatives and providing guidance and support on all matters relating to its employees. Moving one step further Michael Armstrong emphases on basic aim of HR function which is to deal effectively with everything concerning the employment and development of people and the relationship that exist between management and workforce. As the personnel standards (Lead Body 1993) cited by (Armstrong 2003: 39) suggested that Personnel management is exercised as a part of full management process and cannot be viewed in isolation. Although a support activity it must be proactive. It must promote business solutions that take advantage of opportunities stemming from business issues just as it must find solutions to apparent constraints. Activities of HR functions: According to (Mithis and jackson 2006: 6) the HR function becoming transactional as organizations compete globally. Furthermore they have suggested seven key HR activities which ideally the every FR function should perform in the organization, those activities are as follows: Strategic HR management Equal employment opportunity Staffing HR development Compensation benefits Health, safety and security Employee and labour relations By combining the HRM function with business strategy, SHRM creates more efficient and effective arrangement and utilization of human resources to attain the organizational goals, and which helps organization to gain a competitive advantage. Telenor Pakistan has developed strong relationships among teams, which helps in creating high levels of coordination and therefore instigating high levels of quality and performance efficacy. This is only possible because of HR function is performing the required tasks within the organization. All the HR activities mentioned above are critical for the success of Telenor and theses activities are often displayed by the Telenor leadership at the top and the frontline managers, to create an environment in which employees can achieve the level of excellence, by not only performing their jobs effectively but also developing their skills and capabilities to the ever changing demands of contemporary organization. The main focus of SHRM is to develop the firms capability in order to deal with changes in an external environment through a better utilization of human resources. Telenor Pakistan has embedded this strategy in their core business, so the company can respond quickly to external changes. HR Function Models: There have been many attempts to categorize the work of the HR function in order to analyze its verity, diversity and complexity. One of the oldest and perhaps one of the best models was proposed by Karen Legge in 1978 cited by (Marchington and Wilkinson 2005: 131). In 1986 Tyson and Fell came up with their own building Site analogy in which they have identified three roles for the personal function. However, Tyson and Fell (1986, p24) rejected the assumption that HR assumes great maturity as it develops along the continuum. Storey (1992) forwarded another model which was updated by Caldwell (2003). This model proposes fourfold map based on two dimensions: the degree to which HR is strategic or operational, and the extent to which it intervenes and has a high profile. (Marchington and Wilkinson 2005: 131-132) Author (date) Categories for the HR roles Reasons for differentiation Legge (1978) Conformist innovator Deviant innovator Problem-solver Relating the work of HR to the values and norms of the organisation Looks for new innovation often based on social values not economic ones Identifying and resolving problems Ways to gain power and influence Tyson Fell (1986) Clerk of the works Contracts manager Architect Predominately administrative serving the needs of line managers Often where systems and procedures and heavily formalised involving industrial relations Greater integration into corporate strategy HR planning and development are important Time-span for decision-making Degree of discretion Involvement of HR Story (1992) Caldwell (2003) Handmaiden Regulator Adviser Change-market Provide a service to meet the demands of the line managers Mainly concerned with managing problems and discontent Operate at strategic level, provide support for line-managers and work to help shape policies and practices Internal consultant leaving much of HR practice to line managers Level-strategic or tactical Degree of interventionism Ulrich (1998) Administrative support Employee champion Change agent Business partner Improving efficiency within function and organisation Improving contribution commitment and engagement of workforce Improving the organizations ability to transform and change Implementing and developing the strategic plans of the organisation Level, focus and time-frame Managing processes for people (Armstrong, 2006, pp. 76-81) Ulrich in 1998 pointed out that there is sort of disconfirmation between the activities that HR perform and the real work of organization. He believes that HR should not be defined by what it does but by what it delivers. Furthermore he proposed that HR can deliver excellence in for in four different ways: (a) Business partner (b) Administrative support (c) Employee champion (d) change agent. Ulrich model for the HR function: Source: (Marchington and Wilkinson 2005: 135) Application of Models: All of the above stated models hold great value in present world, but the model that fits the Telenor Pakistan HR function is combination of these; Proposed Paradigm: Deviant Innovator Architect Regulator Change agent Employee champion Deviant innovator: Here the HR looks for new innovation driven from social values rather than economic ones. Telenor Human Capital Division plays this role by providing equal opportunities to all employees and providing flexibility in working hours where the staffs is studying or doing some other courses. Empowerment is the key in this role of HR, in Telenor Pakistan line managers are encouraged to delegate authority to their lower level, where by encouraging junior staff to gain confidence and develop their capabilities to cope the future demands. Architect: According to Tyson and Fell this is the most sophisticated role of Hr function it is concerned with grand designs at a senior level and the integration of HR into the broader business plans. Telenor HR managers display the quality of architect by creating the right culture in the organization e.g. open environment to promote speedy work and higher level of communication. Secondly operating as business managers rather than personnel professionals, those can proactively work to analyse the present and future needs of employees. Regulator: Telenor HR work as regulator by managing and resolving departmental conflicts, for example, different incentive plans for Sales and Customer services department can create discontentment among the employees, such issues are regulated by HR to compensate the staff equally. Moreover, HR develops policies practices, and level of hierarchy at which decisions are taken. Change Agent: This role of HR seeks to develop new processes culture and providing new vision to the company. Human Capital Division in HR work as change agent in a manner that it develops the organizations ability to sustain the change forces and transform vision into reality. For instance the service centres operations timings were increased from 9:00am to 9:00 pm to cater the changing demand of customers. However, to facilitate employees company has provided conveyance allowance with higher rate of pay to keep the workforce motivated. Employee Champion: HR in Telenor performs this role by working as a representative of employees by conveying the concerns of the employees to the higher management. Furthermore, as suggested by Ulrich, HR department keep regard of things by which employees are kept motivated and will to work beyond contract when needed. For example in Telenor there is IT regulated system know as service desk, if any employee has any issue he/she can log that complaint on the system and HR will take care of that issue. Source: (Marchington and Wilkinson 2005, pp 132-135) Horizontal vertical Integration: HRM Align: Alignment of Human resources simply means integrating people management decisions with a core business strategy of the organization. By align or integrating human resources management into the organisations planning process develops and promotes strong relationship between HR and management. By this action of management it ensures that the management of human resources contributes towards the achievement of desired goals of company and for any shortcomings managers are held answerable for their HRM decisions. In contemporary organization like Telenor Pakistan, in routine the work requires high level of coordination and most of the work is interdependent among the employee groups. To facilitate high level of coordination and to generate quick response all the Telenor employees are trained for multitasking with very little job description, which clearly mentions one thing at the end: Working for Telenor is better than working for department. This kind of HR structure prevents its not my job attitude and the absence of rigid work roles develops strong partnerships between different departments and create efficacy. Why to align? Study of (Miles Snow 1984, Baird Meshoulam 1988, Wright McMahan 1992) related to SHRM put high emphasis on creating fit between HR practice and business strategy. Implementation and execution of effective HR policies and the design of a HR system align with the firms overall strategy, are vital for the successful implementation of business strategies which can gain competitive advantage.(Lengnick-Hall Lengnick-Hall 1988). HR alignment increases the firm capabilities to better serve and anticipate its customers needs, aggrandizes the organisations strength to implement strategic business goals, and provides decision-makers with vital information for resource provisioning. Finally, it is important for the firms accountability. By regularly defining, maintaining, assessing and communicating HR goals throughout the organisation ensures that the management of human resources contributes towards the mission accomplishment. For any shortcomings managers will be liable for their HR decisions. There are the other areas as well where HR office contributes to align with mission accomplishment, such as HR function working as a consultant, for instance Telenor Pakistans HR office provide consultation to the manager rather than telling manager what he/she can or cannot do. (Wei, L. 2006) Horizontal Integration: One of the vital roles of Strategic HRM is create horizontal integration which aims to ensure that the different elements of the HR strategy fit together and are mutually supportive. (Hendry C and Pettigrew A, 1986: 2), also cited by (Michael Armstrong, 2006, p156). (Walker, J. W. 1992), described strategic HRM as the means of aligning the management of human resources with the strategic content of the business. Vertical integration: Vertical integration focuses on developing a reciprocity or two-way communication between strategic planners and human resource planners in organisations (Milkovich et al., 1983). Walker, J. W. 1992 in his book Human resource strategy suggested that vertical integration is necessary to provide congruence between business and human resource strategy so that it supports the accomplishment of the business. Such two-way methods of communication results in meaningful information regarding human resource being fed into the strategic planning process. Following is the graphical presentation of how the Horizontal and vertical integration creates an overall fit for the organization. Determinants of Both Types of Fit: In Telenor Pakistan Integrative strategies are executed by involving the coordination of human resource planning and the personal functions such as recruitment, training, and career management. These strategies are also practiced to minimize the cost and to instigate efficient coordination of resources to obtain their maximum output. Telenor horizontal and vertical integration goes a long way in building a team that is vibrant and well coordinated for achieving the corporate objectives and long-term goals. Moreover, Telenor practice Vertical integration, to emphasise the congruence of a HR measures with the strategy the firm is pursuing. This in long term can gain a competitive advantage for the organization. Telenor HR exercise vertical and horizontal integration by the help of following Hr tools: Clarifies goals and objectives Encourages participation Planning and organises Facilitates work Provides feedback Empowering and delegates Recognises good performance In practice Telenor HR in many ways influence the achievement of horizontal fit and vertical fit, as achieving both kinds of fits are necessary for company to performance efficiently. More importantly the vision of Telenor is HR and customer oriented which embraces the theories and models discussed above: Our vision is simple: Were here to help. We exist to help our customers get the full benefit of communications services in their daily lives. The key to achieving this vision is a mindset where every one of us works together: Making it easy to buy and use our services. Delivering on our promises. Being respectful of differences. Inspiring people to find new ways. Source: www.telenor.com.pk. Recommendations: Follow are the recommendations to improve the vertical and horizontal integration: (a) There is nothing permanent except change; likewise the top management role in Telenor Strategic Human Resource Management Strategic Human Resource Management Introduction This point of time when globalization become a natural phenomenon, bring human resource in a lime light. A large number of organizations viewed human resource as a source of competitive advantage. There is greater acceptance that distinctive competencies are obtained through highly developed employee skills, distinctive organizational cultures, management processes and systems. However, it is necessary to invest the concept with clear meaning. In todays highly competitive business environment, organizations cannot sustain excellent performance unless they develop a competence for rapid, continuous strategic change. According to Edward E. Lawler (2008) the source of competitive advantage has shifted in many organizations from reliability to innovation and flexibility. Further argue that it is a combination of the right structure and the right people that provides the foundation and tools for creating competitive and innovative organizations. Traditionally, human resource has been considered a factor only after the strategic business decisions are made. Human resource issues were not even discussed during the decision to purchase the business. One human resource executive put it succinctly when he said â€Å"the line job is to tell us where the business is going and then it is up to us to find the people to develop.† Companies like GM and AIG are some of the example when they sour large number of their stake because they had not considered the human resource implication of their purchase. However, companies such as IBM, GE, and Intel use of human resource management as an integral part of strategy formulation. Indeed, many companies have begun to require the human resource component in their strategic plan. Where they begun a great deal of experimentation and problem solving to decide what data are required, what issue should be considered, and how they can relate to the various aspect of the business. The major emphasis in strategic planning has doubtless been on formulation. This led to a conclusion up until 1980 that much time and thought had gone into analyzing and planning strategy yet very little into implementation. But after 1980 it changes to the effective implementation of the strategy. i.e getting people to do the right things to make strategies happen. In this respect, the human resource tools become central and focus. Strategic Human Resource Management Strategic human resource management is a multipart process which is frequently developing and being studied and discussed by academics and commentators. Its characterization and associations with other aspects of business setting up and strategy is not complete and estimation varies involving writers. It has been defined as: * All those activities affecting the actions of individuals in their efforts to put together and put into action the strategic needs of business. (Schuler, 1992) * The prototype of planned human resource deployments and activities anticipated to facilitate the forms to attain its goals (Wright, Macmahan, 1992) In general, Strategic human resources management is defined as the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. Boxall and Purcell (2003) argue that strategic HRM is apprehensive with explaining how HRM influences organizational performance. They also point out that strategy is not the identical as strategic plans. Strategic planning is the formal procedure that takes place, generally in larger organizations, defining how things will be done. However strategy exists in all organizations even though it may not be in black and white and expressed. It defines the organizations behavior and how it tries to cope with its environment. Strategic HRM is based on HRM philosophy incorporating the concept of strategy. So if HRM is a logical approach to the management of people, strategic HRM now implies that that is done on a planned way that integrates organizational goals with policies and action sequences. Coppers Lybrand (CL) consider HRM and its development as their top priority. The administration is determined in hiring and retaining skilled and competent workers. Each worker should meet the demands of the highly competitive and growing business industry worldwide. Chairman and CEO says that the attraction and retention of people, which they consider as the highest intellectual capital is the critical objectives of CL. The Basic Architecture of HR Source: Brian Becker et al. 2001 Implementing Strategy There are four generic human resource activities of all the organization 1. Selection/ promotion/ placement process Example of Chase Manhattan bank During the period between 1975and 1980 the bank underwent major managerial changes key to the bank s successful turnaround from a troubled bank in the mid -70s was a careful strategic level selection and placement of executive. Historically in banking in general and specifically at chase senior level positions were based on historical precedent with old-boy net works playing a major role. Also the tradition incident based on historical precedent with old-boy net works playing a major role. Also the tradition in banking was reward those with banker skills not those with managerial skills which were implicitly considered to be less importance .Under the stress of serious performance problems chase manhattan when the trust manager retired corporate management decide that the department whose operation had been essentially stable should focus on a more aggressive growth strategy instead of seeking a veteran banker chase hired a man whose experience had been with IBM because it was felt h e brought a strong marketing orientation to the trust department which the new strategy required. Similarly, when chase reorganized it retail banking business from a low margin operation in which the stress was keeping down costs of to a more expansionary business offering broader consumer financial services it hired because of his entrepreneurial skills an executive who had been a division chief of a small industrial firm and had a track record of entrepreneurial management experience. 2. Reward processes Good selection is the sine qua non of performance. Once people are in job and perform however they should also be rewarded for good performance. These incumbents should also be developed to improve performance and prepare them for a new position. The linkage to reward outcomes reduces or eliminates the developmental value of appraisals. Rather than an opportunity for constructive review and encouragement, the reward-linked process is perceived as judgmental, punitive and harrowing. For example, how many people would gladly admit their work problems if, at the same time, they knew that their next pay rise or a much-wanted promotion was riding on an appraisal result? Very likely, in that situation, many people would deny or downplay their weaknesses. Nor is the desire to distort or deny the truth confined to the person being appraised. Many appraisers feel uncomfortable with the combined role of judge and executioner. 3. Development process Ensuring that organization has an adequate supply of human resource talent at all levels is no easy task especially when organization is going to a rapid strategic changes. The key is to have a human resource planning system that make accurate forecast. In order to plan for the future, an accurate inventory of current human resource stock is important. This should include both the current individual performance and the future potential of an individual. 4. Appraisal process A basic human tendency to make judgments about those one is working with, as well as about oneself. The human inclination to judge can create serious motivational, ethical and legal problems in the workplace. Without a structured appraisal system, there is little chance of ensuring that the judgments made will be lawful, fair, defensible and accurate. Appraisal systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified. In many organizations but not all appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. Sue Peattie It has been seen that Food market continuous to grow rapidly since 1990 in UK. (Sue Peattie). In order to full fill the demand of the market, markets had to use all available marketing tools. Promotion is one of the major adapted tools to maintain or increase the sales. However, more focus remains on price base promotion. As more and more competition is coming into market. This tool needs more attention. Business tends to use different kinds of promotions to attract more and more sales. Buy one get free one free, buy three in price of one, bundle deal are good attraction for promotion. Example: â€Å"During 1972-82, US per capita consumption of variety meats (offal) reached a high of 5.66 lb in 1977 and then declined to 4.21 lb in 1982. The objective of this market test was to measure the effects of promotional and merchandising strategies on food store sales of selected beef/pigment variety meats. Promotion took place in 8 test stores of one food chain in three test markets (Salina, Topeka, and Wichita, Kansas) during three eight-week test periods (TP). Promotional and merchandising strategies tried were: (1) a special clearly designated display section for variety meats; (2) point of purchase (POP) price signs; (3) colored wall posters; (4) POP nutritional information and recipes; (5) newspaper advertising at two conventional supermarkets; (6) in-store advertising at all stores; (7) price specials; (8) personal salesmanship; and (9) product taste samples. Average weekly sales (lbs) of total variety meats increased in every test store from TP-1 to TP-2. Sales of 5 beef it ems (heart, liver, sweetbreads, tripe and oxtail) increased significantly. Retail sales increased 9.6% in the test stores compared to a 6.0% seasonal increase in purchases by all stores associated with a wholesale supplier (AWG). A seasonal decline in lbs of variety meats sold of 19.6% in test stores from TP-2 to TP-3 was matched by a 19.1% drop in wholesale purchases by all stores. Promotion in TP-2 increased retail sales over those of TP-1, but continued promotion in TP-3 did not lead to further sales increases.† (Source: http://www.cababstractsplus.org/abstracts/Abstract.aspx?AcNo=19901880256) Strategic HRM and human capital management Many writers have argued that strategic HRM and human capital management (HCM) is one and the same thing, and certainly the concept of strategic HRM matches that of the broader explanation of HCM relatively well as the following definition of the main features of strategic HRM by Dyer and Holder (1998) shows: * Organizational level because strategies involve decisions about key goals, major policies and the distribution of resources they be inclined to be formulated at the top. * Focus strategies are business-driven and focus on organizational effectiveness; thus in this perspective people are viewed first and foremost as capital to be managed in the direction of the achievement of strategic business goals. * Framework strategies by their extraordinarily nature provide unifying frameworks which are at once broad, contingency-based and integrative. They incorporate a full accompaniment of HR goals and activities planned specifically to fit extant environments and to be commonly reinforcing or synergistic. This argument has been based on the information that both HRM in its appropriate sense and HCM rest on the supposition that people are treated as assets rather than costs and both focus on the importance of adopting an integrated and strategic move toward to managing people which is the concern of all the stakeholders in an organization not just the people management role. However, the perception of human capital management complements and strengthens the idea of strategic HRM relatively replaces it. (Armstrong and Baron, 2002) Strategic HRM could consequently be viewed as the essential framework within which these estimation, reporting and management course of action take place and make sure that they are iterative and communally reinforcing. Human capital consequently informs and in turn is shaped by strategic HRM but it does not substitute it. Strategic HRM and business performance Since the mid 1990s, CIPD and others have been generating evidence for the impact of people management practices on business performance. Much emphasis has been put on the importance of ‘fit. In other words it is argued that HR strategies much fit both with each other and with other organizational strategies for maximum impact. The main areas of practice which all the researchers agreed have an impact on performance are around job design and skills development. However, CIPD work found that practices alone do not create business performance. They can create ‘human capital or a set of individuals who are highly skilled, highly motivated and have the opportunity to participate in organizational life by being given jobs to do. However, this will only feed through into higher levels of business performance if these individuals have positive management relationships with their superiors in a supportive environment with strong values. All these factors will promote ‘discretionary behavior, the willingness of the individual to perform above the minimum or give extra effort. It is this discretionary behavior that makes the difference to organizational performance. Conclusion The SHRM idea is a influential idea if function properly within an organization. HR groups are able to plan for potential growth and react to any changes that may take place. In addition, SHRM allows companies to completely make the most of their human assets to make real improvement over their competitors. This advantage comes from having the HR policies and strategies perfectly aligned with the corporate goals so that the organization has the right human capital, right remuneration packages and training methodologies to allow the employees to efficiently do their jobs. There may also be an remarkable view of HRM as an implicit part of the major strategic change Initiative, relatively as a critical stand alone component of reform. This view may now be Changing as more and more people realize the need to reform human resources management as an equal and necessary component of overall Government-wide reform and reinvention. In short, SHRM allows an organization to create a competitive advantage with their human capital by aligning their strategic goals with their HRM systems. Author Ronald Sims states it clearly when he writes: â€Å"Successful organizations in the prospect must strongly make parallel their HRM strategies and programs with the external opportunities, competitive strategies, and their only one of its characteristics and core capability. Organizations that fail to clearly define HRM strategy or competitive strategy that explicitly incorporates human resources will not be successful† (Sims, 2002, p. 30). Bibliography # ARMSTRONG, M and BARON, A. (2002) Strategic HRM: the key to improved business performance. Developing practice. London: Chartered Institute of Personnel and Development. # SCHULER, R.S. (1992) Strategic human resource management: linking people with the needs of the business. Organizational Dynamics. Vol 21, No 1. pp18-32. # WRIGHT, P.M. and MCMAHAN, G.C. (1992) Theoretical perspectives for SHRM. Journal of Management. March. pp215-247. # BOXALL, P. and PURCELL, J. (2003) Strategy and human resource management. Basingstoke: Palgrave Macmillan. # DYER, L. and HOLDER, G. Strategic human resource management and planning. In: DYER, L. (ed) (1998) Human resource management: evolving roles and responsibilities. Washington DC: Bureau of National Affairs. Cavusgil, T.S. and Zou, S. (1994), â€Å"Marketing strategy-Performance relationship: an investigation of the empirical link in export market Ventures†, Journal of Marketing Research, Vol. 58, January, pp. 1-21 Sims, R. R. (2002). Organizational success through effective human resources management (1st ed.). Westport, CT: Quorum Books. Truss, C., Gratton, L. (1994, September 1994). Strategic human resource management: A conceptual approach. The International Journal of Human Resource Management, 5(3), p. 663.

Analysing The Women Rights In Egypt Sociology Essay

Analysing The Women Rights In Egypt Sociology Essay The term womens right refers to freedoms and entitlements of women and girls of all ages. These rights may or may not be institutionalized, ignored or suppressed by law, local custom, and behavior in a particular society. These liberties are grouped together and differentiated from broader notions of human rights because they often differ from the freedoms inherently possessed by or recognized for men and boys and because activists for this issue claim an inherent historical and traditional bias against the exercise of rights by women and girls. Issues commonly associated with notions of womens rights include, though are not limited to, the right: to bodily integrity and autonomy; to vote (suffrage); to hold public office; to work; to fair wages or equal pay; to own property; to education; to serve in the military or be conscripted; to enter into legal contracts; and to have marital, parental and religious rights. Women and their supporters have campaigned and in some places continue to campaign for the same rights as men. Women in ancient Egyptian: In ancient Egypt, womens rights reached a level that has rarely been equaled in any civilization right up to modern times. This was unusual in the ancient world and led to condemnation from neighboring states. Rather than being seen as the weaker sex, women were often portrayed as being just as violence as men.   Queens are shown crushing their enemies; executing prisoners and firing arrows at male opponents in battle. Women were also treated the same under criminal law and would suffer the same punishments as men for their crimes, including being executed if convicted of a capital offence.   However if it was found the offender was pregnant then her execution was delayed until after the birth. Although most official posts were given to men, women were known to hold high office.   There were female overseers, governors and judges and at least one, Queen Hetepheres II, ran the civil service.   Two women were given the role of vizier (prime minister), the highest administrative position and six even achieved the title of pharaoh. Women from poorer families were also free to find work and were often employed in traditional female roles such as maids, nannies and midwives.   According to Joseph Perkins of Minnesota State University, some are known to have started small businesses out of their homes often considerably increasing the family income through making and selling products such as linen or perfume.   Professional opportunities were also available to some women, such as director of dance and even physicians.   Female doctors are known to have been skilled enough to perform caesarean sections and to surgically remove cancerous breasts. The suffrage awarded to women allowed them to enjoy a high level of financial freedom.   Possessions, property and debt acquired by a woman through labour or inheritance was seen as separate from her husband and if she became a widow, she was entitled to inherit one third of the property they jointly owned, with the rest divided between the late husbands children and siblings. Despite their freedoms, Egyptian women were most commonly bestowed with the title of Lady of the House and were expected to run the home and bear children.   For poorer families, large numbers of offspring were necessary to provide extra sources of labour and income but for the wealthy few.   With both male and female servants to tend to daily chores and child rearing, richer women spent much of their time in leisure pursuits like listening to music, taking care of their pets, playing board games, eating good food and drinking fine wines. It is as mothers, sisters, wives and daughters to pharaohs, that royal women were most influential to the state.  Pharaohs also had a host of minor wives, who often were able to wield some influence and as succession did not necessarily go to the eldest son, they had the opportunity to become mother to a pharaoh. Pharaohs would often have a host of women known as Ornaments of the King who were chosen for their beauty and employed to entertain with singing and dancing.   Although this seems more in keeping with treatment of women elsewhere, in Egypt, they were important participants in court life and were active in royal functions, state events and religious ceremonies. Women often played a key role in the priesthood with royal women holding the title Gods Wife, a position of great political significance second only to the pharaoh, for whom they sometimes stood in.   Female priestesses also played a significant role in the religious life of ancient Egypt, participating alongside men in rituals, earning a living as professional mourners and sometimes acting as funerary priests. As warriors, intellectuals, priestesses, political figures and even rulers, the women of ancient Egypt enjoyed a large degree of suffrage.   Many had the opportunity to advance themselves to an extent that was not achieved again until the twentieth century and a financial equality that many women still fight for to this day. Women in Egypt now a day: Rural and lower-class Egyptians generally believed that women were related to men. Women were expected to be under control of male relatives, to avoid contact with men who were not from the family, and to veil themselves in public. As children women learned to accept dependency on their fathers and older brothers. After marriage women expected their husbands to make all decisions. Early married life could be a time of extreme subordination and insecurity. The new wife usually lived with or near her husbands family and was expected to help her mother-in-law in the house. A young wife was under pressure from her husband and his family until she gets pregnant. Barrenness was a womans worst possible misfortune, and not giving birth to a son was almost as bad. Women who had only daughters were called mothers of brides. Most families continued having children until they had at least one son. As the womans gets married, and her sons matured, her position in the family grew more secure. The sexual behavior and reputation of the women of a line age were the most important components of a familys honor. A bad reputation for one woman meant a bad reputation for the whole line age. Honor was essential to social life; without it even a minimal social standing in the community was impossible. Men were especially interested in maintaining honor. Women were always on their best behavior around men from other families because they were afraid of getting a bad reputation. A bad reputation could disgrace the men of her family. A disgraced husband could restore his status, however, through divorce. Most disgraced fathers and brothers in rural and lower-class urban families, however, believed that honor could only be restored by killing the daughter or sister suspected of sexual misconduct. Family members who murdered the women were prepared to accept legal penalties for their actions. Women have traditionally been preoccupied with household tasks and child rearing and have rarely had opportunities for contact with men outside the family. But since the 1952 Revolution, social changes, especially in education, have caused many women to spend time in public places among men who were not related to them. To limit womens contact with these men, practices such as veiling and gender segregation at schools, work, and recreation have become commonplace. Furthermore, lower-class families, especially in Upper Egypt, have tended to withdraw girls from school as they reached puberty to minimize their interaction with men. Lower-class men frequently preferred marriage to women who had been secluded rather than to those who had worked or attended secondary school. Egypts laws pertaining to marriage and divorce favored the social position of men. Muslim husbands were traditionally allowed to have up to four wives at a time in accordance with Islamic religious custom, but a woman could have only one husband at a time. A Muslim man could divorce his wife with ease by saying I divorce thee on three separate occasions in the presence of witnesses. A woman wishing to dissolve a marriage had to instigate legal proceedings and prove to a court that her husband had failed to support her or that his behavior was having a harmful moral effect on the family. The laws required men to support their ex-wives for only one year after a divorce, and the fathers gained custody of the children. A man faced few or no penalties if he refused to provide equal support to his wives or if he refused to pay alimony to his divorced wife. Divorce was much more difficult for Copts than it was for Muslims. Common law regulated the marriages and divorces of Copts. A new law reversed many of the rights accorded to women in 1979. A woman lost her automatic right to divorce her husband if he married a second wife. She could still petition a court to consider her case, but a judge would grant a divorce only if it were in the interests of the family. If a divorce were granted, the judge would also determine what an appropriate residence was for the divorced woman and her children. Since the early 1970s, womens status has been changing, mostly because an increasing number of women have joined the nonagricultural workforce. According to government estimates, the number of working women doubled from 500,000 to 1 million between 1978 and 1980. By 1982 women accounted for 14 percent of all wage-earning and salaried employees throughout the country. Although substantial numbers of women were in the professions, particularly education, engineering, and medicine, most women held low-paying jobs in factories, offices, and service industries. Half of all employed women held jobs such as street cleaners, janitors, hotel and domestic servants, and hospital aides. In 1990 women accounted for more than 12 percent of all industrial workers; most female factory workers were in textiles, food processing, and pharmaceuticals. Strategy and Proposal 1-Reasons for choosing the topic: My main reason for choosing this topic to be my documentary because a lot of people didnt know what is the women right and how the women in the ancient Egyptians having a very high position were and was much honored at that time. Today a lot of men are knowing that women having all their rights and even more than they deserve. In addition, this documentary will be exposing the different between the women in ancient Egyptian which she was having all her rights and even more, and the women now a day in Egypt which she suffering and fight to get her minimum rights in living a good life. Women were having their rights in the old ancient Egyptian era from 7000 years ago but now in the post modernity era the women still fighting and suffering to get their right. If we compare us to other Arab countries, we are behind. Other countries are going forward like in Yemen has judges, Sudan has judges; the general prosecutor in Syria is a woman. For that reason its important to discuss this topic to let all people from men women and teenagers know the rights for women and what could she do to asking for her rights. 2-Message of the documentary: The main message from this documentary is to raise awareness of men about the women right to know how to treat them and may be trying to help women to get their rights. Also, to raise awareness of women and girls because they should know their rights which Qassem Amen and Huda Saharawi fight to gutted for them. Also, to know that women rights were settled from the great ancient Egyptian era not only when Qassem Amen wrote about it, in ancient Egyptian era women were having their all rights so all women and girls should take them their leaders and do like them or try to be like them and get their rights. 3-Target audience: The main target audience related to this documentary is women , ages from 25 to 45who suffering from being treated badly or didnt get their rights that they deserves. The young girls, ages from 18 to 24, who are not knowing their history or their rights and they going to graduated and starting their carrier life. They should decide what they want to be like their great ancient Egyptian women or give up and dont get their rights. Also, men, ages from 25 to 45, they should know what women right is and to know how to treat women. 4-Expected interviews: Random peoples opinion about women rights to know what they know about it. People who are working in women rights to help us to know more about what women right is. Egyptian writer wrote about women right in ancient Egyptian era to elaborate how they got their rights. Interview with Mona Helmy an Egyptian journalist who wrote a lot of articles about women write now a day. 5-shooting places: Shots for women infront of courts trying to get their rights. Shots for Doctor Mona Helmy in her office. Shots for seminars about women rights. Shots for people in the streets. 6-Sequence of the documentary: The documentary will start by showing some footages for ancient Egyptian women queens and gods Then some other footage for women in Egypt suffering infront of courts trying to get their rights. Then an Egyptology will talk about how the women in ancient Egyptian getting their rights Then the documentary will then proceed giving peoples opinion about women rights now a day. Then the Egyptian Dr Mona Helmy will discuss the women rights now a day. Finally, will telling the people how to try learning from our Egyptian civilization and let the women get their minimum rights. 7-Visual list: The documentary will include some footages of 8-Question of the documentary: Random people in the street: What did you know about women rights? Do you know any thing about women rights in ancient Egyptian era? Did you think women take all her rights? Do you think women could be a judge or not and why? Random women infront of court: What is your case? Did the low help you in getting your right quickly? Did you think you have all your rights? Dr.Mona Helmy: What is your opinion about women today in Egypt? Did she get all her wrights? Did your article about women rights do something for women? In your opinion, what should the Egyptian women do to get all her rights? 9-Script of the documentary: video audio Situation Analysis 1-Background of the topic: Women in ancient Egyptian: An exception to most other ancient societies, Egyptian women achieved parity with Egyptian men. They enjoyed the same legal and economic rights, at least in theory, and this concept can be found in Egyptian art and contemporary manuscripts. The disparities between peoples legal rights were based on differences in social class and not on gender. Legal and economic rights were afforded to both men and women. Egyptian womens rights extended to all legally defined areas of Egyptian civilization. Women could manage, own, and sell private property, which included slaves, land, portable goods, servants, livestock, and money. Women could resolve legal settlements. Women could conclude any kind of legal settlement. Women could appear as a contracting partner in a marriage contract or a divorce contract; they could execute testaments; they could free slaves; women could make adoptions. Women were entitled to sue at law. This amount of freedom was at variance with that of the Greek women who required a designated male, called a kourios, to represent or stand for her in all legal contracts and proceedings. This male was her husband, father or brother. An Egyptian woman could acquire possessions in many ways. She could receive it as gifts or as an inheritance from her parents or husband. Or she could receive it from purchases with goods which she earned either through employment, or which she borrowed. A woman had claims to up to one-third of all the community property in her marriage. Womens legal rights: The Egyptian womans rights extended to all the legally defined areas of society. From the bulk of the legal documents, we know that women could manage and dispose of private property, including: land, portable goods, servants, slaves, livestock, and money (when it existed), as well as financial instruments (i.e., endowments and annuities). A woman could administer all her property independently and according to her free will. She could conclude any kind of legal settlement. She could appear as a contracting partner in a marriage contract or a divorce contract; she could execute testaments; she could free slaves; she could make adoptions. She was entitled to sue at law. It is highly significant that a woman in Egypt could do all of the above and initiate litigation in court freely without the need of a male representative. This amount of freedom was at variance with that of the Greek woman who required a designated male, called a kourios, to represent or stand for her in all legal con tracts and proceedings. This male was her husband, father or brother. Womens property rights: There were several ways for an Egyptian woman to acquire possessions and real property. Most frequently, she received it as gifts or as an inheritance from her parents or husband, or else, she received it through purchaseswith goods which she earned either through employment, or which she borrowed. Under Egyptian property law, a woman had claim to one-third of all the community property in her marriage, i.e. the property which accrued to her husband and her only after they were married. When a woman brought her own private property to a marriage (e.g., as a dowry), this apparently remained hers, although the husband often had the free use of it. However, in the event of divorce her property had to be returned to her, in addition to any divorce settlement that might be stipulated in the original marriage contract. A wife was entitled to inherit one-third of that community property on the death of her husband, while the other two-thirds was divided among the children, followed up by the brothers and sisters of the deceased. To circumvent this possibility and to enable life to receive either a larger part of the share, or to allow her to dispose of all the property, a husband could do several things: 1) In the Middle Kingdom, he could draw up an imyt-pr, a house document, which was a legal unilateral deed for donating property. As a living will, it was made and perhaps executed while the husband was still alive. In this will, the husband would assign to his wife what he wished of his own private property, i.e., what he acquired before his marriage. An example of this is the imyt-pr of Wah from el-Lahun. 2) If there were no children, and the husband did not wish his brothers and sisters to receive two-thirds of the community property, he could legally adopt his wife as his child and heir and bequeath all the property to her. Even if he had other children, he could still adopt his wife, so that, as his one of his legal offspring, she would receive some of the two-thirds share, in addition to her normal one-third share of the community property. A woman was free to bequeath property from her husband to her children or even to her own brothers and sisters (unless there was some stipulation against such in her husbands will). One papyrus tells us how a childless woman, who after she inherited her husbands estate, raised the three illegitimate children who were born to him and their female household slave (such liaisons were fairly common in the Egyptian household and seem to have borne no social stigma). She then married the eldest illegitimate step-daughter to her younger brother, whom she adopted as her son, that they might receive the entire inheritance. A woman could also freely disinherit children of her private property, i.e., the property she brought to her marriage or her share of the community property. She could selectively bequeath that property to certain children and not to others. Such action is recorded in the Will of Naunakht. Women in contracts: Women in Egypt were consistently concluding contracts, including: marriage and divorce settlements, engagements of wet-nurses, purchases of property, even arrangements for self-enslavement. Self-enslavement in Egypt was actually a form of indentured servitude. Although self-enslavement appears to have been illegal in Egypt, it was practiced by both men and women. To get around the illegality, the servitude was stipulated only for a limited number of years, although it was usually said to be 99 years. Under self-enslavement, women often technically received a salary for their labor. Two reasons for which a woman might be forced into such an arrangement are: (1) as payment to a creditor to satisfy bad debts; (2) to be assured of ones provisions and financial security, for which a person might even pay a monthly fee, as though they were receiving a service. However, this fee would equal the salary that the provider had to pay for her labor; thus, no money would be exchanged. Since this service was a legal institution, then a contract was drawn up stipulating the conditions and the responsibilities of the involved parties. In executing such an arrangement, a woman could also include her children and grandchildren, alive or unborn. One such contract of a woman who bound herself to the temple of Saknebtynis states: The female servant (so so) has said before my master, Saknebtynis, the great god, I am your servant, together with my children and my childrens children. I shall not be free in your precinct forever and ever. You will protect me; you will keep me safe; you will guard me. You will keep me sound; you will protect me from every demon, and I will pay you 1-1/4 kita of copper . . . until the completion of 99 years, and I will give it to your priests monthly. If such women married male slaves, the status of their children depended on the provisions of their contracts with their owners. Women before the bar: Egyptian women had the right to bring lawsuits against anyone in open court, and there was no gender-based bias against them, and we have many cases of women winning their claims. A good example of this fact is found in the Inscription of Mes. This inscription is the actual court record of a long and drawn- out private land dispute which occurred in the New Kingdom. Significantly, the inscription shows usfour things: (1) women could manage property, and they could inherit trusteeship of property; (2) women could institute litigation (and appeal to the court of the vizier); (3) women were awarded legal decisions (and had decisions reversed on appeal); (4) women acted as witnesses before a court of law. However, based upon the Hermopolis Law Code of the third century B.C., the freedom of women to share easily with their male relatives in the inheritance of landed property was perhaps restricted somewhat. According to the provisions of theHermopolis Law Code, where an executor existed, the estate of the deceased was divided up into a number of parcels equal to the number of children of the deceased, both alive and dead. Thereafter, each male child (or that childs heirs), in order of birth, took his pick of the parcels. Only when the males were finished choosing, were the female children permitted to choose their parcels (in chronological order). The male executor was permitted to claim for himself parcels of any children and heirs who predeceased the father without issue. Female executors were designated when there were no sons to function as such. However, the code is specific thatunlike male executorsthey could not claim the parcels of any dead children. Still, it is not appropriate to compare the provisions of the Hermopolis Law Code to the Inscription of Mes, since the latter pertains to the inheritance of an office, i.e., a trusteeship of land, and not to the land itself. Indeed, the system of dividing the estate described in the l aw codeor something similar to it- -might have existed at least as early as the New Kingdom, since the Instructions of Any contains the passage, Do not say, My grandfather has a house. An enduring house, it is called (i.e., dont brag of any future inheritance), for when you take your share with your brothers, your portion may only be a storehouse. Female literacy: It is uncertain, generally, how literate the Egyptian woman was in any period. Baines and Eyre suggest very low figures for the percentage of the literate in the Egypt population, i.e., only about 1% in the Old Kingdom (i.e., 1 in 20 or 30 males). Other Egyptologists would dispute these estimates, seeing instead an amount at about 5-10% of the population. In any event, it is certain that the rate of literacy of Egyptian women was well behind that of men from the Old Kingdom through the Late Period. Lower class women, certainly were illiterate; middle class women and the wives of professional men, perhaps less so. The upper class probably had a higher rate of literate women. In the Old and Middle Kingdoms, middle and upper class women are occasionally found in the textual and archaeological record with administrative titles that are indicative of a literate ability. In the New Kingdom the frequency at which these titles occur declines significantly, suggesting an erosion in the rate of female literacy at that time (let alone the freedom to engage in an occupation). However, in a small number of tomb representations of the New Kingdom, certain noblewomen are associated with scribal palettes, suggesting a literate ability. Women are also recorded as the senders and recipients of a small number of letters in Egypt (5 out of 353). However, in these cases we cannot be certain that they personally penned or read these letters, rather than employed the services of professional scribes. Many royal princesses at court had private tutors, and most likely, these tutors taught them to read and write. Royal women of the Eighteenth Dynasty probably were regularly trained, since many were functioning leaders. Since royal princesses would have been educated, it then seems likely that the daughters of the royal courtiers were similarly educated. In the inscriptions, we occasionally do find titles of female scribes among the middle class from the Middle Kingdom on, especially after the Twenty- sixth Dynasty, when the rate of literacy increased throughout the country. The only example of a female physician in Egypt occurs in the Old Kingdom. Scribal instruction was a necessary first step toward medical training. Women in public: The Egyptian woman in general was free to go about in public; she worked out in the fields and in estate workshops. Certainly, she did not wear a veil, which is first documented among the ancient Assyrians (perhaps reflecting a tradition of the ancient semitic- speaking people of the Syrian and Arabian Deserts). However, it was perhaps unsafe for an Egyptian woman to venture far from her town alone. Ramesses III boasts in one inscription, I enabled the woman of Egypt to go her own way, her journeys being extended where she wanted, without any person assaulting her on the road. A different view of the traveling women is found in the Instructions of Any, Be on your guard against a woman from abroad, who is not known in town, do not have sex with her. So by custom, there might have been a reputation of impiousness or looseness associated with a woman traveling alone in Egypt. Despite the legal freedom of women to travel about, folk custom or tradition may have discouraged that. So, e.g., earlier in the Old Kingdom, Ptahhotep would write, If you desire to make a friendship last in a house to which you have access to its master as a brother or friend in any place where you might enter, beware of approaching the women. It does not go well with a place where that is done. However, the theme of this passage might actually refer to violating personal trust and not the accessibility of women, per se. However, mores and values apparently changed by the New Kingdom. The love poetry of that era, as well as certain letters, are quite frank about the public accessibility and freedom of women. Womens occupations : In general, the work of the upper and middle class woman was limited to the home and the family. This was not due to an inferior legal status, but was probably a consequence of her customary role as mother and bearer of children, as well as the public role of the Egyptian husbands and sons who functioned as the executors of the mortuary cults of their deceased parents. It was the traditional role of the good son to bury his parents, support their funerary cult, to bring offerings regularly to the tombs, and to recite the offering formula. Because women are not regularly depicted doing this in Egyptian art, they probably did not often assume this role. When a man died without a surviving son to preserve his name and present offerings, then it was his brother who was often depicted in the art doing so. Perhaps because it was the males who were regularly entrusted with this important religious task, that they held the primary position in public life. As far as occupations go, in the textual sources upper class woman are occasionally described as holding an office, and thus they might have executed real jobs. Clearly, though, this phenomenon was more prevalent in the Old Kingdom than in later periods (perhaps due to the lower population at that time). In Wentes publication of Egyptian letters, he notes that of 353 letters known from Egypt, only 13 provide evidence of women functioning with varying degrees of administrative authority. On of the most exalted administrative titles of any woman who was not a queen was held by a non-royal women named Nebet during the Sixth Dynasty, who was entitled, Vizier, Judge and Magistrate. She was the wife of the nomarch of Coptos and grandmother of King Pepi I. However, it is possible that the title was merely honorific and granted to her posthumously. Through the length of Egyptian history, we see many titles of women which seem to reflect real administrative authority, including one woman entitled, Second Prophet (i.e. High Priest) of Amun at the temple of Karnak, which was, otherwise, a male office. Women could and did hold male administrative positions in Egypt. However, such cases are few, and thus appear to be the exceptions to tradition. Given the relative scarcity of such, they might reflect extraordinary individuals in unusual circumstances. Women functioned as leaders, e.g., kings, dowager queens and regents, even as usurpers of rightful heirs, who were either their step-sons or nephews. We find women as nobility and landed gentry managing both large and small estates, e.g., the lady Tchat who started as overseer of a nomarchs household with a son of middling status; married the nomarch; was elevated, and her son was also raised in status. Women functioned as middle class housekeepers, servants, fieldhands, and all manner of skilled workers inside the household and in estate-workshops. Women could also be national heroines in Egypt. Extraordinary cases include: Queen Ahhotep of the early Eighteenth Dynasty. She was renowned for saving Egypt during the wars of liberation against the Hyksos, and she was praised for rallying the Egyptian tro