Women need to give up the notion that they are inherently vulnerable and passive victims of attacks by strangers and instead assume primary responsibility for their safety by becoming strong and potentially lethal. This is Leslie Marmon Silko’s dominant idea in her essay “In the Combat Zone.” The author draws attention to the vulnerability felt by the majority of women and goes on to make a case for guns and how it provides women with confidence and the power to fend off attackers or would-be attackers. The author’s stance on this subject is quite predictable considering her background and upbringing. She was raised in an environment where children were given responsibilities at an early age. Therefore, it is no surprise that at age seven her father armed and trained her on how to safely handle guns and she was equally saddled with the responsibility of her safety. Her upbringing is however not reflective of the larger population of women in the United States. While the use of guns for self-defence might come across as a fair argument at first glance, a critical examination of the author’s suggestion would expose some short-comings to her argument.
ReferencesCNET Networks, Inc. (2003). Making Your Harassment Policy Work. Retrieved on August 13, 2008 from web site http://jobfunctions.bnet.com/abstract.aspx?docid=60489Inc.com. (2006). Improve Your Communication Skills. Retrieved on August 13, 2008 from web site http://www.inc.com/guides/growth/23032.htmlMichael A. and Mark H. (2008). The First Rule for New Managers. Retrieved on August 10, 2008 from web site http://www.manager-tools.com/2008/03/the-first-rule-for-new-managers/Robert D. H. &
A 14- year old brown belt in karate said she was walking home from the grocery store one Friday when a mid- aged man tried to talk to her. When she refused to converse with him and told him to leave her alone, he grabbed her. She states “ Before karate, I would have frozen up and simply stopped breathing.” “Instantly I calmly turned around and struck the man in the face. He then fell to the ground and I ran.” According to the department of Justice, teens 16 to 19 years of age were 3 ½ times more likely than the general population to be victims of rape, attempted rape, or sexual assault. In order to prevent teens from becoming apart of the statistic, schools need to make it mandatory for teenagers to take self-defense courses in highschool because
Company X strives to provide its workforce with a safe and secure workplace, free from any and all forms of harassment. Through a stringent screening process of potential new hires along with reinforcing Company X’s code of ethics through various methods, Company X will build its culture of values.
After many harrassments that Hasselstrom has suffered, Hasselstrom goes to learn self-defense, and she learns kung fu. However, one day, Hasselstrom reads an article that says well-trained material act women still get raped and beat. This article has made Hasselstrom make an important decision, so she is going to carry a gun that makes her feel safer.
As I began to research reference documents for SASM 6670 - Module 3 assignments, I was unsure as to how the content from our course readings would apply to the challenge related to sexual harassment. A very sensitive topic that has, in many cases, shaken an collegiate athletic department, has been one of the most intriguing subjects I have studied to date. The number of high profile cases in the world of college athletics has been shocking. The content of the sexual harassment policies and memorandum reflects the need to outline policies that are effective and current. Even more so, policies must be communicated. In the case of Fresno State, who experienced three (3) gender equity lawsuits within a few years on one another, really opened my eyes to the challenges females in sports organizations face. A hostile work environment, which is difficult to define and even more difficult to prove was at the forefront of the Fresno State as well as the MSG lawsuits. Although the majority of the lawsuits studied
The final issue to be discussed upon the inception of Zahra’s role is the authority of David Jones’ management and behavioural expectations, focusing on the firm’s approach toward stakeholder complaints. This is stipulated in light of recent litigation by former employee Kristy Fraser-Kirk following the supposed dismissal of her sexual harassment claims by her colleagues and superiors (Fenner and Schneider 2010). The rejection of such claims demonstrates a poor understanding of behavioural expectations within the workplace together with an unsatisfactory commitment to addressing employee concerns, indicating substandard protocol enforcement in David Jones (Gruber 1998). Dubios et al. (1997) state that the conduct of senior management generally shapes the organisational culture of a workplace and its employees, and as a consequence, when issues of sexual harassment are recognised as significant professional concerns and addressed appropriately by management, awareness and respect from staff will improve along with employee morale, thus enhancing
All employees will be expected to be respectful and courteous to one another as well as to the clients. New Beginnings will have a very important and dynamic code of ethics and it will be required that they are adhered to at all times no matter the circumstances. Each and every employee will at all times be responsible for following each and every one of these codes of ethics: 1. Confidentiality 2. Ethics 3. Quality assurance 4. Professional conduct 5. Equality and discrimination 6. Public Knowledge.
With these lessons at their disposal, women will be able to defend themselves against an attacker of any sort in almost any location. Knowing that, they will be less fearful of going outside alone, or walking to a destination by themselves, and feel much more confident. These lessons could also be efficient in defending themselves against an abusive partner or relative in their homes.
Times have changed and we as humans can not be as trusting as in the past. Most of us are caring and compassionate and instinctively want to trust one another. But, the fact is there are more criminals around us each day and no positive or beneficial way to know who they are till they commit to assault. For far too many years the abuse of women and young teens has been a continuous crime in the world’s society. Here are some helpful and important tactics and preventions to warn and protect citizens from the dangers of harmful predators. Self-defense and self-protection are an important priority for women. The most common crime to happen to a woman is rape, but it is more about a feeling of dominance. According to statistics, the majority of rapes are perpetrated by men who women know. Assault on women is also a common crime because assailants assume women will be more passive and not fight back. The best way for women to fight back against crime is to prevent it from happening by avoiding being alone or being in dangerous areas. However, getting into such situations is sometimes inevitable. The majority of rapes occur in the victim’s home. According to the Bureau of Justice, almost forty percent of all rapes take place in the female victim’s home. The chance for survival is to fight back. Fighting back is not just necessary, but it is a moral right because protecting one’s self is paramount. Self-defense is essential because statistics say that all women are good candidates
“In November 2005, an online poll by the Society for Human Resource Management and CareerJournal.com found that 72 percent of organizations had no written or verbal policies that addressed work place romance.” When drafting a love contract, Robert K. Smithson (2011) suggested that Human Resources should not take it into their hands to write their own policies, but leave it to the professionals. He feels that an employment attorney would better assist companies by doing the background research on sexual harassment issues and matters of privacy, for them. Having a well-drafted contract would not only decrease the risk of sexual harassment claims and litigation, but most importantly the liability for the organization itself. Yet even having the most well crafted love contract will not guarantee that it will be used. Saul Karen (2007) talks about a recent case where in November 2005, Mark W. Everson was forced to resign as president and CEO of the American Red Cross because of his relationship with a female subordinate. Everson was married at the time. It is unlikely he would have signed a love contract.
Pomodoro strives to be an industry leader in the treatment of our staff. Each and every person in our human resources team will be treated as Pomodoro's most valuable asset. This policy guide has been prepared to outline the company's policies towards employment related policies and regulations. The procedures, practices, and policies are intended to create a safe work environment that will let our employees flourish. Therefore Pomodoro has a strict no-tolerance policy toward all forms of harassment for the protection of the entire organization and its members. This manual will outline some of the key features of the human resources policies for both the U.S. divisions as well as the divisions around the world.
In today’s society women are particularly vulnerable to the attack. Muggers, rapists, and stalkers are a constant threat. The need for women to have the ability to defend themselves is immense, but many do not know how. Countless people believe that in order to properly defend themselves, they must study complex martial arts, build enough muscle to punch hard, or carry a gun; however, this is not the case. While these things may be helpful, preventive measures and basic self defense are more effective than physical strength and skill.
As an effective leader of an organization, one must constantly evaluate statistical data, industry trends and emerging technologies to stay on top and in front of inside and outside threats to the organization. However, organizations have a responsibility to hold itself and its employees to high moral standards in order to be successful in the long run. Employees want to be respected, appreciated and have room for growth. Similarly organizations want its employees to be respectful of the policies and values of the organization, provide the best service, be engaged in their work, and at the end of the day look out for the best interest of the company, its shareholders and community. Fairness is at the heart of a mutually beneficial and ethical relationship.
Even though Coco’s Chocolate Café is a small local business, it is still important to have a Human Resource Management (HRM) plan in place. We believe that investment in human capital is the most effective and efficient way for Coco’s to achieve our strategic goals and part of this strategy is to build our foundation on hiring the right people for the right job at the right time (Proverbs 24:27). Our HRM plan is designed to ensure we understand and have procedures and processes in place to address all of the necessary laws when it comes to Equal Employment Opportunity (EEO), harassment, and discrimination. We always strive to have a diverse workforce with employees from “various racial, ethnic, gender, cultural, age and religious backgrounds” because we understand and value each person’s unique insight, worldview and skill helps us to be a successful business team (Dessler, 2013, p. 46) It has been said that “a company’s human capital is defined as the collective productive capacity of its employees” so as a Christian organization, we encourage, build each other up and to help our employees to pursue their passions and achieve their goals (Endres, Chowdhury, Camp & Shulze, 2013, p. 64). This paper will discuss how Coco’s crafts our practices and policies around the areas of: recruiting, selecting, testing, hiring, training, development, compensation, benefits, performance management, employee retention, engagement, discipline and safety to ensure candidates and employees