Toxicity and its effects on developing children Essays - Amphetamine

Toxicity and its effects on developing children Toxicity and its effects on developing children For as long as there have been human beings, there probably have been other ones studying their behavior and attempting to understand. The field of early childhood development has been the subject of the working union between the biological, neurological, and psychological worlds. The Greeks knew that brain science, body science, and mind and spirit science all had equal value. What they were not aware of was the rate at which children, who are the study subjects, would learn, comprehend, and master concepts, ideas and emotion. Emotion and the ability to feel and express empathy is something that is solely attributed to human beings, and now research is confirming that a child brain is synoptically firing even before birth, and the research is also showing the darker side to the power of knowledge. Stress to an infant is violent, and it is what is called toxic stress. It has been documented by both research groups that children who have a support system in place when they arrive are more likely to be healthier. The arte more children today diagnosed with ADD and ADHD than ever in the recorded history of childrens studies. If you already are a parent, look around your childs world are there toxic stresses you can irradiate? If you are a teacher, firefighter, politician, or janitor, how can our everyday actions, thoughts, beliefs, and biases help or hinder the healthy growth of a child?

Free Essays on Genji

Genji, the son of the emperor and a concubine, is used in this book to represent males and their unchanging harshness toward females. He searches constantly for the â€Å"hidden flower† or perfect female, however, he falls short of being the ideal male. He is unworthy to have the perfect female even if he did find her. He shows this through his many unfaithful, immoral affairs with females throughout the book. He is able to get away with just about anything due to his undying charm to both men and women. He has an unlimited amount of flaws in his character. He is disloyal, indecisive, and selfish. He worries only about himself and his own reputation as a man. He is completely intrigued by game-playing and therefore uses this technique to lure women in to him. Genji executes many corrupt and irrational events throughout the story. He kidnaps a woman and gets angry when she protests being with him. There is a belief that he may have molested a small boy. He is completely unfaithful to his wife with any woman who, even so much as, sparks his interest . He will never settle for what he has and continues to pursue any object that he desires without shame. Genji, growing up, was not surrounded by wonderful role models. He himself was conceived out of wedlock. This upbringing could have contributed to his sinful way of living. With the use of Genji’s character, Lady Murasaki attempts to convey the message that anyone who is deceitful and charming enough can con just about anyone if they make it a way of life. We, as people, have to learn to be strong and go against things of this nature. Murasaki also is able to portray the life that women had to live in this place and time. She wanted society to see how men really were and the wrongs in their behavior. In my opinion, she did a good job at showing the severity of this situation and made me happy to be living where and when I am.... Free Essays on Genji Free Essays on Genji Genji, the son of the emperor and a concubine, is used in this book to represent males and their unchanging harshness toward females. He searches constantly for the â€Å"hidden flower† or perfect female, however, he falls short of being the ideal male. He is unworthy to have the perfect female even if he did find her. He shows this through his many unfaithful, immoral affairs with females throughout the book. He is able to get away with just about anything due to his undying charm to both men and women. He has an unlimited amount of flaws in his character. He is disloyal, indecisive, and selfish. He worries only about himself and his own reputation as a man. He is completely intrigued by game-playing and therefore uses this technique to lure women in to him. Genji executes many corrupt and irrational events throughout the story. He kidnaps a woman and gets angry when she protests being with him. There is a belief that he may have molested a small boy. He is completely unfaithful to his wife with any woman who, even so much as, sparks his interest . He will never settle for what he has and continues to pursue any object that he desires without shame. Genji, growing up, was not surrounded by wonderful role models. He himself was conceived out of wedlock. This upbringing could have contributed to his sinful way of living. With the use of Genji’s character, Lady Murasaki attempts to convey the message that anyone who is deceitful and charming enough can con just about anyone if they make it a way of life. We, as people, have to learn to be strong and go against things of this nature. Murasaki also is able to portray the life that women had to live in this place and time. She wanted society to see how men really were and the wrongs in their behavior. In my opinion, she did a good job at showing the severity of this situation and made me happy to be living where and when I am.... Free Essays on Genji Genji: The Title Character for a Reason Genji must be recognized as the principal male character in Murasaki Shikibu’s â€Å"The Tale of Genji†. In this way, by literary definition, he is the novel’s irreplaceable hero. The more recognized definition of a hero, one seen for his special or bold achievements, could apply to Genji although he didn’t necessarily work hard to achieve anything. He was born beautiful, talented, charming, and simply irresistible and therefore can be called a hero at birth. This is quite an achievement, and the only characters eligible for comparison after Genji’s death are the two princesses, Oigimi and Naka no Kimi. Although Genji’s father removes him from the imperial family, it is only a technicality and Genji spends the majority of his life experiencing luxuries as an Emperor’s son. He is immediately favored by anyone who enters his path and it seems that his entire existence was previously planned out to be naturally perfect; an impeccable being born into a situation in which he can properly be displayed. The fact that Genji doesn’t need to work for any of his accomplishments (this includes his many women) raises the question of whether or not he is in fact a natural born hero, or simply spoiled â€Å"royalty† with an offensive amount of luck. â€Å"Genji’s looks had an indescribably fresh sweetness, one beyond even Her Highness’s celebrated and, to His Majesty, peerless beauty, and this moved people to call him the Shining Lord†¦ His Majesty was reluctant to spoil Genji’s boyish charm, but in Genji’s twelfth year he gave him his coming of age, busying himself personally with the preparations and adding new embellishments to the ceremony. Lest the event seem less imposing than the one for the Heir Apparent, done some years ago in the Shishinden, and lest anything go amiss, he issued minute instructions for the banquets to be offered by the various government offices and for the things...

'Rage and Reason in a World of Manifestos' Essay

'Rage and Reason in a World of Manifestos' - Essay Example The Polemic Debord’s thesis in "The Society of the Spectacle" is that, â€Å"in societies where modern conditions of production prevail, all of life presents itself as an immense accumulation of spectacles. Everything that was directly lived has moved away into a representation.† (Debord, 1967) Debord provides a critique of the consumer society, with conspicuous consumption and packaged identities related to advertising and marketing images in contemporary culture. Formative Assessment Debord’s critique in "The Society of the Spectacle" was a formative influence on Baudrillard and others who developed post-modern media studies through the lens of semiotics. In understanding the use of symbols, signs, icons, and archetypes in mass-media advertising, the artist or designer can bring a critical method into the work that promotes reform and change through awareness of situationist themes. Discussion Debord states, â€Å"The spectacle is not a collection of images, b ut a social relation among people, mediated by images.† (Debord, 1967) One can consider this in the later critique of Noam Chomsky as this relates to the control of media discourse and the manufacture of consent for war and imperialism through propaganda techniques that relate to not only political discussion, but also the â€Å"lifestyle choices† that are pre-packaged and ideologically constructed. Debord’s critique can go towards the recognition of cultural hegemony in mass-media communications, and charts new territory in film and cinema in sampling surrealist, dada, and other modernist methodologies into a new form of expression. â€Å"The root of the spectacle is that oldest of all social specializations, the specialization of power. The spectacle plays the specialized role of speaking in the name of all the other activities. It is hierarchical society’s ambassador to itself, delivering its official messages at a court where no one else is allowed to speak. The most modern aspect of the spectacle is thus also the most archaic.† (Debord, 1967) One aspect this relates to is cultural hegemony and the viral means of propagation for critical strains of analysis. These critiques can also challenge cultural hegemony by the sampling and re-contextualizing the images of the mainstream culture into a new frame of reference, as Debord did in his film of the book. That philosophy is generally not filmed outside of surrealism is a bias, Debord goes to show the underlying patterns of belief that are unconscious in the mass-produced images of mass-communications, and how they also relate to authority and control. Debate In the second part of the book, Debord writes, â€Å"The spectacle is the moment when the commodity has attained the total occupation of social life.† (Debord, 1967) In the theory of transcendence related to symbols and signs, the signs are objects themselves pointing to other objects. In this manner, a type of ob jectification of being occurs in this critique, contrasted by transcendent activities such as free expression, true love, nature, poetry, ecstasy... romantic ideals in some manner repackaged in a post-modernist critique. Situationism as an outgrowth or evolution of Surrealism, dada, and critical theory as it relates to Marxism makes it a unique cultural expression at the formative point of the post-modern philosophy and aesthetic. Influence on professional practice The situationist

Industrial Relations Essay Example | Topics and Well Written Essays - 5000 words

Industrial Relations - Essay Example As the discussion declares the first stature for the labourers was formulated to help the community get access to physically well built men who were not engaged in any other activity of craftsmanship etc. to work for hire on a standardized wage rate. This was the first time that the wages were standardized through a public legislation. In the middle ages there was a shortage of labour owing to an epidemic. Legislations were made so as to prevent people from taking advantage of the situation by asking for exorbitant remuneration in return for the labour. Thus, there were penalties not only for those asking for an increase in wages but also for those lords who were ready to pay extra for getting their work done. There were even statues for those workers who moved to other countries in search of better wages and work. The statute allowed the sheriffs to arrest such workers and bring them back to Britain. This paper stresses that the early 15th century saw some more liberalization on working laws and even child labour statutes. Earlier laws required parents to put children in such labour which was the requirement of their estates. But the new statute gave freedom to the parents to decide for their children’s future and allowed them to send their children to school. There were modifications to the law restricting free movement of labour and also no control of workers over the decision of setting wages for work. Though freedom was given to the lords over decision regarding wages, the workers were still not free to decide what wage they can work for.

IT Skills For Finance Professionals Assignment Example | Topics and Well Written Essays - 1000 words

IT Skills For Finance Professionals - Assignment Example There are certain items that are not included in the cash budget although they used in the calculation of profits. They include deprecation and other expenses which do not include the movement of cash. The table below shows the cash budget for Classic Footballs Ltd. Calculations relating to this budget are shown in the appendix. Cash Budget for Classic Footballs Ltd for the Six Months Ending June 30, 2013    January February March April May June Total    ? ? ? ? ? ? ? Cash balance at beginning 0 50238 204198 426382 1046994 1762739 0 Add receipts:                      Issue of shares 52500                52500 Grant       350,000 350000 350000 350000 1400000 Loan- Welch Dev Co.    100,000             100000 Cash sales 175000 192500 210000 227500 271250 253750 1330000 Credit sales 302400 542640 593880 645120 741720 763980 3589740 Interest income    1457 5922 12365 30363 51119 101226 Total cash available 529900 886835 1364000 1661367 2440327 3 181589 10064018                         Deduct disbursements                      Machine    22000 22000 22000       66000 Sundry fixtures and fittings       18000          18000 Payment for Office Premises 100000 150000 100000          350000 Payment for Raw Materials 53249 112854 123498 134989 152425 159145 736161 Payment for Labour 190000 209000 228000 247000 294500 275500 1444000 Payment for Variable Overheads 67200 118720 129920 141120 162400 166880 786240 Rent and rates 68263 68262.9 68262.9 68262.9 68262.9 68262.9 409577.1 Light and Power       230387       230387 460774.3 Delivery Van 950    17550          18500 Audi          1000       1000 Advertising    1800             1800 Total disbursements 479662 682637 937618 614372 677588 900175 4292052                         Excess/(deficiency) 50238 204198 426382 1046994 1762739 2281414 2281414                         Financing:                      Overdraft 0 0 0 0 0 0 0 Repayment 0 0 0 0 0 0 0 Interest on overdraft 0 0 0 0 0 0 0 standard charge for exceeding O/D limit 0 0 0 0 0 0 0 Total effects of financing 0 0 0 0 0 0 0                         Cash balance at end 50238 204198 426382 1046994 1762739 2281414 2281414 The cash budget indicates that Classic Football Ltd will have excess funds available at the end of each of the first six months. The schedule indicates that the cash balance for the first month is ?50,238 and that the receipt from the share issue (?52,500) has contributed significantly to the positive cash balance. If the enterprise grant is received as scheduled, it is expected to contribute significantly to cash inflows and along with continuing growth in sales could place the company in a comfortable cash position. Therefore, the company does not need to use the overdraft that is available in those months. However, this cash should not be al lowed to lie idle. It should be invested in order to earn additional income for the company. This could help set off interest cost and other charges which are expected from future overdraft that may become necessary if sales continue to fall. Part 2 In some months Classic Football Ltd will have a large overdraft balance. This is expected sometime after the full amount of the grant has been received. There are a number of ways that the company could restructure its activities. Some payments could be made earlier in the months that are expected to have high levels of surplus cash. This will be best if the income to be received on any investment of excess cash is higher than the interest charges on overdraft balances. In order to deal with an overdraft balance the company could consider negotiating more favourable payment terms with suppliers. It could also seek to forego discounts on early payment to suppliers by paying at the end of the credit period since the discount that

Maintaining Work-Life Balance among Married Working Women in Banking

Maintaining Work-Life Balance among Married Working Women in Banking Literature Review It is a truth that work and family life cannot be separated, they both act together and the lines of demarcation of family life and work life cannot be drawn. With changing times, social structure, nature of business and globalization at fast pace; boundaries of work is changing rapidly. Working patterns and timings are in constant change but the pace of change is more rapid. The need for the change is being derived from individuals and organizations. Organizations are expected to perform at its optimum and provide better services 24/7 which requires employees to devote extended working hours to deliver service and this in turn effects personal lives of employees and creates an issue of work-life imbalance which is of paramount concern for everyone to have work-life balance (Jacobs Gerson, 2001) (Taylor, 2001). Work life balance is an adjustment in working patterns to mingle work with other responsibilities (Smithson Stokoe, Discourses of Work-Life Balance: Negotiating Genderblind Terms in Organizations, 2005) regardless of gender. Work-life balance  reflects; The extent to which an individual is equally engaged in and equally satisfied with his or her work role and family role (Aziz Cunningham, 2008), similarly according to Clark (2000) as cited by Othman, Yusof, Osman (2009) work life balance is defined as, Satisfaction and good functioning at work and at home with a minimum of role conflict (Othman, Yusof, Osman, 2009). It is also eloquent that every individual is to require maintaining and achieving a balance between their paid work and family responsibilities be it child care, elder care, leisure time, self development (Hogarth Bosworth, 2009). It is debatable that the word balance means settled equilibrium but can work and life outside work can be in equilibrium? Initially, work was considered as the only responsibility of male members of the society while women were only responsible for the domestic chores (Bailyn, Drago, Kochan, 2001), (Eikhof, Warhurst, Haunschild, 2007). This framework has been followed for ages and it was widely believed and accepted that the bread-winners of the family were only men. However as time evolved and in order to earn and have better lifestyles for their family, female workforce in the labor market started to increase, the conventional image of male as bread winner started to transform and now female also played an equally important role as an earning member of the family (Easton, 2007), (Flechl, 2009), (Malik Khan, 2008) (Hakim, 2006), (Strober, 2010), (Lourel, Ford, Gamassou, Gue ´guen, Hartmann, 2009). Evolution of females at work life The Second World War brought the contribution of women to the forefront. The discrepancy between men and women started to emerge, as it came in to notice when the female gender entered the work force around the globe (Goldin, 1991), which added another responsibility to their account that now they were multitasking between work and family life, taking care of their family as well as their work both came under their life domain (Tijdens, 1997), (A.Milkie Peltola, 1999). It was seen that at the time of Second World War keeping aside the traditional division of labor on the basis of gender, women entered the work force and start performing the mens job in the industries to prove themselves as capable enough to perform tasks in a more organized and better way (Milkman, 1987). It is a sad fact that in spite of their dual dedication, even during this time period, they were not considered as a factory worker instead their identity was recognized as women only (Trey, 1972), (Hyman Summers, 2004). At the end of the war; the female workers were forced and left stranded out of the labor market in order to take care of their more traditional responsibilities. Fortunately, for women this was just a temporary setback, as the number of women workers has increased after the Second World War which shows that the pattern set during the war time is still being pursued by females persistently till present (Milkman, 1987), (Bird, 2006). This is evident from a research conducted by Goldin (1991) on the percentage of working females in USA as according to this study; the participation rate in 1890 was 5 percent, 1940s was around 10.1 percent, while in 1950s it increased to 22.2 percent and then kept on increasing and finally reached 60 percent in 1990s (Goldin, 1991). Female workforce is not only increasing in European countries, but also in Pakistan; women are entering in the labor force with an increasing trend (Hussain, Malik, Hayat, 2009). According to Federal Bureau of Statistics of Pakistan, the women entering into the work force have increased to 11.81 million (53.72%) in 2009 from 10.96 million (51.78%) in 2008. This labor force comprises of 74% females in agriculture sector, 11.9% in manufacturing, 11.6% in service sector, while the rest of 0.9% are working in other sectors (Federal Bureau of Statistics, 2010). These statistics shows that with an increasing number of female workforces, it has become mandatory for women to maintain a balanced work and family life. Change in the Role of Women with Added Responsibility The role of women modified after the Second world war, as females started entering in the labor force as bread earners to support their families due to economic pressures (Hakim, 2006) and to improve the life style of their living (Emslie Hunt, 2009), and changed the traditional image of male being the sole responsible for earning the livelihood for all family members. With the enhancement of this new role as bread earners, the responsibility also increases for the women as now they have to look after their work life also along with the family which makes it difficult for them to manage both responsibilities simultaneously (Lourel, Ford, Gamassou, Gue ´guen, Hartmann, 2009),(Flechl, 2009), (Work-Life Balance, 2010). Although the conventional model of male bread winner starts to modify but still the distribution of duties between men and women remains unchanged. As now women are sharing the responsibilities of men by entering in the work force but on the other side the duties performed by females are not being shared (Emslie Hunt, 2009), which is creating a conflict between their family and career life (Zulu, 2007), (Thompson Walker, 1989). Originally, women had to take care of family matters only while men were responsible for work related issues. But with the change in the role of female, now they have to manage their family and professional life effectively which is creating a burden on them (Malik Khan, 2008), (Callan, 2008), (Dulk Peper, 2007). As they have to perform tasks like;cooking, shopping, cleaning (A.Milkie Peltola, 1999), listening and comforting children, providing emotional support to partners and parents (Emslie Hunt, 2009) and other domestic chores; which were previously considered as the only responsibility of females. But with the passage of time, now they have to perform their official tasks along with all these household chores but men are still only responsible for work related issues. Due to this unending list of duties women had to perform at home which are less flexible, demanding and experience interruptions (Aziz Cunningham, 2008); effects professional life or relaxing time of females which leaves negative impression on work life balance as compared to men (A.Milkie Peltola, 1999). Hence, in order to run work and family life smoothly women are expected to make larger sacrifices because they possess less power and authority due to the tradition and cultural norms of the society. Women can equally enjoy roles as mothers and workers but still feel more pressure than men because home responsibilities are greater and require more sacrifice (Stephen, 1977), (Thompson Walker, 1989). According to Coltrane (2000), Greenhaus and Parasuraman(1999), Rothbard and Edwards (2003) as cited by (Malik Khalid, 2008) it is a known fact that women typically do a bigger share of the household labor than men and that extra work at home partially constrains the time women can spend in paid work. Straub (2007) identifies that women tend to spend more time to family activities as of men and the same amount of work hours as of men. Challenges Faced by Women while Handling Work and Family Life With the amount of responsibilities added to the role of women, it has given rise to multiple challenges that they are facing in their daily life. Performing various tasks and playing different roles which includes; mother, wife, caregiver (for parents and elderly) and employee simultaneously becomes very difficult for women to fulfill (Straub, 2007), (Beauregard Henry, 2008). It is a challenge for women to give proper time and attention to; children especially who are very demanding under age of 13 (Thompson Walker, 1989), husband to maintain healthy relationship (Jacobs Gerson, 2001), other members of the family (parents, elderly) (Lourel, Ford, Gamassou, Gue ´guen, Hartmann, 2009) and to their work life for career progression (Aziz Cunningham, 2008). A balance between all these responsibilities is directly linked with the career performance as well as physical and mental wellbeing of women (Whitehead Kotze, 2003), (Creating Work Life Balance, 2009). Female workers also have to face lots of social pressures which do not allow women to have late sittings at the work place for official matters or to visit places related to work (Hakim, 2006), (Jacobs Gerson, 2001). These restrictions are mostly raised by the members of the family which includes; husband, in-laws, brother and parents which creates hurdles in their career progression (Schwartz, 1989). Women also encountered issues like stereotyping, sexual harassment and discrimination which make them feel insecure and confused about whether they should raise voice against inequality or remain quiet and face it (Ibrahim Marri, 2008), (Lee Brotheridge, 2005). According to Easton (2007) and Zulu (2007), Glass ceiling is also one of the obstacles which hinders women while climbing ladders of hierarchy in organizations because business environment for women is more stressful and not at all easy as compared to men. As women are in minority and mostly perceived by men as blend of doubt, attraction, respect, confusion, competitiveness, pride and animosity; therefore this mixed perception creates glass ceiling at the time of promotions (Flechl, 2009), (Lourel, Ford, Gamassou, Gue ´guen, Hartmann, 2009). As managerial positions require strong decision making skills while women are considered as emotional and required ample amount of time to make decision for important matters (Aziz Cunningham, 2008), therefore women are not easily designated for senior managerial positions because of perception that they are best regarded as housewives and mothers (Dulk Peper, 2007), (Kafetsios, 2007). The other challenge for women is the career development and promotion in their professional lives. Senior positions require long hours commitment, work related seminars, conferences, workshop and tours which makes it difficult for women to reach due to family responsibilities (Beauregard Henry, 2008), (Hochschild, 1997). Also the fact that creates hurdles in womens progression is pregnancy and childbirth; because they have to take maternity leaves which results in missing out opportunities for promotion (Straub, 2007), (Doherty, 2004), (Schwartz, 1989). Although there are many women who want to achieve career advancement with fulfilling other house hold tasks (Kafetsios, 2007), but organizations fail to realize that talented and motivated women can be committed to family as well as career and can do best for the middle management (Saltzstein, Ting, Saltzstein, 2001) but as organizations are reluctant to reduce pressure and provide flexibility this leads to recruit other employees rather than providing training to women employees (Clutterbuck, 2003), (Doherty, 2004). Consequences of Imbalance Work and Life Due to the challenges faced by women in their work life, it becomes difficult for them to maintain a balance between their work life and family life. Therefore it leads to number of negative consequences, not only at part of individuals but organizations also have to face certain setbacks (McPherson, 2007), (Hyman Summers, 2007). Individuals As women have to execute variety of roles in their family and work life, it becomes tough for them to handle diverse tasks effectively at the same time providing equal amount of attention to every role. When women were unable to manage all these roles, it results in physical as well as psychological problems (Kirrane Buckley, 2004); which includes increased level of stress, anxiety, lack of concentration and decrease in levels of alertness, energy and general health (Beauregard Henry, 2008), (Franche, Williams, al, 2006) Work life imbalance also has implications on the relationship among family members as due to the demanding nature of work, it becomes difficult to spend time together which results in lack of bonding among family members (Lee Brotheridge, 2005). Hence due to this situation, women may experience guilt and regret because they are unable to meet expectations of their families (Abercromby, 2007), (Creating Work Life Balance, 2009). Organizations Unbalanced work and family life also have negative impacts on the part of organizations, as when women workforce are not satisfied with the roles they are playing it reflects in their performance at work place (Tausig Fenwick, 2001), (Nolan, 2005). According to Straub (2007), Kafetsioss (2007) and Lambert et al., (2006); collision in work and family life results in reduced levels of job satisfaction, loyalty, organizational commitment, work effort, performance; while increased the level of absenteeism and turnover. Policies and Steps taken by Organization to Support Work Life Balance With the changing trends of economic development, equal employment opportunities and others, the issues regarding work-life balance has gained much attention from media and researchers globally (Kirrane Buckley, 2004). The work-life balance debate mostly discussed the fact that individuals have too much work to do that very little time left for themselves or family (Eikhof, Warhurst, Haunschild, 2007). As the time spend on work does not only include the contractual hours of employment but it also include the unpaid activities such as unpredictable long journey times, hence the line between work and family is becoming more blurred than before (Hyman Summers, 2004). These issues make employers realize the importance of work-life balance in womans daily lives in order to get optimal outcomes from the female employees (Leeds list the benefits of better work life balance, 2004), (Jacobs Gerson, 2001). Hence during 1980s, many organizations starts to change their internal workplace policies, procedures and benefits. The changes included maternity leave; Employee assistance programs (EAPs), flextime, telecommuting, paid maternity leaves, home-based work, vacation, professional counseling, and child and elder care referral (Bird, 2006), (Hudson inc), (Sunil Joshi, 2002). At present, the work-life balance issues are assumed as the most discussed topic in the field of Human Resource world due to the recognition of its value and need in the lives of females (Smithson Stokoe, 2005). Considering these consequences resulting from imbalance work and family life, European companies have shown interest in reducing this imbalance and have launched numerous work-life balance programs specifically for females (Sikora, Moore, Grunberg, Greenberg). According to a research conducted by Caroline Straub; on average 95 percent of European companies offer flexible timings facility to their employees, 79 percent employers allow employees to work from home, 23 percent provides opportunity to take paid vacations and only 34 percent emphasis on child care facilities (Straub, 2007). However still, a question asked by most individuals today is as to why do work-life balance matter to policy makers, and why it might be of importance to employers? Which has been answered by (Gatrell Cooper, 2008) through citing Swan and Cooper (2005) that the concept of work-life balance developed initially as a result of European government policies designed to work on addressing the pressures with balancing work and family life together, where both parents were employed. As further addressed by Lewis and Cooper (2005) cited by (Gatrell Cooper, 2008) it has been observed that, work-life balance policies are associated with presenting employees with the chance to work flexibly, whereas initially the notions of flexible working were considered in equal opportunities program, with a special focus on working mothers. Today it is open to all. This leads to encouraging the concept of work-life balance in clear terms. In New Zealand, (Kean, 2002) undertook a survey of the employees of 25 organizations which reveals that there is a clear relationship between the work-life balance policies with the employees intentions to leave the organization and actual turnover rates. This study suggests that the work-life balance policies have net positive effect on staff turnover rates. On the other side there are managers who are reluctant to apply policies which promote work life balance; according to the study of Workplace Employment Relations Survey 2004 (WERS), 69 percent managers in private sector believe that it is solely the responsibility of individuals to balance their work and domestic demands (Hyman Summers, 2007). They have the doubt of the benefits work life balance will bring to their companies and perceive that it will be costly to implement (Hughes, 2007). But this is not reality, although costs will incur at planning and implementation stage but the benefits that will be availed afterwards will be higher from this cost. Benefits earned due to implementation of Work Life Balance Policies Work-life balance has become the focus of companies worldwide, who do not take it lightly at any time. Nowadays, it is important for managers to take work-life balance seriously. The more overworked employees, the higher the demands or the expectations on the department (Clutterbuck, 2003), the more the managers have to depend on their employees to perform at the highest possible level of proficiency, value, and quality (Jacobs Gerson, 2001), (Human Resource and Skills Development Canada, 2003). There are companies who believe that if employees maintain a balance between work and family, it will benefit the organization as a whole. A survey conducted of DuPont employees lead to a discovery that those who used work-life opportunities provided by the company were more committed to their work and believed in sticking with the organization (Clutterbuck, 2003). The U.K 2003 Best Companies to Work for survey states that the companies who allow their staff to work flexibly earn fine dividends. In UK, the government has been promoting the concept of work-life balance for some time now and many large corporations have started to implement this religiously (Clutterbuck, 2003). The benefits that BT, a U.K based company and one of the leading providers of communication solutions and services around the world has achieved from this change are colossal; it results in a more flexible and an approachable workforce, recruitment and training costs have been reduced as now 98% women return to work after maternity leave which saves around  £3 million, absenteeism rate has reduced to 3.1% as compared to other U.K. companies whose average comes about to be 8.5%, one of the best aspects of work-life balance has been that around 7000 BT employees now work from home which has increased its gains of 31%, and flexible working arrangements means that BT can now respond to customers demand 24/7 (Hughes, 2007). According to another research, the employee-opinion survey conducted at UK building society Nationwide, where more than three-quarter agreed with the statement that: I am satisfied that Nationwide provides me with the opportunities to balance working arrangements with my personal life. Therefore it is apparent as to how Nationwide has gained the following rewards over the period of three years; the number of employees returning from maternity leave has increased to 93%, employee turnover rate has decreased to 9.7% as compared to the industry average of 17%, the number of female part-time employees has increased to 50% and female home workers has risen about 150% (Job flexibility and work-life balance pay dividends for Nationwide, 2003). In a recent newspaper article (Razvi, 2010) the writer talks about how in a country like ours, most companies apparently operate on an eight to-whenever youre absolutely finished work hours policy. The idea of striking a work-life balance is not always something that young people are made aware about as they enter the professional territory. Even prior to people entering the job market, hardly any are actually able to keep that delicate balance between their studies and their family and social life. What the balance adds up to is in itself dynamic, and fluctuates with the changing status, as well with the altering demands of the multiple roles. Therefore, its necessary to focus on work-life balance, because if people are out of balance or stressed or sick then they will be less committed to the results (Tremblay, 2002), they will be less devoted to the organization (Yasbek, 2004), they will be less committed to the client, the customer, the product or service that youre producing (Human Resource and Skills Development Canada, 2003).

Anti Abortion - The Truth of Abortion :: social issues

Anti Abortion - The Truth of Abortion "And, behold, one came and said unto Him, Good Master, what good thing shall I do, that I may have eternal life? And He said unto him, Why callest thou me good? There is none good but One, that is, God: but if thou wilt enter into life, keep the commandments. He saith unto Him, which? Jesus said, THOU SHALT DO NO MURDER, Thou shalt not commit adultery, Thou shalt not steal, Thou shalt not bear false witness, Honour thy father and mother: and, Thou shalt love thy neighbor as thyself." ~ Lord Jesus Christ Quote, Matthew 19:16-19, King James Version Bible †¢ Introduction : To know and feel truth is essential to understanding. You may say, "...not another religious person..." but I say unto you, I come about this conclusion through pure reason. Of course, this is a tender subject, but that goes to reason. For it is essential for truth and feeling to come together in the expression and beholding of understanding. †¢ Abortion and Choice : We have freewill to either magnify goodness or not. We have freewill, as has been given to us by our Creator, to do good or evil. Hence, I nor anyone else – not even God – has the right to deny another from any course of action – in this case, abortion. †¢ Abortion Stance : Truth is eternal regardless of situation. Though, as I have clarified above, do not have the right to deny another of choice, I do and will utilize my right in voicing my stance against it – that abortion is murder. I understand there are pregnancies by rape, and I know it is wrong to, not only, forbid an abortion, but it would also be cruel. Still, I remain with belief that abortion is murder. I understand there are pregnancies that endanger the mother's life, and I know it is wrong to, not only, forbid an abortion, but it would also be cruel. Still, I remain with belief that abortion is murder. I understand there are pregnancies that are unwanted, which have occurred by the voluntary engagement in the activity of reproduction. Whatever the case may be, which results in an unwanted pregnancy through voluntary engagement in the activity of reproduction, the couple has acted irresponsibly. For when a couple engages in the activity of reproduction, it comes with the possibility of responsibility in assuming parenthood.