Prostitution Is a Problem Caused by Men Essay Example for Free

Prostitution Is a Problem Caused by Men Essay Prostitution is a problem caused by men. There arent any prostitutes for women. Its men who create the problem and men who make the laws. We have to admit that this is the reality. Although threr is a Gender equality law which was passed a long time ago (since the 1920s), women still have to suffer unequal treatment in many fields especially in creating the laws and prostitution is one of the most contraversial problems. We all know human beings have a desire for sex, except for sick or impotent people and cloisterers as well as monks. That is a normal physical demand. Sex is also the manifestation of love but in this case, we are just discussing a basic instinct. Men always have a stronger need for sex than women. That does not mean women do not, it is because of their shyness and social morality that keep them from expressing their desires. And men also keep the right to make the laws so that is the reason why prostitutes are for men only. I totally disagree with legalizing prostitution. It draws a guilt free road for men, especially married men. Some men vindicate that prostitutes help them clear out the stress that they get from work and meet their demands completely when their wives can not. But in fact, everything they do is worse. If prostitutes are just for fulfilling sexual needs, it is okay, but in many cases, men are addicted to prostitutes and spend most of their time relaxing with them. They do not care about what their wives think, give lots of money they earn to call-girls and treat their wives and children badly especially when their wives or children discover the bad things they do. And the two most dangerous consequences of prostitution are that men can bring sexually transmitted infections to their wives and many families might or have to cope with the breakdown when the wives can not stand their husbands’ behaviour any more. The other negative side of prostitution is the unequal field. There are just red light districts for men but not for women. Women and men have the same biological needs, so why do they not have their own playplace? Because of morality or the number of women in Congress and also the number of women holding a leadership position in a country is smaller than men? It is common even in the most developed nation The United States of America. In our history, only two queens have been able to control men and really spread equality all over their nations, they are Cleopatra of Egypt and Wu Zetian of China. I extremely admire them. If there were a person like them existing in this world, humanity’s history could change in another way and I am really sure it would be magical.

LAN networking :: essays research papers

If you want to add additional computers to your network in the future, all you need are more Network Interface Cards and 10BaseT cables. Simply plug the new network cards(s) into your computer an run a cable form the card to one of the hub’s open ports. For even greater expandability, the hub can be joined, or uplinked, to other hubs. If you look closely at the front of the hub, you will see a port marked Uplink. To uplink a hub, simply insert a standard, straight-through 10BaseT cable between the Workgroup Hub’s Uplink port and any of another hub’s regular 10BaseT ports. A maximum of three hubs can be connected together. For example, like most hubs, a 5-Port Hub’s port number 5 and Uplink port are joined internally. This means that when port 5 is in use, the uplink port cannot be used, and vice-versa. If you plan on using the uplink port, you’ll need to disconnect any cables that are connected to port 5. Setting up your network card’s software involves installing a network driver onto your computer. The driver will allow the card to communicate with your Network Operating System (NOS). Software package. Some of these NOS include Windows for Workgroups, Windows 95/98, Windows NT, and Novell. All the network cards that you buy should come with a 3.5† software disk where it includes drivers for different NOS. They should also have instructions on how to install them, but this hand out will help you understand and teach you how to install drivers. After installing your network card hardware in your computer, follow the instructions below to install the card’s software. 1.  Ã‚  Ã‚  Ã‚  Ã‚  Install the network card hardware if you haven’t already 2.  Ã‚  Ã‚  Ã‚  Ã‚  Start up your computer and Windows 95/98. 3.  Ã‚  Ã‚  Ã‚  Ã‚  Windows 95/98 will automatically detect the presence of your network card hardware in your computer.   Ã‚  Ã‚  Ã‚  Ã‚   If Windows 95/98 goes immediately to the windows desktop, and does not display a new hardware detected message. Go to my computer > control panel > system > device manager tab > select the network adapter and remove it from the list > restart computer and you should get a windows asking for drivers. Important: When you reboot Windows 95/98 may ask you for the Operating System CD ROM. Please provide them as necessary. 4. Windows 95/98 will detect your network card and display a †New Hardware Found† window as shown bellow 5. Put your 3.5† in drive A with the network card drivers that came with the it.

Metaphors

The metaphor is a widely used figure of speech both in literature and in everyday world. People use metaphors when talking about self, career, life history, feelings and beliefs. Some of the metaphors have gain the value of aphorism due to their large usage and cultural pervasiveness. People often compare their life to a journey or to a step-by-step process that may be represented by a ladder; you may climb or you may fall, and then re-engage in the process of climbing, striving to reach the top. Many people use the ladder metaphor when they talk about their careers. Such metaphor is rather spatial, but may also be assimilated to a journey. This metaphor I was also taught and in my opinion it is widely spread in many cultures. When referring to the ladder as a metaphor of life or career the meaning of progress, of taking small steps and of being aware of the risk of falling are involved. However, it conveys the subtleties also found in the semantic field of career or life, as they both may encompass progress, regress or stagnation. Nevertheless, metaphors seem to value the positive, since viewing career metaphorically as a ladder suggests mainly progress and taking safe steps forward. The journey metaphor has been also applied to relationships; some people say that â€Å"my relationship is a journey†, alluding in fact to the ups and downs, unusual or interesting turns of events. Another metaphor related to progress in many areas of life is that of growing. People make reference to spiritual growth, emotional or professional growth. Such metaphor with a horticultural origin emphasizes the same meaning of development and progress, of enrichment. Usually people use the metaphor in contexts of life experiences, referring to the growth certain experiences bring about. Another metaphor is that of imprisonment. I have heard it most often used in relation to expressing feelings – such as â€Å"I feel imprisoned† (in a relationship, a profession etc.). The most frequent meaning I am aware of for such a metaphor is that of lack of communication or/and emotional exhaustion. The metaphors I mentioned above may be easily identify in interviews. For instance the metaphors related to career may be more often heard in recruiting processes or in professional settings. But they are not limited to such contexts, of course. They may prove useful in opening interviews or in making the rapport to the interviewee, depending on the type and setting of the interview. With such purpose the ladder metaphor may be used in an introduction in which the value of professional itinerary is described (important in opening an interview), and to make appeal to the needs of the individual related to constructing a career (in making the rapport). The interviewer could make use of this metaphor when explaining why career is important and how individuals relate to it. The metaphor of imprisonment may be more frequent in clinical settings or in clinical interviews. It is very important in such contexts to clarify the meaning the person assigns to the concept. Rhodes and Jakes (2004) put forth a valuable example of how metaphor research may be used in clinical setting by illustrating the role of metaphor and metonymy in maintaining delusions for some of the patients. However, these meanings assigned to metaphors may vary across families or cultures. For instance a family or culture in which the masculine values are predominant may use the metaphor of ladder or that of journey in professional context or when talking about career. The families or cultures that guide themselves after more feminine values use such metaphors referring to relationships and life events. In metaphor use there are certain universal aspects but also a great variability. For instance, the metaphorical expression â€Å"to burn one's fingers† implying that someone was deceived by something, is referred to in Russian in the form â€Å"to burn oneself†, or in Finnish â€Å"to burn one's fingers on something†, but implies the same meaning in all cases. The metaphor â€Å"something is hard to swallow† having food as an origin and making reference to problems, has a different expression in Czech – â€Å"something is hard to digest† and Japanese – â€Å"something is hard to chew† (Callies and Zimmermann, edts. 2002) It is very important to interpret the metaphorical language correctly especially when dealing with investigative contexts (social, clinical, professional etc.). In different types of interviews metaphors are important as they help establish the opening of the interview and rapport. Moreover, identifying the metaphors and the correct interpretation is important to determine true communicative intentions during the other stages of the interview. Metaphors are vital in communication and specific to socio-cultural contexts. Bibliography: Rhodes, J.E. and Jakes, S. (2004) The contribution of metaphor and metonymy to delusions.   Psychology and Psychotherapy: Theory, Research and Practice, 77, 1-17. Callies M., Zimmerman R.(edts.) (2002) Cross-Cultural Metaphors: Investigating Domain Mappings Across Cultures, Retrieved March 27, 2007.      

The Activities Of Performance Management Roles - Free Essay Example

Sample details Pages: 5 Words: 1603 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? Performance management (PM) actually includes activities to ensure that goals or objectives of a company are consistently being met in an effective and efficient manner. Performance management also includes the processes used to conduct corporate performance such as strategy formulation, budgeting and forecasting. Besides that, performance management can focus on the performance of an employee, a department, an organization or even the processes to build a product or service. First we have to know the important roles of a management in a marketing company. Many people believe that the role of a management is improving control systems. It is also believe that greater control over marketing costs and results are major benefits used to justify the implementation of database marketing (DBM) systems. The development and implementation of performance measures provide feedback upon which effective control is based. Feedback from measures of performance may assist mana gers in improving the productivity of marketing mix decisions, data collection, segmentation, and modeling. Measuring the results of alternative marketing programs is also an important feature of DBM. Accurate measurement provides feedback about the responses of different customer segments to alternative marketing mix scenarios which may supply information to improve DBM productivity. The implementation of performance measure within DBM systems provides an ideal work for measuring the effectiveness of marketing programs. However, developing an effective system is a complex process. Firstly, the process requires a deeply understanding of the application of control processes to DBM especially the managers.[1] The managers also have to know the data capture requirements and construction of alternative performance measures.[1] Lastly, they also have be familiar with the human and cultural factors, within the environmental context of business, which constrain and enhance the contro l process.[1] This understanding should assist the managers in determining their performance measurement needs, and how they can be effectively implemented within the context of DBM systems. The marketing control process basically consists of four steps which the managers have to go through. Firstly, the managers have to define the database marketing aims and objectives which are most appropriate to their organizations needs. Then the customer database may then be used as a source of information for market planning. The next step requires the definition of performance measures that will adequately monitor the results of alternative marketing scenarios. Before we talk about the roles of a manager to create performance opportunities, lets go through the performance deficiencies that may occur in a company. Firstly, the work tasks given by the superior are done incompletely, late or not at all. I believe this is a common performance deficiency that happens in most of the companie s. Besides that, some of the employees do complete their work tasks but it is sloppy and contains many errors. Some of the employees also only complete their work when they are reminded constantly. This shows that the employee cannot manage his or her own work. In addition to that, employees do not report results back to the appropriate parties, so the right people do not know they are complete. Another performance deficiency is that the quality of work tasks done by the employee are uneven, sometimes adequate and sometimes not. Performance deficiency also occurs in a company where the employers or managers discriminate against any group of persons for some reasons. Some of the performance deficiencies of particular concern can also be grouped into four primary categories. Firstly, where a pattern of behaviour as indicated by more than an isolated comment or complain about a persons job related behaviour of performance. The performance concerns may be expressed by county Extension o versight committees, program areas, program partners, clientele groups and also colleagues. Secondly is the observer behaviour where a single incident or a pattern over time that is contributing to a hostile work environment. Thirdly is the unsuccessful tenured faculty review leading to a twelve month remediation process and the fourth is the lack of acceptable improvement in professional performance after feedback and coaching related to observed deficiencies. Normally, an employee will be given an opportunity period which he/her will be given the opportunity to work on those portions of the job that are unacceptable, but not to the exclusion of other work assignments. A longer period may be warranted depending on the nature of the employees position 2 and the performance deficiency involved. The rating official will ensure that the employee receives adequate work time to improve the area that has been declared unacceptable. Normally within 14 days of the end of the opportunity period, the rating official will notify the employee in writing whether the employees performance has improved to the fully successful level. However, there are ways that a manager can take to reduce the performance deficiency in a company and also increases the productivity. One of the most effective ways is by the performance appraisal. Performance appraisal is a formal management system that provides for the evaluation of the quality of an individuals performance in an organization.[3]Most organisations throughout the world regardless of whether they are large or small, public or private, service or manufacturing, use performance appraisal, with varying degrees of success, as a tool to achieve a variety of human resource management objectives (Longenecker, 1997).[2] Yong (1996) defines performance appraisal as an evaluation and grading exercise undertaken by an organisation on all its employees either periodically or annually, on the outcomes of performance based on the job content, job requirement and personal behaviour in the position.[2] For example, the performance appraisal system in the Malaysian Public Service Department is a continuous process of evaluating every employees performance which begins in January and ends in December every year.[2] Performance appraisal is a process which involves creating work standards; evaluate employees actual performance relative to those work standards; and giving feedback to employee so as to motivate him or her to improve the job performance or to eliminate performance deficiency. Typically, modern performance appraisal systems are employed to achieve several objectives that include improvement in the communication between supervisor and subordinate through the use of feedback between them, identification of the scope for performance improvement and the means to achieve this, identification of individual training and development needs, identification of the potential of individuals for promotion placemen t, as the basis for remuneration and reward, on the basis of performance and as a powerful means of managerial control, through the setting of objectives and a review of success or failure in achieving these (Edmonstone, 1996; Longenecker, 1997).[2] The purpose of this performance appraisal is also to highlight the common problems associated with performance appraisals. At the same time, this paper explores the type of rater training programmes available and the rater skills that managers require to enable them to perform effective formal performance appraisals. It will demonstrate that the managerial skills necessary to conduct an effective performance appraisal are indeed complex and, yet, highly interrelated and require attention to properly develop. Four aspects will be taken into consideration when evaluating staff performance and each aspect will index into its sub criteria such as working output, knowledge and skills, personal quality and informal events and contributio ns. [3] The working output aspect evaluates the quantity, quality and effectiveness of the staffs working output as well as staffs punctuality. However, the knowledge and skills aspect evaluates the staffs knowledge and skills in the working field as well as their effectiveness in communication and realization of rules. Besides that, the personal quality aspect evaluates the personal quality appreciated by the organization such as discipline, proactive, innovative, cooperativeness and independence. Lastly, the informal events and contributions aspect is the staffs contribution to the organization, community, state, country and international. Performance appraisals also require the rater of the performance appraisal to objectively reach a conclusion about performance. The use of ratings assumes that the rater is reasonably objective and accurate. However, in reality, raters memories are quite fallible, and raters subscribe to their own sets of likes, dislikes, and expectations abo ut people, which may or may not be valid (Ivancevich, 2001). During the performance appraisal review, managers have to meet up with employees or subordinates to review performance ratings, deal with employees reactions which sometimes resistant or negative to appraisal ratings, solve problems and discuss with employees on how to improve their performance at work and also potentially deal with career counselling and career development issues. For the managers to successfully complete this performance appraisal they have to require some specific skills such as specific knowledge of effective appraisal review procedures, coaching skills to discuss specific feedback issues, conflict resolution and problem-solving skills to identify and remove employee concerns and workplace frustrations and performance barriers.[2] Moreover, managers have to have the skills of employee development or career counseling to help the employee identify the opportunities for improvement and to discuss long -term career issues.[2] Besides that, managers also have to have the knowledge of legal or compliance issues to avoid discussions that violate existing laws or create unnecessary legal exposure. [2] So as we can see, the managers have to do their part well or properly train to conduct effective appraisals. If performance is important to an organisation, so is the appraisal of that performance. If appraisal is important, then managers must be led to develop the skills presented that are critical for effective appraisal. We can say that the organisational appraisal process cannot achieve its desired objectives without these critical competencies. The effectiveness of this performance appraisal is mainly determined by the understanding, commitment and skills of the managers who must actually implement the system. When the manager conducting any performance appraisal does not possess the skill or motivation to rate the employees performance, problems are a foregone conclusion. Don’t waste time! Our writers will create an original "The Activities Of Performance Management Roles" essay for you Create order