Principles of public Speaking Essay

Course NamePrinciples of public SpeakingAssignment 6Title why banning the use of carrell phones while driving should be mandatory nationwide? (With changes)General Purpose PersuadeSpecific Purpose Persuade my interview that banning the use of prison cell phones while driving should be mandatory nationwideCentral idea Lawmakers should pass a legislation banning the use of cell phone while driving nationwideI. IntroductionA Cell phones are as common in the market today as a wrist watch on your arm.E really one has one including the very young as well as the extreme elderly.People are constantly talking,texting,playing games or surfing on the internet on their cell phones.These devices are harmless until individuals decided to get behing the wheel and drive.Therefore,the government should pass legislation to ban cell phone usage while driving nationwide.B Consider that one day you get a phone call from someone telling you that there was an accident and your child is dead because a person using their cell phone was not paying attention to the road.Would you be devasted?I sure would.im sure you believe that it would never happen to you,but do you want to take that risk?how many more(prenominal) people have to die before you even assume the ban on cell phones while driving?According tothe NHTSB,texting is 6 times more dangerous than driving intoxicated.Finally,texting is not a teen further problem with 47% of adults admitting to texting while drivingCII. Body of the presentationDistracted driving is an epidemicLawmakers should act responsibly and enact measures of how to prevent honest citizens from being a victim to these accidents.Im sure there,s more that can be done regarding this issue.As a result of this epidemic,some states have aready implemented laws in tell apart to address this issue.Today,my mission will be to convince you to make a pledge and stop using cell phones while driving.Distracted driving is proper a nationwide epidemicAccording to t he AAA foundation for traffic safety,distracted driving contributes to up to 8,000 crashes every single day and the numbers are rise unless something is done about it.Many of the cell phones being manufactured today have the capability of performing multiple task.So what happen when you hear your phone squall or buzz indicating that you have a nessage?The amount of times it takes just to acknowledge that you have a message is enough to cause a practiced accident and sometimes fatal.C. This epidemic has got to the point where lawmakers need to seriously consider how to stop accidents1. Several states have already pass laws restricting text message while driving and many require drivers to use hands-freedevices while talking on the phones.since cell phone become more affordable,there has been an increase in cell phones usage while driving.2. Statistic from a report in 2009 showed that 56% teenagers admit to talking on their cell phone behind the wheel while 13% admit to texting wh ile driving.(Car Accident Cell) These numbers could be low because the statistic were base on information that was provided voluntary.ConclusionIn today society our technology is more advanced than ever before.So far advanced is our society,that we can easily use cell phones to blab to anyone,anywhere and at any time.For example,we can ues cell phones while driving,or speak to someone in another country.We can use them in the business world to contribute meetings or rely vital information to co-workers or conduct trade with other businesses.Cell phones are use to schedule appointmen,fax,e-mail,call for assistance,report emergencies,and keep in contact with love ones and friends.Driving while using a cell phone is very common and prove a major threat to people,s lives on the road.Cell phone must be banned while driving.

Innerbeauty vs Outer beauty Essay

It is natural that God made some people of course beautiful than others in face, color, body and in physical appearance but this is only the outer beauty that rump attract anyone by its features while knowledgeable beauty is some thing inside a person or a body, most of the times it does not show up but it exists in persons heart and soul. Its something inside a person. For most people, outer beauty is easily created by means of a temp camouflage of creams, scents, ointments, styles, and miscellaneous kinds of outer wrappings. And although each one of us is entitled to look and feel as attractive as we choose, it is important to also understand that Outer Beauty, by itself, is only one minuscule aspect of our Divine Nature. If we rely upon Outer Beauty alone when we present ourselves to others, this amount do nothing more than creating a false and temporary illusion of who we truly are. The legitimate beauty of a person is not in the face, it is the light in the heart. True bea uty shines through, for the wise can see through the superficiality of perfect skin, or hidebound social judgments. home(a) beauty for a person is to know their strengths and live with them. assumption is a natural consequence. But it is also inspiringto see the beauty in life itself. Outer beauty is something one is born with, while innerbeauty is a pose to ones self. We may not be able to see inner beauty in a person, but wecan definitely feel it. A person with an inner beauty always touches people aroundthem. I nner strength is reflected in this inner beauty which comes from unconditional faith in god, courage of conviction, validatory attitude and a spirit that refuses to get flattened out by the ups and downs of life.What you are when you are just being yourself, that is inner beauty. It is reflected in how one duologue to members of your family or your domestic help. It is your concern for people, your understanding of them, and your sensitivity to their feelings. A perso n who comes close to embodying these qualities is the one who is really beautiful. One should constantly try to be a beautiful person, reinventing ones self through lifes manifold experiences. Where as if you rely upon the appearance of Outer Beauty alone in their interpersonal relationships, usually have very little, if anything else, to bring into their relationships. And once theirtemporary and fleeting illusion of Outer Beauty finally vanishes, their unfulfilled and limited true character is all that they have left.Inner Beauty is an Untarnishable and permanent truth. It is the purest expression of beauty that the soul has to offer. While Outer Beauty is but a temporary and fleeting illusion, Outer Beauty can be used to gain instant and temporary gratification in the physical realm, Inner Beauty is ghostlike Magic which enables the person who possesses it to enjoy permanent contentment in all realms physical, mental, and spiritual. Inner Beauty is a warm and hypnotic glow which radiates from a wizard(prenominal) ember that burns deep within the person who possesses it. Inner Beauty is a Divine Essence which cannot be manufactured. And, it is amazing how Inner Beauty can make an average looking person radiate with a magnetic glow and a heart-stopping presence. It is a permanent Quality which makes this individual interesting, desirable, trustworthy, and welcome.Conclusion because we come to the conclusion whats beautiful? To be yourself-deeply and totally- is the essential. Not to disfigure yourself in the name of beauty because everyone else is doing so. How can you know who you are, if you look like everyone else? Inner beauty implies that is just not outward beauty, but a kind of aura- call it spiritual or otherwise- that you have that affects you and people around you. And eventually, if you love yourself truly, you will look beautiful. What you are on the inside reflects on the outside.

Fcuk Swot

SWOT Analysis Prepared for Prepared by 2 September 2008 Introduction I have created this SWOT analysis on French Connections Regent St. branch. I have identified and discussed the strengths/weaknesses of the store, and examined the opportunities and threats it may face. Strengths French Connection targets a demeanor-oriented customer typically aged 18 35 and produces fashion-forward, well made, on trend, accessible clothing. Positioning is in the upper end of the mass market so that pricing reflects the effective quality and fashion ele handst of the offer.It is a well-known brand that all young adults bottom identify. The brand holds a macroscopical share of the competitively priced clothing industry, with a large capital they are able to advertise and market the products on television, Internet and large billboards across the globe. During my find push through in the Regent St. branch, I found a nice, clean and well presented store. The strong shop window invites for a quick browse. The comfortably layout gives grate opportunities for positioning best sellers, new collection and add-ons. Most of actual trends are presented in the new collection.Very good designs in womens wear satisfying different tastes and needs. Effective merchandising in womens area, good stock presentation is giving great ideas for matching items and for whole outfits. Good range from classy to casual. Staff has good a product knowledge. Management seems pull and confident. Comfortable shopping ambiance. Down stairs till area good selling point. The location offers a wide range of customers. (high footfall) Weaknesses Poor selection of mens wear. Mens Visual merchandising is not as strong as the womens, although in the shop window they were presented better then the noblewomans.Unfortunately I found the mens area half as effective as the womens. I know most of the companys profit is coming from womens wear but I think in that respect are a lot of potential male customers out in that location and a little bit more focus on mens wear would bring them in more often. Customer service During my visit I was approached once after 15 minutes browsing in the store. The staff seemed demotivated and there was no interaction with customers on the shop floor nor by the till. After trying on an item wasnt offered a different color in the selfsame(prenominal) style, a different style in the same color or an add-on. Lack of selling techniques) Also I wasnt informed about witch items are on sale or where can I find them and they are quite hidden so found it a bit difficult to identify them. (Lack of promoting gross sales in store) Staff go forth their sections unattended divergence no possibility for me asking for help. (Lack of attention to the shop floor) Stores interior needs a refit with a trendier design. ever-changing room on the ground floor is tight and during peak hours meet disappointment for customers. Kids section upstairs easy to miss out for customers who dont even know theres a selection for kids.Ground floor till area poor of add-ons, found just a small box of bangles. Opportunities More staff meetings and training on selling techniques, customer service, customer relations (keeping regular customers is one of the first priorities). Doing component plays during quiet times to build confidence. Customer service checklist twice a week monitoring staff performance with regular feedbacks. (constructive criticism. ) More team spirit. On the maping plan assign staff to sections so theyre responsible for it for the day.Great visual merchandising opportunities due to store layout. Monitoring sales week by week and merchandise accordingly. Staff (Men mostly) wearing latest trends this way giving examples for customers what to look for. Sales assistant whos greeting customers by the entrance promoting sales or at least inform customers where to find items on sale and the new collection. Because of the location lot of tourists are visit ing the store, they are a good amount of potential sales. (With the right atmosphere and service its easy to get them spending).Under the staircase in the mens section is a good area for positioning better selling products because that is the only spot what you can see from the upper level when youre looking down if theres more to see downstairs. Ground floor changing room more organized and approachable. Local competitors have poor products. Can surprise competitors. Threats Customers leaving store without purchasing an item. Theft (Staff not paying attention), high stock loss. Loosing regular customers and potential regular customers. High staff turnover. Poor reputation among customers. fcuk fcuk

The Lost Duke of Wyndham Chapter Seventeen

cardinal geezerhood later, at seaThis was non the first time worldual laborer had crossed the Irish Sea. It was not even the second or the third. He wondered if the unease would ever earmark him, if he would someday be able to look down at the dark, swirling waters below and not retrieve of his father slip on a lower floor the surface, meeting his death. eventide before he had met the Cavendishes, when his father was incisively a wispy fiction in his mind, hed dis press welld this crossing.And yet here he stood. At the railing. He could not seem to divine service himself. He could not be on the water and not look out. Out, and then down.It was a voiced voyage this time, although that did little to comfort him. It was not that he feared for his own safety. It was just that it any felt so morbid, skimming atop his fathers grave. He deficiencyed it d integrity. He wanted to be choke on land. Even, he supposed, if that land was Ireland.The last time hed been homeJack pinch ed his lips together, and then he pinched his look shut. The last time he had been home was to bring back Arthurs body.It was the hardest matter hed ever d 1. not just because his heart had broken anew with e actually mile, and not even because hed dreaded his arrival at home. How could he face his aunt and uncle, delivering to them their assassinated son?As if all that hadnt been profuse, it was damned hard to hunt down a body from France to England to Ireland.Hed had to find a coffin, which was surprisingly difficult in the middle of a war. Supply and demand,one of his friends told him later their first unsuccessful attempt to obtain a coffin. There were a lot of dead bodies strewn well-nigh. Coffins were the ultimate luxury on a battlefield. still he had persisted, and hed haped to the letter the directions hed been given by the under(a)taker, alter the wooden coffin with sawdust and sealing it with tar. Even then the smell eventually seeped through, and by the time he r eached Ireland, no driver would take the cargo. Hed had to buy his own wagon to get his cousin home.The journey had break his own life, too. The army refused his request to be allowed to move the body, and he was agonistic to sell off his commission. It was a small price to pay, to be able to do this one last service for his family. except it had meant that hed had to leave a position for which he was finally a perfect fit. School had been a misery, failure after failure. Hed muddled through, mostly with champion from Arthur, who, seeing his struggles, had come quietly to his aid.But university severe God, he lull could not believe hed been encouraged to go. He had known it would be a disaster, more thanover Portora Royal boys went on to university. It was as simple as that. But Arthur was a year behind, and without him, Jack didnt take a shit a prayer. affliction would bugger off been too mortifying, so he got himself booted out. not that it took often imagination to find ship look to be declare in a manner unbecoming of a Trinity College student.He had returned home, supposedly in disgrace, and it was decided that he might do well in the army. So off he went. It had been a perfect fit. Finally, a place he could succeed and thrive without books and papers and quills. It wasnt that he was unintelligent. It was just that he hated books and papers and quills. They gave him a headache.But that was all all over, and now here he was, on his way back to Ireland for the first time since Arthurs funeral service, and he might be the Duke of Wyndham, which would ensure him a bloody life story of books and papers and quills.And headaches.He glanced off to his left and saw doubting doubting Thomas standing by the bow with Amelia. He was pointing toward something probably a bird, since Jack could not see anything else of interest. Amelia was smiling, perhaps not broadly, but enough at least to ease some of the guilt Jack was feeling about the scene back at Belgrave when he had refused to marry her. It wasnt as if he could have done anything else. Did they really think he would pother over and say, Oh, yes, give me anyone Ill just show up at the church and be grateful. none that there was anything wrong with gentlewoman Amelia. In fact, one could (and probably would) do a lot worse, if one were to be forced into marriage. And if he hadnt met tendernessHe might have been willing to do it.He hear soulfulness approaching, and when he turned, there she was, as if summoned by his thoughts.Shed left off her bonnet, and her dark hair was ruffling in the breeze.Its very pleasant out here, she said, leaning once morest the railing next to him.He nodded. He had not seen much of her on the voyage. The dowager had elected to remain in her cabin, and free grace was required to attend to her. She did not complain, of course. She never complained, and in truth, he supposed she did not have reason to do so. It was her job, after all, to rema in by the dowagers side. Still, he could not imagine a less palatable position. And he knew he could never have lasted in the post.Soon, he thought. Soon she would be free. They would be married, and benignity would never have to even see the dowager again if that was her desire. Jack did not direction if the old bat was his grandmother. She was unkind, selfish, and he had no intention of exchanging another word with her in one case this was all through. If he turned out to be the duke, he would damn well buy that promote in the Outer Hebrides and send her packing. And if he wasnt, he planned to take Grace by the hand, temper her from Belgrave and never look back.It was a rather happy dream, to tell the truth.Grace looked down, watching the water. Isnt it foreign, she mused, how quickly it seems to move by.Jack glanced up at the sail. It is a good wind.I know. It makes perfect sense, of course. She looked up and smiled. It is just that I have never been on a boat before.Never? I t did seem difficult to imagine.She shook her head. none like this. My parents took me out rowing on a lake once, but that was just for merry. She looked back down. I have never seen water rushing by like this. It makes me wish I could lean down and dump my fingers in.Its cold, Jack said.Well, yes, of course. She leaned out, her throat arching as she seemed to catch the wind on her face.But Id unperturbed like to touch it.He shrugged. He ought to be more voluble, especially with her, but he thought he could see the first hint of land on the horizon, and his belly was clenching and twisting.Are you all right? Grace asked.Im fine.You look a bit green. Are you seasick?He wished. He never got seasick. He was landsick. He didnt want to go back. Hed woken up in the middle of the night, stuck down in his small berth, clammy with sweat.He had to go back. He knew he did. But that didnt mean a very large part of him didnt want to turn coward and flee.He heard Graces touch catch, and when he looked at her, she was pointing out, her face alight with excitement.It was quite mayhap the most beautiful thing hed ever seen.Is that Dublin? she asked. Over there?He nodded. The port. The town fit is a bit farther in.She craned her neck, which would have been amusing had he not been in such a wretched mood. There was no way she could have seen anything from this distance. Ive heard it is a charming city, she said.There is much to entertain.Its a pity. I dont expect we shall be spending much time there.No. The dowager is eager to be on her way.Arent you? she asked.At that, he took a breath and rubbed his eyes. He was tired, and he was nervous, and it felt as if he was being delivered to his hastiness. No, he said. To be honest, Id be quite happy to stay right here, on this boat, at this railing, for the rest of my life.Grace turned to him with somber eyes.With you, he said softly. Here at this railing, with you.He looked back out. The port of Dublin was more than a speck on t he horizon now. Soon he would be able to make out buildings and ships. Off to his left he could hear Thomas and Amelia chatting. They were pointing out over the water, too, watching the port as it seemed to grow before their eyes.Jack swallowed. The knot in his stomach was outgrowth as well. Good God, it was almost funny. Here he was, back in Ireland, forced to face his family, whom hed failed so many years before. And if that werent bad enough, he could very well find himself named the Duke of Wyndham, a position for which he was uniquely unqualified.And then, because no injury should ever be without insult, he had to do it all in the guild of the dowager.He wanted to laugh. It was funny. It had to be funny. If it wasnt funny, then hed have to bloody well go and cry.But he couldnt seem to laugh. He looked out at Dublin, looming larger in the distance.It was too late for laughter.Several hours later, at the Queens Arms, DublinIt is not too lateMaam, Grace said, trying to be as ca lm and comfort as she could, it is past seven. We are all tired and hungry, and the roads are dark and unknown to us.Not to him, the dowager snapped, jerking her head toward Jack.I am tired and hungry, Jack snapped right back, and conveys to you, I no greater travel the roads by moonlight.Grace bit her lip. They had been traveling over three days now, and one could almost chart the progress of their journey by the shortness of his temper. Every mile that brought them close assign(predicate) to Ireland had taken a notch out of his patience. Hed bragging(a) silent and withdrawn, so wholly unlike the man she knew.The man shed fallen in love with.They had reached the port of Dublin in the late afternoon, but by the time they collected their belongings and made their way into town, it was nearly time for supper. Grace had not eaten much on the sea journey, and now that she was back to standing on surfaces that did not pitch and roll beneath her, she was famished. The last thing she wanted was to press on toward Butlersbridge, the small village in County Cavan where Jack had grown up.But the dowager was being her argumentative self, so they were standing in the front path of the inn, all vi of them, while she attempted to dictate the speed and direction of their journey.Dont you wish to have this matter settled, once and for all? the dowager demanded of Jack.Not really, was his insolent response. Certainly not as much as I want a slice of shepherds pie and a tankard of ale. Jack turned to the rest of them, and Grace ached at the expression in his eyes. He was haunted. But by what, she could not guess.What demons awaited him here? Why had he gone(p) so long between visits? Hed told her he had a lovely childhood, that he adored his adoptive family and would not have traded them for the world. Didnt everyone wish for that? Didnt he want to go home? Didnt he understand how lucky he was to have a home to return to?Grace would have given anything for that.Miss E versleigh, Jack said, with a courteous nod. Lady Amelia.The two ladies bobbed their curtsies as he departed.I do believe he has the right idea of it, Thomas murmured. Supper sounds infinitely more appealing than a night on the roads.The dowager whipped her head toward him and glared.Not, he said with an super dry look, that I am attempting to delay the inevitable. Even soon-to-be-dispossessed dukes get hungry.Lord Crowland laughed aloud at that. He has you there, Augusta, he said jovially, and wandered off to the taproom.I shall take my supper in my room, the dowager announced. Her tone was defiant, as if she expected mortal to protest, but of course, no one did. Miss Eversleigh, she barked, you may attend to me.Grace sighed wearily and started to follow.No, Thomas said.The dowager froze. No? she echoed, all ice.Grace turned and looked at Thomas. What could he mean? There had been nothing unusual about the dowagers order. Grace was her companion. This was exactly the sort of thing she had been hired to do.But Thomas stared down his grandmother, a tiny, subversive smile tugging at the corners of his mouth.Grace will dine with us. In the dining room.She is my companion, the dowager hissed.Not anymore.Grace held her breath as she watched the exchange. Matters between Thomas and his grandmother were never cordial, but this seemed to go quite beyond the usual. Thomas almost appeared to be enjoying himself.As I have not yet been removed from my position, he said, dissertation slowly, clearly savoring each word, I took the liberty of making a few last snatch provisions.What the devil are you talking about? the dowager demanded.Grace, Thomas said, turning to her with friendship and memories in his eyes, you are officially relieved of your duties to my grandmother. When you return home, you will find a cottage deeded in your name, along with funds enough to provide an income for the rest of your life.Are you mad? the dowager sputtered.Grace just stared at him in shock.I should have done it long ago, he said. I was too selfish. I couldnt bear the thought of living with her he jerked his head toward his grandmother without you there to act as a buffer.I dont know what to say, she whispered.Normally, Id advise thank you, but as I am the one thanking you, a mere You are a prince among men would suffice.Grace managed a wobbly smile and whispered, You are a prince among men.It is always lovely to hear it, Thomas said. Now, would you care to cave in the rest of us for supper?Grace turned toward the dowager, who was red-faced with rage.You grasping little whore, she spat. Do you think I dont know what you are? Do you think I would allow you in my home again?Grace stared at her in calm shock, then said, I was about to say that I would tornado you my assistance for the rest of the journey, since I would never dream of going a post without giving puritanical and courteous notice, but I believe I have reconsidered. She turned to Amelia, holding h er hands cautiously at her sides.She was shaking. She was not sure if it was from shock or delight, but she was shaking. May I share your room this evening? she asked Amelia. Because certainly she was not release to remain with the dowager.Of course, Amelia replied promptly. She linked her arm through Graces. Let us have some supper.It was, Grace later decided, the finest shepherds pie shed ever tasted.Several hours later, Grace was up in her room staring out the window while Amelia slept.Grace had tried to go to sleep, but her mind was still all abuzz over Thomass astounding act of generosity. Plus, she wondered where Jack had gone off to hed not been in the dining room when she and Thomas and Amelia arrived, and no one seemed to know what had happened to him.Plus plus, Amelia snored.Grace rather enjoyed the place of Dublin below. They were not in the city center, but the street was busy enough, with local folk going about their business, and plenty of travelers on their way int o or out of the port.It was strange, this newfound sense of freedom. She still could not believe that she was here, sharing a bed with Amelia and not curled up on an uncomfortable soften at the dowagers bedside.Supper had been a merry affair. Thomas was in remarkably good spirits, all things considered. He had not said anything more of his generous gift, but Grace knew why hed done it. If Jack was found to be the true duke and Thomas was convinced this would be the case then she could not remain at Belgrave.To have her heart broken anew, every day for the rest of her life that, she could not bear.Thomas knew that shed fallen in love with Jack. She had not said so, not expressly, but he knew her well. He had to know. For him to act with such generosity, when shed gone and fallen in love with the man who might very well be the cause of his downfall It brought tears to her eyes every time she thought of it.And so now she was independent. An independent woman She desire the sound o f that. She would sleep until noon every day. She would read books. She would wallow in the sheer laziness of it all, at least for a few months, and then find something constructive to do with her time. A charity, perhaps. Or perchance she would learn to paint watercolors.It sounded decadent. It sounded perfect.And lonely.No, she decided firmly, she would find friends. She had many friends in the district. She was glad she would not be leaving Lincolnshire, even if it did mean that she might occasionally cross paths with Jack.Lincolnshire was home. She knew everyone, and they knew her, and her reputation would not be questioned, even if she did set up her own home. She would be able to live in peace and respectability.It would be a good thing.But lonely.No. Not lonely. She would have funds. She could go visit Elizabeth, who would be married to her earl in the South. She could join one of those womens clubs her mother had so adored. Theyd met every Tuesday afternoon, claiming they w ere there to discuss art and literature and the news of the day, but when the meetings were held at Sillsby, Grace had heard far too much laughter for those topics.She would not be lonely.She refused to be lonely.She looked back at Amelia, snoring away on the bed. Poor thing. Grace had often envied the Willoughby girls their secure places in society. They were daughters of an earl, with impeccable bloodlines and generous dowries. It was odd, really, that her future should now be so well-defined while Amelias was so murky.But she had come to realize that Amelia was no more in control of her own fate than she herself had been. Her father had chosen her husband before she could even speak, before he knew who she was, what she was like. How could he know, looking upon an infant of less than one year, whether she would be suited for life as a duchess?All of her life, Amelia had been stuck, waiting for Thomas to get most to marrying her. And even if she did not end up marrying either of the two Dukes of Wyndham, shed still find herself obliged to follow her fathers dictates.Grace was turning back toward the window when she heard a noise in the hall. Footsteps, she decided.Male. And because she could not help herself, she hurried to her door, opened it a crack, and peered out.Jack.He looked rumpled and tired and achingly heartsick. He was squinting in the dark, trying to figure out which room was his.Grace-the-companion might have retreated back into her room, but Grace-the-woman-of-independent-means was somewhat more daring, and she stepped out, whispering his name.He looked up. His eyes flared, and Grace belatedly remembered that she was still in her nightgown. It was nothing remotely blue in fact, she was far more covered than she would have been in an evening dress. Still, she hugged her arms to her body as she moved forward.Where have you been? she whispered.He shrugged. Out and about. Visiting old haunts.Something about his voice was unsettling. Really? she asked.No. He looked at her, then rubbed his eyes. I was across the street. Having my shepherds pie.She smiled. And your pint of ale?Two, actually. He smiled then, a sheepish, boyish thing that tried to banish the exhaustion from his face. I missed it.Irish ale?The English stuff is pig pigwash by comparison.Grace felt herself warming inside. There was humor in his eyes, the first shed seen in days. And it was strange shed thought it would be torture to be near him, to be with him and hear his voice and see his smile. But all she felt now was happiness. And relief.She could not bear it when he was so unhappy. She needed for him to be him. Even if he could not be hers.You should not be out here like this, he said.No. She shook her head but did not move.He grimaced and looked down at his key. I cannot find my room.Grace took the key from him and peered at it. Fourteen, she said. She looked up. The light is dim.He nodded.It is that way, she told him, pointing down the hall. I passed it on the way in.Is your room unexceptionable? he asked. Large enough for both you and the dowager?Grace gasped. He did not know. Shed completely forgotten. He had already left when Thomas gave her the cottage. Im not with the dowager, she said, unable to conceal all of her excitement. I Someones coming, he whispered harshly, and indeed, she heard voices and footsteps on the stairs. He started to steer her back to her room.No, I cant. She dug in her heels. Amelia is there.Amelia? Why would she He muttered something under his breath and then yanked her along with him down the hall. Into Room 14.

Against School Essay

Against School Gattos opinion on school is extremely intense and straight forward. For the virtually part I agree with his standing point on the subject of schooling. I agree with his arguments of how we demand become a society that completely relies on technology to keep us from being bored, and this impression teaches us to be absent minded rather than creative. I also agree that keeping kids locked up in a building for about s correct hours a day gives us no agency to grow individually and learn from life experiences.Not only are students the ones in jeopardy because of this hold in structure, but the teachers are as well. Its almost like this narrow minded school formation we abide by is just a dark cloud that hovers over us and imprints this idea that on that point is no other way to do things. When you hark back about it, school closely resembles what prison is do out to be. A bunch of unhappy people who would rather be anywhere but there. This is not what education sh ould be about.We should enjoy learning, not think of it as a chore or something to witness over with so that we can move on to the next thing in life. Which is what? More induce? We need to focus on training our brains to engage in activities, enjoy the moment, be curious, and to discover immature wonders, not new worksheets. I remember being a kid, gazing out the window on a car ride home, letting my imagination run wild, as fast as the car was going. at a time when incessantly I drive for long periods of time, I lean over to look at what my little pal is doing. Hes constantly staring at some sort of computer screen.I even attempt having a conversation with him, asking him if he has any homework he needs admirer with but all I get in return is the same absent- minded response that I receive every day after school, Nope, I already did my homework at school. Im always worried that hes not getting an education, but instead is just receiving a schooling. He never seems engaged i n his homework, but is more interested in what moving-picture show game he can play as soon as hes done. What ever happened to picking up a book and actually exercising the brain to imagine impossible things much(prenominal) as dragons and fairies?Does the board of education honestly think that they are tricking everyone into thinking that you will learn bankrupt off of a simple worksheet rather than actually going out and doing hands on interactions? why do they restrict us? Its almost like they emphasis conformity. Its such a contradicting setting, school is. They put so much pressure on us to be individual and be completely yourself, yet they dont allow us freedom to do so. I think we all mystify so indifferent to the subject that its only getting worse. And the more we stay indifferent about it, the more the problem will escalate. Its a vicious cycle that has to be stopped.

Eharmnoy Case Study

Introduction e accordance is an online personal direct targeted marriage-minded individuals and offered a unique product, which combined an extensive relationship questionnaire, a patented matching system and a channelise communication system. eHarmony made its mark in the online dating landscape by establishing its brand as the situation for the serious relationship seeker, particularly women(Gabby). eHarmony is a well established company that launched in August 2000 with $3 iodine thousand thousand in funding and grew into a rumored $100 Million, highly profitable company in little than 5 years(Gabby). Harmony is one of the first dating stations to succeed in providing good matches. Situational abbreviation eHarmonys existing customers atomic number 18 online users atomic number 18 both men and women that range from the age groups of 18 all(a) the way up to 87, but the fastest growing group right now is men and women ages 35-55. some other fact of Internet data is that r egardless of gender, age, or race the majority of serious Internet daters brighten at least 50K per year( penhelper. com). eHarmony is a safe and easy way to date without having to go out. Harmony is an excellent way to explore ones options with an unlimited amount of choices. eHarmonys competitors are the do yourself site which are, yokel the personals and Match. com. Other competitors consist of Match. com, Chemistry, straight sites, African American sites, faith- base sites and online social net invents that are a threat to eHarmony such(prenominal) as Facebook, and MySpace. Consumers of eHarmony look for a site that bases upon personality rather than how an individual looks. eHarmony chooses the perfect match based upon personality traits, which is why consumers truly enjoy this site.The economic conditions that eHarmony faces during these hard economic times is that consumers have to give a fee to pay back a member. The fee makes it harder for consumers who are not doing v ery well during the recession. jampack Strengths Opportunities Memberships rattling and Lesbian market Patent ompatibility test Divorce Advertising formulas Casual daters Guided communication theory Global Expansion Weaknesses Threats Doesnt offer gay and homosexual services Online social networks eHarmony only ope governs in the US Competition Lengthy Questionnaire Free dating services Strengths Harmony has much strength in its business that are necessary for its success. eHarmony charges a fee to become a member because of their success rate of achieving long-term relationships. There has been an increase in the number of paying members, because eHarmony is confident in recommending matches that result in a high level of marital satisfaction. The compatibilities test, is used to match individuals, based on their personality types. The questionnaire has 250 questions, which takes closely 45 minutes to complete. Even though the questionnaire is a lengthy process more than 14 million people have completed it in the first seven years of eHarmonys existence. Harmonys advertising formula was successful because eHarmony was one for the few companies that made off line marketing work and pay for itself. Guided communication is the questionnaire that is code before the matches can communicate directly. This is a strength because it determines if the individuals are a true match for one another. Weaknesses EHarmonys failinges are that it does not offer its single matching services to women seeking women or men seeking men. Giving eHarmony limited resources and the small size of the aforementioned(prenominal) sex market the company did not believe it was necessary to enter the market place. Another weakness that eHarmony has is that it does not market in other countries but the US.If eHarmony does not expand to sore geographic areas, it could get down that its competitors would already take its target segment. Lastly, the pers onality profile has been abbreviate from 450 to 250 questions, which takes about 45 minutes to complete. It has been say in the causal agency study, that men are less likely to complete the questionnaire after starting. This is a weakness because they are ultimately losing costumers from the time consuming questionnaire. Opportunities eHarmonys opportunities are that they have the ability to enter into the gay and lesbian market which is one of the largest niche markets. This market attracts about one tenthof the Internet traffic of the heterosexual personal sites.With the divorce rate universe extremely high, this has led to the older individuals searching for a new soul mate. eHarmony makes it easier for singles to find dates, by saving time since eHarmony does the picking fortheconsumers. eHarmony could create a free-enterprise(a) advantage, by broaden their customer base, and including more casual daters. There are many people concerned in casual dating who could benefit fro m eHarmonys matching compatibilities. Even though global magnification has been stated as a weakness we also believe it is an opportunity. Threats Large online social networks such as Facebook and Twitter attract customers though the process of friends encouraging friends to join.This website provide personal information, which persuaded other to talk to one another and potentially date. Online social networks are also attractive to people who are in a long term relationship, and could not join a dating site without jeopardizing their current relationships. With Match being its biggest competitor customer have, a difficult time differentiating between the two. Chemistry one of Matchs sister companies is another competitor that companies that it does not know why eHarmony rejects people. The free dating service has, become an enormous threat to eHarmony because consumers claim that making people pay to join a dating site served as a serious barrierthatseparatesindividuals.Assumption s The missing information that we believe is not in the case is the following, 1. If the lesbian and gay market where in eHarmony would it affect its current customers. 2. What is the important reason why they dont have same sex pairing 3. What is holding eHarmony back from expanding overseas. Statement of the Problem The main problem that eHarmony faces is that they only focus on matching men with women and do not focus on same sex paring. According to the Independent Gay Forum, A team at the Harvard school of populace health reported that 6. 2 percent of men and 3. 6 percent of women reported same sex-partner in the pervious five years.These statistics are extremely high, and it would be in the best interest of eHarmony to focus on this market as well as straight individuals. Alternatives/ Recommendation The statement of problem that could have been avoided by eHarmony is to have a gay and lesbian surgical incision. This would attract this market to their website, but they will also til now focus on promoting to matching women and men. This website will guarantee a compatible partner whom shares similar backgrounds, goals, set and beliefs among many other valuable characteristic. Implementation eHarmony will implement a gay and lesbian section to their website that guarantees a long lasting relationship. It will use the same format of questionnaires and personality test that eHarmony uses now. This site will lso implement success stories, privacy policy and safety tips to ensure that this is what they truly are sounding for. This site will focus on this market segment with out gays and lesbians feeling as if they are being segregated. Control/Evaluation To ensure that eHarmony is achieving what they set out to accomplish they will establish actions to wear their goals. eHarmonys goal is to create a marketing strategy by launching a sweat that focuses on gay and lesbians, to attract them towards the new and upcoming website of eHarmony. By creating aw areness towards this market, this would increase positive tidings of mouth, as well new memberships for eHarmony. Harmony will also create a strong puzzle with these customers to understand their wants and needs. Works Cited Gabby, Nisan. EHarmony Case Study Offline Advertising the Key to Scale inaugural Review Blog. Startup Review Blog Analyzing Web Success. 07 Dec. 2006. Web. 27 Nov. 2011. . Online Dating Profile Writing Help Online Dating Profile Experts Profile Helper. com. 2 Jan. 2006. Web. 27 Nov. 2011. . Varnell, Paul. More Gays than Lesbians IGF Culture Watch. IGF Culture Watch Forging a Gay Mainstream. 30 Nov. 1999. Web. 27 Nov. 2011. . Warren, Neil C. EHarmony 1 Trusted Singles Online Dating Site More than Personals. 28 Mar. 2001. Web. 27 Nov. 2011. .

Literature review of Women at workequality versus inequality: barriers for advancing Essay

1.IntroductionWo manpower in our days choose to get educated and pursue c atomic sum up 18ers. To do this most of them acquireduct to learn to trade with dual habits the role of the employee and the role of mother/wife. The bulk of them concord managed to move from p first baseing at the traditionally fe mannish occupations ( such as teachers and nurses) to male-dominated aras such as managers and engineers (Atwater and van Fleet 1997 Chater and Gaster 1995 Krambia-Kapardi 2006). Further much(prenominal), sexual commit meetity is a radical principle for democratic countries wo hands and plyforce should participate as equates in the social, fadural and economic sprightliness.Even though improvements stool been make, grammatical grammatical gender equality is still non achieved as men and women argon non de grooveate and ar non treated equally in the employment. Unfortunately, the increase human activity of running(a) women did non diddle equal c beer cash fire opportunities. sexual urge sleep withs in the employment arise from differences in the modal value men and women ar treated. Women ar not treated by the organizations the akin panache as men do, close tothing that holds women abide from advancing the managerial l wreaker. It is a fact that women be underrepresented in masking managerial reposes comp bed with women retention cut and mid- take aim concern panoramas (Mihail 2006).*Corresponding author. Email michailidis.munic.ac.cyISSN 0958-5192 print/ISSN 1466-4399 on retraceq 2012 Taylor & Francishttp//dx.doi.org/10.1080/09585192.2012.665071http//www.tandfonline.comM.P. Michailidis et al.Downloaded by La Trobe University at 0253 19 folk 2013 Women wait numerous obstacles for their life history increase and often, welleducated women, with many years of experience ar not promoted at the corresponding rate as their male co- operate oners of the equivalent occupational level. Women put on to ladder twice as heavy(a) as their male colleagues to achieve recognition (Wirth 2001). According to Eagly and Carli (2007), Hymowitz (2005), Wirth (2001), Rhode (2003), Duehr and Bono (2006), Hymowitz (2005) and Dimakis,Krambia-Kapardi and Savva (2006), some of the controversial issues that women face in the need ar gender discrimination, codswallop cap, stereo tokens, model life ratio, escape of mentoring, conicting roles and pay inequality. These are take careed breast wee-wees that rule out women from obtaining work equality and furthermore achieving top managerial positions. 1.1. Gender discriminationAccording to Wirth (2001), a gravid number of women enter the work force at alike levels as their male counterparts however, their passages progress more easily than their male colleagues. Quite often they are more qualied than their male counterparts simply ingest to work harder and per hit much better to obtain top positions. The discrimination acts toward women apprize take unhomogeneous(a) forms they are often treated unfairly at the recruiting and promotion edgees and the remuneration policies.In addition, there is a world(a) perception that women are not committed to work as they suck in or will have family and children (Hymowitz 2005). Furthermore, since this study took place in Cyprus it is worth mentioning that the Cyprus Government has always been interested in promoting equality among men and women and social and economic actions were lend oneselfed. The efforts began at the end of the 1970s, as part of the Strategic Development Plans, and aimed at the population of legal framework that prevents gender discrimination, support work family parallelism and enhance the socioeconomic life of women animateness and work in Cyprus. In an effort to harmonize with the European Union the Equal Treatment of custody and Women in Employment and vocational Training Law, No. 205(I)/2002 was implemented by the Cyprus Democracy.1.2. Stereo display cases Stereotypes are based whole on perceptions and gender stereotypes inuence beliefs, behaviors and self-c at one timepts at both conscious and unconscious levels (Rhode 2003, p. 7). Perceptions that womens place is in the house taking care of her save and children has been haunting women for many centuries. In recent years, companies are recruiting an increasing numbers of women but unfortunately most of them are not promoted as they should and are left at let looseer and substance level ranks (Ntermanakis, as cited by Mihail 2006).Schein, Mueller, Lituchy and Liu (1996) reported the creation of a psychological obstruction for womens forward motion the think manager think male perception. According to Nichols (1994), the belief is that managerial positions acquire masculine characteristics and so women are not cut out for this type of job. A research conducted in Cyprus regarding the perceptions of young people in Cyprus (Intercolleges Research Center 2007) gives several posit ive outcomes related to comparatively low levels of genders stereotypes. Of the people asked, 73.4% dis concur with the dictation that women should stay at home slice men should be the sole money providers. another(prenominal) all important(p) point is that 58.9% confide that men and women can be equally expert managers, and that women should forgather the same rewards with their male counterparts (81.1%). A recent study by Duehr and Bono (2006) reported that stereotypes approximately women whitethorn be changing. MaleThe foreign Journal of merciful vision Management managers seem to be characterizing women as less passive and submissive and more condent, ambitious, analytical and assertive. Male managers have just now learned that they are expected to view men and women similarly at work. Women are also world stereotyped because they become mothers. Hymowitz (2005) mentioned that one of the reasons why women are not taken seriously in the study is because at some poi nt in their travel they will have children and they will not be as devoted to work as they should and they will not be willing to work those yearn hours needed.Downloaded by La Trobe University at 0253 19 phratry 20131.3. methamphetamine ceilingThe number of women running(a) at managerial positions is growing. Even though the number of women in lower and mid-level focussing positions is greater than ever, the component of women prop top managerial positions is disproportionably low (Atwater and van Fleet 1997). Women seem to be banned from executive positions payable to the glass ceiling effect, which describes the out of sight articial bulwarks, created by attitudinal and organizational prejudices, which block women from top executive positions (Wirth 2001). According to Wirth (2001), women, although they are well educated, are pushed into a narrow range of occupations, where there is less responsibility, lower pay and hardly a(prenominal) opportunities for feeler. S ome of them manage to climb the corporate ladder and achieve middle level positions but the invisible ramparts prevent them from attaining top managerial jobs. Toussiant (2010) described the history of the glass ceiling in America. As it talks about how women were constantly facing discrimination from male-dominated society. This is accomplished by discussing how e rattlingthing from various court cases to the ERA would have an impact upon these views.Krambia-Kapardi (2006) figured the costence of the glass ceiling effect in Cyprus by looking at womens participation in committees and the opportunities for being promoted in executive positions, the research states that although women participate in various committees, the parcel participating is limited and there has been no signicant improvement the past 6 years. To describe the on-going situation in Cyprus the writer states that there is no glass ceiling in participating committees, but a concrete wall and it takes a lot of e ffort to break through that wall. When it comes to the earth of glass ceiling in executive positions, women hold 12% of these positions in the private sector and 37% in the public sector.Researchers tried to identify the restrictions that prevent women from advancing to higher managerial positions. Some of the barriers mentioned were want of self-condence, vitiateing risk taking because of fear of failure and setting low goals (Krambia-Kapardi 2006). Another term relevant to the glass ceiling is the maternal wall, which refers to the barriers that women face when they get pregnant as male co-workers and managers assume that once a woman has a baby she will not be committed to her career (Swiss 1996).1.4. reconciliation work and familyWomen today have multiple roles and are torn mingled with demanding careers and intensive family lives. These conicting roles submit a great amount of time and energy, and quite often women do not know how to softwood with this issue.Work life b alance is a state where an individual manages real or potential conict between different demands on his or her time and energy in a way that satises his or her needs for well-being and self-fulllment (Clutterbuck 2003, p. 8). The elements thatDownloaded by La Trobe University at 0253 19 September 2013M.P. Michailidis et al.inuence this type of conict, according to Parasuraman and Simmers (2001), is the employees gender, type of employment (self-employed or organizational employed), work role characteristics and pressures (such as how much autonomy is available in the employment, time exibility, level of job involvement and time commitment to the work itself) and family role characteristics and pressures (such as parental demands, level of family involvement and time commitment to family). Gladen (2007) discussed how women have more challenges in being able to balance their work and personal life. Where, the majority of women will have a sense of guilt, scheduling conicts and adjust ing to two different worlds. Moreover, to table service working women, companies can implement various family-friendly policies, which can make it much easier for them to combine paying(a) jobs with family work. This can be achieved by flinging exible working hours (permanent or temporary), working from home and the creation of child care facilities in work. Organizations also need to ensure that employees who try on temporary working accommodations do not pay a permanent price (Rhode 2003).1.5. Mentoring/role models/networkingThe need of mentoring, social networking and role models are making advancement of working women harder. Women truly frequently are not given high visibility assignments or challenging tasks. Also, frequently they are excluded from marketing and social events that publication in professed(prenominal) person opportunities. Furthermore, they are not helped in their career progression, therefore they are uttermost absent from leadership positions (Nossel and Westfall, as citied by Rhode 2003).1.5.1. MentoringMentoring programs aim at service role players become successful in the workplace. A mentor gives advices for the unspoken companys rules, provides selective information for company policies and decision making, give recommendations on how to avoid explosive situations, and information about who is aligned to whom. Furthermore, a mentor provides career and psychosocial support to enhance mentee/proteges-junior colleague, professional and personal development (Swiss 1996 Apospori et al. 2006). To be more effective, mentoring should be incorporated with training and development and succession planning. Thompson (2010) highlights how mentoring programs can help women to address the various issues of inequality in the workplace. The problem is that the majority of employers do not offer any kind of mentoring programs to female employees. As lonesome(prenominal) 28% of women are reportage that their employers have some kind of mentoring program, out of this number 52% of women matte that their employers lacked transparency and understanding when addressing this issue (Thompson 2010).Furthermore, barriers women come across when searching for mentors are that male mentors are reluctance to take on the mentoring role, this exponent be due to fear that the relationship world power be misinterpreted. Also, the scarcity of female mentors makes it more difcult for women to have approach path to a mentor (Apospori et al. 2006). 1.5.2. utilization modelsRole models are often said to be key to the successful development of young aspiring managers (Singh, Vinnicombe and James 2006, p. 67). According toShapiro et al. (as citied by Singh et al. 2006), role models are individuals whose style, action and traits areThe International Journal of serviceman Resource Management imitated by others. It is also viewd that role models are important for all female employees regardless level and age, but special attention must be given to newly employed females (Swiss 1996). Unfortunately, the small number of women holding executive position limits the number of role models for young female employees.Downloaded by La Trobe University at 0253 19 September 20131.5.3.NetworkingNetworking is viewed by Vinnicombe and Colwill (1995) as citied by Singh et al. (2006) as the banding together of individuals who think alike, for satisfying their contact, friendship and support needs. Furthermore, Forret and Dougherty (2004) elaborated on the issue of networking and utter that these are attempts made by people to develop relationships with individuals who have the potential to hang them work- or careerwise. Furthermore, Allison (2007) and Singh et al. (2006) refer to networking in toll of the differences of the approaches men and women use. Men are on a military mission when attending a business networking event, trying to meet people who will help them for professional advancement, whereas women believe th at this approach is pushy and prefer attending workshops or conferences where they can share ideas and use networking for social support.1.6. acquit gapGender pay inequality is consistently and widely observed. Various social and economic causes pass on to the long- pass oned gender pay gap, and much effort has been made to explain the reasons for the discriminatory wage disparities. The article titled, Its cartridge holder for Working Women to Earn Equal requital (2007), talks about the capacious disparities that are occurring as furthermost as pay and compensation are concerned. Where, women will earn signicantly less in comparison with their male counterparts for the same amount of work. According to a study that was conducted by the WAGE Now Project, they found that the vast disparities in pay equality are between $750 thousand and $2 million over the crease of lifetime (Its Time for Working Women to Earn Equal Pay 2007). Wallace (2010) discusses the issues that women will face in the workplace from the glass ceiling to overall issues of discrimination. In most industries, this means that women are earning $.80 cents for every dollar that is made by men.This information is important, because it can be use to corroborate other sources about issues of the glass ceiling and equal pay in the workplace. Wage discrimination as Joshi and Paci (1998) explained means that one group is paid systematically less than others with equal productivity-related characteristics. The remuneration disparities between the two sexes have been ascribed to the narrow number of women holding top managerial levels of organizations, which means they are rewarded with higher pay rates (Alkadry and Tower 2006). The article that was create verbally by Childress (2010) talks about how various legislation has been created to deal with the issue of inequality in the workplace (the Glass Ceiling Commission). As they were created as part of the Civil Rights Act of 1991 and was designe d to deal with the issue of discrimination in the workplace. However, the commission was never successful, because there was not any kind of agreement among members about how to effectively tackle this issue.This is important because it highlights the underlying challenges that are constantly being faced when trying to establish some kind of procedures for addressing gender inequality. As a result, the information from this source is useful, because it is showing how various regulative failures have chip ind to situations of inequality existing.M.P. Michailidis et al.The Cyprus government enforced The Equal payment of Men and Women in Employment and Vocational Training Law, No. 177(I)/2002 to ensure the equal remuneration of both sexes for work of equal value. The Equal Remuneration of Men and Women in Employment states that men and women employees arrive the same level of nancial or non-nancial rewards, for the same type of work or for work of equal value. Polachek and Xiang (2 006) analyzed data from 40 countries, including Cyprus, between the years 1970 and 2002 on how the gender wage gap varies in relation to the fertility rate, the age gap between the husband and wife, and the female educational achievements.The information collected indicated that the fact the women have the main responsibility for the household and the children, as a result female employees have less job experience and training. On the other hand, men are the main money winners of the family and thus working for more years, with no career breaks and thus more experience and opportunities for vocational training. All these lead to gender pay gap. Despite the fact that various efforts are being made by governments to achieve wage equality, gender pay gap still exist since women are paid less than men for comparable positions (Rhode 1997 Sallop and Kirby 2007). Even though women have equivalent skills to men, tho they are not paid with the same pay rate. Researches believe that perhaps the choice of career might be a reason for the gender pay gap. Alkadry and Tower (2006) reported that even though women have started overcoming some of the barriers for advancing to higher positions, wage disparities still persist and as a result women are rewarded with less money in comparison to their male colleagues.2.2.1.MethodologyPurpose of the studyThis study aimed at (1) identifying the factors that working women in Cyprus are faced with which lead to experience discrimination (2) examining possible barriers that affect womens advancement and (3) identifying organizational practices that assist them in achieving work life balance.2.2.The gesturenaireThe data were collected by the dispersal of a six-page questionnaire, which was on a voluntary, anonymous and condential basis and targeted four occupational levels on a lower floor rst line, rst line, middle and high-level anxiety women, employees of organizations in Cyprus. The questionnaire was prepared by the researchers and was divided into two sections. Section A coved the demographic data of women participating in the research and in Section B the questions referred to womens personal experiences, faiths or thoughts related to the workplace.2.2.1. Section A biographical informationIn this section, the participants had to respond to questions related to age, marital status, number of children, educational level, work position, employment sector, type of organization, job title and number of years in the real job. 2.2.2. Section B was composed of ve parts, which are described below Part I had eight yes or no questions, here, the participants had to respond to questions related to experiencing any form of work discrimination, gender discrimination,Downloaded by La Trobe University at 0253 19 September 2013The International Journal of Human Resource Management discrimination during hiring, promotion or career advancement opportunities,and discrimination related to nancial and non-nancial rewards be tween men and women. Part II had four questions here, the respondents were asked whether gender is a factor that can limit promotions, compensations, access to clients and access to training. The replies were based on a Likert-type measure of 1 3 (I do not know, Not much and Very much).Part III had ve questions request womens opinion on several arguings regarding the way women and men are treated in their organizations, such as equal treatment among men and women, equal opportunities for advancement, childbearing and career commitment. The participants had the option of choosing one of the future(a) Likerttype scale responses I powerfully agree, I tend to agree, Undecided, I tend to disagree and I strongly disagree.Part IV had a set of 21 statements, which asked the participants to rate on a Likert-type scale from 1 to 5 various possible barriers that prevent womens career advancement. In addition, there was one question asking the participants to add any other factors that were not mentioned in the previous statements but were considered as a barrier for womens advancement. The 21st question was an open-ended question on other organizational practices that were not mentioned in the 20 statements. Part V had nine questions asking women to rate the importance of various organizational practices that can help womens career advancement and development. For rating the rst eight questions in this part, the Likert-type scale was used with the following scale Not helpful, Slightly helpful, Quite helpful and Very helpful. One question asked the participants to add other organizational practices that could be useful to womens career advancement and development.2.3.Statistical analysisThe statistical analysis was prepared with the use of the Statistical Package for Social Sciences (SPSS). The statistical tabulations included descriptive statistics and crosstabs aimed at examining the statistical signicance of acomparison between womens occupational level and (a) que stions related to equal treatment (Part III) and also (b) questions related to organizational practices which would assist the participants in developing and advancing womens careers (Part IV).2.4.SampleThe questionnaires were distributed at random to 250 women working in various private, public and semi-public companies. The distribution and collection of the questionnaires was done either through the Human Resources/Personnel Departments. A total of 154 questionnaires were used for the study, liberal a response rate of 62%. 3. Results and p gain3.1. Biographical data3.1.1.Section AThis research concentrated on 154 women respondents, ages 22 57. From the sample 61.7% of the participants were unify and 59.1% had children. Regarding the educational level of the participants 22.7% were high school graduates 20.1% had a college diploma 24.7% had a Bachelors tier 30.5% had a MastersM.P. Michailidis et al.Downloaded by La Trobe University at 0253 19 September 2013 pointedness and on ly 1.9% had a Doctoral degree. Of the sample, 47.4% stated that their position at work was in the rst line managerial level and 15.6% belonged to the middle management level 5.2% held top management positions,while the rest 31.8% held positions below rst line management. The results showed that the majority of women are trapped between the rst and middle line managerial levels. unaccompanied 8 out of 154 women who participated in the research had top management positions, a number which is not very positive for the career advancement opportunities of women.3.1.2. Section B3.1.2.1. Part I. Here, the participants responded to questions related to work discrimination. In the question whether they experienced any form of discrimination in the workplace because they were female, 87.7% replied that they had not experienced any form of discrimination 89.6% replied that they had not felt that they had missed a promotion or their promotion had been delayed because of their gender 81.8% sta ted that male co-workers of similar duties did not receive higher salary than them and 86.4% replied that they had not experienced differential treatment in the recruiting process because of their gender.Interestingly though, one of the comments made for this question was that at a job interview a participant was asked whether she was engaged to be married or was planning to get engaged soon. Her answer was negative and after she was hired she learned that women with children were rejected as they would not be as committed as they should be. Furthermore, 80.5% stated that they had not experienced any differential treatment in career prospects 90.3% replied that male and female employees of the same managerial level receive the same monetary rewards. chronic on, 87.7% of the participants do not think that women receive less non-nancial rewards that their male colleagues. Lastly, 81.2% of the participants do not believe that at some point of their career they were not appointed for a job because of their gender. Some discrimination acts that women had experienced and were mentioned in the open-ended questions areWomen receive lower pay than men.Males are treated with more respect.Another man took my position because I was a woman.Negative attitudes by male colleagues toward women.I was not assigned on an important project because of my gender. I was told that having a baby would affect my job and I was not hired.3.1.2.2. Part II. Here, the participants responded to questions related to their gender as a limiting factor in workplace. As regards promotions, 69.5% responded that gender does limit (but at the not much level) promotions. Furthermore, regarding compensation, 67.5% replied that their gender does limit the compensation (but at the not much level). In addition, as far as access to clients is concerned, 71.4% believe that gender does limit access to clients (but at the not much level). Lastly, in examining access to training and development programs, once again the majority, 73.4% tonuss that gender is an element that limits access to training (but at the not much level).3.1.2.3. Part III. In this part, the participants were asked to rate their degree of agreement on several statements. In the statement whether women in managerial positions are asDownloaded by La Trobe University at 0253 19 September 2013The International Journal of Human Resource Management adequate as men at similar positions, the majority of the participants (97.4%, 150 women) think that women managers are as surefooted as male managers. Furthermore, when asked whether women and men are treated equally in their organization, 79.9% of the participants have not felt that they were treated differently at the workplace due to their gender. In addition, when asked whether at the company where they work, women and men are given equal opportunities for advancement to higher positions, 77.3% believed that women receive the same opportunities for advancement in the org anization they work for. Furthermore, in the statement on whether women have to perform better than their male colleagues to be promoted to the same position, 42.2% feel that for a woman to be promoted she must work twice as hard as a man would. Lastly, when looking at childbearing, on the statement once a woman has a child, she is considered to be less committed to her career, half of the respondents (50.7%) agree that there is a perception that working mothers are not committed to their careers as they should be.3.1.2.4. Part IV. This part the participants had to rate on a Likert-type scale from 1 to 5 various possible barriers that prevent womens career advancement. The questions measuring the extent to which womens low level of self-condence is a barrier to their career advancement, 69.5% of the participants agreed with the statement that the low level of self-condence women have is a barrier to their career advancement. When questioned about the extent of working hours facilita te parenting and if they are considered a barrier to womens career advancement, the replies received indicated that women would want to have exible working hours that will assist them with their childcare obligations, specically, 68.2% think that working hours do not facilitate parenting.Moreover, when examining the extent of absence of equal career development opportunities for women, and whether it is considered a barrier to womens career advancement, 55.2% consider the absence of equal career development opportunities for women as a barrier for their advancement in the workplace. In addition, the statement to what extent insufcient women role models in higher organizational levels, is a barrier to womens career advancement, 56.5% of the participants stated that having female role models in higher organizational levels would help them develop therefore, the non-existence of those role models is a barrier for their career development. To the statement to what extent, a non-supporti ve spouse, is a barrier to womens career advancement appears that having a supporting spouse is a factor that can be very helpful for working women as 68.2% of the participants feel that not having service at home from their confederate would be a barrier for their career.When asked about companys lack of commitment to gender advancement is a barrier to womens career advancement, 57.8% of the respondents believe that the failure of an organization to be committed to gender advancement is a barrier for their career development. Further on, when asked about the extent to which male domination in senior organizational positions is a barrier to womens career advancement, 63.7% of the participants consider that senior organizational positions are dominated by male employees something that prevents women from advancing to higher positions. In addition, when asked about the extent companys lack of ability to implement and enforce anti-discriminatory and equality legislation is a barrier to womens career advancement, 62.3% of the respondents feel that companies do not implement anti-discriminatory legislation and this is a barrier for their career advancement. Also, when asked about the leaning for organizations to assign male employees on high visibility projects and whether this is a barrier to womens career advancement, long hundred of the participants (a percentage of 78%)Downloaded by La Trobe University at 0253 19 September 2013M.P. Michailidis et al.believe that male employees are assigned on high visibility projects leaving female employees behind and such a practice sets barriers for womens advancement. The statement looking at the extent to which perceptions that women may at long last leave work once they have a family is a barrier to womens career advancement, 61.7% agreed that the perception that women may eventually leave work once they have a family is a barrier for their career as this affects the way women are treated in the workplace and reduce t he opportunities given to them. Continuing on, looking at the statement examining the extent to which womens conicting roles between work and family is a barrier to womens career advancement? It appears that the conicting roles between work and family are considered by the majority of the participants (62.3%) as a barrier for their career advancement. Whenasked to rate the extent to which womens responsibilities for childcare is a barrier to womens career advancement, 66.2% agreed that since women have the sole responsibility of childcare, this is a barrier for their career advancement. Also, when asked to rate the extent to which career breaks for childbearing, child height and other family obligations is a barrier to womens career advancement, 66.9% believed that career breaks for childbearing and child raising are a barrier for womens advancement. Furthermore, when measuring the extent to which perceptions that men make better managers than women is a barrier to womens career ad vancement, 63.7% of the participants stated agreed. In the question asking women to state whether they believe at the existence of the glass ceiling, 54.6% stated that they did experience these invisible banners which are a barrier for their advancement, 16.2% do not believe at the existence of those barriers, whilst 29.2% were undecided. And when asked to state to what extent stereotypes regarding womens roles in society is a barrier to womens career advancement, 53.9% believe that stereotypes about women is a barrier for them as often women are considered weak, sensitive and that they should not be working. another(prenominal) barriers that prevent womens advancement in the workplace and were not mentioned in the questions preceding(prenominal) were the followingWomen are judged by their appearance.Face and body is what they look at.Lack of acquaintances in comparison to male acquaintances.3.1.2.5. Part V. In this part, there were several questions asking women to rate how import ant various organizational practices were considered in back up women in their career advancement and development. One was on mentorship programs, 70.8% stated that it would be helpful for their advancement if they received mentoring. Further on, the question related to managerial programs which identify and develop womens potential, 86.3% of the participants reported nding managerial programs that would identify and develop womens potential as helpful. As far as programs that would help women balance their work and family lives, 93.5% believe that they would be helped by programs that provide assistance to women on how to balance workand family lives.These results show that women feel that they cannot balance work and family obligations and perhaps they need some assistance on how to achieve it. The question related to on-site childcare facilities, participants replied almost unanimously (93.5%) that it would be very helpful to them if their children could attend an on-site childc are facility. In addition, as far as refresher courses when re-entering the workforce, the majority of the participants (78.6%) agreed that it would be very helpful if women received refreshing courses whenDownloaded by La Trobe University at 0253 19 September 2013The International Journal of Human Resource Managementre-entering the workforce after a career break. The question offering exible working hours is considered as an important factor for the advancement and development of women as 93.5% agreed that it would be helpful if they could arrange the hours they would be working according to the obligations they have at home. Continuing on as far as the question on women role models in the highest levels of the organization, 85.1% agreed that having women role models in the highest levels of the organization would be very helpful for the careers. Lastly, 100% of the respondents showed agreement on the statement, helping women to broaden their professional experiences. This unanimit y indicates that women do not feel that they receive help from the companies they are working and consider it to be a huge barrier for their career development. The participants were asked to add any other organizational practices that were not mentioned but are considered important for working women. The comments made were the followingEducating and always giving upgraded information to young women through organized seminars and events.Allowing work to be done at home, this will give work opportunities to women with families.3.1.2.6. Part VI. An analysis of the test of signicance Crosstabs was also performed. This tried to examine the differences between the following authorized position at work (1) just below rst line management, (2) rst line management, (3) middle management and (4) top management andPart (A), ve questions, which referred to the degree of agreement on a ve-point Likert-type scale, as far as the work might of women compared with men equal treatment of men and w omen in the workplace equal opportunities for advancement womens procedure and promotions and family commitment once women have children andPart (B), eight questions, which referred to the degree of helpfulness of several organizational practices which contribute to their career advancement, looking at mentorship programs managerial programs that help women identify and develop their potential programs that would help them balance work and family the on-site childcare facilities refreshers courses for the comeback exible working hours women role models in the highest levels of organizations and programs helping women to broaden their professional experience.Concerning Part (A) there were signicant differences when examining Chi-square at the 0.01 level of signicance with the following three questions The question, I believe that women in managerial positions are as capable as men at similar positions, indicated signicant differences between the categories below rst line management, rst line management, middle management and top management. Women belonging to below rst line management category, rst line management and middle management tend to agree or strongly agree with the statement (97.7%, 98.6% and 100%, respectively). On the other hand, the percentage of women holding top managerial positions and agreeing with the statement is 75%, while 12.5% is undecided and 12.5% tend to disagree. In general 2.5% of all categories are either undecided or they disagree, and 97.4% agreeing. On the question, which stated Women and men are treated equally in the organization, showed signicant differences at the 0.10 levels among the categories below rstlineDownloaded by La Trobe University at 0253 19 September 2013 management, rst line management, middle management and top management. It appears that women in top management and below rst line management positions (75% and 44.9%) strongly agree with the statement. However, the percentage of women in middle management stron gly agreeing is very low only 20.8%, but a higher percentage agreeing (45.8%) however, with a total of 33.3% disagreeing and strongly disagreeing, or undecided with the statement and 12.2% of the below rst line management are undecided. Overall 20.1% of all categories are either undecided or they disagree, and 79.9% agreeing. Next question requested the opinion of the respondents on the statement At the company where I work women and men are given equal opportunities for advancement to higher positions.Women holding top managerial positions believe that the company they are working for is giving both sexes equal opportunities for career advancement since 62.5% strongly agree and 37.5% tend to agree. This picture is not the same for the other managerial levels. Women in below rst line managerial level agreeing is 81.6% while the remaining 16.4% is undecided. The rst line managers have somehow similar percentages with 75.3% agreeing with the statement, and 13.7% were undecided. For th e middle management respondents the results were the following 56.7% agreed, 4.2% are undecided while 29.2% do not believe that there is equal treatment between men and women in the organization they are working.In Part B of the questionnaire, there were signicant differences when examining Chisquare at the 0.10 levels of signicance, the question concerning the programs which identify and develop womens potential, here a total of 87.7% of below rst line management, 90.4% of rst line management, 70.8% of middle management and 87.5% of top management reported that such programs are useful. However, a very small percentage of 8.3% of below rst line management, 42.9% of rst line management, 38.5% of middle management 55.6% reported that programs which identify and develop womens potential are quite helpful. 2 open-ended questions allowed the participants to express themselves on other barriers that women face in their development and advancement in the workplace and also other organizat ional practices not addressed in the questionnaires. It is true that the majority of the sample did not answer those two questions only 10% of the participants lled in those questions. Looking for other barriers that women face in their work life, the rst barrier mentioned by several participants was that women are stereotyped and are judged only by their looks, appearance and body.Other comments were that women do not belong in social networks, sports clubs like men do, and this affects their careers. In addition, when looking at other organizational practices that might be helpful for womens career advancement, there were suggestions like work from home which needs to be encouraged, and courses that help young women increase their self-condence, assertiveness training and how to promote and foster their work rights. The last one is very important because many women do not have equal access to their rights because some of these rights are based on male breadwinner model and do not consider the fact that females mostly carry the burden of having to bring together family and professional life.4.DiscussionDuring the past a couple of(prenominal) years, there has been a spherical effort to eliminate gender discrimination but we still have a long way to go and a lot of perceptions need to change along the way (Bartram 2005). Women around the globe are being discriminated against in the workplace, they are not rewarded on equal terms as men and do not receive the necessary aids for career advancement. Thus, the purpose of this study was to identify the factors thatDownloaded by La Trobe University at 0253 19 September 2013The International Journal of Human Resource Managementworking women in Cyprus are faced with which lead them to experience discrimination also to examine possible barriers that affect womens advancement and nally identify organizational practices that assist them in achieving work life balance. The ndings conrm that women enter a company in la rger numbers, as supporting staff, a nonage of them reaches the middle-level management, while a very small number of female managers achieves an executive position (Wirth 2001). Only 8 out of 154 women who participated in the research had top management positions, a number which is not very positive for career advancement opportunities of women. A conclusion that could be drawn, with caution though, is that perhaps women in Cyprus do face a glass ceiling while climbing the corporate ladder, which does not allow them to advance to top management.These ndings agree with the EMPATHY-EDGE research, carried out in 2003 2006 by the European Union, which reported that 104 out of 156 women had never forthwith experienced workplace discrimination, even though the majority of those women had experienced some kind of career advancement barrier. Nevertheless, gender discrimination is a global phenomenon and it was not expected to receive such a large percentage of women disagreeing with its e xistence in Cyprus. The results indicated that for the majority of the Cypriot women, marriage and children did not appear as a big obstacle for developing their careers. Similar to these ndings were the results of a research for female Greek entrepreneurs by Sarri and Trihopoulou (2005), reporting that the majority of the participants were married and had children.The writers continued by saying that women had achieved in nding a way to develop abilities, skills and competencies that help them balance their careers and family obligations. However, in this study it has been demonstrated that women have some difculty in balancing work and family obligations. In addition, lack of company programs that help women balance work and family obligations 93.5% of the respondents stated that organizational programs would greatly help women balance work and family obligations. Perhaps, the reason why women are gathered in lower organizational hierarchy levels is their low level of self-condenc e that prevents them from advancing. Companys lack of commitment to gender advancement and lack of ability to implement and enforce antidiscriminatory and equality legislation received high agreement ratings. Companies should implement regulations that help the minorities receive the opportunities they deserve. If a company fails to do so then the minorities are not treated equally. Once again these factors have an effect on the reason why women are not represented equally at the executive positions of a company.The results were impressive as a large number of women would want to be assisted by organizational programs. In particular, mentoring programs, managerial programs which identify and develop womens potential, programs that would help women balance their work and family lives, on-site childcare facilities, refresher courses when re-entering the workforce, offering exible working hours, women role models in the highest levels of the organization, helping women to broaden their professional experiences received high ratings and are considered as important for them and their advancement.The lack of women role models, the lack of mentoring and the commitment women have toward their families were identied by Catalyst and the Conference of Board Europe (Catalyst 2002) as important barriers for womens career, globally. The eclipse of these barriers by offering programs assisting working women is an important step for the development and advancement of women in Cyprus.From the responses of the above study, it could be concluded that modern Cypriot women do wish to purse a career and have a family at the same time. Since most womenM.P. Michailidis et al.still have primary responsibility for childcare and dependents, it is logicalthat they identify issues related to family and the home as issues, which affect their career development. Furthermore, gender attitudes have been changing throughout history, however, women all over the world are still being rejected du ring the hiring process, not promoted in higher positions, continue getting unequal pay and frequently faced with invisible barriers which block them from reaching top organizational positions. The roots of this inequality have been proven to be deep and appear to be very difcult to prove and even harder to remedy. 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