Pope And Sexism - Free Essay Example

Sample details Pages: 3 Words: 912 Downloads: 8 Date added: 2019/06/24 Category Society Essay Level High school Tags: Sexism Essay Did you like this example? Alexander Pope published The Rape of the Lock in May of 1712. During this time, women were seen as mere objects and entertainment for men. They were treated as such, as well. The objectification of women can be seen early on in Popes work. It can even be spotted in the dedication portion of this poem. The Rape of the Lock portrays women in society as frivolous, simple, and incapable of serious thought. How women are depicted in this poem is a reflection of British society at the time of its release. Pope implies women are incapable of understanding difficult concepts or ?hard words. He makes a remark of this before the poem starts in his dedication. In paragraph three, he states, quite directly, to his friend Mrs. Arabella Fermor, how disagreeable it is to make use of hard words before a ladyparticularly by your sex, that you must give me leave to explain two or three difficult terms (Pope 1227). Clearly, he does not believe Mrs Fermor is capable of understanding him, even though he thinks of her as much more sophisticated than the women about whom he is writing. He mentions in the last sentence of the dedications paragraph five that Belinda resembles you in nothing but beauty (Pope 1227). He implies she is smarter than Belinda, yet still not capable of understanding his brilliant work. Don’t waste time! Our writers will create an original "Pope And Sexism" essay for you Create order In Canto One, Belinda is given a warning. This warning is given to her by Sylphs. The poem tells that her guardian Sylph is a male. It is written, Her guardian Sylph prolonged the balmy rest. / ?Twas he had summoned to her silent bed (Pope 1228). It can be implied that the Sylph is a male to take care of Belinda because she is incapable of caring for herself. In Canto Two, Pope describes Belinda only in terms of her appearance. He compliments her beauty as if it is all she has to offer. Nothing is written of her intellect or her abilities to comprehend life situations. This suggests that she is only useful for her appearance. She is an object for suitors to look at. The poem describes, Bright as the sun, her eyes the gazers strike, / And, like the sun, they shine on all alike (Pope 1231). Pope further portrays women as being without understanding. Clarissa hands over her scissors to The Baron without asking why he would need them. Later, Clarissa chastises the women by s aying, Charms strike the Sight, but Merit wins the soul (Pope 1242). It is hard to tell if she is being hypocritical or simply incapable of seeing the inconsistency of her actions. Canto Four represents more metaphorical examples of how womens emotions and despair are depicted as overblown or nonsensical. In this canto, the sylphs leave and Belinda is left with only an earthy gnome named Umbriel. Umbriel takes a journey through Belindas Cave of Spleen. The use of the spleen is interesting in that it refers to an organ that filters poisons from the blood. Hypothetically, he is traveling through her filterand in a sense is trying to understand what is causing her so much discomfort. After the completion of Umbriels journey, he returns with a bag of awful gifts that hes brought back from the Cave of Spleen. sighs, sobs, and passions and the war of tongues. A Vial next she fills with fainting fears, Soft sorrows, melting griefs, and flowing tears (Pope 1239). The earthly gnome brought these gifts back only to make Belinda more angry and hysterical. This once again demonstrates Popes portrayal of women as hysterical and of having intense emotion without rea sonable cause. Pope writes, Belinda burns with more than mortal ire, And fierce Thalestris fans the rising fire (Pope 1240). This quote solidifies Popes belief of uncalled for emotions in women. While its easy to dismiss Popes depiction of Belinda and the Belles as frivolous, Canto Five illustrates that their behavior is forced upon them by the expectation of 18th century high-society. As Pope tells us through Belindas friend Clarissa, She who scorns a man, must die a maid (Pope 1242). Society would not take a kind view of a Belle behaving in any other fashion. Young, high-class women slept until noon because that was the cultural expectation. Throughout The Rape of the Lock, Popes ideology of women shines through. His word choice in the dedication of the work clearly shows how much he thinks Mrs. Fermor can understand him and his education. Even though he regards her much higher than other women, he still belittles her lack of knowledge. Canto One opens with Belinda having somewhat of a babysitter. Of course this Sylph is a male, as women cannot take care of themselves. In Canto Two, Pope only describes Belinda in terms of beauty. It can be inferred that this is how he would judge any woman. Canto Three tells how chaotic it is for a woman to lose her hair and Pope tells of Belindas overreaction. This is carried on into Canto Four when Umbriel explores the Cave of Spleen to try and understand why it is such a big deal. Canto Five explains that Belles in this time shall behave this way because men expect it. With this information, it can be concluded that The Rape of the Lock depicts women in society as flippant, unadorned, and incapable of significant thought. How women are shown in this poem is a direct reflection of how British society treated and thought of women in the 18th century.

The Futile Pursuit of Happiness Essay - 1053 Words

â€Å"The Futile Pursuit of Happiness† When it comes to predicting how something will make you feel in the future, you will most likely be wrong. In the book Discovering Pop Culture, edited by Anna Romasino, is the article â€Å"The Futile Pursuit of Happiness†. In the article, author Jon Gertner talks about how people think certain things bring them happiness but aren’t as fulfilling as they may think. Gertner gives examples by writing about four men that have been questioning how people predict what will make them happy and how they feel after it happens. Among these men are a psychology professor Daniel Gilbert, psychologist Tim Wilson, economist George Loewenstein, and psychologist Daniel Kahneman. Gertner uses facts from scores of†¦show more content†¦The article moves on to the term adaptation. Happiness is what motivates people to do things. â€Å"Our brains are not tying to be happy. Our brains are trying to regulate us† (37). People are unable to realize that they are adapti ng so they don’t connect that with their decisions. People will adapt, but the point is that they dont realize that they will adapt. This goes back to people being unable to predict what will make them happy because they don’t realize that they can adapt to anything. People can also adapt to negative events no matter how much they think they can’t. Gertner writes about an interview he had with Gilbert about the death of a friend. Gilbert says that he can relate to everyone else by thinking that he will never get over it and it will never get better. Even though he has feels this way, he remembers his research and how he will learn to adapt. Loewensteins research is about how people cannot predict how they will behave in certain situations. He explains that people act in a hot state when they are anxious, brave or scared. On the other hand, people act in a cold state where they are calm and rational. â€Å"This empathy gap in thought and behavior--we ca nnot seem to predict how we will behave in a hot state when we are in a cold state--affects happiness† (39). The experiment that Loewenstein did was to find out how many people would dance in front ofShow MoreRelated Response to The Futile Pursuit of Happiness, by Jon Gertner Essay865 Words   |  4 Pages The Futile Pursuit of Happiness by Jon Gertner was published in September of 2003. It is an essay that discusses the difference between how happy we believe we will be with a particular outcome or decision, and how happy we actually are with the outcome. The essay is based on experiments done by two professors: Daniel Gilbert and George Loewenstein. The experiments show that humans are never as happy as we think we will be with an outcome because affective forecasting and miswanting causeRead More Can Happiness Be Achieved? Essay1010 Words   |  5 Pagesattempted to seek out what happiness truly is, and, if possible, how to achieve this happiness. The idea of what happiness is has changed often, and is dependent on the environment that the people live in. The era and the ideologies of that time period, the community, and who the people interact with all affect the idea of what happiness truly is. Because of this, what happiness is, and how to achieve it, will be continually ch anging. The true meaning and idea of happiness could perhaps never be trulyRead MoreSelf-Acceptance is the Key to Happiness792 Words   |  4 Pagesever after. This is a fairy-tale emotional state of absolute happiness, where nothing really happens, and nothing even seems to matter. It is a state of feeling good all the time. In fairy tales, this feeling is usually found in fulfilling marriages, royal castles, singing birds and laughing children. In real life, an even-keeled mood is more psychologically healthy than a mood in which you frequently achieve great heights of happiness. Furthermore, when you ask people what makes their lives worthRead MoreA New Definition Of Happiness909 Words   |  4 PagesNew Definition of Happiness By Alec Borenstein | Submitted On November 07, 2011 Recommend Article Article Comments Print Article Share this article on Facebook 1 Share this article on Twitter 1 Share this article on Google+ Share this article on Linkedin Share this article on StumbleUpon 1 Share this article on Delicious 1 Share this article on Digg 1 Share this article on Reddit Share this article on Pinterest Expert Author Alec Borenstein THE PURSUIT OF HAPPINESS Happiness. It s a word weRead MoreThe Success Of A Successful Democratic Institutions1157 Words   |  5 Pagesquestions: is the value of success imperative in creating happiness, or does it create regret? Is too much success a reason people suffer from anxiety and depression, due to a fear of subsequent failure? There is no denying that free choice has been the driving force behind prosperous market economies. It is also the mainstay of successful democratic institutions because we know from experience that having little or no choice is futile and has resulted in failed social and political movementsRead MoreEssay on Always Connected; Always in Control956 Words   |  4 PagesOr was Clementi â€Å"outed as being gay on the Internet,† (Ellen DeGeneres qted. Parker)? The constant Facebook chats and Tweets created a spiraling hurricane that pushed a college student one step too far. As explained in the article â€Å"The Futile Pursuit of Happiness†, â€Å"Humans understand what we want and are adept at improving our well-being† (Gertner). In other words, we have ways of regulating our emotions based on how bad we perceive a situation to be. When something seemingly catastrophic happensRead MoreThe How Of Happiness By Sonja Lyubomirsky888 Words   |  4 Pagesthe second chapter of The How of Happiness, Sonja Lyubomirsky dissects the constituents of happiness and offers readers a thorough exposition of what the term happiness entails; what it is and what it is not, as well as its profound effects on our daily lives. The positive outcomes of being happy are immense, and hence, it would be beneficial for us to develop an extensive understanding of the inner workings of happiness. What then is happiness? Perhaps happiness is a basic and familiar concept,Read MoreWhat is Beauty? Essay1385 Words   |  6 PagesWhat is beauty? People have always attempted to find, create, and pursue it. A quick checkout at the grocery store will reveal a plethora of magazines devoted purely to what they call beauty and the proper pursuit of it. Most have an idea of what they might personally define as beauty, but not as a general, sweeping definition. That which one might label ugly another might call absolutely stunning. Some find beauty in cats, others in dogs, just as some favor early morning mountain ranges over a sunRead MoreThe Great Gatsby By F. Scott Fitzgerald1684 Words   |  7 Pagesdifficult to label Willy Loman and Jay Gatsby as so. They are not truly immoral, instead purely motivated by the wrong values. Such values consist of a veracious obsession with the American Dream, their misguided, delusional outlook on life, and the futile pursuit of materialism, which as a result, costs both Willy and Gatsby idyllic relationships. Arthur Miller and F. Scott Fitzgerald emphasise these morally flawed themes through their use of setting, characterisation, and their effective use of compositionalRead MoreThe Great Gatsby By F. Scott Fitzgerald1271 Words   |  6 PagesCarraway, the narrator of this tale, does not fully share the American Dream like the other characters. His dream is more about mental values and the pursuit of honesty. He says of himself â€Å"I am one of the few honest people that I have ever known.† (p.49, 26). He was a young middle class man who comes to realize the irony of Gatsby’s dream being futile from the beginning: that he will never be accepted in old world money that Daisy desires and therefore will never leave her husband, Tom. Daisy lives

Employer branding Free Essays

string(72) " individuality are what are considered to be typically Norse – e\." Footings of mentions This study highlights the lifting consciousness for the development of Employer Branding construct and its benefits for the administrations in present competitory labor market. The struggle between effectual employer stigmatization and employees ‘ rights and satisfaction toward organisation has been examined in this study with specific focal point on the unethical and commanding consequence. Introduction: Employer stigmatization is the perceptual experience of employees ‘ about an organisation as a topographic point to work. We will write a custom essay sample on Employer branding or any similar topic only for you Order Now It ‘s designed for motivation and procuring employee ‘s alliance with the vision and values of the organisations. From the HR perspective the construct was subsumed the older term INTERNAL BRANDING that was basically the procedure of pass oning an organisation ‘s trade name value to its employee. Employer stigmatization The construct of EMPLOYER BRANDING was created in the 1990s by Simon Barrow, who founded People in Business ( now portion of TMP Worldwide ) and was the co-author of The Employer Brand. 1 In the yesteryear, Barrow had been a consumer goods trade name director and headed up an advertisement bureau in London, but subsequently became the main executive of a enlisting bureau. He was instantly struck by the similarities between the challenges faced in advancing consumer goods and in advertising the strengths of an administration ‘s employee proposition. Both, he recognised, required a strong trade name, and so the construct of employer stigmatization was conceived. He defined employer branding as a set of properties which make the employees feel more close to the company and take pride of being associated with the company they work for. Employer stigmatization is in kernel the mental apparatus of an employee where he or she receives mental satisfaction in the same mode as when he or she uses a merchandise of a preferable trade name. Employer stigmatization is hence a set of attitudes, every bit good as an array of activities and characteristics enabling the procedure of branding to be more effectual. They could be psychological ( behavior of higher-ups ) , economic ( compensation bundle, benefits ) or functional ( possible to turn, occupation assigned harmonizing to capableness ) . These definitions indicate that employer branding agencies advancing and constructing an individuality and a clear position of what makes an organisation different and desirable as an employer. It has similarities with merchandise and corporate stigmatization but the cardinal difference is its ‘ more employment particular. Recruitment and employer stigmatization Developing an employer trade name is a combination of following vision, values, and behaviors, and presenting a service that shows committedness to outdo pattern and service excellence. It begins with the enlisting procedure that offers figure of tools that can be used to make perceptual experiences of an using organisation, these tools are: Job advertizement and description Interview procedure Offer letters Information battalion for new recruiters Employee enchiridions Initiation and preparation. The enlisting procedure is an of import manner to construct a positive relationship between the organisation and employee. Throughout the process, the organisation can make a strong and positive position about them ; even it can be extended to unsuccessful campaigners as good.When employees have accepted the earnestness and truth of the employer trade name, they will transport it frontward, actively advancing the trade name to co-workers and clients. However, employer stigmatization which is fundamentally untruthful will non work and is likely to be counter-productive. Benefits of Employer Branding Long-run impact: Successful employer trade name can hold a positive impact on enrolling for a considerable sum of clip while sing any Major PR issues. Increased volume of self-generated campaigners: The figure of appliers tends to increase each twelvemonth as the employer branding gets stronger. Cases of a 500 % addition of applications have besides been observed. Addition in quality of the appliers: The quality of campaigners will besides better dramatically ; persons who ne’er would hold considered in the yesteryear will get down applying. Higher offer-acceptance rates: The rate of credence addition proportionally with the addition of image and good will of the company. Higher Employee Motivation: Employees can be easy motivated, or will remain motivated longer in the company because of the sensed pride in working for the company, and better direction patterns ( by and large ) that is tied-in with the company ‘s trade name image, therefore doing it a company people work for because they chose. A stronger corporate civilization: Employment stigmatization can assist beef up house ‘s corporate civilization because of the inactiveness it additions from the really kernel of employer stigmatization ; doing a company desirable to work for. Diminished negative promotion and image: Effective stigmatization can nail jobs by covering with negative remarks and fixing effectual counter measurers. Increased director satisfaction: As a direct consequence of increased involvement from more able and adept appliers, the directors will hold more clip for managerial maps as the demand to give more clip to recruitment procedure will diminish with the quality of the applicant group. Healthy competition: Employer stigmatization is similar to merchandise stigmatization. Hence to maintain a company desirable, it has to update its UPS and maintain up with its promise of bringing. This increases healthy competition and besides makes the companies better by the minute. Increased stockholder value: The ripple consequence of the company ‘s good will via employer stigmatization can besides positively impact a house ‘s stock monetary value. Support for the merchandise trade name: If a company has a superb trade name image, it is more likely that its merchandise will harvest the benefits of it and be branded automatically. This helps particularly when the company launches a new merchandise. The trade name kernel should sum up what the trade name stands for, going the karyon for merchandise development, all communications and even HR enterprises for employees. Its definition should besides be consistent with the corporate vision/mission and values. For illustration, Volvo is a good illustration of a trade name description is Volvo – â€Å"Style, driving pleasance and superior ownership experience while observing human values and esteeming the environment.† Volvo ‘s values and associations reflecting this trade name individuality are what are considered to be typically Norse – e. You read "Employer branding" in category "Essay examples"g. â€Å"nature, security and wellness, human values, elegant simpleness, originative technologyand the spirit of stylish/innovative functionality† . For Volvo, this description non merely mirrors the psycho-graphic profile of the ideal client for their autos, but besides summarizes what Volvo as a company means to all its workers — its employer trade name. These are intrinsic values that Volvo workers can associate to, what they believe in and why they feel comfy doing a committedness to their occupations. One can easy visualise the types of HR plans that would animate a sense of pride and re-enforce these intangibles – e.g. nature, wellness, security and other meaningful human values. ‘Living the trade name ‘ Life THE BRAND is placing with an organisations trade name value to such an extent that employees ‘ behaviors fit precisely to the image that the concern is seeking to portray to its clients ( Alan Price 2007 ) . The alliance between employees ‘ behavior and value of organisation ‘s trade name image is really of import. It is suggested that administrations need to guarantee that there is no spread between what the administration is stating in the outside universe and what people believe inside the concern. The employees should be perceived as Brand embassador and trade name selling would merely be successful if they LIVE THE BRAND. From this position: Organizations have encouraged employees to â€Å"buy in† to the concern vision and values. They have to guarantee that everyone in the organisation clearly understand the intent of the common set of values. Harmonizing to Ind ( 2004 ) , the subjects discussed are likely to be of involvement to HR and selling practicians every bit good as those involved in internal communications within administrations. Employees themselves are expected to internalize characteristics and facets of the administration ‘s trade name to guarantee that they become trade name title-holders, therefore assisting to stand for to administration ‘s trade name to the outside clients. Such an attack instantly raises some interesting jobs associating to equality and diverseness as it expects each employee to portion a peculiar set of values and act in conformity with these values. The employee branding attack being recommended by Ind raises a figure of challenges for those interested in an equality and diverseness docket. An administration that aims to guarantee that employees are populating the trade name will specifically take to pull and enroll employees who already portion the values of the corporate trade name. Furthermore, those already employed within the administration will be encouraged to internalize the values of the administration. Clearly, there are jobs for promoting diverseness here, with one of the rules of diverseness direction being an credence and acknowledgment that people are different and single differences ( particularly of values ) should be welcomed. Inherently, a populating the trade name focal point is likely to travel against such a rule. Ind makes the point that promoting employee designation and committedness to the administration ‘s trade name values might deny an look of individualism. However, Ind suggests that internal s tigmatization combined with leting employees to be empowered will enable freedom with order. Denial of individualism ( dress codification policy ) When it comes to â€Å" professional image † , many employers are gaining that Standards of frock and personal presentation are indispensable therefore holding a policy on frock codification can be of import. Where the employees meet clients, they act as the store window for the company and the benefits of presentable visual aspect are obvious. However, even where the employee ‘s work is internal, there are less touchable benefits such as: Making a squad atmosphere, Engendering criterions of professionalism, and Making a corporate image. As employers are gaining this, they are paying more attending to the visual aspect of their employees and the image and perceptual experience of the concern – frock, training and personal hygiene are all portion and package of this. However, the issue of work topographic point frock codifications can be extremely controversial. It is critical that employers are cognizant of the favoritism issues that dress codifications can make. Issues with work topographic point frock codifications In administrations with uniforms, the issues can be more broad ranging. For case, at the Greater Manchester Police Force, bureaucratism and involuntariness to accept alteration has hampered the debut of hijabs for Muslim adult females. At Inchcape Fleet Solutions – where all 140 non-senior staffs are provided with polo shirts or blouses branded with the company logo – the manner of the uniform does non accommodate all staff and most â€Å" do non like have oning it † . This would impact their tempers at work and accordingly affect their public presentation. Ailments of favoritism Furthermore, a ailment was raised informally by the staff forum of kid trust fund supplier Family Investments and relates to the fact that adult females can have on pants that are non full length, while work forces can non. Employees have requested that the company allows trunkss to be worn, every bit long as they are below the articulatio genus Besides, in September 2006, a British Airways worker has been suspended and attended an entreaty over have oning a cross at work at Heathrow Airport. She claims the suspension is prejudiced, particularly since the air hose allows Sikh employees to have on traditional Fe bracelets and Muslim workers to have on headscarves.BA has said it will reexamine its unvarying policy in visible radiation of the media storm the narrative has provoked.Employer stigmatization and favoritism jurisprudence There are three countries of favoritism relevant to dress codification policy: Sex Discrimination Act 1975 Religious or Belief Regulations 2003 Disability Discrimination Act 1995. Sexual activity favoritism and frock codifications There is the obvious potency for sex favoritism in any frock codification, which sets different demands for work forces and adult females. Past claims have challenged policies that: adult females must have on skirts work forces should non hold long hair Work force must have on a neckband and tie. The instance of Matthew Thompson who objected to the frock codification imposed by the Department for Work A ; Pensions at his topographic point of work, a occupation Centre in Stockport, can besides be a good illustration. Mr Thompson claimed that the frock codification discriminated against male employees as they were forced to have on a neckband and tie whereas female employees could have on Jerseies to work. The Employment Tribunal found in favor of Mr Thompson saying that the frock codification was prejudiced as the demand to have on a neckband and tie was gender based and there were no points of vesture that were imposed on adult females in the same office. From the Thompson instance, it became clear that employers should be careful in the manner that they draft their frock codifications. Employers are non prevented from enforcing frock codifications that require employees to have on specified points of vesture every bit long as the codification is drafted in such a manner as to be even-handed between work forces and adult females. For illustration, occupations in the City, the current convention is for both work forces and adult females to have on suits. The convention is that a adult male should have on a tie with a suit but the same does non use to a adult female. A frock codification necessitating a â€Å" smart suit † could use to both sexes but be enforced in a non-discriminatory mode appropriate for each sex. Religion/belief favoritism and frock codifications A frock codification that requires employees to move in a manner contrary to their spiritual beliefs, hazards being indirectly prejudiced. Therefore, a frock codification prohibiting headdress will be prejudiced to male Sikhs, who must have on a turban. The best manner to avoid these jobs is to be every bit non-specific as possible. A widely worded frock codification necessitating smart visual aspect, with non-binding illustrations of suited frock, can non fall foul of specific clothing-related beliefs. To cross-check your frock codification against the chief faiths ‘ vesture beliefs, refer to Acas ‘ Guide on Religion and Belief which has a utile chart at Appendix 2 ( pages 40-50 ) . It may be possible for employers to objectively warrant a frock codification contrary to any of these beliefs, if it can be done so objectively. For illustration, employees at a cocoa mill were successfully prohibited from holding face funguss for wellness and safety grounds. However, employers should be really wary of trusting on nonsubjective justification as the tribunals are loath to accept it. There may be a inquiry grade in some instances whether a individual ‘s positions are beliefs. Harmonizing to Acas, Rastafarianism ( which requires the erosion of a chapeau ) is a belief system. Certain political beliefs or powerful sentiments such as nationalism ( the erosion of an American flag badge ) may or may non be regarded as beliefs. Employers should esteem beliefs that are strongly held whether or non they are spiritual in nature. Disability favoritism and frock codifications Disabled employees may non be able to follow with a frock codification, for illustration, an employee with a neck hurt unable to have on a tie. However, by and big, this demand non impact the manner the codification is drafted ; alternatively, employers should be sensitive in the enforcement of the frock codification. In drumhead, employers should be rather a spot flexible when composing a policy on employee frock or visual aspect. Reasonable flexibleness and sensitiveness to the employees ‘ racial differences should be allowed in the frock codification to do employees comfy and any struggle and jurisprudence suits, while run intoing the Trust criterion of Dress codification. This position is echoed by administrations such as Broker Network, which believes that employees should be able to do their ain judgements on what is best to have on. Many companies are now turning their dorsums on the construct of ‘dress-down Fridays ‘ , choosing alternatively to ditch smart business-wear every twenty-four hours of the hebdomad. A study of 560 administrations has found that four out of five employers believe a more relaxed frock codification leads to greater productiveness. Nine out of 10 administrations that replied to the canvass by the Peninsula employment jurisprudence consultancy had declared ties an unneeded portion of their frock codification. Decision The issues discussed above create a challenge for HR professionals involved in employee focused branding undertakings, particularly those where employees are expected to portion a specific set of values. That is that such enterprises will doubtless make a tenseness and potentially conflict with rules underlying an equality and diverseness docket. Ind ‘s suggestion that inside-out stigmatization allows freedom and order remains unconvincing even when the employees are involved in building the trade name values. An administration that dictates a set of values for employees to internalize is still a homogenising force. Administration ‘s that truly take diverseness programmes earnestly will hold to undertake this tenseness. One possible manner out of this riddle is to include equality and diverseness consciousness as a cardinal value included in the internal trade name proposition. Recommendations Any guidelines should be carefully drafted, and employers are advised to handle any petitions to dress contrary to the company codification for spiritual or racial grounds with regard. Employers should confer with the employee in inquiry and discourse how to suit sensible petitions, and seek to happen a favorable solution. A court will be more likely to be sympathetic to the employer where a policy is required for wellness and safety intents, instead than merely to keep a corporate image. Decide what limitations on employees ‘ visual aspect are necessary and why. For illustration, instructors are expected to have on reasonable footwear, suited for the activities their occupation involves. Restrictions should non be inordinate or unreasonable, for case take a firm standing on suits or ties in the office when employees are non customer-facing. Set out the guidelines clearly, and include the principle behind any limitations. Explain why limitations may be placed on some employees but non others ( for illustration, no organic structure piercing for those runing heavy machinery for wellness and safety intents, and those working within a cafe of a supermarket may hold stricter codifications enforced on them than those who work in the same shop, but do n’t come into direct contact with nutrient ) . Give employees notice of when the policy will come into force. Allow employees a grace period before training for non-compliance. Explain what will go on if employees are found to be in relentless breach of the policy ( disciplinary action and, potentially, dismissal ) . Give the name of an person that employees can speak to if they feel they can non follow with the policy. Current statute law on issues that could take to favoritism should be reviewed from clip to clip, and staff enchiridion should be read by employment attorneies to guarantee conformity. Guidelines should besides be updated to suit the statute law. Base the policy on business-related grounds. Explain your grounds in the policy so employees understand the principle behind the limitations. Common business-related grounds include keeping the organisation ‘s public image, advancing a productive work environment, or following with wellness and safety criterions. Require employees to hold an appropriate, well-dressed visual aspect. Even insouciant frock policies should stipulate what vesture is inappropriate ( such as perspiration suits, trunkss, and denims ) and any particular demands for employees who deal with the populace. Communicate the policy. Use employee enchiridions or memos to alarm employees to the new policy, any alterations, and the punishments for disobedience. In add-on, explicate the policy to occupation campaigners.Use the frock codification policy uniformly to all employees. This can forestall claims that the policy adversely affects adult females or minorities. However, you may hold to do exclusions if required by jurisprudence. ( See following suggestion. ) Make sensible adjustment when the state of affairs requires an exclusion. Be prepared to suit petitions for spiritual patterns and disablements, such as caput coverings and facial hair.Apply consistent subject for frock codification misdemeanors. When training lawbreakers, point out why their garb does non follow with the codification and what they can make to follow Mentions: Edwards, M. R. ( 2008 ) Employees as a Focus of Branding Activities: A Review of Recent Contributions to the Literature and the Implications for Workplace Diversity, Equal opportunities international. Vol 27 ( 5 ) pp. 447-481 [ online ] Available from: www.emerald.com [ Accessed 1 April 2009 ] Carrington, L ( 2007 ) EMPLOYER BRANDING [ Online ] Available from: hypertext transfer protocol: //globaltalentmetrics.com/articles/EB_2007_Brandempl.pdf [ Accessed 26 March 2009 ] Wolff, C. ( 2007 ) Employers USE DRESS CODES TO ENHANCE CORPORATE IMAGE, IRS. Issue 878. Available from: hypertext transfer protocol: //www.xperthr.co.uk [ Accessed 26 March 2009 ] Downes, J. ( 2007 ) POLICY CLINIC: DRESS CODES, [ online ] Available from:hypertext transfer protocol: //0-www.xperthr.co.uk.lispac.lsbu.ac.uk/article/81919/policy-clinic — dress-codes.aspx? searchwords=Policy+clinic % 3a+Dress+codes [ Accessed 26 March 2009 ] Millar, M ( 2006 ) EMPLOYERS RELAXING WORK DRESS CODE CAN HELP IMPROVE PRODUCTIVITY, [ online ] Available from: hypertext transfer protocol: //www.personneltoday.com/articles/2006/07/26/36558/employers-relaxing-work-dress-code-can-help-improve.html [ Accessed 26 March 2009 ] Dr. Sullivan, J ( 2008 ) EMPLOYMENT Stigmatization: THE ONLY LONG-TERM RECRUITING STRATEGY, [ online ] Available from: hypertext transfer protocol: //www.drjohnsullivan.com/content/view/183/27/ [ Accessed 26 March 2009 ]Stephen Morrall, S A ; Urquhart, C ( 2003 ) SEX DISCRIMINATION – ARE DRESS CODES DISCRIMINATORY? [ online ] Available from: hypertext transfer protocol: //www.drjohnsullivan.com/content/view/183/27/ [ Accessed 26 March 2009 ]Gronlund, J K ( 2008 ) HOW EMPLOYER BRANDINGCAN FOSTER TRUSTS AND LOYALTY? [ Online ] Available from: hypertext transfer protocol: //www.employerbrand.com/Points_pathf.html [ Accessed 26 March 2009 ] How to cite Employer branding, Essay examples

The Most Meaningful Gift Essay Example For Students

The Most Meaningful Gift Essay The theme for The Gift of the Magi is that love is more important than any material item. Della and Jim, the two main characters, demonstrated the theme. This theme also occurs in the real world.The theme in this short story has a deep meaning. One way to interpret the theme is that love will last a lifetime, and material gifts will not. Another interpretation is that people will always remember how much they love someone or how much someone loves them, but they will not necessarily remember a certain material gift. Also, many people can give more love than money can buy and it is often valued more. This theme is demonstrated in this story in numerous ways. Dont make any mistake Dell; he said about me. I dont think there is anything in the way of a haircut or shave or a shampoo that could make me like my girl any less. (O. Henry p177.) Also, this theme is demonstrated at the end of the story. Della was upset that she did not have a gift for Jim, so she sold what she loved most to show her love for him.She sold her hair to buy a chain for Jims watch, but it was ironic that Jim had sold his watch to buy combs for Dellas hair. They each wanted to give a gift related to each others most prized possession and they both were willing to sacrifice their most prized possession. Neither gift was useful at the time but it was a sign of their love. This theme not only relates to this short story but it relates to life. For example, Mother Theresa gave her love for the world, but she was not rich. She had more to give in the way of love. Another example was a family who adopted many children, regardless of their handicaps, and loved them, which was something that money cannot buy. Finally, there are many people who volunteer their time and show their love is worth more than material things. In conclusion, the definition of wealth means more than money; it also includes love and happiness. The theme, love is for more important than any material gift, is shown through The Gift of the Magi and in everyday life. This is one reason why so many people are wealthy but do not have money. It also indicates that may people have money but are not wealthy. Category: English