In the 15th Century the idea of schooling began Essay

It is utilized during the procedure of ‘streaming’ inside school subjects. For instance understudies who the educator feels is acceptable or poor at a specific subject, will be instructed in a high or low capacity gathering, this has reactions at it urges students to consider themselves having fixed instructive capacity. An understudy can likewise be given a mark from their conduct, for example, ‘trouble maker’ or ‘thick’, either at home or school. This can harm a child’s confidence or make them rebel, which prompts them accepting the mark they have been given, this is known as the ‘Self-satisfying prescience. For what ever reason they were given the mark, they think that its difficult to be taken a gander at without the name, so wind up carrying on such that fits to their given name. Common laborers have had imbalances in the past as well as still do today. In spite of the fact that there are more open doors in the training framework, home life likewise plays enormous effect on how well a youngster does achidemically at school. Douglas (1964) directed an examination on center and average workers kids through essential and optional school. He found that offspring of a comparable estimated capacity at age 7 fluctuated a lot in their instructive accomplishment when they were 11. He asserted that the best effect on accomplishment was parental perspectives in the common laborers. He estimated this by the occasions these guardians visited the school, family size, early youngster raising practices, wellbeing and the nature of the child’s school. Common laborers youngsters are bound to make some part memories work while at school and prone to leave instruction at 16. The Plowden Report (1967) saw in regular workers family units there was a nonattendance of books, instructive toys, absence of money, absence of inspiration, no parent backing of because of own encounters or as a need to work extended periods. This has been depicted as Material and Cultural hardship. Jackson and Marsden (1962) distributed an examination, ‘Education and the working class’. It demonstrated that common laborers kids will in general be more slow in figuring out how to peruse and compose, they start school off guard and this typical proceeds all through. Marxists would state this is on the grounds that there are less open doors for certain classes and that the instruction framework just assists with imitating the current class structure, e. g. , the decision class (upper and white collar class) and the laborers (the common laborers), consequently strife and disparities will proceed. Accomplishment at school relies vigorously upon language, for perusing, composing, talking and comprehension. Bernstein contends that ‘there is a connection between language use and social class, and that the language utilized by the white collar class is a superior instrument for progress at school than the language utilized by the working class’, (Browne 2005). In his view there are two diverse language codes:  The confined code-This language is utilized by the two classes, however is increasingly normal for the regular workers individuals. It is utilized ordinarily among loved ones, which is casual and straightforward, (for example, slang). Bernstein contends that lower-class-working individuals are principally restricted to this type of language use.  The expounded code-This is primarily utilized by the working class, and is spoken in a proper setting, with clarification whenever required. It has an a lot more extensive jargon than the limited code, and is the language that would be found in reading material, papers and assessments. Bernstein has contended that as the language utilized in schools by educators and in course books is the explained code, average workers kids are hindered. They may think that its difficult to comprehend the intricate language utilized in school, in this manner their work will endure. Dissimilar to white collar class youngsters who are utilized to the language so will discover the work simpler. Contrasts have been found among the accomplishments of individuals from various ethnic foundations, potential explanations behind this could be the distinctions in their social foundations, language hindrances and understanding or experiencing bigotry. On the off chance that English were not the primary language for somebody this would give the person in question an enormous impediment in the comprehension of the language, which would influence their work in many territories. Experiencing prejudice in or out of school would cause the student upset, which could influence their homework. Numerous Pakistani, Bangladeshi and African Caribbean youngsters have huge families and are common laborers, so are likely so have denied social conditions. These gatherings referenced seem to have a beneath normal understanding capacity and will in general get less and more unfortunate GCSE results than white or Indian understudies. It very well may be seen on the beneath table they are the general most reduced accomplishing ethnic gatherings. Understudies that accomplished at least 5 GCSE grades A*-C (%) Race Group 1989 1998 2002 Indian N/a 54 60 White 30 47 52 Bangladeshi N/a 33 41 Pakistani N/a 29 40 Black 18 29 36. (Division for Education and abilities, 2004: in Livesley et al, 2005) From the information above plainly dark youngsters are the most minimal achievers. In the past supremacist comments have been made asserting that issue was they had lower levels of acquired insight. Which is false, in 1985 the Swann Report found that ‘there was no critical distinction between the IQs of high contrast children’, (Thompson et al, 1982). Dark young men are regularly given names, for example, ‘unruly’ and ‘difficult to control’, because of how the instructor has deciphered them by their dress, way or discourse, and discover them trying. They are more regularly to be given confinement than different understudies, and frequently feel unjustifiably rewarded, at that point react as per their mark, inevitable outcome. In spite of the fact that they don't accomplish well at school, the quantity of dark ladies remaining in instruction past the age of 16 is expanding, which might be affected by the numerous future profession openings accessible today. Kamala Nehaul (Parenting, Schooling and Caribbean Heritage Pupils’ 1999) has noticed how dark guardians ‘valued instruction for the upgraded life chances it offered’. She additionally referenced the support and duty from guardians, discussing the school day and giving arrangements expected to their youngster to consider. Indian kids do well inside the training framework, there is a solid accentuation on personal development through instruction inside this culture. A large number of these kids have proficient foundations, so have great good examples and steady guardians and they likewise have material focal points. Contrasts in the accomplishment between sex, race and class will keep on being looked at, however without a doubt the individual ought to be treated as a person. Post-present day scholars, for example, Elkind (1998), recommend ‘a key trademark here is the possibility of contrast and, it might be said, the piece of personalities. At the end of the day, understudies need to be perceived and rewarded as one of a kind people as opposed to as groups’, (Livesey et al, 2005). Albeit an understudies foundation may impact their accomplishment, as proof recommends, it must be recollected that everybody is a person with their own capacities, regardless of what race, class or sexual orientation they are, can possibly accomplish in instruction. A young lady, dark or white from a common laborers foundation might not have had any open doors for a decent vocation after training 50 years prior, because of imbalances in the framework, yet this isn't the situation today. By and large the instructive accomplishments for all gatherings of individuals have improved. There will consistently be a few people in the entirety of the gatherings referenced beforehand, that ‘fail’ in instruction, because of ‘self-gratification’ and ‘now culture’, they are progressively centered around ‘living for the moment’, and not contemplating how their activities during their training can impact their future life.

Time Continues To Fly and Changes Continue to Occur Essay

Time Continues To Fly and Changes Continue to Occur - Essay Example Additionally, in John Updike’s short story An and P, the hero Sammy functions as a checkout assistant at the market of a similar name as the title of the story. He discovers his work dull, goes on with it mechanically until his consideration is gotten by a gathering of young ladies who are clad in swimming ensembles. Being a kid of nineteen years, he is, not all that shockingly, promptly pulled in to them particularly the tallest one who he epithets Queenie. He watches them intently, practically acting like a stalker. He sees and envisions and wishes. At the point when the administrator Lengel berates the gathering of young ladies for going to An and P wearing their bathing suits and that's it, Sammy is resentful for their benefit. Needing to play the saint and to stand out enough to be noticed, perhaps their number, he leaves on the spot. Lengel attempts to prevail upon him, even gets his parents’ disappointment at the acquiescence. Sammy acknowledges what he has done will bring repercussions however what is done will be done and he is eager to confront the outcomes (Updike). Sammy acts the manner in which he does on the grounds that he had been diverted by a few excellent young ladies. It is reasonable, obviously, yet surrendering his activity ends up being futile since the young ladies leave before he does and have no clue about what he has accomplished for them. He follows his motivations, is enthusiastic about his choice and loses his employment. He is jobless by and by and has no chance to get of winning cash. As Lengel reminds him, his folks would be baffled along these lines. Leaving may even appear to be justified, despite all the trouble on the off chance that he had really gotten the young lady yet he had not. He had just wound up settling on awful choices out of which he didn't get anything. They reverse discharges from all points. This is the means by which life to an adolescent appears as. All issues and no triumphs regardless of wha t they do to accomplish whatever they wish. In the story Greasy Lake which is composed by the creator T. Coraghessan Boyle, he is thinking back about his years as a â€Å"rebellious punk†. He expounds on three young men who think they are â€Å"cool† on the grounds that they demonstration like â€Å"bad boys† when; truth be told, they despite everything are young men with their own uncertainties and are uncertain about existence. They are multi year old youngsters called Jeff, Digby and the anonymous storyteller. These three are on a post for undertakings and rush and believe that is all to life. They drive around in their mother’s vehicle, drinking, wanting for an adjustment throughout everyday life except are not actually energized when their desires do work out. The three hang out at their spot away from the town, it is filthy with garbage around it and clearly no good thing can occur there. At the point when they arrive at the Greasy Lake, they pull a trick yet it turns awfully off-base and they don't have the foggiest idea what to do. They were intending to ridicule another companion yet they wind up tricking another person totally. A battle breaks out between the three young men and the man who is, in fact, a â€Å"bad guy† and not simply professing to be one like them. The man hits them and harms them yet inevitably the three figure out how to conquer him and hit him with an iron bar which causes him to lose cognizant (Boyle). After this, the man’s sweetheart comes running out and when the young men locate her alluring, they begin ripping off her garments and it appears as though they are endeavoring to assault her yet then another vehicle shows up. The inhabitants of the vehicle begin to shout at them so they scramble for spread. The storyteller attempts to shroud himself in the marshy water and is nauseated and exceptionally terrified when he sees a dead body before him. The other cars’

Learn the Different Types of Harassment in the Workplace

Learn the Different Types of Harassment in the Workplace Everyone is entitled to a safe and healthy working environment. This means that, in addition to the work environment being free from any hazards that might cause physical harm, it should also allow you to work freely, without any kind of harassment from anyone. Different states even have in place laws to safeguard employees against workplace harassment. In spite of this, workplace harassment is still a very common occurrence. To make matters worse, many people are not aware of what qualifies as harassment, and as a result, many instances of harassment go unreported, leading to toxic and unproductive working environments. Workplace harassment is so rampant that, according to a poll by Washington Post and ABC News, more than 33 million women in the US have experienced an instance of sexual harassment in a work environment, which is only one type of workplace harassment.Workplace harassment can be defined as any unwelcome verbal or physical behavior directed towards someone that makes t he working environment abusive, hostile or intimidating for the victim. Harassment also includes situations where the victim has to endure hostile behavior as a prerequisite for continued employment. To make it easier for you to identify and therefore report instances of harassment, we are going to take a look at some of the most common types of workplace harassment. SEXUAL HARASSMENTHave you ever been in a situation where a colleague made a sexual remark about you or requested for sexual favors? You might have let it slide as normal behavior, but if it made you uncomfortable, that was an instance of sexual harassment, and you should have taken action against it. Sexual harassment is one of the most common forms of workplace harassment. For most people, sexual harassment is what comes to mind when workplace harassment is mentioned. Sexual harassment can be defined as harassment that involves sexual conduct, behavior or advances. Is there a colleague that shares unsolicited sexual ma terial (pornography) or views such material at work? Does a colleague make sexual jokes or comments about you or other colleagues? Does he or she ask sexual questions, make sexual gestures, touch others inappropriately or invade personal space in a sexual manner? All these are forms of sexual harassment. Another form of sexual harassment is what is known as quid pro quo sexual harassment. This is where some type of benefit is offered to someone in exchange for some form of sexual activity. This is predominant between senior level and junior level employees, where the senior level employee solicits for sexual activity in exchange for some favors. For instance, your boss asking you to perform a sexual act on them in exchange for a promotion or preferential treatment is an example of quid pro quo sexual harassment. Quid pro quo sexual harassment can also be used for blackmail. According to a survey by CNBC, 19% of adults in America have reportedly experienced sexual harassment at work, with the figure being higher for women compared to men.If you find yourself being harassed sexually, the first thing you should do is to speak up and let the harasser know that their behavior is offensive to you. If they do not put a stop to their behavior, you should report the behavior to your immediate supervisor, or in accordance with your company’s policy for handling sexual harassment claims. If the company is unable to put a stop to the behavior, you should file an administrative charge with the Equal Employment Opportunities Commission (EEOC), who will then investigate the claim and either attempt to resolve the issue or advise you to sue. DISCRIMINATORY HARASSMENTMost types of workplace harassment fall under this category. Discriminatory harassment involves situations where you are harassed because you belong to a certain minority group within the workplace. Discriminatory harassment is defined not by how it is carried out, but rather by the reason behind the harassment. In the United States, Majority of the types of workplace harassment in this category are prohibited by Title VII of the Civil Rights Act of 1964. Below are some common types of discriminatory harassment.Gender HarassmentThis is a type of discriminatory harassment where you are treated in a discriminatory manner because of your gender. While gender harassment is often confused with sexual harassment, the two are different. Gender harassment can happen without any sexual innuendo. For instance, situations where another job applicant is chosen over you because of their gender, despite the two of you being equally qualified and experienced can be termed as gender harassment. Situations where you are denied promotion opportunities because of your gender also constitute gender harassment. Gender harassment might also involve displaying or sharing material (pictures, posters, comics and videos) that are degrading to one gender, as well as making degrading comments or jokes about one gende r’s ability to perform a certain task. Gender harassment is especially predominant in male dominated industries. Gender harassment is so common that 42% of women say they faced gender discrimination at work.Racial HarassmentIf you have worked in an environment where there are people from different races, you have probably witnessed this kind of workplace harassment. Racial harassment occurs in situations where someone is treated differently because they belong to a different race, or because they look different. This usually occurs when the race of the victim is a minority at the workplace compared. Racial harassment takes the form of racial slurs, racial jokes about the victim’s looks, accents, customs, beliefs or ancestry, racial insults, racial intolerance, disgust and degrading or stereotypical comments. Racial harassment creates a hostile working environment for members of the affected race.Religious HarassmentPicture this: the newly hired employee comes to her first day we aring a hijab, only for her to be told that she should not wear hijabs at work. She is also informed that she is expected to be back at her desk by 2 every day, including Fridays, which are her prayer days. While this might seem like normal behavior in the corporate world, it amounts to religious harassment. Religious harassment is closely linked with racial harassment, owing to the fact that different races often have different religious beliefs. However, religious harassment specifically involves showing discriminatory behavior towards someone because of their religious beliefs. This usually occurs in environments where the victim has a different religion from the majority of other employees. Religious harassment takes the form of cruel jokes about one’s religion, pressures to convert from one’s religion, and degrading comments about one’s religion. It also involves intolerance towards the victim’s religious holidays, customs and traditions. Situations where the employer r efuses to accommodate dress codes or prayer observance schedules dictated by the employee’s religion, like in our example above, also constitute religious harassment. If you notice this kind of behavior at work, you should speak up, even if you might not be the victim. Disability HarassmentThis is a type of discriminatory harassment that occurs because of a certain disability. This type of harassment is usually shown towards people suffering from a disability, as well as to people who are acquainted with a disabled person or those who take advantage of disability benefits. Disability harassment may take the form of segregating the victim, failure to accommodate their disability, lack of disability awareness, making jokes about the victim’s disability or making degrading comments about the victim. Failure to give opportunities to someone because of their disability is also a form of disability harassment. For instance, if you are experienced and qualified enough for a promotion b ut get passed over for reasons you believe are related to your disability, you should report it as a case of disability harassment.Sexual Orientation HarassmentDo you identify as gay, bisexual, transgender, or queer? Has someone at work ever said something demeaning or made a crude joke about your sexual orientation? If you answered yes to these questions, then you should have reported that as a case of workplace harassment. This type of discriminatory harassment has not been very common. However, as different sexual orientations are gaining acceptance in society and more people opening up about their sexual orientations, this type of harassment is becoming more prevalent. Sexual orientation harassment is directed to members of the LGBTQ community (Lesbians, gays, bisexuals, transgender and queer people). Sexual orientation harassment takes the form of offensive comments and jokes about a person’s sexual orientation, or even directing physically threatening/abusive actions to a pe rson because of their sexual orientation. For instance, a homosexual man might experience this type of harassment when working in the military.Citizenship HarassmentThis is a type of workplace harassment where the victim is harassed because of their citizenship status or because of their nation of origin. For instance, as a migrant, you might be treated unfairly or discriminated against despite being authorized to work within the country. Citizenship harassment might take the form of name calling and stereotyping, making jokes and derogatory comments about a person’s nationality, or unequal treatment when it comes to getting hired, job assignments, or work benefits. In extreme cases, citizenship harassment can even lead to termination of work. In the United States, victims of citizenship harassment are protected by The Immigration and Nationality Act, which makes it illegal for employers to discriminate against employees based on their nation of origin or citizenship status, provi ded they are authorized to work in the United States. Age Based HarassmentThis involves situations where a person is treated in a discriminatory manner because they are within a certain age bracket. This kind of harassment is usually common to workers who are above 40 years. It also happens sometimes to workers who are too young. This type of harassment might take the form of stereotyping the victim, directing insults and teasing statements at them, criticizing them unfairly or even leaving them out of important workplace activities. For people within the 40+ bracket, the aim of this kind of harassment is usually to push the victim into early retirement. For instance, referring to a 40+ male worker as “grandpa” or repeatedly asking him when he is going to retire can be viewed as age harassment. PHYSICAL HARASSMENTThis is a type of workplace harassment that involves threats of physical harm towards the victim. In extreme cases, it might even get to actual physical attacks. Physic al harassment is also referred to as workplace violence. It might be hard to believe that this kind of workplace harassment takes place in today’s modern society, yet it is something that happens commonly. Physical harassment includes behaviors such as making threatening gestures â€" such as shaking your fists angrily at someone â€" physically attacking someone by punching, shoving, slapping or kicking someone, or even destroying property with the aim of intimidating someone. Making gestures that are meant to be offensive, threateningly invading someone’s personal space or playing music with derogatory or offensive language are also forms of physical harassment. Such behaviors don’t have to be directed towards someone in order to be considered as harassment. For instance, playing music with offensive language is considered as a form of physical harassment even if the music is directed at anyone in particular. Similarly, if two employees make offensive gesture while joking with each other, a third employee who sees their gestures can complain of physical harassment. POWER HARASSMENTYou have probably witnessed situations where a boss has used their power to intimidate or coerce low level employees to do something. This is abusive behavior and should be reported as an instance of power harassment. Power harassment occurs in situations where the harasser and the victim hold different levels of power within the organization. Power harassment can be defined as a kind of behavior where someone in a superior position takes advantage of his position to cause physical or emotional distress to employees in a lower position in the office hierarchy. Power harassment can take many forms. Does your supervisor yell at you or criticize you harshly in front of others? Does he belittle your intelligence with the aim of embarrassing you? All these are examples of power harassment. Power harassment also involves situations where bosses provide no work to their subordinates o r work that is below their level, assigning unnecessary work or work that is impossible to do, creating challenging schedules for subordinates, as well as situations where superiors try to intrude into someone’s personal life. PERSONAL HARASSMENTThis is a form of workplace harassment that is based on the personal relationship between the harasser and the victim. Unlike other forms of harassment, personal harassment does not happen because of the victim’s gender, sexual orientation, race, nationality, religion, position in the office hierarchy, or anything else that might be a cause of harassment. Instead, it occurs because the harasser is a bully who picks on the victim for any reason. Examples of personal harassment include making offensive jokes and inappropriate comments about someone, personal humiliation, intimidation, performing actions that are meant to get the other person in trouble, gossiping, and so on. The worst part about personal bullying is that it can be very har d to prove, which makes it hard for action to be taken against the harasser. VERBAL/WRITTEN HARASSMENTPeople have different personalities, and in a situation people have to interact with others constantly, it is inevitable that there will be conflicts that result in a mean word being thrown here or there. However, if this becomes a regular thing, then it becomes a form of harassment. Verbal and written harassment is very common at the workplaces and can be very easy to recognize. However, many forms of verbal/written harassment are not illegal, which makes it harder to report or stop the behavior. However, when directed at someone within a protected class, then it becomes illegal. Verbal/written harassment includes actions such as using curse words, shouting or yelling at someone, making demeaning jokes about someone, sending emails, texts or letters with rude slurs, sending emails with offensive content, mimicking someone’s accent in a manner meant to embarrass them, or making di sparaging comments about someone. While you cannot take legal action against some forms of verbal harassment (such as yelling, cursing or making offensive jokes and remarks), you should still make a report to HR if someone is verbally harassing you to the point that the work environment becomes hostile to you.VISUAL HARASSMENTIn many cases, visual harassment does not get reported because it is not directed at anyone in particular. However, it still counts as a form of harassment if it makes another person feel uncomfortable. Examples of visual harassment include viewing pornographic or violent images and videos at work, displaying posters with inappropriate messages, wearing clothes with offensive messages, indecently exposing oneself to colleagues, drawing or showing images with violent, derogatory or sexual undertones, and so on. It’s good to note that sometimes, someone might display or share something without any intention of causing any harassment. Even if majority of workers find the material to be funny or interesting, it still counts as harassment if it makes another worker uncomfortable. PSYCHOLOGICAL HARASSMENTThis is a type of workplace harassment that negatively affects someone’s psychological integrity. Psychological harassment, which is a form of emotional abuse, affects an employee’s dignity and makes them feel undervalued at a professional or personal level. It is often humiliating and is aimed at lowering the victim’s self-esteem. Psychological harassment can be highly damaging. Undermining someone’s psychological integrity can affect other areas of their life, such as their work life, their social life, and in some cases, their physical health. Psychological harassment may make the victim nervous every time they think about coming to work. There even cases where people have committed suicide as a result of psychological harassment. Some examples of psychological harassment include dismissing the victim’s ideas as senseless, denyin g the victim any attention, spreading rumors about the victim, discrediting their achievements or giving no appreciation for their efforts, using harsh words, going against the victim at every possible moment, and so on. ONLINE HARASSMENTToday’s world has become increasingly digital, and businesses have been at the forefront of adopting new technology in order to make operations more efficient. Today, email is the standard means of communication in the corporate world. Departments and groups working on common projects use messaging applications like Slack, Telegram and Whatsapp Groups to easily communicate with each other. Marketing departments rely on social media to create awareness about products. Despite all these advantages, technology has also provided a new platform for workplace harassment. Online harassment refers to situations where the internet and other digital media are used to harass, threaten or maliciously embarrass an employee. Some examples of online harassment i nclude:Spreading rumors or gossip about someone through email, group chats and social media.Sending emails, texts or instant messages with unpleasant undertones to the victim. Spreading viruses to sabotage the victim’s work.Sending threatening emails or messages.Impersonating the victim in online channels and sending messages that would cause a negative response from colleagues. Creating fake online content with the aim of depicting the victim negatively.Sharing offensive or graphic material online. The problem with online harassment is that it can sometimes be hard to catch. For instance, if the harasser has impersonated the victim in online channels, it might be difficult to prove that it was the harasser posting the messages and not the victim. Sometimes, the harasser might also use a medium that the victim seldom uses, thereby spreading false information about the victim without the victim’s knowledge. This means that people need to be very careful in order to spot instances of online harassment. RETALIATION HARASSMENTRetaliation harassment occurs in situations where someone is harassed as a punishment for reporting or standing up to another type of harassment. For instance, if you file a complaint for sexual harassment by your boss and they find a non-existent reason to fire you after you file your complaint, that is an instance of retaliation harassment. Unlike the other forms of harassment, many workers are not aware that the law protects them from retaliation harassment. Retaliation harassment can occur as a result of an employee filing or acting as a witness to an harassment investigation, voicing his voice against ongoing harassment, defying orders they feel are discriminatory, refusing the sexual advances of a colleague or superior, asking to be have a disability or religious practice accommodated, and so on. According to this study, 75% of victims who spoke up experienced retaliation harassment.Examples of retaliation harassment include getting excluded from some activities, getting shifted to a less desirable position or shift, being reprimanded, getting passed over for raises or promotions, having your salary reduced, being subjected to excessive scrutiny, being given lower ratings in performance evaluations, or even termination from work. Therefore, if you find your employer taking any of these actions after you file a complaint for harassment or act as witness in a harassment investigation, this could be retaliation harassment, which you are protected against by law. THIRD PARTY HARASSMENTMany forms of workplace harassment take place between people working within the same organization. The victim is usually harassed by a colleague, a supervisor or a manager. However, there is another form of workplace harassment where the hostile behavior is carried out by a ‘third party’, someone who does not work within the organization but still interacts with employees. The third party could be a supplier, a vendor, a client, or a customer. In most cases, the victims of third party harassment are usually low level employees, such as sales people, cashiers, and so on. Examples of third party harassment include a client constantly flirting with an employee, a customer asking a salesperson who works on commission basis for sexual favors in exchange for business, a customer refusing to work with a certain employee because of the employee’s religious belief or nationality, and so on. Since third party harassment is perpetrated by outsiders, it can be very difficult to spot or stop. However, it is still the employer’s responsibility to stop this kind of harassment against employees.WHAT TO DO IF YOU EXPERIENCE HARASSMENT AT WORKSometimes, you will experience one of the types of harassment discussed above or more. How do you handle it? Below are some steps on how to deal with workplace harassment:The first thing you should do is to speak up and make it clear to the harasser that what they are doing is offen sive and you will not tolerate it. Below are some examples of how to speak up to your harasser:“Don’t touch me.”“I am Sophie. Please avoid calling me sweetie.”“That makes me feel uncomfortable. Don’t do it again.”The second thing you should do is to start documenting the incidences of harassment, however minor they might be. Keep a journal of every time the harasser has done something offensive to you. If they have sent offensive texts or emails, keep copies of these. Documenting makes it easier for you in case you decide to report.Have a support system of people you trust and tell them about your ordeal. This way, you will have someone to back you up once you decide to report.If the abusive behavior does not stop even after you speak up, you should consider reporting it to your employer. When reporting, follow your company’s harassment complaint procedure to the letter. Keep copies of your complaint letter and any response you get from the company. If your company does not have any policy on such matters, make a report to HR or to your immediate supervisor.If the behavior continues, consider filing a complaint with the EEOC. The EEOC will investigate your claim and try to get your employer to put an end to the abusive behavior. If they are unable to stop it, the EEOC will then advice you to sue your employer.WRAPPING UPWorkplace harassment is illegal, and it is the responsibility of every employer to ensure that the working environment is safe, healthy and conducive for all employees. As an employee, you should also be ready to take action against any kind of harassment you might face while at work. The first step is to know how to identify situations that constitute harassment. Having read this article, you will hopefully be able recognize different kinds of workplace harassment that might be directed towards you or a colleague. If you notice any of the situations discussed above, you have the right to request your employer to make changes that will put a stop to the behavior. If the employer does not take any action, you should seek legal advice from an employment lawyer, since your right to work in a safe and conducive environment is protected by law.

Canada s Health Care System - 931 Words

Maintaining the health of the nation is one of the priorities of societies throughout the world. Canada s health care system is an essential value for Canadians because it provides them equal rights when getting access to government-funded medical care. However, the system is a subject to severe criticism. A variety of factors, such as technological development, an aging population, and economic climate are a heavy burden on the health care budget. This, in turn, leads to limitation of certain types of medical care and its availability, for instance, the lengthening of waiting time for some kinds examinations and treatments. On the other hand, there is a category of the population that is willing to pay for these services, but the present legislation does not allow for the opening of private clinics. Another matter is that privatization will cause inequalities in the health system. Thus, it is vital to explore the effectiveness of partial health care privatization as the solution for some existing problems throughout the prism of Canadian values, possible health outcomes, and improving of the health care quality. Since 1984, the Canadian health care system is based on five principles of the Canada Health Act: universality, accessibility, portability, comprehensiveness, and public administration (as cited in Madore Tiedemann, 2005). This federal document introduces a frame how the public health care has to be delivered across the country. The delivery of the health careShow MoreRelatedCanada s Health Care System1656 Words   |  7 Pagescomplete health care system is an important symbol to illustrate its peace and well development. Canada s health care system is considered as one of the best health care systems in the world. This system based on the people- oriented medical insurance concept. 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Looking at the Future of Canada’s Health Care One of the founding fathers of structural functionalism, Emile Durkheim, believed that society could be viewed as an entity whose parts, or institutions, needed to work well together as a whole and that society’s needs determined howRead MoreCanada s Health Care System3104 Words   |  13 PagesIntroduction When health care is the case, the majority refers to Canada as a country with good health care. Canada might have free health care but this doesn’t mean that it serves its purpose without any flaws. As we all know some countries are well known all around the world for their health care system. Specifically talking about Canada’s health care system, there are many pros and cons that go with it. 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Analysis Of `` Cathedral `` By Raymond Carver And The Lady...

The two stories of â€Å"Cathedral† by Raymond Carver and â€Å"The Lady with the Dog† by Anton Chekhov focus equally on the grand theme of change. In â€Å"Cathedral†, the story concentrates on the main character, referred to only as the narrator. He is portrayed as a close minded and unaccepting man, but as the story goes on we see a drastic change in his thoughts and actions. The story is told in first person point of view, giving readers a first-hand account of how and why the narrator changes as the story progresses. In addition, â€Å"The Lady with the Dog† focuses on the change of the main character as well. Dmitri Gurov is described as an unfaithful husband, bored with his life and just looking for change. We see this change take place with a third person (central consciousness) point of view, giving us access to all of the main characters thoughts. However, it is not what is similar with these stories that makes them truly remarkable, but it’s what is different. The point of view a story is told from can really make or break the way one interprets specific characters, or even the story as a whole. The difference between first person point of view and third person is surprisingly drastic. As I look at the two stories we read, it appears to me that the first person point of view is somewhat limiting and restricts us from knowing much, if anything, about the characters other than the narrator. Although this is true, it can be essential and effective depending on the story. On the other

Tourism Voluntarism in the Form of Community Development Term Paper

Essays on Tourism Voluntarism in the Form of Community Development Term Paper The paper "Tourism Voluntarism in the Form of Community Development" is a brilliant example of a term paper on tourism. Tourism is the leading provider of foreign export in most countries; the income originates from the local and foreign tourists in the host countries. The business plan extensively covers the tourism activities in the country and in the global contexts. Volunteer tourism involves individuals combining holidays and or holiday trips with the opportunity to volunteer in the local community. Globalizations of the world make it easy for an individual to look for e-tourism destinations all over the world. Tourisms opportunities are available in areas like an animal and land conservation and plant husbandry, building works, health services, community development, and teaching.The IMC plan deals with the tourism voluntarism in the form of community development and enlightening the community of the local tourism ventures. Voluntary tourism in the local community will involve search and venture into the locally available tourism ventures in the local context.2.0 CHAPTER TWO2.1.1 Literature reviewCommunity development involves the initiation of local projects for the common benefit of the community members at large. Different destinations in the community are viable for local tourism. Voluntary tourists will tap into the unduly utilized opportunities in the market. The original remains of cradle land for humankind. Local responsiveness and attachment of the community in the tourism initiative will determine the success of voluntary tourism in the community context. Voluntary tourism aims at local community sustainability. This is in the form of engaging the local community in productive cravings and carvings of tools to reflect the culture of the community. The voluntary tourism ought to look for global experience so as to be relevant in the other communities. Voluntary travels and vacations around the community will enhance locals realize the business na ture of tourism. The essence of local tourism is a mission to fully engage the locals in understanding that tourism is also able to be conducted in a productive manner.Voluntary tourism can take the form of promoting cross-cultural interaction among the diverse cultural practices in the community. The local community members will learn to coexist with the absorption of diverse cultural practices in the community. The local participants will send organizations in the community to search for possible voluntary tourism destinations. Voluntary tourism will uphold the principles of saving the world in a short period of time.There are different forms of sustainable community-based tourism. The common forms f this sustainable tourism include eco-tourism, programs for the poor, participatory tourism and other forms of voluntary tourism. The desire to learn more about the birds and animal communities in the environment is a sustainable form of sustainable and community based voluntary touris m.

Selective Pressure and Survival of the Fittest

Question: Describe the specific adaptations and how they affect the organisms? Answer: Selective pressures and survival of the fittest Adapting to life in the desert where temperatures are high and availability of water is low, the camel has evolved over millennia into an animal with several morphological and physiological adaptations that help the species to survive in the extreme arid climate. The camels ears are protected with a soft fur in order to keep out dust. The eyes are lined with long eyelashes that help to keep the sand out. The leathery pads on two toes of each foot spread out and prevent the feet from sinking into the sand. The physiological adaptations include the hump that has fat reserves and can allow the camel to go without food or fodder for several days. The fat contained in the hump is metabolized to provide energy. Unlike mammals the body temperature can fluctuate by 60C to avoid water loss through perspiration. The oval-shaped erythrocytes can flow even when loss of water makes the blood viscous. Water can be conserved through excretion of concentrated urine and dry fecal pellets (Roberts Ingram, 2001). The polar bear has to live in another kind of extreme climate and so has small extremities that reduce the bodys surface area and allow minimum heat loss. A thick layer of blubber keeps the body insulated from cold and acts as an energy reserve during periods of starvation. The body fat gets oxidized to release carbon dioxide and water. The water is useful when fresh water becomes scarce during harsh winters. The large paws help to distribute the weight and prevent the feet from sinking into the snow. A coating of fur on the paws and blubber under the skin helps insulate the paws from the snow (Starr, 2007). References: Roberts, M. and Ingram,N., 2001, Biology, 2nd Edition NelsonScience. Starr, C. 2007, Biology: Concepts and Applications without Physiology, 7th Edition, Cengage Learning Inc.

Aurora Textile Company free essay sample

He used capital from a soft drink company to start Monsanto. 1920 Monsanto expanded into basic industrial chemicals like sulfuric acid. 1940 It became a leading manufacturer of plastics, including polystyrene, and synthetic fibers. 1970 Monsanto is the leading producer of Agent Orange for US Military operations in Vietnam. 1973 Monsanto began manufacturing the herbicide Roundup, which has been marketed as a safe, general-purpose herbicide for widespread commercial and consumer use, even though its key ingredient, glyphosate, is a highly toxic poison for animals and humans. Brief Historical Review 1976: The success of the herbicide Lasso had turned around Monsantos struggling Agriculture Division, and by the time Agent Orange was banned in the U. S. and Lasso was facing increasing criticism, Monsanto had developed the weedkiller Roundup† 1983: The first carbonated beverages containing aspartame are sold for public consumption. Diet Coke was sweetened with aspartame after the sweetener became available in the United States. 1996 Monsanto introduces its first biotech crop, Roundup Ready soybeans which tolerate spraying of Roundup herbicide, and biotech BT cotton engineered to resist insect damage 2000 Monsanto merges with Pharmacia and Upjohn, and ceases to exist. We will write a custom essay sample on Aurora Textile Company or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Pharmacia forms a new subsidiary, also named Monsanto, for the agricultural divisions, and retains the medical research divisions, which includes products such as Celebrex. 2005 Monsanto purchases Seminis, a leading global vegetable and fruit seed company, for $1. 4 billion. 2007 Monsanto completes its purchase of Delta and Pine Land Company, a major cotton seed breeder, for $1. 5 billion. 2008- 2009 Acquires sugarcane breeding companies, and a Dutch hybrid seed company. Monsanto announces a project to improve the living conditions of 10,000 small cotton and corn farmers in 1,100 villages in India MISSION STATEMENT Monsanto Company establish policies, guidelines and processes, and perform continuous safety. pre-market stewardship includes project and technology program reviews. post-market stewardship centers around ongoing research and product monitoring, satisfying conditions of registration or regulatory approval, product safety concerns management, licensee management. CURRENT PERFORMANCE OBJECTIVES Monsanto’s breeders initiated an intensive effort to incorporate the breakthrough breeding technologies. They’ve developed with notable success in other row crops. Monsanto’s wheat breeders will be expanding their use of molecular markers and applying a greater knowledge about wheat’s genome. The objective of these efforts is to enhance the productivity, sustainability and profitability of wheat through improved yields and the reduced input of resources. HISTORICAL CORPORATE STRATEGY Monsanto utilizes a Horizontal integration. Internally: Monsanto has partnered up with 9 U. S. agricultural/bio-tech companies and up with 5 agricultural/bio-tech companies overseas. Externally: Monsanto has partnered with the particular firms that focuses on things that are technological similarity between the industries. HISTORICAL COMPETITIVE STRATEGY Monsanto has very few competitors and has a strong partnerships and collaborations with many agricultural companies making them the Cost Leaders in the industry of seed growing and production of chemicals. Monsanto different from other companies stems from the fact that they work directly with farmers to produce more food, conserving water and soil, to improve efficiency of seed growing and bio-technology oriented crop protection chemicals to protect the crops. Monsanto’s strategies are based on mass production of seeds, foods, and to help farmer’s having to work less by. Monsanto has been a company that worked alongside with the government.

BLack Robe essays

BLack Robe essays After reading the assigned biographies and viewing the movie "Black Robe", I think the "Black Legend" fails to accurately define Indian/European relationships. Bartolome de Las Casas initially makes the Spanish conquistadors look like very abusive and uncaring men. He writes, "The Christians, with their horses and swords and lances, began to slaughter and practise strange cruelties among them." The Indians, on the other hand, are described as a kind and delicate people, like lambs or gentle sheep; but still considered inferior to the Europeans. Alvar Nunez Cabeza de Vaca, a Spanish nobleman, initially viewed the Indians as a people to be conquered and enslaved. He came to America in hopes of finding treasures of gold but, instead, I think he found himself. Cabeza de Vaca was born into a family of adventurers so it is not surprising that he joined Panfilo de Narvaez's expedition to the "West Indies" to conquer the land we know as present-day Florida. Upon reaching Florida after months at sea and a winter in Cuba, the Indians of the land were not overjoyed to see this new batch of Spaniards. In fact, after meeting Narvaez's emissary, "the entire village fled into the forest." When Narvaez came ashore, he read the requerimiento which simply stated the Indians were now subjects of the King of Spain and were required to obey all Spanish law and become Christians. Should they refuse to obey, they would become enslaved and sold. It mattered not to Narvaez that the Indians were not present when he read this. An expedition set out to find what ikons as present-day Mexico. Cabeza de Vaca was part of this expedition which lasted several years and took him through present-day Texas, New Mexico, and Mexico. As Cabeza de Vaca searched for Mexico, he came to realize that this race of people known as Indians were not so heathen as he once thought. Although he still viewed them as inferior to the Europeans, he did conclude that t...

Answer both parts Essay Example | Topics and Well Written Essays - 1000 words - 1

Answer both parts - Essay Example It will be useful in the research because it will provide insight of what happens in the community. It addresses the use of media in addressing contemporary phenomenon of language manipulation. What is more interesting in this article was that it is the human beings that manipulate language the conditions of the other human being in the prison. Even though the international human rights are enumerated still the prisoners are tortures and deprived of basic needs. The implication is that these laws are made ti protect the prisoners and at the same time they are broken by the use of language to make the situation later than the normal conditions. There is knowledge gap that need to be addressed as early as possible in order to investigate And find out how the use of language contribute to the violation of human rights that are accepted internationally. The term originated from the United States’ President George Bush that coined and subsequently used it on 20th September 2001 through his government. Accordingly, the Western media picked it up to refer to a global military, legal, conceptual as well as political war against regimes linked supportive to terrorist’s activities, as well as terrorist-attached organizations. War on Terror, ‘The war on terror (Global War on Terrorism) is a global military movement that instigated after 11th September 2001 terrorist invasion of the US. The United States later spearheaded a coalition comprising of other NATO as well as non-NATO countries in this war campaign to extinguish al-Qaeda as well as their associated militant extremist groupings. The term always meant the Muslims nations linked to Islamic terrorism groupings such as al-Qaeda and their affiliates. The current US admiration replaced the term with the Overseas Contingency Operation but still drives similar agendum and objectives of the initial President Bush’s â€Å"War

MGM600-0803B-02 Applied Managerial Decision-Making - Phase 3 Essay - 1

MGM600-0803B-02 Applied Managerial Decision-Making - Phase 3 Individual Project - Essay Example Thus the chi-square test hypothesis may be described as follows: The test statistics is calculated by the formula T = (n-1) (s/ ÏÆ'0)2. The main element of this formula is the ratio s/ ÏÆ'0 which compares the ratio of the sample standard deviation to the target standard deviation and n is the sample size and s is the sample standard deviation. The more this ratio deviates from 1, the probability of rejecting the null hypothesis increases. Here X2 (., n-1) is the critical value of the chi-square distribution where n-1 represents the degree of freedom. X2a is considered as the upper critical value and X2 1-a is considered as the lower critical value in the chi-square distribution. The chi-square test is performed to obtain answer questions like, whether the standard deviation is less than the predetermine value of standard deviation, whether the standard deviation is greater than the predetermine value and whether the standard deviation is equal to the predetermined value (Engineering Statistics Handbook. 1.3.5.8. Chi-Square Test for the Standard Deviation). The F-test is conducted to check whether the standard deviation of two set of population or sample is equal. Like chi-square test this can either be a two-tailed test or a one-tailed test. The two-tailed version tests against the alternative that the standard deviations is not equal and the one-tailed version tests in one direction, that is the standard deviation from the first population is either greater than or less than the second population’s standard deviation . The option of the test is confirmed by the problem. This is applied in a case while testing a new process and when a firm wish to know if the new method is less variable than the old one. F hypothesis test is represented as follows: Chi-square distribution can be found out using a statistical

A Study of Change Management in Coca Cola

A Study of Change Management in Coca Cola Introduction According to a Greek philosopher Heraclitus there is nothing permanent than change. He believed that change is the core of universe. This quote describes the importance of managing change in human as well as organizational life. A structured approach to transfer organization, its people and processes from current state to a desired future state is called change management. This process gives employees the ability to accept changes in the existing environment of the business. Change can be of different type for example, change in technology, operations or strategies etc. company needs to implement individual strategies to cope with each type of change. Organizations need to change and adopt dynamic survival strategies to stay alive in uncertain political, social and economic environment (Hiatt and Creasy, 2003). All environmental factors present in the nature experience change on continuous basis. Human nature resists change, so managing that resistance requires well planned change management strategies. This report is aimed at describing the importance of change management for organization its motives and objectives, change management processes, how company can involve all the stakeholders for successful implantation of change management and the strategies that an organization can adopt to implement the successful change. Reasons for adopting change Organizations need change for the following reasons: To respond to the rapidly changing environment To improve the overall performance of the company To rapidly respond to the customers demands To improve the effectiveness and efficiency To increase the employee performance To create the best practices inside the organization and setting standards for the industry To improve profitability and return on overall investment Change management is needed for organizational survival. So the company should adopt to change management techniques in order to maintain its worth in the industry. Importance of change management In a study 327 project managers had responded to the question that if you had a chance to do it again, what would you do differently? Most of them responded that we will implement an effective change management program planned way before starting the project. This study highlights the importance of change management in an organizational perspective. Change management moderates the risks that can cause failure (Jeff and Creasey, 2003). The change management process Change management is being studied by the philosophers, researchers and business experts for many years. A number of change management theories, approaches and philosophies are developed by psychologists and management professionals to implement successful change in the organization (Paton and MacCalman, 2008). There are three phases of change management i.e. preparing for change, managing change and reinforcing change. Preparation for change phase includes assessment of change capabilities and capacity and developing a strategy that fit to those capabilities. Second phase i.e. managing change phase includes processes like planning and implementation of strategies made in the first phase. Last phase which is the reinforcement of change includes the processes like collection and analyzing of feedback data, finding out gaps and coping with determined degree of resistance from inside and outside the organization and taking corrective actions to successfully conclude the change managemen t process (change management learning center, 1996-2011). Change managementA case of Coca Cola Corporation Coca Cola is a retailer, marketer and manufacturer of non-alcoholic drinks and is known worldwide for it coca cola beverage. In addition to its coca cola brand, Coca Cola Company offers 500 beverages and non beverages brands in about two hundred countries. The company was founded by Asa Candler in year 1892. Its headquarter is located in Atlanta, Georgia of United States of America. The company had total net income of approximately 11.8 billion US dollars in year 2010 with total number of employees 139,600 worldwide. Companys brand i.e. Coca Cola stands number one in the list of most well known brands of the world (Coca Cola company, 2006-2011). Coca Cola is a type of company that requires making changes in its products and business strategies according to the consumer expectations and external environment. Here in this study we would quote different examples from coca cola corporations history and will examine that what were the triggering events for opting the change and what strategies the company developed and implemented in order to successfully going through the transitioning process. Coca Cola Corporation is among one of the oldest corporations of the world. It has gone through many internal and external changes since it has been in existence. The company has used techniques of change management in order to survive from the consequences of those events. The company has faced a lot of external changes, for example in world war II, the company was able to manage its existing position at that time and also entered in many new markets and discovered new niches. The company established 64 plants across the world to supply drinks to the troops (Coca Cola company, 2006-2011). The company also provided free drinks to soldiers which were the part of its strategy to become a patriotic symbol for the people of the country. Also it boosted the sales, so the company achieved two objectives by carefully planning to respond to that external environmental change. The plants developed by the company in war era helped its expansion after the war. Barton et al (2002) reported that Coca Cola Corporation adopted acquisition strategy in time of Asian financial crisis. The company acquired bottling, coffee and tea shop businesses in Korea and Malaysia. Beverage is a type of industry where tastes and preferences of the consumers change on continuous basis. Coca Cola Company also responded to such consumer changing behaviors in effective way by developing new products like Diet Coke and Coca Cola Zero. The company also committed a marketing blender when a rival company launched a black beverage with comparatively sweet and smooth taste. The product was named as new Coke. But the sales gradually went down and company faced severe consumer critics and protests. The company managed this situation very commendably by restoring the old formula and naming the bottle as diet coke (Kotler and Armstrong, 2010). As people are becoming more health conscious and willing to invest on health based products, coca cola is developing juices and vari ous energy drinks as well. This shows the companys strategy to responding varying consumer tastes and expectations and changing itself according to it. The coco cola company used theory of organization change presented by Kotler (1996) which elaborated the procedure to manage change on the people dimension of the organization. The well known CEO of coca cola Corporation Mr. Gouizetta who remained CEO of the company for seventeen years determined and solved the problem in manufacturing of drinks. He was the key man in revising coca colas operations and tailoring strategies that helped the company standing high among its competitors. He achieved objectives of the firm by planning and leading the tasks by himself and provided an inspirational leadership to the employees. He was the one who appointed talented human resource like Ivester who took great part in covering the weaknesses and exploiting the opportunities for the company (The Coca-Cola company case. n.d.). In addition to making operational and strategic changes, the company also changed its advertising strategy by targeting various groups of consumers like American consumers. African consumers, Middle and far eastern consumers and European consumers. The company altered the packaging of its coca cola brand and developed more product lines and broadened them globally (The Coca-Cola company case. n.d.). The present condition of coca cola company worldwide is very good. The company is selling its beverages throughout the world successfully. But in some countries, coca cola stores are not as according to the companys main marketing, inventory and efficiency theme. The company is planning to align its performance standards according to its own corporate culture and strategies with the help of a comprehensive change management plan. These changes will be implemented within the business operations and management of the company. CHANGE MANAGEMENT AT COCA COLA Employee engagement The recent change management at coca cola is directed towards the intrinsic values and motivations of the employees and can be referred to as employee engagement. The change management process, together with internal branding programs is expected to bring about ideal behaviors in employees, which would align the operations of coca cola worldwide, and bring about efficiency throughout coca cola across all its business segments. Coca cola hopes to bring about a thoroughly integrated system of communications, and focus on creating brand relationships with their employees. This would enhance the operations of Coca cola, as an integrated approach would mean all employees believe in engaging fully in the values, and this would become an inherent part of the employees at a personal level. Coca-cola is actively seeking to incorporate the change into its company if the recent conference on internal branding and and employee engagement held in February,2011 by Robin Gee, Head of Employee Engagement for Coca-Cola Refreshments (CCR) is any indication. Robin Gee is responsible for building capability in engagement, maintaining engagement momentum and ensuring that engagement is integrated into CCRs people practices (Samdahl,2011). For this purpose, employee engagement surveys are conducted twice every year for all the coca cola associates, which serve to highlight the areas where action is required, and further actions and implementations can henceforth be executed. Coca-cola believes that their business results hinge on the dedication of their employees to operational excellence. The company truly recognizes the importance of the people to the business, and knows that to continue to bring about tremendous results it is bringing in, employees throughout the world should believe in the values intrinsically, and therefore the employee engagement is being focused on all the countries the company serves to align thoroughly integrate and align the company so that operational efficiency can be achieved. Importance of change to coca cola Employee engagement is very significant to all segments of operations at coca-cola and has translated into performance in areas where employee engagement is higher. For coca-cola, an engaged workforce means: A more committed workforce Employee performance aligned with organizational objectives Employees have a clear idea of what is expected of them and what are the deliverables Customer experience focus an inherent part of employees values, who strives to provide a better experience to the customers. Customer focus was identified as a central tenant of the multi-year engagement strategy to be implemented in 2011( Gee,2011) When employees are aligned with company goals, they themselves adopt a proactive approach towards issues such as waste elimination Employees awareness gives them a voice which helps to influence legislations at local levels An integrated system of communication is very helpful in the volatile and dynamic markets of today, where conditions change very often and the company has to be responsive at all times Therefore, for all the business segment of coca-cola wherever they are located across the world, the change towards employee engagement is justified if they have to reap the fruits gained by an effective system of integration. Ensuring the Involvement of Required Stakeholders Coca Cola Company can use two change management tools to make sure that all people who are required to be the part of change management process. These tools are Force Field analysis and AKADAR model. Force field analysis is a technique developed by Kurt Lewin to scrutinize the forces that are causing an opposition to change process (Bass, 2009). By doing Force Field Analysis, Coca Cola Company will be able to inductpeople who are in need of appropriate training. Anothr useful tool is AKADAR model which stands for Awareness, Desire, Knowledge, Ability and Reinforcement. Through AKDAR model, firm creates awareness about the need of change, generate desire in the people to help in transitioning process, give knowledge to the people that how they can help the change process, develop an ability in the people to go through the change and provide them with continuous reinforcement to withstand the change (CMLR, 2011). Ensuring that change is successful Some considerations that will facilitate the change management process include: productive and consequential dialogues and talks with employee representatives Online and paper surveys from all the stakeholders involved in the change throughout the world, and with associates to gain an insight on their perceptions Effective communication at this stage for informing the stakeholders the reasons for change and the benefits it would bring Overcoming the inertia by taking all stakeholders in confidence. The surveys can serve as a pre requisite to gain an insight on the stakeholder perspective Details of the action planning process communicated to all those who would initiate the change Recommendations for Coca Cola Company In the volatile dynamics with which companies operate today, change in inevitable. Therefore, the focus should not be on avoiding change, rather bringing about a smooth transition towards the new change by communication about the change, and ensuring all parties of the change that it is for the best of all those involved. To successfully implement organizational change of any nature, a specific regards to organizational structure, design, culture, management and leadership is required to see whether the change would make a best fit with the organizational goals and objectives. First of all the company should ascertain the core problems exist in the company for the change management. The company may develop a change management program for responding to financially uncertain environment of the world. It can also develop change management programs for better operations and logistics. The company can introduce new procedures and technological systems to carry out operations. Programs can be introduced in forms changing companys mission and corporate culture enhancements. For all that, the most essential thing is to train upper management to provide them with specific skills necessary to effectively going through the transitioning process. Following is the brief expression of plans that the company can adopt. Systems thinking Systems thinking can be used to guide the successful change in the organization. The model is based on an integrative and interactive open system which consists of the variables, attributes, internal relations and environment. The system is based on characteristics like wholeness, interdependence, chain of influence, need for balance and adaptability etc in an open system where communication is seen as an integrated process that facilitates change within the organization. Several system characteristics are: wholeness and interdependence (the whole is more than the sum of all parts), correlations, perceiving causes, chain of influence, hierarchy, suprasystems and subsystems, self-regulation and control, goal-oriented, interchange with the environment, inputs/outputs, the need for balance/homeostasis, change and adaptability (morphogenesis) and equifinality: there are various ways to achieve goals. Different types of networks are: line, commune, hierarchy and dictator networks. Communication in this perspective can be seen as an integrated process not as an isolated event. Establishing new structure It is a well known fact that Coca Cola Corporation was a entrepreneurial venture started by one person who bought the formula from another firm and laid foundations of that beverages manufacturing firm. Current structure of the coca cola company is simple with minimal labor and management division. New system that can be adopted by the company may be the machine bureaucracy which Henry Mintzberg (1992) defined as an organization with clearly defined hierarchy, well defined area of operations, standard operating procedures, proper rules and regulations, well division of labor, formal relationships among the member of organization, centralized decision making, technical competence and standardization of work. Reducing employee defiance Opposition of change is a common human behavior. Particularly, in the workplace people resist the change in organizational culture, structure and policies. But in order to successfully and effectively implement the change management program, it is important for Coca Cola Company that it should develop strategies to reduce employee defiance to change.Kotter and Schlesinger (1979) explained six strategies which can be useful for coca cola Company in employee defiance management. First strategy is to involve the employee in change process and make them participate as far as they can. Second strategy is to communicate the change management programs to the people effectively as educate them about the benefits the programs would bring. This will make them comfortable in adopting the change. Third strategy is negotiation and agreement. The company should create a consensus on important change issues and with the agreement of all important stakeholders; it should launch the change management program. The resistance level will be zero on change programs that are being launched with the mutual agreement of all relevant stakeholders. Fourth strategy is that to support the employees who are due to some disability or emotional or psychological issue or some other threat unable to adapt to the change. If the company develops and proper channel to feel such people taken care of, they would adjust gradually to the change management program. In case of failure of above mentioned four strategies, company can manipulate the employees by calling union leader other relevant ones as fifth strategy. Sixth strategy is to force the employees with articulate or non-articulate methods but this is not a very good approach. Conclusion To conclude, it may be said that communication can be a key element to successful change management. Communicate the changes to the employees, tell them why the change was inevitable and how they will benefit from the change. The management should itself adopt a positive attitude towards the change so that employees can follow their lead and welcome the change. Coca-cola as a company has a heritage of embracing change rather than resist it and it should translate into their future endeavors towards change management to ensure that the organization is best poised to market and environmental conditions.

Gender Roles in Society Essay -- Gender Studies

Gender Roles in Society Gender role is a commonly discussed subject in society. Gender role simply defined is a person's inner sense of how a male or female should feel and behave. Society and culture are also very important in relation to this subject. This means different societies and cultures may produce children and later, grown men and women, who have quite different views of a man or a woman's place in the world around them, often determined by their culture's gender stereotypes. These topics will be explained and compared to each other later on. How to implement a gender free childcare environment will also be discussed. Children begin to learn their gender roles at a very young age. Boys must learn what boys and men do, what they like, and even how they think and feel. Females do likewise as they learn the roles for girls and women. This is called gender stereotyping. When children seem already aware of differences between what men and women wear and do, then children are deeply involved in this search for these "rules," and later on can often apply gender-specific labels to toys, activities, types of work around the home, and even adult occupations. This how the children, since they were born, step-by-step came to learn their gender roles. We see gender roles and the results of gender stereotyping around us every day in the society. In our homes, there are often certain tasks that are usually carried out by a man - cutting the lawn, for example, or fixing a broken washing machine - and others, like the bulk of the cooking and the washing up - that often are almost always done by the woman. The stories we watch on TV and in the movies often follow exactly the divisions of sexual roles that so many cultur... ...cussing adults, I would show the children pictures of female doctors and male nurses and find other ways to show that almost all occupations are now open to both of the sexes. Children learn from their play about what the world is, or should be. They learn new skills and about new possibilities. I would not be disappointed if the boys still liked their toys more in the end and the girls sometimes preferred housekeeping to the monkey bars. The important thing is to provide openness and diversity of choices. There are biological sexual differences between men and women, of course, but gender roles are often imposed on children by the culture around them. As an ECE educator I believe that I need to promote un-biased play activities and teach children in an open and diverse environment so that each child can discover on their own who she is and what he wants to be.

Public Library †Architectural Essay

* Introduction * Definition A library (from French â€Å"librairie†; Latin â€Å"liber† = book) is an organized collection of information resources made accessible to a defined community for reference or borrowing. It provides physical or digital access to material, and may be a physical building or room, or a virtual space, or both. A library’s collection can include books, periodicals, newspapers, manuscripts, films,maps, prints, documents, microform, CDs, cassettes, videotapes, DVDs, Blu-ray Discs, e-books, audio books, databases, and other formats. Libraries range in size from a few shelves of books to several million items. * A public library â€Å"should encourage the following uses: browsing, seeking, studying, meeting, and borrowing. Major trends likely to influence library design in the foreseeable future include: a 30% increase in pensioners by 2025, and a significant diminution in those of working age; a significant increase in those with a higher education; more part- time work; more jobs in knowledge-based areas, and fewer in manufacturing. * History The concept of the ‘public library’ evolved from the Guildhall Library in 15th century London. In the 17th and 18th centuries, most libraries were created by gift or endowment, but by the beginning of the 19th century, these had generally been superseded by either institutional (e. g. those attached to mechanics’ institutes or literary and philosophical societies) or subscription libraries. The Public Libraries Act of 1850 was one of several social reforms of the mid- 19th century, and was generally intended to create ‘free libraries’, available to all classes of society throughout the country. The first two purpose- designed public libraries were Norwich and Warrington, in 1857. The Public Libraries Act of 1919 further extended library provision. Besides the lending library and the reading room, most libraries now had a reference department, and many had separate children’s departments. After 1918 there was a considerable increase in technical and commercial libraries (over 115 by 1924). By the 1930~~ most libraries had adopted open access (as opposed to books being available over a counter via the library staff), which required more sophisticated classification and cataloguing systems – the Dewey system was generally adopted. Increasing literacy and leisure time plus the ‘information explosion’ make it important to plan for maximum flexibility and for future expansion. New techniques are changing methods of control, indexing and retrieval. The growing availability of computerized information (particularly on compact discs and on-line electronic systems) means there is a change in emphasis from book storage to information exchange utilizing computer equipment. These require additional ventilation and secure power supplies, and suitable lighting levels for users. The wide availability of computers means that the problem of space, and particularly the location of a library in a single building, may no longer be critical. * Space Requirements * Public services – A central library may serve in the region of one million customers per year, with a peak daily count of approximately 5000 to 6000 people and a peak hourly count of up to 400. The following service areas may be provided * Branch library – May be included as a discrete section of a central library, probably near the entrance, and cater for more popular books and related material. There will be only a few thousand volumes, acting as a ‘taster’ invitation to what is available elsewhere in the library. The library may be divided into subject areas, perhaps with defined enquiry points. Study spaces, browsing areas, and publicly available computer terminals can also be provided in each subject area. The various areas may be open plan, but must be visually defined (possibly by variations in lighting, different finishes and planting). * Older teenage section – An area for this group is desirable (fiction and non-fiction) and should be  located between the children’s library and main lending library (literature and humanities sections). * Children’s library – Occupying approximately 300 m2, with roughly 12000 volumes for ages up to 14 and their careers, this area should have its own identity, and demonstrate to all children that visiting the library is a safe and enjoyable experience. There must be good visibility to maximize child security and safety; it should also be difficult for children to wander out of this area. * There should be a sequence of information books for all ages and sections for: * pre-school (there should be ‘kinderboxes’, shelves with picture books, novelty cushions, child chairs) * early school years (easy-reader books, with appropriate shelves and browser units) * primary school years (stories, with appropriate shelves and browser units) m young teenage (novels, with appropriate shelves and browser units). Spoken-word cassettes and other media should also be available. In addition, provide ten study places, eight browsing seats and an enquiry desk for two staff. * Children‘s activities room – A room for up to 35 children may be required for a variety of activities (63m2). * Exhibition area – Easily accessible from the main entrance, but with a distinct identity and with suitable security, an area for exhibitions is desirable (40m2). * Lavatories – The requirement for customers is 38m2 and also 15m2 for the children’s library, which should include a nappy changing room. Depending on the overall plan, one or two sets of staff lavatories will be required (each of 32m2). * Meeting rooms- Include one room for 100 people (200m2 in total), with divider to separate the room in a proportion of 60:40. Chair storage and simple catering facilities are also required. A small room for about six people is also required. Access may be required when other parts of the library are shut; good access from entrance(s) is therefore required. * Special collection library – This area may be required in larger or specialized libraries. An adjoining librarian’s office is necessary. * Refreshments/coffee bar – For 50 customers maximum, providing drinks, snacks and light meals (105m2). * Sales point – An area to promote sales is required (this may be no more than a display case): the strategic location is important, but it may be combined with another area (13m2). * Study desks – These should be suitable for use with personal computers (which may be the customer’s own machine, necessitating simple plug- in compatibility). The integration of PCs with study furniture is very important. Two power sockets are also required. * Art in architecture – Libraries are often considered excellent places in which to display local (or national) art, either in the form of permanent murals or sculpture, designed as an integral part of the building, or in facilities for temporary exhibitions. * Subject departments – Organization of a library into subject departments has always been a consideration. * Related Local Projects * Bohol Provincial Library and Information Center New Capitol Complex, Marapao Street, Tagbilaran City, Bohol * Alaminos City Library Alaminos City Hall, Alaminos City, Pangasinan * Butuan City Library J. Rosales Ave. , Butuan City. * Cavite Provincial Library Legislative Building, Prov’l Capitol, Trece Martires City * Leocadio Alonsagay Dioso Memorial Public Library (Municipal Library of Pandan, Antique) Pandan, Antique, Philippines * Marikina City Public Library V. Gomez St. cor. Shoe Ave. , San Roque, Marikina City * National Library of the Philippines T. M. Kalaw Ermita 1000, Philippines * Quezon City Public Library (Several Branches) * San Carlos City Public Library (Negros Occidental) 610 Elm Street, San Carlos, CA 94070 * Raul S. Roco Library (Naga City Public Library) City Hall Compound, J. Miranda Ave. , Naga City * Zamboanga del Norte Public Library. Santa Cruz, Dapitan City, Zamboanga del Norte, Philippines * Supporting Datum * A possible arrangement of a central library could typically be as follows (The Architects’ Handbook) * Business – At 184m2, this department contains 2100 volumes covering all aspects of business information (local, national and international). Customers will include: those hoping to set up their own business, those undertaking research to develop their existing business, and students. Some queries may come via fax or phone. Computerized information resources will probably be more prevalent here than in other departments. Includes 40 study places and an enquiry point for two staff. * Community – With 9000 volumes (300m2), this holds social sciences and all quick-reference works (e. g. directories, yearbooks, timetables, etc. ). Includes 30 study places and an enquiry desk for three staff. Customers will be coming for both quick fact-finding and for longer-term study: any potential conflict therefore needs to be resolved. * Humanities – Department for arts, recreational pursuits (e. g. gardening), religion, music (books and scores), sound recordings (music cassettes and compact discs), and videos for hire. With 495m2, 22 000 volumes, 9000 recordings (including videos), and 10500 sheet music. Includes 12 study spaces, four browsing seats and an enquiry desk for three staff. Note that there is a noise problem with customers browsing through music cases, which can be distracting in the study areas. * Literature and language – Department for adult fiction (9000 volumes), large-print fiction, spoken- word cassettes, multi-media, drama (9000 volumes), single copies and play sets (286m2), covering English and foreign languages. Includes 12 study spaces, four browsing seats and an enquiry desk for two staff. Local studies/history 3000 volumes on public shelves (230m2); 50 study places; enquiry desk for three staff. This area will be used by short-term browsers (e. g. tourists) and for long-term study (students and researchers). It will also be used by those wanting information about local statutory agencies, and those looking for a quiet study area. Environmental conditions for this area must be designed in accordance with BS 5454: 1989. * People and places – For information books on travel (guides and travel/adventure), biographies, and human geography. 15000 volumes (240m2); 15 study places; four browsing places; enquiry desk for two staff. * Science and technology – Area with 11000 volumes (200m2), covering computing and pure and applied sciences: 20 study places; no browsing seats; enquiry desk for two staff. Access and circulation areas generally As mentioned above, generally all public and staff areas should be accessible to people with disabilities, particularly those with sight or hearing impairments. * Other considerations are as follows (The Architects’ Handbook) * Customer services/reception – An informal and welcoming atmosphere is required, as this is the first major point of contact for new customers and where existing customers can resolve queries (e.g. about availability and overdue books); space is required for three staff (51m2). Estimated peak daily level of registration updates is approximately 200; estimated peak level of enquiries, approximately 600. The area should allow for satisfactory queuing arrangements. The general layout requirements are for: a professional, inviting and efficient reception area; clear layout and instructions for customers; maximum flexibility in staff resources; suitable supervision of customers; and suitable staff security. * Internal circulation – The flow of people and materials (particularly the two-way flow of trolleys) should be made as easy as possible. Note that circulation areas provide opportunities for vandalism and concealment of theft, and should therefore: be kept to a minimum; follow a logical route; allow visual control by staff (closed-circuit TV may be installed); allow segregation of staff and public areas; allow segregation to enable secure out- of-hours use to specified areas; and allow easy emergency evacuation. * Internal vertical circulation – This should be by lift and stairs, and possibly escalator. Lifts should: allow movement of staff, books and materials to all floor levels; be linked with the book sorting office; provide public access to main lending floors; provide suitable access for out-of-hours use. No more than four lifts should be provided. Security generally The key those wanting information about local statutory agencies, and those looking for a quiet study area. Environmental conditions for this area must be designed in accordance with BS 5454: 1989. * People and places – For information books on travel (guides and travel/adventure), biographies, and human geography. 15000 volumes (240m2); 15 study places; four browsing places; enquiry desk for two staff. * Science and technology – Area with 11000 volumes (200m2), covering computing and pure and applied sciences: 20 study places; no browsing seats; enquiry desk for two staff. Access and circulation areas generally As mentioned above, generally all public and staff areas should be accessible to people with disabilities, particularly those with sight or hearing impairments. * Other considerations are as follows (The Architects’ Handbook) * Customer services/reception – An informal and welcoming atmosphere is required, as this is the first major point of contact for new customers and where existing customers can resolve queries (e. g. about availability and overdue books); space is required for three staff (51m2). Estimated peak daily level of registration updates is approximately 200; estimated peak level of enquiries, approximately 600. The area should allow for satisfactory queuing arrangements. The general layout requirements are for: a professional, inviting and efficient reception area; clear layout and instructions for customers; maximum flexibility in staff resources; suitable supervision of customers; and suitable staff security. * Internal circulation – The flow of people and materials (particularly the two-way flow of trolleys) should be made as easy as possible. Note that circulation areas provide opportunities for vandalism and concealment of theft, and should therefore: be kept to a minimum; follow a logical route; allow visual control by staff (closed-circuit TV may be installed); allow segregation of staff and public areas; allow segregation to enable secure out- of-hours use to specified areas; and allow easy emergency evacuation. * Internal vertical circulation – This should be by lift and stairs, and possibly escalator. Lifts should: allow movement of staff, books and materials to all floor levels; be linked with the book sorting office; provide public access to main lending floors; provide suitable access for out-of-hours use. No more than four lifts should be provided. Security generally The key considerations concern the control of access between staff and public areas (both during and outside opening hours), and prevention of theft. These issues can be addressed by: strategic location of staff enquiry points, with line-of- sight control; CCTV cameras; electronic book sensors at exit points; and security personnel. * Trolleys – Allowance must be made for trolleys: for instance, by providing suitable protection to prevent damage to wall surfaces, adequate door widths, and suitable flooring (studded and ribbed flooring is not suitable). * Entry/access areas – One main entrance and two others are required, preferably separate: * Main entrance foyer/lobby: ( 190m2) should be clear and inviting, and be sufficiently spacious to cater both for visitors who have a specific destination and those who may wish to wander around. * Public out-of-hours entrance: must provide a short and secure access route from the street to the meeting rooms etc. It could be combined with the main entrance, but a lift solely for out-of- hours use is not acceptable. * Staff/service entrance: to be a safe and secure area, particularly for staff leaving after dark. Queuing space should be allowed for 40 people to wait (at 0. 5 m2/person, 20m2 is required). * In-counters (51m2) – There will be one central counter for the whole building, after which customers will either move to other departments, move to customer reception, or leave. Peak hourly levels of customers are approximately 250-300, with a peak hourly level of returns of approximately 1000 items. Space is required for three staff plus computer terminals for customers. The layout must allow for clear and direct flows. * Out-counters (38m2) – All items issued or renewed will be from the out-counter and there may be more than one, depending on overall layout. Note that some customers may wish to return to other areas of the library (e. g. the coffee bar) after visiting the out- counter. Peak levels are as for the in-counter. Space is required for two staff plus computer terminals for customers. The layout must allow for clear and direct flows: in particular, customers not wishing to borrow items must be able to avoid becoming involved with this area. * Library returns bin – This is required in the entrance area for returns during times when the library is closed. It must be a secure unit. * Self-issue terminals – The space required is 3 m2/terminal and at least three terminals are required at various points in the library. * Smartcards – The inclusion of a ‘smartcard’ system is increasingly likely, to allow customers to pay for services (e. g. photocopying, overdue charges, borrowing videos, etc. ). The machines will be located throughout the library. * Admin and staff accommodation – In addition to a general admin office space of roughly 53 m2, provision will also include the following. * Enquiry desks – These should ideally be located so that they can service more than one department at quiet times or during staff shortages. * Librarian’s office (20m2) – The base for the manager in charge of the whole building, the room must be close to the administrative support and interview rooms. Apart from everyday managerial tasks, the room will be used for small discussions with up to two people and project work. * Library manager‘s office ( 13m2) – This includes one office for two assistants, shared desk, and also room for small meetings of one to three people. Privacy is necessary, although easy access/overview is required for counters and customer services. The office should be located near the branch library. * Delivery area (16m2) – There will be a daily ‘in’ delivery of boxes containing: books from this library, but returned to other libraries; books requested from other libraries; and new books. The ‘out’ delivery will be of books sorted in the sorting office, and books requested by other libraries. This area will also act as a short-term reception and dispatch area for other equipment, furniture, exhibition equipment, etc. , and sufficient space should be allowed for this. * Interview room (14m2) – To be used by all staff for private meetings, appraisal interviews, meeting the public and recruitment interviews, the room must accommodate up to four people and ensure confidentiality is maintained. * Local studies reserve stack ( 150m2) – Most local studies stock will be reference only, in closed-access storage areas, obtained by staff on customer request: access systems therefore need to be quick and simple. (Book stacks must be designed in accordance with BS 5454: 1989. ) A local studies workroom (38m2) will usually be required adjacent to the local studies area. * Reserve stacks (155m2) – Certain sections of stock will be housed in closed-access rolling stack storage, including: seasonal overflow (fewer items are borrowed during the summer and over Christmas); reference stock; music sets; play sets. The weight of rolling stack storage is substantial and will need to be taken into account in structural calculations. * Secure area for exhibits – A secure storage area is  Ã¢â‚¬Ëœsmartcard’ system is increasingly likely, to allow customers to pay for services (e. g. photocopying, overdue charges, borrowing videos, etc. ). The machines will be located throughout the library. * Admin and staff accommodation – In addition to a general admin office space of roughly 53 m2, provision will also include the following. * Enquiry desks – These should ideally be located so that they can service more than one department at quiet times or during staff shortages. * Librarian’s office (20m2) – The base for the manager in charge of the whole building, the room must be close to the administrative support and interview rooms. Apart from everyday managerial tasks, the room will be used for small discussions with up to two people and project work. * Library manager‘s office ( 13m2) – This includes one office for two assistants, shared desk, and also room for small meetings of one to three people. Privacy is necessary, although easy access/overview is required for counters and customer services. The office should be located near the branch library. * Delivery area (16m2) – There will be a daily ‘in’ delivery of boxes containing: books from this library, but returned to other libraries; books requested from other libraries; and new books. The ‘out’ delivery will be of books sorted in the sorting office, and books requested by other libraries. This area will also act as a short-term reception and dispatch area for other equipment, furniture, exhibition equipment, etc. , and sufficient space should be allowed for this. * Interview room (14m2) – To be used by all staff for private meetings, appraisal interviews, meeting the public and recruitment interviews, the room must accommodate up to four people and ensure confidentiality is maintained. * Local studies reserve stack ( 150m2) – Most local studies stock will be reference only, in closed-access storage areas, obtained by staff on customer request: access systems therefore need to be quick and simple. (Book stacks must be designed in accordance with BS 5454: 1989. ) A local studies workroom (38m2) will usually be required adjacent to the local studies area. * Reserve stacks (155m2) – Certain sections of stock will be housed in closed-access rolling stack storage, including: seasonal overflow (fewer items are borrowed during the summer and over Christmas); reference stock; music sets; play sets. The weight of rolling stack storage is substantial and will need to be taken into account in structural calculations. * Secure area for exhibits – A secure storage area is required, with easy access to both the delivery area and the exhibition area. * Security control room (17m2) – This acts as the base for control attendants, and for the closed- circuit TV system. * Sorting office (63m2) – Required for sorting all returns. The main divisions are: for return (by trolley) to the various departments; for return to other libraries; for special requests (e.g. customer reservations); and for particular processes (e. g. book repair). Wall shelving for 1000 items is required for temporary storage during peak flows or staff shortages. This area also acts as a supervisory area for the counters and the customer reception, allowing the easy allocation of additional staff when necessary and for general troubleshooting duties. * Staff room (115m2) – With a total staff of approximately 50, the staff room should accommodate seating for 30 and also be suitable for relaxation, social gatherings and informal meetings. During special events, staff will work outside normal working hours so there should be an adjacent kitchen area suitable for making light meals and drinks; a dishwasher may be desirable. Staff lockers (25m2) are ideally located in a separate room and storage for wet clothing is also required. * Stock workroom (127m2) – For four to five staff, its functions are: processing books from the delivery area; repairing stock; binding requirements; stock exchanges; inter-library loans for music sets. Wall shelving is required for approximately 2000 books. * Subject staff workroom (152m2) – Required for processing complex enquiries and selecting new stock, these rooms are needed in humanities, literature and science libraries; for six librarians and support staff (maximum). Wall shelving will be required. * System room (38m2) – Needed to house computer equipment for library circulation and other information systems. * Training room (58m2) – Required for meetings and training sessions, facilities must be suitable for current technology and equipment. * Shelf storage Typical examples based on 900mm shelf module are: adult non-fiction37 vols/900mm run of shelving adult fiction 30 sheet music 60 junior fiction 44 junior non-fiction 74 All shelving units should be four shelves high except: local studies 6 shelves high music scores 3 (overall height to be as four-shelf unit) children’s non-fiction ditto * Other areas * sick room (10m2) * stationery store (25m2) * general stores (four; approximately 1000m2 in total) * cleaners’ room/store (29m2) * WCs; shower if possible. * Preferred space standards, from the Follett Report, are: * one space for 6 full-time-equivalent students. * 2. 39m2 per reader (subsequent research indicates that 2. 5-3. 0mZ may be required) * reader modules to be minimum of 900 x 600mm * information technology (IT) spaces to be 1200 x 800mm. * Building Services (The Architects’ Handbook) Heat reduction is a major problem, and is exacerbated by the use of computers. Air- conditioning is expensive and environmentally undesirable and should therefore only be used where essential, natural ventilation being the preferred option (traditional window ventilation, however, can be a security risk). Service zones are required above ceilings and below floors: ventilation systems, heating and electrical fittings, and information technology units, must be designed to allow flexibility of layout, and must allow for movement of shelving without causing disruption. Distribution cabling for networked computer systems and terrestrial/satellite aerials also needs to be allowed for. Noise in libraries is a problem, both from external sources and between different activity areas within the building. Acoustic considerations must therefore be carefully considered. * Maximum Floor Area Allowance per occupant (occupant load factor) from International Building Code Reading rooms 50 net Stack area 100 gross * The loading applies to stack room floors that support nonmobile, double- faced library book stacks, subject to the following limitations (International Building Code) * The nominal book stack unit height shall not exceed 90 inches * The nominal shelf depth shall not exceed 12 inches for each face * Parallel rows of double-faced book stacks shall be separated by aisles not less than 36 inches wide. References/s: * TIME-SAVER STANDARDS FOR BUILDING TYPES 2nd edition, International Edition Edited by JOSEPH De CHIARA and JOHN HANCOCK CALLENDER 1983 by McGraw-Hill Book Co-Singapore 2nd printing 1987 * The Architects’ Handbook Edited by Quentin Pickard RIBA 2002 Blackwell Science Ltd * 2012 International Building Code First Printing: May 2011 Second Printing: June 2011 * http://readphilippines. com/Forum/viewtopic. php? f=33&t=74 * http://paarl. wikispaces. com/Libraries#Public%20Libraries * http://en. wikipedia. org/wiki/Library * http://web. nlp. gov. ph/nlp/.