ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction The standardized attitude to gender and sexuality imposes strict limitations on the ways the public might accept young females’ behaviors. The article by Miller (2016) addresses the findings of a study conducted with 54 adolescent girls who experienced gender-related bullying at school. Queer sexual orientation or sex life particularities often become the reason for rumors as a specific type of bullying that many girls are subjected to in schools. The author of the article analyzes the causes and outcomes of the stereotyped gender perception framework existing in the educational institutions and the society which leads to disadvantaged school experiences or even suicidal cases. Main body Miller (2016) detects several reasons for negative manifestations of sexuality negotiation. Firstly, poor sex education leads to bullying because of early sexual experiences. Indeed, “slut rumors,” as Miller (2016) puts it, expose the victims to be separated from the group and be bullied due to the inability to fit in the stereotyped environment (p. 724). The ubiquity of collectively accepted norms constrains the natural manifestations of sexuality. Secondly, a homophobic educational environment forces gay people to be estranged and feel abnormal. ‘Lesbian’ rumors prevail in girls’ school negotiations of sexuality and isolate homosexuals as abnormal individuals (Miller, 2016). As Woods (2017) states in her work, “gender-stereotyped curricular material diminishes education for all students” (p. 197). From a broader perspective, not only schools but also media portrays females stereotypically, thus objectifying them and reinforcing sexual prejudice that results in violence against young women. Conclusion Therefore, rumors only become bullying if the information spread by gossiping is contradictory to the n
Management is viewed as a universal discipline that aids governmental and non-governmental organizations, administrators, the public sector, and small firms to run smoothly. The core principles of management include forecasting, commanding, coordinating, controlling, planning, organizing, and leading the subjects within an organization. A good manager understands the development, implementation, and execution of a planned process as well as forecasting it to avoid losses and encourage quality product outcome (Moore, 2013). The information mentioned above is used to lead institutions such as banks, universities, churches, law firms, social broadcasting institutions, and small business companies across the world. The managers of the above-listed institutions do so through human resource management, conflict resolution, forecasting the outcome of an innovative process, and coordinating activities within the organization with a view of ensuring a smooth and efficient flow of resources required to accomplish a specific task. It is true that all the managers across the globe can manage different institutions accordingly. However, the skills applied vary from one institution another. For instance, the managerial skills required for banking differ from those needed to run a small business firm. Based on this underpinning, this paper will discuss whether a bank manager is capable of managing a university or not. Is Management a Universal Process? Different institutions require their leaders to possess certain talents which are specific to the environments in which they operate. For example, banking management requires various skills such as accounting, applied statistics, banking ethics, financing, managerial economics, marketing, business communication, and the operational skills necessary to provide the best environment for the customer, employees, and the employer of the bank involved (Maylor, Blackmon, & Huemann, 2016). Accounting skills are required for processing, measuring, and communicating financial data concerning economic entities entailed in the banking in
Introduction Over the years as technology has improved so has the various means and methods of communication. For example, the earliest form of communication utilized by what can be described as a “modern” society were letters which often took weeks or even months to reach their destination. This was followed by the development of the telegraph which vastly improved the time in which messages were sent yet came at an equally vast cost. It was only through the development of the modern day telephone and telephone networks that communication between individuals located hundreds if not thousands of miles away became more convenient and more popular. It must be noted though that improvements in communication technology do not automatically result in widespread use and proliferation. The reason behind is due to the fact that new technologies often have higher initial costs and it is only when they become commercially viable that they become standard fixtures in modern day homes. Evidence of this can be seen in the initial introduction of mobile phone technology which was initially bulky and expensive to utilize. It was only when improvements in technology occurred which reduced costs and improved performance that mobile phones became a commonly utilized method of modern day communication. From this it can be seen that advances in communication are intertwined with advances in technology and as such this paper will explore the various new forms of communication that have occurred as a direct result of advances in technology and how they have impacted the way people communicate today. VOIP VOIP or Voice over IP is a form of communication that utilizes new Web 2.0 digital technology to make a call from one PC/ internet connection to another (Booth, 2010). The advantage this particular form of technology has over traditional landline or mobile phone service is that due to the call being digitized and sent over the internet the service itself becomes far cheaper and cost effective. International calls placed through VOIP technology are almost free with services such as Magic Jack allowing consumers to place unlimited calls to the U.S. from quite literally any world wide connection where an appropriate internet connection is available (Booth, 2010). It is also interesting to note that VOIP technology is the backbone of today’s call center industry with hundreds of outsourced call centers in India and the Philippines relying on VOIP to handle customers from the U.S., Canada and the U.K. Texting Texting is one of the most widely used methods of communication today with quite literally billions of text
Introduction Shaykh Abd al-Aziz Bin Baz was among the highly ranked scholars of the kingdom of Saudi Arabia, which was referred to as the Grand Mufti from 1993 to 1999. He also headed the prevention of vice and virtue propagation committee in Saudi Arabia. The committee advocated for the things that are proper, permissible, correct, and acceptable within Saudi Arabia based on Islamic teachings. Describing the biography of Shaykh Abd al-Aziz Bin Baz, Call to Islam laments, “his decisions were unchanged, and his retrogressive opinions were given great prominence in Saudi Arabia” (Para.1). Arguably, his respect in the public forums accrued from his traits characterized by bigheartedness, feel affection for the widows, underprivileged, and orphans, humility, and integrity. Because of his high-caliber education combined with these traits, Shaykh Abd al-Aziz Bin Baz was accorded high respect in Saudi Arabia. Some of his rulings especially the ones related to the subject of cosmology, issues on women rights, and the appropriateness of the decision to station various foreign troop in the soil of Saudi Arabia in the era of Gulf war were often contentious thus attracting hefty controversies. The aim of this paper is to discuss and describe the life of Shaykh Abd al-Aziz Bin Baz from his childhood to his death. An effort is also made to describe his works and contributions to the society of Saudi Arabia. His Childhood and Youth Shaykh Abd al-Aziz Bin Baz was born on 21 November (the month of Dhu al-Hijjah) 1910 in the city of Riyadh. His love for Islam reflected in his later life was largely contributed by the fact that he was born in a family that had a magnificence love for Islamic religion and its teachings. Unfortunately, he lost his farther at a tender age. Commenting on his father’s death, Shaykh Abd al-Aziz Bin Baz is quoted by Call to Islam saying, “my father died when I was three years old…I only had my mother who took care of me and educated me encouraging me to learn more about Sharee’ah…she also died when I was twenty six” (Para. 3). His mother was incredibly instrumental in bringing Shaykh Abd al-Aziz Bin Baz up and or helping him to develop the capacity to memorize the Qur’aan fluently by the age of fourteen years. She also aided him to study a couple of Islamic books. Nevertheless, economic life for him was not very easy when he was thirteen years old. He worked with Muhammad, his elder brother, in the market where they sold men’s gowns (Bishts). Although Shaykh Abd al-Aziz Bin Baz played pivotal roles in supporting his single parent family, he never at any time forgot or ignored to study Hadeeth, Qur’aan, Tafseer, and Fiqh. He started to lose eyesight at the age of 16. This challenge culminated from the infliction by infections in the eyes. This ailment continued so that at the age of 40 years, Shaykh Abd al-Aziz Bin Baz became blind. However, blindness did not shutter his love and desire for knowledge. He completely dedicated his life to study Islamic books. Apart from learning from the books, he also interacted and learnt more aspects of Islam from a myriad of Shaykhs. Education During the early years of
Introduction This paper is devoted to the analysis of the article “Strategies for Recruiting, Engaging and Retaining Members in a Community of Practice for Disability Employment: A Qualitative Content Analysis” by Bezyak et al. (2018). The primary goal of the authors is to discuss the role of HR specialists in the process of “enhancing the employment rate of people with disabilities” and to consider approaches to recruiting, engaging, and retaining such employees (Bezyak et al., 2018, p. 40). The work of the researchers deserves attention since the problem of the low level of employment among disabled people is the evidence of an inefficient recruiting policy. Moreover, the authors consider various barriers that stop the successful implementation of the approaches stated, which allows considering the issue comprehensively (Bezyak et al., 2018). Therefore, this article is valuable in terms of practical importance and can be an effective source of essential information in the process of developing an individual recruiting program. Individual Approach to the Recruiting Program In order to develop an individual recruiting program for the Loz-Arc Entertainment company successfully, it is possible to pay attention to the approaches used in the article. In particular, Bezyak et al. (2018) mention the online dissemination of information among potential stakeholders. According to the authors, “social media can be an effective strategy to recruit and encourage HR specialists” (Bezyak et al., 2018, p. 42). Also, a realistic messaging approach in recruiting candidates will be implemented. Potential employees of Loz-Arc Entertainment will be interviewed in accordance with the criteria necessary for successful work, and relevant conclusions will be made regarding the professional suitability of applicants. Potential Challenges If the Loz-Arc Entertainment company were a global conglomerate, potential challenges could arise. As Bezyak et al. (2018) remark, the merits of a relatively small community are that all HR professionals can have a stable opportunity to improve interpersonal skills through training. In a large corporation, it is not easy to achieve employees’ high competence because of constant staff turnover. The authors argue that HR professionals’ behavior largely depends on colleagues (Bezyak et al., 2018). Nevertheless, if an employee is competent, the opinion of other people is unlikely to be of great importance, and this argument seems controversial. At the same time, Bezyak et al. (2018) note that it is significant for HR staff to “broaden scope” and not to focus solely on one directio
In the Ottoman Empire, there was religious tolerance because religion played a critical role in enhancing peace and stability. Religious leaders were respected because they were depended upon during calamities and disasters. Moreover, religious leaders had a big role to play in ensuring that people lived in harmony. Religious tolerance in the Ottoman Empire could not be compared to religious tolerance in the Roman Empire because diversity was not allowed in the Roman Empire. Non-Muslims, often referred to as dhimmis, were allowed to practice their forms of religions, but under close supervision. Christians were allowed to exist freely, as long as they accepted the fact that Islam was the supreme religion in the empire. In matters related to religion, the Ottoman Empire formulated policies that favored freedom of religion. This was because the clergy had the role to play in the running and management of public affairs. Religion was treated as an institution of government with powers to execute governmental policies. In this regard, the government formulated a number of policies aimed at regulating the performance of religious organizations. The empire had strong relationships with other empires that respected religious institutions, such as the Greek Orthodox Church (Karpat 78). Religious tolerance in the Ottoman Empire was
The nature vs. nurture debate has continued for many years. Analysts strongly believe that nature and nurture play different roles towards the development of many people. However, it is agreeable that the surrounding environment plays a major role towards determining the behavioral developments of many people. To begin with, nurture theory explains how the natural environment dictates the lives of more people. The environmental experiences, observations, and influences will determine how a person develops new behaviors. Rewards can be used to motivate different individuals (Brown 12). Advocates of the nurture concept believe strongly that the natural environment reshapes the behaviors of many people. Experts have also observed that many identical twins brought up in different environments will exhibit different behaviors. The nature theory supports the ultimate goal played by a person’s genetic makeup towards dictating his or her behaviors. Some psychologists have indicated that “a person’s genetic constitution will contribute a lot to his or her sexual orientation, dislikes, behaviors, and personality” (Brown 12). Some abusive behaviors and criminal acts are also associated with people’s genetic compositions. The best approach to resolve this controversy is to identify specific behaviors portrayed by different individuals. Such observations should also be analyzed depending on the person’s genetic composition (Strang and Kuhnert 3). That being the case, people should consider the role played by the environment towards reshaping their experiences and behaviors. The undeniable fact is that many people develop specific behaviors based on their immediate environments. This knowledge will encourage more people to embrace the nurture theory. Works Cited Brown, Lillas. “Leading Leadership Development in Universities: A Personal Story.” Journal of Management Inquiry 1.1 (2001): 1-19. Print. Strang, Sarah and Karl Kuhnert. “Personality and Leadership Developmental Levels as predictors of leader performance.” The Leadership Quarterly 1.1 (2009): 1-13. Print.
Synopsis The film opens with four childhood friends, Victoria, Zenobia, Cleavon and Phil, departing from school. The next scene is a flash forward of the four working against their biological clock to find the right partners for marriage. Victoria is already married, but her husband does not want to have a child with her. Zenobia is hunting for a husband while Cleavon just wants someone who can love him with his deficiencies. Phil has a wife and two children, but the wife is not keen on marriage and motherhood responsibilities. Confronted with relationship challenges, the four friends find it extremely important to support each other in their situations and they finally find true companionship among themselves. Introduction of the New Character Parr used new characters to develop the plot. As such, the new characters are given interesting roles that are related to the plot. The four friends are all pursuing love hence the new characters are introduced as possible partners. For example, Zane comes into the film as Zenobia’s suitor while Coco comes in as Phil’s wife. Austin, Falinda and Nick West are introduced as Victoria’s husband, Cleavon’s girlfriend and potential lover for Zenobia respectively. Again, Purr does not introduce the new characters at once, but in different scenes as the movie unfolds. Coco comes in first followed by Falinda, then Nick West and finally Zane. The new characters demonstrate their personality and intentions during introduction. Plot Acted in America, “35 and Ticking” is a romantic comedy that centers around four childhood friends. The film has got three major points in its plot as discussed below. Plot point one shows four friends struggling to get partners and start families. Zenobia is looking for a man to marry her. Victoria has a husband, but he is not willing to give her a child. Phil has an irresponsible wife and Cleavon is looking for a woman who can love him for whom he is. The mid-point plot shows the four friends struggling with relationships to fulfil their ambitions. Zenobia finds herself on a terrible date with Zane and gets seduced severally by Nick West as well. She, however, has feelings for Phil, which gets stronger when Coco leaves Phil for Nick West. Cleavon falls for Falinda, a graduate nurse, and their relationship get more intimate when she finally finds out about his job as a sperm donor. Victoria is having problems with her husband and they end up divorcing. Phil’s marriage goes from bad to worse when his wife abandons him for Nick. Finally, the climax occurs when the four friends finally end their struggles and live happily ever. Cleavon marries Falinda. Victoria is divorced and her ex-husband impregnates another younger girl. Coco wants to come back to her children, but it is too late because Phil is already married to Zenobia and is expecting a child. How the Major Components Influence the Characters’ Arc The major components affecting the characters’ arc are theme, the characters, setting and the type of film (romance comedy). The film is a romantic comedy with four friends seeking love. The theme i
Introduction The Airbus A380 is an airliner that has the largest capacity for passengers. Going by the records, this airliner was produced by European corporation Airbus. This corporation is an EADS subsidiary. The body of the Airbus A380 is wide and big. To run such a machine, there are four powerful engines. In addition to that, there are two decks, one on the bottom and the other on the top. Due to its large size, many airports that had the interest of accommodating it had to expand their runways and the landing space. Moreover, the airbus has an admirable appeal. It has, therefore, attracted both leisure and business passengers over the years, especially since 2007. Many passengers have found it to be reliable regarding the fact that it has scheduled to fly to many parts of the world. Its comfortability is a thing to boast of. Customers get to experience the real comfort that t
Businesses require human and physical resources for effective production. Both the resources need planning to ensure that at any one point, they are neither excess nor insufficient. Human resource management department of a company assisted by line managers and teams themselves undertakes the role of managing human resources. They set internal rules governing human resources relation and put on measures to comply with national and international labour laws. A well managed human resource lead to a company that enjoy intellectual and knowledge assets in human beings. Whether a business is a multinational, large scale, state corporation, micro or small-scale enterprise (SMEs), human resources management cannot be over-looked (Garengo , Stefan, and Umit 25-34). This paper looks into human resource management in small organisations (SMEs). Small Scale enterprises (SMEs) According to European Union (EU), a small-scale business is any business that has a minimum of 10 employees and a maximum of 250. In Germany, an SME is a business with employees ranging from 10 to 300 while in United States; it has separated small scale and medium scale. Small-scale businesses have 10 to 100 employees while medium has 100 to five hundred employees. It does not matter the number of employees but for an effective and efficient business, management should ensure that they manage their employees well. Special characteristic of SMEs human resources In most cases, SMEs are family business; family members with some entrepreneurial characters/attributes form them. This makes the leaders not to be highly trained in management more so human and personnel management. They may be specialists in a certain field that does not guarantee that they can manage their human resources effectively. In some micro and small-scale businesses, there are not separate department that looks into human resource issues; the management/entrepreneur doubles as the overall leader and the human resource manager. Secondly, these organizations lack a long-term vision and thus defining their employee’s career path is a problem. With the uncertainty, employees are constantly looking for better offers. This reduces motivation among the employees. In most case, SMEs management are impatient in development of talents especially if they take a long period to emerge. They focus on immediate results from people who are highly innovative and creative. To tap this intellectual asset, there is need to manage human resources effectively (Garengo , Stefan, and Umit 25-34). Human resource management theories assume that SMEs are a “scale down” of large organisation and thus HRM strategies applicable in large institutions are applicable in SMEs. This is not the case. The following are the strategies that SMEs can use to manage their employees effectively: Planning of human resources The decision to employ, deploy, train or fire employees should not be a decision from intuition thinking of the entrepreneur. The owner or manager should consult other line manager