Telling Stories Sequencing for ESL Students

Telling stories is common in any language. Think of all the situations in which you might  tell a story in everyday life: Talking about last weekend to a friend.Giving details about something that happened during a job interview.Relating information about your family to your children.Telling colleagues about what happened on a business trip. In each of these situations—and many others—you provide information about something that happened in the past. To help your audience understand your stories, you need to link this information from the past together. One of the most important ways to link ideas is to sequence them. The passages below are good examples of sequenced ideas. Read the examples and then measure your understanding with a quiz. The answers are at the bottom. EXAMPLE PASSAGE: A Conference in Chicago Last week, I visited Chicago to attend a business conference. While I was there, I decided to visit the Art Institute of Chicago. To start off, my flight was delayed. Next, the airline lost my luggage, so I had to wait for two hours at the airport while they tracked it down. Unexpectedly, the luggage had been set aside and forgotten. As soon as they found my luggage, I found a taxi and rode into town. During the ride into town, the driver told me about his last visit to the Art Institute. After I had arrived safely, everything began to go smoothly. The business conference was very interesting, and I thoroughly enjoyed my visit to the institute. Finally, I caught my flight back to Seattle. Luckily, everything went smoothly. I arrived home just in time to kiss my daughter goodnight. Sequencing Steps Sequencing refers to the order in which events happened. Sequencing is often made easier by the use of transition words. Following are some of the most common words and expressions used to sequence when writing or speaking. Beginning your story Create the beginning of your story with these expressions. Use a comma after the introductory phrase. First of all,To start off with,Initially,To begin with, Examples of these beginning phrases in use include: To begin with, I began my education in London.First of all, I opened the cupboard.To start off with, we decided our destination was New York.Initially, I thought it was a bad idea. Continuing the story You can continue the story with the following expressions, or use a time clause beginning with as soon as or after. When using a time clause, use the  past simple  after the time expression, such as: Then,After that,Next,As soon as / When full clause,...but thenImmediately, Examples of using these continuing phrases in a story include: Then, I started to get worried.After that, we knew that there would be no problem!Next, we decided on our strategy.As soon as we arrived, we unpacked our bags.We were sure everything was ready, but then we discovered some unexpected problems.Immediately, I telephoned my friend Tom. Interruptions and Adding New Elements to the Story You can use the following expressions to add suspense to your story: Suddenly,Unexpectedly, Examples of using these interrupting phrases or turning to a new element include: Suddenly, a child burst into the room with a note for Ms. Smith.Unexpectedly, the people in the room didnt agree with the mayor. Ending the Story Mark the end of your story with these introductory phrases: Finally,In the end,Eventually, Examples of using these ending words in a story include: Finally, I flew to London for my meeting with Jack.In the end, he decided to postpone the project.Eventually, we became tired and returned home. When you tell stories, you will also need to give reasons for actions. Review tips on  linking your ideas  and providing reasons for your actions  to help you understand how to do so. Events Occurring at the Same Time The use of while and as introduce a  dependent clause  and  require an  independent clause  to complete your sentence. During is used with a noun, noun phrase, or noun clause and does not require a subject and object. The construction for this kind of sentence is: While / As subject verb dependent clause or independent clause while / as subject verb An example of using while in a sentence is: While I was giving the presentation, a member of the audience asked an interesting question.Jennifer told her story as I prepared dinner. The construction for using during in a sentence is: During noun (noun clause) Examples of using during in a sentence include: During the meeting, Jack came over and asked me a few questions.We explored a number of approaches during the presentation.   Test Your Knowledge! Provide an appropriate sequencing word to fill in the blanks. The answers follow the quiz. My friend and I visited Rome last summer. (1) ________, we flew from New York to Rome in first class. It was fantastic! (2) _________ we arrived in Rome, we (3) ______ went to the hotel and took a long nap. (4) ________, we went out to find a great restaurant for dinner. (5) ________, a scooter appeared out of nowhere and almost hit me! The rest of the trip had no surprises. (6) __________, we began to explore Rome. (7) ________ the afternoons, we visited ruins and museums. At night, we hit the clubs and wandered the streets. One night, (8) ________ I was getting some ice cream, I saw an old friend from high school. Imagine that! (9) _________, we caught our flight back to New York. We were happy and ready to begin work again. Multiple answers are possible for some  of the blanks: First of all / To start off with / Initially / To begin withAs soon as / WhenimmediatelyThen / After that / Next  Suddenly / Unexpectedly  Then / After that / Next  DuringWhile / As  Finally / In the end / Eventually

Sexual Harassment at Workplace Free Essays

Sexual Harassment At Workplace We are still carrying that legacy where women are treated as secondary to men. True, the times have changed with Industrial Revolution and then the technological advances; women have been recognized as equal to men all over. But the legacy which was carried from so many ages goes on and it takes time to change the mind sets of all Indians. We will write a custom essay sample on Sexual Harassment at Workplace or any similar topic only for you Order Now The political system has to change and the entire systems ale customs like Sati etc. hich are still rampant in some parts of India and yes the dowry system which is present everywhere have to go if women have to enjoy equal respect along with men. As long as these evil practices continue and till commercialization of women through each and every useless advertisement is practiced harassment of women not only in work place but in home, in street, in college everywhere will continue and male chauvinism tries to dominate the female submissiveness everywhere. According to the Protection of Human Right Act, 1993 â€Å"human rights† means the rights relating to life, liberty, equality and dignity of the individual guaranteed by the Constitution or embodied in the International Covenants and enforceable by courts in India. It is necessary and expedient for employers in work places as well as other responsible persons or institutions to observe certain guidelines to ensure the prevention of sexual harassment of women as to live with dignity is a human right guaranteed by our constitution. India In India Sexual harassment has been termed as â€Å"Eve teasing† and is described as: unwelcome sexual gesture or behavior whether directly or indirectly as sexually colored remarks; physical contact and advances; showing pornography; a demand or request for sexual favors; any other unwelcome physical, verbal/non-verbal conduct being sexual in nature. The critical factor is the unwelcomed behavior, thereby making the impact of such actions on the recipient more relevant rather than intent of the perpetrator. As per the Indian Constitution, sexual harassment infringes the fundamental ight of a woman to gender equality under Article 14 of the Constitution of India and her right to life and live with dignity under Article 21 of the Constitution. Although there is no specific law against sexual harassment at workplace in India but many provisions in other legislations protect against sexual harassment at workplace, such as Section 354, IPC deals with â€Å"assault or criminal for ce to a woman with the intent to outrage her modesty, and Section 509, IPC deals with â€Å"word, gesture or act intended to insult the modesty of a woman. What amounts to sexual harassment? In 1997 in Vishaka Vs. State of Rajasthan and others, for the first time sexual harassment had been explicitly- legally defined as an unwelcome sexual gesture or behaviour whether directly or indirectly as 1. Sexually coloured remarks 2. Physical contact and advances 3. Showing pornography 4. A demand or request for sexual favours 5. Any other unwelcome physical, verbal/non-verbal conduct being sexual in nature. It was in this landmark case that the sexual harassment was identified as a separate illegal behaviour. The critical factor in sexual harassment is the unwelcomeness of the behaviour. Thereby making the impact of such actions on the recipient more relevant rather than intent of the perpetrator- which is to be considered. In any kind of organization i. e. government, private or public enterprises such kind of conduct creates an apprehension in the minds of the employees that if they don’t perform the work given to them they will be one the victims of sexual harassment and thereby it creates fear in their minds. On the other hands it is also the employer who might threat the employee regarding there transfer, promotion etc. nd it has been seen in the corporates that the employer do ask for some kind of favour in order to give the job, transfer or promotion or for that matter in order to increase their salary. All this amounts to Sexual Harassment because it is done against the will of the person and the employees who are in need of the above things do agree to the terms of the employer. In other words it can be said that, it is discriminatory when the woman h as reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment. Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto. Laws under which a case can be filed In India there is no specific law relating to Sexual Harassment at workplace but there are certain sections in the Indian Penal Code (IPC) and Constitution and certain other laws and Acts that protect the women’s from sexual harassment at workplace and they are as follows: Section 354, IPC deals with assault or criminal force to a woman with the intent to outrage her modesty and lays down that: Whoever assaults or uses criminal force to any woman, intending to outrage or knowing it to be likely that he will thereby outrage her modesty, shall be punished with imprisonment of either description for a term which may extend to two years, or with fine or both. In cases where the accused sexually harasses or insults the modesty of a woman by way of either- obscene acts or songs or- by means of words, gesture, or acts intended to insult the modesty of a woman, he shall be punished under Sections. 94 and 509 respectively. Under Sec. 294 the obscene act or song must cause annoyance. Though annoyance is an important ingredient of this offence, it being associated with the mental condition, has often to be inferred from proved facts. However, another important ingredient of this offence is that the obscene acts or songs must be committed or sung in or near any public place. Section 509, IPC deals with word, gesture or act intended to insult the modesty of a woman and lays down that: Whoever intending to insult the modesty of any woman utters any word, makes any sound or gesture, or exhibits any object intending that such word or sound shall be heard, or that such gesture or object shall be seen by such woman, or intrudes upon the privacy of such woman, shall be punished with simple imprisonment for a term which may extend to one year, or with fine, or both. (Cognizable and bailable offences). Civil suit can be filed for damages under tort laws. That is, the basis for filing the case would be mental anguish, physical harassment, loss of income and employment caused by the sexual harassment. Under the Indecent Representation of Women (Prohibition) Act (1987) if an individual harasses another with books, photographs, paintings, films, pamphlets, packages, etc. containing â€Å"indecent representation of women†; they are liable for a minimum sentence of 2 years. Section 7 (Offenses by Companies) holds companies where there has been â€Å"indecent representation of women† (such as the display of pornography) on the premises guilty of offenses under this act, with a minimum sentence of 2 years. Early history of the use of the term â€Å"Sexual harassment† The term sexual harassment was used in 1973 in a report to the then President and Chancellor of MIT about various forms of gender issues. In the book In Our Time: Memoir of a Revolution (1999), journalist Susan Brown miller quotes the Cornell activists who in 1975 thought they had coined the term sexual harassment: â€Å"Eight of them were sitting in an office †¦ brainstorming about what they were going to write on posters for their speak-out. They were referring to it as ‘sexual intimidation,’ ‘sexual coercion,’ ‘sexual exploitation on the job. None of those names seemed quite right. They wanted something that embraced a whole range of subtle and un-subtle persistent behaviors. Somebody came up with ‘harassment. ‘ ‘Sexual harassment! ‘ Instantly they agreed. That’s what it was. † These activists, Lin Farley, Susan Meyer, and Karen Sauvigne w ent on to form Working Women’s Institute which, along with the Alliance against Sexual Coercion, founded in 1976 by Freada Klein, Lynn Wehrli, and Elizabeth Cohn-Stuntz, were among the pioneer organizations to bring sexual harassment to public attention in the late 1970s. Harassment Situations Sexual harassments can occur in a variety of circumstances. Often, but not always, the harasser is in a position of power or authority over the victim (due to differences in age, or social, political, educational or employment relationships). The harasser and the victim can be anyone and of any gender, such as a client, a co-worker, a teacher or professor, a student, a friend, or a stranger. The victim does not have to be the person directly harassed but can be anyone who finds the behavior offensive and is affected by it. Adverse effects on the target are common. The harasser does not have to be of the opposite sex. The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful. Misunderstanding can result from a situation where one thinks he/she is making themselves clear, but is not understood the way they intended. The misunderstanding can either be reasonable or unreasonable. An example of unreasonable is when a man holds a certain stereotypical view of a woman such that he did not understand the woman’s explicit message to stop. Types of harassment There is often more than one type of harassing behavior present, so a single harasser may fit more than one category. The different types of harassment could be; Stalking. Pest, Bully, Power-Player, Mother/Father figure (a. k. a the counselor helper), Groper, One-Of-The-Gang, Serial Harasser, Opportunist, Confidante, Situational Harasser etc. Steps to be taken by the employers In Vishaka Vs. State of Rajasthan and others, the Supreme Court in absence of ny enacted law (which still remains absent- save the Supreme Court guidelines as stated hereunder) to provide for effective enforcement of basic human rights of gender equality and guarantee against sexual harassment, laid down the following guidelines: All Employers or persons in charge of work place whether in public or private sector should take appropriate steps to prevent sexual harassment. Without prejudice to the generality of this obligation they should take the following steps: (a) Express prohibition of s exual harassment as defined, above at the work place should be notified, published and circulated in appropriate ways. b) The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules / regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender. (c) As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1940. d) Appropriate work conditions should be provided in respect of work, leisure, health and hygiene to further ensure that there is no hostile environment towards women at work places and no employee woman should have reasonable grounds to believe that she is disadvantaged in connection with her employment. Awareness Rights of female employees in this regard should be created in particular by prominently notifying the guidelines (and appropriate legislation whe n enacted on the subject) in a suitable manner. This is one of the most important factors that should be taken up seriously both by the employer and the government. The female employees should be made aware of the rights that are available to them relating to Sexual Harassment. In the metropolitan cities the female employees working in good companies and working at high level are very well about their rights but those females who are working at the low level and in small towns hardly know about their rights which they can exercise for any kind of sexual harassment thereby getting relief from the court as well as their dignity lost due to this harassment. Effects of sexual harassment on organizations Sexual Harassment has an adverse effect on the organization as the working enthusiasm of the sexually harassed female employee goes down, she is not able to work in the same way as she was before being harassed and thus she is not able to give her 100% to the organization thereby leading to decreased job satisfaction. This is only one the factor there might be loss of staff and expertise from resignations to avoid harassment or resignations/firings of alleged harassers; loss of students who leave school to avoid harassment. And the most important there might be decrease in the productivity level and increase in team conflicts. Decrease in success at meeting financial goals (because of team conflict) and this may lead to loss for the organization as they fail to achieve the goal of the organization. Some other problems that the organization has to face due to the harassment; Increased health care costs and sick pay costs because of the health consequences of harassment, the knowledge that harassment is permitted can undermine ethical standards and discipline in the organization in general, as staff and/or students lose respect for, and trust in, their seniors who indulge in, or turn a blind eye to, sexual harassment, if the problem is ignored, a company’s or school’s image can suffer, legal costs if the problem is ignored and complainants take the issue to court. Some famous case laws relating to Sexual Harassment One of the most famous case laws in the history of India relating to sexual harassment is Vishaka v State of Rajasthan and others, wherein for the first time the definition of sexual harassment was defined, certain guidelines pertaining to the employers were laid down, as to how their contribution in the organization could avoid sexual harassment of the female employees in the organization. In this particular case a writ petition was filed by ‘Vishaka’- a non Governmental organization working for gender equality by way of PIL seeking enforcement of fundamental rights of working women under Article. 21 of the Constitution. case: A K. Chopra’s case, is the first case in which the Supreme Court applied the law laid down in Vishaka’s case and upheld the dismissal of a superior officer of the Delhi based Apparel Export Promotion Council who was found guilty of sexual harassment of a subordinate female employee at the place of work on the ground that it violated her fundamental right guaranteed by Article. 21 of the Constitution. In both cases the Supreme Court observed, that † In cases involving Human Rights, the Courts must be alive to the International Conventions and Instruments as far as possible to give effect to the principles contained therein- such as the Convention on the Eradication of All forms of Discrimination Against Women, 1979 [CE DAW] and the Beijing Declaration directing all state parties to take appropriate measures to prevent such discrimination. † The guidelines and judgments have identified sexual harassment as a question of power exerted by the perpetrator on the victim. Therefore sexual harassment in addition to being a violation of the right to safe working conditions is also a violation of the right to bodily integrity of the woman. In Rupan Deol Bajaj Vs. K PS. Gill, a senior IAS officer, Rupan Bajaj was slapped on the posterior by the then Chief of Police, Punjab- Mr. K P S. Gill at a dinner party in July 1988. Rupan Bajaj filed a suit against him, despite the public opinion that she was blowing it out of proportion, along with the attempts by all the senior officials of the state to suppress the matter. The Supreme Court in January, 1998 fined Mr. K P S. Gill Rs. 2. 5 lacs in lieu of three months Rigorous Imprisonment under Sections. 294 and 509 of the Indian Penal Code. In N Radhabai Vs. D. Ramchandran, Radhabai, Secretary to D Ramchandran, the then social minister for state protested against his abuse of girls in the welfare institutions, he attempted to molest her, which was followed by her dismissal. The Supreme Court in 1995 passed the judgment in her favour, with back pay and perks from the date of dismissal. These are some of the famous case laws in the history of India which have completely justified sexual harassment at a workplace and held the accused liable, be it a Chief Police Officer or a Social minister. Conclusion Sexual Harassment at workplace, it’s not only the duty of the employer to make sure that the female employees are provided with the proper working conditions, rules and regulations etc. it’s also the duty of the female employees to make sure that where ever they are working is that a safe place, there is no kind of fear as to promotion, transfer, salary etc. if she refuses to take the offer given to her. It’s also their duty to make sure that they inform the management of the head of the organization if any kind of unwelcomed behavior is being noticed by them so that the organization can take the right step at the right time. The females working in corporate sectors the big cities like Delhi, Mumbai, and Bengaluru are very well aware about their rights or as or as to what steps should be taken if sexual harassment is done to them but then there are hardly any female employees working in small industries, villages where the rate of sexual harassment is high know about all the laws, rights and reliefs that are available for them. In the past three years there have been thirty police official who have been arrested for sexual harassment. Now if the helpers of the law are going to do this then what can we expect form the ordinary citizens. The Sexual Harassment at Workplace Bill 2010 focuses on women’s right to protection against sexual harassment at the workplace. The Passing of this bill will empower the women to action against the wrongdoer in a more powerful and stronger manner. How to cite Sexual Harassment at Workplace, Essay examples Sexual Harassment at Workplace Free Essays Sexual Harassment At Workplace We are still carrying that legacy where women are treated as secondary to men. True, the times have changed with Industrial Revolution and then the technological advances; women have been recognized as equal to men all over. But the legacy which was carried from so many ages goes on and it takes time to change the mind sets of all Indians. We will write a custom essay sample on Sexual Harassment at Workplace or any similar topic only for you Order Now The political system has to change and the entire systems ale customs like Sati etc. hich are still rampant in some parts of India and yes the dowry system which is present everywhere have to go if women have to enjoy equal respect along with men. As long as these evil practices continue and till commercialization of women through each and every useless advertisement is practiced harassment of women not only in work place but in home, in street, in college everywhere will continue and male chauvinism tries to dominate the female submissiveness everywhere. According to the Protection of Human Right Act, 1993 â€Å"human rights† means the rights relating to life, liberty, equality and dignity of the individual guaranteed by the Constitution or embodied in the International Covenants and enforceable by courts in India. It is necessary and expedient for employers in work places as well as other responsible persons or institutions to observe certain guidelines to ensure the prevention of sexual harassment of women as to live with dignity is a human right guaranteed by our constitution. India In India Sexual harassment has been termed as â€Å"Eve teasing† and is described as: unwelcome sexual gesture or behavior whether directly or indirectly as sexually colored remarks; physical contact and advances; showing pornography; a demand or request for sexual favors; any other unwelcome physical, verbal/non-verbal conduct being sexual in nature. The critical factor is the unwelcomed behavior, thereby making the impact of such actions on the recipient more relevant rather than intent of the perpetrator. As per the Indian Constitution, sexual harassment infringes the fundamental ight of a woman to gender equality under Article 14 of the Constitution of India and her right to life and live with dignity under Article 21 of the Constitution. Although there is no specific law against sexual harassment at workplace in India but many provisions in other legislations protect against sexual harassment at workplace, such as Section 354, IPC deals with â€Å"assault or criminal for ce to a woman with the intent to outrage her modesty, and Section 509, IPC deals with â€Å"word, gesture or act intended to insult the modesty of a woman. What amounts to sexual harassment? In 1997 in Vishaka Vs. State of Rajasthan and others, for the first time sexual harassment had been explicitly- legally defined as an unwelcome sexual gesture or behaviour whether directly or indirectly as 1. Sexually coloured remarks 2. Physical contact and advances 3. Showing pornography 4. A demand or request for sexual favours 5. Any other unwelcome physical, verbal/non-verbal conduct being sexual in nature. It was in this landmark case that the sexual harassment was identified as a separate illegal behaviour. The critical factor in sexual harassment is the unwelcomeness of the behaviour. Thereby making the impact of such actions on the recipient more relevant rather than intent of the perpetrator- which is to be considered. In any kind of organization i. e. government, private or public enterprises such kind of conduct creates an apprehension in the minds of the employees that if they don’t perform the work given to them they will be one the victims of sexual harassment and thereby it creates fear in their minds. On the other hands it is also the employer who might threat the employee regarding there transfer, promotion etc. nd it has been seen in the corporates that the employer do ask for some kind of favour in order to give the job, transfer or promotion or for that matter in order to increase their salary. All this amounts to Sexual Harassment because it is done against the will of the person and the employees who are in need of the above things do agree to the terms of the employer. In other words it can be said that, it is discriminatory when the woman h as reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment. Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto. Laws under which a case can be filed In India there is no specific law relating to Sexual Harassment at workplace but there are certain sections in the Indian Penal Code (IPC) and Constitution and certain other laws and Acts that protect the women’s from sexual harassment at workplace and they are as follows: Section 354, IPC deals with assault or criminal force to a woman with the intent to outrage her modesty and lays down that: Whoever assaults or uses criminal force to any woman, intending to outrage or knowing it to be likely that he will thereby outrage her modesty, shall be punished with imprisonment of either description for a term which may extend to two years, or with fine or both. In cases where the accused sexually harasses or insults the modesty of a woman by way of either- obscene acts or songs or- by means of words, gesture, or acts intended to insult the modesty of a woman, he shall be punished under Sections. 94 and 509 respectively. Under Sec. 294 the obscene act or song must cause annoyance. Though annoyance is an important ingredient of this offence, it being associated with the mental condition, has often to be inferred from proved facts. However, another important ingredient of this offence is that the obscene acts or songs must be committed or sung in or near any public place. Section 509, IPC deals with word, gesture or act intended to insult the modesty of a woman and lays down that: Whoever intending to insult the modesty of any woman utters any word, makes any sound or gesture, or exhibits any object intending that such word or sound shall be heard, or that such gesture or object shall be seen by such woman, or intrudes upon the privacy of such woman, shall be punished with simple imprisonment for a term which may extend to one year, or with fine, or both. (Cognizable and bailable offences). Civil suit can be filed for damages under tort laws. That is, the basis for filing the case would be mental anguish, physical harassment, loss of income and employment caused by the sexual harassment. Under the Indecent Representation of Women (Prohibition) Act (1987) if an individual harasses another with books, photographs, paintings, films, pamphlets, packages, etc. containing â€Å"indecent representation of women†; they are liable for a minimum sentence of 2 years. Section 7 (Offenses by Companies) holds companies where there has been â€Å"indecent representation of women† (such as the display of pornography) on the premises guilty of offenses under this act, with a minimum sentence of 2 years. Early history of the use of the term â€Å"Sexual harassment† The term sexual harassment was used in 1973 in a report to the then President and Chancellor of MIT about various forms of gender issues. In the book In Our Time: Memoir of a Revolution (1999), journalist Susan Brown miller quotes the Cornell activists who in 1975 thought they had coined the term sexual harassment: â€Å"Eight of them were sitting in an office †¦ brainstorming about what they were going to write on posters for their speak-out. They were referring to it as ‘sexual intimidation,’ ‘sexual coercion,’ ‘sexual exploitation on the job. None of those names seemed quite right. They wanted something that embraced a whole range of subtle and un-subtle persistent behaviors. Somebody came up with ‘harassment. ‘ ‘Sexual harassment! ‘ Instantly they agreed. That’s what it was. † These activists, Lin Farley, Susan Meyer, and Karen Sauvigne w ent on to form Working Women’s Institute which, along with the Alliance against Sexual Coercion, founded in 1976 by Freada Klein, Lynn Wehrli, and Elizabeth Cohn-Stuntz, were among the pioneer organizations to bring sexual harassment to public attention in the late 1970s. Harassment Situations Sexual harassments can occur in a variety of circumstances. Often, but not always, the harasser is in a position of power or authority over the victim (due to differences in age, or social, political, educational or employment relationships). The harasser and the victim can be anyone and of any gender, such as a client, a co-worker, a teacher or professor, a student, a friend, or a stranger. The victim does not have to be the person directly harassed but can be anyone who finds the behavior offensive and is affected by it. Adverse effects on the target are common. The harasser does not have to be of the opposite sex. The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful. Misunderstanding can result from a situation where one thinks he/she is making themselves clear, but is not understood the way they intended. The misunderstanding can either be reasonable or unreasonable. An example of unreasonable is when a man holds a certain stereotypical view of a woman such that he did not understand the woman’s explicit message to stop. Types of harassment There is often more than one type of harassing behavior present, so a single harasser may fit more than one category. The different types of harassment could be; Stalking. Pest, Bully, Power-Player, Mother/Father figure (a. k. a the counselor helper), Groper, One-Of-The-Gang, Serial Harasser, Opportunist, Confidante, Situational Harasser etc. Steps to be taken by the employers In Vishaka Vs. State of Rajasthan and others, the Supreme Court in absence of ny enacted law (which still remains absent- save the Supreme Court guidelines as stated hereunder) to provide for effective enforcement of basic human rights of gender equality and guarantee against sexual harassment, laid down the following guidelines: All Employers or persons in charge of work place whether in public or private sector should take appropriate steps to prevent sexual harassment. Without prejudice to the generality of this obligation they should take the following steps: (a) Express prohibition of s exual harassment as defined, above at the work place should be notified, published and circulated in appropriate ways. b) The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules / regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender. (c) As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1940. d) Appropriate work conditions should be provided in respect of work, leisure, health and hygiene to further ensure that there is no hostile environment towards women at work places and no employee woman should have reasonable grounds to believe that she is disadvantaged in connection with her employment. Awareness Rights of female employees in this regard should be created in particular by prominently notifying the guidelines (and appropriate legislation whe n enacted on the subject) in a suitable manner. This is one of the most important factors that should be taken up seriously both by the employer and the government. The female employees should be made aware of the rights that are available to them relating to Sexual Harassment. In the metropolitan cities the female employees working in good companies and working at high level are very well about their rights but those females who are working at the low level and in small towns hardly know about their rights which they can exercise for any kind of sexual harassment thereby getting relief from the court as well as their dignity lost due to this harassment. Effects of sexual harassment on organizations Sexual Harassment has an adverse effect on the organization as the working enthusiasm of the sexually harassed female employee goes down, she is not able to work in the same way as she was before being harassed and thus she is not able to give her 100% to the organization thereby leading to decreased job satisfaction. This is only one the factor there might be loss of staff and expertise from resignations to avoid harassment or resignations/firings of alleged harassers; loss of students who leave school to avoid harassment. And the most important there might be decrease in the productivity level and increase in team conflicts. Decrease in success at meeting financial goals (because of team conflict) and this may lead to loss for the organization as they fail to achieve the goal of the organization. Some other problems that the organization has to face due to the harassment; Increased health care costs and sick pay costs because of the health consequences of harassment, the knowledge that harassment is permitted can undermine ethical standards and discipline in the organization in general, as staff and/or students lose respect for, and trust in, their seniors who indulge in, or turn a blind eye to, sexual harassment, if the problem is ignored, a company’s or school’s image can suffer, legal costs if the problem is ignored and complainants take the issue to court. Some famous case laws relating to Sexual Harassment One of the most famous case laws in the history of India relating to sexual harassment is Vishaka v State of Rajasthan and others, wherein for the first time the definition of sexual harassment was defined, certain guidelines pertaining to the employers were laid down, as to how their contribution in the organization could avoid sexual harassment of the female employees in the organization. In this particular case a writ petition was filed by ‘Vishaka’- a non Governmental organization working for gender equality by way of PIL seeking enforcement of fundamental rights of working women under Article. 21 of the Constitution. case: A K. Chopra’s case, is the first case in which the Supreme Court applied the law laid down in Vishaka’s case and upheld the dismissal of a superior officer of the Delhi based Apparel Export Promotion Council who was found guilty of sexual harassment of a subordinate female employee at the place of work on the ground that it violated her fundamental right guaranteed by Article. 21 of the Constitution. In both cases the Supreme Court observed, that † In cases involving Human Rights, the Courts must be alive to the International Conventions and Instruments as far as possible to give effect to the principles contained therein- such as the Convention on the Eradication of All forms of Discrimination Against Women, 1979 [CE DAW] and the Beijing Declaration directing all state parties to take appropriate measures to prevent such discrimination. † The guidelines and judgments have identified sexual harassment as a question of power exerted by the perpetrator on the victim. Therefore sexual harassment in addition to being a violation of the right to safe working conditions is also a violation of the right to bodily integrity of the woman. In Rupan Deol Bajaj Vs. K PS. Gill, a senior IAS officer, Rupan Bajaj was slapped on the posterior by the then Chief of Police, Punjab- Mr. K P S. Gill at a dinner party in July 1988. Rupan Bajaj filed a suit against him, despite the public opinion that she was blowing it out of proportion, along with the attempts by all the senior officials of the state to suppress the matter. The Supreme Court in January, 1998 fined Mr. K P S. Gill Rs. 2. 5 lacs in lieu of three months Rigorous Imprisonment under Sections. 294 and 509 of the Indian Penal Code. In N Radhabai Vs. D. Ramchandran, Radhabai, Secretary to D Ramchandran, the then social minister for state protested against his abuse of girls in the welfare institutions, he attempted to molest her, which was followed by her dismissal. The Supreme Court in 1995 passed the judgment in her favour, with back pay and perks from the date of dismissal. These are some of the famous case laws in the history of India which have completely justified sexual harassment at a workplace and held the accused liable, be it a Chief Police Officer or a Social minister. Conclusion Sexual Harassment at workplace, it’s not only the duty of the employer to make sure that the female employees are provided with the proper working conditions, rules and regulations etc. it’s also the duty of the female employees to make sure that where ever they are working is that a safe place, there is no kind of fear as to promotion, transfer, salary etc. if she refuses to take the offer given to her. It’s also their duty to make sure that they inform the management of the head of the organization if any kind of unwelcomed behavior is being noticed by them so that the organization can take the right step at the right time. The females working in corporate sectors the big cities like Delhi, Mumbai, and Bengaluru are very well aware about their rights or as or as to what steps should be taken if sexual harassment is done to them but then there are hardly any female employees working in small industries, villages where the rate of sexual harassment is high know about all the laws, rights and reliefs that are available for them. In the past three years there have been thirty police official who have been arrested for sexual harassment. Now if the helpers of the law are going to do this then what can we expect form the ordinary citizens. The Sexual Harassment at Workplace Bill 2010 focuses on women’s right to protection against sexual harassment at the workplace. The Passing of this bill will empower the women to action against the wrongdoer in a more powerful and stronger manner. How to cite Sexual Harassment at Workplace, Papers

To Kill A Mockingbird Essays (1070 words) - To Kill A Mockingbird

To Kill a Mockingbird To Kill a Mockingbird is definitely an excellent novel in that it portrays life and the role of racism in the 1930's. A reader may not interpret several aspects in and of the book through just the plain text. Boo Radley, Atticus, and the title represent three such things. Not really disclosed to the reader until the end of the book, Arthur "Boo" Radley plays an important role in the development of both Scout and Jem. In the beginning of the story, Jem, Scout, and Dill fabricate horror stories about Boo. They find Boo as a character of their amusement, and one who has no feelings whatsoever. They tried to get a peep at him, just to see what Boo looked like. Scout connects Boo with the Mockingbird. Mrs. Maudie defines a mockingbird as one who "?don't do one thing but make music for us to enjoy. They don't eat up people's gardens, don't nest in corncribs, they don't do one thing but sing their hearts out for us" (94). Boo is exactly that. Boo is the person who put a blanket around Scout and Jem when it was cold. Boo was the one putting "gifts" in the tree. Boo even sewed up Jem's pants that tore on Dill's last night. Boo was the one who saved their lives. On the contrary to Scout's primary belief, Boo never harms anyone. Scout also realizes that she wrongfully treated Boo when she thinks about the gifts in the tree. She never gave anything back to Boo, except love at the end. When Scout escorts Arthur home and stands on his front porch, she sees the same street she saw, just from an entirely different perspective. Scout learns what a Mockingbird is, and who represents one. Arthur Radley not only plays an important role in developing Scout and Jem, but helps in developing the novel. Boo can be divided into three stages. Primitively, Boo is Scout's worst nightmare. However, the author hints at Boo actually existing as a nice person when he places things in the tree. The secondary stage is when Mrs. Maudie's house burned to the ground. As Scout and Jem were standing near Boo's house, it must have been rather cold. So, Boo places a warm and snug blanket around Scout and Jem, to keep them warm. This scene shows Boo's more sensitive and caring side of him, and shows that he really has changed after stabbing his father. The last and definitely most important stage is when he kills Bob Ewell to save Scout and Jem. This stage portrays Boo as the hero and one who has indefinitely changed his personality and attitudes. After the final stage, Boo does not deserve to be locked up inside his house. Atticus Finch is a man of strong morals. He follows them exclusively, and does not hold up to the Finch family name, as defined by Aunt Alexandria. Atticus is the most pure and good-hearted person one may ever `see.` Although it does not seem like it, Scout will evolve into her father; Jem will not. Scout finally understand all the things he says. For example, in the beginning Atticus tells Scout, "You never really understand a person until you consider things from his point of view?until you climb into his skin and walk around in it" (34). She then realizes that Mrs. Caroline did not know Maycomb, and could not just learn it in one day. Scout comes to terms that it was wrong to become upset with Mrs. Caroline. Scout learns several other lessons. For example, on page 94, Atticus says his most important line in the book, "?remember it's a sin to kill a mockingbird." Through clarifications from Mrs. Maudie, Scout accepts her father's words. Atticus also teaches his kids a lesson when he defends Tom Robinson, an innocent black person. Although Atticus knew from the instant he accepted the case that Tom had no chance, he had to do his duty as an honest and impartial citizen of Maycomb. Atticus poured his heart into defending Atticus, and did a damn fine job. He taught his kids the right thing, that all individuals are created equal.

Boundaries Issues Essays - Interpersonal Relationships, Free Essays

Boundaries Issues Essays - Interpersonal Relationships, Free Essays Boundaries Issues Will Darden, Susan Scott, Sarah Pherigo, Joan Lesley Laura Rubio BSHS/335 April 6, 2015 Stephanie Chupein Boundaries Issues A caseworker and client should have boundaries. And these boundaries can be crossed by them in different situations. The relationship is not only about counseling, the boundary can occur when the professionals assume two or more roles at the same time with the client. This may involve the counselor assuming more than one professional role (such as instructor and therapists) or blending a professional and a nonprofessional relationship (such as counselor and friend or counselor and business partner (Corey, G., Corey, Schneider, M., Callanan, P. (2011). There are positives and negatives to every situation. Dual relationships are one of these situations that could have a good or bad outcome. It would depend on the people involved and their values and beliefs. Some examples of this would be if you were to have a sexual relationship with a client or even a former client. Also if you were to become close with a client outside of a professional relationship, for example if you were calling the client and going out to the movies with them. When working in the human service profession you must understand the importance of setting boundaries. One of the most important aspects that a counselor should instill into their work ethics is to build a strong, healthy line of communication and trust in themselves and with their clients. This line of trust will determine if you will have a good working relationship with your client, and that will also determine if the sessions will succeed or will have to be terminated. The professional must understand that mixing a personal and professional relationship with the client could end up in a negative outcome. The purpose of the Code of Ethics is to provide professionals, clients, and others involved with guidelines for making ethical choices in their work. There are ways that a professional can protect themselves in these situations, which would be if they feel that they are getting to close to a client they should talk to someone about it, and ask what steps should be taken to help distance yourself from the client. As a professional we must set boundaries for ourselves, that way we can safeguard ourselves from something like this happening to us.

Chinas Dynasties Circa 2100 BCE - 1911 CE

Chinas Dynasties Circa 2100 BCE - 1911 CE The history of China stretches back into the mists of time. For centuries, scholars from China and abroad believed that the ancient dynasties - those prior to the Qin - were simply mythical. However, the discovery in 1899 of oracle bones from the Shang Dynasty dating back to c. 1500 BCE proved that this dynasty actually existed. The bones provided impressive amounts of information about the Shang royal family, religious beliefs and other aspects of life more than 3,500 years ago. Firm evidence for the Xia Dynasty has yet to be found... but do not bet against it! 3 Sovereigns and 5 Emperors Period (c. 2850 - c. 2200 BCE) Xia Dynasty (c. 2100 - c. 1600 BCE) Shang Dynasty (c. 1700 - 1046 BCE) Zhou Dynasty (c. 1066 - 256 BCE) Qin Dynasty (221 - 206 BCE) Han Dynasty (202 BCE - 220 CE) Three Kingdoms Period (220 - 280 CE) Jin Dynasty (265 - 420) 16 Kingdoms Period (304 - 439) Southern and Northern Dynasties (420 - 589) Sui Dynasty (581 - 618) Tang Dynasty (618 - 907) Five Dynasties and Ten Kingdoms Period (907 - 960) Song Dynasty (906 - 1279) Liao Dynasty (907 - 1125) Western Xia Dynasty (1038 - 1227) Jin Dynasty (1115 - 1234) Yuan Dynasty (1271 - 1368) Ming Dynasty (1368 - 1644) Qing Dynasty (1644 - 1911)

Effect of Ocean acidification upon ability to genetically adapt in Essay - 3

Effect of Ocean acidification upon ability to genetically adapt in Nereis species - Essay Example As such the project will examine how environmental stress manifest itself upon regulation of reproduction, and ultimately, reproductive success. To study the adaptive capacity and resilience in worms, the project will evaluate variations, which are observed in worms that are moved between various pH conditions. This evaluation can also serve as a measure for biomarkers that indicate effects of such pH stress. Studies of specimens that stem from volcanic vents, where release of carbon dioxide occurs, provide an opportunity to learn about the natural ecosystems (Fabry, et al., 2008) that have a low pH. It also provides a potential model to study the likelihood of species acclimatising and living in low pH habitats. The study should reveal more about the mechanisms that allow these worms to survive in these harsh environments. The main aim of this project is to evaluate the molecular and biochemical basis of pH acclimatisation, and the role of environmental factors such as temperature and carbon dioxide levels, which define the vent environment. Ocean acidification involves lowering the pH of ocean water, resulting from an increase in the uptake of CO2. Oceanic CO2 levels have increased over the past centuries, and they continue to rise at higher rates than ever. This has the effect of reducing the natural buffering capacity of the ocean, as well as lowering the pH of the water (Fabry, et al., 2008). Existing in natural CO2 vents, P. dumerilii has exhibited its ability to survive in such extremely low pH levels (Davidson, 2013), as compared to related Nereid species such as Nereis succinea, Nereis diversicolor and Nereis zonata. These pH levels range from 6.6-7.3 in the CO2 vents that exist in Ischia (Calosi, et al., 2013) and P. dumerilii is known to thrive in these vents whilst N. zonata co-occurs in the Ischia area but is not known to inhabit the low pH vents (VodÄÆ', 2015).

Accounting in Society Case Study Example | Topics and Well Written Essays - 1500 words

Accounting in Society - Case Study Example There comes the question of consideration whether the presence of the accounting standards is a good or bad thing. There have been several arguments, in though of Baxter, regarding the presence of the accounting standards because there can be commands as well as regulations which help to run life more smoothly while there is the requirement of flexibility in dealing with certain aspects. It should be considered about the benefits that prevail through the presence of the accounting standards because the standards lay emphasis on what should be done rather than why and how it should be done. Therefore, it is quite important to consider whether having the accounting standards is good or bad because at one side they may make life easy by providing a set of rules and on the other hand it may create life difficult by taking away the flexibility of an accountant. The history of the accounting standards began in the late 1930’s when the idea of accounting based on the standard came to light. United States and the United Kingdom were among the countries which were thoroughly involved in the development of the accounting standards at the start and gave the accounting standards some initial touches. The history of both the countries which brought us the accounting standards today is outlined below with their levels of development in both the United States and United Kingdom. The US based standards took a series of stages to develop and come into a shape. In the beginning, the process was initiated by the committee on accounting procedures in 1939 who issued Accounting research bulletins. The committee worked for around 20 years and issued 50 Accounting Research Bulletins. There was a lot of criticism on that committee and their work because they were accused of not relying on the research that much. Therefore, in its place an Accounting Principles Board came in