Liabilities of a Director Essay Example for Free

Liabilities of a Director Essay A company is usually established by individuals or Directors (officers included) in this case so as to run it in appropriate manner in order to make maximum profits. For this to happen, it is for the company (Pandora Diamonds and Gems Pty Ltd in our case) to enter or make contracts with outsiders like Kaplan Bank Ltd and Space Solutions Pty Ltd as far as our case is concerned. The contracts made by the company with other outsiders are usually done by Directors who are, most often than not, act as representatives of that mentioned company and be able to be liable by the acts of its Directors as stated in s126. Directors acting on behalf of the company during any contracts are usually in a crucial position of trust within that company, and therefore, the vast array of legal duties will stretch out on their shoulders for holding that position. Due to this hot position, it is easier than not, for their powers to be abused in different ways. Directors have been known to abuse their powers in office for their personal gain. For example, Directors have been held liable for inappropriately using company’s funds in making their personal secret profits. In such cases, the corporate law comes into play (the Common Law and the Corporations Act 2001 (Cth)) and Directors or any other officer who recklessly breach specific duties and obligations should be prosecuted in the court of law. So for the purpose of liability, the common law and the Corporations Act 2001 (Cth) have been laid down so as to minimize the risk of wrongful behaviors by company’s Directors. In this paper, I will discuss the responsibilities, liabilities and duties of a director(s) in a company and give examples how Directors of various companies have been accounted or held responsible for infringing Corporations Act 2001 (Cth) laws. Directors’ Duties Since companies are usually established and managed by directors and a number of officers, these directors have that ostensible authority, collectively, to represent that mentioned company and not as an individual Director. As I am going to talk about it below, some individual directors (Andrew and Brian in this case) have been known to enter in to some kind of contract with outsiders (other companies) and not collectively as board of directors, as allowed under s201J and s198D of the Corporations Act 2001 (Cth). Directors, in most cases, have contravened these sections of the Act because they have their own material personal interests outside the company and have disowned their â€Å"duty to act honestly and in good faith to the best interest of the company† as per Part 2D.1 of the Corporations Act 2001 (Cth). Directors can only avoid the civil or criminal penalties for breaching the Corporations Act 2001 (Cth) only if they fully understand their liabilities and duties (Sieve rs, 1997 and Cassidy, 2006). Some of Corporations Acts laws, which directors need to be watchful for, in order to avoid contravening Corporations Act laws, are and not limited to: 1. Act in good faith and honest for the best interest of the company. 2. By considering company’s interests ahead of their own. 3. Avoiding conflicts of duty and interest. 4. Duty to avoid insolvent trading by the company 1. Duty to act honestly and in good faith to the best interest of the company As far as s181 of Corporations Acts 2001 (Cth) is concerned, any director including Andrew and Brian in our case, have to act â€Å"in good faith and in the best interest of the company (Pandora Diamonds and Gems Pty Ltd)† (see Darval v North Sydney Brick and Tile Co (1988) 6 ACLC 154) and not for their personal intentional purposes. In our case, before resigning, Brian set up his own jewellery business so that he can engage in a lucrative business of supplying jewellery to his new friend Victor after resigning from Pandora Diamonds and Gems Pty Ltd. Brian, under Corporations Act 2001 (Cth) s.184, may have infringed the statutory duties that are found in ss.181-183, and therefore liable for civil or criminal penalties as per Corporations Act laws (Sievers, 1997 and Cassidy, 2006). 2. Duty not to improperly use the position of a director to gain any personal benefits As contained in s182 of the Corporations Act 2001 (Cth), directors must demonstrate their powers for the required purposes so that companies like Pandora Diamonds and Gems Pty Ltd for example can benefit and those directors who violate s180 of the Corporations Act law Sbe penalized or disqualified in the court of law as was illustrated in the case of Mills v. Mills (1938) 60 CLR 150 (Cassidy, 2006). In our case, the exercise of power by Brian to secure some personal advantage by starting his own jewellery business, is considered as an ‘improper purpose’ because it is not within the purpose of benefiting Pandora Diamonds and Gems Pty Ltd, but to himself (see Mills v. Mills (1938) 60 CLR 150, Biala Pty Ltd v. Uallina Holdings (No 2) (1993) and ASIC v. Adler (2002)). Eventually, Brian will be responsible for any financial benefit he might have received as the head of Pandora Diamonds and Gems Pty Ltd (see Queensland mine Ltd v Hudson (1978) 18 ALR 1) (Cassidy, 2006, p. 251). 3. Avoiding conflicts of duty and interest. The conflict of interest is a matter for all board of directors that does not only affect specific directors in the company. According to section 182 and 183 of the Corporations Act, any misuse of director’s position just for the disadvantage of the company and for the benefit of the director is generally forbidden by the law (see Aberdeen Railway Co. v. Blaikie Bros (1854). If some sections like s191 to s195 of the Corporation Act is analyzed further, it details some important rules on how Directors (Brian included) are supposed to disclose or declare to the board of directors, if there is any personal interest that is related to the affairs of the company. This is required so as to ensure that the honesty and integrity of directors are thoroughly observed (Cassidy, 2006). As far as our case is concerned, Brian may have violated s181 of the Corporations Act, for he did not declare or disclose to the board of directors that he has some interest of starting is own business as required under s191 (3) and he may be prosecuted in the court of law for not declaring his interest. 4. Duty to prevent insolvent trading by the company Corporate regulators have tried many means to make sure that there are no companies that can trade while insolvent by imposing higher level of liability on directors. As per s588G of the Corporations Act, civil penalties and personal liability on directors have been imposed on them if in case a company incur a debt and is declared insolvent. An example of a case where directors were liable for the company’s insolvency was that of Commonwealth Bank of Australia v Friedrich. Here, Maxwell Eise who was a director was fined millions of dollars for causing the company to undergo insolvency. The court argued that Maxwell Eise (Brian and Andrew in our case) had breached s588G of the Corporations Act and was liable for debts incurred by the company because his failure to prevent it. If in case directors of companies like Pandora Diamonds and Gems Pty Ltd have acted criminally and believed to be dishonest, in which may harm the company because of their self personal advantage, ASIC with the assistance of Australian Federal Police, criminal investigation can be conducted and tough procedures has to be followed when collecting evidence that will be use to determined as to whether a prosecution should go a head. And if the case is found to be more serious, it will be handled with the Commonwealth Director of Public Prosecution; otherwise the lower courts will deal with these kinds of cases. All in all, directors should carefully study, understand and appreciate their duties and responsibilities that they are subject to as company bosses. Being a director of a company is not an easy task because there are several fiduciary duties that need to be adhered to.

The Use Of Performance Management In Hr Business Essay

The Use Of Performance Management In Hr Business Essay Performance management is a topic that cuts across traditional HRM boundaries, as it also has implications for employee development. Performance Management is seen as a dimension of employee resourcing and performance monitoring and review as part of the appraisal process. In many organisations, formal, systematic procedures are introduced to regularly assess employee performance, usually involving, at a minimum, an interview between a manager and an employee, with documentation of recorded performance. One major reform being undertaken in the public service is the development of a performance management system. Its primary aim is to improve performance by focusing on key areas of activity of the Ministry/department, teams and individuals through on agreed framework of planned goals, objectives and standards. 7.3 DEFINITIONS Noe et al. (2008) define performance management as the process trough which managers ensure that employees activities and outputs are congruent with the organisations goals. (This definition emphasises the need for performance management to be aligned to the strategy of the organisation). Performance management can be defined as a strategic and integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors (Armstrong and Baron, 1998). 7.4 MEANING OF PERFORMANCE Bates Holton (1995) pointed that performance is a multi-dimensional construct, the measurement of which varies depending on a variety of factors. They also state that it is important to determine whether the measurement objective is to assess performance outcomes or behaviour. Kane (1996) argues that performance is something that the person leaves behind and that exists apart from the purpose. Bernadin et al. (1995) are concerned that performance should be defined as the outcomes of work because they provide the strongest linkage to the strategic goals of the organisation, customer satisfaction and economic contributions. The Oxford dictionary defines performance as the accomplishment, execution, carrying out, working out of anything ordered or undertaken. Performance is about doing the work as well as about the results achieved. Performance can therefore be regarded as behaviour the way in which organisations, teams and individuals, get the work done. Campbell (1990) believes that: Performance is behaviour and should be distinguished from the outcomes because they can be contaminated by system factors. For Brumbach (1988), performance means both behaviours and results. Behaviours emanate from the performer and transform performance from abstraction to action. Not just the instruments for results, behaviours are also outcomes in their own right the product of mental and physical effort applied to tasks and can be judged apart from results. From this definition, we can conclude that when managing the performance of teams, and individuals, both inputs (behaviour) and outputs (results) need to be considered. This is the so-called mixed model (Martle, 1995) of performance management which covers competency levels and achievements as well as objective setting and review. 7.5 PERFORMANCE APPRAISAL AND PERFORMANCE MANAGEMENT What, in your opinion, is the difference between Performance Appraisal and Performance Management? Noe et al (2008) emphasises that Performance Appraisal is only a component of Performance Management as it involves the administrative and relatively isolated duty of measuring aspects of an employees performance. Performance Management is a broader concept than Performance Appraisal in that it provides not only for the measurement of performance, but the defining of performance according to organisational goals as well as the provision of performance feedback. Performance Appraisal (Performance Measurement Specification of Performance Criteria Performance Feedback Performance Management (Noe et al, 2008) 7.6 FEEDBACK Feedback is a method of communication, usually face-to-face with another person where the desired outcome is normally: Improved work performance. A maintenance of performance. A change of behaviour. To make another person aware of ones behaviour upon others. Performance Management is strategic in the sense that it is concerned with the broader issues facing the business if it is to function effectively in its environment, and with the general direction in which it intends to go to achieve longer terms goals. It is integrated in four senses: Vertical integration linking or aligning business, team and individual objectives. Functional integration linking functional strategies in different parts of the business. HR integration linking different aspects of HRM, specially organisational development HR development and reward. The integration of individual needs with those of the organisation, as far as this is possible. Activity 1 (i) Differentiate between Performance Appraisal and Performance Management as you see it in the local context. (ii) Discuss the importance of feedback in the management of performance. 7.7 PURPOSE OF PERFORMANCE MANAGEMENT Performance Management is a means of getting better results from the organisation, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements. It is a process for establishing shared understanding about what is to be achieved, and an approach to managing and developing people in a way that increases the probability that it will be achieved in the short and long term. It is owned and driven by line management (Armstrong, 2001). Activity 2 (i) Based on your experience of performance management within the organisation in which you work, what do you think is the purpose of Performance Management? Performance Management has three essential purposes: Strategic purpose. Administrative purpose. Developmental purpose. Strategic purpose A Performance Management system serves to link employee performance to the overall organisational strategy and organisational objectives. However, research has shown that very few organisations utilise Performance Management in a manner which supports the strategy of the organisation. The strategic purpose may be achieved through designing evaluation mechanism which define employee performance in terms of organisations strategy and goals. Achievement of the organisations objectives. Increased productivity. Increased profit. Motivation of employees. Administrative purpose Performance Management systems provide information which assists organisations with administrative decisions relating to issues such as salary administration (pay rises), lay-offs and promotion (Noe et al, 2008: 348). Pay related pay (increment, bonus). Developmental purpose Performance Management systems provide information about employee strengths and weaknesses and in so doing, identify employee development needs (Noe et al, 2008: 348). Identify Training Needs Activity 3 (i) Discuss the purposes of performance management in your organisation. 7.8 APPROACHES TO PERFORMANCE MANAGEMENT Hereunder are the approaches to Performance Management: The comparative approach. The attribute approach. The behavioural approach. The results approach. The quality approach. The multi-rated approach. Note: The different approaches to Performance Management have their own strengths and weaknesses. 7.8.1 The Comparative Approach The comparative approach measures an individuals performance by comparing his/her performance to the performance of others. Three techniques adopt the comparative approach: Ranking : Supervisor ranking his subordinates from best performer to worst performer. Forced Distribution : Where employees are ranked in groups. 3) Paired Comparison : Where the supervisor compares every employee with every other employee in the work group, giving an employee a score of 1 every time he/she is considered to be the higher performer. Activity 4 (i) Discuss the comparative approach to Performance Management in your organisational context. 7.8.2 The Attribute Approach This approach focuses on the identification of employee attributes (knowledge, skills, attitude and experience) necessary for the organisations success. The employee is measured against these attributes. This approach includes techniques such as: Graphic Rating Scales : Where the supervisor rates the subordinate on particular traits and characteristics. Mixed Standard Scales : Where the supervisor rates the subordinate against relevant performance dimensions. Activity 5 (i) Describe the attribute approach to the Management of performance in your organisation. 7.8.3 The Behavioural Approach The behavioural approach defines behaviours necessary for effective performance in a particular job. In assessing performance, managers identify the extent to which a subordinate has exhibited the required behaviours. Example: (i) Behavioural Observation Scale. (ii) Assessment Centres. 7.8.4 The Results Approach This approach is based on the belief that results are the one best indicator of how a subordinates performance has contributed to organisational success. Results-based techniques include: Management by Objective (MBO) where goal setting is cascaded down throughout the organisation and the goals become the standard against which an employees performance is measured. Productivity Measurement and Evaluation System (PROMES) which involves a process of motivating employees to higher productivity. Balanced Score cards which may be used to manage the performance of individual employees, teams, business units as well as the organisation itself. The appraisal considers four related categories: Financial. Processes. Customer. Learning. The balanced score card enables managers to translate organisational goals into business unit, team and individual employee goals for each of the above categories. 7.8.5 The Quality Approach The focus of the quality approach is on improving customer satisfaction through a customer orientation and the prevention of errors. The design of a quality-based performance management system should focus on: The assessment of employee and system factors. The relationship between managers and employees in solving performance problems. Internal and external customers in setting standards and measuring performance. Using a number of sources to evaluate employee and system factors. Activity 6 (i) Enumerate the essential issues of quality based performance management system in relation to an organisation of your choice. 7.8.6 The Multi-Rated Approach Many organisations adopt a 360-degree feedback approach to performance measurement where information on an employees performance is not only provided by the employees immediate supervisor, but by those people whom he/she deals with on a day-to-day basis (eg. customers, co-workers, subordinates, suppliers, contractors, consultants). (Snell Bohlander, 2007: 343). This approach allows employees to receive an accurate view of their performance as different people see different things. (Snell Bohlander, 2007: 343). This approach usually involves the administration of a questionnaire to a number of people with whom the employee interacts, in which they indicate how well the employee performs in a number of behavioural areas. (Noe et al, 2008: 497). 7.8.6.1 Strengths of the 360-degree Feedback Approach As the employee is appraised from multiple perspectives, the approach is more comprehensive than other approaches. The information produced is of good quality. There is an emphasis on internal and external customers as well as the team. Bias and prejudice is lessened as the appraisal is not dependent on one persons view alone. Feedback from people other than the manager contributes considerably to an employees development. 7.8.6.2 Weaknesses of the 360-degree Feedback Approach It is a complex system in that numerous appraisals need to be combined. It can be intimidating, resulting in resentment on the part of the employee being appraised. Appraisals from different individuals may be different and confusing. Considerable training is required to ensure that the system works as it should. Employees could undermine the reliability of the approach through colluding in terms of the appraisal which they are to give each other. 7.9 SUMMARY [ In this Unit, the definition and meaning of Performance Management has been explained. The purpose of performance management has been enumerated. The approaches to performance management have been discussed in details.

Globalisation Impact On Institution Of Family In India Sociology Essay

Globalisation Impact On Institution Of Family In India Sociology Essay The term globalisation is a buzzword emerged in the 1990s and refers to a trend and process of variety of political, economic and socio-cultural consequences, resulting from technological changes that are currently transforming the world. Many commentators however focus upon economic aspects of globalisation. Sociologists feel that though the economic content of globlisation cannot be neglected but its socio-cultural dimensions also requires emphasis. Sociologists argue that globalisation refers to both the compression of the world and the intensification of consciousness of the world as a whole.  [1]  In this paper, I made an attempt to discuss the sociological nuances of the globalisation by using family in India as the basis. Family Meaning and Definition Family is the vital primary group of all forms of human groups. The word family has been derived from Roman term famulus which means servant. According to Mac Iver, family is a group defined by a sex relationship sufficiently precise and enduring to provide for the procreation and upbringing of children.  [2]  Parker and Anderson defines family as a Socially organised unit of people related to each other by kinship, marital and legal ties.  [3]  For Arnold and Green, it is an institutionalized social group charged with duty of population replacement. American Bureau of Census defined family as a group of two or more persons related by blood, marriage or adoptions and residing together.  [4]  Such persons are considered as members of one family. Family being a primary social group came into existence in order to satisfy the need for protection, sexual urge and economic desires. It is not of a sudden origin but evolved from times and passed through certain stages. Mating relationship, form of marriage, system of nomenclature, common habitation, economic provision to satisfy needs, emotional basis, universality, limited in size, influential group and as an instrument of social regulation are considered as salient features of family. Family in India Most striking feature of Indian family system is the existence of joint family system. In a joint family not only parents and children but their brothers and sisters also live in the common household. Sometimes it may include ascendants and collaterals up to many generations. The joint family in India exhibits certain features like largeness in size, owning of joint property, sharing of common residence, practising of common religion and mutual rights and obligations. Globalisation and Family Today, globalisation is a buzzword which everyone talks of as per his or her need. The term globalisation acquired a contextual meaning and projected as a powerful process of growth that has potential of all round development of human beings. The different aspects of globalisation economic, political, social and cultural have important implications for human life, including the family life. In a globalised world, the economy is supposed to be characterized by open, liberal, free market and free trade with few or no regulatory barriers. Therefore, all the developing countries are in a race to increase their share in world trade. Greater mobility takes place in economic capital and materials, when trade and business of a country increases. However, this factum of mobility is not confined to economic capital but also extend to human capital which leads to change in values and culture. Changes in human values and institutions (including the family) occurs when there is scope for greater mobility of people and more interactions among people of different cultures. The role of mass media and communication technology cannot be ignored in changing the socio cultural values. The world is shrinking to a global village and its people are becoming closer and closer. Thus globalisation has a profound influence on all walks of human life including personal and family life. In this paper, I have attempted to explore the consequences of globalisation on the institution of family in India. This paper will deal with the fast changing modern families in the urban centers of India. In the past few decades, industrialization, urbanization, globalisation and rapid growth of information technology have produced myriad challenges and made a powerful impact on different segments of societies everywhere. Since globalisation has not only economic aspect but also social cultural and political implications, any of its outcome has to be assessed in terms of how it is influencing the relationships and cultural life in a society. Impact of Globalisation of Indian Family system Traditionally, in India, the basic unit of society was not individual but the joint family. Ever since independence, Indian Society has undergone and continues to undergo great change in every walk of life. By enacting number of laws an attempt is made to change social, working and living conditions of people. The impact of globalisation on Indian family can be viewed in two different ways. Some argues that in the era of economic restructuring the institution of family is emerging as a much stronger institution than ever before; others argue that family is becoming progressively weak due to globalisation and individualism is growing up. Peadar Kirby, who refers family as a social asset opines that far from being able to protect vulnerable people against risk, families themselves are experiencing considerable stress and requires assistance.  [5]   Increasing mobility of younger generation in search of new employment and educational opportunities allegedly weakened the family relations. The family bondings and ties started loosening due to physical distance as it rendered impracticable for members of family to come together as often as earlier. This affected the earlier idealized nation of family as the caring and nurturing unit for children, the sick and elderly. Another striking impact is a gradual change took place in the family structure from joint / extended families to nuclear family pattern. The small or nuclear families almost all have replaced the joint family. One can hardly found any joint family in the urban India. The traditional authority structure i.e. head of the family i.e. father / grandfather/karta started loosing his authority to the bread winner of the family. Even within the nuclear family one can witness the changing marital roles and distributions of power. Total subordination of women to men and strict disciplinarian / hitlarian role of father towards children are also changing. Younger generation, particularly those with higher education and jobs, are no longer believe in total surrender of their individual interests to family interest. The individualism is increasing even within the family structure. The increasing costs of education, health services and new job opportunities opened up for the women outside the house once again brought the role of family into question. Change is a social phenomenon and no society can remain static. Society changes according to time, wishes and needs of its subjects. Speed and extent of change differs from Society to society. Currently, India is one of the rapidly changing societies and appears to be in forefront to follow and adopt western styles of family life. The role of family which earlier used to occupy ziant size in a mans life now started shrinking. In view of increasing materialism, consumerism, younger generations are leading entirely a different way of life. In the process of finding their partners / mates, younger generations are depending mostly on internet marriage sites like Shadi.com, Bharat Matrimony. Family involvement in finding a groom / bride is reduced to nominal. Apart from regular festivals, new occasion like Valentines day, Mothers day, Fathers day are emerging. Weekend parties, kitty parties, visiting pubs and discos almost became a very natural thing. More and more job opportunities creat ed through BPOs, KPOs and Call Centers have facilitated this freedom of enjoyment. The ever increasing higher education and job opportunities opened up due to globalisation have largely influenced the Indian families particularly in urban metros. Going to America / London / Australia either for higher studies or for employment became a norm. It is also not uncommon for a boy or girl who went to abroad (either for higher studies or for job) to marry a foreigner and settle down there. Even most of married men and women are going to foreign countries by leaving their spouses, parents and kids in India. This has contributed to a fundamental change in the nation of ideal traditional joint family concept. Not only a structural but also functional transformation of family system took place. Marriages are no more made in heaven but on internet. Married men and women are staying separately at far off places on account of their jobs which are providing lucrative pay packets and financial security. Apart from this, single living, single parents (person who had children beyond wed lock) and living together without any formal marriage are also found in the society. Not only the conjugal relationships but also the parent children relationships has also undergone a tremendous change. In most of the working couple families, parents are not able to devote time to meet and interact with their children. Working in night-shifts became a norm in BPO, KPO and call centre jobs. By the time parents reach their homes, children are either fast asleep or already left for their schools. Behavioural problems are cropping-up among the children due to lack of interaction and proper guidance by parents. It is often said that as we send out children to crà ¨ches they in turn send us to old age homes. The pattern of change that took place in family dining is also worth observing. Neither children nor parents are interested in having traditional break-fast items like Idli/Dosa/Chapatti/Roti/Parantha on account of paucity of time. Most of the children are interested in having junk foods like pizzas, burgers, chips, wafers and snacks. The change in eating habits are making the younger generation proned to obesity and other health problems. At one point of time, eating outside was considered as a taboo which now became a regular practice. Most of the urban families hang out at restaurants and fast food centers like pizza Hut, Mc Donalds, KFC, atleast once a weak. Having dinner while watching Television or chatting on computer became a very common thing in most of the households. The institution of family is undergoing dramatic change in India. in Southern States like Keral, Tamilnadu, Andhra Pradesh and Maharashtra, it is a common feature that families send their son or daughter to foreign countries for advanced studies as a mode of investment. Once the boy / girl completes their studies and gets job, they start sending money to their homes in India which is often used in education or carrer development of siblings or relatives with these remittances of money, family in India also enjoys a spacious house, luxury cars and heavy bank balances. Conclusion Benefeld once pointed out that most depressing aspect of globalisation theory is that human beings are on the whole ignored.  [6]  Globalisation transformed man as materialistic and self-centered. Economic risks generate various forms of social risks such as unemployment and poverty and financial crisis. Despite of increase in material wealth and living standards, life is becoming a daily struggle due to high competition. Family who earlier used to take care of its vulnerable members is no more in a position to serve. Advantage of family and its values as prevailing in India can not be ignored. At the same time, acceptance or rejection of traditional values of hierarchy depends on the experiences shared by each family.

Gender Differences and Gender Stereotypes from a Psychological Perspect

Gender Differences and Gender Stereotypes from a Psychological Perspective Gender Differences and Gender Stereotypes Gender differences and gender stereotypes are fascinating in that one must sift through the theories, assumptions and inevitable confusion to distinguish the reality from the assumption. Men and women are obviously different, especially inherently, but how? And why? And which differences are more individualized than generalized? Even more interesting is to observe how the differences between men and women have evolved, especially over the past 30 years- since the sexual revolution. A generous amount of research has been done since then, and this research is continually updated as men and women evolve themselves. Our understanding of the innate gender differences as opposed to the acquired one is still growing, yet it still seems tainted by such misunderstanding. There is a lot of research regarding stereotypical views of men and women, and psychological testing has helped integrate and differentiate the documented "real" behavior. Even through the sexual revolution, there still exists gender-role stereotypes, although the stereotyping has decreased in recent years. Surprisingly, stereotypes are adhered to by people of every status, educated or not. Americans generally believe that men are aggressive, independent, unemotional, dominant, active, and overly self-confident. On the other hand, women are thought of to be gentle, religious, neat and dependent. Americans in general seem to believe that males and females have distinguishing opposing characteristics. Aggressiveness is one behavior which is consistently noted in psychological gender differences. The majority of people seem to believe th... ..."100% masculine" or "100% feminine." There is no argument about men and women being physically different, yet there has been much debate involving the intangible differences between the two differences. Over the centuries, stereotyping of men’s and women’s intangible aspects has evolved. This stereotyping has influenced our society so much. The studies which are done refuting the fact that stereotyping of a gender is not always valid turns out to be invalid, since the studies themselves have been influenced by stereotyping. It is hard to argue whether the stereotypes traits of each gender are true or not. However, it is important for us to overlook the stereotyping of the two genders and focus on each individual and respect their individuality, whether they demonstrate more masculinity, femininity, or either, which may or may not fit their gender stereotyping. Gender Differences and Gender Stereotypes from a Psychological Perspect Gender Differences and Gender Stereotypes from a Psychological Perspective Gender Differences and Gender Stereotypes Gender differences and gender stereotypes are fascinating in that one must sift through the theories, assumptions and inevitable confusion to distinguish the reality from the assumption. Men and women are obviously different, especially inherently, but how? And why? And which differences are more individualized than generalized? Even more interesting is to observe how the differences between men and women have evolved, especially over the past 30 years- since the sexual revolution. A generous amount of research has been done since then, and this research is continually updated as men and women evolve themselves. Our understanding of the innate gender differences as opposed to the acquired one is still growing, yet it still seems tainted by such misunderstanding. There is a lot of research regarding stereotypical views of men and women, and psychological testing has helped integrate and differentiate the documented "real" behavior. Even through the sexual revolution, there still exists gender-role stereotypes, although the stereotyping has decreased in recent years. Surprisingly, stereotypes are adhered to by people of every status, educated or not. Americans generally believe that men are aggressive, independent, unemotional, dominant, active, and overly self-confident. On the other hand, women are thought of to be gentle, religious, neat and dependent. Americans in general seem to believe that males and females have distinguishing opposing characteristics. Aggressiveness is one behavior which is consistently noted in psychological gender differences. The majority of people seem to believe th... ..."100% masculine" or "100% feminine." There is no argument about men and women being physically different, yet there has been much debate involving the intangible differences between the two differences. Over the centuries, stereotyping of men’s and women’s intangible aspects has evolved. This stereotyping has influenced our society so much. The studies which are done refuting the fact that stereotyping of a gender is not always valid turns out to be invalid, since the studies themselves have been influenced by stereotyping. It is hard to argue whether the stereotypes traits of each gender are true or not. However, it is important for us to overlook the stereotyping of the two genders and focus on each individual and respect their individuality, whether they demonstrate more masculinity, femininity, or either, which may or may not fit their gender stereotyping.

The Effect of Temperature on Air Pressure :: science

The Effect of Temperature on Air Pressure DESCRIPTION: My project consists of a series experiments to determine the effect of air pressure in a given environment at various temperatures. The experiments I chose to conduct are: 1) Heat an ordinary pop can on a hot plate and then putting the can upside down in cold water to see the effect of a fast change in temperature. 2) Partially full milk jug with hot water, put the cap on tightly, and let it sit for one hour to see the effect of a slow change in temperature. 3) Setting a small piece of paper on fire and then putting it inside a plastic bottle. Before the flame goes out, a pealed hard-boiled egg will be placed over the opening. PROBLEM: The problem is to determine the effects of air pressure at different temperatures. Since we cannot see air, we will attempt to determine if air exerts a force? HYPOTHESIS: My hypothesis for: 1) the experiment with the pop can is that the can will crush because of a drastic change in temperature. 2) the experiment with the milk jug and the hot water is that the milk jug will remain the same. 3) the experiment with the egg and the bottle is that the egg will not be sucked in the bottle. PROCEDURE: For the first experiment the procedure is: 1) Heat an ordinary pop can on a hot plate. 2) After about fifteen minutes take the can off the hot plate and put it upside-down in a pan of cold water. 3) Record my observations on a piece of paper. 4) Write my conclusions in my science fair logbook. For the second experiment my procedure is: 1) Get an empty gallon milk jug at room temperature. 2) Heat to water to just before the boiling point on a hot plate. 3) Fill the milk jug about quarter of the way with hot water. 4) Put the lid on tightly 5) Wait one hour and record my observations and conclusions. For the third experiment my procedure is: 1) Get a medium sized bottle. 2) Peel a hard boiled egg. 3) Light a small piece of paper on fire and put it inside the bottle. 4) Before the flame goes out put the pealed egg over the opening of the bottle. 5) Record my observations on a piece of paper.

Miracles of Life Essay

IÂ’m standing on the pavement outside my house, a coffee mug warming my hand, my hair dishevelled and my bare feet cold. ItÂ’s dawn. I love the way the purple of the sky stretches across to the fringes of the trees, seeping into the vivid orange of the sun. IÂ’m remembering mornings like this when we stood out here together, a frayed, woollen blanket draped across our shoulders, coffee mugs in our hands, shivering from the cold and gazing awe-struck at the sun as its fiery head slowly rose out from between the trees. The cars on Springvale Rd would buzz past us, whipping wind into out faces. Sometimes we shared opinions on these cars Ââ€" each car contained a person, you told me, and each person had a story to tell. We agreed with wonderment how it was quite amazing, this choreography of life. The cars themselves were moving capsules containing stories. Maybe in that polished Honda, there would be a joyful father and mother, and a new-born cuddled in soft blankets. Or maybe, that sleek, black Holden would contain an ASIS agent, investigating a terrorist attack. You laughed at the latter example, saying that my imagination must have gone wild from reading too much Alex Rider. I protested that possibilities were open and everything was possible. Once, we sat on the street curb, and I told you that I wanted to go to somewhere as exciting as medieval Paris, so that I could hunt on horseback all day and flirt with the lovely ladies. Eyebrows raised, you retorted that I should shut my perverted mouth, before primly reminding me that the medieval French had never heard of McDonaldÂ’s and often went for days without baths.

How to manage your time effectively Essay

Ever come up short on schedule for something that should have been finished? On the off chance that you addressed yes, maybe you experienced difficulty dealing with your time legitimately. Time administration can show you how to take advantage of your time. Time management is one of the most important skills for university students. You should be very busy with your studies while, at the same time, balancing it with an on-campus social life. You have been admitted to the school of your choice, with hopes of meeting new friends and finding success in your classes. Getting into college is the easy part, but the hard part would be finishing it in one piece. College can be fun but at the same time frustrating, especially if your professors are being difficult or too strict. You may have thought some of these things when you first visited your university’s campus: †¢ I am overwhelmed. This is too much. †¢ The campus is so big, how will I ever find my way around? †¢ Okay, now I am a college student. Now, what happens? Surviving college is not just about how intelligent you are. It is not about how high you scored on standardized tests or admissions exams, and it is not entirely about classes and studying. People need to socialize; it’s part of their human nature. College does allow you to interact, but you must also study. It is important that you balance your time between studying and socializing. Some college students study themselves to the point of fatigue, but then some of them do not pass their classes due to stress. Other college students think of the university as one endless party. Some students do not appreciate the importance of socialization, and others do not value the importance of their education. You may be an intellect but it is not the only key to success in college. What is the secret to collegiate success? Time management is vital. College requires you to balance your life. You have to manage everything, such as class preparation, studying, campus organization activities, spending time with friends, eating healthy, exercising, and sleeping. Time management is not solely about studying, but also the attentiveness on relieving the stress of college life. Here are some ways that you can effectively manage your precious time: †¢ Learn to prioritize. Once you are focused on the goals you wish to achieve, you must prioritize the activities required to reach the goal. That will help you determine what particular task needs to be accomplished first and what tasks can be reserved for the future. To accomplish your goals more efficiently, try to mark deadlines on your calendar. †¢ Try to set goals. Know what you want to achieve and make those achievements your priority. That could be anything, whether you want to achieve the goal in a day, a week, a month, or a semester. Determine what your academic goal should be. Making goals could make it simpler for you to concentrate; instead of juggling subjects that you think are easy, it could be very stressful and often results in failing to achieve your goal. If you have more than one goal, it is wise to separate them into more manageable sections. Make a list of what you want to achieve for one week and for following weeks. †¢ Use extra time constructively. As an example, instead of doing nothing before class while waiting for the professor to arrive, try to think of the latest class assignment. If you are assigned to write an essay or research paper, use the time to think of a good topic for it. It is a fantastic way to portion your time into manageable pieces, and great time saver. It also allows you more time to spend time with your friends. When it comes to finishing tasks, sooner is always better than later. †¢ Time management planning is available for you to use to your advantage. Do not squander the resources and methods or available to you. The key to time management planning is carrying out the plans. Some college students get easily swayed by friends to attend a party while the student should be studying or otherwise in the process of achieving the established goals. Oftentimes, students think that they can put off the agenda until tomorrow. Doing so often results in too many things to do the next day, resulting in stress and frustration. You may have thought that each day is too short for you to finish all your work, and you may wish that there were more hours in a day. Those wishes are impossible. Therefore, the best course of action is to make use of what little time you do have.