Fraternitys essays

Fraternitys essays Hummer, Robert and Patricia Yancey Martin. Fraternities and Rape on Campus. Gender and Society December 1989: 457-473. The goal of this research was to analyze the group and organization practices that create in fraternities an abusive social context for women (Hummer 1989). Hummer and Martin examined fraternity dynamics associated with a main focus on rape and sexual coercion of women in fraternities. The researchers work centers on a case study of an alleged gang rape at Florida State University. They claim fraternities are not only the physical context, but also the social and cultural context that encourages the sexual coercion of women. The research implicates that fraternities create The gang rape involved four men and one eighteen year old girl. When the victim was discovered her blood alcohol content was .349. She had crude words and symbols on her thighs. The group rape took place on the third floor of a fraternity house. Hummer and Martin collected data by speaking with law enforcement officials. They also analyzed newspaper articles, conducted open-ended interviews with judges, public attorneys and many people regarding the processing of sexual assault cases. The data that was collected showed that fraternity members are mainly concerned with their masculinity. The researchers portray fraternity members as being dominant, competitive, drinking alcohol and treating women as sexual objects. For some reason not all women seem to care, they even help attract new members to these fraternities. When new members see these women they think that if they are part of this fraternity that they will have sex with them. These women, are called the little sisters, they cant be too confident with themselves to get into positions dealing with fraternities. The strategy that researchers have discovered is the individual strategy; that includes ...

How AI programs can overcome hiring bias

How AI programs can overcome hiring bias As the adage goes, â€Å"to err is human.† Mistakes and bias are built into the human condition. We can try our very best to maintain objectivity, but more often than not we allow personal biases to creep into our everyday decision making. While most of the time these biases are harmless, this can become a huge problem when your job is hiring people. Hiring bias is, unfortunately, a  real product of the human condition. Something as seemingly innocent as setting up an interview with a candidate just based off the fact that they attended the same high school, or more seriously, refusing someone based off their race or gender, can be problematic- especially in HR. So how can we as professionals prevent this sort of thing from happening? The solution could just be taking the human aspect out of the equation altogether. Artificial intelligence (AI) can eliminate unwanted bias during the hiring process. Originally appearing in an article posted on PandoLogic’s blog,  her e are some ways AI can erase hiring bias.Prevent hiring discrimination danger zonesAI works off data, meaning you still have the power to crunch the numbers. If you’re worried about bias creeping in, you can set the program to exclude metrics that indicate age, race, or gender. This leaves you with only the pertinent  information: experience, skills, capabilities, etc.According to a recent meta-study compiled by PNAS, hiring discrimination remains mostly unchanged over the past 25 years. Minorities continue to receive 30-50% fewer callbacks than their white counterparts. By and large, fewer callbacks mean fewer offers for Latinx and African-American candidates. No matter how qualified these candidates are on paper, they’re just not being considered as often. As alarming as these stats seem, we do have the means with which to combat the debilitating bias some people face. AI can make sure these candidates don’t fall through the cracks and are considered for qua lified positions.Set up guidelinesWe’ve all had that one boss that would drill standards and protocols into our brains until we could recite them in our sleep. As helpful as that was, living in the 21st century definitely has its perks. Just make tech do it!hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});You can quickly tell a program to follow specific guidelines and guarantee it will listen better than an intern. Let’s say you want to make sure you and your team follow the Equal Employment Opportunity  Commission (EEOC) guidelines. With an AI program, you can easily enter EEOC values to process applications. The result is a batch of qualified candidates that hit all the marks and follow all the rules.Streamline the interview processThe interview is still one of the most essential aspects of the hiring process. A face-to-face conversation remains a time-tested standard for hiring teams. If you’re a veteran interviewer, then you are keenly aware of the question-related pitfalls to avoid. But can you say the same for the rest of your team? This is where AI can jump in to help.You’ve screened your candidate using AI; now it’s your turn! AI programs like Ansaro  can allow you and your team to collaborate on proper, non-biased interview questions to ask against a grading system that you create. A pre-prepped interviewer can then grade candidates on a fairer scale.The interview may be a staple on the road to hiring, but how you prepare for one is evolving. Hiring discrimination has been a problem for decades across various industries and workplaces. Utilizing technological advancements to end this issue is exactly what tech should do: improve our lives for the better.

Relexology Term Paper Example | Topics and Well Written Essays - 1500 words

Relexology - Term Paper Example According to the theory of reflexology, different areas on the palms of hands and soles of feet correspond to various organs and glands of the body. Applying pressure on these reflex points stimulates the flow of energy. This creates a balance within the body and brings about a state of relaxation and peace of mind. In reflexology, the term reflex corresponds to ‘reflection’, and comes from the belief that these reflex areas are small mirrors that reflect the internal state of the body (Wills 2004). The oldest evidence of reflexology, dating back to 2500 BC is in the form of a painting that was found from the tomb of ancient Egyptian physician Ankmahar. This painting shows two people, one receiving a foot massage and the other getting a hand massage. Another belief that is particularly held for the reflexology techniques observed among North American Indians is that is that it originated from Incas civilization of ancient Peru in 12000 BC. In 1955, Dr. Henry Bressler pub lished a book called ‘Zone Therapy’ after studying the effects of applying pressure on certain points on feet and its effects on internal organs of the body. He wrote about the use of reflexology techniques in middle Europe countries and also stated its use to date back to the 14th century. Nevertheless, the technique of reflexology came to be realized as a definitive form of healing and therapy when Dr. William Fitzgerald, an ear nose and throat specialist documented that applying pressure to one part of the body can block pain signals in another part of the body, away from where the pressure is applied. He performed various minor surgeries involving ear, nose, jaw, face, throat and shoulder using this technique, without the need of using anesthetics (Keet 2009). In 1917, Dr. Fitzgerald and Dr. Edwin Bowers published their work on reflexology in their book ‘Zone therapy’. It divides the body into ten equal longitudinal zones through an imaginary line runni ng from the top of the head, down through the center of the body. Five equal zones on each side of the imaginary line end on the soles and palms. Zone one starts from the thumb, includes the arm, shoulder neck and the brain. Running downwards it moves straight towards the big toe. Zone two starts from index finger, running up to include the corresponding areas on the arm, shoulder, neck and brain, it moves down towards the second toe. The third zone starts from middle finger and includes the arm, shoulder, neck, brain and runs down towards the third toe. Zone four starts from the ring finger and includes arm shoulder neck and brain and runs down towards the fourth toe. Fifth zone starts from the little finger and extends up the arm to include shoulder, neck and brain and then down the body up to the fifth toe. Each zone includes the muscles and organs underlying its division. Dr. Fitzgerald also gave courses on reflexology and soon medical practitioners started adopting these techni ques and incorporating them in their practice. The credit for the development of this pressure point technique from ‘zone therapy’ to ‘reflexology’ goes to Eunice Ingham, who is considered as ‘mother of reflexology’ by many (Keet 2009). She related the zones on feet to the anatomical structure of the body. She also documented the higher sensitivity of feet to

Consider The Use of Force by William Carlos Williams to prove and Essay

Consider The Use of Force by William Carlos Williams to prove and interrogate Laura Mulvey's theory of the patriarchal gaze - Essay Example The more she fights against him, the more the doctor insists on the examination until it is an all-out war there in the kitchen. Although the doctor finally gets a successful examination, confirming his fears that the girl does have diptheria and has been keeping it hidden from her parents, he is left feeling very disturbed by the encounter. While it is possible to come up with some conclusions about this story without outside input, it is helpful to examine it in light of a theorist such as Laura Mulvey, who applied psychoanalytic theory to film studies in 1975 in her essay "Visual Pleasure and Narrative Cinema." Although she relates her ideas to film, Mulvey's concept that the one who looks has all the power is easily applicable to Williams' story. Within her article, Mulvey examines how pre-existing patterns of behavior and social formations has shaped conventions of story-telling and how that has in turn helped shape a patriarchal society. She makes the case that our ideas of mea ning are defined mostly by men who associate their masculinity with their ability to name, define, and control reality. "The paradox of phallocentrism in all its manifestations is that it depends on the image of the castrated woman to give order and meaning to its world. An idea of woman stands as lynch pin to the system: it is her lack that produces the phallus as a symbolic presence, it is her desire to make good the lack that the phallus signifies† (Mulvey 6). In other words, the patriarchic world view is founded on the idea that woman are missing a vital part of the human being, which automatically sets up the man as superior because he does have this part. Because she knows she is missing it, the theory holds, the woman is eager to do what she must to make it up by appropriately lending herself to others' vision of her. Mulvey indicates that Hollywood movies depend on this theme as a means of reaching out to the alienated individual and reinforce the patriarchal obsession s. These are difficult ideas to understand until they are applied to a real-world example, such as Williams' story. Reflecting the language of patriarchy It almost seems the story is written specifically to provide a lesson on the rules of patriarchy as the doctor emerges as the sole narrator. Only his thoughts and opinions matter, which is true both for the reader and for the little family within the home. Among his earliest comments concern his arrival at the home. "When I arrived I was met by the mother, a big startled looking woman, very clean and apologetic" (Williams). His comments are startling not just because they contain no pleasantries at the door in greeting, but because of the clear assessment he is making of the woman based entirely on this first impression of her. Describing her as â€Å"big† sets her up as existing outside of the traditional female ideal; she is not the ‘little’ woman in the home. Adding the description that she is â€Å"startled looking† begins to give the impression that perhaps she is not very bright and clearly not attractive. "In a world ordered by sexual imbalance, pleasure in looking has been split between active/male and passive/female. The determining male gaze projects its phantasy on to the female form which is styled accordingly. In their traditional exhibitionist role women are simultaneously looked at and displayed, with their appearance coded for strong visual and erotic impact so that they can

Violence of Decolonization Essay -- European History Colonies Essays

Violence of Decolonization Frantz Fanon argues the decolonization must always be a violent phenomenon because resisting a colonizing power using only politics will not work. Europeans justified colonization by treating it as gods work. They believed that god wanted then to occupy all lands and spread the word of god to savages of darker skin color. Fanon joined the Algerian Nationalist Movement when the Algeria was being colonized be the French. Many examples of violence written of in The Wretched of the Earth were taken from the struggle for independence in Algeria. Also the writing is sympathetic towards colonized natives. Fanon claims decolonization causes violent actions from both settlers and natives and creates intolerant views toward the opposite party. Violence from Europeans during the colonization is a tactic used to keep the natives oppressed and a resistance minimal. The police officers and soldiers of the settlers used excessive force to show dominance and create an "atmosphere of submission" in native communities (Fanon, 38). European schools, churches, and economic societies were set up on colonized people's land. These acts of segregation and practices of European values were an insult to natives and helped fuel violent protests. Officers who would patrol the boarders between the two groups and political leaders would serve as a "go-between" person for negotiations (Fanon 62). Negotiations involving larger masses of bodies were feared to lead to aggression. Although the politic between these groups was a slow moving process, when native political or independence parties begin to immerge, the colonial governments will allow concede to some writes demanded by natives. Settlers did this to contr... ...ent of psychiatry and included Psychiatrist's notes about the effects the war was having on the native people. Lack of dignity, depression, inferiority complex, suicidal and homicidal tendencies were psychiatric disorders developed by colonized people resulting from the forces lifestyle change, extreme violence, raping, and murder of the native people. Decolonization causes violence and aggression form both settlers and natives. It also harvests hatred and extreme prejudice toward the opposite party. Settlers see violence as the most effective method of conquering new land where the colonized see violence as the most effective way to regain their freedom. Violence from both settlers and natives simultaneously during a period of decolonization reinforces Fanon's argument. Work Cited Fanon, Frantz. The Wretched of the Earth. New York: Grove Press, 1963

The Importance of Organizational Ethics

In today's world, it is all too prevalent to see more and more people hungry to gain success at an ever-increasing rate. Modern culture can and indeed is labelled ‘greedy' and ‘thoughtless'. Through my relatively short time spent in business, I have encountered many of these types of people. But who are they hungry for? Who benefits from their thoughtlessness, and why do they do what they do? More importantly, who is to blame when things don't go according to plan? These are all questions asked constantly in the business domain, questions that often seem to include the word ‘ethics' in their answer. Whether we look to consequentialism and always consider the outcome of a particular action, or conform to a more deontological form of ethical thinking and focus on always acting in a manner that seems ‘right', I believe that a person cannot always be ‘ethical', all of the time. If it were that easy, ethics would be a very small area of study. So what does the word ‘ethical' mean? To me, it is to take into account every aspect involved in any given situation, peoples' feelings, thoughts and well-being, both now and in the future, and act as best one can to achieve the most satisfactory outcome for all concerned. From my viewpoint, acting in an ethical manner comes from each and every individual, each having learned from the environment in which they have grown and developed. Should the judgement, therefore, always be left to the individual? This is certainly not the case, as more and more organisations in the business world develop codes of ethics that they expect each member to follow. This definition and management of ethics can be seen as a control-oriented position. This control paradigm for organisational ethics is largely concerned with extracting the best possible results for the organisation as a whole. When acting within a certain environment, be it local, national or global, the organisation must be seen to be ‘socially acceptable'. I believe this idea of control of the organisation's self-interest together with maintaining a good standing in the public eye to be the main factor for preparing these ethical codes. Both of these can only be achieved through clearly defined codes of ethics from which individuals' roles can conform through a manner of standardisation. However, through the enforcement of ethical codes, people revoke to a basic level of thinking, judgement and acting as identified in Lawrence Kohlberg's pre-conventional level. When put simply, it allows little room for individual thought or expression, only rewarding good actions and punishing those that are bad. Can it be right to control tasks that involve ethical reasoning by individuals? This is certainly much different than, say, controlling how someone operates a particular machine. Conversely, the autonomy paradigm, present in some organisations' ethical policies, is put in place to promote individual critique through their moral thought and judgement. It emphasises a feeling of a ‘moral community', seen before in Kant's work, and from which Kohlberg developed his post-conventional level, that allows people to apply their own reasoning to daily situations. As Durkheim suggests and with which I agree, individuals submit to the environment in which they work and how others have previously cast out norms and values. This applies to general situations and therefore the majority. At other times, in more complex situations, an individual would then be left to choose their own actions. McMahon identifies that the legitimacy of managerial authority lies within a contract or promise. An employee, therefore, willingly submits to the thoughts and ideals of the organisation when they sign the contract of employment. â€Å"That is, the exchange of labour for wages in which employment consists involves a promise on the part of employees to accept the directives of managers. To be sure, employees may be expected to use their own judgement in carrying out the tasks assigned to them. But if a managerial directive conflicts with an employee's judgement, the directive must take precedence. Otherwise the employee is attempting to renege on a morally binding agreement† (McMahon, 1989). Whilst this in law is true, I feel that it should be left wholly to the individual's own moral judgement. What is to say that those who have prepared the code of ethics for a particular organisation are better ‘ethically equipped' to make the decisions for others? That is to say, why is a senior manager more ethically right than a lower employee? I don't believe that as a rule he/she is, more they and others responsible for making the decisions would like to think they are. Yes they may have more experience in their particular industry or even technical and conceptual skills, but that does not make them better suited to exert their moral judgement over another individual's. Once again, this control is clearly forcing employees back down to a Kohlbergian pre-conventional level. In such free-speaking times as we now live therefore, why do organisations attempt to dictate our thoughts and actions? As I earlier identified, the organisation does not want to be seen to be ‘socially unacceptable' whilst simultaneously achieving the best possible results. Therefore, from where do the key decisions originate? Should it be left to the managers to ensure that employees follow an ethical code or should it be left to the individual's judgement? In my view, autonomy is the generally the best approach as I am a firm believer in individual expression. We have moved from such times as to rule with an iron fist, we should go on from here and not regress. Do many organisations simply issue a code of ethics because it is the ‘done thing', a reactive gesture rather than a proactive exercise? Is it the case that they are only acting merely not to appear unethical? This certainly is the case in many organisations in my opinion. What is left to examine is which organisation subscribes to which approach and for what reasons? I consider the major factor in this to be the issue of responsibility. The term responsible is â€Å"firstly, sometimes used to mean ‘trustworthy' or ‘dependable'†¦ second, the term is used to mean ‘obligation'. Third, responsibility is sometimes used to indicate that an action or its consequences are attributable to a certain agent† (Velasquez, 1983). It is this third explanation that I shall focus on. Can corporations have moral responsibility? This is a question that certainly needs addressing here, and one that has been previously considered by Richard De George. He focused on collective responsibility as it related to organisations, and identified two views, the organisational view and the moralistic view. â€Å"The organisational view maintains that moral responsibility cannot properly be assigned either to a corporation, nor to the agents of a corporation when they act as corporate agents. As legal entities corporations can be legally restrained and can have legal responsibility. But they cannot logically be held morally responsible or have moral responsibility. For they are not moral agents or entities† (De George, 1981). His moralistic view, as he claims, is extremely outrageous. In essence, it states that organisations have moral immunity, whereby an individual could be morally condemned for their actions, they could not if they were pursuing the goals of their organisation. De George lists the example of morally condemning a murderer for their actions, but how â€Å"Murders Inc. cannot be faulted from a moral point of view for pursuing its goal, nor can its agents for doing what is necessary to achieve the organisation's ends. Whilst this addresses the issue of whether organisations can be morally responsible, it does not answer the question. Therefore, we have to determine whether it is the organisation that acts, the management or the people. â€Å"Whenever organisations act, people act, and for every act of an organisation there are at least some acts of individuals such that if these individuals had not performed their acts, and no one else had, then the organisation would not have performed the act attributed to it† (Haworth, 1959). This quote, in my opinion begins to attribute responsibility wholly to individuals, and thus removes any need for a control-oriented approach. Since the organisation as an entity cannot be held responsible, why then should any body of people seek to control the moral judgement and actions of others? If I am likely to be held accountable for my actions, then I know I want to exert my own moral judgement before acting. Therefore, as it appears to me, it is the actions of the people (be it a manager or a cleaner) that are accountable, and consequently the people who are responsible! So why do some organisations take this control-oriented approach? I'm sure that with some it is simply to keep the power in their own hands; these people think they need to have power in order to be successful. However, I think a more pertinent reason as to why some organisations take this approach is to hide behind the organisation themselves. Many individuals within organisations are scared of the book stopping with them so they create a ‘code of ethics' which, in terms of blame, is large enough to hide behind. Surely then, with the control-oriented approach the organisation should be responsible? On the contrary, with an organisation that employs the autonomous approach, each individual must be responsible for their own actions since they are solely attributable for every part of every move they make. In listing these two types of approaches and the degree of control that they attempt to possess, can it be said of any one organisation that it has successfully adopted a control-oriented or autonomous approach, and that there is no middle ground? I believe there to be a large scope for contention with any organisation that states outright it has employed one of the two approaches in its entirety. Perhaps the two approaches are simply styles of operating, maybe even ideal? Having looked into the two different styles, therefore, I think that to control someone's moral and ethical thinking with the ultimate aim to enforce them to acting in a particular way is wrong. Each individual, unless impaired by disability, has the power to determine what is right for them in a certain situation and therefore should have the opportunity to act accordingly. A person should not be told what to think simply for the corporate ‘good'. â€Å"If we are to deter corporate wrongdoing and be assured that corporate members will comply with our moral and legal norms, our blame and punishment must travel beyond the corporate veil to lodge with those who knowingly bring about the corporation's acts† (Velasquez, 1983). In conclusion, if we as individuals want the power to think and judge for ourselves then we must accept the consequences of our own actions. Organisations should give us this choice.

The Narwhal The Unicorn of the Ocean Essay - 907 Words

The Narwhal is a whale and is also known as the unicorn of the sea. It is in the family of bottlenose dolphins, orcas, and Belugas (World Wildlife Fund). The scientific name for the Narwhal is Monodon monoceros and it is Greek meaning one-tooth, one-horn. It can grow up to 13-16 feet in length and weighs almost 2 tons (4,000 pounds). The region they are usually located is around the Arctic waters of Canada, Greenland, Norway and Russia. They are known as unicorns of the sea because they have a tusk, one of their teeth, coming out of the front of the skull. According to the World Wildlife fund (2014), â€Å"Males most commonly have tusks, and some may even have two. The tusk, which can grow as long as 10 feet, is actually an enlarged tooth.† The†¦show more content†¦It also means that big chunks of ice will break off and create walls on top of the ocean waters. With the ice melting, the NarDewhal habitat has to change, but I don’t believe that they can adjust to such critical circumstances because their living environments are all about deep waters and ice. Although ice is not primarily what Narwhals live under, they need to coldness to live in the area. There was an incident in Canada that caused the Narwhal population to decrease substantially. Jaymi Heimbuch (2008) says that, â€Å"In a heartbreaking move, the Canadian government decided it would rather allow 500 Narwhals to be shot one by one at an air hole in the ice, rather than bring in icebreakers to help free the whales.† They could have also killed the Narwhals to receive money from the ivory and other parts of the Narwhal. Evidence indicating there is a problem The Narwhal population is approximately at 50,000 in the whole world. According to savetheNarwhales.org, â€Å"Most endangered species have populations of 1,000 to 25,000.† This means that the Narwhals are nearing endangerment. The temperature change is also evidence that there is a problem. While the climate changes, Narwhals cannot adapt so they either migrate elsewhere or slowly die. Even a slight change in temperature causes the ice to