Monday, September 30, 2019

What is our future going to be like if we continue

As technology advances to enhance our lives, we begin to take no heed of the environment surrounding us. There are approximately 7 billion people In the world, and due to the vast population, our resources are dramatically being depleted. Another reason why resources are being wasted Is that people don't know how to be echo-efficient due to lack of exposure to Information/awareness. It Is also cheaper to perform activities without the concern of harming the environment.For example, most petrol cars are cheaper than electric cars. Lastly, some things work better and are efficient (despite harming [depleting the environment) than echo-friendly reduces. If we ruthlessly persist to waste resources, we will face a tremendous number of problems In the future. When resources begin to run out, prices get higher as the demand increase. This eventually leads to the ultimate annihilation of the resources, thus making the human survival to gradually decrease.We then must have to look for another source to depend until we totally wipe out its presence. This cycle will continue until we have n resources left, thus leaving us vulnerable and a possibility of experiencing slow extinction, as a human race. We should first look onto ourselves and start individually by adjusting our lifestyles to as much â€Å"environmental-efficiency as we can.Simple ways include recycling, turning off lights when not in use, buying echo-friendly products, and much more. Once you've felt that you've done enough to be â€Å"green†, begin to spread your concerns and knowledge with other to show your efforts of conserving the Earth's resources. Begin a club or join an organization and help your community (planting gardens or simply picking up garbage). If everyone can make a small act of kindness, everyone's efforts can make a huge difference!

Sunday, September 29, 2019

Fantasy Football: Persuasive Essay Essay

Fantasy Football is one of my favorite hobbies and I think you will enjoy it to. I’ve been playing Fantasy Football for the last 7 years and I enjoy it more every year. The main reasons I love playing Fantasy Football are that it gets me to watch and enjoy games I usually wouldn’t watch, it makes games more exciting, and it’s a great way to bring friends together. In Fantasy Football you draft a team of players from any team in the National Football League. Since you will have a Fantasy team of players spread across many teams, you now have a vested interest in watching games that you usually would not watch. I have watched a multitude of games over the years that would not have really interested me if I did not have one of my fantasy players in the game. You may even have a player on a team you usually do not like to see win, but Fantasy Football can change your allegiance quickly! In Fantasy Football the players on your team score points by accumulating yardage, scoring touchdowns, kicking field goals, creating turnovers, etc. The can make a typically boring game that is being dominated by one team more exciting. The players on your fantasy team can still score points for you even when their team is being beaten handily. When a game may seem all but over, you may still be cheering on one of your players to run for just a few more yards or score one more touchdown. I have stayed up to watch the end of a â€Å"blow out† game many times just to see if my fantasy players could score a few more points for my team. Fantasy Football is fun by itself, but it is even more fun when you have a league with several of your good friends, co-workers, and or family members. Many leagues have draft parties to select their teams. Everyone will gather at someone’s house or local establishment to eat, drink, and select their fantasy team. These parties can be a lot of fun and it always fun to do a little â€Å"smack talking† about each other’s teams. Throughout the year you will face off with these same friends in weekly fantasy games. If your team prevails you will have some bragging rights over your friends. If you already enjoy football or would like to learn more about football, Fantasy Football can be a very fun and rewarding hobby. Fantasy Football

Saturday, September 28, 2019

“A Scandal in Bohemia” by Sir Arthur Conan Doyle

The short story, â€Å"A Scandal in Bohemia,† is one of the many stories that Sir Arthur Conan Doyle wrote that starred his most famous character, the master sleuth, Sherlock Holmes.Being that it is a detective story, the type of which most of the later detective stories by lesser known writers were modeled after, the story follows the model for the stages of narrative perfectly, almost strictly. First, the narrator, Dr. Watson, gives the exposition. It is assumed, of course, that the reader is already familiar with the other Sherlock Holmes stories, his friendship with Dr. Watson, their previous adventures together, etc.Dr. Watson starts by introducing the character of Irene Adler; he also makes a quick mention of his previous adventures with Holmes, Holmes’ own odd habits and even odder habits, and even of Watson’s marriage that was introduced in a previous Sherlock Holmes story. Next, the conflict is introduced into the story.As with most detective stories, es pecially one with such an established character as Holmes, the conflict starts with the introduction of the new case to be solved.The rising action stage, then, involves the rest of the story that led up to the climax: the explanation of the king, Holmes’ initial investigation of the Adler house, Irene’s marriage to Norton. Most of the action in the story occurs as Holmes and Watson carried out Holmes’ plan: the organized scuffle, Holmes’ entry into the house, all up to his explanation of the whole plan to Dr. Watson. In the next scene, where Holmes invited the King of Bohemia to join them in retrieving the portrait would have then, naturally, been the part that concludes the entire case.This, however, though not exactly a false climax, was intentionally misleading. The discovery and reading of Irene Norton nee Adler’s letter is the actual climax.This part not only gives a conclusion to the King’s case, but also explains why Sherlock Holmes, and even Watson at the beginning of the narrative, gave such an importance to Irene Adler; she was one of the very few people ever to outwit Holmes and the only woman to do so. The falling action occurs right after they read the letter, as they thought about the implications of its contents. Holmes even admired Irene so much that he asked for her portrait as his only reward, even though he knew he could have had any sum of money from the King, had he asked. Another element included in the story is foreshadowing.The introduction that centered around Holmes’ special perception of Irene Adler above all other women made it very obvious that she was a unique character in some way. Also, Watson’s statement that â€Å"So accustomed was I to his invariable success that the very possibility of his failing had ceased to enter into my head† hinted at Holmes’ pending rare failure.

Friday, September 27, 2019

International Relations Essay Example | Topics and Well Written Essays - 1000 words - 3

International Relations - Essay Example After the disintegration of the Soviet Union that led to the end of the Cold War, there was a general perception that the world had turned into a unipolar one on the political front, with America being the sole country that had the power to influence decisions by arm-twisting other countries into agreeing with it. However, while America and the Soviet Union were busy in propaganda and other activities of the Cold War, several countries which had been devastated by the Second World War or had acquired freedom from their colonial oppressors, were in the process of rebuilding their state. This has resulted in a situation where the world today has a number of important and powerful countries that have the military and economic might that enable them to be significant players in any process of decision-making in the world. The presence of various formations of countries such as SAARC, BRICS and others represent a shift from the political scene that was dominated by the NATO, which was dom inated by the USA. In the recent past, the summits that these formations conduct have attracted considerable attention from the world media that has recognized the shifts that the world has undergone, from bipolarity to unipolarity to the present situation which is of a multipolar world. This shift has also found expression in the increasing power that the G- 20 has acquired in determining the affairs of the world, as opposed to the earlier situation where the USA-dominated G-8 was more powerful in deciding on major issues that the international community was called on to look at. The growing power that has been exhibited by countries like China and India is also something that proves the multipolar nature of the world at this point of time. These two countries have both economic and military resources. China’s military might has been seen as a threat to the might of the USA. With huge populations, both these countries have armies that are large in number and with the steady improvement in the research capabilities of both these countries, the quality of their military is also not in question. Concerted and far-sighted plans that the governments of these countries had laid down for themselves have been rewarded with the military might that they enjoy today. Apart from this, both these countries also possess rates of economic growth that are staggering. China has maintained a rate of ten percent in its economic growth in the past decade, while India has been right behind them. In fact, China has overtaken Japan to become the second largest economy in the world. The social policies that these two countries have adopted are such that they would provide results only in the long run, since both of them have to deal with the difficulties of post-coloniality and damage to the local economy as a result of the Second World War. Another proof of the fact that we live in a multipolar world is the existence of the United Nations and its very structure, where the vo tes of a majority of the nations that are a part of it are required to push reforms through and take major decisions. The members of the permanent Security Council have the power to veto proposals that are brought to the notice of the Security Council. This creates a situation wherein a certain amount of power is invested in the hands of different powers of the world, thereby ensuring mutipolarity. The clamor that various countries such as Germany, South

Thursday, September 26, 2019

Marketing Essay Example | Topics and Well Written Essays - 2250 words - 2

Marketing - Essay Example All the shampoos and conditioners of the line are packed and labeled in a similar manner, but each type of the product has a different color of packaging (Palmolive Hair Care 2011). The bottles that are used for packaging all have a label that outlines the purpose of each separate product (for brilliant color or for smoothing hair, for instance), and stresses that the shampoo or conditioner includes natural ingredients. The life itself is called Palmolive Naturals. There are no extra services or products that the consumer gets when purchasing the product. Palmolive shampoos and conditioners are mass consumer goods (Kotler and Keller 2006). For this reason, their search cost is low – all similar products are located in one place, so a consumer can instantly compare them all and make a choice. Substitutes will be accepted as well. 1.2 Current Pricing The market of shampoos is rather competitive. Though it requires quite high entry costs, the number of current competitors of Colg ate-Palmolive is quite significant, and includes such large companies as Procter & Gamble, Church & Dwight Co, L’Oreal and Unilever. The market is characterized by strong buying power of retailers, high threat of substitutes and high degree of rivalty (Morningstar, Inc. 2010). Currently the price of Palmolive Naturals shampoo ranges from $4.45 (Getprice.com.au 2011) to $5.13 (Thefind.com 2011). The price for the conditioner ranges from $3.55 to $4.60 (Getprice.com.au 2011). At the same time, Thefind.com (2011) reports that Procter & Gamble Pantene shampoo prices start at $4.99. The price in most cases is higher than that of Palmolive shampoos. The cheapest L’Oreal shampoo sells at $5.49. So, Palmolive products seem to be the cheapest famous brand goods in their niche. Though there are some competitors’ products, the price of which is rather close to Palmolive’s, the number of such shampoos is not great. At the same time, the number of highly priced produc ts of the rivals is very significant. So price can be said to be one of the competitive advantages of Palmolive. Therefore, if Palmolive changes the price for its products, consumer demand for them may decrease since there will be more similarly priced substitutes. Since Palmolive is a mass-consumer shampoo, consumers do base their purchase decision on price: David Mercer outlines that individual consumers always tend to spend less (Mercer 1996). However, brand awareness is important as well. The price of the product is determined on the basis of business’s costs in the first place. Business’s costs determine the minimum price at which the product can be sold to cover the business’

Potter House Case Study Example | Topics and Well Written Essays - 1000 words

Potter House - Case Study Example the right to enjoy the benefits of the property, to live and to use the property. B also has the right to share in the proceeds if the property is sold. The ownership of the property is divided into 2 components; legal title and beneficial ownership. The legal title can be ascertained by reference to the land register (assuming that the title registration has been effected) and those persons who hold the legal title are the trustees of the land. In this case, A, C and D are the trustees of the Potter House. The trustees are given wide powers i.e. to sell, to lease, or to mortgage the land. Under the law, the trustees are not allowed to benefit from the exercise of their powers in their capacity as trustees. The benefits of the home must be deflected to the beneficiaries. These rules apply even if the trustees and the beneficiaries are the same people. The House of Lords has accepted that a trust should be implied in all cases of co-ownership - Williams & Glyn's Bank v Boland [1981] AC 487, 503, per Lord Wilberforce. Under the English law, since 1925, joint tenancy has been the only form of co-ownership. Whereas there are two types of ownership for the beneficial ownership of the property i.e. 'beneficial joint tenants' or 'tenants in common'. From the facts of the case, it is clear that A, B, C and D has indicated to hold the property as beneficial joint tenants. In this case, each owner jointly own the entire property and technically the property is held by the owner in trust for himself. The owners do not have separate shares of the property each (unlike the case of property held under the title of tenants in common) and neither of the owners have a separate share in the property which they can sell or leave in a will. The consequence of having such a title to a property is that upon death of one party his interest passes automatically to the surviving owner and this means that the property cannot be transferred to another person by the deceased owner through a will or on intestacy, as it doe s not form part of the deceased's estate. When B, in 2000, aged 27, moved out from the house to a new job in Kent, he demanded from C and D immediate payment for his share in the Potter House. B later died and left all his property by will to his mother, X. As explained above, B owns the house jointly with A, C and D and each of them has no separate share to the Potter House. It is not possible for joint tenants to sever their legal ownership in the estate and convert them into tenancy in common. Severance of joint tenancy into tenancy in common can only be done with respect to the beneficial ownership. A person whose interest is severed will have his share quantified in accordance to the numbers of the joint tenants immediately prior to the severance taking place. In this case, A, B, C and D each has 25% of the interest in the Potter Hous

Wednesday, September 25, 2019

Family history Essay Example | Topics and Well Written Essays - 750 words

Family history - Essay Example My parents would also take us out for a treat after these classes and this was another thing that made us always look forward to Fridays. Both my paternal and maternal uncles and aunts are also staunch Muslims and as a result of this factor, all of my cousins have been brought up to become Muslims. In retrospect, I guess that I never really understood what it meant for one to be a Muslim until my grandparents paid us a long visit during one summer vacation when I was about 9 years old. When my grandparents paid us a visit, I soon noticed that my grandfather had the habit of rolling out his prayer mat and praying up to five times a day. To me, this was oddly peculiar as I was accustomed to seeing my family pray in the morning before everyone left the house for the day and in the evening when we all got back home safely. My curiosity led me to question my grandfather why he was always praying. I will never forget the genial smile that he gave me as his old wrinkled face beamed at me. He picked me up and settled me on his knees and then explained to me that to him, being a good Muslim was not just praying and going to the Mosque every Friday, instead Islam for him was a way of life. He explained to me that to him being a good Muslim should be evident in all his actions and thoughts. As a nine year old kid, what my grandfather said to me that day did not really make any sense but as I grew older, I came to gradually realize the profound wisdom that was embedded in tha t short talk that I had with my grandfather. Although all my paternal and maternal relatives are all Muslims, their devotion to the faith is quite different. While my father’s family is quite devote to the faith, my maternal family is a bit more liberal and most of them do not pray on a daily basis and at times, some of my cousins sometimes fail to go to the mosque on Friday and instead stay at home either watching movies or playing video games.I once asked one of my maternal aunts why

Tuesday, September 24, 2019

Mechanical & Aerospace Engineering Term Paper Example | Topics and Well Written Essays - 1000 words

Mechanical & Aerospace Engineering - Term Paper Example The discovery of smallest planet, the discovery of earth like planet and some huge planets were explained in this part. The thirst for knowing more about our universe has developed in the minds of the human only after science and technology started to develop rapidly. Earlier, human had very little knowledge about our universe and our planet, but as science started to unveil the mysteries about the universe, one after another, humans started to dream about finding life in other planets also. They started to investigate more about other planets in the solar system and the possibility of life existing there. But so far, no planets in the solar system appear to be having life forms because of the extreme weather conditions there. The failure to find life forms in the planets of the solar system forced the human to look beyond the boundaries of our solar system in search of life forms which resulted in the discovery of many other planets in the recent times. Planets found outside the solar system is generally termed as Extrasolar planet or exoplanet. As of from now scientists have discovered around 500 such planets outside the solar system with the help of indirect methods such as radial velocity observations and direct methods or direct imaging technologies using powerful telescopes. The discovered exoplanets were large and small in size compared to the earth. It is scientifically proved that a substantial number of stars may have planetary system like the sun. Exoplanets became a matter of interest in the nineteenth century when the scientists and technologists started their space exploration actively to find extraterrestrial life with the help of powerful telescopes and other modern technological equipments. On September 30 2010, Paul Butler and his colleague Steven Vogt of the University of California at Santa Cruz, â€Å"announced the discovery of a rocky planet in another solar system that has the most basic and essential conditions needed to

Monday, September 23, 2019

Main Problems Facing Pride Industries Essay Example | Topics and Well Written Essays - 1500 words

Main Problems Facing Pride Industries - Essay Example Pride Industries currently boasts of two departments of which one is the IFS, which is, undertakes activities such as clean room, commercial custodial and facilities maintenance, offering services in the military base operations and transportation. In addition, IFS provides specialized services to both private and public customers such as food services, maintenance of grounds, and provision of shipboard and commissary operations. The other division of the Pride Industries is the Manufacturing and Logistics Services (MLS) division. There is service provision such as offering production contracts to original manufactures of electronics, contract packaging, fulfilment services and supply chain solutions. Print services, mail and e-store to Fortune 10+ companies, as well as logistics services are also crucial for the company. HP as its service supplier of the year recognized the business in 2010. Pride Industries has its foundation with the core mission of creating employment opportunities for people with disabilities. There is an implication that, the company can have classification as a social enterprise whose main purpose is to fulfil a specified social need as well as make profits to support its operations. Pride Industries is facing various problems with respect to its operations as well as the company’s core social mission. Since its initiation, the core social mission of the pride companies was to provide employment to the disabled individuals in the society. However, the company is facing problems in integrating the long-term operations strategies into its core social responsibility. The major problem that arises is the adoption of more efficient and modern production line, which has an expectation to cost the company approximately $2.6 million. There is quite a high investment given the fact that most of the returns of the company have the direction towards the fulfilment of its core social mission or responsibility. Majority of the senior workers in the business including it director of finance operations and the vice president of the company’s sales operations are not optimistic about the current project by the company.  

Sunday, September 22, 2019

Critical Lens Paper Essay Example for Free

Critical Lens Paper Essay Joanna Kathleen Rowling once said, â€Å"It is our choices that show what we truly are, far more than our abilities.† Rowling’s words suggest it is our decisions that show who we really are more than our capabilities. It’s not about what we can do or how fast we can get it done, but it’s ultimately about the decisions we make to do something or not. Rowling’s words are in fact valid. The choices you make in a difficult situation can fundamentally show the people around you what you’re made of and what you’re about. Evidence of Rowling’s words exist in Ashley Antoinette’s novel Moth to a Flame through the use of characterization and Sidi’s novel Fatou: An African Girl In Harlem also through the use of characterization. Both Antoinette and Sidi’s work show that the decisions we make ultimately show who we truly are. Sidi uses the characterization of the Fatou in his novel Fatou: An African Girl In Harlem to show that the choices we make basically show who we really are. Fatou is the protagonist in the novel. She was brought from African to America at twelve years old to marry a forty year old man named Lama. Fatou was sold to this man so her family could live wealthy in Africa. She always thought America was the land of greatness and freedom until she got there. Her forty year old husband did nothing but abuse her. Fatou wanted nothing more than to get away from Lama and make a better living for herself. She decided to go to school and get her get her diploma. Moreover, she decided to no longer be someone else’s property. The characterization of Fatou in the novel clearly shows that your decisions show who we truly are. Instead of being someone’s slave, Fatou chose to run away and make a better life for herself. Furthermore, she showed everyone around her that she’s not property and she’s no longer going to be oppressed by her forty year old husband. All things considered, by using Fatou Sidi shows or choices are what sho w what we truly are, not our capabilities. Ashley Antoinette uses the characterization of Raven in her novel Moth to a Flame to show the decisions we make fundamentally show who we are as a person. Raven is the protagonist in the novel. She is the daughter of Benny Atkins. At seventeen, Raven began dating a known stick-up kid named Mizan. Unknown to her, Mizan had different intentions. He wanted to take Raven’s father off his throne. Raven’s Father, Benny Atkins, was the king of the whole drug scene in Flint, MI and Mizan envied him. Her Father sensed there wasn’t something right about Mizan and forbid Raven to see him again. Unfortunately, this only pushed Raven closer to Mizan. From then on, Raven’s life began to spiral downward. Her father died, her mother was sent to jail, and she was left to take care of her six year old sister. Raven and her little sister moved in with Mizan. Shortly after, Mizan started abusing Raven. After losing her child because of the constant beating, Raven finally foun d the courage to leave Mizan. She reached out to Ethic, a man that worked with her father, and he helped her and her little sister get on their feet. Raven and Ethic ended up falling in love and starting their own family. Raven also applied for college classes and eventually got her degree. Antoinette’s portrayal of Raven shows that your choices are what make you who you are. Raven chose to leave Mizan and make a better life for her little sister, instead of being someone’s punching bag. Furthermore, Raven chose her life. She showed many individuals around her that she can stand on her own two feet and even with her struggles, she was going to make it. Thus, by using Raven Antoinette showed that your capabilities are nothing compared to the decisions you make. Joanna Kathleen Rowling’s quote, â€Å" It is our choices that show what we truly are, far more than our abilities† , illustrates that our abilities are nothing compared to the decisions we make, our decisions are what show those around us who we ultimately are. Rowling’s words were validated by Ashley Antoinette in her novel Moth to a Flame using the characterization of Raven. She showed her readers that abilities mean nothing because the protagonist wasn’t capable of overcoming her boyfriend. Instead, the protagonist chose to leave him and she saved her life doing so. The lens is also proven true by Sidi in his novel Fatou: An African Girl in Harlem in which he uses the characterization of the protagonist Fatou to show that some things you’re not capable of controlling but you can make a choice to remove yourself from the situation. Writers like Antoinette and Sidi show readers that our choices are what show the individuals around us what we’re made of not our capabilities.

Saturday, September 21, 2019

The Barriers for Women in Career Advancement

The Barriers for Women in Career Advancement Chapter 2 LITERATURE REVIEW This sections presents a review of literature pertinent to this study including a history of mentoring, the barriers for women in career advancement, the relationship between mentoring and career advancement, mentoring in healthcare administration, and the advantages and disadvantages of formal and informal mentoring. History of Mentoring Mentoring is rooted in Greek mythology and arose as a concept in a story where Athena, the goddess of wisdom, assumed a male form and called herself Mentor. Athena acted as a surrogate parent to Telemachus when the boys father, Odysseus, fought in the Trojan War. Athena provided guidance and instruction to the boy as the latter assumed the leadership of the household and groomed him to be Ithacas future ruler (Butler, 1944). Hence, the concept of mentoring has been shaped by the notion of a relationship where a more experienced adult guides a youthful individual (Kram, 1985). More specifically, Kram (1985) describes mentoring as â€Å"a relationship between a younger adult and an older, more experienced adult [who] helps the younger individual learn to navigate the adult world and the world of work† (p. 2). Lacey (2001) states that the term â€Å"mentor† has since evolved to represent either a counselor, teacher, or friend and the mentoring relationship now connotes a p artnership where the primary purpose is the exchange of information and knowledge distinct to a given industry or organization. Other authors refer to mentoring relationships as â€Å"sponsor, patron, and godfather† relationships (Rowe, 1978, as cited in Kram, 1985). A literature review on mentoring across various disciplines by Hayes (2001) produced the definition of mentoring â€Å"as a process of building trust between two people, one is experienced and the other is a newcomer† (p. 29). Carmin (1988) provides a comprehensive definition of mentoring: Mentoring is a complex, interactive process, occurring between individuals of differing levels of experience and expertise that incorporates interpersonal or psychosocial development, career, and/or educational development, and socialization functions into the relationship. This one-to-one relationship is itself developmental and proceeds through a series of stages which help to determine both the conditions affecting the outcomes of the process. (p. 10) Mentoring as a field of study started with the 1978 research of Levinson et al. on adult mens career development experiences (as cited in Kram, 1985). Levinson and his colleagues concluded that the mentoring relationship was a pivotal experience in a young adults life because aside from receiving knowledge from mentors, the experience also shapes a persons self-esteem and professional identity. Kram (1995) identifies two broad types of mentor functions: career-related support and psychosocial support. Career-related support refers to the support mechanisms provided by the mentor that boosts the mentees career advancement within the organization. Component functions associated with career-related mentoring include â€Å"sponsorship, exposure and visibility, coaching, protection, and challenging assignments† (p. 86). Due to the mentors influence and high status, experience, and leadership position in the organization, the mentee receives the best hands-on training and gets assistance on learning more about the organization itself and its inner workings, receives exposure to the mentors social networks, and acquires promotions. In this regard, the mentor sees him or herself in the mentees shoes and want to groom a future executive in his or her fashion. Allen Eby (2002) view that mentors and mentee alike benefit from the mentoring relationship and that mentors are fuel ed by the desire to ensure the success of the next generation of leaders. Kram (1985) theorized the mentors can provide five specific career development functions (as cited in Ragins Cotton, 1999): Sponsoring promotions and lateral moves (sponsorship); Coaching the protà ©gà © (coaching); Protecting the protà ©gà © from adverse forces (protection); Providing challenging assignments (challenging assignments); and Increasing the protà ©gà ©s exposure and visibility (exposure). (p. 530) The second mentoring function is psychosocial in nature. The psychosocial function of mentoring addresses â€Å"those aspects of a relationship that enhance an individuals sense of competence, identity, and effectiveness in a professional role† (Kram, 1985, p. 32). Krams mentor role theory (1985) suggests that there are four components of psychosocial support that mentors can provide to mentees (as cited in Ragins Cotton, 1999): Helping the protà ©gà © develop a sense of professional self (acceptance and confirmation); Providing problem-solving and a sounding board (counseling); Giving respect and support (friendship); and Providing identification and role modeling. (p. 530) Where career support is dependent upon the mentors power and influence within the organization, psychosocial support focus on the emotional bond and the interpersonal relationship underlying the mentoring relationship. Career support aims at advancing the protà ©gà ©s career while psychosocial support is geared at improving the protà ©gà ©s personal development. Barriers for Women in Career Advancement Compared to several decades past, women have made leaps in terms of advancing toward senior executive positions formerly monopolized by men. However, career advancement opportunities for women still lag considerably compared to the men. Tharenou (1999) estimates that although women in developing countries make up almost half of the entire workforce, only 5 percent of them are situated in top executive positions. A worrisome fact is that while there seems to be equal opportunities for men and women in entry-level positions, the road toward the more senior levels are unfortunately blocked for women. While is undeniable that the greater workforce composition of women is one of the most positive social changes in the twenty-first century, struggle for equal opportunity persist as women are still excluded from the top positions in the organizational hierarchy. This phenomenon has been referred to as the â€Å"glass ceiling,† a term originally used in 1986 by a Wall Street journalist to connote the status of women in the corporate world. The term was coined as a description of the complex barriers that block womens opportunities to break through the top levels in the organization. This â€Å"glass ceiling† is especially evident when one looks at rarity of female senior executives in organizations of virtually all disciplines. The concept of the glass ceiling was recognized and accepted as a public term when the 1992 Federal Glass Ceiling Commission concluded that there were indeed several barriers that hindered women and other minority groups to achieve their full potential within the career ladder. The same study confirmed that â€Å"gendered† structural and organizational barriers prevented women from attaining the most senior level positions in several companies. Moreover, it lamented on the so-called â€Å"hegemonic masculinity† that is pervasive in the organizational culture in corporate America (Woody Weiss, 1994). Many studies have reported on the various barriers that women encounter during professional advancement. A report by womens group Catalyst (1994) listed the most common barriers identified by mid-level managers that prevent them from advancing further into the top-level positions. These barriers include (as cited in Arnold Shinew, 1997): stereotyping and preconcepts about suitability for leadership positions; exclusion from informal networks of communication; absence of effective management training for female employees; failure to hold upper level managers accountable for developing and advancing women; inadequate appraisal and compensation systems, leading to inequities in salaries; inflexibility in defining work schedules; and absence of programs that enable employees to balance work/non-work responsibilities. (pp. 42-43) The work of researchers Henderson and Bialeschki (1995) has been influential in comprehensive studies that aim to identify the different barriers that women face in their pursuit of upward career mobility. They conducted a nationwide survey among women practitioners in the recreation and leisure industry. The researchers grouped the different barriers into three broad categories: individual, organizational, and home/family. By examining career patterns, family situations, career satisfaction, and equity in the workplace issues, they found that stereotyping and gender-based discrimination remains the greatest barrier for women that prevent them from advancing to the top tier of the corporate ladder. More than half of them also reported being sexually harassed. Other identified barriers include the lack of training, lack of mentors, and womens exclusion from â€Å"male-only† networks. Another study by Frisby and Brown (1991) surveyed 30 women mid-level managers belonging to leisure-oriented organizations in order to examine their career experiences as they struggled their way to the top. Consistent with previous findings, women in middle management reported that the most common barriers they encountered from advancing in their careers include career interruptions due to pregnancy or family issues, the lack of role models or mentors, the lack of support from senior executive to promote women, exclusion, gender stereotyping, personal factors, and exclusion from male-dominated social networks. Frisby (1992) did a follow-up study to examine in a more comprehensive manner the factors that hinder the career development of women in leisure organizations. Using a descriptive-quantitative design, Frisby grouped the various barriers reported by women managers that have influenced their career direction and mobility. There were legislative factors such as gender discrimination, pay equity, and laws on sexual harassment; organizational factors such as patriarchy, exclusion from networks, flexible work options, difficulty in dealing with male-dominated organizational culture, lack of training and mentoring opportunity; and individual factors such as gender, education, and geographical mobility; and lastly, family factors that include lack of support from spouse and difficulty balancing work-family responsibilities. Due to the complex and varied nature of identified barriers for women, studies by Henderson Bialeschki (1995) and by Woody Weiss (1994) have grouped these barriers into three categories: a) Individual factors; b) Organizational/Structural factors; and c) Family or Home-related factors. Individual factors as barriers Individual traits and skills are often attributed for laggard career advancement among females. Individual factors such as age, educational attainment, skills, experience, proficiency, or ability are related to advancement. There remains gender stereotypes on what men can do that women cannot that justifies greater upward mobility for males. Some express that women lack the necessary attributes such as assertiveness, motivation, or networking skills to advance in careers (Vecchio 2002). The simple fact of â€Å"being female† thus becomes a potent barrier for career advancement among women. For instance, there is a double standard when it comes to appreciating leadership in females. Morrison, Greene and Tischler (1985) opine that when women display competence in leadership, they are viewed negatively while men who visibly lead are appreciated. Similarly, succession in vacated executive positions is usually based on the gender of the previous occupant of the position or the job. Since most senior executive positions are dominated by males, women are immediately excluded from consideration. Moreover, females are placed in â€Å"traditionally-female† positions such as staffing and human resources and cannot be promoted to higher positions that are â€Å"traditionally-male† in nature. Age can also be a barrier as individuals who are deemed â€Å"too young† or â€Å"too old† may not be deemed suitable for senior executive positions. Organizational factors as barriers Most research studies conclude that the biggest barriers to career advancement among women are beyond their personal control. The Glass Ceiling Commission indicts organizational and structural barriers as the most predominant barrier toward womens upward climb in the career ladder (Woody Weiss, 1994). Bergmann (1986) opined that organizational structures specifically job assignments are designed to prevent women from ascending to the top. Job assignments are considered to be the primary route for career advancement. Organizational structures â€Å"steer away† womens potential for upward mobility by confining them to work roles that are considered to be â€Å"womens occupations.† Bergmann cites a study by Forbes that the quickest way to the top of corporations is placement in functional areas or crucial job assignments that lead to the accomplishment of critical organizational tasks (p. 88). Klenke (1996) suggests that women face an exclusion policy that prevents them from penetrating the â€Å"old boys† network. Access to such networks is considered a significant step to gaining upward mobility in organizations. One can access information and learn more about the organization not possible in regular communication channels. Another barrier cited by women is the lack of mentoring opportunities from male superiors. For instance, Dreher and Cox (1996) found that females find it difficult to gain informal mentors who are male. If they do find a male mentor, they also face challenges in the course of the mentoring relationships especially in relation to its nature and possibility of misinterpretation. Some female managers even report being subjected to sexual harassment. Cooper Jackson (2001) contends that the scarcity of women role models is another perceived barrier toward advancement. Organizational leadership is predominantly patterned after the male form of leadership. Since acquiring senior executive positions are blocked, developing women role models that would inspire and motivate women and neutralize male-dominate culture in the organization becomes challenging. Moreover, because women lack opportunities for role modeling or mentoring relationships, they often fail to plan their career and build effective networking strategies. The reality of stereotyping has been found to affect womens career advancement deeply. Because of gender stereotyping, women feel isolated and discouraged because they perceive themselves unable to blend well or fit in with the patriarchal culture of senior executive leadership. Sometimes, this perception leads them to believe that have to change considerably in order to suit the male-dominated culture of the top hierarchy. Davidson and Cooper (1986) report that gender stereotyping in the organization leads to higher stress levels among women than men. This is because gender stereotyping often pressures women to exert extra effort or to work harder and perform better than their male counterparts in order to prove themselves equal to them. Women tend to believe that in order to achieve their career goals, they have to over-perform to counter the effects of negative gender stereotyping. Even when women are promoted and do acquire senior executive status, there is a prevailing norm that they have to perform even better than their male colleagues to prove themselves worthy of the position. Powell and Butterfield (as cited in Collinson Hean, 2001) state that stereotyping also leads to social isolation among female managers and their heavy dependence on formalized relationships for career advancement. Female managers put a prime on their professional portfolio and credentials when they pursue promotional opportunities whereas men can depend on informal networks to advance in their careers. Collinson and Hearn (2001) believe that unless the patriarchal nature of institutions are broken down, women will find it difficult to advance their careers in what is considered male territory. They define patriarchy as a process and a context through which male supremacy is promoted by men and institutions. Patriarchy is a stumbling block for women because it â€Å"control[s] access to hierarchical power and characteristics of knowledge claims† (Collinson and Hearn, 2001, p. 23). In this environment, cultural practices and information flow signify male authority, hence, placing women as mere subordinates to men. However, the problem with patriarchy is that it is a â€Å"complementary process† that is legitimized by both women and men and forms part of the organizational culture. In this manner, male dominance becomes a self-perpetuating phenomenon in organizations. Moreover, Collison and Hearn (2001) opine that executive culture is a male realm. They believe that wome n are not accepted wholly into the workforce but are merely tolerated. Hence, the notion of â€Å"patriarchal elitism† especially in top executive culture is widespread (p. 8). Pringle (1999) contends that female managers lack access to networks, trainings, and mentoring programs because they are usually gender-based and male-gendered. The domination of men in organizations is sustained with constant identification with one another. Perpetuating a gendered organizational culture leaves women managers isolated and places them in a situation where executive leadership feels very much like engaging in constant â€Å"physical combat† (Sinclair, as cited in Pringle, 1999, p.8). Home-related factors as barriers The barriers that women encounter extend far beyond the confines of the workplace to the home. For many female managers, the home environment presents several obstacles that must be overcome in order to achieve upward mobility. One obstacle is that some women managers, especially, those with families, experience the so-called â€Å"second shift syndrome† where they must work on the first shift in the workplace and continue on the second shift in the home environment. The burden of juggling work-related goals with family responsibilities is a serious concern for some women. Women who find themselves in this circumstance are also called â€Å"dual career women† where performance at work and at home are necessary. To perform this balancing act between professional development and personal life may prove too difficult for some women in many ways. Some of them eventually may find inadequate support from their respective families to pursue career advancement goals. A 1995 survey by recruiting company Robert Haff and Associates (1995) found that more than 80 percent of women managers who were interviewed preferred a job that featured more flexible hours, provided more family time, and slow-paced advancement than grueling jobs that featured rapid career mobility. In a sense, because of additional responsibility at home and with their families, women do not perceive career mobility as â€Å"a methodical rise to power† (Aburdene Naisbitt, as cited in Pringle, 1999, p. 43). Unlike the men, women do not focus on the singular objective of professional advancement but struggle to â€Å"do it all† and come up with more creative ways to reap professional success. Research also reports that women managers continue to bear the brunt of carrying the â€Å"double burden† of family and work. They have to be successful equally in the home and at work. In the home environment, they need to assume the manifold tasks of wife and homemaker and struggle to become equals with men in the workplace at the same time. Sue Newell opines that so long as women continue to juggle these dual roles, they may never achieve the parity they need and deserve in relation to men in the work environment (Newell, 1992). However, studies have also found the home and family-related barriers do not necessarily interfere with motivation and career success among many women. The problem with having the additional burden of family responsibility for women is that it is viewed as a negative thing. Research has suggested that many companies look at women with home-related commitments with disfavor (Swiss Walker, as cited in Pringle, 1999). What is worse is that some women may even be penalized career-wise for having commitments outside of the professional realm. Having marital and family responsibilities may not interfere in terms of commitment among women but these factors might slow down the promotional opportunities of woman managers. Some women have reported that the workplace was inviting and conducive to success when they were single and changed considerably to a more unwelcome environment when they got married and had children. In an article, management expert Douglas T. Hall (1990) suggested that in order to provide more access for women in terms of career advancement, companies need to come up with strategies that promote balance between work and family responsibilities. Among the strategies he recommend were more flexible work schedules and expanded use of home-based work option.