Highest Death By Gun Rates - Free Essay Example

Sample details Pages: 2 Words: 517 Downloads: 5 Date added: 2019/03/19 Category Society Essay Level High school Tags: Gun Control Essay Did you like this example? The United States has near one of the highest death by gun rates, compared to other countries. This is a growing problem in todays world, when it comes school, and other public shootings. For example the shooting that took place in a music festival October 1,2017 the gunman opened fire on more than 22 thousand people. This attack on the people left 59 people dead and more than 500 injured. This is a problem this shooting happened from a hotel room from across the way. The shooter was using a semi automatic weapon when he was opening fire. This is a problem that these weapons are able to do these things. One way we can decrease it is putting a restrictions on certain magazines. I think doing this will help people the gunman will not be able to do as much. I think another way we could do this is if we put in a course people have to go through and a test to get a license in order to purchase a firearm. I think another way we could make this decline is getting stricter on the background checks. I think doing this will make it harder for these weapons to land in the hands of people that should not have them. Don’t waste time! Our writers will create an original "Highest Death By Gun Rates" essay for you Create order People that are convicted criminals are getting there hands on guns. People dont stop and think how this happens. I think another thing that should be done is there to be a gps tracker in these weapons. Doing so if the weapon is stolen from a house or someone that is legally licensed to own the weapon it can be tracked down. I think another thing that should happen is a check gets done on the person seeing if they have any connections to someone that is a well known or highly convicted criminal. I think doing this would bring it down because you do not know if they are doing this for that person. Now when it comes to school shootings they are becoming more a things. Schools are having threats placed on the school. I think one way for this could go down is to arm school teachers that are licensed and goes through a course to use that weapon when needed like government officials have to. I also think the teachers should have the weapon placed in a locked safe in there room so no one can overpower them from the classroom because students are starting to do these shootings. I think another way is we can place metal detectors at the entrances of the school. I think doing this will help more too because it would go off it someone has something they shouldnt have. And these metal detectors should have a armed guard standing at them at all times. I think another way we could bring it down is increase the age to purchase a firearm. I think doing this will be good because it gives people more time to grow up because the way the world is now people are not grown up by 18 and are doin g things they should be doing.

Compare Aristotle’s Claim That Man Is a ‘Political Animal’...

Compare Aristotle’s Claim that Man is a ‘Political Animal’ with Hobbe’s Claim that the State of Nature is a State of War. Noah Park Ever since the existence of a civilization, the fundamental question of how and why; to identify and explain the human’s nature and how man is ought to live, has been the key element in philosophical world. Many philosophers provided and made public of how they viewed this world as, and the human in it, and experimented themselves with their approaches, however, no philosophers could possibly bring forth the same views as other philosophers nor yield an answer which do not leave a sense of doubt in our mind. None of the theories were incorrect, but none of them were right in the sense that even two†¦show more content†¦He saw human nature was to be tamed by politics, not exercised. According to Aristotle, The nature of human was to be completed and flourished through community and politics (SEP, 2002). In contrast, Hobbes claims that the state of human nature was war. In his book of Leviathan, he states, â€Å"†¦there is no way for any man to secure hi mselfe, so reason-able, as Anticipation; that is, by force†¦till he see no other power great enough to endanger him†¦Ã¢â‚¬  (Leviathan, XIII). Since we cannot reach agreement over what is right and wrong, it is rational to think that we have no choice but to attack other people and that is the state of nature. Hobbes suggests three causes of the nature of man. First, competition; Second, Diffidence; third, glory. Human exercise violence first to gain their desire, and secondly to defend their gains, and lastly for one’s own reputation. On the ground that we are all in a state of war, Hobbes states, â€Å"In such conditions, there is no place for industry, because the fruit thereof is uncertain†¦no knowledge of the face of the earth, no account of time, no arts, no letters, NO SOCIETY, and which is worst of all, continual fear and danger of violent death†¦Ã¢â‚¬  (Leviathan, XIII). Therefore, the idea of justice or injustice cannot have a place in our soc iety where there is no power.

The Healthcare Industry

Question : What is the Healthcare Industry ? Answer : Introducation The Healthcare Industry consists of the populations of a diverse nature and has a working towards attainment of a common goal and objective. There are a variety of occupations in a setting of healthcare organizations which have a contribution to the complex nature of such organizations. The occupations include the caring of the patients along with their providers like the physicians, nurses and other registered staffs of the organizations that look after the technological aspects and the management of the medical records (Senior, Telford, 2015). The workforce of the healthcare includes the workers from the initial stage of the careers, the experienced ones and the workforces who have their retirement approaching. As per, Rowland (2013), the industry has huge characteristics and it is important for the leaders of the healthcare organization to appreciate and analyze the divergence that every generation to the workforce. They must connect the advantages of such differences and divergence for the benefits of the organization. There is an expansion of the definition of the diversity in the modern age and the employers developing the strategies of leadership appealing towards the diverse age population will achieve the edge of competitiveness. There must be recognition of the features of the generations i.e. Traditionalists, Baby Boomers, Generation X, and Generation Y employees. As per Cabral, Hanson, Reilly, the generations have their own set of priorities, attitude, style of communication and manner of engagement with the peers and the other employees. They consider different work designs that are manipulating the culture and performance of the organizations. The Traditionalists had grown during the wartime and periods of the postwar, and so had been living in and tailored to a situation of insufficiency. Baby boomers resided in an age of worldwide upgrading and improving economies and are confident about the future opportunities. Generation X embraces principles formed by economic depression, inflation, and technical and hi-tech advancements. Having been elevated throughout an era at the time of eroding conventional values endangered both monetary and emotional safety measures; this generation is frequently described as self-contained and to some extent skeptical of the world around them. Generation Y is further varied than preceding generations, and wit h respect to cultural and ethnic variety. They have a likelihood of embracing the diversity than all earlier generations due to the consideration of cultural and ethical values (Cabral, Hanson, Reilly, 2016). According to (Bourke, 2013), people at times believe that the culture of the company for younger generations represents quarters with games and internet and lack of set of the workplace regulations. Whereas Chreim, MacNaughton, considers that the surrounding of a business organization is helpful for increase in the productiveness and growth of the employees and the organization on a whole. According to the study conducted, it has been found that the hosting of happy hours and fun events in the companies is a great way of knowing and communicating with each other. The same helps in growth and development of the workforces together and collectively. Even the style of communication has become a difference in the intergenerational workplace (Chreim, MacNaughton, 2016) The variations between the generations of the old and young occur due to the preferences in the styles of the communication. The Generation Y has a style of sending messages in text, tweets and other messengers for the communication while the Baby Boomers and the Generation X have a tendency of preferring the calls and emails. The younger generations have a tendency of using the informal language and abbreviations which require extra effort for the older generations (Hickey, 2013). Gursoy, Chi, Karadag, describes that the understanding of the value of the people and the motivation creates easiness in the communication of the expectations of the job. It also has an offering of the correct type of support and even the adjustment suiting the performance of the team. There are even a range of negative stereotypes, which include the usage of the terms such as lazy, technology obsessed, over eagerness and others. These come to the mind of the older generation of the workers while they think of the millennial and the younger generation. The younger generations have the ideas to which they oppose and even they see the older ones difficult to train and become stubborn in setting up the ways (Gursoy, Chi, Karadag, 2013). There is a difficult and conscious effort required in the distinguishing of the talents and one must not use the notion of predetermination towards the same. Cabral, Hanson, Reilly, studied that the workers have to match the visions of the success with the ethics of the work. Few people have an experience of many things in a short period of time and learned skills, which the older one lacks. But, the older generations have an insight and wisdom that is further than the years having a perspective other than the younger ones (Cabral, Hanson, Reilly, 2016). As per the (American Hospital Association Guide 2015, 2014); the cultural expectations also have a consequent shift as the workplaces have an evolvement of keeping up with the changes in the technologies and the work trends of mobile. There can be particular sessions for the transitioning in the older generation workers who are used in having the measurable performances by the spent number of hours at the desks. As per the younger generations, the amount of time spent in office does not prove to be vital in relation to the productivity of the organization. The younger ones prefer the telecommunication in times of rush hour while the older ones prefer staying late to cope of with any sudden requirements (Favero, Heath, 2012). The younger generation values and has an expectation of creating a healthy balance of both work and life. The younger workforces tend to come from families having both the parents working and hence, they place a great love for the balance of work and life, Maroney said that the older workers may have estimated to give up a lot of their individual moment to the occupation.Thus, the younger one, having seen their parents be defeated in their jobs in spite of their faithfulness, the millennial group is looking forward to the jobs wherever they can have a life exterior of work (Starks, 2013). The leaders in order to gain a proper method to move toward this issue is to permit individuals to work in the approach that is paramount for them and recognize the hard work of each team associate, not considering their style of work. The leaders look forward to the progress in the movement from a volume based payment model to a value based model for improving the care procedure and lowering the costs. The intergenerational workforce can have a provision of a rapid and employee capital with ability, solvency, operational performances with optimality and excellent care of the patients in spite of the shortage of labor and rising of the costs of the healthcare organization (McDaniel, Zimmer, 2016). The same leads to a creation of the advantage of competitiveness and the leaders must have a development of a culture sporting and fostering the teams of intergenerational workforce. The major strategies include firstly, the building of a strong foundation of intergenerational workforce. Secondly, there must be an establishment of effective managerial practices. Thirdly, there must be policies related to the development of generational capability and each of the strategy has an influence and has a supporting on the other s and must have a synergistically held operation. Of the strategies under the recommendation, it is essential that the organizations must start with the following i.e. conduction of an evaluation of intergenerational behavior for the determination of the workforce of the organization and development of a plan with comprehensiveness. Secondly, the implementation of the employment of target, retention of segments and the planning of succession must be included in the strategies. Lastly, there must be included, the tailored strategies of communication that have a cultivation of the generational knowledge and sensitive nature. The list must have a provision of the basis for the priority setup for the strategies in the future (Byrd, 2014). The profile of the organization must be known as well as the customization of the recruitments and efforts of the succession planning for the future work. There is a fundamental requirement of building up a strong base for suitability in the future for any organization. There must be embracement and celebration of the diversity of the generational workforces for the organizations through the implementation of the policies and programs for the supporting of the growth and development of employees. There must be a number of procedures that must be undertaken to meet the secure workforces of the future productivity and flexibility of the intergenerational groups. Firstly, there must be conducting of an intergenerational assessment for the determination of the workforce profile of the organization. It includes the evaluation of the current workforces in the care units and hospitals of the organization. The leaders must have clarity of the generations of the organizations and the amount of the employees falling under various categories. The results can be helpful towards the development of a wide-ranging plan addressing the risk factors which support the professionals among employees and the growth of the organization (Heymann, 2014). Secondly, as per Kaifi et al., there must be an acquisition of the intergenerational capacity in order to put up a sustainable labor force that will make available premium patient care and generate a competitive border for the organization, hospital leaders can relate to the innovative policies to draw intergenerational flair and improve the organizations talent collection. The targeted employment labors i.e. the organizations must develop recruitment hard work to aim at diverse generations and produce a fair allocation of employees. For instance, the baby boomer generation can be embattled by giving posts about the career openings on websites and additional media passages. There can be application through research and transparency in the internet and websites. The organizations must have an authentic, honest and transparent approach of the claims in the websites. There can be employment of a variety of websites like the video channels and the social media for targeting the various g enerations (Kaifi et al., 2012). Lastly, there must be descriptions of the jobs connecting role to the mission and values of the healthcare organization. There must be effectiveness in the tailoring of the communication of the values for the appealing of the differences in the generation. One time, when a generationally varied and brilliant workforce is in position, leaders can have a focus on policies and procedures to keep hold of the creative employees and avoid high and costly earnings. There can be tailoring of the maintenance services to dissimilar generations, providing supple effort options, contributing in the educational and career growth programs and providing supplemental profits opportunities will motivate employees. The organizations can expand employee support services to attend to the evolving desires of employees, such as caring for elderly parents and the dependents. There must be flexibility in the work options for retaining the talents, specially individuals heading towards retirement, organizations can offer profitable options for sustained employment, whether part-time or full-time, and a reimbursement package or unusual work accommodations that bear the needs of an employee (Cahill Sedrak, 2012). The organizations may have to find modern ways to move forward the expertise sets of their human resources. Furthermore, the organizations must put forward a competitive income that is proportionate with the skills and experience of the employees. They may additionally offer the supplementary income alternatives to increase the salary of an employee. The organizational leaders and the managers must have a requirement of learning the features of each follower for the better leveraging of the strengths of the employees and effective distribution of the projects. They experience of the older generations and the technological savvy of the younger generations must be combined to get a stronger background of the academics (Zimmer, 2016). There must be steps undertaken by the leaders in providing relief to the generational tensions and the employees must also understand the uniqueness in the qualities of each generation on an individual basis. The professional and the educational activities for the growth and development are too effective in breaking down the negative stereotypes and mitigating the friction among the cohorts. The workers having greater experience can create passing on of the skills to the modern workers and thus every cohorts can attain knowledge from one another (Dow, Joosten, Biggs, Kimberley, 2016). Lastly, the leaders of the healthcare can implement programs with the intention of addressing the intergenerational workforce. Leaders must recognize the requirements and goals of the organization and bring into line the workforce scheme and the same smooth the progress of creating a practical and sustainable design for achievement. References American Hospital Association Guide 2015. (2014) (1st ed.). Aust, M. (2013). The Nurse Manager's Guide to an Intergenerational Workforce. Critical Care Nurse, 33(2), 88-88. Bourke, M. (2013). Identity and redemption. Theology, 116(2), 103-110. Byrd, M. (2014). Diversity in the workforce (1st ed.). New York, NY [u.a.]: Routledge. Cabral, R., Hanson, D., Reilly, M. (2016). Leading and Retaining a Multigenerational Nursing Workforce: Leadership Grounded in Caring Science. International Journal For Human Caring, 20(2), 93-95. Chreim, S., MacNaughton, K. (2016). Distributed leadership in health care teams. Health Care Management Review, 41(3), 200-212. DelCampo, R. (2012). Managing the Multigenerational Workforce: From the GI Generation to the Millennials. Human Resource Management International Digest, 20(2). Dow, B., Joosten, M., Biggs, S., Kimberley, H. (2016). Age Encounters: Exploring Age and Intergenerational Perceptions. Journal Of Intergenerational Relationships, 14(2), 104-118. Favero, L., Heath, R. (2012). Generational Perspectives in the Workplace: Interpreting the Discourses That Constitute Women's Struggle to Balance Work and Life. Journal Of Business Communication, 49(4), 332-356. Gursoy, D., Chi, C., Karadag, E. (2013). Generational differences in work values and attitudes among frontline and service contact employees. International Journal Of Hospitality Management, 32, 40-48. Heymann, J. (2014). The mature workforce: Profiting from all abilities.The Upside of Aging: How Long Life is Changing the World of Health, Work, Innovation, Policy, and Purpose, 113-130. Hickey, J. (2013) The clinical practice of neurological and neurosurgical nursing (1st ed.). Kaifi, B., Nafei, W., Khanfar, N., Kaifi, M. (2012). A Multi-Generational Workforce: Managing and Understanding Millennials. International Journal Of Business And Management, 7(24). Lai, A., Kaplan, M. (2013). Intergenerational Strategies for Enriching the ESL Education Platform. Journal Of Intergenerational Relationships, 11(4), 425-439. Lowther, A. (2014). Rise of the millennials: how they will impact the cyber workforce. International Affairs Forum, 5(2), 97-105. Luthra, P., Dula, C. (2014). Intergenerational Management at GlaxoSmithKline in Asia Pacific.(2014). Case Collection. McDaniel, S., Zimmer, Z. (2016). Global ageing in the twenty-first century (1st ed.). London: Routledge. North, M., Fiske, S. (2015). Intergenerational resource tensions in the workplace and beyond: Individual, interpersonal, institutional, international. Research In Organizational Behavior, 35, 159-179. Rowland, P. (2013). Core principles and values of effective team-based health care. Journal Of Interprofessional Care, 28(1), 79-80. Senior, E., Telford, M. (2015). Using an integrated teaching and learning approach to deliver inter-professional practice in Public Health. Nurse Education Today, 35(10), 1013-1015. Starks, A. (2013). The Forthcoming Generational Workforce Transition and Rethinking Organizational Knowledge Transfer. Journal Of Intergenerational Relationships, 11(3), 223-237.

Living Buddha, Living Christ

In his book Living Buddha, Living Christ, Hanh (1995) explores the issues concerning religious tolerance and peace among people pertaining to different traditions.Advertising We will write a custom essay sample on Living Buddha, Living Christ specifically for you for only $16.05 $11/page Learn More One of the most striking statements in his writing (which can be regarded as a thesis statement of the entire work) is as follows, â€Å"We have different†¦ ways of seeing, but we share the common qualities of love, understanding and acceptance† (Hanh, 1995, p. 11). It is necessary to note that this statement does not include something brand-new, but it reveals the universal truth. The most striking about it is that it is revealed in simple terms and the reader cannot but accept it. I completely agree with the author as I also believe all religions and all major traditions are based on similar values. I think the metaphor used by the author is very suggestive as religions can be compared with flowers or any other objects in the universe as everything is constituted by a quite limited number of elements. Likewise, religions are based on similar ideas of the good and the bad, just and unjust. Irrespective of the name of the religion and specific rituals, all major religions teach people to be rightful, i.e. to share such basic values as love, understanding and compassion. There is one peculiarity of all religious groups: some people tend to stress that there can be only one rightful religion. As for me, this has little to do with religions as they are. It is about people’s desire to be different. Many people see that religions are largely similar, but they try to disregard that and still want to seem better than others. I believe equality is unaccepted when it comes to religions. It is not enough to show that all religions are constituted by the same elements, it is more important to make people long for equality. When p eople are ready to accept they are equal to people of other religions, human society will develop in the peaceful world.Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Reference List Hanh, T.N. (1995). Living Buddha, living Christ. New York, NY: Riverhead Books. This essay on Living Buddha, Living Christ was written and submitted by user Blake Velasquez to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Discussion about Gods Country and American know-How an Example by

Discussion about Gods Country and American know-How What is American dream? Who are Americans? Why this nation consider themselves number one in the world? All these questions are interconnected. A dream about equal possibilities for everyone is phantom because each person is not equal by capabilities, someone was born handsome someone ugly, one can be intelligent or stupid, strong or weak. A person who was born in a rich family certainly has more possibilities than someone from an average family. But why is this myth so popular? In my opinion, because it is thoroughly nurtured by those who can benefit from hard work of a person who is blinded by his eagerness to achieve material success. This person is not aware that his profit will not compensate his loss of time, energy and health. (Baritz 1985) Need essay sample on "Discussion about Gods Country and American know-How" topic? We will write a custom essay sample specifically for you Proceed The circle of interests of such a person is limited by his couch, television and refrigerator. I think that superiors of this world stimulate such a life style because such a narrow-minded human mass can be easily ruled and manipulated. Large companies are interested to develop consumption instincts of average citizens. They aspire to expand their market and in order to get more goods a person has to spend more money and to spend more money one has to work harder. Unfortunately simple life style is not popular today. USA consumes the biggest part of world resources and I think it is not good when one country lives at the expense of others covering itself by false slogans about liberating other countries. (Baritz 1985) Vietnam and Iraq I am sure that so-called peace-making wars have no other motives but to capture control over natural resources. It is evident that the real purpose of war with Iraq was to get access to oilfields. As far as I know Iraq possesses 20% of world recourses of oil and prime cost of its production is one of the cheapest. Economy of USA is dependent on oil. It is very possible that after war with Iraq USA can unleash war with Iran. Actually the question of relationship between America and Muslim world is very interesting. This war can also be called ideological because it is confrontation of two cultures. It seems to me that USA rather aggressively imposes its values to other world and this influence is not always good, Middle East is more traditional and people are still loyal to laws of Koran. I consider that nowadays Muslim world is more faithful to its values than Christian one. One more reason of this confrontation is the difference between levels of life of these countries. American in tervention into Iraq provokes acting and potential terrorists to using any kinds of geophysical weapon. (Baritz 1985) What it means to be an American It is not truth that Americans are the freest nation in the world because they are slaves of their own illusions. I have an impression that they are ignorant about cultures of other countries especially of Asia and Eastern Europe. This ignorance allows them to consider their nation God-chosen comparing to other nations. I think it is very nice to love own country and to be proud for own nation. But considering oneself better than others using these others in ones own interests is nothing but expression of grown ego. No one was happy following the path of increasing ego. But Americans do not want to accept the truth. They prefer to hide it covering by pure motives of liberating other countries. I believe that the strength of America is in its spirit but abuse of strength ruins this spirit. Unleashed wars in Vietnam, Iraq and Yugoslavia will always remain indelible stain on historical tuxedo of USA. (Baritz 1985) Sources Baritz, Loren "God's Country and American Know-How", from Backfire, NY: Morrow, 1985 (19-54).

Representation of Women in Higher Education

Representation of Women in Higher Education Introduction The modern woman is no longer the person who was traditionally meant to be mainly involved in domestic activities exclusively. Today’s women have ventured into the professional world and are no longer regarded as people whose work is mainly the domestic chores.Advertising We will write a custom research paper sample on Representation of Women in Higher Education specifically for you for only $16.05 $11/page Learn More To achieve this, women have developed careers and do all that is required to develop their careers. Moreover, many women have ventured into the world of academia and competed with the men for different positions. To this end, women can now be found in spheres, which were traditionally meant for men eg medicine and engineering. Women form a large number of students in the undergraduate colleges. They also form a large proportion of students found in tertiary and even postgraduate colleges. Therefore it would seem natural that since the women are the majority of the students enrolling in graduate and postgraduate degrees they should therefore be the one who form a sizeable proportion of the leadership in all the professional fields. In some fields women form the majority of the leaders in those fields. However, this is not true in the case of higher education. Moreover, despite forming a sizeable population of the members of different institutions of higher learning, few women are usually in position of leadership. Leadership positions of institutions of higher learning are usually divided into hierarchies whereby, in the lower hierarchies, women are very well represented. However, as one goes to the higher hierarchies, the representation of the women diminishes. These hierarchies are mainly represented by men. Women are also subjected to biase in their employment selection and consideration for promotion. However, even when women hold similar positions with the men the women are usually paid less salari es compare to their male compatriots who do the same kind of jobs as the women. Women are also subjected to limited chances to career and professional advancement (Dean, Bracken and Allen, 2008, p 2).Advertising Looking for research paper on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, despite the fact that women are still underrepresented in the leadership of higher education, there has a great improvement in the number of women on various positions of leadership. Their number continues to increase and it is expected that in the future their number will almost be equal to that of men in leadership positions (Alemn and Renn, 2002, p 3). Therefore, due to the above situations women need to come up with strategies to help increase their representation and enhance their chances of being elevated to leadership positions. They need to correctly position themselves to benefit from any available opportunities that ma y crop up. This will ensure that the women representation in higher education improves and the women can achieve their academic and professional goals (Dean, Bracken and Allen 2008, p2). The women in the black community are the ones who are most underrepresented in the higher education. They face double discrimination, the fact that they are black and being women. The black women are viewed by the white men as having little or no worth. These women usually immigrate to the countries in order to obtain the higher education. Therefore, the women find it hard to get assimilated to the society of academia and are usually faced with many barriers to their academic success. They must be culturally assimilated to the society before achieving any meaningful progress. Even for women who are native assimilation into the world of academia is difficult. Hence these women are faced with much more difficulties in attaining leadership opportunities in the higher education. (Jones, 2005, p 1) Purpo se of this study This paper attempts to show the different in the number of leadership positions of women who are higher levels of education. In so doing we will mainly be focused on the women’s point of view regarding the subject.Advertising We will write a custom research paper sample on Representation of Women in Higher Education specifically for you for only $16.05 $11/page Learn More However leadership in institutions of higher learning is just one of the issues on gender equality which need to be addressed. This paper will not deal with the other issues as its main focus is on representation of women in higher education. However this paper does not deal with the other issues of gender equality The purpose of this study is to determine the factors that may be making the representation of women in higher education to be lower compared to that of men. This paper will also focus on the reasons for the under representation of women in mostly the pre stigious institutions of higher learning. By studying the reasons for the under representation this paper will attempt to come up with different strategies to ensure that the pattern is avoided. Background of the problem A brief background of the conditions in America will help understand the reasons for the current under representation. During the beginning of civilization, two factors were mainly considered to bring about change; democratic and political revolution and economic development. In all these changes women were not actively involved, men were the ones who were mostly involved (attached material p 5). Thus, women were generally considered mainly concerned with the performance activities in the domestic spheres of life, whereas the men were actively involved in the activities, which were of public interests (Alemn and Renn, 2002 p 5). In those days, the women who chose to follow their academic paths were perceived by the men to be awkward and going against the norms of so ciety, which required that they be relegated to the roles bestowed upon them, by the men. However, today’s women choose to pursue their career objectives. These women have enrolled in university programs to achieve their desired career objectives so as to effectively compete with the men. There are now more women who are enrolled in higher education than the men (Alemn, and Renn, 2002 p xx).Advertising Looking for research paper on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, despite the fact there are more women enrolling in university education, the number of women who are in the leadership positions in higher education is still comparatively low. The leadership positions have been mainly the domain of men. Theoretical framework There are many methods that can be used to gauge the increase of leadership of women in various positions. The political reforms, which allow the women to become the heads of states, are just one of the methods used to gauge the emergence of women leadership. However, this does not truly reflect the equality of men and women in distribution of leadership position in the spheres of society (Hartman, n.d). In recent times, there have been so many advocacies for equity of women in all the spheres of society. These initiatives are mostly led by women and seek to empower women economically, politically, academically and health wise. This initiatives help to create equity in all the sectors of society and enable women to rea ch their leadership potential more easily. However, even after the creation of equity women still do not occupy leadership in visible spheres of the society. This has made different people to point out that women do not have leadership qualities. This is mot true since have exercised their leadership abilities even before the beginning of civilization. The leadership of women was mostly concerned with the community and households leadership; hence her leadership was not seen since it was not a leadership position which is highlighted in the public domain. Leadership of women mainly concerned things which relate to domestic issues. However, modernization has reduced the tendency of women to be relegated to the domestic realms. Women are now having fewer children, marrying late, concentrating more on attaining quality education and moving out of the homes to seek paid jobs. This has made women to lead lifestyles which resemble those of men and hence seek leadership opportunities consi dered to belong to men. However, by so doing, the women have sacrificed their roles which were traditionally female such as the tender care which the women give to children and society. However women do not have to sacrifice all that at the expense of being leaders. They can still be leaders and maintain their roles which would be of great benefit not only to the society but also to themselves. Hence, gender equality should not just be viewed as the ability of women doing things, which were conventionally meant, for men, but their ability to influence the society in their specific way. Literature Review Women current form a majority of the undergraduates of colleges in America (57 %), and also form a large percentage of the doctorate degrees awarded in America. However despite these statistics men still continue to dominate the most desirable positions of leadership in the education system. As one move up the administration ladder, which demands for more responsibility, the number o f women in those positions decreases markedly (Gupton 2009 p 3). In these institutions, 58% of the instructors are women, 54% of the lecturers are women, 51% of the women are in the unranked areas and only 23% of the full professors are women. The data shows that there is a majority representation of women in the lower ranks of the institutions. It also clearly illustrates the misrepresentation of women in the higher positions of leadership in the institutions (Gupton, 2009, p 3). In the US, the bulk of the full professors, tenured faculty members and high level administrators in the institutions of higher learning are formed by men. However, more and more women are employed in these institutions but for positions, which have lower salaries (Gupton, 2009, p 3). However, the situation is far much worse for the leadership positions of institutions of higher learning. Only 16% of the university presidents are women. Women form 25 % of the chief academic officers of institutions of high er learning. This situation is also grave in the other professional fields. Among the chief business officers, only 13 % of them are women. This seems to be ironical since women form a large percentage of the population in both the undergraduate and post graduate schools of higher learning (Chliwniak, 1997 para 1). This is despite the fact that more women are likely to obtain a doctorate degree than men. However, this proportion is further worsened by the fact that either most of these women presidents are heads of two-year colleges, which are not as prestigious as four-year colleges, or they are the presidents of women colleges (Gupton, 2009, p 4) The men also occupy a large percentage of the district school superintendents (85%). The superintendents are usually promoted from the rank of principals of high schools. However, the number of women principles has recently equaled the number of men principles, therefore the expected to improve further. Even though this may seem a good ad vancement, it is negligible compared to the number of women who are involved in the profession of teaching. The teaching profession is made up of 72% women and is sometimes referred to as the profession of the female. This profession despite being largely populated by women it is still mainly dominated by men who are the majority of the district superintendents in the US. Comparison of the female and male forms of leadership The question of the comparison between the leadership of men and women usually attracts mixed reactions. There are people who see that the leadership abilities of women are usually measured using the male-gender standards which are somehow biased. However men and women generally lead in totally different ways. It has been shown that women leaders tend to be more power sharing than that of the men. In exercising their leadership, the women generally create relationships with the people who they are leading and other relevant people to succeed in their leadership. Women generally tend to be reconciliatory and ready to share power with the people who they are leading it the implications of these actions will lead to better results (Ramsay, 2000, p 3). However, this is not the case for men leaders who generally do not form relationships. The men usually impose leadership through the rewarding of exemplary work and punishing people who they perceive to have done wrong. However if has been showed that women leaders tend to be reconciliatory than the men leaders (Dean, Bracken and Allen 2008 p 11). When women are education administrators, their main emphasis is usually on the solution to the personal differences of the students, knowledge of curriculum teaching methods and the objectives of teaching (Growe, n.d, p 3). Barriers to women advancement in higher education leadership Women generally face different hurdles in their quest to obtain promotion to higher levels of leadership in institutions of higher learning. The women usually occupy large numbers of leadership positions the midlevel administrative positions and in lower levels of leadership. The midlevel administrative positions include the deans and directors of various faculties in institutions of higher learning. The lower levels are mainly librarians and dealing with student issues. The women in the lower levels f administration are usually considered for promotional faster than in the other levels. However when the women reach this level they start getting the promotions at a slower rate. Hence, they are said to experience a glass ceiling, which hinders their promotion to the higher levels of administration (Alemn and Renn, 2002, p 484). Recommendation To increase the number of women in management of institutions of higher learning, the government should not just offer lower qualifications for the women. The most important thing for governments to do is to increase the participation of women in leadership of institutions higher learning, is to take measures tha t will lead to an increase the quantity and quality of women in institutions of higher learning. The increase in the number of women who enroll in both the undergraduate and post graduate courses of institutions of higher learning will enable women to effectively compete with men for the available post which require educational qualifications. Increasing the quality of education offered to the women enables the women to obtain the necessary qualifications required to get leadership jobs in higher education institutions. This would greatly help in reducing the underrepresentation of women in institutions of higher learning as sometimes the institutions are willing to hire women but lack women with the necessary qualifications (Singh 2002 p 54). This can be achieved through the setting up of scholarship funds for women and improving the conditions of postgraduate studies to cater for the needs of women (Singh 2002 p 55). Already some universities have started implementing this and off er a variety of programs meant for women (Bethman, p 1) The institutions of higher learning should also come up with training programs and courses that target women to help improve their knowledge and leadership skills. These courses should focus on helping the women to improve their knowledge on a variety of issues on management which are applicable to higher education. They should also train women on developing plans which will enable them to effectively cope with their personal and professional lives which are both very demanding on the women (Singh 2002 58). These courses may just be short courses given to the female staff of various institutions or they may be integrated into degree programs to help the women. These courses help the women to effectively cope with management of higher educations institutions thus enabling them to effectively compete with the men. Summary and conclusion As outlined in the above paper women face a diverse of issues concerning their representation in institutions of higher learning. The men have dominated all the aspects of leadership in higher learning. Therefore the women need to be extra vigilant to ensure that they are effectively represented in all the education spheres. The women should not just expect favour from the government in order for them to get representation in these institutions. The women should arm themselves with the necessary knowledge which will lead to their elevation to leadership positions in institutions of higher learning. However, one important aspect, which one should note, is that the representation of women in all spheres of society is slowly increasing and in the future, it is expected that the number of women in various leadership positions will be equal to that of the men. Having more women in leadership positions will ensure that they are equally represented and the few do not lead the many as it continues to happen in the institutions of higher learning in the US. Due to the economic crisis facing the US, the problem of women being under represented is likely to be reduced as history has proven that drastic measures are usually taken during times that are considered hard. References Alemn, M., Renn, K.A. (2002). Women in higher education: an encyclopedia. CA: ABC-CLIO. Bethman, B. L. (N.d). College and university women leadership programs Accessed from nwsa.org/research/downloads/centerdocs/otherdocs/leadership.pdf. Chliwniak, L. (1997). Higher Education Leadership: Analyzing the Gender Gap Washington DC ERIC Clearinghouse on Higher Education. Retrieved from ericdigests.org/1998-1/gap.htm Dean, D. R., Bracken, S.J. and Allen, J.K. (2008). Women in academic leadership: professional strategies, personal choices. Virginia Stylus Publishing, LLC. Retrieved from https://books.google.com/books?id=TuDmMIghR4sCpg=PA74dq=women+leadership+in+higher+educationhl=enei=PBPmTMKnHsTHswalw7TBCwsa=Xoi=book_resultct=resultresnum=5ved=0CEUQ6AEwBA#v=onepageqf=false. Growe, R. (N.d). Women and the leadership paradigm: bridging the gender gap. Retried from nationalforum.com/Electronic%20Journal%20Volumes/Growe,%20Roslin%20Women%20and%20the%20Leadership%20Paradigm%20Bridging%20the%20Gender%20Gap.pdf. Gupton, S. L. (2009). Women leadership in the US: reflections of a 50 year veteran. Forum for public policy. Retrieved from forumonpublicpolicy.com/summer09/archivesummer09/gupton.pdf. Hartman, M. N.d. Women in power: A theoretical framework. (Attached material). Jones S.D. (2005). Leadership in higher education: influences on perception of black women. Retrieved from http://docs.google.com/viewer?a=vq=cache:To2h5mpsXygJ:www.vonfrederick.com/pubs/Leadership%2520in%2520Higher%2520Education%2520-%2520Influences%2520on%2520Perception.pdf+women+leadership+in+higher+educationhl=engl=kepid=blsrcid=ADGEESiBClEqHVXoMWGUYnbW4v8U5ki-YltHtqb-NEYxxeG7FMTaPH2Betdxe_PSZZWJFgDf1RWwIOoRcQgJUutwUi5P9FMMdLVRjdWOHeiFmqY-R-WNUsrI3wFjo3PB-n_kH20Mf8qqsig=AHIEtbS9OyfwcN_xeqSBSNBzIe3xFa9dVA. Rams ay, E. (2000). Women and leadership in higher education: facing international challenges and maximizing opportunities. Retrieved from http://docs.google.com/viewer?a=vq=cache:Woj9e_CaM4MJ:www.atn.edu.au/wexdev/local/docs/women_leadership.pdf+women+leadership+in+higher+educationhl=engl=kepid=blsrcid=ADGEEShZjMNRwI44GmRAXv4gJaHPUqFC6XRd3iGjnUVTewLMzzj64I4igykdFO7W4DHlKFBp9gyKOeteZUoof3S1apBcub8oRImUJy2Y_Aalu6bHxNNHUhNW9O4NOH-00tnxw7Fkf_GEsig=AHIEtbS9-KT9xSk_NpTF2wdrvEj8t5W4kQ. Singh, J.K. S. (2002). Women and management in higher education a good practice handbook. United Nations educational scientific and cultural organization (UNESCO). unesco.org/education/pdf/singh.pdf.

REPORT ON AMAZON.COM Coursework Example | Topics and Well Written Essays - 2500 words

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