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Essay Mary Wollstonepost as Mist Valuable Thinker - 526 Words

Mary Wollstonecraft as Most Valuable Thinker Mary Wollstonecraft was known as the â€Å"first feminist† and was a leader to many women during a time where woman’s rights were not important to many people. She lead woman through treacherous times filled with sexism and misogyny. During the enlightenment period, people came up with new ideas no one had thought of before and Mary was one of these people. Wollstonecraft thought women were just as important as men were and thought that women and men should be equal. Mary impacted the world with her philosophical ideas. She wrote works concerning jobs and schooling for women. To be a valuable thinker you must be able to influence many countries and bring completely new ideas to the world. Mary†¦show more content†¦She believed that if an individual is going to develop in there life, then they would need an education, whether they were male or female. This makes her a very valuable thinker because she was smart and re alized that people need education. She had the idea of equal education and at this time it was a rare thought that few people had. Mary Wollstonecraft was one of the most influential women in the entire world. She influenced America very strongly and many other countries. Specifically in America, she was one of the first people to give the idea of feminism, and this led to women’s rights movements. Throughout other countries, the idea of equality has spread, making women able to work any job they want. In addition to this, they can get the education they deserve, and do many other activities that do not involve staying in the household, as society dictates in those parts of the world. Western Society is constantly changing, and Mary Wollstonecraft should be accredited for that, being the pinnacle of an entire movement, making her the MVT of the enlightenment. Overall, I think Mary Wollstonecraft is a valuable thinker because she influenced the world with her new feminist thou ghts, showed the world equality in education, and taught women to be confident and prove themselves equal to men. She was a leader full of new ideas and thoughts during the enlightenment

Geoengineering Global Temperature Stabilization

Question: Discuss about theGeoengineeringfor Global Temperature Stabilization. Answer: In the readings and videos, it has been noted that geoengineering for modifying earths climate, has raised several questions regarding its effectiveness, earths climate and adverse effects and regulation. However, the existing legal system and treaty regimens are not satisfactory to adequately monitoring or regulating the processes of geoengineering (Vaughan and Lenton 2011). Thus, the key theme revealed from the reading and videos is the need for the development of a governing framework for geoengineering. Geoengineering is a large-scale human intervention with the earth in order to change the earths climate. There are several techniques made by human intention to manage the climate change and related issues, to control earths climate, global temperature stabilization sucking excess carbon dioxide from the air. However, there are several criticism against geo-engineering. So its the governances question, who can control the technology, how and where these are deployed. A moral question has been raised in this context that would deploying geoengineering technology give us the free pass to continue the carbon polluting activities? There are also social angles of the issue, that who is paying for the technology, who is getting profit from it and who is impacted? Considering the criticism while proceeding with the geoengineering development, we need to develop precautionary principles (Habib 2017). These principles, provided by UNESCO include, proportionality, scientific analysis, scientif ic plausibility, possibility of unacceptable harm, pre-defined intervention, systematic consideration and consequences of moral inaction. There are three important elements of precautionary principles, while considering geoengineering. The first one is the burden of pre-flaws with the advocates to demonstrate the safety of the new geoengineerig technology. The second principle is to incorporate ethical responsibility for maintaining the integrity of natural eco-systems. The third principle is the acknowledgement of fallibility of human understanding. The current international legal framework regulating geoengineering framework is jumbled along with several gaps in the regulation, especially with respect to the regulation in areas beyond the national jurisdiction of solar radiation management methods (Habib 2017). None of the instruments is significant to regulate the geo-engineering methods, highlighting the need for more comprehensive governance model for taking these technologies more seriously in the policy sphere. The development of an international geoengineering governing framework is important to meet several normative governance principles for SRM to these criteria. A multilateral regime is desirable for meeting the normative principles for the regulation of SRM. The international reglations for SRM (solar radiation management) will eliminate the decision on SRM deployment from the community of nonstate players; nonstate actors deployment would violate the governance principles. There is a lack of transparency through the SRM activities, thus, establishing transparency through the regime is important for meeting the principles (Lloyd and Oppenheimer 2014). On the other hand, the incentives for complying with an internationbal framework and the compensation for non-compliance would reduce the chances of unilateral actions, thereby improving the chances of meeting the normative principles of global public consent. Finally, a legal and effective governance regime would be able to decrease the risk of a moral hazard dilemma, whereas mitigating the further weakening of prospects of SRM, through imposing suitable decision-making processes. A successful regime would help to make it difficult to raise the SRM se, relative to the implementation of emission mitigation and adaptation of innovations. Reference List Habib, B., 2017. 09.1 Ben Habib - Geoengineering and the Precautionary Principle. [online] YouTube. Available at: https://www.youtube.com/watch?v=6_UaQVycQUM [Accessed 19 Apr. 2017]. Habib, B., 2017. 09.2 Ben Habib - International Governance of Geoengineering. [online] YouTube. Available at: https://www.youtube.com/watch?v=MK_WMFStZP0 [Accessed 19 Apr. 2017]. Lloyd, I.D. and Oppenheimer, M., 2014. On the design of an international governance framework for geoengineering.Global Environmental Politics,14(2), pp.45-63. Vaughan, N.E. and Lenton, T.M., 2011. A review of climate geoengineering proposals.Climatic change,109(3-4), pp.745-790.

Workplace Diversity for Computer Science and Applications

Question: Discuss about theWorkplace Diversity for Computer Science and Applications. Answer: Introduction In the present days, workplace diversity has become one of the major subjects of significant attention, and every organization is giving attention to promote diversity in the workplace. Diversity in the workplace is often defined as recognizing and understanding individuals in the workplace that belongs from different cultures and tradition, irrespective of their sex, gender, race, colour and more. Diversity also focuses on training employees to respect different culture and tradition of other employees within the organization. Managers in the organizations are focussing more on recognizing value diversity through active programs and training procedures (Schermerhorn et al. 2014). However, after focussing more on the value diversity, the glass ceiling effect has been a major barrier basically for women and for minority people. The essay will elucidates on the major aspect of promoting of value diversity in the present days, the glass ceiling effect and the different workforce diversi ty and challenges that would confront to the new Managers in the twenty-first century. Discussion In the present days, the concept of diversity in the organization, has received national attention in the twenty-first century and by promoting diversity within the workplace, business organizations are getting major benefits. Through this, the organizations are getting access to various talent pools able to satisfy employees, improving customer satisfaction, and increasing the revenue and productivity of the organization (Barak 2016). However, the rising factor of enthusiasm created workplace that promotes diversity through various initiatives and measures such as through focussing more on employee behaviour, introducing training methods and more. Diversity in the workplace has given so much of attention as because, implementing diversity strategies helps in promoting creativity and organizations are open to change (Wrench 2016). Although in the present days, organizations are tend to promote value diversity, but still there are various challenges in the management diversity. For th is reason, Managers in the organization should need to learn various managerial skills in order to promote multicultural workforce within the organization. It has also been stated that diversity helps in bringing innovation within the workplace, as various employees from different backgrounds start working together, helps in giving innovative ideas that helps the organization increasing their productivity and revenues. For instance, a diverse group of employees can be more innovative than a homogenous group. However, it has been noted that in the present days, cognitive diversity has gained significant attention (Greene and Kirton 2015). Modern businesses mainly focus on innovation and creativity, as customer perception, market condition has changed, and therefore, businesses are demanding major perspectives and ideas. As per the report, it has been stated that the American business organizations are constantly changing and they are recruiting more employees from diverse backgrounds . The major reason for fostering value diversity within the organization is that diversity helps in increasing creativity that helps in increasing productivity of the organization. It has been mentioned that organizations that are built of culturally diverse employees that could produce more creative energy. Apart from that diversity also helps in fostering innovation within the organization, as employees comes from different cultures and backgrounds they bring with them different ideas and techniques, and combining all the ideas together would help the organization in increasing their productivity (Klarsfeld et al. 2014). Diversity in the workplace also promotes consumer understanding and richer brainstorming process. For instance, through brainstorming different unique ideas can come together that would help in the case of problem solving situation. Apart from this there are various theories that would help to understand the impact of diversity in the organization that includes so cio cultural theory, situated learning approach and more. Through the theory of socio cultural, it helps in the process of conceptual learning in the workplace that would focus more on diverse environment. Through this theory interaction within the workplace initiates learning that based on major indicators such as cultural, individual and social (Ozturk and Tatli 2016). Examples of socio cultural theory within the workplace include various social activities such as initiating team building, cultural learning and more. Through the situated learning approach, Managers focus on providing training regarding value diversity and thus this approach mainly focus on how diverse culture employees learn in the organization. Apart from this, particular approach also focus on integrating social participation of different employees, as socialization and interaction are considered as an important factor mainly in the transformative economy (Greene and Kirton 2015).. Apart from this, it is important to note that though organizations are focussing more on promoting workplace diversity, but still the effect of glass ceiling has a negative impact on women and on the employees of minority population. The glass ceiling effect is mainly consider as an invisible barrier within the organization that stop women from getting promotion or rising to the highest rank. In the twenty-first century also, the glass ceiling impact was not being able to reduce from the workplace. The glass ceiling effect has been defined as resistance to minority groups and especially to women that mainly stop those from reaching the higher ran and in that way women are not being able to promote to the next level within the organization (Pinto and Aquinas 2018). The glass ceiling impact was mainly in used during the 1980s, and the women who joined the organization during that time mainly faced these severe issues and because of that their salaries and promotions remained constant. Apart from that, because of this effect women were not being able to go beyond to a particular level of management. However, it should be noted that during the year 1980s, the term glass ceiling was linked with mommy track that means during the time of child bearing, women were considered as less disciplined and motivated than the male employees (Cook and Glass 2014). The main perception was that women after having children should leave the job altogether, and for that reason the glass ceiling effect was implemented on them. As per the report it has been stated that in the year 2003, in the upper management level in fortune, there were 1000 women working in the industry. In order to combat from the effect of the glass ceiling, women and the minorities group should work harder so that they could treat equally like the male employees (Folke and Rickne 2016). However, in the present days, with promoting of value diversity within the workplace, organizations are trying to eliminate the concept of the glass ceiling effect. In order to reduce the effect the glass ceiling within the organization, managers are trying to promote equality among the employees at every level and within the implementation of sensitivity training would also foster the sense of equality within the organization (Harvey and Allard 2015). In order to reduce glass ceiling diversity employees in the organization should adopt certain rules that include setting the bar high and should focus on what the employees wants to achieve, employees should learn the reason to rebound that would help employees to reach their level by eliminating the glass ceiling effect. In the twenty-first century, new managers are facing various challenges and opportunities within the organization while promoting value diversity. Work place diversity mainly focuses on the similarities and differences that employees bring into the organization, and organizations used it in increasing their profit and productivity (Stone and Deadrick 2015). Sometimes while dealing with diversities in the workplace, managers face major challenges such as they could not able to train the employees effectively, many managers do not possess the required leadership skill in order to train the employees effectively (Benschop et al. 2015). It has been noted that managing diversity in the workplace has been considered as an important task, therefore most of the times new managers tend to apply the golden rule, that is believe in treating other employees the same way one consider to be treated by others. While dealing with the workforce diversity new managers in the organizations should focus on the new challenges such as demonstrating ability of the diverse culture employees so that they could be motivated to work in the organization. Apart from that fair and equal treatment should be provided to all the employees irrespective of their class, gender, colour and more (Noor, Khalid and Rashid 2016). Sometimes, while dealing with the workforce diversity, new managers find it difficulties to address certain barriers such as the concept of prejudice such as showing negative attitude to certain employee or isolating the employee from the group. This needs to address by reducing the use of stereotypes through proper training session, engaging employees in fun activities and more. However, managers must find other challenges within the organization that includes fairness related to individual and group; the issue reacted to this mainly focus on the results of adopting HR programs that would help in promoting equality (Benschop 2016). In case of the resentment, that was conside red as Government imposed sometimes brings grudges among the employees and the manager find it difficult to resolve it. One of the major challenges, new managers face in the organization is retention. Retention mainly takes place, because of the glass ceiling effect when women and other minorities do not find any job satisfaction and decide to leave the jobs. In order to stop this, managers should apply innovative strategies that would tend to increase job satisfaction among those employees. Apart from that, there are opportunities for managers in the twenty-first century, as diversity is consider as an asset in the organization, as it helps to bring innovative products and services in the organization (Swain, Kinnear and Steinman 2015). Various policies are being implemented by many organizations that include no discrimination policy, harassment free work environment, open door policy and more. Diversity also enhances greater team work in the organization and also increases satisfa ction level of the employees (Alharbi and Drew 2014). This provides an opportunity to managers in recruiting more diverse employees that would together achieve the target of the organizations. Conclusion From the above conclusion it could be concluded that in the present days, work place diversity has become an important concept in the twenty-first century, as every organizations promoting value diversity among the workplace. It should be noted that diverse employees within the workplace helps in bringing better values to the organization and at the same time increase productivity through innovation and creativity. Managers in the organization promoting diversity management through proper training session, by recruiting employees from diverse backgrounds, by motivating and encouraging employees through incentives and bonus. Apart from that promoting of diversity would also helps in eliminating the glass ceiling effect within the organization, as this would promote equal opportunities to women and to the minorities. However, in order to promote diversity, organizations have also implemented various policies that would bound employees to treat everyone equally within the organization. References Alharbi, S. and Drew, S., 2014. Using the technology acceptance model in understanding academics behavioural intention to use learning management systems.International Journal of Advanced Computer Science and Applications,5(1), pp.143-155. Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Benschop, Y., 2016. The dubious power of diversity management. InDiversity in the Workplace(pp. 35-48). Routledge. Benschop, Y., Holgersson, C., Van den Brink, M. and Wahl, A., 2015. Future challenges for practices of diversity management in organizations.Handbook for Diversity in Organizations, Oxford University Press, Oxford, pp.553-574. Cook, A. and Glass, C., 2014. Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO?.Strategic Management Journal,35(7), pp.1080-1089. Folke, O. and Rickne, J., 2016. The glass ceiling in politics: Formalization and empirical tests.Comparative Political Studies,49(5), pp.567-599. Greene, A.M. and Kirton, G., 2015.The dynamics of managing diversity: A critical approach. Routledge. Greene, A.M. and Kirton, G., 2015.The dynamics of managing diversity: A critical approach. Routledge. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity: Readings, cases, and exercises. Pearson. Klarsfeld, A., Booysen, L.A., Ng, E., Roper, I. and Tatli, A. eds., 2014.9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment. Edward Elgar Publishing. Noor, A.N.M., Khalid, S.A. and Rashid, N.R.N.A., 2016. The Relationship Between Human Resource Diversity Management Practices and Organizational Citizenship Behavior. InProceedings of the 1st AAGBS International Conference on Business Management 2014 (AiCoBM 2014)(pp. 355-365). Springer, Singapore. Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK.The International Journal of Human Resource Management,27(8), pp.781-802. Pinto, P. and Aquinas, P.G., 2018. Glass ceiling effect on women employees: A panoramic view.ZENITH International Journal of Multidisciplinary Research,8(2), pp.46-56. Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, A. and McBarron, E., 2014.Management: Foundations and Applications (2nd Asia-Pacific Edition). John Wiley Sons. Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management.Human Resource Management Review,25(2), pp.139-145. Swain, M., Kinnear, P. and Steinman, L., 2015.Sociocultural theory in second language education: An introduction through narratives(Vol. 11). Multilingual matters. Wrench, J., 2016.Diversity management and discrimination: Immigrants and ethnic minorities in the EU. 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