The Legal Status Of Prostitution - 1460 Words

Research Design: Prior to the discussion of the methodology employed in this research, a hypothesis of answer for this research question ‘Can people attitudes on the legal status of prostitution be shaped by media representation?’ will be allocated. The hypothesis position to this question is posited as ‘an individual with less knowledge on the subject (i.e. prostitution and its legality issues) is more probable to affect by media on his or her attitude towards prostitution’. This research intends to adopt an experimental design because it deemed as an ideal research method to measure individual attitude change in regards to the effects made by the media on prostitution as a legal or formal occupation. As Imai, Tingley and Yamamoto†¦show more content†¦According to Bechhofer and Paterson (2000), experimental design is commonly found in psychology, economics, medical and some of the policy research, but it is the least common research design found in sociology. As a researcher in sociology, using an experimental design in this research not merely attempting to break through the intrinsic research tradition, but also to reveal an interesting research on measuring media effects and attitude change on legalising prostitution. Due to the time constraint issue (only few months to complete the research as a postgraduate student), this experimental research takes place in the University of Leicester and it targets are the University of Leicester students. Despite of age, gender, class and their degree, thirty university students will be randomly selected for a semi-structured interview. The interview begins by asking students to rank how positive or how negative they are in viewing prostitution as a legal or formal occupation, based on a Likert scale. This scale designed as a 5-items (1 = Strongly Agree, 2 = Agree, 3 = Neutral, 4 = Disagree, and 5 = Strongly Disagree), which based on the participants’ self-report on indicating their beliefs and attitudes towards prostitution. An example of the question in the scale will be similar to ‘I think entering into prostitution is a free choice and prostitution should be seen as a formal job’. By doing this at the

Monk s Character And Personality - 1344 Words

The flaws in the character, Adrian Monk, are probably for the plot of the show. Monk’s unique character and personality are due to his OCD. As mentioned in the earlier, the detective developed his obsessive-compulsive disorder after the murder of his wife Judy in a car bomb. The death traumatized the renowned detective and led to him trying to solve the murder mystery throughout the series. Monk’s OCD case would be considered an acquired type (Pitman). There has been a similar case to Monk. In a study by Pitman, a 59-year-old woman developed OCD and phobias after seeing the charred body of her daughter. The two cases of OCD have both been acquired after the two patients were traumatized by the death of their loved ones. Similar to OCD, a traumatic event may trigger the development of a phobia (mayoclinic2). In the series, Adrian Monk is revealed to have an older brother named Ambrose Monk. As stated in â€Å"Mr. Monk and the Three Pies,† Ambrose spent 32 years in his home without ever leaving it due to his agoraphobia or fear of open places. In a slideshow produced by WebMD, there is a statement stating immediate family members of people with phobias are three times more likely to develop a phobia than those without a family history, therefore it is not a coincidence that Adrian and Ambrose have both developed phobias. Researchers at the Emory University School of Medicine have discovered that mice can pass on learned information about traumatic or stressful experiences. ThisShow MoreRelatedChaucer s The Canterbury Tales1064 Words   |  5 Pagesincluded a variation of personalities, which helped to define each of the social classes in The Middle Ages. Each character were to tell two tales on the journey to Canterbury and two tales returning from Canterbury. 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Agriculture and Rural Businesses in Australia for Agriculture

Question: Discuss about theAgriculture and Rural Businesses in Australia for Agriculture. Answer: Agriculture and Rural Businesses In Australia Introduction According to industry experts in Australia, the rural businesses and agriculture are the backbone of the Australians economy. However small the businesses are, many people fall into that category and the revenue produced is huge. The trends in this two are changing steadily and scholars say that in the next 10 years to come the rural businesses and agriculture will heavily have change if at all a close look into the two is done (Keating, 2010). There are challenges to every business and with this two it is the same. For example, agriculture will need to evolve from its state and utilize the innovation of technology so as to feed the growing population which is in demand for extra food. The way people look at rural businesses makes the businesses look frail and incapable of rising to greater heights but with better management, the rural businesses would grow rapidly to changing the perceptions of every Australian (Getz, 2010). Project Objective With the right extensive expertise, rural business and agriculture would achieve their operational, strategic and financial goal regardless of the location or the size of the business. Moving forward should be the way for the two industries. The industry is faced with hardships and key issues that affect it. With the right strategies though, the industry would stand on its own two feet heading for prosperity. A closer look at the key issues facing the industry would help the one evaluate the industry first, then, find a solution to deal with the challenges in the industry before finding the right strategy or methodology to deal with the issues (Liepins, 2010). Before addressing the issues affecting the industry it is important to know that the industry is spread all over the country (Australia) so the issues apply for every industry no matter the location. Project Scope Here are the key issues: Assessments Printed material Regulatory and business Finance Technology in accounting Income Literature Review Assessments With organizations frequently shutting down because of CRA or IRS punishments, it is no big surprise businesses people don't trifle with impose time. In the event that agriculture and rural business don't have any earlier assessment control involvement, conforming to all the legitimate necessities can be a test. Fortunately, the web is loaded with tips to enable them to get the assessment undertakings altogether. One discovers its assessment log books and notices particularly valuable as an amateur. Be that as it may, charges are not just about stock and exchanges, straightforward things like where and how you enroll your business can highly affect your yearly duty bill (Anderson, 2003). While the sole proprietorship is among the most widely recognized business elements, enlisting as an organization may be a superior fit for rural businesses and agriculture in Australia, as a few reasoning can spare them from higher expenses over the long haul. These extreme manuals for business stru cture can enable them to make that decision. Printed material As agriculture and rural business development, so does the number of representatives, exchanges and at last printed material in accounting, and so it is in the Agriculture and rural business in Australia. With increased financial transactions then book keeping process becomes tedious and hard to monitor. Monitoring can spare the businesses a ton of hustle as neglecting to pronounce a few exchanges that may bring about a punishment. Accounting for the exchanges is very hard since there is a lot of transactions involved before the book keeping part is reached. In any case, regardless of this being a generally sensible supposition, by and by, it is exceptionally testing to control each and every receipt that experiences the business and this is the place innovation can be of extraordinary offer assistance (Pritchard, 2000). Search for better and quicker approach to work together. One driving bookkeeping firm in Vancouver forcefully utilizes PDF to Excel instrument at whatever point they require speedy access to the information from PDFs, accordingly sparing many hours. In Australia, this protocol can be used in order to change the assessment process and make it simpler. This innovation can change over PDF receipts, adjust explanations, and other budgetary information into Excel, sparing you valuable time while moving PDF information into a bookkeeping. There is no better approach to review the evidence the business today and present efficiencies in the work process (Henzell, 2007). Income Having promptly accessible money is one of the fundamental bookkeeping standards for any business. In Australia, this is an issue. With a restricted income, a business can't pay for every single day by day cost. Huge monitors your receivables (Sher, 1994). Ensuring that checking this report regularly in Slick Pie to get awful folks previously they turn into a noteworthy issue is the remedy in Accounting when it comes to agriculture and rural business in Australia. Snappy tip for this situation is checked your client's' credit record before working with anybody, however, an understanding that not all entrepreneurs have sufficient energy and cash for this additional exertion. The book keeping strategy would help a long way. Another wellspring of awful income is the absence of tune of credit terms. For example, if providers approach the businesses to pay for stock inside 15 days and your clients have a 30-day time span to reimburse their obligations, you can wind up with a negative inco me. Clearly, the best arrangement is arranged and get those terms in a state of harmony problem in the Australias agriculture and rural business is the restrictedness when it comes to accounting procedures (Allison, 2004). Monitoring awful obligations can spare you a considerable measure of stress and cash. Frequently, entrepreneurs are excessively caught up with, making it impossible to monitor the greater part of their customers' installments. By and by, a great bookkeeping programming can enable the businesses in Australia too. Regulatory and business The government plays a huge role either in making a business a success or failure. The regulations made by the government depict what environment conditions the business exists. In Australia, the government has imposed taxes on the industry and thus has made people not want to venture into the agriculture and rural business. Heavy tax impositions mean that potential investors will be put off by the tax (Pretty, 2001). The Australian governments have made the business licenses quite expensive which means that very few people can afford the kind of taxes. In the rural setting, revenue is likely to be lower than in the urban but you find that the license fee is almost the same meaning that the government is not considered of the setting too. The government has also forced the financial institutions to hike their interest rates for business which means accessing them is really hard. If the loan rates were different then it means a different view for agriculture and rural businesses. Technology in accounting Another problem that makes book keeping a problem is the lack of accounting tools. The problem is widespread and it tends to harbor the efficiency of accounting itself as a process. With no accounting tools and software then there is a derailment of agriculture and rural business records. The lack of accounting innovativeness brings about lack of easier and effective ways of book keeping. In the two businesses, there is a huge amount of data and information that is considered when it comes to accounting. The large amounts contribute to the bulky work of book keeping considering the alternating times of the business (Ronan, 2001). To make the book keeping statements accurate and a success then the needed machinery needed in the accounting field should in cooperate technology that helps to make the accounting process a success. In terms of technology in accounting when it comes to agriculture and rural business, the lack of qualified accounting is a personal and close problem challengi ng accounting itself. The technology itself plays a big role in accounting. Australia is facing the challenge in accounting yet it is one of the most developed countries technology wise in the country. Other industries are boasting of the technology upgrade in their respective industries but when it comes to agriculture and rural business, the accounting department is facing a challenge in this particular important sector. If accounting is to cease experiencing a lag then it is important to make drastic changes in order to change the book keeping the process in Australia (Marsh, 1998). Finance Finance is another dangerous bookkeeping zone for rural businesses and agriculture, and it truly shocks no one. There are 3 decisions in this circumstance: handle finance without anyone else, contract a bookkeeper, or utilize a product. In the event that you choose to deal with everything independent from anyone else, there are a few stages you have to take: Characterize your laborer as a representative or a temporary worker. Have them finish lawful printed material for fitting reasoning. Characterize payroll interval. Characterize worker advantages and pay designs. When you have everything set up, make a point to stay up with the latest as the entire obligation lies exclusively on to you (Kingwell, 2006). Conclusion In a nutshell, the challenge for accounting for agriculture and rural business has been an issue for a while. With a good strategy, the industry has a lot of potentials and what needs to be done is a review of the industry in a keen way. Coming up with extra remedies deserves inert methodology to come up with long term solutions for the industry (Woods, 2007). If at all the intervention of the government is to help then the person at the ground level should be in the front seat to accept the positive and optimistic changes for a better future in the industry. Reference List Keating, B.A., and Carberry, P.S., 2010: Emerging opportunities and challenges for Australian broadacre agriculture.Crop and Pasture Science,61(4), pp.269-278 Liepins, R., 2010: Making men: The construction and representation of agriculture?based masculinities in Australia and New Zealand.Rural Sociology,65(4), pp.605-620 Bjrkhaug, H. and Richards, C.A., 2008: Multifunctional agriculture in policy and practice? A comparative analysis of Norway and Australia.Journal of rural studies,24(1), pp.98-111. Pritchard, B. and McManus, P. eds., 2010: Land of discontent: The dynamics of change in rural and regional Australia. UNSW Press Also, G.A., Carter, S. and Ljunggren, E. eds., 2011.The handbook of research on entrepreneurship in agriculture and rural development. Edward Elgar Publishing. Pretty, J., Brett, C., Gee, D., Hine, R., Mason, C., Morison, J., Rayment, M., Van Der Bijl, G. and Dobbs, T., 2011: Policy challenges and priorities for internalizing the externalities of modern agriculture.Journal of environmental planning and management,44(2), pp.263-283 Ronan, G. and Cleary, G., 2010: Best practice benchmarking in Australian agriculture: issues and challenges.Agribusiness PerspectivesPaper,39 Kingwell, R., 2016: Climate change in Australia: agricultural impacts and adaptation.Australian Agribusiness Review,14(1) Allison, H. and Hobbs, R., 2014: Resilience, adaptive capacity, and the Lock-in Trap of the Western Australian agricultural region.Ecology and Society,9(1) Henzell, T., 2007: Australian agriculture: its history and challenges. CSIRO publishing Woods, M., 2007: Engaging the global countryside: globalization, hybridity and the reconstitution of rural place.Progress in Human Geography,31(4), pp.485-507 Nandan, R., 2010: Management accounting needs of SMEs and the role of professional accountants: A renewed research agenda.Journal of applied management accounting research,8(1), p.65.

Managing Cultural Diversity

Cultural diversity underscores a range of various societies and people who come from different backgrounds, like traditions of all living, values in life and interacting together. Therefore, the idea of building or managing cultural diversity is that, the management should not discard or ignore other cultural identities, but sustain and respect them. In the hospitality industry, cultural diversity has grown to become a serious issue of address.Advertising We will write a custom report sample on Managing Cultural Diversity specifically for you for only $16.05 $11/page Learn More The report concentrates on the discussion on benefits and challenges of cultural diversity, the opportunity cultural diversity offers and provides practical recommendations that can help the management (human resources) to deal with the multicultural diversity issues effectively. Cultural diversity needs management because it presents a particularly significant challenge to work w ith people from different backgrounds in terms of race, sexual orientation, social and economic statuses, ethnicity, age, gender, beliefs (values), language, and traditions. This mosaic of people bringing together different styles, viewpoints, values, ideas, and traditions are assets to the organization that they interact in. These differences are usually easy to describe in terms of the primary dimensions aforementioned. The secondary diversity dimensions include education, religion, and marital statuses among others. The increased diversity in the hospitality industry presents new challenges and indeed opportunities for enterprises that operate every sector of the economy. Diversity is not something that can just be wished away, and it disappears so that people can plan and operate, do business in a mutual understanding manner. More diversity still underpins business and determines the direction of operation and decision making in an organization. Just like other industries, hospi tality faces specific cultural diversity challenges and opportunities. Managing diversity offers the organization an advantage in terms of competitiveness. The reason being that, it helps to include every person from a difference background, and thus ends up ensuring that each one is accommodated and eventually produces the highest quality management, which can be achieved. Most of the time, diversity is a considerable advantage to the business enterprise as it offers a wide variety labour resource, and cultural vitality need in the modern world that has seen increased travel and communication from all corners of the earth. However, this does not mean that diversity does not have its own hardships.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The most noticeable demerits of multicultural diversity management include problems of language barrier, social tension, and disengagement. Howeve r, these reasons should act as pointers on how to handle diversity in the ever-changing world that has become one global village. Occasionally, workplace conflicts emerge because of multicultural diversity management. For instance, in certain cases, ‘white’ employees can feel institutionally discriminated against when workplace used diversity instruments like disparate test. African American can just feel discriminated against when the top management is full of white managers. However, valuing all employees leads to workplace that accepts different worldviews, different approaches to decision making and recognize work at a global perception. Cultural diversity can be managed well by the hospitality industry so that it gives the organization some substantial competitive advantage (Leitner 2008, p.17). The idea of competitive advantage is that, an organization gets to have epical skills resources or product not found in others. Managing cultural diversity can give an orga nization a sustainable competitive advantage (Anca, Vazquez 2007, p.102). A sustainable competitive advantage for the hospitality business will be the things that the company does and are better compared to the competitor’s; valuable to the clients; rare in the industry dealings; and difficult to gain access to or imitate. Most of the workers in the hospitality industry come from different ethnicities and the clients they deal with come from all parts of the world (Wetherell 2008, p.108). Therefore, simply having a culturally diverse workforce is not necessarily the best way of gaining competitive advantage (Anca, Vazquez 2007, p.102). It is quite advantageous when an organization has programs that add moral and value to the workforce (Warner, Joynt 2002, p.92). They also increase efficiency and an aura of fairness and equality despite the identity of the employee or the client.Advertising We will write a custom report sample on Managing Cultural Diversity specificall y for you for only $16.05 $11/page Learn More Workers have higher appreciation of the job and customers are comfortable in the organization (Brotherton 2003, p. 98). Well-managed workforce diversity increases workplace effectiveness and maximizes people’s potential and abilities as well as talents. Some hospitality companies are exceptionally large and multinational; therefore, they recruit many foreign workers and take workers to foreign countries a lot, as well (Marx 1999, p.73). Therefore, it is obvious that these workers face a challenge in adjusting to the new environment and cultural values. Globalization of the hospitality industry has seen an increased number of workforces (Brotherton 2003, p.108). Some extremely proficient expatriates sometimes fail to perform as appropriate when they are seen to other countries to work. Cultural shock has been found to be the main challenge. It may seem funny that people get surprised at other people’ s behaviour, culture, and customs (Jeannet 2000, p.113). However, it is more terrible when one is conducting business with the very same people. Cultural shock comes as an unanticipated negative reaction to the different ways of life of other ethnicities (Branston et al. 2006, p.356), when people move from one place to another. The different foods, language, customs, and behaviour can cause the new employee to be uncomfortable. This means preparedness is particularly essential for the hospitality expatriates. Therefore, if a company can manage diversity in culture well, it is likely to gain a lot from the new cultures (Deresky 2002, p.67). In the first instance, a worker maybe excited and highly curious to know or learn everything and all the things seem to be extremely appealing. This entails cultural surprise and Branston et al. describe that as a feeling of wellbeing and comfort (2006, p.358). In order to ensure the workers are well prepared for the new culture, there needs to be breaking of the cultural barriers and effectively finish the cross-cultural adjustment. Human beings relate through five ways. The first is via rules and relationships (Deresky 2002, p.67). A person can be a Universalist whereby his/her own culture has rule-based structure that is abstract.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the West, contract between people are made and defined by rules rather than the relationship between the two people. A relationship-based culture is different, and such a particularistic people will make judgements based on the relative significance of other people (Marx 1999, p.73). The second is the â€Å"me versus us† relationship. Individual societies like the North Americans highly appreciate individual freedom. Communitarian cultures like Mexico, china, France, and Japan believe more in common goals even when it stands in the way of their individual freedom (Lewis 1999, p.89). Third, is, the neutral culture versus affective culture where people carefully control their feelings like most Asians who are neutral. However, the affective cultures prefer full expression of emotions like the Latin Americans. The specific and diffuse cultures form the fourth aspect (Lewis 1999, p.97). People separate their work from place in a specific culture, while diffuse all aspects of l ife are typically together and/or overlap (Kippenberger 2000, p.30). Chinese are diffuse in culture, and thus there is the status â€Å"being† versus â€Å"doing† culture. In the first category, ones achieve status is based on personal accomplishments; however, the status being is based on age gender and family among others. Such status cultures include Arabs, Indians, and Thai. The status doing include Americans, British, Norwegian and the Dutch among others (Kippenberger 2000, p.32). Expatriates need an understanding of the different cultures so that they can be prepared for any possible cultural barriers that could arise from meeting people from different backgrounds. Therefore, the main thing is to increase awareness and respect to the various cultures that exist (Schneider, Barsoux 2003, p.69). The diverse workers need to place themselves in other people’s shoes and reflect on their own lives to understand others (Marx 1999, p.73). Being able to match the cultural, linguistic and geographical as well as social and economical factor is extremely crucial in the success of the hospitality industry. These factors also enable better client access, engagement, sufficient retention, and fruitful outcomes (Dowling, Welch 2008, p.187). The process of recruitment should thus include activities that effectively aid in the increase of the number of employees that are better able to provide the culturally and linguistically varied services to the customers (Dowling, Welch 2008, p.187). Culturally inclusive recruitment practices assist in engaging and retaining a diverse workforce, which is capable of offering diverse services. The hospitality industry being a sector that gets clients from different backgrounds needs to have employees who understand the same concept (Schneider, Barsoux 2003, p.69). This increases responsiveness to the service and can enhance the attractiveness of the business when it is culturally and linguistically diverse. Ed ucation development programs should reflect the diversity, as well. When the workers are drawn from a wider talent pool, viz. the international and national setting, probably the employer has reached a wider variety of talents. Therefore, the chances of having picked the best people possible for the job are high as well especially when the local labour pool is not able to supply the right talent (Kirton, Greene 2000, p.165). It is necessary to recognize that, cultural diverse backgrounds, at the workplace, are highly intricate and does not just simply reflect the international staff recruited. Most countries do not just have a homogenous population. Even if they did, the clientele in the hospitality industry are never from one region (Holden 2002, p.143). Hospitality sector increases its productivity and innovation by recruiting the correct people and then offering the appropriate environment for them to work in (Cullen, Farrelly 2005, p. 98). With reliable and effective human res ource policies, a hospitality business can create an environment of creativity and innovation, which assists in enhancing employee engagement. Being dynamic is different from having a talented workforce. Retaining the workforce is also another thin and sometimes in the competitive hospitality industry, it is quite challenging to retain talented workers (Holden 2002, p.143). Furthermore, retaining immigrant works has unique challenges; therefore, a combination of these facts makes the problem particularly tricky. When cultural diversity is effectively managed, company’s competitiveness increases considerably. The hospitality industry needs exactly this as it is an extremely competitive one compared to other service industries. In order to survive intensive and aggressive competition, companies under this industry need to control labour costs, motivate employees and increase customer share. Successful diversity management is a strategy that undoubtedly helps (Warner, Joynt 200 2, p.92). In the current market dynamics, firms need to serve various client groups with different characteristics. There are some significant challenges that need the following recommendations to manage There has to be a system in place to continuously collect and process diversity information. There needs to be a mechanism for facilitating the proactive identification of diversity challenges and opportunities in the end. There should be and effective decision making strategy that identifies alternative and the best options available and also be able to evaluate the impact of diversity decisions in other areas of the company, and whenever necessary take long-term action (Nemetz, Christensen 1996, p.436). There should be a responsibility for diversity assigned to a certain department like the human resources so that all the roles are addressed appropriately. Efficient decision-making has to be in place where all the issues about diversity in terms of labour force and client are ad dressed. This will offer better support and leadership for diversity (Nemetz, Christensen 1996, p.436). There needs to be training programs for diversity and management of the related needs, and that should be part of training for the workforce to work in the hospitality industry at the college level or even when they get in to the job market and start working, the organization can offer the training. In the current dynamic economic market, it is pertinent to have the ability to serve customers from differ backgrounds. Diversity gives hospitality businesses this ability to understand client needs and maintain relationships with them for a long term when customer loyalty is developed. As discussion about workforce diversity increases, and minority groups enter the business of hospitality, managing cultural diversity become even more and more challenging particularly to the HR officers as diversity remains a critical issue that can determine the success of a business. Reference List Anca, D Vazquez, A 2007, Managing Diversity In The Global Organisation,  Macmillan, New York. Branston, C, Ineson, E Lyons, A 2006, ‘Cross Cultural Change, Adjustment, and Culture Shock: UK to USA’, Tourism, vol. 54 no. 4, pp. 355-365. Brotherton, B 2003, International Hospitality Industry, 5th edn, Butterworth Heinemann Oxford. Cullen, J Farrelly, M 2005, Best Practice HR In Ireland, Oak Tree Press, Dublin. Deresky, H 2002, International Management. Managing Across Borders and Cultures, Prentice Hall, London. Dowling, P Welch, D 2008, International Human Resources Management: Managing  People in a Multinational Context, 5th edn, Thomas Learning, London. Holden, N 2002, Cross-Cultural Management. A Knowledge Management Perspective,  Prentice Hall, London. Jeannet, J 2000, Managing With a Global Mindset, Prentice Hall, London: Kippenberger, T 2000, ‘Global Economy Possibly, But Cultural Diversity Certainly’, The  Antidote, vol. 5 no. 2, pp. 28-3 2 Kirton, G Greene, A 2000, The Dynamics of Managing Diversity, Butterworth Heinemann, Oxford. Leitner, K 2008, ‘Cultural Diversity: Making Staff Differences Work’ NZ Business, vol. 22 no. 4, pp.16-17. Lewis, R 1999, When Cultures Collide – Managing Successfully Across Cultures, Brealey Publishing, London. Marx, E 1999, Breaking Through Culture Shock, Brealey Publishing, London. Nemetz, P Christensen, L 1996, ‘The Challenge of Cultural Diversity: Harnessing A Diversity of Views to Understand Multiculturalism’, Academy of Management Review,  vol. 21 no. 4, pp. 434-462. Schneider, S Barsoux, J 2003, Managing Across Cultures, Prentice Hall, London. Warner, M Joynt, P 2002, Managing Across Cultures: Issues And Perspectives, 2nd edn, Thomson Learning, London. Wetherell, M 2008, Identity, Ethnicity, Diversity and Community Cohesion, Sage Publications, London. This report on Managing Cultural Diversity was written and submitted by user Eva Ross 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.