The significance of culture Essay Example for Free

The significance of culture Essay The significance of culture is highlighted not only in research but more importantly, everyday in every person’s life. From what I see in television alone, it is clear that there is greater cultural diversity. However, this also raises the question of whether what is being depicted in these shows are authentic cultural representatations even the question if accurate depictions of culture are possible. According to Oishi (2004), even when there is â€Å"consistency and homogeneity in cultural messages†, there are individual interpretations of cultural identities (p. 69). One has to wonder whether what one attribute to culture is actually outside of it and is simply a construct of one’s own perception and experience of it. This then leads one to question whether cultural products such as media and even social institutions directed to specific cultural groups are able to recognize culture and thus respond appropriately to it (Nicholson, 1998). On a more personal level, there is a need to understand oneself both in the context and independently from one’s culture as it is understood. Therefore, any study of culture should recognize this, otherwise, culture will not be understood in all of its significance. It makes one realize that culture is continually changing and that as much as it is a factor of society as a whole, individuals are integral parts of it. When a person then seems to not subscribe to a cultural characterization, it should not be assumed that it is going against culture but should be considered as part of the development of culture. Individual experience, interpretations and perceptions all influence what will be attribute as part of culture. References Nicholson, I. (1998). Gordon Allport, character, and the ‘culture of personality’, 1897-1937. History of Psychology, 1. pp 52-68 Oishi, Shigehiro (2004). Personality in culture: A neo-Allportian view. Journal of Research in Personality, 38(1), February. pp 68-74

A Day at Work Essay -- Dialogue in Narrative Essays

A piercing sound grew louder as I slowly gained consciousness. Realising where it was coming from, I glanced at the stupid phone responsible for awakening me. Who the hell was phoning me at this time in the morning? Picking up the ringing object, I glanced at the clock hanging on the cream wall. 8:40am. Shit, I was late. Work started at 9am. I sighed. Whoever was making me even later better have a damn good reason. I hit the answer button. "Yo." I mumbled into the speaker. I recognised my step-mother's annoyingly highpitched voice screeching through the phone. "Robert James! That is no way to answer the phone! Next time I expect to be hearing a nice, 'hello, Robert speaking', none of this 'ya' nonsense-" By this stage I had placed the phone next to my half-finished bio report on the desk. I had no intention of listening to her lecturing. She could try what she wanted, but she'd never replace my mum like she desperately seemed to be trying to accomplish. I was nineteen anyway, not much she could do. She couldn't even say 'yo' without sounding like a retard. Hell, she didn't even take the time to notice that noone called me by my full name. I was known as Rob to practically everyone apart from her. Fully clothed in my wrinkled uniform, I grabbed the phone, rushing for the door. "Later's Ax!" I called over my shoulder to my roommate Axel, not giving a shit if he heard me or not. I was already running late. "I'll be back after work." I said, slamming the door behind me. As I rushed down the dull dormitry halls of Greenville college, I wearily raised the phone back up to my ear. Not surprisingly, the screech-master was still at it. Before she could continue further on whatever the hell she was on about, I interrupted. "Du... ...es. Realising I had zoned out again, stopped in the middle of the shop, whilst balancing 5 coffees on a tray, I looked over to see some customers glaring impatiently at me. Sheesh, calm your farms, it's only coffee. Not wishing to get any closer to those stuck up looking customers, I swivelled around again and headed straight back to the kitchen. I threw the orders back on the bench and slapped Cade round the shoulder, "Tell the boss I'm sick won't ya? " He looked at me doubtfully. "Cough, cough?" I half heartedly faked illness. "Whatever dude, " He eventually gave in, "But you know, you owe me now, right?" "Anything you want mate." I honestly would have agreed to anything. At that moment I just needed to get out of that place. As soon as I got back to the dorms, I was planning on grabbing Axel and going on one of our not so legal adventures together. A Day at Work Essay -- Dialogue in Narrative Essays A piercing sound grew louder as I slowly gained consciousness. Realising where it was coming from, I glanced at the stupid phone responsible for awakening me. Who the hell was phoning me at this time in the morning? Picking up the ringing object, I glanced at the clock hanging on the cream wall. 8:40am. Shit, I was late. Work started at 9am. I sighed. Whoever was making me even later better have a damn good reason. I hit the answer button. "Yo." I mumbled into the speaker. I recognised my step-mother's annoyingly highpitched voice screeching through the phone. "Robert James! That is no way to answer the phone! Next time I expect to be hearing a nice, 'hello, Robert speaking', none of this 'ya' nonsense-" By this stage I had placed the phone next to my half-finished bio report on the desk. I had no intention of listening to her lecturing. She could try what she wanted, but she'd never replace my mum like she desperately seemed to be trying to accomplish. I was nineteen anyway, not much she could do. She couldn't even say 'yo' without sounding like a retard. Hell, she didn't even take the time to notice that noone called me by my full name. I was known as Rob to practically everyone apart from her. Fully clothed in my wrinkled uniform, I grabbed the phone, rushing for the door. "Later's Ax!" I called over my shoulder to my roommate Axel, not giving a shit if he heard me or not. I was already running late. "I'll be back after work." I said, slamming the door behind me. As I rushed down the dull dormitry halls of Greenville college, I wearily raised the phone back up to my ear. Not surprisingly, the screech-master was still at it. Before she could continue further on whatever the hell she was on about, I interrupted. "Du... ...es. Realising I had zoned out again, stopped in the middle of the shop, whilst balancing 5 coffees on a tray, I looked over to see some customers glaring impatiently at me. Sheesh, calm your farms, it's only coffee. Not wishing to get any closer to those stuck up looking customers, I swivelled around again and headed straight back to the kitchen. I threw the orders back on the bench and slapped Cade round the shoulder, "Tell the boss I'm sick won't ya? " He looked at me doubtfully. "Cough, cough?" I half heartedly faked illness. "Whatever dude, " He eventually gave in, "But you know, you owe me now, right?" "Anything you want mate." I honestly would have agreed to anything. At that moment I just needed to get out of that place. As soon as I got back to the dorms, I was planning on grabbing Axel and going on one of our not so legal adventures together.

Lesson Mrs

To Mrs.. Rattail and the entire Business Communications class. My name is and I'm a 42 year old veteran, musician and constitutional activist. I'm single, which allows me plenty of time to dedicate myself to school, my music and an Important cause that I believe In. I began earning my college education about two years ago. They say It's never too late to go back to school and in this case, without a doubt I have to agree. My Initial motivation to enroll in college was a Job offer I received at a wedding. The V. P. F Operations over heard me speaking to a group of people I had Just met.He was Impressed enough that he extended an offer that if I earned a general business degree I would be hired at a digital communications and software design firm. The decision was easy on my part. I enrolled two days later. The Job he offered came with a handsome starting salary and benefits that will surely be beneficial due to the significant changes in the health care system. Before receiving the jo b offer. The thought of going to college had really never crossed my mind. I was born in Ohio but moved around a lot due to my father's career as an Army Special Forces Green Beret.He was an officer and was usually offing some third world country on some secret mission. Being raised on Army bases influenced me enough adjoin the US Navy in 1990. Three generations before me fought in a war and so it was almost a fulfillment of destiny that I fought in the Persian Gulf War in 1990. Being raised on Army bases and my own tour to duty was significant in shaping me Into the person I am today. These elite experiences have been paramount In beefing the direction In which I currently find myself headed In today. M an activist who fights for the cause of teaching people the Importance of preserving the constitution and the principles It represents. I have worked in many places and known many people throughout the world. These experiences have provided at least a portion of the communication sk ills needed In business. It has also helped me in spreading the word for a Just cause. I've always enjoyed talking with people, especially someone I'm Just meeting for the first time A gift of persuasion helps fine who I am. This opportunity I have to earn my degree in Business is one that I detonate lightly.Not only will my education give me a career and meaner to retire, but it has also opened doors in my personal life and helped give me the tools to fight for what I believe in which to me and many others is a noble, Just and prudent cause. I've met and networked with others with the same philosophy in life. This was made possible through the web design course and Microsoft Office classes I took in order to earn my degree. Being educated has put me further into the circle of people that I feel are important in helping me network this agenda.Currently my work is posted on the Internet through a website I built. Legibility's. Com has information about the constitution and links to o ther sites with information meant to inform those who believe In American Liberty. The cause Is for freedom that the constitution affords all Americans. The Amendments defined by civil liberty and the right of peaceful civil disobedience, assembly, religion and speech. The purpose Is to educate those who will listen about the American philosophy that Is being forgotten and that so many have sacrificed their lives defending.My Associates degree in Business Management of life. In this assignment, the use of internal and formal communications has been utilized as the structure of this paper is directed towards informing the audience of my personal background and interests, both on a personal and professional level (Till, 2009). The information contained within speaks truth and is straight forward and to the point. The main points are easily understood and read without errors. I have also provided a link to my website if anyone has interest in learning about this important cause.The onl y barriers in this presentation could possibly be that the information may be read with distractions such as noise from those who' may disagree with my point of view concerning freedom being traded for security (Till, 2009). If distractions occur at the time this is being presented there could be messages competing to be heard. There also could be too many filters if this essay isn't presented so that everyone understands it's purpose; which is to inform the audience about it's intended purpose of introducing myself and my interests.I have made this essay simple and easy to comprehend with the intention of allowing the audience to make a decision about weather or not to find out more about the cause that many have forgot in all essence, protects their way of life. To learn more about the constitution visit http://www. Legibility's. Com Sincerely

Critical Assessment On Justification Defence To Both Direct And Indirect Age Discrimination - Free Essay Example

Sample details Pages: 8 Words: 2364 Downloads: 2 Date added: 2017/06/26 Category Law Essay Type Critical essay Level High school Tags: Age Discrimination Essay Did you like this example? In view of a justification defence to both direct and indirect discrimination, the law will continue to do little to prevent age discrimination. Critically evaluate this statement as a reflection of the current position of the law in this area. Date authored: 21 st July, 2014. The current law on discrimination is laid down in the Equality Act 2010. Age is one of the protected characteristics within the Act. Don’t waste time! Our writers will create an original "Critical Assessment On Justification Defence To Both Direct And Indirect Age Discrimination" essay for you Create order [1] The term Age refers not only to a persons age, but also to persons in a particular age group.[2] The Equality Act stipulates that direct discrimination occurs where a person treats less favourably another due to the latters protected characteristic. [3] Thus, there must be a comparator to compare with. If one does not exist, the court would create an imaginary comparator. The comparator must be in the same or not in a materially different position from the plaintiff in all aspects with the exception of being a member of the protected class.[4] The comparison exercise must be reasonable. [5] The Tribunal applies an objective test for less favourable treatment.[6] Indirect discrimination can be claimed where there is an ostensibly neutral provision, criterion or practice which indirectly discriminates against the claimant. [7] The indirect discrimination provisions are aimed to tackle disguised age barriers rather than barriers stemming from retirement. Thus, the fact that a n individual cannot obtain a qualification needed for a promotion before retirement does not mean that he has been discriminated against. [8] In contrast to other forms of direct discrimination, direct age discrimination can be justified. Although the motive for discriminating is irrelevant, [9] the employer could raise a defence that the discriminatory acts were proportionate means of achieving a legitimate aim. [10] Legitimate aims and proportionality are distinct issues which must be examined by separately by the Tribunal.[11] Indirect discrimination is justified using the same principle. The Tribunal must strike an objective balance between the discriminatory effect of the provision and the reasonable needs of the business. There must be a need for the provision and it must be reasonably necessary. [12] The peculiarities of age as a protected characteristic should be pointed out. Age discrimination includes a wide range of objective justifications unlike sex discrimi nation where there are very few and race discrimination where there are virtually none. This is logical given the fact that age discrimination is related to many complex issues such as retirement, business needs or working culture. Such peculiarities superficially imply that in most occasions, the employers policies would be justifiable and age discrimination claims should be a response only to the most heinous conduct. Even though direct discrimination claims are becoming a rare phenomenon as most companies have developed solid equal opportunities policies and training, there have been several recent direct age discrimination cases where managers have made discriminatory remarks in view of the employees performance. [13] Furthermore, a 2012 DWP report pointed out that age-related assumptions and stereotypes are still prevalent in the UK. [14] Thus, a careful balancing act between the employers legitimate aims and the severity of the discriminatory measure is prudent. The b ackground of the current legislation should also be considered. The Equality Act 2010 is a consolidating legislation, replacing the provisions of the Employment Equality (Age) Regulations 2006 which implemented the Equal Treatment Directive. In that regard, the objective justification defence is a recognised concept in EU Law. InIncorporated Trustees of the National Council on Aging v Secretary of State for Business, Enterprise and Regulatory Reform (the Hayday case) [15] The European Court of Justice acknowledged that it is acceptable to derogate from the provisions of the Equal Treatment Directive [16] relating to age discrimination in situations where there are legitimate public interest objectives. The means of implementing the objectives must be appropriate to the aim and reasonably necessary for its achievement. [17] The Court has recognised legitimate objectives such as inter-generational fairness and dignity. A policy, criterion or provision which is justified based on staff retention and workforce planning meets the inter-generational fairness objective. Avoiding the necessity to dismiss older workers on the basis of incapacity or underperformance has been directly related to the dignity objective. Avoiding the need for expensive and divisive disputes about capacity and underperformance would also meet said aim. However, it is recognised that direct and indirect age discrimination cannot be identically justified. [18] Age Discrimination and Retirement An example of a discriminatory but justifiable provision is a legislation permitting compulsory retirement on the ground of age. The European Court has held that said legislation was necessary for checking unemployment and encouraging recruitment. [19] A compulsory retirement clause for partners in a law firm has also been justified on the grounds that it allowed associates of the firm the opportunity of partnership after a reasonable period; facilitated the planning of the partnership by having a realistic long term expectations as to when vacancies would arise; and limited the need to expel partners by way of performance management, which contributed to the collegiate environment within the firm. [20] In Harrod v Chief Constable of West Midlands Police the authority applied a compulsory retirement provision within the Police Pensions Regulations 1987 to force a large number of officers to retire. Generally, a discriminatory practice is not justifiable on the basis of cost but may be justified on the basis of efficiency. However, the distinction between the two can sometimes be blurred. Improving efficiency was accepted by the Tribunal as a legitimate aim. However, the measure was disproportionate. The discriminatory practice was applying the Regulation to all officers only because they were within its ambit. There were other less discriminatory alternatives such as voluntary retirements, part-time working and career breaks, which were not considered.[21] In Bloxham v Freshfields Bruckhaus Deringer[22] the Tribunal held that Bloxham had been treated less favourably than partners aged 55 or over as, being only 54, he was subject to a 20 per cent reduction. However, modification of the pension scheme to make it more financially sustainable and fairer to younger partners was held to be a legitimate and necessary aim and the firm had successfully demonstrated that the amendments were a proportionate means of achieving this aim. Access to Employment Another example of a justifiable policy is restricting a job position to applicants over a certain age. [23] This constraint may be reasonable considering the requirements of the job in question. In the same spirit, the Equality Act recognises an exception to some of its provisions [24] relating to promotion and access to employment if the employer can demonstrate that age is an occupational requirement and that said requirement is a proportionate means of a achieving a legitimate aim. [25] This is particularly relevant for professions within the film or sports sectors. Enhanced Redundancy Payments The Equality Act permits employers to consider age as a factor when deciding whether to make an enhanced redundancy payment. [26] Although such practices may be prima facie discriminatory, there have been many cases of recognised justifications. For example, a redundancy scheme whereby payments are raised depending on age and length of service was held to meet legitimate aims.[27] Such aims were: encouraging loyalty, supporting older workers who are more vulnerable in the job market and providing an incentive to older workers to volunteer for redundancy, which would free senior posts for younger employees. In another example, the employer, DWP, justified an enhanced payment for older employees as part of a scheme by presenting evidence which demonstrated that older employees were unemployed for a longer period of time and had more family and financial responsibilities.[28] The aim of the enhanced payment policy was to provide proportionate monetary support until the empl oyee finds other employment or retires. The court recognised that even though the scheme could have been made non-discriminatory at no extra cost by reducing the payments, this did not render the scheme disproportionate. This implies that there is no requirement that it is absolutely necessary to take into account whether there are alternative, less discriminatory measures. It was also recognised that due to the nature of the scheme, the individual circumstances of the claimant could not be taken into account. The caveat is that such subtleties may serve as a carte blanche for employers to discriminate on the grounds of age. Dismissal due to Age Although in both direct and indirect discrimination the Tribunal employs the same test, following Seldon v Clarkson Wright and Jakes [29] the employer must demonstrate a social policy aim not merely a private business aim to justify direct discrimination. Because of the more severe nature of direct discrimination, it is not illogical to argue that more scrutiny should be placed on the legitimacy of the employers objectives and the proportionality of its measures. In OReilly v BBC[30] the plaintiff was successful in her claim for age discrimination. The company dismissed her in order to change the image of the Countryfile program to appeal to a younger audience. The tribunal acknowledged that this was a legitimate aim, but it held that the measure was disproportionate as it was not necessary to replace the plaintiff with younger presenters to achieve the aim. Similarly, in McCririck v Channel 4 Television Corporation [31] the claimant was dismissed in order to change the ima ge of the program. An important distinguishing point in that case was that the defendants conducted a research exercise which identified negative views associated with the claimants image and character. No such research was carried out in OReilly. Moreover, Channel 4 considered the plaintiffs personal qualities, particularly his reputation as holding old-fashioned views, which were indirectly linked with his age. [32] The Tribunal concluded that the defendants have used proportionate means. An interesting point is that in McCririck, the decision to dismiss was justified by evidence and based to a larger extent on the plaintiffs style and to a lesser extent on his age. In contrast, in OReilly, the decision was based primarily on the stereotype that the plaintiff could not appeal to a younger audience because she was older. This serves as an example of a situation where the law should intervene to protect the employee from counterproductive stereotypes which may, in certain situations, by disguised under neutral, ubiquitous policies. In conclusion, the cases examined demonstrate the wide array of justifications within different contexts. Some of the justifications appear to be specific only to age discrimination. Objectives such as dignity may be unnecessarily vague particularly against the background of a company policy or scheme where the employees individuals circumstances are seldom a relevant consideration. Justifications such as avoiding the need for costly and divisive disputes can be controversial in light of the potential harm suffered by the plaintiff. Medical research by Florida State University College of Medicine demonstrated that older people who perceive age discrimination experience lower physical and emotional health than people who perceive sex or race discrimination.[33] In that regard, cases such as OReilly and McCririck represent an illustrative example of the very thin line between a proportionate measure based on evidence and a measure based on stereotype. Word Count: 1774 BIBLIOGRAPHY Books Bell, A; Employment Law (2nd edn; Sweet Maxwell, London 2006) Honeyball, S; Honeyball Bowers Textbook on Employment Law (11th edn; Oxford University Press, Oxford, 2010) Slewyn, N; Selwyns Law of Employment (16th edn; Oxford University Press, Oxford, 2011) Online Resources: The Lawyer, Age Discrimination Time for Revision https://www.thelawyer.com/download.aspx?ac=68830 accessed 20 July 2014 Legal Week Law, More than just a number three key age discrimination lessons from recent cases https://www.legalweeklaw.com/download/-key-age-discrimination-lessons-recent-20289 Legal Week Law accessed 20 July 2014 Richard Lister, Channel 4 dismissed John McCririck because of style, not age [2013] Lewis Silkin https://www.lewissilkin.com/Knowledge/2013/December/Channel-4-dismissed-John-McCririck-because-of-style-not-age.aspx#.U8w07vumXlQ accessed 20 July 2014 Table of Statutes EC Directive 2000/78/EC Employment Equality (Age) Regulations 2006 Equality A ct 2010, c.5, c.13, c. 13(2), c.19, c. 39(1) (a); c.39 (1) (c); c.39 (2) (b); c. 39(2) (c); Schedule 9, paragraph 1; Schedule 9, paragraph 13 Table of Cases Bloxham v Freshfields Bruckhaus Deringer ET 2205086/2006 Clements v Lloyds Banking plc UKEAT/0474/13/JOJ Eweida v British Airways [2010] EWCA Civ 80 Homer v Chief Constable of West Yorkshire Police [2010] EWCA Civ 419 Incorporated Trustees of the National Council on Aging v Secretary of State for Business, Enterprise and Regulatory Reform (the Hayday case ) [2009] All ER (EC) 619 James v Eastleigh BC [1990] 2 AC 751 James v Gina Shoes Ltd UKEAT/0384/11/DM Lockwood v Department of Work and Pensions [2013] EWCA Civ 1195 MacCulloch v ICI plc [2008] ICR 1334 McCririck v Channel 4 Television Corporation ET 2200478/2013 OReilly v BBC ET 2200423/2010 Network Rail Infrastructures v Gammie (EAT (Scotland), 6 March 2009) Palacios de la Villa v Cortefiel el Servicios SA [2008] All ER (EC) 249 Seldon v Clarkson Wright Jakes [2012] UKSC 16 Shamoon v Chief Constable of the Royal Ulster Constabulary [2003] UKHL 11 Smith v Safeways Stores [1996] IRLR 456 Wolf v Staldt Frankfurt am Main [2010] IRLR 244 [1] S. 5 Equality Act 2010 [2] N Slewyn, Selwyns Law of Employment (16th edn; Oxford University Press, Oxford, 2011) p.141 [3] S.13 Equality Act 2010 [4] Shamoon v Chief Constable of the Royal Ulster Constabulary [2003] UKHL 11 per Lord Scott of Foscote [5] See Eweida v British Airways [2010] EWCA Civ 80 [6] Smith v Safeways Stores [1996] IRLR 456 [7] S.19 Equality Act 2010 [8] Homer v Chief Constable of West Yorkshire Police [2010] EWCA Civ 419 [9] James v Eastleigh BC [1990] 2 AC 751 [10] S.13(2) Equality Act 2010 [11] MacCulloch v ICI plc [2008] ICR 1334, EAT [12] Network Rail Infrastructures v Gammie (EAT (Scotland), 6 March 2009) [13] Clements v Lloyds Banking plc UKEAT/0474/13/JOJ; James v Gina Shoes Ltd UKEAT/0384/11/DM [14] The Lawyer, Age Discrimination Time For Revision https://www.thelawyer.com/download.aspx?ac=68830 accessed 2 0 July 2014 [15] [2009] All ER (EC) 619 [16] EC Directive 2000/78/EC [17] Seldon v Clarkson Wright Jakes [2012] UKSC 16 [18] Seldon v Clarkson Wright Jakes [19] Palacios de la Villa v Cortefiel el Servicios SA [2008] All ER (EC) 249 [20] Seldon v Clarkson Wright Jakes [21] Legal Week Law, More than just a number three key age discrimination lessons from recent cases https://www.legalweeklaw.com/download/-key-age-discrimination-lessons-recent-20289 Legal Week Law accessed 20 July 2014 [22] ET 2205086/2006 [23] Wolf v Staldt Frankfurt am Main [2010] IRLR 244, ECJ [24] s.39(1) (a); s.39 (1) (c); s.39 (2) (b) and s.39(2) (c) Equality Act 2010 [25] Equality Act 2010, Sch 9, para 1 [26] Equality Act 2010, Sch 9, para 13 [27] MacCulloch v ICI plc [2008] ICR 1334 [28] Lockwood v Department of Work and Pensions [2013] EWCA Civ 1195 [29] [2012] IRLR 590 [30] ET 2200423/2010 [31] ET 2200478/2013 [32] Richard Lister, Channel 4 dismissed John McCririck because of style, not age [2013] Lewis Silkin https://www.lewissilkin.com/Knowledge/2013/December/Channel-4-dismissed-John-McCririck-because-of-style-not-age.aspx#.U8w07vumXlQ accessed 20 July 2014 [33] The Lawyer, Age Discrimination Time For Revision https://www.thelawyer.com/download.aspx?ac=68830 accessed 20 July 2014