Thursday, October 31, 2019

Human Resources Essay Example | Topics and Well Written Essays - 500 words - 8

Human Resources - Essay Example Strategic planning determines the general goals as well as objectives in an organization. Secondly there will be a need for human resource planning since it helps in determining whether there will be many workers, that is surplus or shortage of or enough employees to attain organizational objectives. In case there are few workers, the educational institution will have to recruit more workers (Brown, 2011; Tyson, 2012). Various alternatives can be used in the recruitment process, for instance, outsourcing as well as contingency workers. Before the education institution commences the recruitment process, they need to have guidelines on the recruitment process, referred to as policies and procedures that need to be adhered in the recruitment process. The organization will have to streamline the recruitment process. The institution has to avoid misunderstandings that can result in the workforce being dissatisfied. Recruitment of personnel does not happen in a vacuum since it is influenced by various factors in the organization and the environment (Tyson, 2012). Government regulations have to be considered when recruiting employees in the institution. The government has regulations that in most cases ensure that all the employees are treated in fair manner, and there is no discrimination basing on gender, race or disability among others. Adhering to the government regulation will help in ensuring that the institution operates in a manner that will ensure it does not have wrangles with the government for not adhering to its regulations. Government regulations set out the minimum wage for employees. When recruiting this factor has to be considered since the institution needs to pay its employees according to the set standards. Therefore, the institution has to ensure that the number of new employees hired is capable of paying (Brown, 2011). As mentioned before, an organization has to ensure that it adheres to its strategic plans when

Tuesday, October 29, 2019

The Experience of Ethnic Minority Workers Essay Example for Free

The Experience of Ethnic Minority Workers Essay EXECUTIVE SUMMARY This report describes the findings of a qualitative research project, The Experience of Ethnic Minority and Migrant Workers in the Hotel and Catering Industry: Routes to Support and Advice on Workplace Problems, funded by the European Social Fund and Acas and carried out by the Working Lives Research Institute at London Metropolitan University. The research provides evidence of the conditions faced by ethnic minority and migrant workers in the hotel and restaurant sector, an industry already known for its harsh working environment. In-depth interviews with 50 ethnic minority and migrant workers in London, the West Midlands and the South West were carried out between May 2005 and May 2006. In addition, interviews were held with key informants to provide contextual information on features and trends within the sector. The key findings of the research are summarised here. Working conditions in hotels and restaurants †¢ Cash-in-hand, undeclared or under-declared, and illegal working was found among the ethnic minority and migrant restaurant workers interviewed, and affected both employment conditions and rates of pay. This was prevalent in small, ethnic minority-owned restaurants, usually employing members of the same ethnic group. The National Minimum Wage (NMW) was the rate commonly paid to basic grade staff, including bar and restaurant staff, hotel porters and housekeeping staff, particularly outside of London. The research also found a high incidence of flat rate payments per shift or per week, regardless of hours worked, below the NMW, often paid cash-in-hand. Long hours working was a further feature. Full-time workers did a minimum 40-hour week, with 50 to 60 hours a week being common, particularly in restaurants. Late night working, or until the last customer left, was often expected without extra pay. Some felt that they had no life outside work due to the long hours demanded by the job. In some instances, individuals had several jobs to earn money to support family or send back home. There was low awareness of holiday and leave entitlements. Very few workers received more than the statutory entitlement to four weeks’ holiday. Some reported getting no paid holidays or receiving less than the legal minimum, and there was generally low awareness of holiday entitlement. In small restaurants there was sometimes an informal policy of two weeks’ leave. It was common for workers to have received no written statements of particulars or contracts. This was found among both informally and legitimately employed workers, and was a source of anxiety for several. †¢ †¢ †¢ †¢ 1 †¢ There were poor perceptions of job security in the sector. Few workers felt secure in their employment, often feeling they could be sacked on the spot, particularly those working informally. Some longer-term workers in regular employment were aware that increasing use of casual and agency staff meant that their jobs were not secure. Training available to migrant workers, particularly in restaurants, was minimal, usually only in basic health and safety, hygiene or fire procedures. In some hotels, however, managers had recognised the neglect of training in the past and were offering staff the chance to pursue National Vocational Qualifications. †¢ Problems at work †¢ There was a high degree of acceptance of the poor working conditions in the sector among interviewees, with issues such as low pay, long hours, unpaid overtime and poor health and safety standards often not perceived as particular â€Å"problems† but rather viewed as the nature of work in the sector. Where problems were identified these related to: pay; long working hours; workload; getting time off; bullying and verbal abuse, including racial harassment; problems getting on with colleagues; English language skills; and theft of property from work. Bullying and verbal abuse was common, particularly in kitchens where chefs were often known as bullies, but this was accepted by some as â€Å"just the mentality of the kitchen†. Sometimes the abuse had a racial element, with â€Å"bloody foreigner† used as a term of abuse. Racist abuse from restaurant customers was also regularly suffered by some waiters. In one hotel, several staff had experienced bullying from a manager, resulting in time off sick with stress. Staff believed there was an ulterior motive of trying to get rid of long-serving employees and replacing them with cheaper casual staff. Opportunities for promotion were felt by several interviewees to be inhibited by discrimination on grounds of race, ethnicity, nationality or age, as well as the limitations imposed by work permit or visa rules. Some long-term workers felt they had been overlooked for promotion, with their age then compounding the problem as employers looked for younger staff to promote and develop. Where employees saw that they had opportunities to progress, this was due to the support of a manager. Opportunities were further limited by employer presumptions about the suitability of staff for â€Å"front-of-house† jobs, such as reception or waiter positions, based on ethnicity, gender and age. Some employers expressed preferences for white staff, or a â€Å"balance† of white and non-white front-of ­ house staff, on the grounds that it was what their customers wanted. The research found that such racial stereotyping was expressed openly in this sector in a way that may not be acceptable in other sectors. †¢ †¢ †¢ †¢ 2 †¢ In the main, interviewees did not raise health and safety concerns when discussing problems at work, reflecting an acceptance of the hazards of this type of work. However many issues did arise during the course of interviews, which included: burns and working in hot kitchens; working in a confined space; back and shoulder pains; and tiredness from long working hours and heavy workload. Often, responsibility for health and safety, such as avoiding burns, was seen as primarily belonging to the employee and not the employer. Most workers believed that little could be done to tackle the problems that they were having at work, or felt that the only solution was to leave the job. A handful of workers had taken action to resolve their problems at work, either by raising concerns with their manager, or seeking outside support or advice. †¢ Support, advice and awareness of rights †¢ Workers felt poorly informed about employment rights in the UK, and had little idea of where to get information if they needed it. Many also were unsure about aspects of their own particular terms and conditions of employment, which was related to a lack of written information. As might be expected, those who had been in the UK for a longer time, and the small number who were members of a trade union, felt better informed about their rights at work. Trade unions had been a valuable source of support for a small number of interviewees, but for most workers, unions simply did not feature in their experience of work. But despite the difficulties of organising in the sector, including high staff turnover, no culture of trade unionism and employers that are hostile to trade unions, union membership was growing in one London hotel and catering branch. This was the result of recruitment campaigns that included information in several languages. Some interviewees either had, or would, seek support from community organisations about problems at work. However, there was a variation in the level of community support available in the three regions, with London and the West Midlands having established organisations representing a variety of ethnic groups, but such structures were much less well developed in the South West. Seeking support and advice through community organisations can also be a double-edged sword for those who work for employers within the same ethnic community, with some fearing that if they sought advice, word would get around and they would have problems getting work in future. Of the small number of workers who had sought support for problems at work, Citizen’s Advice, Acas and a specific project for service workers (no longer in existence) had been used. While a small number were aware of Citizen’s Advice, a couple thought that the service excluded them because of its name, which implied to them that it was for British citizens only. †¢ †¢ †¢ 3 Conclusions and recommendations †¢ While many of the working conditions and problems highlighted in this report are common to workers in the sector, the research found several features that serve to differentiate the experience of ethnic minority and migrant workers: immigration status; working in the informal sector; discrimination in the labour market and employment; and low expectations which increase tolerance of poor working conditions. For ethnic minority and migrant workers the difficulties in raising and resolving problems relate both to their own individual vulnerability and characteristics of work in the sector. Recent migrant workers may have limited English language skills and little or no knowledge of UK employment rights and support structures, factors that compound the difficulties of addressing problems in the sector. These include: the perception that there is a ready supply of labour to replace workers who complain; a lack of union organisation; a culture of poor personnel practice, such as minimal training and provision of information; and the informal nature of much employment obtained by ethnic minority and migrant workers in the sector. There appeared also to be a lack of monitoring or enforcement of employers’ compliance with employment legislation in this sector. To understand the different experiences and motivations for ethnic minority and migrant workers working in hotels and restaurants, the research developed a typology of strategies that highlights at one end how some individuals feel they are acting strategically in relation to their work choices, whereas at the other, economic factors and limitations play a greater role in determining their choices. The strategies move from Career progression through Broadening opportunities and Stepping stone to Pragmatic acceptance and No alternative. The research makes a number of recommendations about how the position of this vulnerable group of workers can be improved through better access to employment rights and information, improvements in working conditions and career opportunities, and improved provision of support and advice. †¢ †¢ †¢ 4 1. INTRODUCTION This project, The Experience of Ethnic Minority Workers in the Hotel and Catering Industry: Routes to Support and Advice on Workplace Problems, was funded by the European Social Fund and Acas and carried out by the Working Lives Research Institute, London Metropolitan University between May 2004 and July 2006. The project used qualitative research methods to explore the experiences and problems at work of ethnic minority and migrant workers in hotels and restaurants, with the aim of both identifying the range of experiences and problems encountered, and gaining a greater understanding of access to and use of support and advice to resolve these problems. The research therefore provides evidence of the conditions faced by ethnic minority and migrant workers, which is an area relatively neglected by research so far. Its objective is to inform policy in order to improve good practice in relation to the employment of ethnic minority and migrant workers, to prevent problems from arising, and to improve the support and advice mechanisms available. The key target groups for these research findings and policy objectives are thus employers, statutory bodies, the voluntary sector, trade unions and community groups. 1. 1 Background to the project At the start of the project a working paper (Wright and Pollert, 2005) was prepared to establish the extent of ethnic minority and migrant working in the hotel and restaurant sector, as well as pinpointing the main issues for workers in the sector identified by the existing literature. The working paper is available on the project website1. The paper showed that ethnic minority and migrant workers make up a significant part of the hotel and restaurant workforce – almost threefifths (59%) of workers in the sector in London described themselves as other than White British in the 2001 census (Wright and Pollert, 2005: 27). Outside of London the picture reflects the differences in the concentration of the ethnic minority population across the UK. In the West Midlands, where 84% of the hotel and restaurant workforce were White British in 2001, the largest other groups were White other (2. 9%), Bangladeshi (2. 3%) and Indian (2. 2%). The sector is a particularly important source of employment for some groups, with 52% of male Bangladeshi workers employed in restaurants, compared to only 1% of white males (Holgate, 2004: 21). In London, migrant workers (those born outside the UK) account for 60% of those employed in the hotel and restaurant sector (GLA, 2005: 68), compared to 31% of all London workers who were born outside the UK. However there have been important changes in the composition of the hotel and restaurant workforce since the 2001 census, with employers filling vacancies in the sector by employing significant numbers of workers from the East European countries that acceded to the EU in 2004 (known as the A8 countries). The government requires nationals of the A8 countries who wish to work in the UK to register with the Worker Registration Scheme (WRS), and Home Office figures show that of the 375,000 workers registered between May 2004 and March 2006, 22% were working in hospitality and catering (80,570 workers) (Home Office, 1 http://www. workinglives. org/HotelCatering. html 5 2006a). There has, however, been a decline in the proportion of WRS applicants in Hospitality and Catering from 31% in the second quarter of 2004, to 18% in the first quarter of 2006, with Administration, Business and Management now employing greater numbers. The highest proportion of all applicants under the scheme were Polish (61%), followed by Lithuanian (12%) and Slovak (10%). The figures also show a movement of registered workers to other parts of the UK than London, with the percentage applying to London falling from 25% in the second quarter of 2004, to 11% in the first quarter of 2006 (Home Office, 2006a). While working conditions in the industry have been well documented as consisting of low pay, low status, exploitation of employees and lack of unionisation (e. g. Gabriel, 1988; Price, 1994; Head and Lucas, 2004; LPC 2005), little has been written in the UK about the actual experiences of ethnic minority and migrant workers, with much of the existing literature focusing on management behaviour and strategy (Wright and Pollert, 2005). Some recent exceptions include a study of low pay in London (Evans et al, 2005), which included the hotel and catering industry. This study of 341 randomly selected low paid workers contained 90% who were migrants. Of their sample of hotel and hospitality workers, the largest group (two-fifths) were non-British whites, mainly from Eastern Europe, followed by Africans (24%). It found the lowest rates of pay to be in the hotel and catering sector, below contract cleaning, home care and the food industry. Other recent research has considered the experience of Central and East European migrants in low paid employment in the UK in the context of the A8 countries joining the EU, and covers hospitality, along with construction, agriculture and au pairs (Anderson et al, 2006). It is some 15 years since the Commission for Racial Equality (CRE) undertook a formal investigation into recruitment and selection in hotels (CRE, 1991) in response to concern that the sector was failing to consider equal opportunities in employment practices. It found that ethnic minority staff were disproportionately concentrated in unskilled jobs, and found only one ethnic minority manager out of 117 hotels investigated. It made a number of recommendations about how hotels should improve their practices in relation to recruitment, monitoring, positive action and training taking account of equal opportunities issues. However, we have been unable to find evidence of any monitoring or evaluation of whether these recommendations have been heeded or implemented by hotel employers. While knowledge of employment rights among all workers in the UK is poor, it has been shown that vulnerable groups know even less (Pollert, 2005). A random survey of people’s awareness of employment rights in the West Midlands found that women, ethnic minorities, young people and the low paid were least likely to be aware of their rights (WMLPU, 2001). The research was undertaken in the context of considerable public debate on migration policy, and at a time when the government was intending to phase out low skilled migration schemes, such as the Sectors Based Scheme, which granted work permits to certain numbers of workers in skills shortage sectors such as hospitality, in the light of new labour available from the European Union (Home Office,2005). At the same time there is increasing concern for â€Å"vulnerable† workers, and the government has recently published a policy statement on protecting vulnerable workers, defined as â€Å"someone working in an environment where the risk of being denied employment rights is high and who does not have the capacity or means to protect themselves from that abuse† (DTI, 2006: 25). 6 1. 2 Research aims The research set out to address the following key questions: 1. What are the working conditions of ethnic minority and migrant workers in hotels and restaurants? 2. How are working conditions seen and what are perceived as ‘problems’, and how does this impact on acceptance of poor working conditions? 3. What type of problems do ethnic minority and migrant workers have working in hotels and restaurants? 4. How do these compare to the problems generally affecting workers in the sector and to what extent are they associated with particular labourmarket niches within the sector to which these workers are confined? If this is so, to what extent is the insecurity of migrant status relevant, or is racial discrimination relevant? 5. How much do ethnic minority and migrant workers in this sector know about their rights at work, and to what extent do ethnic minority and migrant workers in this sector attempt to enforce their legal rights at work, or instead try to find ways to achieve a sufficient income and manageable working conditions, even if this means colluding with illegal employment practices? 6. How much do ethnic minority and migrant workers in this sector know about where to get advice and support for problems at work? And who do they turn to for advice and support? To what extent do ethnic minority and migrant workers in this sector use statutory (i.e. Acas, CRE), voluntary (CABx, local advice agencies), trade union, community (groups or informal contacts through ethnic networks) or informal (friends, family) sources of support and advice? 7. What are the experiences of ethnic minority and migrant workers in this sector of using all these sources of support and advice and what barriers do they face in accessing support and advice for workplace problems? 1. 3 Structure of the report The report describes the research methodology and access routes, together with the characteristics of the interviewees in section 2. The working conditions experienced by interviewees are described in section 3, confirming evidence from much of the existing literature on the sector, but also highlighting where the experience of ethnic minority and migrant workers may be particular. Section 4 describes the problems encountered by interviewees in their jobs in hotels and restaurants, but also considers the attitude of these workers to defining â€Å"problems† at work, as well as their approaches to resolving problems and barriers to resolution. The information, support and advice available to and used by the ethnic minority and migrant workers interviewed is explored in section 5, together with their awareness of employment rights in the UK. 7 In section 6 conclusions are drawn about the specific experiences of ethnic minority and migrant workers in the sector, the problems that they face and their need for support and advice, suggesting that changes need to be made to practice within the sector, as well as in improved provision of support to ethnic minority and migrant workers. 8 2. METHODOLOGY The project employed qualitative research methods to gather in-depth accounts of the experiences of 50 ethnic minority and migrant workers. Interviews were carried out between May 2005 and May 2006. In addition, interviews and face-to ­ face and telephone conversations were held with key informants to provide contextual information on features and trends within the sector affecting ethnic minority and migrant workers. The strengths of using qualitative methods are that they can not only identify tangible issues (the problems themselves, for example), but also more elusive, subjective issues, such as motivation, perceptions of opportunities and of rights, sense of inclusion, integration and fairness – or their opposites – sense of frustration, alienation and barriers to obtaining support and fairness at work. 2. 1 Regional scope The research project was confined to England within the terms of reference set by the European Social Fund. Three English regions were selected in order to provide a comparison of experiences of migrant and ethnic minority workers: London, the West Midlands and the South West. London and the West Midlands have considerably larger non-white and migrant populations than other parts of the country, with significant numbers of Bangladeshis and Pakistanis working in the hotel and restaurant sector in the West Midlands (Wright and Pollert, 2005: 27 ­ 28). In contrast, the South West is the English region with the smallest non-white population, but is experiencing a growth in migrant workers. The problems facing ethnic minority and migrant populations here have been less well documented, but where studies have been done, isolation from ethnic minority communities and support structures emerges as an issue (BMG Research, 2003; Gaine and Lamley, 2003; SWTUC, 2004). Tourism also accounts for 10% of total employment in the South West, with the greatest proportion of these (70%) employed in the hospitality sector – accommodation, restaurants, pubs etc. (Tourism Skills Network South West, 2002). In the South West it was decided to focus the research on two towns with a large tourist population and therefore a high demand for a hotel and restaurant workforce: Bournemouth and Plymouth. The Human Resources manager of a Bournemouth hotel group, interviewed for this research, said that only 32% of their workforce was British, indicating a high reliance on foreign-born workers. 2. 2 Definitions of ethnic minority and migrant workers The research includes both â€Å"ethnic minority† and â€Å"migrant† workers, categories which, in real life, are complex, changing and overlapping. Some ethnic minorities (using the Labour Force Survey definitions) will also be migrants. Migrants (defined here as all those who were born outside the UK, Home Office, 2002) may or may not be defined as ethnic minorities, and may or may not be discriminated against. White Australian or Canadian migrant workers, for example, would not be. But Kosovan people may be regarded as ethnic minorities, and suffer racism and discrimination, and Czech or Polish people may or may not be discriminated against, and while they may not be â€Å"visible† in terms of skin colour, in the way black and Asian people are, they are â€Å"visible† in terms of language, cultural characteristics, and discrimination. As many â€Å"white† Eastern Europeans are now 9 working in the hotel and restaurant sector, particularly since the EU enlargement in May 2004, it was felt to be important to include their experiences in the study. 2. 3 Access to research participants In order to include the experience of a broad range of interviewees from different ethnic groups and backgrounds, including both recent and more settled ethnic minorities, it was decided to use multiple routes to access interviewees. Therefore a range of bodies were contacted, many with a twofold purpose of: a) providing contextual information about the sector and/or the experiences of particular ethnic groups; and b) helping gain access to research participants. Organisations contacted included trade unions, community and worker organisations, sector bodies, employers and statutory and advice agencies (see Appendix 2). In the South West, where there are fewer organised community groups than in the two other regions, we spoke to officers at Bournemouth Borough Council, who gave us informal contacts within the main local ethnic minority communities, as well as putting us in contact with several community interpreters who spoke the main languages of the local ethnic minority groups: Portuguese, Korean, Turkish, Bengali and Spanish. These routes proved very useful in helping to access research participants and in providing interpretation for interviews. However, in the end, Turkish and Bangladeshi workers were reluctant to come forward to be interviewed, which the interpreters said was because they were fearful of speaking out about their employers, despite reassurances of confidentiality. In all three areas we used fieldworkers who were able to use their language skills to carry out interviews in workers’ native languages, namely Bengali, Spanish, Polish, Lithuanian and Mandarin. The fieldworkers were also able to provide access to workers who may not have come forward otherwise, being people who were known and trusted among their own ethnic communities, or who were able to provide sufficient reassurance of confidentiality. Training was provided in using the interview guide to all fieldworkers to ensure a common approach was used in interviews and that fieldworkers understood the aims and objectives of the research. While the approach used provided access to workers in a wide range of establishments,from large hotel groups to small independent restaurants, including several working ‘illegally’ or ‘informally’, we acknowledge that using such routes could not access the most hard-to-reach illegal migrant and ethnic minority workers, who may constitute a considerable proportion of workers in the sector. The research may not fully represent the worst conditions found in the ‘underbelly’ of the sector as suffered by many ‘illegal’ or ‘undocumented’ migrants, as portrayed, for example, in Steven Frear’s 2002 film about a London hotel, Dirty Pretty Things. It was decided not only to seek out interviewees who perceived themselves as having had a â€Å"problem† at work, but a range of people in different jobs in the sector, in order to explore their typical work experiences and their attitudes towards â€Å"problems† and conditions in the sector. 10 2. 4 Key informants In addition to the worker interviews, at least 20 key informants (see Appendix 2) provided further context on the hotel and restaurant sector, including regional knowledge. These included employers and employer representative bodies, trade union officials and branch members, community organisations, representatives of sector bodies and statutory and voluntary organisations. In some cases in-depth interviews were carried out, and in others more informal conversations were held either face-to-face or on the telephone. 2. 5 Worker interviews A total of 50 in-depth qualitative interviews were carried out in the three regions, with a greater number in London due to the huge range of ethnic minority and migrant workers in the sector in the capital. The breakdown was as follows: Table 1: Worker interviews by region Region London South West West Midlands Total % 46% 24% 30% 100% No. of worker interviews 23 12 15 50 during the interviews, which and a half. Participants were of both themselves and their participation with a ? 10 shop A semi-structured interview schedule was used generally lasted between 45 minutes to an hour assured of confidentiality, and of the anonymity employer. They were thanked for their time and voucher. At the start of the interview, participants were asked to complete a two-page questionnaire giving basic demographic and employment details, data from which is provided in the following section. 2. 5. 1 Ethnicity Respondents were asked to describe their ethnicity, according to the classification used in the 2001 Census. The results are grouped together in table 2. Table 2: Ethnicity of the sample Ethnicity White Bangladeshi and Pakistani Chinese and Other Asian Black Mixed % 36% 26% 20% 16% 2% No. of interviewees 18 13 10 8 1 11 2. 5. 2 Country of birth Table 3 shows the range of countries from which interviewees came. It was notable that only one participant was born in the UK, despite attempts to find British-born ethnic minority workers in the sector. Both fieldworkers and interviewees themselves commented that many British-born people do not wish to work in a sector that is known for low pay and long hours, including the children of migrants interviewed, as they seek better alternative employment opportunities (some young British-born workers do work in the sector while they are students, but tend to do so for only a short time). Table 3: Country of birth Country of birth Bangladesh China Colombia France Ghana Holland Indonesia Ivory coast Korea Lithuania Philippines Poland Portugal Slovakia Somalia Spain Sudan Turkey UK Ukraine 2. 5. 3 Gender Women are under-represented in the sample (38% of interviewees) compared to their presence in the sector as a whole, but this reflects the fact that the sample includes a substantial number of Bangladeshi workers, who represent a significant group in the sector in the West Midlands, and most of these workers are male (Wright and Pollert, 2005: 27-28). 2. 5. 4 Age Only one interviewee was under 21 years old. Almost two-fifths (38%) were aged 21 to 30 years old, and the same proportion were between 31 and 40 years old. Six interviewees (12%) were aged 41 to 50, and five (10%) were between 51 to 60. None of the interviewees were aged over 60. 2. 5. 5 Education Overall the sample was fairly highly educated, with 36% having a first stage or higher degree. Another 10% had post-secondary non-tertiary level education, and 36% had received education up to secondary level, while 12% had received. % 24% 10% 6% 2% 4% 2% 2% 2% 6% 8% 2% 4% 4% 6% 6% 2% 2% 4% 2% 2% No. of interviewees 12 5 3 1 2 1 1 1 3 4 1 2 2 3 3 1 1 2 1 1 12 primary level education or less. A further 6% had other qualifications or the details of their education were not known. 2. 5. 6 Employment The majority (62%) of the interviewees worked in restaurants, while 30% worked in hotels. The remaining 8% either worked in both hotels and restaurants, as agency workers, or in catering services. More than half of respondents (54%) said there were 10 or fewer employees where they worked. A further 22% said there were between 11 and 25 people where they worked. Only 6% worked for employers with between 26 to 49 people and 10% said there were 50 or more employees where they worked. However these figures should be treated with caution, and may underestimate the number working for larger employers, as respondents may have interpreted the questions as referring to the workplace or department of the hotel where they worked, rather than the employer as a whole. Almost half the interviewees (48%) worked as waiters or waitresses, either in hotels or restaurants. Another 20% were chefs or cooks, and a further 4% worked in kitchens as general assistants. 12% said they were supervisors or managers and 4% described themselves as cashiers. Another 10% worked in other jobs in hotels as receptionist, general assistant or porter/bar worker. The majority of workers were full-time (70%), while 14% said they worked parttime, and 14% were casual workers. Working hours were long. The largest proportion (40%) worked over 40 hours per week – 10% worked between 41 and 48 hours, while almost a third (30%) said they worked over 48 hours a week. Just over a third (36%) worked between 21 and 40 hours a week. Only 6% did less than 20 hours a week. The majority (82%) had only one job at the time of the interview, with 18% having two or more jobs. However, some of those currently working in only one jo.

Sunday, October 27, 2019

Thomas Aquinas Impact On Western Thought Through Time Philosophy Essay

Thomas Aquinas Impact On Western Thought Through Time Philosophy Essay St. Thomas Aquinas was an Italian philosopher and theologian living between 1225 -1274 of the medieval period. Aquinas began his education at Montecassino, a monastery which became his first battle site. Thomas was later transferred to the University of Naples in France; this is where he came into contact with a newly found mendicant order of Preachers or Dominicans, and Aristotles philosophy. Aquinas became a Dominican, against the will of his family and eventually went to Paris to study, before going to Cologne with Albert the Great, a philosopher whose interest in Aristotle reinforced Aquinass own predilections  [1]  . Aquinas was a classical proponent of the natural theology at the onset of European Scholasticism, and is regarded as the founder of the Thomism school of philosophy and theology. Aquinass philosophy significantly influenced subsequent Christian theology, particularly that of the Roman Catholic Church, as well as Western philosophy in general. Thomass most signif icant and enduring works include the Summa Theologica  [2]  , an article that systematically expounds his mysticism of the quinquae viae and the Summa Contra Gentiles. Aquinas was well known for his contribution to Christian theology, but he was also a classical Aristotelian as well as an Empiricist, and he significantly influenced these two ideas of Western thought. Aquinas believed that truth is well revealed through both natural revelation and supernatural revelation-through faith as in the scripture, for these two elements, Aquinas was careful enough to separate them in a complementary rather than contradictory manner. He argued that, although Gods existence and His attributes may be easily deduced, specific aspects such as the Trinity and Incarnation may only be revealed through special revelation. As mentioned above, His two outstanding works are the Summa Contra Gentiles translated and published in English as the On the Truth of the Catholic Faith, and the Summa Theologica known as the Compendium of Theology. The former piece was broadly intended for non-Christians; while the latter significantly addresses Christians and is more of a philoso phical work on Christian theology. Aquinas utilized scriptures and traditions of the Catholic Church as the raw material data of his theology. He believed that these materials were produced by Gods revelation to humans throughout history. In addition, faith and reason are the two fundamental tools, which are necessary for processing and interpreting this raw data of theology with an aim of obtaining the true knowledge of God. Aquinas blends Aristotelian philosophy with Christian theology to argue that God reveals himself to humans through nature. This implies that Gods nature can be studied through rational thinking as well as though the study of nature  [3]  . Aquinas proposed five statements regarding Gods divine qualities from his classical consideration of what God is not. This include: God is simple, He is devoid of matter or form or even body and soul; God is perfect, deficient of nothing; God is infinite, He is unlimited as He created all things, but humans are limited being, physically, rationally, and emotionally; God is immutable, inept of change with regard to His in nature and character; and God is one, His essence is the same as His existence. Aquinas also pioneered the Principle of Double Effect when it comes to ethical decisions. According to this principle, when an otherwise justifiable act such as self-defense is likely to cause an effect, then one may basically be obliged to avoid it for example if it results to the death of another  [4]  . Modern philosophy is a reaction in favor or against Aquinass views As outlined above, Thomas Aquinas has shaped modern worlds philosophy especially when it comes to theology and ethical philosophy. At large, modern worlds philosophy began in the sixteenth century; but nobodys system of philosophy has entirely corresponded to everybodys perception of certainty; bit to what, if set aside for mens perception, common men may not agree on what is common sense. Against all this, St. Thomass philosophy distinctively stands based on the universal common conviction that supports brotherhood of men, in their common consciousness that, all things attested by the ability of the senses originate from God  [5]  . Rene Descartess argument Rene Descartes is regarded as the Father of Modern Philosophy. Descartess system of thought depicts a major break away from all previous philosophical systems, mainly, away from Aristotle and Aquinas philosophy. For example, unlike Aquinas, a proponent for the tabula rasa model of the human mind (At birth, the human mind resembles a blank recording device and as one grows it records data from sensory experience), Descartes posited that human beings are born with innate thoughts and ideas, these ideas exist in their minds even at birth  [6]  . Further, Thomas Aquinas argued that if humans had innate ideas of Gods existence, then proof of His existence would be inappropriate and faith would be irrelevant as human beings would have direct knowledge and experience of Gods essence and nature. Thus, Descartes was trying to offer the world a philosophy which he thought was compatible with both the new world of science and the convention of Christian faith. However, his philosophy was hi deous to the Church. As a result, in the same way the Roman Catholic Church had condemned Galileo in 1633, thirty years later, it added Descartes work on its Index of proscribed reading material. John Lockes argument John Locke, an advanced philosopher of the seventeenth-century, effectively presents his argument against Descartes innate ideas, in a manner that is similar to that of Aquinas. Locke criticize Descartes claim that God must exist based on Descartes idea of God in his mind even though he (Descartes) has disconnected his mind from his senses. Locke argued that, holding such a claim is the same as believing that millions of gods must exist just because millions of different minds have ideas of millions of different gods. However, Locke used Descartes argument that in order to have a clear and distinctive idea of something one must have a clear understanding of that which they are having an idea about. Locke uses scripture to argue that in the Bible, no other belief clearly distinguishes a believer from an unbeliever except the belief that, Jesus is the Messiah, and He (Jesus), is able to save everyone who formed this belief with no requirement of other beliefs whatsoever  [7]  . Immanuel Kant argument From research, it is clear that St. Thomas Aquinas and Immanuel Kant were born almost half a millennium apart and, on the exterior, the styles of argumentation of the two philosopher and their broad approaches to philosophy emerge as being equally distinct from each other; nevertheless, both philosophers aimed to congeal the essential knowledge of God. Kants metaphysics legitimately attempted to develop a kind of critical science that would guarantee the truth of knowledge. Similarly, Aquinas succeeded in arguing that some of the worlds most closely held beliefs can be justified in the course of rational thinking; exclusively, he tried to generate a wide-ranging argument in favor of the Gods existence, which supports the most central doctrines of the Catholic Church. Comparing Thomas Aquinas to Kent, one can argue that Thomas was more ensconced in the conventional hierarchy of the Catholic Church and interpretations of Gods existence than Immanuel Kant. Thomas main focus was placed u pon the issues and concerns regarding the relationship between God and man, in as well as the relationship between God and the natural world. Basically, he aimed at investigating the various aspects of the world that casts doubt to the existence of God, and as a result, why Gods existence is questioned so often. Ultimately, Aquinas writings would then be adopted as the accepted books of theology for the Catholic Church, and consequently, would strongly possess a kind of stigma for either those who were not Christians or not Catholics, especially after the protestant reorganization. Indisputably, in as much as, Aquinas arguments were definitely rational. This implies that, he purposed to draw an abstract of claims regarding the nature of God and mankind by examining physical anomalies. This distinguished him strongly from most of the modern philosophers, particularly with regard to the fact that he supposed that true faith required rational investigation; however, it made him similar to Immanuel Kant, who also believed that faith in God and salvation require critical analysis. Aquinass impact on the Catholic Churchs philosophy Aquinas believed that Gods existence is neither patently obvious nor is it beyond proof. In the Summa Theologica, Aquinas outlines five rational proofs (quinquae viae) for the existence of God, these include: God is an unmoved mover (ex motu), as everything that is moved is moved by God, the source of all motion. God is the cause of all things; this is argued though the argument of the first cause (ex causa), where everything that is caused is caused by God. Through the argument from contingency, Aquinas argues that Gods existence is not contingent of any other being. But the universe contains contingent beings as something cannot come of nothing. God is the pinnacle of perfection; it is from this lesser degrees of perfection derive their meaning. This is outlined in the argument from degree. The final argument is the teleological argument, also known as the argument from design (ex fine). According to this argument, all natural bodies in the world are in themselves unintelligent, and are guided by God to act towards ends rationally. Aquinas understood that Jesus Christ was ultimately divine and He (Jesus Christ) is not simply a human being or merely God in humanly inhabiting the body of Christ. Nonetheless, Aquinas posited that Christ also had a justly cogent human soul, resulting in a duality of natures that endured even after Incarnation. In essence, these two natures existed concurrently yet distinctively in a single existent human body. Aquinas is also credited for defining the four cardinal virtues: prudence, temperance, justice and fortitude. For these values, Aquinas held that they are revealed by nature and are and necessary for everyone. Further, he highlighted three theological virtues; faith, hope and charity, which are the chiefest, supernatural and distinctive from other virtues as their object is God. Furthermore, Aquinas distinguished four kinds of law: natural law-discovered by reason, eternal law- Gods decree that governs all creation), human law-natural law as applied by governments and institutions and divine law-this is specifically revealed in the scriptures  [8]  . According to St. Thomas Aquinas, the ultimate goal of human existence is to find eternal union and fellowship with God. He believes in life after death for those who have experienced Christs salvation and redemption while living on earth. The Incarnation is an adorable vision which will be granted to Christians as a perfect and everlasting happiness through understanding of the very quintessence of God. Thus, during an individuals existence on the earth, their life must be inclined toward right things such as peace, holiness and charity.

Friday, October 25, 2019

Expressionism in The Black Swan Essay -- Film Analysis

The Black Swan is a psychological thriller that documents a prima ballerina’s descent into madness. Nina Sayers is a dancer at a New York City ballet company. Her mother is a very controlling, ex-ballerina whose career ended when she became pregnant with Nina. Having forced his current prima ballerina into retirement, Thomas Leroy, the company's director, is searching for someone worthy enough to play the Swan Queen in his next production. Despite his doubts about her ability to successfully dance the role of the Black Swan, he gives the role to Nina. However, Nina fears Lily is trying to steal the Swan Queen role from her especially when Leroy makes Lily Nina’s understudy. As they move further into the production, Nina's strive for perfection with the White and Black Swan roles causes a slow descent of her mental state. By using a variety of expressionistic techniques, Director Darren Aronofsky uncovers Nina’s worsening psychosis. (Huggo) Obsessive Compulsive Disorder is an â€Å"anxiety disorder characterized by uncontrollable, unwanted thoughts and repetitive, ritualized behaviors you feel compelled to perform† (Segal and Smith, â€Å"Obsessive-Compulsive Disorder (OCD): Symptoms, Behavior, and Treatment†). This disorder occurs when the brain becomes obsessed with a specific action or thought. Uncontrollable, recurring thoughts and images, known as obsessions, can take attention away from more important matters. Compulsions consist of actions and rituals that one is compelled to carry out multiple times. (Segal and Smith, â€Å"Obsessive-Compulsive Disorder (OCD): Symptoms, Behavior, and Treatment†) Nina's obsession is perfection. She states repeatedly that she â€Å"just wants to be perfect† (Aronofsky). Her compulsion is practice. No matter ho... ...sychiatrists-diagnose-natalie-portmans-portrayal-psychosis/story?id=12436873&page=1>. Schoenstadt, Arthur. "Bulimia." Bulimia. 23 Sept. 2008. Web. 22 May 2012. . Segal, Jeanne, and Melinda Smith. "Anorexia Nervosa: Signs, Symptoms, Causes, Effects, and Treatment." Helpguide.org. May 2012. Web. 15 May 2012. . Segal, Jeanne, and Melinda Smith. "Obsessive-Compulsive Disorder (OCD): Symptoms, Behavior, and Treatment." Helpguide.org: Understand, Prevent and Resolve Life's Challenges. Apr. 2012. Web. 10 May 2012. . Segal, Jeanne and Melinda Smith. "Understanding Schizophrenia." Helpguide.org. Jan. 2012. Web. 10 May 2012. .

Thursday, October 24, 2019

Marital Conflicts and the Resolutions

Our marriage is in one of the most critical moments of our lives; in fact it is between a rock and a hard place. It has now been six years since we got married in one of the most colorful church weddings I have ever witnessed.It is not that we have not gone through some minor conflicts previously, but at least we were able to resolve them immediately by counselors, friends, our pastors and ourselves.The previous disagreements had to do with our monthly spending, pressure from our parents, time to arrive home and our choice of friends among other issues. At present, things have escalated from being bad to worse, with no signs of a possible solution at the horizon.Before we got married, I had vividly known that my fiancà ©e at that time was a committed Seventh Day Adventist though I am a member of the Assemblies of God Church, an evangelical group of the Protestant church.Our parents, friends and the best couple had asked us if we foresaw any future collision since our churchesâ€℠¢ doctrines were different; our answer then was a big no. We believed that our love for each other would conquer any disputes that would arise in our marriage.My wife’s father is a very staunch Adventist; in fact, one of the senior elders at the local church and had never had the thought that any of his five children would ever desert the church which he helped found; an action that made him become respected in the entire locality. My wife loves his father so much and thus has no intent of betraying him.Being an evangelical, a born again Christian and the head of my family, I am not comfortable with the idea of having a divided family with my wife attending church on Saturday making her not attend to her domestic and marital duties from six in the morning to six in the evening (according to their beliefs). On the other hand, I attend church services on Sundays and other fellowships on the weekdays.The conflict is arising from the fact that we do not agree in very many issues that pertain to the different doctrines that the two groups advocate for. My wife does not eat pork or any related products; she does not take either tea or coffee for to her both are drugs, classifying them in the same group with tobacco or marijuana.My wife and I are both civil servants, my wife working with the department of Education and I as an army officer though at the moment I am on the study leave enrolled in the University in an undergraduate program.We have two daughters, Shari and Shako aged five and three respectively. It is our obligation as parents to bring them up in a way that is honorable so that they can become great members of the society. What makes me uncomfortable about our religious differences is because our little children look confused (especially the elder one). Sometimes they go to church on Saturdays and on Sundays; to their mother’s and father’s churches respectively.The older daughter has severally asked me why I do not go to their mothe r’s church and she has, I suppose, asked her mum a similar question. She has made me understand that her friends usually go to church with their both parents and looking at her anxious face, it is obvious that she will be very happy if we would start doing the same.My greatest desire is for us to attend the same church for the sake of our unity and our children. Since I have never thought of myself becoming an Adventist and have always regarded myself incompatible with their doctrines (that I find very conservative) and because our church is a bit liberal, I have severally suggested that we choose a neutral church where we would all be attending together with our children but she has categorically stated that this would only happen â€Å"over her dead body†. This definitely explains why I am a stressed man.

Wednesday, October 23, 2019

Fairytales May Convey a Hidden Message

As innocent as they seem, from the cute fairytales of Cinderella and her submissive character to the passionate story of Beauty and the Beast, a maiden who falls in love with a beast, the true meaning that lies beneath the pretty shell delivers a different message to children. The idea of the â€Å"traditional† role of women is constantly portrayed in many fairytales. Fairytales, although fantasy-like, still resemble aspects of the world and throughout history, women were considered inferior to men. †¦it is a fair assumption that in a world dominated by men, the fairy tale reflects the world as defined and organized by men†¦Ã¢â‚¬  (Oliver 86). Stories such as The Little Mermaid by Hans Christian Anderson, Cinderella and Snow White by the Grimm’s Brothers, and Beauty and the Beast (La Belle et la Bete) by Madame Gabrielle-Suzanne Barbet de Villeneuve, emphasize the different inequalities between men and women. â€Å"Girls in Fairyland do not triumph over male s; they obey. † (Oliver 86). An envious step-mother, a mistreated heroine, and a granted wish to go to the ball may not be the only meanings presented in the fairytale of Cinderella. A dangerous message sent to children, especially for young girls, is to be passive till a rescuer (in this case, Cinderella’s mother) to arrive and grant their wishes. Although obedience is a valuable lesson to be learned, Cinderella continues to be submissive to the extent which she is relentlessly abused by her step- mother. Yet, eventually, her passive role is rewarded and as a result, she lives happily ever after with her noble prince. †¦toying with the Cinderella motif, Gardner explodes the notion that every woman is simply waiting for a prince to come along and save her. † (Zipes A32). However, this message taught can be subconsciously embedded into children’s minds and during the periods of maturation, children will have the thought that suffering quietly will ultimately be rewarded. â€Å"While it m ay be true that fairytales offer metaphors for the unconscious (an argument as difficult to prove as to disprove) it is clear that they can affect cognition and belief. As the child absorbs environmental data, learns language, and develops cognition, she begins to say something to herself and about the world and her place in it. † (Oliver 86). Cinderella not only presents the idea of passiveness and femininity, but a message that step – mothers are evil. Throughout many fairytales, step – mothers, old, wise women are wicked and are meant to be overthrown or be rid of. â€Å"â€Å"Cinderella† is the supreme statement of the devastating nature of a parent’s [mother’s] unresolved and destructively acted out oedipal jealousy of a child. (Bettelheim 307). The oedipal mother acts out to destroy the daughter, but later, the daughter is rescued by a man from the evil. Everywhere in â€Å"Fairyland†, the domineering mother is set out to demolish the offspring. Eventually, the step-mother loses her power when trying to intimidate and becomes â€Å"silly†. (Bettelheim 307). Although many fairytales, inclu ding Cinderella, portray the mother in charge as tyrannical, it’s also common to see children having good relationships with their fathers as in Beauty and the Beast. Belle, the main character, has a close bond with her father unlike Cinderella, who poses as a threat to her step-mother. Not only does Belle share a good relationship with her father, but there is no mother figure in the fairytale. (Bettelheim 307). â€Å"†¦the girl’s oedipal father is the gentle, protective, loving man who hands her over to an acceptable suitor at the appropriate time. † (Oliver 87). Many fairytales other than Beauty and the Beast show the father as a caring man, while, on the other hand, mothers tend to have jealous, destructive feelings towards their children. Oliver 87). With the â€Å"loving father† and the â€Å"envious mother†, the message sent to children can be misleading and one-sided. Another example of the â€Å"wicked step-mother† is illustrated in Snow White and the Seven Dwarfs. The innocent beauty, Snow White, and her feminine charms are similar to the common house wife by doing chores around the house while mai ntaining a certain image of perfection and beauty. Her step-mother is in â€Å"competition† with Snow White; activeness and power versus submissiveness and obedience. The competition between Snow white and the queen turns into a struggle for survival between two halves of a single personality: passivity and tractability as opposed to inventive and subversive activism. † (Barzilai 520). Once again, another fairytale shows the rivalry which the mother figure is set to destroy the daughter. The over-assertive woman (in this case, the queen) is represented as an envious monster. â€Å"The queen is characterized throughout in unremittingly negative terms: she is most often deemed â€Å"wicked†, but she is also proud, overbearing, and envious. (Barzilai 520). There are many examples in â€Å"Fairyland† which give a bad reputation towards the step-mother or the mother figure. Beauty and the Beast is a popular fairytale about a girl who falls in love with a beast and in return the beast becomes her prince. Luckily, for Belle, the beast’s true nature was a compassionate, kind- hearted man. However, it may not be the situation in the average lives of women who are constantly abused by their spouses. Young girls receive from this romantic love story that love will eventually change their partners. (Mangan 10). Beauty and the Beast, for example, is said to foster the notion that love can alter the nature of a man and make early absorbers of the information more inclined to stay with a violent partner in the hope that she can change his behaviour. † (Mangan 10). Fairytales deliver unrealistic ideas to young children, which send false hopes that can be hazardous. Little Mermaid, a young mermaid who risks all for her prince but suffers tragically in the end, conveys a message to young girls that in order to gain the love of a prince, one must sacrifice all and expect love in return. Still, any cursory sweep through childhood stories w ill reveal further examples of submissive women who were implicitly or explicitly offered up as role models during our formative years†¦The little mermaid who sacrifices her home, family and fishy tail for a crack at the oxygen-breathing prince. † (Mangan 10). In the fairytale, the young mermaid’s tail was traded for a pair of legs, but whenever she would walk, it struck her pain. She suffers throughout the story whenever she was asked to dance for the prince. Although the prince did not love her in return, the little mermaid continued to love him and was granted a soul. However, consequently, she became one with the sea or sea foam as punishment for not wedding the prince on time. Another example of inequality between the genders, why must the heroine suffer for the one she loves. There are many examples in â€Å"Fairyland† that convey the inequalities between genders. The step – mothers and the old witches are viewed as evil, overly- jealous women seeking destruction while the fathers and wise men are caring and compassionate. Cinderella, Snow White and Beauty and the Beast illustrate the different relationships between the heroine and her parents. Not only were women â€Å"evil† but the good ones were meant to be submissive and obedient. Cinderella’s passive example is later on rewarded which can deliver a misleading message to young girls. The Little Mermaid clearly points that she had to sacrifice all for her love. Beauty and the Beast is very dangerous for young girls that love will change their spouses. The innocent story which children for ages grew up to may not be innocent after all. Works Cited Barzilai, Shuli. Reading â€Å"Snow White†: The Mother’s Story. † Signs 15. 3 (1977): 274-300. Bettelheim, Bruno. The Uses of Enchantment: The Meaning and Importance of Fairy Tales. New York: Random House, Inc. 1976. Mangan, Lucy. â€Å"G2: Women: Happily never after: Comatose princesses, submissive floor-scrubbers and evil stepmothers may not be the best of role models. à ¢â‚¬  The Guardian 2 May 2005: 10. Oliver, Rose. â€Å"Whatever Became of Goldilocks? † Frontiers: A Journal of Women Studies 2. 3 (1977): 85-93. Zipes, Jack. â€Å"Children’s Books; Kissing Off Snow White. † The New York Times 22 Mar. 1987: A32. ———————– 1 2