The Feminist Theory Of Women - 1842 Words

The theory that this research explores is the feminist theory. It will explore the equality of women to men in the military as well as the hardships differentiated in the military but specifically upon whether or not women are most likely to be the victim rather than men. The Feminist Theory is a way of looking at the social world through the lens of gender inequality. The focus is on male and female power. Feminist theory addresses the roles women have in society and the ongoing battles women face. Most importantly, this way of thinking about the social world focuses on the rights of women, including: economic, sexual, reproductive, property, and voting rights. This theory is the most applicable for multiple reasons. First attitudes toward the role of women in the military require the reconciliation of two often conflicting beliefs: those toward the roles and rights of women and those toward the military. Second, sexual assaults are more so caused with women more so than with men ca using it to be more of a feminist issue, as well as a gender role issue. Women have served in all the nation s wars, but today make up a larger percentage of the service than in previous conflicts. Sexual harassment is one thing that can’t be hidden in the workforce. One specific place that this tries to be hidden or kept a secret is in the United States Military. The U. S. Department of Defense is one of the biggest employers in the world (Alexander). They employ an estimate of 3.2 millionShow MoreRelatedThe Feminist Theory Of Women930 Words   |  4 Pagesof gender. By definition the â€Å"Feminist theory is one of the major sociological theories which analyzes the status of women and men in society with the purpose of using that knowledge to better women’s lives† (Crossman n.d.). Throughout history, women have fought to become equal, to have the same rights as men. Although the power that women are allowed to have has greatly improved over time. At one point in time, women had absolutely no rights what so ever and now women not only have rights but theyRead MoreThe Feminist Psychoanalytic Theory Of Black Women Essay1856 Words   |  8 Pages The Femini st Psychoanalytic Theory encompasses the idea that the ideal â€Å"human person is a blend of positive feminine and positive masculine traits.† (Combs)Throughout history, Black women’s physical and mental strength have been demonized by the greater White society as negative masculinity and unwanted sassiness. By analyzing the actions of Black mothers in Annelise Orleck’s Storming Caesar’s Palace, the common preconceived notion of Black women is refuted and dismantled. The Feminist PsychoanalyticRead MoreThe Feminist Theory Of Women s Representation On The Company Board Of The Australian Agriculture Company Essay1733 Words   |  7 PagesThis paper examines elements of the feminist theory that reveal an insight into Women’s representation on the company board of the Australian Agriculture Company (AACo). Through the notion of gender, feminists analyse relations of power concerning males and females, how that power is exerted and that the interacti on has habitually, historically and socially instigated throughout time. There are four major lenses of feminism; liberal, Marxist, radical and socialism. The findings in this paper focusRead MoreThe Feminist Theory Of Women s Representation On The Company Board Of The Australian Agriculture Company Essay1706 Words   |  7 PagesIntroduction This paper examines elements of the feminist theory that reveal an insight to Women’s representation on the company board of the Australian Agriculture Company (AACo). Through the notion of gender, feminists analyse relations of power concerning males and females, how that power is exerted and the that interaction has habitually, historically and socially implemented over time. There are four major lenses of feminism; liberal, Marxist, radical and socialism. The findings in this paperRead MoreAssessing The Feminist View That Conventional Malestream Theories Are Inadequate For An Understanding Of Women In Society1773 Words   |  8 PagesAssessing The Feminist View That Conventional Malestream Theories Are Inadequate For An Understanding Of Women In Society Feminism is divided into several different versions. However, they all share several common assumptions. They view society as patriarchal, that is, dominated by men. They see men as the most important source of womens oppression in society. For example, feminists see men as having the most power in the family. They have higher paid jobs and they monopolizeRead MoreThe Importance Of Being A Black Woman Essay1632 Words   |  7 Pagespoet, author, feminist, and civil rights activist. Most of her works explored the concept of being a black woman in this society; therefore her literature and theories were based on her experiences. Race, sexuality, and gender were her main focal points throughout her career. When speaking from a feminist perspective, Lorde based her thoughts on the â€Å"theory of difference, which focuses on the binary differences between males and females, which is the opposite of traditional feminist theory (the thoughtRead MoreBlack Feminist Politics And Praxis1293 Words   |  6 PagesBlack Feminist Politics and Praxis in Respect to UConn Reads Active Learning Activity Black Feminist Politics and theory grew out of many black women s feelings of dissatisfaction following the civil rights era, and the white female feminist movement throughout the 1960-1970s. During the early conceptualization process of black feminist theory, the women of this new movement, specifically Kimberlà © Crenshaw, came to name the term â€Å"intersectionality theory.† Black Feminist Politics and theory arguesRead MoreFeminism : Waves Of Debates Within Feminism Essay1658 Words   |  7 PagesFeminism, in simple terms, refers to a collective desire to end the oppression of women. Because oppression takes various forms and affects those who are victim to it in a number of different, yet often connected ways; feminism should accordingly be regarded as a multifaceted set of movements working towards multiple aims and ends. Which is to say that feminism is less a single movement concerned with the oppression of women, and more a gathering of movements concerned with a number of oppressive structuresRead MoreFeminist Theory1345 Words   |  6 PagesFeminist Theory Feminist theory is the extension of feminism into theoretical, or philosophical discourse, it aims to understand the nature of gender inequality. It examines womens social roles and lived experience, and feminist politics in a variety of fields, such as anthropology and sociology, communication, psychoanalysis, economics, literary criticism, education, and philosophy. While generally providing a critique of social relations, much of feminist theory also focuses on analyzing genderRead MoreFeminism : The, Or Man Hating912 Words   |  4 Pagesmending the oppressions within a gender binary. My definition of feminist theory is looking at and analyzing a variety of different oppressions and maltreatments, particularly those within gender; furthermore, feminist theory focuses on how these oppressions come to be and how they influence society, with a hopeful end result of ending these oppressions. The best way to demonstrate this is to look at evidence of how feminist theory works throug h race, sexual orientation, as well as gender issues

100 Careers in Film and Television by Kim Petrosky

With the majority of entertainment careers, starting low, aiming high, networking, talent, and luck are the key elements of succeeding. While no specific training is necessary to become a casting director or a talent agent, succession most likely will come with education, practice and the right skill set. To fully comprehend the industry, studying at a two or four year college that offers courses in film and theater arts, like acting and directing, as well as business management is necessary. Casting directors need to know how to negotiate and understand the complications of working with union employees. It’s also wise to take acting classes. Casting director Kim Petrosky states in her book 100 Careers in Film and Television that acting classes will help in understanding actors and the acting process, identify talent, and ease actors for better auditions. Talent agencies attract many applicants, but a degree will raise your chances of getting a job. According to the U.S. New University Directory, the favored degree varies with different agencies. Some employers desire graduates with business degrees, a bachelors or a masters degree, and a marketing specialty, if possible. Suggested courses include marketing, finance, and accounting. Other agencies would rather hire graduates with a bachelors degree in communications, advertising, or journalism, with courses in marketing, sales, and consumer behavior. Another possible degree is a bachelors in public relations, with

Employee Satisfaction Level for Social Structures- myassignmenthelp

Question: Discuss about theEmployee Satisfaction Level for Social Structure. Answer: In the current era, organizations represent themselves as very common social structures as because of their dynamic nature. However, the employees working in the organizations are the major role players because it is through their commitment and effective involvement that a particular organization becomes competitive in the marketplace. Although the relation in between the employees and their organization is interdependent, both the parties have influence on each others ability for achieving a positive outcome (Carter et al., 2013). However, the paper is going to elaborate on to what extent does the satisfaction level of the employees determines the brand reputation and internal culture of an organization. In most of the cases, the perception and the satisfaction level of the employees create organizational culture (Biswas Bhatnagar, 2013). Strong and powerful culture constructs an unified working atmosphere in an organization, whereas weak internal culture always lacks in shared sense of difference in between the employees. The satisfaction level of an employee encompasses a significant place in the list of main concerns of the HRM department of the organizations. This is due to two reasons. The first is that satisfaction level of the employees helps in retaining more employees and the second is that, it also raises the performance level of theirs. It is very difficult to build a successful organization if the employee turnover in the organization is excessive. Finding out new employees or candidates, then training them from the very base and later integrating them into the actual business not only takes a lot of time but also costs a lot. This may also result in lowering the overall morale. Along with a powerful company culture, which encourages the people to come to work every day, the retention number of employees too gets increased. The stronger the culture, the less will be the possibility of the employees to leave the organization. As described by Adhikari and Deb (2013), job satisfaction is a combination of physiological, environmental and psychological circumstances, which makes a man to say that he is not satisfied with his job. Furthermore, Vlachos, Panagopoulos and Rapp (2013), too have stated that job satisfaction refers to something for which an employee feels how good he is in the organization. However, a basic knowledge and understanding of culture is very important for understanding formal and informal behaviors of the employees. The organizational culture affects an employee both directly and indirectly. It affects employees productivity, performances, effectiveness, innovativeness, decision-making, leadership and his level of job satisfaction. A supportive culture trait within an organization such as of motivation, growth opportunities, supervisory support and communication makes the employees feel entitled to behave and think as leaders within their domain. Low satisfaction level of the employee job satisfaction depicts weak organizational culture (Zopiatis, Constanti Theocharous, 2014). Weak organizational culture refers to such an internal culture within the organization that is not implanted deeply into the process and organization does its things. Within a weak internal culture, there exists poor motivation and common factors for the employees as well as lack of focus. Employees in such a company are generally lost as far as the norms and core values within the company and they are unaware of their roles and duties that are expected from them. Giving the employees an ideal cultural working environment in which working is much more than just stopping themselves from quitting, it is about making them feel invested in their respective jobs. When an organization creates a culture in which its employees really love to work, they will for sure feel that their office is elaboration of their home (Pfeffer, 2014). Hence, they then will feel both passionate and excited regarding the work that they are doing. The more passionate are the workers, the more will be their production, innovation and creativity. When an employee feels satisfied with his work, he is likely to give better performance and productivity than when he was less satisfied. This will ultimately reflect the true culture of the organization. In other words, analysis of employee satisfaction works as a tool to assess the organizational or internal culture of a firm. Employee satisfaction and a strong reputation are related in various ways. The employees who are not satisfied have the potential to damage the reputation of a business (Horn et al., 2015). The satisfied employees are likely to put extra efforts as they feel valued. Furthermore, studies have shown that there is 87% less likelihood of the well-satisfied employees to leave their respective organizations as compared to the unsatisfied employees. Treating the employees poorly would never encourage their enthusiasm for the work and loyalty to the brand of the organization. This for sure, will not only have a detrimental impact on the internal environment of the company but will also affect its external reputation a lot as well. Employee satisfaction also measures their attachment and relationship with their organizations, their job roles and responsibilities, their relationship with their colleagues as well the working culture of the organization (Dhar, 2015). The level of satisfaction wi ll both positively and negatively affects the willingness of the employees to do the work beyond their responsibilities. They no longer care about working for making the customers of the organization feel valued and taken acre by the brand. Researchers have also found out that the companies with highly satisfied employees have high brand reputation. Low level of employee satisfaction is directly related to poor service and quality and high employee turnover, low company morale, safety incidents and fall in reputation. All this affect the ultimate profit of a company and their public image. Common public does not take much time to notice that there is a decline in the service. The main aim of employee satisfaction is to reduce the negative impact that could cause the brand reputation to suffer and could snowball. Hence, it can be concluded from the above discussion that the job satisfaction level of an employee do determine the internal organizational culture and the brand reputation of organizations. It can be depicted from his performance, productivity, and well being that he is indeed happy with his work. Furthermore, the employees who are not at all satisfied have no motivation to confirm the standard of service of the company. References: Adhikari, K., Deb, P. (2013). Factors influencing job satisfaction of bank employees.Sumedha Journal of Management,2(2), 22. Retrieved from https://www.academia.edu/18555846/Job_Satisfaction_of_Bank_Employees_A_Study_with_reference_to_United_Bank_of_India Biswas, S., Bhatnagar, J. (2013). Mediator analysis of employee engagement: role of perceived organizational support, PO fit, organizational commitment and job satisfaction.Vikalpa,38(1), 27-40. Retrieved from https://www.vikalpa.com/pdf/articles/2013/jan-mar-vol-38-1-27-40.pdf Carter, M. Z., Armenakis, A. A., Feild, H. S., Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), 942-958. Retrieved from https://business.troy.edu/Portal/Data/Sites/1/userfiles/46/carter-et-al-job2013.pdf Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, 419-430. Retrieved from https://pdfs.semanticscholar.org/20df/1f003cc6009bb6fdc345dd311c7a9b337c42.pdf Horn, I. S., Taros, T., Dirkes, S., Her, L., Rose, M., Tietmeyer, R., Constantinides, E. (2015). Business reputation and social media: A primer on threats and responses.Journal of direct, data and digital marketing practice,16(3), 193-208. Retrieved from https://link.springer.com/article/10.1057/dddmp.2015.1 Pfeffer, J. (2014). Business and the spirit: Management practices that sustain values. InHandbook of workplace spirituality and organizational performance(pp. 43-59). Retrieved from https://journals.sagepub.com/doi/abs/10.1177/0971685816689741 Vlachos, P. A., Panagopoulos, N. G., Rapp, A. A. (2013). Feeling good by doing good: Employee CSR-induced attributions, job satisfaction, and the role of charismatic leadership.Journal of business ethics,118(3), 577-588. Retrieved from https://link.springer.com/article/10.1007%2Fs10551-012-1590-1 Zopiatis, A., Constanti, P., Theocharous, A. L. (2014). Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus.Tourism Management,41, 129-140. Retrieved from https://clok.uclan.ac.uk/13142/1/13142_1-s2.0-S0261517713001751-main.pdf