What consequences are women likely to face when they challenge sexism?

  Sexism involves preconceptions based on gender. Typically, sexism includes attitudes and actions that define women as different from and inferior to men. It can include stereotyping, prejudice, and discrimination, and it’s a major factor in continued inequality between the genders. Sexist assumptions, attitudes, and behaviors may be subtle or overt.What’s it like to go through your day experiencing sexism?You are a young adult woman. You have a part-time job, attend graduate school, and enjoy dating, getting exercise, and spending time with friends.As a typical young adult woman, you also sometimes encounter sexism in daily life.You have an 8 a.m. class. You typically walk to class because parking is very limited on campus.However, the last few times you walked to class, you were sexually harassed by the male students at one of the campus fraternity houses.These fraternity members have established a habit of standing in front of their house and “rating” female students as they pass by.You are running late this morning but can just make it to class on time if you take the quicker route past the frat house.Or you can take a longer route that will avoid the frat house but will make you 10 minutes late for class.Do you take the shorter route past the frat house or the longer route away from the frat house?i take the shorter route past the frat houseYou are sexually harassedThe frat guys are out in full force this morning. As you walk by, one yells, “She’s a six!” Another says, “Seven!” A third says, “Nah, I give her a five.” The first says, “I changed my mind . . . I’ll give her an eight!” You quicken your pace, keep your head down, and hurry to class. You arrive at class on time.Street harassment is a common, but under-researched, form of sexual harassment. A 2014 study found that 65% of a sample of 2,000 U.S. women had experienced street harassment.Among these women, 23% had been sexually touched, 20% had been followed, and 9% had been forced to do something sexual.At least you got to your statistics class on time! But a male professor known for his sexist attitudes toward women teaches the course.He never calls on women in class or advises female doctoral students. Anecdotal comparisons suggest that he gives women lower grades.The department is reluctant to confront him about his behavior because his academic prestige brings a lot of funding to the university.Today in class, you and other women have raised your hands to answer questions over a dozen times, but he has not called on any of you.Do you challenge the professor’s behavior or ignore it?Statistics class is uneventfulYou do not challenge the professor’s behavior. Your participation in class remains limited, and the professor is likely to continue to ignore you and the other women students. On the other hand, you haven’t given him any reason to make graduate school any more difficult for you than it already is.After lunch, in one of the student offices, a heated discussion develops among the graduate students when they compare their salaries.The graduate students are disturbed to discover that the male students receive larger stipends than the female students.Do you complain to the department chair or ignore the pay discrepancy between male and female students?ComplainThe department chair is powerful. He makes funding decisions and assistantship assignments. You don’t know him well and are unsure how he will respond.The chair is receptiveTogether with two of your fellow students (one female and one male), you make a complaint to the department chair. To your relief, he treats your complaint seriously and promises to launch an investigation into gender-based pay discrepancies among the department’s graduate studentsThe gender wage gap is a major driver of inequality between men and women in advanced industrial economies. In the U.S., women, on average, earn just 79 cents for every $1 that a man earns.The causative factors for this wage gap are complex and include overt discrimination, occupational stratification, and the devaluation of women’s work.It hasn’t been the best day so far.You were harassed on the way to class, were kicked out of class, and discovered a gender pay gap in your department.But tonight you have a date! You are ready to relax and have some fun.On your way home, you stop by your local pharmacy to fill a prescription for birth control pills. The pharmacist refuses to fill your prescription because he finds birth control morally objectionable.You ask to speak to the manager, who supports his pharmacist’s decision. You have to drive across town to another pharmacy to have your prescription filled, making you late for your date.In recent years, some states have passed so-called “conscience clauses” that protect healthcare providers who refuse to fill prescriptions on “moral” or “religious” grounds from being held liable.Some states, such as Idaho, have passed sweeping legislation to protect healthcare workers, while other states have limited protections to those who refuse to provide emergency contraception.You’ve finally arrived for your date—a blind date set up by a mutual friend.Only 20 minutes into dinner, your date comments, “Wow, you’re not like other women. You’re really smart.”Your date leaves you ambivalentYou finish your date and prepare to head home. As you exchange goodbyes, your date says that he would like to see you again. You haven’t yet decided whether you want to see him again.Today you encountered street harassment, unequal treatment in the classroom, wage discrimination, discrimination in healthcare services, and a sexist date. These are all common forms of sexism that many women encounter regularly. What are the best decisions to make when encountering sexism? How can the problem be eradicated? What consequences are women likely to face when they challenge sexism? Take a moment to reflect on the various choices you made in the simulation and their outcomes. one paragraph, discuss how both individual and societal factors influenced your decision-making and how these decisions can be understood using sociological concepts. 

Provide An explanation of what addiction is from a professional perspective to a client in order to establish an understanding in laymen’s terms

  Discussion: Definitions and Theoretical Models of AddictionThe term addiction is used throughout this course to include both substance-use disorders (e.g., alcoholism, cocaine dependence) and behavioral disorders with addictive components (e.g., pathological gambling, sex addiction).Addiction, whether to chemicals or behaviors, is part of a broad continuum (Doweiko, 2019). At one end of the continuum is total abstinence or the non-problematic use of chemicals or patterns of behavior. The moderately problematic use of chemicals or patterns of behavior, known as abuse, is found in the middle of the continuum. At the far end is the destructive use of chemicals or patterns of behavior that characterize addiction. A person can move from the abuse stage on the continuum back to the non-problematic stage with reasonable effort. However, as individuals progress into the addictive end stage, a great amount of motivation, effort, and professional guidance are required to change.Provide a 400-word Discussion Post detailing the following topics, headings, and content: An explanation of what addiction is from a professional perspective to a client in order to establish an understanding in laymen’s terms.o  Include a psychological or medical model of addiction that supports your explanation. o Then, clarify how your explanation relates to Marge from this week’s media piece Counseling Session 1.Support your response using only the following resources and current literature. Must contain at least 3 references and citations

What is the role of a father during the pregnancy and during the birth process?

 Prenatal Discussion (Discussion 2)For this discussion, you will be submitting an original post of at least 250 words and a reply post of at least 100 words. Select one option and post your original discussion as well as a reply post in that same discussion. A score of 100% will earn you 2 points towards your final grade.Option 1: As you have read in your textbook, infertility is on the rise for a number of reasons. Please share your own personal experiences with the process of getting pregnant(you are not required to share any information that makes you uncomfortable, only what you are willing to disclose).If you have not had any personal experiences with the process of conception, then ask your mothers, sisters, or any of your friends who have.Option 2: Females: Describe your own experiences with the birth process, if applicable. If you haven’t had any personal experience(s) with the birth process, ask your mothers, sisters, or friends what their experiences were like and share those. Males: Describe your own experiences as fathers, if applicable. What was the birth process like for you? If you have no experience, you may ask your family members to describe theirs, or you may discuss what you think will be your role-based upon what you have learned in this course. What is the role of a father during the pregnancy and during the birth process?Remember the criteria for the discussions:This discussion is worth 2 points. Your work will not be available for grading by your instructor until you have submitted the two posts.

Create a food web that involves your chosen character

 Think of a cartoon show or a character. Create a food web that involves your chosen character (can use characters from the show or from other shows – it just has to make sense). The food web should have at least 4 cartoon characters (species). The only exception is producers (plants/algae/phytoplankton) since you may not find a cartoon character for it, so you can just use a graphic. Make sure your food web starts with a producer.You may use , , PowerPoint or any other tool that you are familiar with to create your infographic. Your infographic should encompass the concepts in a visually pleasing way (including photos of the characters chosen). An infographic is a collection of imagery, charts, and minimal text that gives an easy-to-understand overview of a topic, typically on one page not multiple slides (learn how to to make it all one page).

Choose a particular age group (infants, toddlers, or preschoolers), and design (outline) a program that is developmentally appropriate.

Prior to beginning work on this assignment, read .The word “program” in early childhood education refers to “the planning of the curriculum, which also includes the instructional practices, the daily schedule, the routines for caring for children, and the recreational activities, such as outdoor play” (Gadikowski, 2013, Section 4.1). Educational administrators are the instructional leaders of their schools and centers primarily in the planning of curriculum. For this assignment, you will choose a particular age group (infants, toddlers, or preschoolers), and design (outline) a program that is developmentally appropriate.Please review the following web pages for examples:In your paper,The Program Planning as a Leader paper

What other incentives would assist the company in motivating the sales staff?

Read the case study.Submit in essay form, following APA format, the answers to the questions related to the case study Sodexo Incentives.Be sure to follow APA guidelines and write your paper in the proper format, not as a question and answer.420 SECTION 1 Environment of Human Resource Management HR EXPERIENTIAL PROBLEM SOLVING Your insurance company needs to update the sales incentive program for its sales/marketing representatives. Due to growth in the volume and diversity of the products being sold, the existing system of having one incentive program for all sales marketers no longer meets the needs of the company. To maximize sales in each of the product lines, the system needs to provide an incentive and reward system to encourage employees to focus on their specific product lines while also cross-marketing the company’s portfolio of other products. To identify the key facets of a sales commission program, visit websites including www.8020salesperformance .com/sales_compensation.html. 1. Would a compensation program that offered only commission work for your company? Why or why not? 2. What other incentives would assist the company in motivating the sales staff? Many employers offer incentives to employees working in different jobs. Often, the incentives are to reward employee performance, both in the short and the long term. But some company incentive plans are viewed negatively by employees, while others are seen as highly positive by employees at all levels. One firm that has a well-regarded, broad-based incentive plan is Sodexo, a large food and facilities service firm with more than 350,000 employees in 80 countries. Being such a large firm, Sodexo has a variety of clients, including many corporate and governmental entities, hospitals, manufacturing firms, and universities. Thus, the firm’s client services are varied, with many of them being basic ones such as cleaning offices, maintenance of all types of facilities, doing landscaping, and managing other basic and professional activities. In North America, including the United States, Sodexo has almost 125,000 staff members. More than 40,000 of the North American staff members work in health care, including clinics, offices, and hospital sites. Being such a large firm with employees doing many different types of jobs, a key part of Sodexo’s organizational and HR cultures involves engaging its employees in many ways. One aspect is having a widely based employee rewards program containing recognition and incentives. The company’s “Spirit of Sodexo” program focuses on three general-award facets: service, teamwork, and progress. To operate this program, the company has required executives, including the top HR officer, to develop processes for the nomination of employees who make significant contributions, locally and regionally, as well as in business and corporate divisions of the firm. Some of the recognitions and awards provided to employees are interesting. Because the biggest division of workers is in health care locations, a special incentive program called Sodexo CARES has been used for several years for employees who accomplish especially unique results. At one hospital, a small group of dieticians developed a new system for ordering medication and devices online, something that is not done in most hospitals. These dieticians received recognition and incentive awards for their job-related accomplishments. Another incentive reward for exceptional efforts went to a female employee who worked as a food caterer and prepared special meals for a young foreign hospital patient who had difficulty eating typical U.S. foods. The employee homecooked various items for that patient when the patient had surgery. Her efforts were increasingly recognized throughout Sodexo, and she received a national incentive award. Both she and her husband attended a national meeting in a different city where she was recognized and became the subject of a short video. She also received a $500 gift card and a lot of publicity. Numerous other examples exist showing how Sodexo uses employee incentives as part of its culture in many different industry jobs. To learn more about Sodexo and its organizational and HR culture, go to www.sodexo.com. The overall picture of such widely focused incentive recogition efforts Sodexo Incentives CASE 5315X_12_ch12_p394-423.indd 420 315X_12_ch12_p394-423.indd 420 17/07/10 5:54 PM 7/07/10 5:54 PM CHAPTER 12 Incentive Plans and Executive Compensation 421 SUPPLEMENTAL CASES Cash Is Good, Card Is Bad Both the positive and negative issues associated with the use of an incentive plan are discussed in this case. (For the case, go to www.cengage .com/management/mathis.) Incentive Plans for Fun and Travel This case discusses incentive plans that stimulate employee interest and motivate them to perform well. (For the case, go to www.cengage .com/management/mathis.) illustrates how incentives can significantly influence the motivation and performance of employees.50 QUESTIONS 1. Based on the Sodexo example, discuss the importance of widespread incentives in improving both the culture and employee retention efforts in a firm. 2. How might having employees receive recognition and incentives at a national level impact the performance of their coworkers and colleagues? NOTES 1. Based on David J. Cichelli and Angie Keller, “Cox Communications Tackles Central vs. Local Compensation Design,” Workspan, September 2007, 53–56. 2. Allison Avalos, “Salary Budget Increases,” Workspan, September 2009, 27–30. 3. M. Rush Benton, “Hope Is Not a Business Strategy . . .” Investment News, June 1, 2009, 1. 4. Bruce Ellig, “What Pay for Performance Should Measure,” WorldatWork Journal, Second Quarter, 2008, 64–75. 5. Brad Hill and Christine Tande, “Incentive Pay: Short-Term Change Agent or Long-Term Success?” Workspan, September 2009, 61–64. 6. Ken Abosch, “The Past, Present, and Future of Variable Pay,” Workspan, July 2009, 27–30. 7. Eric Chapman, “Where Executive and Employee Compensation Is Headed in the Next 12 Months,” Workspan, July 2009, 23–25; Robert J. Fulton, Jr., “How Do Professional Services Firms Tie Pay to Performances?” Dear Workforce Newsletter, April 30, 2009, www .workforce.com. 8. Based on Susan Lackey, “Fill Those Unpopular Shifts,” HR Magazine, April 2009, 63–66. 9. Jinyu He and Heli C. Wang, “Innovative Knowledge Assets and Economic Performance,” Academy of Management Journal, 52 (2009), 919–938. 10. M. J. Gibbs, et al., “Performance Measure Properties and Incentive System Design,” Industrial Relations, 48 (2009), 237–264. 11. Ken Abosch, et al., “Broad-Based Variable Pay Goes Global,” Workspan, 56–62. 12. Tyler Gentry and Karl Glotzbach, “Incentives Without Borders,” The Power of Incentives, 2007, 77–82. 13. Leo Jakobson, “$46 Billion Spent on Incentives,” Incentive, November 2007, 27–28. 14. Chris Silva, “An Incentive to Provide Incentives,” Employee Benefit News, May 2007, 11–12. 15. Michael Marino and Steve Van Putter, “Four Cardinal Directions for Navigating Incentive Design in Uncertain Times,” Workspan, December 2008, 57–61. 16. Patricia K. Zinghelm and Jay R. Schuster, “Revisiting Effective Incentive Design,” WorldatWork Journal, First Quarter, 2005, 50–58. 17. Scott A. Jeffrey, “Justifiability and the Motivational Power of Tangible Noncash Incentive,” Human Performance, 22 (2009), 143–155. 18. Peter A. Lupo, “Keep It Simple,” Workspan, October 2009, 65–68. 19. Jean VanRensselar, “Designing an Incentive Program for NonSales Employees,” The Power of Incentives, 2007, 87–96. 20. Bonnie Schindler, “Understanding Private Company Incentive Pay Practices,” Workspan, March 2008, 43–48; Dan Kleinman, “Getting Our Bonus Expectations Right,” Workspan, July 2009, 75–76. 21. Christopher Cabera, “Non-Cash Rewards . . .,” Workspan, July 2008, 25–26. 22 Leo Jakobson, “Don’t Show Me the Money,” Incentive, September 2009, 14–19. 23. Rebecca R. Hastings, “Length-ofService Awards Becoming More Personal,” HR Magazine Supplement on SHRM’s 2009 HR Trend Book, www.shrm.org, 43–48. 24. Robert Masternak, “Gainsharing and Lean-Six Sigma—Perfect Together,” WorldatWork Journal, First Quarter, 2005, 44–49. 25. M. W. Van Alstyne, “Create Colleagues Not Competitors,” Harvard Business Review, September 2005, 24–28. 26. A. Bayo-Moriones and M. LarraaKintana, “Profit-Sharing Plans and Affective Commitment,” Human Resource Management, March–April 2009, 207–226. 27. “In Depth Profit Sharing: Share Peace of Mind,” Employee Benefits Magazine, January 2006, 42. 5315X_12_ch12_p394-423.indd 421 315X_12_ch12_p394-423.indd 421

Describe how the advanced practice nurse can play a role in improving

 Describe how the advanced practice nurse can play a role in improving the health of young adults through preventive screening and intervention.     Despite increased abilities across developmental realms, including the maturation of pain systems involving self-regulation and the coordination of affect and cognition, the transition to young adulthood is accompanied by higher rates of mortality, greater engagement in health-damaging behaviors, and an increase in chronic conditions.  Rates of motor vehicle fatality and homicide peak during young adulthood, as do mental health problems, substance abuse, unintentional pregnancies, and sexually transmitted infections.    Support your answers  and provide citations and references in APA format. 

What was the problem in the joint venture that triggered the conflict between the two companies?

This week’s discussion will focus on cultural negotiation using the case study Danone’s Wrangle with Wahaha (p. 255).This case is a cautionary tale of how important cultural differences are when forming strategic partnerships or joint ventures with companies from different countries.Our content this week reflects on the impact of conflict on decision-making. As a decision-maker within your organization, it is important for you to deal with conflict in a skilled manner. Doing so can create positive outcomes and provide opportunities for improvement rather than undesirable results. After reading the case, reflect on the following:What was the problem in the joint venture that triggered the conflict between the two companies?What were the differences of each company’s understanding of their own respective roles and responsibilities in this venture?Did any aspect of organizational cultural or national culture affect this perspective?As a leader, what are some ways you can handle conflict when it arises?Embed course material concepts, principles, and theories, which require supporting citations along with two scholarly peer-reviewed references supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references. Be sure to support your statements with logic and argument, citing all sources referenced. Post your initial response early and check back often to continue the discussion. Be sure to respond to your peers’ posts as well.2 pages 3 references