Transgenderin India - Gender Inequality Point Of View ..

TRANSGENDER IN INDIA - GENDER INEQUALITY POINT OF VIEW MR. ABILASH CHANDRAN Asst. Professor. Department of Social Work, Christ College (Autonomous) Irinjalakuda, Thrissur, Kerala, India. abilashmsw@gmail.com 9544214227 MS. KEERTHANA VIJAYAKUMAR Master of Social Work 3rd Semester, Department of Social Work, Christ College (Autonomous) Irinjalakuda, Thrissur, Kerala, India keerthanaviyyur@gmail.com 70250489 Paper abstract: Gender inequality perspectives of the third gender/ transgender in India is a study related to the gender inequality problems facing by third gender or transgender in India. The main objectives of this study is to project the inequalities faced by transgendes in Family, Education, relationship, social roles,†¦show more content†¦Their discrimination has been a perennial issue and has only proven to be more spurious with time. The discrimination the members of the transgender community face based on their class and gender make them one of the most disempowered groups in Indian Society. Transgender is generally described as a person whose gender identity, gender expression or behaviour does not conform to their biological sex. 2. DEFINING TRANSGENDER: Transgender a person whose self-identified gender does not correspond to the gender assigned to them at birth. Their gender identity may not conform to conventional binary notions of male and female, but rather as a third gender. The term transgender is not indicative of sexual orientation, hormonal makeup, physical anatomy, or how one is perceived in daily life. The term ‘transgender’ refers to signify individuals who go beyond rigid, binary gender constructions. Such resistance is facilitated through the breaking and blurring of culturally prevalent stereotypical gender roles. Third Genders are mostly castrated males who have a long history that dates back to 9th Century B.C. Transgender have a recorded history of more than 4,000 years. Asian countries have centuries-old histories of existence of gender-variant males who in the moderns times are labelled as transgender women . India has a history of people with

The Importance Of Objective Observation And Socialization

The most common method used for getting information about the various things around us, is to observe those things and also the various processes related to those things. â€Å" We are all too inclined â€Å" he said, â€Å" to walk through life with our eyes shut. There are things all around us and right at our very feet that we have never seen, because we have never really looked â€Å"(pg.15), Amy Herman argues that living in autopilot causes people to miss out due to our lack of visual perception. A sharper perception in any situation or environment is beneficial. Herman states that objective observation and empathy might be valuable cognitive tools in socialization and those tools can be used at Westfield State. Although, the conflict or tension between†¦show more content†¦Empathy is not merely caring about the person or listening to their sorrows but to be able to put yourself in their shoes and have their true perspective. This is how you empathize. This ability to feel for another human being sets us apart from other animals. Empathy is different from helping behavior or the altruistic behavior. Altruistic is when we act to promote someone else’s welfare, even at a risk or cost to ourselves. If you’re able to empathize with others on WSU campus, you’ll be able to understand buried emotions and effectively communicate better. How is empathy related to communication? If you’re not able to feel the inside feelings of another then your choice of words can ruin your socialition. â€Å" Sometimes our words are misunderstood or accidentally repeated incorrectly; other times they come out wrong with, buried in emotion or simply tossed out without proper thought or precision.†(Pg.178) There’s certain socializing situations where subjectivity is needed on campus. A friend of mine on campus is recently going through her first family loss. The first thing I’ve felt that I should do is emphasize about h er situation. When holding a subjective stance, you’re maintaining a distance between the other person. How can a person who holds an objectively stance help in a situation that needs emotion? I put myself in her shoes and understood the stress of emotions stirred in her and was able to connect. From this experience,Show MoreRelatedThe Volunteer Stages And Transition Models : Organizational Socialization Of Volunteers1355 Words   |  6 PagesMethod Article Critique CITATION Haski-Leventhal, D., Bargal, D. (2008). The volunteer stages and transitions model: Organizational socialization of volunteers. Human Relations, 61(1), 67-102. STUDY PURPOSE The article, â€Å"The Volunteer stages and transition models: Organizational socialization of volunteers†, by Haski-Leventhal and Bargal explores volunteers’ experiences in an organization and proposes learning and interaction models within the context of volunteering. 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Effects of Job Satisfaction for Employees - myassignmenthelp.com

Question: Write about theEffects of Job Satisfaction for Employees Performance. Answer: Introduction Having a quality human resource is very important in the operation of a company. These is because it has advantage in smart thinking, have the skill and expertise in the work, a good idea to apply the organizational plan without much straining, has the capability to solve companys problem, ability to understand the relationship between time and production and lastly they are innovative in nature (Steel 2002). This section presents the base for the study, consequent from a minor data using presented literature associated with aspects affecting job contentment and inspiration of employees. In this case, the inconsistency for the research comprises of relationship between employees and managers, employee reward, organizational policies and talent development. According to different primary research, we have a certain connection between satisfaction of job and perfomance. Literature review This literature review looks at job satisfaction under three sub themes; attitude, motivation and turnover. All these factors have an impact on employee satisfaction at work. For instance, when a manager wakes up one morning and comes to work with a lot of anger towards employees, this will end up making the employees to underperform since their psychological stability has been disturbed. This will lead to the employee being dissatisfied at work. Another case is that of lower employee turnover which will make the present employee work extra hours in order to which will make them feel overused by the management hence leading to lower production levels. In this case the employee feels dissatisfied through being overworked. Another scenario that relates to the above situations in employee motivation which has greater impact on employee satisfaction (Hausknecht 2009). Motivation includes such characteristics like; self-realization, advancement and sense of achievement. All these are the driving factors in every employee in an organization which if taken into consideration will translate into higher returns. Employee job satisfaction is affected by a series of factors such us salaries and remuneration. This can affect satisfaction since the worker will be motivated to work harder and smarter since his/her had work has been awarded. Another factor is good working condition which will make the employee to work even smarter since he/she feels comfortable at workplace. Thirdly, a worker will work better if his/her suggestions and advice are put into consideration during decision making. Another thing is about security if your employee. Human beings work better under secured environment free from war and chaos. During political unrest in a country, most of people operate under a lot of stress hence translating to poor organizational performance. Managers or even the supervisors attitude towards an employee also tends to influence the way an employee performs. This is because when the manager gets angry with a worker, the worker will retaliate by acting the same way he leading to poor production level of that worker. Basically, employee satisfaction and motivation has a direct effect on the running of day to day activities in a company. If injected with a negative attitude, the same will translate in production and if treated positively, it will end up in positive impact on production. Objectives of the research The main purpose of the above project is to display and settle on the correlation between job motivation and job satisfaction towards employees performance (Write 2005). Basically, the above study aspires to examine the association between motivations, reward and appreciation on the satisfaction of the employee and analysis of significant and insignificant effects of diverse factors behind. To display this relationship is of great help both to the management and the human resource department of a company. The study report intends answer the questions bellow: How performance of employees is influenced by job satisfaction. How influential work motivation on employee performance? How satisfaction and work motivation simultaneously affect employee performance? Benefits of the research The findings of the research will help the organization understand factors that influence employee satisfaction in the organization, and therefore helping the company to come up with strategic plan of improving on organizational performance. The data used can also be used in monitoring of future progress of the company. The findings of the study will also help to understand why employees prefer certain jobs over the others. Lastly, the data of these results may be used as a basis of future study on the same topic. Research approach The research approach is placed under two classifications namely; inductive and deductive and th methodology that is used in performing the study is what is called research approach (griffeth 2009). In the current study, the main data is collected from a person workers and deductive approach is used to analyze the data. This approach is based on the standard of presented data and theory. In this study, workers are studied and the examination of the results gives answer to the level of contentment. Methodology The study process will employ the use of main information since it supports a straight interaction with interviewees and no meddling of data collected (Griffeth 2009). Quantitative data collection method will be employed so that to reach a significant amount of data through an online analysis. The aim is to generate generalizable results for the persons doing jobs in the English-speaking part of Africa, i.e. Kenya, South Africa and Nigeria. A person can make conclusions from the samples collected. To be precise, a sample of people working in the said region will be given an online questionnaire with closed ended questions. These have liberal choices for assessing the satisfaction and motivation level of each investigation results. The online survey employs the use of 18 questions in which the respondents will answer in which their privacy is protected. This study questions will assist in gathering the information across the study region (Eacott 2011). The reasons why online survey was chosen and not others is that; To reach a wider interview which will enhance collection of a lager content. Collection of data is more efficient and so there is a lot of saving on resources. The process is very clear thus making it easy in data collection. Collected primary data is thereafter complimented by a secondary source. The data based on secondary research will be collected through exploring theories by scholars which will help to support the primary research. Theories on job satisfaction and motivation Maslow hierarchy of needs theory. In this theory, maslow talks about the steps in the hierarchy where by every human being must pass through before getting to self actualisation. The lower section is the physiological state whereby a person at this stage thinks about his physiological state and has achieved nothing at all. The second stage is whereby a person has a source of income but can only afford to be safe and can only afford the basic needs like food, water and shelter. After sometimes the person manages to save some money and ends up thinking about settling down to start a family. After doing this a person gets self confidence since he feels that he has achieved something in life (Prince 2005). After accumulating enough wealth, the folk start thinking about getting into social responsibilities such as politics. This hierarchy can be used in the management of and organisation since it clearly brings out the image of human development process. This implies that every human being has that internal factors that will drive hi/she to write down personal targets to achieve. This individual targets will translate into high performance on production. Job characteristics theory. This hypothesis is explaining that satisfaction of the job comes in if the environment gives a chances for positive features. This explains better on how those features will have an effect on the employee job satisfaction. These features that am talking about will affect the centre of the dimension of the jub which include;, task identity, skill variety, autonomy, task significance and reactions which eventually define the meaning of responsibility, work and understanding of the results which are the critical psychological state. It then translates to personal and work outcomes which include high motivation of the job internally, high quality work performance and lower employee absenteeism. Survey questions The following are the research questions which are to be used in gathering information from a certain group of employees from selected countries in Africa. Please put your gender: male/female Give your job position? How will you measure your habit in the line of duty, when determined by your probable that you could you can perform? (1 = miserable, 8 = outstanding) Show how you are ranked in your company? Say if you are comfortable with your rank and its tasks? Say if your working on a daily basis and their objectives clearly stated by your line manager? In a rate of one to five (1 for not at all while5 for absolute) Say if your boss directly authorities your specialized performance? Say whether you are comfortable with the management style of your line manager? Rate it in a scale of one to five (1 for very dissatisfied, while 5 for very satisfied) Say the unique thing you will do incase you are completed a line boss? ( give a highest of 3 replies) Say how you rank your enthusiasm in your job? Rate in a scale of 1 to 5 (1 for weak, while 5 for strong) Say what causes your motivation? Say if you are motivated better by any supervisor? Say what comes to your mind when you put forward or taken into consideration during decision making? What would you put into primary main concern to transform in your organization if you are given an opportunity? Are you trained for purposes of improvement on your work presentation by your company? Do your company work hard towards your personal growth in the workplace? Do you think your job routine is properly appreciated by the management at your workplace? What would motivate you to be more industrious in your job? Describe it in your own words. Target population and sampling techniques The residents target includes a capacitty of 60 respondents in who speak English in the sub-saharanAfrica, i.e. Kenya, South Africa and Nigeria (Capelli 2008). I will use a unsystematic sampling which cuts across the organisation at all without being biased. In this case I will get very accurate information since the respondent know that their privacy will be provided. The survey is carried out of ones own accord with the help of social media and contacts. The study and its meaning are explained and taken in 7 minutes. Collection of data Looming respondents are choosen via email and all other necessary information about the survey, which includes the contribution of information in all-purpose and information on permission will be showed on an access page. The survey will be carried out fully on once own accord. So that it attracts as numerous respondents, the questionnaire was made in a way that effectively completed. I will also make sure that the survey is fully unidentified, without the unnecessary tracking of any identifying information. The participants discover information about the purpose of the research in the introduction of the survey and can use as good time for them to answer the questions of the online survey as they want (Johnson 2005). Analysing of data and presentation In the analysation of information, it is intended for one to make use of evocative statistics to help know better the association between the reliant and self-determining variables. This will is completed by the use of the software to analyse the data which is also called SPSS. this SPSS happens to be important in this case because it produces descriptive information for the analysation and assessment. In line with this, the research will additionally make use of tables of frequency, pie charts and the bar charts which will help understand the association. The above method helps the beneficiary to make knowledgeable choices regarding the research. For a larger part of the interviews, questions the scale of will be used in the assessment of the responses. Frequency allocation of the answers and the summary statistics will be put into consideration for the analysis of the quantitative data. The using of rate of recurrence reply to for information summary has an added benefit is that the analysation will be easily done. furthermore, table interparatation for rate of recurrence of answers will be easily interpreted without any specialist information. occurrence sharing will be smoothly shown by the help of a bar / pie chart to help interprate it better. information presentation Tabular Presentation By using the tabular presentation, information is presented by the use of cells which comprise of rows and columns. The information that is collected is then fed into the table in which analysis can be completed. Tabular presentation is also the best method of conducting data collected in that; its simple to understand and read between the lines since it comprises of figures. It also facilitates contrast as data are presented in an organised way and also saves on space and time of data presentation. This is possible since it figures are easy to add up and come up with the required report. Tabular presentation is also bendable since it can be presented in form of diagrams and graphs hence giving the user option that he/she can simply understand. Graphical Presentation totting up above the study, also graphic arrangement figures will then get used to give study information. arithmetical information can be corresponded to best by the use of graphs. By the help of the graph, a person can easily contact timely information when the need arises as compared to depending on managed reporting. Graphs are also very simple to understand in a way that, human love looking at imagery rather than interpretation some writings. Graph is also the one of the best because it is easy to interact with the information and also easy to know. Graphs help the management of a company in prediction and the analysis which is a good thing in the running of a modern business. This will help in coping up with company dynamics and rivalry. Conclusion. In conclusion, employee satisfaction and motivation clearly influences the organisational performance. This can clearly be shown through data collection and analysis and supported by all the theories. Human being is affected by both internal and external factors since they have brain to internalise issues. Company managers should strive to make employees comfortable since this translates directly to their performance. References Boyens, M. (2007) Organizational Socialization, Career Aspirations and Turnover IntentionsAmong Design Engineers. Leadership and Organization Development Journal, Emerald Group Publishing Limited, Vol. 26(6) pp 424- 442 Cappelli, P. (2008) Talent on Demand: Managing Talent in an Age of Uncertainty. Boston, MA Harvard Business School Press Creswell, J., (2014) Research Design. 1st Ed. Los Angeles: Sage Publications Eacott,S. (2011) Leadership strategies: re-conceptualizing strategy for educational Leadership.School Leadership Management,31(1), 35-46 Geuens, M. and De Pelsmacker, P., (2017) Planning and Conducting Experimental Advertising Research and Questionnaire Design. Journal of Advertising, 46(1), Pp.83-100 Griffeth, R., Shore L., Allen, G. (2009) The Role of Perceived Organization Support and Supportive Human Resource Practices in the Turnover Process. Journal of Management, Vol. 29(99) Hausknecht, J. P., Rodda, .M Howard. J. (2009) Targeted Employee Retention: Performance- Based and Job-Related Differences in Reporting Reasons for Staying. Center for Advanced Human Resource Studies, 269288 Herzberg, Frederick (1968) One More Time: How Do You Motivate Employees? Harvard Business Review 46 (1) P. 53-62 Johnson, J, Griffeth, W., Griffin, M. (2009) Factors discrimination Functional and Dysfunctional Sales Force Turnover. Journal of Business Industrial Marketing, Vol. 15(6) pp. 288-345 Jha,N.K. (2008)Research methodology. Chandigarh: Abhishek Publications Judge, T.A., Thoresen, C.J., Bono, J.E., Patton, G.K. (2001) The job satisfaction-job performance relationship: A qualitative and quantitative review. Psychological Bulletin , 127, 376-407 Kumar,R. (2014)Research methodology: A step-by-step guide for beginners Lee-Kelley, L., Blackman, A., Hurst, P. (2009) An Exploration of Relationship Between Learning Organizations and Retention of Knowledge Workers. The Learning Organization, Vol 14: 3: 204-221 Litwin,M.S. (1995)How to Measure Survey Reliability and Validity. Thousand Oaks: SAGE Publications Mackey, A., Gass, S. M. (2005)Second language research: Methodology and design.Mahwah,NJ: Lawrence Erlbaum Maslow, A., (1954)Motivation and Personality. New York: Harper McCrea, B. (2001) When Good Employees Retire. Industrial Distribution, pp.63-66 Mello, J.A. (2007) Strategic Human Resource Management. (2nd ed), India: Cengage South-Westtern Mitchell, R., Holtom, C., lee, W. (2001) How to Keep Your Best Employees: Developing An Effective Retention Policy. Academic of Management Executive, 15(4): pp. 96-102 Prince, J. (2005) Career-Focused Employee Transfer Processes. Career Development International, 10(4): pp. 276-283 Shahzad, K., Rehman, K. Abbas, M. (2010) HR Practices and Leadership Styles As Predictors of Employee Attitude and Behavior. European Journal of Sciences, Vol. 14 November 2010 Simatwa EMW (2011) Job Satisfaction and Dissatisfaction among Teachers in Kenya. Kenya Journal of Education Panning Economics and Management. Vol. 3 (3) 114 -125 Sutherland, M (2004) Factors Affecting the Retention of Knowledge Workers. PhD Dissertation, Faculty of Economics and Management Sciences, University of Johannesburg Steel, R. Griffeth, W. (2002) The Elusive Relationship between Perceived Employments Opportunity and Turnover Behavior: A Methodological or Conceptual Artifact. Journal of Applied Psychology, 74(6): pp745- 749 Survio.com, (2017) www.survio.com[online]https://www.survio.com/l-de-2-hp-umfrage-gratiserstellen/?keyword=surviomatchtype=eadgroupid=7758741540adposition=1t2device=ctrc_cp=CH-DEutm_source=googleutm_medium=cpcutm_campaign=S-CH-DE-SEAgclid=EAIaIQobChMIrLWtvrCb1wIVIijTCh0crwP-EAAYAiAAEgISpfD_BwE (accessed at: 31.10.2017) Practices and Firm Performance: Examining Casual Order, Personnel Psychology, 58, (2): pp 409 and Retaining the Best People. Chichester, UK: John Wiley Sons