Islamic Women Essay Example for Free

Islamic Women Essay At the beginning of the 21st century, many Islamic women are deprived equal rights with men suffered from oppression and family violence. The example of Saudi Arabia, India and Indonesia show that violence and abuse are still the major problems faced by Islamic women. The main problem is that law in Islamic communities does not come into force being violated. In many communities women are not legally protected and have no possibility to protect themselves: sexual, physical and emotional violence are the major weapon of intimidation of women. In some communities, family violence is a result of traditions and values as an integral part of cultural development. In contrast to India and Indonesia, in Saudi Arabia women have no rights and freedom of choice. The main problem is that in Saudi Arabia rights of women are constitutionally granted by most of them do not come into force and violated. â€Å"Like millions of other Saudi women, Munif hoped she would be allowed to vote since nothing in the law excludes it. But after a year of debate, the government told women to wait† (Women Speak Out In Saudi Arabia, 2005). Today, the main rights of women in India and Indonesia concern birth control, civil rights, education and work. Today, individual freedom of American women means much more than the absence of physical coercion but an equal social status. Still, similar to Saudi Arabia women, many women in India and Indonesia suffer from domestic violence and sexual abuse. Indonesian women are the most unprotected category which experiences violence within the institution of marriage. Among this group of women sexual abuse and physical violence are the main forms of humiliation and oppression. Similar to Saudi Arabia, in Indonesia women have constitutional rights, but face discriminated. Similar to India, Indonesians have job opportunities and high social status than women in Saudi Arabia. â€Å"Compared to the lives of their mothers, sisters and even brothers who stayed in the village these factory women have gained a strong advantage in terms of wages and conditions† (Indonesia, n. d). In Saudi Arabia women are not legally protected and have no possibility to protect themselves. Women have no equal opportunities with men in pay and work conditions. Most of them take low administrative positions or considered as common labor. In Saudi Arabia, religion dogmas and values play the dominant role determining the destiny of a woman and her social position. In contrast to Indonesia and India, in Islamic countries women deprived the right to use contraception and safe abortions. The main problem caused absence of freedom and rights is that abuse is the part of the culture. In India, â€Å"among Hindus, polygamy too was rampant† (Bhandare 2004). In contrast to Islamic countries, India accepts liberal laws and regulations which give women more rights and freedoms. The main preventive measures against family violence include social programs organized by women’s organizations, legislative initiatives accepted in the national level, petitions, publicity. In Saudi Arabia, women are still lived under double oppression, cultural and legal. Similar to Indonesian women, Indian women have a right to divorce, but in reality it takes a long time and a long legal battle while men can divorce at will in a short period of time. Also, there is a great threat for a woman not to receive children because she does not have a possibility to earn for living. Women in India and Indonesia are deprived of many rights and freedom, but they are free to choose their work, receive education and divorce. In contrast to these groups, Saudi Arabia women are deprived these rights living under state and family oppression. â€Å"For instance, events like a soccer match are strictly for men. In public, there are separate sections where they eat, where they work, and where they pray† (Women Speak Out, 2005). In sum, Women in India and Indonesia are free to choose profession and work conditions, broad employment opportunities and equitable wages; they have equal rights with men to be promoted and appraised. The examples of women in Saudi Arabia show that specific gender roles determine the way of living and cultural norms of several generations of people and strong enough to be changed in a short period of time. Works Cited Page 1. Bhandare, M. C. Women’s rights and wrongs. 2004. Available at: http://www. expressindia. com/fullstory. php? newsid=34277 2. Indonesia. N. d. Available at: http://www. onlinewomeninpolitics. org/indon/indodoc. htm 3. Women Speak Out In Saudi Arabia. Available at: http://www. cbsnews. com/stories/2005/03/23/60minutes/main682565. shtml.

Eastman Kodak analysis Essay -- essays research papers

At your request, I have compiled information on Eastman Kodak Co., so that you may come to an investment decision. The report will consider the company’s background (including Kodak’s areas of production), a past obstacle Kodak has had to face and overcome, and a financial snapshot of Kodak over the past five years. BACKGROUND Originally founded in 1880 by George Eastman, the Eastman Kodak company now stands as a leader in the infoimaging industry. Infoimaging is a $385 billion industry that consists of using traditional and digital film to allow people to capture and deliver images through cameras, computers, and the media. Currently under the direction of Chairman and CEO Daniel A. Carp, Eastman Kodak is divided into three major areas of production. 1. Kodak’s Digital and Film Imaging Systems section produces digital and traditional film cameras for consumers, professional photographers, and the entertainment industry. This segment accounts for 69% of revenues earned by Kodak in 2003. 2. Health Imaging caters to the health care market by creating health imaging products such as medical films, chemicals, and processing equipment. Health Imaging also places emphasis on radiology for dental, mammography, and oncology markets. Health Imaging accounts for 18% of revenues earned by Kodak in 2003. 3. The Commercial Imaging group produces aerial, industrial, graphic, and micrographic films, inkjet printers, scanners, and digital printing equipment to target commercial and ...

Macdonals Work Force Diversity

What diversity means to McDonalds is not only who works within the organisation but goes as far as the customers who they serve. Patricia Sowell Harris, McDonald’s Chief Diversity Officer declares, â€Å"At its simplest, diversity means that your organization reflects the customers you serve and the society in which you operate. But to be effective, it’s more than counting numbers †¦ it’s making those numbers count. A truly diverse culture means that different views, opinions, experiences, educations, religions, and lifestyles are respected, where everybody is a valued and contributing member of the team, and where actions are led by insights that create success in the business. † While diversity initiatives have assisted many people in their professions and organisations in their venture to succeed, is there another side to the story; is it just a waste of time and money? For some corporations, that may be true. Cultural diversity efforts like cultural awareness could be seen as nothing more than an extravagant scheme that really does nothing to help workers feel like they are truly a part of the organization, but for the organisation to be seen in a positive light from onlookers; although this hardly seems the case for cultural diversity initiatives in McDonalds. The following was taken from the McDonalds website: Minorities and women represent approximately 37 per cent of all McDonald's franchisees; More than 65 per cent of the applicants in training to become new McDonald's franchisees are women and minorities. † Serves more than 58 million customers around the world each day †¢ Is the leading global foodservice retailer with more than 32,000 local restaurants in 118 countries †¢ Employs more than 1. 6 million people worldwide – our brand’s best ambassadors are our people †¢ Today, more than 60 percent of our glob al home office and U. S. ompany workforce are of a racial or ethnic minority, or are women †¢ Is widely recognized as a top company for minorities – also a â€Å"Great Place to Work† in more than 30 countries †¢ Ranked one of the Top 20 Global Companies for Leaders by Fortune magazine in 2007 †¢ About 80% of McDonald’s restaurants worldwide are independently owned & operated (franchised) by local business men and women (McDonalds corporation www. macdonalds. com as it exists 2/4/11) Around the world, inclusion and diversity at McDonald’s means providing equal opportunities for everyone to ucceed and contribute. We accomplish this in a number of ways, such as the integration of diversity initiatives into our daily business practices, a strong diversity education curriculum, employee business networks and external partnerships with minority organizations. Jan states â€Å"I’m proud of our industry-leading Global Inclusion and Intercultural Management team which has successfully driven our efforts to have diversity among our employees, franchisees and suppliers across the globe. Jan Fields, President, McDonald’s USA With more than 32,000 restaurants in 118 countries, McDonald’s carries a new meaning to the word diversity, bringing diversity and even change to the menus at every community it touches. Around the world, diversity at McDonald’s means providing equal opportunities for everyone to succeed and contribute. They accomplish this in a number of ways, such as bring forth diversity initiatives into their daily business practices, a strong diverse education curriculum, employee business networks and partnerships with minority organisations. To reinforce the diverse culture today, more than 60 per cent of the workforces are of a racial or ethnic minority, or are women. Inclusion and Diversity also plays an important role for the leaders of McDonalds in the future. Our management team provides regular updates on the progress in this area so they are constantly evaluating the performance to make sure they have strong diverse culture, including gender, ethnicity and nationality. In addition, McDonalds has the largest number of minority and women franchise owners in the fast food industry. The National Black McDonald’s Owner/Operator Association can be considered most successful African American business organizations in the nation, and the Hispanic franchisees fund the largest scholarship program for Hispanic high school students entering college. Furthermore McDonalds suppliers are equally diverse. On average McDonald’s spend $4 billion per year on food, paper packaging, restaurant operating supplies, uniforms and toys from minority and women-owned businesses says Patricia Sowell Harris, McDonald’s Chief Diversity Officer So whether it’s their franchisees, suppliers, or employees, their commitment to inclusion and diversity has helped make McDonald’s the company they’re today. Most importantly, this commitment allows the fast food chain to ensure that their restaurants and business reflect the customer in which is extensively diverse.

The Importance Of Supervision And Being A Culturally...

Supervision, Consultation and Being a Culturally Competent Counselor Multicultural and diversity is an important topic in counseling. Counselors provide a service to everyone, regardless their nationality, gender, sexual preference or ethnical background. All counselors are held to a high ethical standard, rather they are school, family, and marriage, mental or spiritual counselors. Counselors must be competent to work effectively with members of society who are culturally different from themselves in order to avoid risk engaging in unethical conduct. Legal and Ethical Expectations Student counselors work with all populations within a school environment, no matter the culture. â€Å"There has been a growing need to develop a deeper knowledge and awareness of race and ethnicity in psychology and to integrate race and ethnicity into the practice, research, education, and ethics of psychology† (Koocher, 2006). ). â€Å"Counseling is a professional relationship that empowers diverse individuals, families and groups to accomplish mental health, wellness, education and career goals† (Kaplan, Tarvydas, Gladding, 2014). Counselors maintain awareness and sensitivity regarding cultural, meaning of confidentiality and privacy, ACA Code of Ethics (2005) B.1.a. Multicultural/Diversity Considerations. 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