Eating disorders and sexual violence Essay

Numerous masochist practices are an immediate outcome of Trauma. A portion of the clutters brought about by sexual savagery injury incorporate Rape Trauma Syndrome, (PTSD), Obsessive-Compulsive Disorder (OCD), Post Traumatic Stress Disorder, Dissociative Identity Disorder (DID), and dietary issues (ED). Building up a dietary problem, for example, urgent over-eating, anorexia or bulimia in the wake of experiencing sexual brutality injury is exceptionally normal. Be that as it may, not all sexual maltreatment and savagery casualties will build up a dietary problem. It is assessed that practically 30% to 40% of dietary problem patients are overcomers of sexual injury. An individual effectively helpless against dietary problems or experiencing awful mental self portrait can utilize an overwhelming episode like assault or inbreeding as a trigger to build up a dietary problem. There are innumerable reasons why dietary issues are utilized as a method for dealing with stress by people experiencing sexual injury. Some create dietary issues to maintain a strategic distance from sexuality. In different cases it is viewed as an approach to shroud outrage or dissatisfaction and look for the endorsement of others. Since they can't show the annoyance and hatred legitimately, they find undesirable ways like starving or indulging to communicate. Some manhandled young people may begin seeing their body as a wellspring of disgrace. As they would like to think, undesirable eating is a method of fixing the issue. In upsetting circumstances like separation of guardians, fender bender, passing of a kin and particularly assault or attack the casualty feels absolutely weak. The individual experiencing mental injury will discover better approaches to improve their feeling of control. Our way of life and society place extraordinary accentuation on self-perception. Being slender is likened with greatest control. Thus, larger part of casualties begin evading food or restricting admission to hazardous levels. Along these lines, the casualty not, at this point stays feeble in their life. A business that shows unreasonable bodies will continue spurring such an individual to enjoy unfortunate eating conduct. At the point when an individual recollects a distressing circumstance they can be headed to eat in excess of a typical individual. Gorging or eating solace nourishments that are high caloric nourishments can quiet the body and assuage it from constant pressure. Once in a while explicitly manhandled ladies and men combine physical or passionate joys with unnerving occasions. A lady who was assaulted over and again by her uncle as a kid will show impacts of despondency and worry in her later life. In any case, if the lady had no fondness appeared towards her by individuals from her family she will begin connecting the sexual brutality with incredible love. This confounding relationship of good with terrible causes her to starve and hurt her body. She feels pride and fulfillment from hurting her body. For her, she has covertly achieved something other cant. Bulimic patients frequently experience joy and torment for a limited capacity to focus time. The gorging reduces the yearning aching yet very before long disgrace and self-loathing dominates and she is compelled to cleanse her framework completely. Without perceiving and managing injury it is difficult to treat a dietary problem. It is significant that intellectual familiarity with the patient is expanded as a component of the treatment. He/She needs to comprehend the things that can or can't be controlled in their lives. The most troublesome part is causing the patient to understand that agony and joy are independent encounters that don't should be therefore trailed by either.

Advantage and Disadvantage of Telecommunication Free Essays

Speaking with patients The New Medicine Service (and MURs) gives a conventional chance to drug specialists to speak with patients on a balanced premise about their meds and hidden clinical condition(s). The NMS allows the intercessions to be done either as a vis-à-vis arrangement or by means of phone. Cautious thought must be offered regarding which of these specialized techniques is embraced by the drug store as every strategy brings its own preferences and burdens. We will compose a custom article test on Bit of leeway and Disadvantage of Telecommunication or then again any comparative subject just for you Request Now In spite of the fact that eye to eye correspondence would be the favored strategy for directing a mediation, all things considered, elephone intercessions will be utilized by most drug stores at some stage. This concise guide will support you and your staff convey all the more successfully when utilizing the phone as a major aspect of the NMS. The words we go through make under 10% of the manner in which we convey in a face-toface circumstance, with the manner in which we state these words (paralinguistics) and non-verbal communication making up the rest of the rate. At the point when you are managing somebody via phone you can't see them, which denies you of the vast majority of the data you would regularly have about the other individual (non-verbal communication, eye to eye connection and so on). Related article: Disadvantages of Aquatic Plants You can put together your decisions just with respect to the words you can hear and the manner in which they are being stated, which can once in a while present difficulties. Favorable circumstances and inconveniences Some of the points of interest and detriments of phone correspondence are: Telephone correspondence Advantages of imparting by phone: †¢ ofteneasiertoreachsomeonebyphone than by attempting to mastermind to see them face to face; progressively helpful for patients †¢ morelikelytosucceedincontacting somebody †particularly if a period/date has been concurred (barely any individuals can disregard the phone and leave it ringing) telephoneconversationsare,onaverage, shorter than eye to eye discussions as it’s simpler to control the discussion and step up. Disservices of conveying by phone: †¢ it’smoredifficulttoestablisharapporton the phone, as you don’t have all the visual signs that help you to jump on the â€Å"same wavelength† as the other individual †¢ whenphoningsomeoneit’spossibleto interfere at a badly arranged time and not understand it †¢ it’seasytoassumethatyouhavetheother person’s full focus †¢ youaremorelikelytogetdistractedand let your consideration meander itismoredifficulttoavoid false impressions †you can't utilize visual conduct to get criticism on whether your message has been comprehended or if there are things left implied †¢ somethingsareimpossibletocheckover the phone, for example, inhaler strategies †¢ youaremorelikelytobelieveyoucando different things simultaneously as utilizing the phone †DON’T! Voice coordinating Thefirstthreesecondsofaphonecall are significant, as this is the point at which the other individual makes a judgment about the guest. When causing an active call to tune in to the pitch, speed, volume and tone of the other erson’svoicewhentheyfirstspeakandtry to â€Å"match† it. Coordinating is a decent method of building compatibility, which can in any case be difficultoverthetelephone,andmakesthe other individual feel progressively great. Tips for successful phone intercessions Opening the discussion NMS mediation Introduce yourself unmistakably and request to address the patient utilizing their favored title/name. Check it’s still advantageous to address the patient. On the off chance that the patient is worried about revealing delicate individual data via phone and can't besatisfiedthatthecallerisringingfrom he drug store he/she may contact the drug store legitimately. Clarify in an unmistakable, straightforward way the motivation behind the call †check the patient comprehends the idea of the NMS and the purposes behind the conversation. Youshouldalsoconfirmconsentatthis stage. Advise the patient you will pose a progression of inquiries about their new prescriptions and that you will cause notes as you to come. Tune in to the patient’s reactions as you work however the inquiries †oppose the impulse to intrude. Exhibit you are tuning in by making clamors, for example, â€Å"um†, â€Å"yes†, and â€Å"really†. Utilize decisive conduct to remain in charge of the call †utilize open/shut inquiries as proper (open inquiries welcome point by point responds to though shut inquiries welcome single word answers). Non-verbal communication Body language, despite the fact that it can’t be seen, can influence our voice when on the phone. Thusly, consider your stance while on the telephone. In the event that you are agreeable and loosened up your voice is probably going to mirror this. Make sure to grin †despite the fact that it can’t be seen it will be â€Å"heard† and you will sound inviting and decisive. On the off potential for success that you are having up while n the phone this can likewise make you sound increasingly emphatic, and it is another method of closure a call on the off potential for success that you have up during a discussion. Utilizing a shut inquiry for instance is regularly useful in halting an excited patient diverging from proper lines of addressi ng. Try not to hurry through the call. Talk at the patient’s pace and respite in the wake of giving counsel or offering answers for an issue to permit the patient to air their perspectives about this. At long last concur the time/date for any followup intercession. Make sure to give the call your full focus! Instructions to refer to Advantage and Disadvantage of Telecommunication, Essay models

Thanksgiving on First East Team Bemis makes hand turkeys!!

Thanksgiving on First East Team Bemis makes hand turkeys!! My first installment of The Adventures of Team Bemis: Some extremely attractive and well-mannered members of Team Bemis spent Saturday night a couple of weeks ago putting their creative minds to use designing and implementing capable lovable hand turkeys. For those unfamiliar with the concept, the steps involved in making a hand turkey are as follows: 1.) Stock up on supplies (construction paper, glitter, glue, markers, finger-paints Are you a kindergarten teacher? asks the sales clerk. No, says Kelly. Theyre for my friends at uhnevermind). 2.) Gather friends and followers. 3.) Trace the outline of your hand (preferably the hand you do not use to trace with) on construction paper. 4.) Cut along the lines. 5.) Repeat. Or not. Whatever. 6.) Decorate! Observe! This is us making hand turkeys: Kelly (09) demonstrates step one in purple: Louis (07) can do it without looking: Happy Jonathan (07) and Mary (our GRT): Something is not right with this picture: More pictures: All done, we put our names on our turkeys and they sat proudly on our doors, perched in greeting of the coming holiday. You can tell a lot about someones personality by the hand turkeys they create. Louis chose a more classic design: Kelly went with something a bit more fun: Mine was heavily cubist-influenced: Marys was very very glittery: Jonathans was furry and kind of mad: Try it yourself! But whats thanksgiving without a feast? The denizens of First East (East Campus) held our annual hall thanksgiving this past Sunday (before everyone left) complete with a big delicious dinner we all sat down to eat like a big ol happy family. Our lovely and gracious host this year was Kelly (09) who gave commands and oversaw the operations in the kitchen all day. The preparations moved along like a well-oiled machine under her stern but gentle leadership and for the first time (ever?) dinner was served on time (6 oclock sharp!). Scenes from the kitchen. The lighting was dim and people were stepping on me so these pictures are kinda bad. No matter: Janet (07) mashing potatoes like a champ: Helen (07) doing something with asparagus: Yeah, there were more but they were REALLY bad. Oh by the way every hall in East Campus has a kitchen. Because we do not have a dining hall. By the end of this entry you wont want a dining hall either ;-) I stayed out of the way for the most part (I blister easily) except to run errands and pass supplies around. Things sure were festive! Everyone gathered round with their spoons and forks for the food unveiling. Mike (08) is excited about Thanksgiving: First round of food (special thanks to the turkeys who gave their lives Betsy and Gobblin Tom): The hostess steps out to greet her guests: Readysetgo. Louis (07) can carve turkeys with his pecs but out of modesty he used a knife this time: Pattie (08) and Quentin (10) are very serious about Thanksgiving. Clockwise from top-left to bottom-left: mashed potatoes, stuffing, stuffed peppers, more stuffing with bacon, green bean casserole. Some point during the meal faces appeared at the window. Which would have been pretty creepy if they werent so darn happy. They were invited to our party. And even dessert! All in all, it was a happy day (this is Holly (07) and Louis): (this is Paul (09) Katie (06) and Jonathan) Then we all locked ourselves in our rooms indefinitely to study for our tests in EVERY CLASS! Yay! The end! Hope ya had a nice Thanksgiving! If not, theres always next year :) Post Tagged #East Campus

The Report Will State The Facts And Issue About Global...

3.Introduction The report will state the facts and issue about global warming all over the world. The report will focus on the impact of global warming and consider what actions can be taken by Greenpeace to fight global warming. Global warming, which will trigger hurricanes and tropical storms, has a negative effect on human beings and wildlife. According to the report, thanks to global warming, a million species have already become extinct and approximately 150,000 people will die by the end of the 21st-century  ¹. What’s more, sea level will rise nearly three feet by 2100, which will threat people in coastal area ². In addition, global warming will elevate occurrence of strong hurricanes, droughts, heat waves, wildfires, and other natural disasters ³. This report will showcase some key facts and data concerning global warming, considering the effect on human’s life, animals and the environment. In addition, this report will list different ways in which we as an environmental organization can tackle the problem of global warming.  ¹25 Alarming Global Warming Statistics (2014) on, http://list25.com/25-alarming-global-warming-statistics/2/  ²National Geography (2006) on, http://news.nationalgeographic.com/news/2006/03/0323_060323_global_warming.html  ³National Geography (2010) on, http://news.nationalgeographic.com/news/2004/12/1206_041206_global_warming_2.html 4. The facts Global warming statistics:  · A large amount of carbon dioxide in the atmosphere cause globalShow MoreRelatedEssay On No Right Way To Deny Climate Change975 Words   |  4 PagesHistory of Global Warming’s Politicization in The United States The North American Drought of 1988 marked the very first time global warming crossed over from scientists to mass media coverage. Following an American professor’s address to the Senate correlating abnormal weather to global warming, European nations addressed the issue, and many countries began to reduce greenhouse gas. The European Union ratified the Kyoto Protocol in 1997 to make it legally binding. In Europe, global warming was acknowledgedRead MoreGlobal Warming And Its Health Impacts1573 Words   |  7 Pagestheory of global warming, the idea that the increasing amount of greenhouse gases in the atmosphere are trapping enormous amounts of heat and causing the earth to become warmer and warmer. Some scientists believe that recent human activates are the cause of the increase of greenhouse gases, while others disagree, and believe it’s just the natural trend of global climate. Although not everyone agrees on the cause of global warming, something all can agree on i s the fact that global warming is alteringRead MoreGlobal Warming: Contemporary Issues Companion1526 Words   |  7 PagesChange (IPCC), a group of scientific experts assembled by the United Nations, released a frightening report on the potential consequences of the climate phenomenon known as global warming. The panel found that the 1990s had been the warmest decade on record and predicted that temperatures will rise anywhere from 2.5 to 10.4 degrees around the world over the next century, causing changes to global weather patterns. Indeed, unusual and frequently destructive weather had been occurring around the globe:Read MoreAnnotated Bibliography on Global Warming1303 Words   |  6 PagesBibliography on Global Warming: Fact or Fiction Fumento, Michael. â€Å"The Cooling Off on Global Warming.† The Washington Times 8 July 1999: 15. LexisNexis Academic . Academic Universe. W. I. Dykes Lib., University of Houston-Downtown. 20 Feb. 2010 http://www.lexisnexis.com.ezproxy.uhd.edu/hottopics/lnacademic/ Fumento explains that a nonprofit group called Public Agenda and American Geophysical Union (AGU) has reported on public frustration about global warming and other pollutants. This report shows significantRead More Exemplification Essay: Why The World Is Doomed1086 Words   |  5 Pagescalled CO2. Carbon is incredibly dangerous to the earths atmosphere, and erodes huge holes in the ozone layer of our earth. This erosion causes global warming and climate change that is permanent and irreversible. The impact of global warming will not only effect generation to come, but present generations as well. Society is within a paradox of this issue. Governments around the world, utilize this black gold as a form of economic strength, and have generated huge amounts of wealth from its saleRead More Global Warming is Causing the Destruction of the Environment1229 Words   |  5 PagesGlobal Warming is Causing the Destruction of the Environment    There is no dispute about the basic facts of this issue: carbon dioxide is a greenhouse gas; the worlds automobiles and power plants pour nearly 6 billion tons of it into the air every year; and there are countless indications that the planet is warming. Perhaps the most revealing is the fact that average temperatures have been gradually rising, and the ten hottest years on record since the 1860s have occurred since 1973. InRead MoreAn Inconvenient Truth Summary 81623 Words   |  7 PagesFormer Vice President Al Gore is starring in a new movie called â€Å"An Inconvenient Truth.† It is a documentary about global warming. This is a subject that Mister Gore has been interested in for many years.For the past six years, Mister Gore has been traveling around the country and the world giving talks about global warming. He has given the talks more than one thousand times. Most of â€Å"An Inconvenient Truth† is filmed at these events. Mister Gore speaks to groups of people with a big screen behindRead More Global Warming: Fact Vs. Fiction Essay1564 Words   |  7 PagesGlobal Warming: Fact Vs. Fiction Global Warming -- the gradual increase in planet-wide temperatures -- seems to be accepted by many scientists and people now as fact. Generally, this warming is attributed to the increase of green-house gases in the Earths upper atmosphere. However, some solar scientists are considering whether the warming exists at all. And, if it does, mightRead MoreThe Socio Scientific Issue Of Global Warming Essay1413 Words   |  6 Pagessocio-scientific issue The Socio-scientific issue of Global Warming Global warming is an extremely controversial issue as there are many different theories surrounding it, including the theory that it simply doesn’t exist. The most agreeable concept surrounding global warming is that gas emissions have different effects on the temperatures on Earth, however how these gases effect the Earth is the focal point of the global warming debate. The physics reasoning behind global warming is that air is mostlyRead MoreEssay about We Can Stop Global Warming965 Words   |  4 PagesGlobal warming is the increasing temperature of the Earth’s atmosphere. In the last few decades this increase has been relatively significant. Global warming is the largest problem that the world will face in the twentieth century. This is going to require international attention and the cooperation from everyone, including the government. The Earths atmosphere has already warmed by 1.5 degrees Fahrenheit since 1900. Scientists contend that anthropogenic additions of greenhouse gases, mainly CO2

Ethics and Organ Donation - 1598 Words

Ethics Analysis Paper Ethical Issues Related to Organ Donations In 1983 Dr H Barry Jacobs, a physician from Virginia, whose medical license had been revoked after a conviction for Medicare mail-fraud, founded International Kidney Exchange, Ltd. He sent a brochure to 7,500 American hospitals offering to broker contracts between patients with end-stage-renal-disease and persons willing to sell one kidney. His enterprise never got off the ground, but Dr Jacobs did spark an ethical debate that resulted in hearings before a congressional committee headed by Albert Gore, Jr., then a representative from the state of Tennessee. The offensive proposal for kidney sales led to the National Organ Transplant Act to become law in†¦show more content†¦Between July 2000 and December 2002, there were 129 organs that were recovered from deceased donors and directed to particular recipients. Federal law explicitly allows for this option, although some state laws have placed limits on it. In particular, some states have said organs cannot be directed t o a race or class of people, but must be designated instead to an individual. This change came after a case in Florida when family members of a white supremacist sought to restrict their donation to white recipients. As a future healthcare leader I do not think that public solicitations are just as they give priority to people who can get attention while ignoring those who are less fortunate. Not all people waiting for a transplant have the same financial resources or social skills to undertake a public campaign. If many recipients take out these types of campaigns and start to solicit for organs through directed donations, it would take away from assuring that the waiting list is followed so that the sickest patient with the greatest possibility for success would be considered first through the allocation process. This is reiterated by Art Caplan a bioethicist at the University of Pennsylvania. He believes that publicity campaigns and public solicitations undercut the ability of the system to get organs to those most in need and those who have the best chance to survive. Given that anShow MoreRelatedcommercialization of organ transplants Essay948 Words   |  4 Pages COMMERCIALIZATION OF ORGAN TRANSPLANTS Student: Patrick Frost Instructor: Professor Edwin Martinez del Rio Business Ethics 309 October 21, 2013 Strayer University COMMERCIALIZATION OF ORGAN TRANSPLANTS Arguments in favor of organ commercialization Commercialization of human organs from consenting adults will lead to an increase in the supply of organs needed for transplants (Kanniyakonil, 2005). The major challenge in hospitals is the lack of organs needed for transplantation toRead MoreOrgan Donations after Death730 Words   |  3 PagesOrgan Donations after Death The process of gift giving is the act in which someone voluntarily offers a present for someone else, without compensation. Across all nations, people in need of transplants sit on a waiting list while the war on organ donation ethics continues. After death, one person can help as many as eight people by donating their organs. Organ transplantations raise singularly difficult ethical in its requirements in its obligation for donated organs. Mandatory organ donationsRead MoreThe Organ Trafficking Epidemic Essay1111 Words   |  5 Pagesindividuals partake in organ trafficking which shows that organ trafficking is a valid issue that must be handled. As of now, U.S. citizens are not prohibited to buy organs outside of the United States by NOTA (National Organ Transplant Act of 1984). In â€Å"Can The Government Ban Organ Sale? Recent Court Challenges And The Future Of US Law On Selling Human Organs And Other Tissue†, Glenn I. Cohen states that â€Å". . . if a US citizen trave ls abroad to buy a kidney or other organ his act is not prohibitedRead MoreOrgan Supply Vs Organ Demand : Ethical Issues That Arise1727 Words   |  7 PagesDebra Berry English 102-1417 23 June 2015 Organ Supply vs Organ Demand: Ethical Issues that arise Organ donation has the power to change a life ending incident into a life giving one. Throughout the United States many patients are suffering due to the lack of a vital organ, because there is more demand than supply of organs, many patients die without ever receiving one. Although organ donation saves many lives, there have been questions in regards to ethics that surround it. People are even makingRead MoreOrgan Transplantation : Medical Advancements1104 Words   |  5 PagesDanica Smith Final Paper Outline Organ Transplantation Due to the increase in medical technology over the years, medical advancements, such as organ transplants, have grown in commonality. This has increased the number of patient who needs such care. The problem with organ transplants arises from the debate on the ethical way to distribute organs and how to combat the issue of a lack of organ donors. An ethical approach to solving these issues is to develop a system of equal access that reliesRead MoreOrgan Donation Essay1469 Words   |  6 Pagesthe boundaries on what it can do to prevent loss of life where possible. One example is the area of organ donation and transplantation. However, unlike many other technologies or procedures which can be built, manufactured, or learned, organ transplantation requires one thing that we can’t create yet: an organ itself. Because our increased life span causes more people to require a replacement organ when theirs starts to fail, the demand has far outrun the supply and the future only lo oks to get worseRead MoreThe Importance of Promoting Organ Donations Essay1182 Words   |  5 PagesAround the globe thousands of people are placed on a waiting list to receive an organ transplant, for some people the waiting process can be very long, and for others it can be short. To many people having someone give a gift of an organ donation is known has a second chance, a fresh start, and a new beginning at living a normal life again. Every year people on the wait list increase in numbers due to lack of organ donation shortages therefore, finding a donor becomes difficult because in order toRead MoreThe Effects Of Unlawful Selling Of Organs Essay1744 Words   |  7 PagesJames Lind ENG-106 Monday, January 18, 2016 Mrs. Brownlee The effects of Unlawful Selling of Organs in America Our current transplant regimen is a qualified failure. Transplant operations have been basically flat for the last eight years. In 2013, over 4300 people died while waiting and about 3000 were permanently removed from the queue because they developed a medical condition that precluded transplant.1 â€Å"Twenty-seven years ago, the average wait for a deceased-donor kidney in the United StatesRead MoreAdvantages Of An Opt Out Organ Donation System1724 Words   |  7 PagesThe advantages and disadvantages of an opt-out organ donation system for 16 years and older in New Zealand. Introduction: Although anyone can donate their organs after death, New Zealand New Zealand’s organ donation rate is considerably lower compared to other courtiers in the world. According Organ Donation New Zealand (2017), there are approximately 550 people on current transplant waiting lists. In 2016 there were 61 donors resulting in approximately 200 transplant operations (ODNZ, 2017). AsRead More How Can We Encourage Organ Donation? Essay1333 Words   |  6 PagesHow Can We Encourage Organ Donation?      Ã‚  Ã‚   Thousands of people die each year in the United States alone waiting for organ transplants. In 1997 the United States Department of Health and Human Services reported that 56,716 people were waiting for hearts, lungs, pancreases, and kidneys. By 1998 this number had increased to 64,423 people waiting (Charatan). The list of those people in need of transplants increases almost twenty percent every year while the number of donors increases only

Literature Survey of Methods of Data Encryption Free Essays

Chapter 2 LITERATURE SURVEY This chapter deals with the assorted documents that is been referred in order to implement this undertaking. It address the techniques that has been implemented in order to supply the security and the privateness for the information has to be stored on to the cloud. The below subdivision shows the antecedently used techniques. We will write a custom essay sample on Literature Survey of Methods of Data Encryption or any similar topic only for you Order Now [ 1 ] This paper tells about the Providing secure and ei ¬?cient entree to big graduated table outsourced information is an of import constituent of cloud calculating. In this paper, we propose a mechanism to work out this job in owner-write-users-read applications. We propose to code every information block with a dii ¬Ã‹â€ erent key so that i ¬Ã¢â‚¬Å¡exible cryptography-based entree control can be achieved. Through the acceptance of cardinal derivation methods, the proprietor needs to keep merely a few secrets. Analysis shows that the cardinal derivation process utilizing hash maps will present really limited calculation operating expense. We propose to utilize over-encryption and/or lazy annulment to forestall revoked users from acquiring entree to updated information blocks. We design mechanisms to manage both updates to outsourced informations and alterations in user entree rights. We investigate the operating expense and safety of the proposed attack, and survey mechanism s to better informations entree ei ¬?ciency. [ 2 ] Online personal wellness record ( PHR ) enables patients to pull off their ain medical records in a centralised manner, which greatly facilitates the storage, entree and sharing of personal wellness informations. With the outgrowth of cloud computer science, it is attractive for the PHR service suppliers to switch their PHR applications and storage into the cloud, in order to bask the elastic resources and cut down the operational cost. However, by hive awaying PHRs in the cloud, the patients lose physical control to their personal wellness informations, which makes it necessary for each patient to code her PHR information earlier uploading to the cloud waiters. Under encoding, it is disputing to accomplish i ¬?ne-grained entree control to PHR informations in a scalable and ei ¬?cient manner. For each patient, the PHR informations should be encrypted so that it is scalable with the figure of users holding entree. Besides, since there are multiple proprietors ( patients ) in a PHR system and every proprietor would code her PHR i ¬?les utilizing a dii ¬Ã‹â€ erent set of cryptanalytic keys, it is of import to cut down the cardinal distribution complexness in such multi-owner scenes. Existing cryptographic enforced entree control strategies are largely designed for the single-owner scenarios. In this paper, we propose a fresh model for entree control to PHRs within cloud calculating environment. To enable i ¬?ne-grained and scalable entree control for PHRs, we leverage attribute based encoding ( ABE ) techniques to code each patients’ PHR information. To cut down the cardinal distribution complexness, we divide the system into multiple security spheres, where each sphere manages merely a subset of the users. In this manner, each patient has full control over her ain privateness, and the cardinal direction complexness is reduced dramatically. Our proposed strategy is besides i ¬Ã¢â‚¬Å¡exible, in that it supports ei ¬?cient and on-demand annulment of user entree rights, and break-glass entree under exigency scenarios. [ 3 ] Attribute-based encoding ( ABE ) is a new vision for public cardinal encoding that allows users to code and decode messages based on user properties. For illustration, a user can make a ciphertext that can be decrypted merely by other users with properties fulfilling ( â€Å"Faculty† OR ( â€Å"PhD Student† AND â€Å"Quals Completed† ) ) . Given its expressiveness, ABE is presently being considered for many cloud storage and calculating applications. However, one of the chief efficiency drawbacks of ABE is that the size of the ciphertext and the clip required to decode it grows with the complexness of the entree expression. In this work, we propose anew paradigm for ABE that mostly eliminates this operating expense for users. Suppose that ABE ciphertexts are stored in the cloud. We show how a user can supply the cloud with a individual transmutation key that allows the cloud to interpret any ABE ciphertext satisi ¬?ed by that user’s attributes into a ( constant-size ) El Gamal-style ciphertext, without the cloud being able to read any portion of the user’s messages. To exactly dei ¬?ne and show the advantages of this attack, we provide new security dei ¬?nitions for both CPA and replayable CCA security with outsourcing, several new buildings, an execution of our algorithms and elaborate public presentation measurings. In a typical coni ¬?guration, the user saves signii ¬?cantly on both bandwidth and decoding clip, without increasing the figure of transmittals. [ 4 ] We consider the job of building a secure cloud storage service to which users outsource sensitive informations for sharing with others where, in peculiar, the service supplier is non wholly trusted by the client. Cloud storage service denotes an architectural displacement toward thin clients and handily centralized proviso of both calculating and storage resources. When using cloud storage for secure informations sharing, one of the chief motivation jobs of this architecture is supplying thin clients with both strong informations coni ¬?dentiality and i ¬Ã¢â‚¬Å¡exible i ¬?ne-grained entree control without enforcing extra cost on them ( clients ) . To accomplish this end, we propose a fresh information sharing protocol by uniting and working two of the latest property based cryptanalytic techniques, attribute-based encoding ( ABE ) and attribute-based signature ( ABS ) . Furthermore, we besides give a elaborate comparing of our strategy with several latest bing strategies. [ 5 ] Ciphertext-Policy Attribute Based Encryption ( CP-ABE ) is a promising cryptanalytic primitive for i ¬?ne-grained entree control of shared informations. In CP-ABE, each user is associated with a set of properties and informations are encrypted with entree constructions on properties. A user is able to decode a ciphertext if and merely if his properties satisfy the ciphertext entree construction. Beside this basic belongings, practical applications normally have other demands. In this paper we focus on an of import issue of attribute annulment which is cumbrous for CP-ABE strategies. In peculiar, we resolve this ambitious issue by sing more practical scenarios in which semi-trustable online placeholder waiters are available. As compared to bing strategies, our proposed solution enables the authorization to revoke user properties with minimum ei ¬Ã‹â€ ort. We achieve this by unambiguously incorporating the technique of proxy re-encryption with CP-ABE, and enable the authoriza tion to depute most of arduous undertakings to proxy waiters. Formal analysis shows that our proposed strategy is demonstrably unafraid against chosen ciphertext onslaughts. In add-on, we show that our technique can besides be applicable to the Key-Policy Attribute Based Encryption ( KP-ABE ) opposite number. [ 6 ] Data entree control is an effectual manner to guarantee informations security in the cloud. However, due to data outsourcing and untrusted cloud waiters, the informations entree control becomes a ambitious issue in cloud storage systems. Existing entree control strategies are no longer applicable to overcast storage systems, because they either produce multiple encrypted transcripts of the same information or necessitate a to the full trusted cloud waiter. CiphertextPolicy Attribute- based Encryption ( CP-ABE ) is a promising technique for entree control of encrypted information. However, due to the inefi ¬?ciency of decoding and annulment, bing CPABE strategies can non be straight applied to build informations entree control strategy for multi-authority cloud storage systems, where users may keep properties from multiple governments. In this paper, we propose DAC-MACS ( Data Access Control for Multi-Authority Cloud Storage ) , an effectual and unafraid informations entree control strategy with efi ¬?cient decoding and annulment. Specii ¬?cally, we construct a new multi-authority CP-ABE strategy with efi ¬?cient decoding, and besides plan an efi ¬?cient property annulment method that can accomplish both forward security and backward security. We further suggest an extended informations entree control strategy ( EDAC-MACS ) , which is unafraid under weaker security premises. [ 7 ] We propose a new theoretical account for informations storage and entree in clouds. Our scheme avoids hive awaying multiple encrypted transcripts of same informations. In our model for secure informations storage, cloud shops encrypted informations ( without being able to decode them ) . The chief freshness of our theoretical account is add-on of cardinal distribution centres ( KDCs ) . We propose DACC ( Distributed Access Control in Clouds ) algorithm, where one or more KDCs distribute keys to informations proprietors and users. KDC may supply entree to peculiar i ¬?elds in all records. Therefore, a individual key replaces separate keys from proprietors. Owners and users are assigned certain set of properties. Owner encrypts the information with the properties it has and shops them in the cloud. The users with fiting set of properties can recover the information from the cloud. We apply attribute-based encoding based on bilinear couplings on elliptic curves. The strategy is collusion secure ; two users can non together decrypt any informations that none of them has single right to entree. DACC besides supports annulment of users, without redistributing keys to all the users of cloud services. We show that our attack consequences in lower communicating, calculation and storage operating expenses, compared to bing theoretical accounts and strategies. [ 8 ] Ciphertext Policy Attribute Based Encryption ( CPABE ) enables users’ encoding with an entree construction while delegating decoding capableness in conformity with attribute sets. In this paper, we study central-control annulment in CPABE environment, where the proposed key coevals, encoding and decoding algorithms closely comply with CPABE theoretical account, and cardinal update algorithm is developed. In add-on, we inherit the most efi ¬?cient annulment techniques to better the efi ¬?ciency of our cardinal update algorithm. With our strategy, users can remain attribute anon. while being associated with a alone identii ¬?er in system manager’s position, hence revoking malicious users’ decoding capablenesss harmonizing to their alone identii ¬?ers would non impact honest users’ decoding. Our strategy can be proved chosen plaintext secure based on Decisional Bilinear Difi ¬?e-Hellman ( DBDH ) premise in the standard theoretical account. We besides provide efi ¬?ciency analysis and some extensions including deputation capableness and chosen ciphertext security. [ 9 ] Secure outsourcing of calculation to an untrusted ( cloud ) service supplier is going more and more of import. Pure cryptanalytic solutions based on to the full homomorphic and verii ¬?able encoding, late proposed, are assuring but sui ¬Ã‹â€ er from really high latency. Other proposals perform the whole calculation on tamper-proof hardware and normally sui ¬Ã‹â€ er from the the same job. Trusted computer science ( TC ) is another assuring attack that uses trusted package and hardware constituents on calculating platforms to supply utile mechanisms such as attestation leting the information proprietor to verify the unity of the cloud and its calculation. However, on the one manus these solutions require trust in hardware ( CPU, trusted calculating faculties ) that are under the physical control of the cloud supplier, and on the other manus they still have to confront the challenge of run-time attestation. In this paper we focus on applications where the latency of the calculation should be minimized, i.e. , the clip from subjecting the question until having the result of the calculation should be every bit little as possible. To accomplish this we show how to unite a sure hardware item ( e.g. , a cryptanalytic coprocessor or provided by the client ) with Secure Function Evaluation ( SFE ) to calculate arbitrary maps on secret ( encrypted ) informations where the calculation leaks no information and is verii ¬?able. The item is used in the apparatus stage merely whereas in the time-critical online stage the cloud computes the encrypted map on encrypted informations utilizing symmetric encoding primitives merely and without any interaction with other entities. [ 10 ] The cardinal barrier to widespread consumption of cloud computer science is the deficiency of trust in clouds by possible clients. While preventative controls for security and privateness steps are actively being researched, there is still small focal point on investigator controls related to overcast answerability and auditability. The complexness ensuing from the sheer sum of virtualization and informations distribution carried out in current clouds has besides revealed an pressing demand for research in cloud answerability, as has the displacement in focal point of client concerns from waiter wellness and use to the unity and safety of end-users ‘ informations. This paper discusses cardinal challenges in accomplishing a sure cloud through the usage of investigator controls, and presents the TrustCloud model, which addresses answerability in cloud calculating via proficient and policy-based attacks. [ 11 ] We introduce a new and various cryptanalytic primitive called Attribute-Based Signatures ( ABS ) , in which a signature attests non to the individuality of the person who endorsed a message, but alternatively to a ( perchance composite ) claim sing the properties she posseses. ABS oi ¬Ã‹â€ ers: – A strong unforgeability warrant for the verii ¬?er, that the signature was produced by a individual party whose properties satisfy the claim being made ; i.e. , non by a collusion of persons who pooled their properties together. – A strong privateness warrant for the signer, that the signature reveals nil about the individuality or properties of the signer beyond what is explicitly revealed by the claim being made. We officially dei ¬?ne the security demands of ABS as a cryptanalytic primitive, and so depict an ei ¬?cient ABS building based on groups with bilinear couplings. We prove that our building is secure in the generic group theoretical account. Finally, we illustrate several applications of this new tool ; in peculiar, ABS i ¬?lls a critical security demand in attribute-based messaging ( ABM ) systems. A powerful characteristic of our ABS building is that unlike many other attribute-based cryptanalytic primitives, it can be readily used in a multi-authority scene, wherein users can do claims affecting combinations of properties issued by independent and reciprocally mistrusting governments. [ 12 ] The secured informations sharing is provided between the information proprietor and user based on the user’s properties. It achieves more secure and all right grained informations entree control in the informations sharing system. Data security is the cardinal concern in the distributed system. Cryptanalytic methods are used to implement the entree policies of users. But here the cardinal coevals centre ( escrow ) can obtain the messages directing between the users by bring forthing the private key. This is referred as Key escrow job. This job can be solved by escrow free key coevals utilizing 3PC ( Three Party Computation ) . Thus the proposed system gives the greater public presentation and security to the distributed informations sharing system. [ 13 ] This paper proposes aâ€Å"Mesh Signatures†which defines the mesh signature primitive as an anon. signature similar in spirit to pealing signatures, but with a much richer linguistic communication for showing signer ambiguity. The linguistic communication can stand for complex entree constructions, and in peculiar allows single signature constituents to be replaced with complete certification ironss. Because keep backing one’s public key from position is no longer a shield against being named as a possible cosigner, mesh signatures may be used as a ring signature with mandatory registration. We give an efficient building based on bilinear maps in the common random threading theoretical account. Our signatures have additive size, achieve everlasting perfect namelessness, and cut down to really efficient ring signatures without random prophets as a particular instance. Mesh signatures generalise this impression to monotone entree constructions represent able as a t ree, whose interior node are And, Or, and Threshold Gatess. How to cite Literature Survey of Methods of Data Encryption, Essay examples

The Colossal Head Essays (1310 words) - Africa, Egyptology

The Colossal Head The Colossal Head When we think of ancient Egyptian art, we think of deteriorating stone statues, bits and pieces of old architecture, and faded paintings of animals in dark caves and caverns. All of these ancient ruins are part of what shaped Egyptian culture back in the times of Dynasties. Their artwork not only revealed so much of their religion, rituals, and culture, but it also served as a basis for developing and advancing art. The Colossal Head, found in the Metropolitan Museum of Art, was one of the many early sculptures of Egypt. It came from the late Third or early Fourth Dynasty (2600-2530 B.C.E.). It's no more than two feet high and is made of Red Granite stone. The face of the sculpture has a fleshy, full look to it and most of the features are very blunt, giving it a very healthy, powerful appearance. The eyes are empty as are the eyes of most ancient sculptures so as not to give them any particular focus or expression, and they are styled with regular upper and lower curves, making them semicircular. The mouth is long and fine-lipped which is typical of Fourth Dynasty kings. It curves neither up nor down, showing no emotion whatsoever, creating a very vacant, placid stare. The Seated Statue of Gudea and The Female Head from Uruk are just a couple of other statues with the same empty, expressionless stare. However, the rest of the features of the sculpture and the thick neck are more like images fro m the Third Dynasty. The tops of the ears and the tip of the nose have been broken off either with carelessness or with time, both of which cause the damage of many ancient sculptures. The statue of Senmut with Princess Nefrua is another of the many sculptures that had been broken over time. Although it has not been proven, the sculpture has been identified as King Huni who best fits the style of this image of an early Old Kingdom Pharaoh. This particular sculpture matches the description of so many others, almost like a generic pattern. Nearly every sculpture from the Third and Fourth Dynasties has the bold facial features, the vacant eyes, and the emotionless face. They were never intended to impress, but to simply be a devotion to a higher power or ruler. While each statue is always slightly different than the next, they seem to all fall into the same category and have the same style, always very modest and usually religious. Egypt is a land of dazzling buried treasure and quiet tomb secrets. Only the dead can experience these treasures however, for they were gifts from the living for the afterlife. The Egyptians, like so many other cultures, were polytheistic and firmly believed in life after death. To make the transition from life to death, the Egyptians would bury their dead with some of their favorite items to take with them to the afterlife. Some of these treasures were very extravagant and valuable. It seemed almost as if the afterlife was more important than actually living. They spent their existence preparing for what came next. Whole temples and enormous statues were constructed as dedication to the deceased. The Stepped Pyramid of King Zozer, measuring three hundred ninety-four feet by three hundred sixty feet, was just one of the many pyramids built in honor of a pharaoh or ruler. The term Pharaoh comes from the bible. When we hear this word we think of government, religion, and a way of life. The scriptures used this name to designate rulers in Egypt. It was also used to describe the Great House, the royal palace where all orders affecting the civil and religious life of the Egyptians were issued. Eventually, the king began being referred to as the Great House or Pharaoh and it soon became customary to combine this name with the king's personal name. From then on, Egypt always had a pharaoh ruling over them. By doing this, Egypt had developed one of the first great civilizations that was literate, bureaucratic, and technologically advanced. It centered all it's power and aspirations around a single divine pharaoh who was the master of ceremonies and who

Amish Religious Customs essays

Amish Religious Customs essays In the last few decades, tourists have discovered the Amish. Each year, people travel to places like Lancaster County, Pennsylvania, hoping to catch a glimpse of Amish life. From the buggies and the plows, to the simply dressed people, the Amish have become fascinating to the non-Amish. The Amish population is around 140,000 and continues to grow. But who are the Amish and what makes their unique way of life so interesting, and why does the population continue to flourish? What advantages have the Amish found to rejecting traditional American culture, and keeping life so simple? These questions can begin to be answered by studying the Amish history, and how their values, customs and traditions tie into their religion. In the year 1517, a Catholic monk in Germany named Martin Luther, advocated church reform and new doctrines. Several German princes supported him, but government and religion still operated together. A group of Christians in Zurich, Switzerland, believed government and religion should be completely separate. They also believed that Christians should model themselves after the Beatitudes that Jesus of Nazareth discussed in his Sermon on the Mount, which discusses being peacemakers and clean of heart. Another belief was that church members should be baptized as adults, when they have a true commitment to Christianity. So this small group re-baptized each other. This earned them the name Anabaptists, which started out as a nickname meaning re-baptizer (Inge, 2000). Within a few decades, the Anabaptists in northern Europe became known as the Mennonites, named after the Roman Catholic priest Menno Simons. By the late 1600s, the Anabaptists still maintained their goal of remainin g separate from the world, but Jakob Ammann, a Swiss church elder, thought the discipline was not strict enough. His actions and leadership formed a new church. These members were...

Amish Religious Customs essays

Amish Religious Customs essays In the last few decades, tourists have discovered the Amish. Each year, people travel to places like Lancaster County, Pennsylvania, hoping to catch a glimpse of Amish life. From the buggies and the plows, to the simply dressed people, the Amish have become fascinating to the non-Amish. The Amish population is around 140,000 and continues to grow. But who are the Amish and what makes their unique way of life so interesting, and why does the population continue to flourish? What advantages have the Amish found to rejecting traditional American culture, and keeping life so simple? These questions can begin to be answered by studying the Amish history, and how their values, customs and traditions tie into their religion. In the year 1517, a Catholic monk in Germany named Martin Luther, advocated church reform and new doctrines. Several German princes supported him, but government and religion still operated together. A group of Christians in Zurich, Switzerland, believed government and religion should be completely separate. They also believed that Christians should model themselves after the Beatitudes that Jesus of Nazareth discussed in his Sermon on the Mount, which discusses being peacemakers and clean of heart. Another belief was that church members should be baptized as adults, when they have a true commitment to Christianity. So this small group re-baptized each other. This earned them the name Anabaptists, which started out as a nickname meaning re-baptizer (Inge, 2000). Within a few decades, the Anabaptists in northern Europe became known as the Mennonites, named after the Roman Catholic priest Menno Simons. By the late 1600s, the Anabaptists still maintained their goal of remainin g separate from the world, but Jakob Ammann, a Swiss church elder, thought the discipline was not strict enough. His actions and leadership formed a new church. These members were...

Amish Religious Customs essays

Amish Religious Customs essays In the last few decades, tourists have discovered the Amish. Each year, people travel to places like Lancaster County, Pennsylvania, hoping to catch a glimpse of Amish life. From the buggies and the plows, to the simply dressed people, the Amish have become fascinating to the non-Amish. The Amish population is around 140,000 and continues to grow. But who are the Amish and what makes their unique way of life so interesting, and why does the population continue to flourish? What advantages have the Amish found to rejecting traditional American culture, and keeping life so simple? These questions can begin to be answered by studying the Amish history, and how their values, customs and traditions tie into their religion. In the year 1517, a Catholic monk in Germany named Martin Luther, advocated church reform and new doctrines. Several German princes supported him, but government and religion still operated together. A group of Christians in Zurich, Switzerland, believed government and religion should be completely separate. They also believed that Christians should model themselves after the Beatitudes that Jesus of Nazareth discussed in his Sermon on the Mount, which discusses being peacemakers and clean of heart. Another belief was that church members should be baptized as adults, when they have a true commitment to Christianity. So this small group re-baptized each other. This earned them the name Anabaptists, which started out as a nickname meaning re-baptizer (Inge, 2000). Within a few decades, the Anabaptists in northern Europe became known as the Mennonites, named after the Roman Catholic priest Menno Simons. By the late 1600s, the Anabaptists still maintained their goal of remainin g separate from the world, but Jakob Ammann, a Swiss church elder, thought the discipline was not strict enough. His actions and leadership formed a new church. These members were...

Native American Two-Spirit

Native American Two-Spirit In many Native American communities, the term Two Spirit- sometimes twospirited, depending on the source- is used to refer to indigenous members who fall outside of traditional gender roles. This term is not a substitute for homosexuality; instead, it applies to people who are considered to be a third gender, and typically hold a sacred ceremonial role within their culture. Two Spirit Key Takeaways Two Spirits are Native American or First Nations individuals who identify with both male and female genders.There is some question about the historical context of Two Spirits, because there are hundreds of Native tribes, all of which have their own unique cultural traditions.It is inappropriate for a non-Native individual to use the term Two Spirit to describe themselves. Origins and Definition of the Term Prior to the 1990s, Native people who identified as a third gender were known by the pejorative anthropological term  berdache, which is a non-Native word typically associated with male prostitutes. However, at a Winnipeg conference for gay and lesbian Native Americans in 1990, the term Two Spirit was coined to refer to Natives who define themselves as having both masculine and feminine spirits. Since that time, according to John Leland of the  New York Times, Two-Spirit societies have formed in Montana as well as in Denver, Minnesota, New York State, San Francisco, Seattle, Toronto, Tulsa, and elsewhere, organized around what members assert was once an honored status within nearly every tribe on the continent. Male-bodied Two Spirit people are found in many Native American and First Nations communities. In the past, they fulfilled traditionally male roles, such as fighting in wars and going to historically male activities like sweat lodge ceremonies. However, at the same time, they took on traditionally female tasks as well- cooking, washing, and childcare, for example- and often wore female dress. Author Gabriel Estrada says in Two Spirits,  Ndleeh, and LGBTQ2 Navajo Gaze that while not all indigenous nations have rigid gender roles, among tribes that do, the range includes feminine woman, masculine man, feminine man, and masculine woman. In many Native nations, the Two Spirit person found a role in their community as a shaman, visionary, keeper of oral traditions, matchmaker or marriage counselor, mediator in time of disputes, and caretaker of the vulnerable, such as children, the elderly, or injured warriors. They were often seen as sacred beings, whose dual genders were a gift from the Great Spirit. Historical Accounts We Wha (1849-1896), a Zuni, full length portrait. Photographer  John K. Hillers  /  Smithsonian Institution. Bureau of American Ethnology  / Public Domain via Wikimedia Commons During the colonization of North America, indigenous groups were still maintaining their traditions orally; there was no written history among the tribes. However, there was a fair amount of documentation among European invaders, many of whom kept journals of their travels. In California, Don Pedro Fages led a Spanish expedition into the territory during the late eighteenth century. He wrote in his diary of homosexual practices among the indigenous populations he encountered, describing Indian men who, both here and farther inland, are observed in the dress, clothing, and character of women- there being two or three such in each village. In 1722, a French explorer, Claude-Charles Le Roy, also called Bacqueville de La Potherie, described that among the Iroquois, there was an awareness of a third gender in other tribal groups. He said, Perhaps these male Iroquois are so horrified by [doing] women’s work because they have seen among the nations of the south some men who act like women, and give up men’s clothing for those of women. You see this very rarely among the Iroquois and they condemn this way of life by the light of Reason. It is likely that the group he referred to was the Cherokee Nation. A fur trader named Edwin T. Denig spent two decades with the Crow Nation in the early 1800s, and wrote that men who dressed as women and specialized in womens work were accepted and sometimes honored... Most civilized communities recognize but two genders, the masculine and feminine. But strange to say, these people have a neuter. Denig also wrote of a woman who led men into battle and had four wives. It is likely he was referring to a warrior known as Woman Chief. She was adopted by the Crow at age ten, and by all accounts was a tomboy, and only interested in male pursuits. Her adoptive father, whose sons had all been killed, encouraged her, and when he died, she took over his lodge and led men into battle against the Blackfoot. Details of Woman Chiefs exploits were chronicled by traders and other contemporaries, and it was generally acknowledged that she was a Two Spirit. Although the term Two Spirit itself is relatively new, the concept is not. There are numerous tribal-specific names, traditions, and roles among the different Native nations. The Lakota winkte were viewed as people who were neither male nor female, and whose androgyny was an inborn character trait, or the result of a sacred vision. They often occupied a distinct spiritual role in the community, fulfilling ceremonial duties that could not be performed by individuals who were male or only female. The winkte took on roles as seers, medicine people, healers. During times of battle, the visions of a winkte could guide warriors into their fight, and help determine steps taken by war chiefs. Among the Cheyenne, the HÄ“Ä“ mÄÆ'n Ä•h held a similar position. They accompanied warriors into battle and treated wounds after the fighting had ended, and cured the sick during times of peace. Wewha was a Zuni two-spirited person, or lhamana, who lived in the nineteenth century. She performed historically masculine spiritual and judicial roles, such as guiding religious ceremonies and serving as a mediator in disputes. However, she also spent time on traditionally feminine activities- sewing dresses, making pottery, weaving baskets, and other domestic pursuits. Controversy Over Scholarship There is some controversy in the Native community about Two Spirits- not about their existence, but about the modern notion that Native peoples historically described LGBTQ folks as two-spirited and celebrated them as healers and shamans. Mary Annette Pember, who is a journalist and member of the Ojibwe Nation, says that while Two Spirit is some empowering terminology, it also comes with some questionable scholarship. Pember points out that Native culture is based upon oral tradition, and much of what has been decided by anthropologists is based upon the writings of European conquerers, painting all Native tribes with the same brush. She says: [This] conveniently overlook[s] distinct cultural and language differences that Native peoples hold crucial to their identity... Years of colonization and appropriation by European invaders, as well as the well-intentioned religious hegemony that demonized our spirituality and way of life... has made Indian Country much like the rest of rural America in terms of enlightened treatment of LGBTQ folks. In fact, some tribes  have created laws  specifically banning same-sex marriage. Gender-variant individuals have a hard way to go, in and out of Indian Country. Although not all indigenous tribes viewed Two Spirit people the same way, overall it does appear that they were accepted as a perfectly routine part of the community. In general, each individual was judged for their contributions to the tribe, rather than for conformity to rigid gender roles. Two Spirits Today Jean Decay attends the Two-Spirit Pride Party at the Inaugural Indigenous Peoples Day Celebration. Chelsea Guglielmino / Getty Images Todays Two Spirit community is actively taking both new and traditional spiritual roles in their various nations. Tony Enos, of  Indian Country Today,  points out that Claiming the role of Two Spirit is to take up the spiritual responsibility that the role traditionally had. Walking the red road, being for the people and our children/youth, and being a guiding force in a good way with a good mind are just some of those responsibilities. He adds that service to the elders and youth of the community is an important part of maintaining the old cultural traditions. Modern Two Spirits publicly embrace the mixture of masculine and feminine within them, and there are Two Spirit societies all over North America. Gatherings, including powwows which are open to the public, are held regularly as a way of not only building community, but also of educating non-Natives about the world of the Two Spirit. Todays Two Spirits are taking on the ceremonial roles of those who came before them, working to facilitate spiritual events in their communities. They also work as activists and healers, and have been instrumental in bringing GLBT health issues to the forefront among the hundreds of Native tribes. By bridging the gap between gender roles and indigenous spirituality, todays Two Spirits are continuing the sacred work of their ancestors. Sources Estrada, Gabriel. â€Å"Two Spirits, Ndleeh, and LGBTQ2 Navajo Gaze.†Ã‚  American Indian Culture and Research Journal, vol. 35, no. 4, 2011, pp. 167–190., doi:10.17953/aicr.35.4.x500172017344j30.Leland, John. â€Å"A Spirit of Belonging, Inside and Out.†Ã‚  The New York Times, The New York Times, 8 Oct. 2006, www.nytimes.com/2006/10/08/fashion/08SPIRIT.html?_r0.Medicine, Beatrice. â€Å"Directions in Gender Research in American Indian Societies: Two Spirits and Other Categories.†Ã‚  Online Readings in Psychology and Culture, vol. 3, no. 1, 2002, doi:10.9707/2307-0919.1024.Pember, Mary Annette. â€Å"Two Spirit Tradition Far From Ubiquitous Among Tribes.†Ã‚  Rewire.News, Rewire.News, 13 Oct. 2016, rewire.news/article/2016/10/13/two-spirit-tradition-far-ubiquitous-among-tribes/.Smithers, Gregory D. â€Å"Cherokee ‘Two Spirits’: Gender, Ritual, and Spirituality in the Native South.†Ã‚  Early American Studies: An Interdisciplinary Jo urnal, vol. 12, no. 3, 2014, pp. 626–651., doi:10.1353/eam.2014.0023.

Reforming America 1815-1860 Essay Example | Topics and Well Written Essays - 1500 words

Reforming America 1815-1860 - Essay Example She was a staunch defender of the true message and essence of the Declaration of Independence. As others saw the independence movement as the liberation of the American people from the colonial government and the dominion of great American men in shaping the nation’s early history, women activists such as Girmke were critiques of men’s monopoly over the political affairs of the country. She published her letters in 1838 during the administration of President Martin Van Buren of the Democratic Party. The historical context of her letters was indeed important because the existing federal government supported the policy of slavery in the southern states. Girmke’s letters, in line with the liberal principles of the Abolitionist movements, were justifiable as women were looked down upon not only in terms of political field but also in the society. The collection of Girmke’s letters was addressed to the president of the Boston Female Anti-Slavery Society, Mary S . Parker. In this respect, the prominent activist was addressing her concerns to the whole women population of the American nation who, like her, experienced discrimination and oppression based on gender biases.2 In her first letter to Parker entitled â€Å"The Original Equality of Woman†, she admits that according to the Bible God (Jehovah addressed in her letters) created man as the resident and caretaker of His Paradise. This means that man is superior to all living things including animals, plants and others that dwell in the world. However, the Scriptures tell that the opposite sex is not an inferior being to man. God created woman second to man in this chronological order alone, but never second in God’s favour. Girmke goes on by citing Biblical stories to defend her thesis. She retells the case of Adam and Eve as her example. She argues that Adam and Eve fell into sin and damnation but never from equality. The author admits that it was woman who commits sin firs t and influences man into temptation by following her example of eating from the Tree of Knowledge. Therefore, man and woman worked hand-in-hand in their decline from God’s Word. Inequality and bias towards men would only be justified if Adam had scolded Eve in her succumbing to temptation and ultimately if Adam had persuaded Eve to repent and ask God for forgiveness.3 In her second letter to Parker entitled â€Å"Woman Subject only to God†, Girmke deepens her argument not only with the illegitimate construct of man dominating the woman but also with the thought that woman was never subject to man’s obedience. She argues that before the establishment of a patriarchal society, the Scriptures themselves manifest that woman was created as an independent being, free from the clutches of men.4 Clearly, the examples of Girmke’s letters take evidence from the Scriptures which make her thesis more compelling due to the gravity of the Holy Word. She makes use of B iblical cases that clearly show that from the very beginning, there was no formal or official establishment of a patriarchal society. She makes it clear that God had created man and woman in equal terms and was supposed

Jessica Banks Case Essay Example | Topics and Well Written Essays - 500 words

Jessica Banks Case - Essay Example ame, it has to be understood that Haywards has not said that Banks cannot have access to the data she had generated, and she can still try to get a copy with his consent if she approaches this issue in a more mature way. Secondly, it has to be discussed whether Bank has a right to continue with the research which she has been working on in Haywards lab even after she quit that job and joined in another institution (Bebeau 24). In that case, the contribution of the student and the mentor have to be assessed regarding the generation of the data before a decision is made (Bebeau 24). Also, the spirit of research has always been that of a collective effort (Bebeau 24). Thirdly, it has to be decided how she could maintain her independence and at the same time, her collegiality and her personal integrity regarding this issue (Bebeau 25). Both these interests seem to be mutually conflicting in this particular context Bebeau 25). Here, the major thing is that usually the mentors role has the risk of being undervalued by beginner researchers (Bebeau 25). And also, a researcher needs to have the support of the mentor to pursue a successful career on a long term basis (Bebeau 25-26). Finally, in this part of solving the problem, Banks is faced with another conflict in which she has to decide whether she should fulfill her obligation to respect her mentor at the cost of loosing her research data generated so far or whether she should refuse to obey her mentor and fulfill her perceived obligation to warn other students who have a possibility to be in a similar situation (Bebeau 26). As far as this question is concerned, the basic premise has to be that the mentor should clearly communicate to the students, the legal obligations regarding the research work and the student should also try to learn such matters in the beginning of the research itself (Bebeau 26). In Bebeaus four-part approach, the second aspect of the problem lies in determining who the interested

Benefits of Flexible Working Hours

Benefits of Flexible Working Hours 6. Literature Review 6.1 Definitions Janssen and Nachreiner (2004) defined Flexible Working Hours as involving a continuous choice on behalf of employers, employees or both, regarding the amount (chronometry) and the temporal distribution (chronology) or working hours. â€Å"Arrangements that allow employees to have a more variable schedule as opposed to complying with the standard 8-hour workday† (Janssen and Nachreiner, 2004) According to the definition of Handbook on Alternative Work Schedules, Flexible hours are referred to as the times during the workday, workweek, or pay period within the tour of duty during which an employee covered by a flexible work schedule may choose to vary his or her times of arrival to and departure from the work site consistent with the duties and requirements of the position. Flexible working hours is also defined as a system of attendance whereby individual employees select their starting and finishing times from day to day, subject to the concurrence of the work unit in which they work and to specified conditions. A system in which employees can start or stop work at different hours of the morning or evening provided that they work a certain number of hours per day or week (http://www.hrdictionary.com/definition/flexible-working-hours.html). According to the definition of Technical staff, Southern Cross University, flexible working hours are work schedule in which employees can use their own discretion as to the time on the job as long as they complete the specified number of hours within a work period that is, one month, one week, or one day (Barker, 1999). It is a system of working a set number of hours with the starting and finishing times chosen within agreed limits by the employee (www.oxfordreference.com) Christensen and Staines (1990) defined this as an arrangement provides employees with some limited discretion as to the starting and stopping times for their work day, while requiring a standard number of hours to be worked within a given time period. Flexible working hours refers to the practice by employers of allowing employees to vary their attendance pattern. Variation is usually in terms of start and finish times, as well as hours per day. Flexible working hours are often referred to as flexi time. Employees working flexible hours are able to use flexi time credit to take time off without reducing other leave credits. Flexible working hours are usually subject to a number of operating rules (Transport strategy, Adecision makers guide book). ‘Flexible working hours are also defined as working time arrangements allowing a continuous choice regarding the duration and the temporal distribution of working time for both the employee and the employer (http://www.eurofound.europa.eu/ewco/2006/05/DE0605NU4.htm). A simple deviation from the standard working time is not seen as sufficient for a distinction. The definition intends to exclude shorter but regular working time arrangements such as part-time work or deviating but regular working hours such as shift work (http://www.eurofound.europa.eu/ewco/2006/05/DE0605NU04.htm). 6.2 Why flexible working hours are implemented? Flexible working conditions are becoming increasingly common within modern economies, and in many countries legislation has been introduced enabling certain groups of employees to request flexible working. For example, Scandinavian countries in particular grant extensive flexible working rights, such as parental leave, flexitime and other family friendly provisions to employees (Brandth, 2001). Flexible working arrangements are increasingly offered by organizations in order to remain competitive through the recruitment and retention of top performing employees. These arrangements aim to be a win/win situation for the organization, by way of increased productivity and loyalty, and for the employee through work life benefits. The introduction of flexible working allows employees to have greater control over their work life balance, and can act as an important tool in the organizations recruitment and retention process. Flexible working is one device that employers can use to attract a more diverse workforce, allowing them to compete in the war for talent( Management Brief Report). Some forms of flexible working schedules such as part-time work, compressed work weeks, annualized hours, and flexitime have a long history and have traditionally been introduced largely to meet employer needs for flexibility or to keep costs down, though they may also have met employee needs and demands (Dalton Mesch, 1990).These and other flexible arrangements are also introduced ostensibly to meet employee needs for flexibility to integrate work and family demands under the banner of so-called family-friendly employment policies (Harker, 1996; Lewis Cooper, 1995). Often a business case argument has been used to support the adoption of flexible work arrangements; that is, a focus on the cost benefits (Barnett Hall, 2001). Other contemporary drivers of change include increased emphasis on high-trust working practices and the thrust toward gender equity and greater opportunities for working at home because of new technology (Evans 2000). Nevertheless, despite much rhetoric about t he importance of challenging outmoded forms of work and the gradual association of flexible working arrangements with leading-edge employment practice (Friedman Greenhaus, 2000), the implementation of these policies remains patchy across organizations (Glass Estes, 1997). Since 2003 the right to request flexible working conditions has been granted to all UK employees with children aged less than six years or to those with caring responsibilities (BERR 2008). This right has recently been extended to employees with children aged up to 16 years (BERR, 2009). Many of these legislative changes have been explicitly or implicitly underpinned by the assumption that flexible working will have positive effects on employee adaptability, performance (Artazcoz 2005), work-life balance and health (MacEachen 2008). In a number of low and middle-income countries flexible working hours is a relatively new concept which tends to be restricted to large multi-national companies. Paul Ashton, mobility solutions support manager at Logsys, discusses the work anywhere, anytime, on any device implications of flexible working. Following the introduction of new UK legislation in April 2003 with regards to offering employees with young or disabled children flexible working options, there have been massive developments in the way in which organisations operate. Two years on, the ideas behind flexible working are still being discussed, experimented with and tentatively accepted throughout the UK. At the forefront of this movement is the objective of providing employees with a suitable work/life balance and key to its success is supporting this through achieving more profitable business practices. Flexible working is all about working in real time. It is about mobilizing work forces and giving individuals the freedom and ability to work any time, anywhere, using any device. It is about enterprise-wide access to information, applications and data and the ability to util ize these items as and when they are needed. For employees it means home working abilities and potentially improved work/life balance. It should also mean easier working, more effective methods and processes, and the ability to work smarter to achieve more. For employers it means maximizing efficiency to achieve more through the same resources. It means improved employee retention and improved services for customers- which in turn means increased competitiveness and greater profitability. 6.3 Kinds of flexible hour work practice Flexible work arrangements can take on a variety of characteristics, ranging from staggered working hours to remote, off-site work areas. Within the Flexible work arrangements themselves, employers often provide additional flexibility (e.g., selecting the time of day when staggered working hours begin) and/or offer various options for Flexible work arrangements in order to provide even greater flexibility to their workforces (www.clc.executiveboard.com). Compressed working weeks â€Å"Any system of fixed working hours more than 8 hours in length which results in a work week of less than 5 full days of work a week† (Tepas,1985). This standard definition includes the most obvious examples with 9, 10 or12 hours a day, and a normal full-time working week of 36 to 42 hours. Twelve-hour shifts are particularly controversial. In recent years, as Hoekstra, Jansen Van Goudoever (1994) report for the Netherlands, â€Å"there has been increasing variety in working patterns. The compressed working week is one of the many possible arrangements for working hours. This increasing variety can be attributed to the desire for greater flexibility in working hours. Tepas (1985) have listed the potential advantages of the compressed workweek as follows: Increased possibility for multi-day off-the-job leisure and care activity A reduction in commuting problems and costs Fewer workdays with no loss of pay A regular, steady workweek Ease in covering all jobs at the required times More time for scheduling meetings or training sessions Increased opportunity for communication within the organization Increased opportunity for communication with other organizations Decrease in start-up and/or warm-up expenses Fewer supervisory personnel may be needed More efficient stock flow for assembly-line operations Less night work Increased production rates Improvement in the quantity or quality of services to the public Better opportunities to hire skilled workers in tight labour markets Flexi time Ronen (1981) described Flextime (also called flexible working hours) as a type of flexible work arrangement that allows employees to vary their work schedules, within certain ranges and dimensions, according to their differing needs (). Unlike other flexible work arrangements, flextime focuses exclusively on the work schedule and does not alter the location of work or the total number of hours worked. Although there is no truly standard work schedule, the traditional workday is defined as a forty-hour week, from 9:00 a.m. to 5:00 p.m., Monday through Friday (Catalyst, 1997). Flextime allows employees to break from the standard work schedule by starting the work day early and ending early, starting late and ending late, or taking breaks during the day and making up the time at the beginning or end of the day. Some flextime options allow employees to work extra hours on one day to make up for shortened hours on another day. Golembiewski and Proehl, (1978) and Christensen and Staines (1990) have been identified several key dimensions of flextime, such as core hours (the daily hours during which employees must be at work), bandwidth (the earliest and latest starting and stopping times to which employees can adjust their schedules) and schedule flexibility, which is the ability to change starting and stopping times from day to day and week to week without prior approval from supervisors. A study by Hill, Hawkins, Ferris and Weitzman (2001) found that perceived flexibility in the timing and location of work was positively related to work-family balance, and that the greater the extent of such flexibility, the more the employees were able to work a greater number of hours without harming their work-family balance. Another study found a direct effect of flextime on work-family conflict (Shinn, Wong, Simko, Ortiz-Torres, 1989). Several studies have found that flextime is related to outcomes indicative of work-family conflict. For example, Ralston (1989) found that employees were better able to juggle work and family demands after flextime was implemented and Bohen Viveros-Long (1981) found that flextime reduced stress among parents. Thomas Ganster (1995) found that flextime was directly related to perceived control over work and family, and it was indirectly related to work-family conflict. Annual-hours contracts annual-hours contracts are contracts of employment where the total hours to be worked in a twelve-month period are specified, rather than the weekly hours. This provides employers with the flexibility to devise a shift system to ensure continuous operations. Traditionally annualized hours were adopted in the manufacturing sector, but increasingly it is a popular system for organizing work time in the service sector, especially where twenty-four-hour, seven-day-week services are provided (http://www.jrank.org/business/pages/39/annual-hours-contracts). Job Share Job sharing is an arrangement where two or more employees share the duties and responsibilities of a single full time job. Each job sharer has broadly the same responsibilities, although their contractual terms and conditions of employment may differ. Job-sharing is common now across a range of occupations, including professions such as GPs, accountants and managers. This is an option that women may prefer as a way of returning to work after maternity leave. The employer benefits as it retains valuable skills within the organization, encourages retention and often results in greater productivity (www.clc.executiveboard.com). Self rostering â€Å"Flexible rostering is where each rostering period is planned individually (typically 4 -6 weeks at a time). Shifts are allocated on the basis of manning requirements which reflect anticipated demand patterns, as well as myriad other rostering parameters, including staffs preferences for off-duty† (Silvestro Silvestro, 2000). Thornthwaite Sheldon (2004) described that employee self-rostering systems enable individual employees to tailor working hours to maximize their compatibility with domestic responsibilities. Such rosters would allow employees to choose to work mornings, afternoons or school hours only, or some combination of different hours each day. Self-rostering means that a group of employees make work schedules by themselves. This is based on a company time frame determined by the employer in which the quantitative and qualitative demands have to be met. By designing the work schedules, the employees determine their own starting and ending time duration of their services and are supposed to create a dialogue to synchronize the individual wishes with the requirements set by the employer (Zeggenschap, 2008). Part time work Employees with a part-time work arrangement typically follow one of the following schedules: Work a reduced number of hours per day, five days per week Work eight hours per day, less than five days per week Employers are increasingly providing part-time employees with many of the same benefits provided to full-time workers particularly smaller employers that want to attract candidates but do not need many full-time workers. As with flextime, some states mandate that part-time work be available for women returning to work after a pregnancy (www.clc.executiveboard.com). 6.4 Benefits of flexible hours working arrangement. Both employees and employers alike can benefit through the utilization of flexible work practices. Flexible work arrangements can help to improve recruitment and retention, assist in managing workloads and in boosting employee satisfaction. The Department of Trade and Industry (DTI), U.K. guidelines for employers and employees state that flexible working opportunities benefit everyone: employers, employees and their families (www.dti.gov.uk, Flexible Working). For individuals, the opportunity to work flexibly can greatly improve the ability to balance home and work responsibilities. The DTI guidelines provide examples of the following flexible working schemes: Annualized hours describes working time organized on the basis of the number of hours to be worked over a year rather than a week; usually to fit in with peaks and troughs of work. Pay will depend on the hours worked each pay period. Compressed hours allow individuals to work their total number of agreed hours over a shorter period. For example, employees might work their full weekly hours over four, rather than five, days. They would be paid for a full-time job but would not receive overtime payments for any agreed extra hours worked during a day. Flexi time gives employees choice about their actual working hours, usually outside certain agreed core times. Individuals are paid for the hours that they work. Home-working doesnt have to be on a full-time basis and it may suit an employee to divide their time between home and office. Individuals are paid according to the hours that they work. Employers are required to carry out a risk assessment of the activities undertaken by home-workers, identifying any hazards and deciding whether enough steps have been taken to prevent harm to them or anyone else who may be affected by the work. Job-sharing typically involves two people employed on a part-time basis while working together to cover a full-time job. Both receive pay for the hours they work. Shift working gives employers the scope to have their business open for longer periods than an eight-hour day. Agreed flexible working arrangements may lead to a shift premium payment not being required. Staggered hours allow employees to start and finish their day at different times. Pay depends on hours worked in total rather than the time at which they were worked. Term-time working allows employees to take unpaid leave of absence during the school holidays. Bond et al, (2005) The Families and Work Institute report, When Work Works, states that employees who are provided with flexibility in their work are more likely to: Be engaged in their jobs and committed to helping their company succeed; Intend to remain with their current employer; and, Feel satisfied with their jobs. The positive work-life balance effects of flexible working are probably the best known and most frequently cited advantages. Aiming for a greater balance between demands from within and outside the workplace is often the driver for individuals to seek such arrangements. The interplay between employee wellbeing, work-life balance and performance brings into play factors such as organizational commitment, enthusiasm, energy and satisfaction. Flexible working arrangements, such as flexitime and teleworking, are becoming more common in industrialized countries but the impacts of such flexibility on employee health and wellbeing are largely unknown. Several studies have highlighted the beneficial effects of employee-negotiated flexible working on health and wellbeing, such as reduced stress and stress-related illnesses, reduced sickness absence and improved work-life balance, including time spent with children and marital satisfaction (MacEachen 2008). Kerry et al (2010) examined the health and wellbeing effects of flexible working arrangements which favour the worker as well as those dictated by the employer (for example, fixed-term contracts or mandatory overtime). The findings of this review tentatively suggest that flexible working interventions that increase worker control and choice (such as self-scheduling or gradual/partial retirement) are likely to have a positive effect on health outcomes, including improvements in physical health (reduced systolic blood pressure and heart rate), mental health (e.g. reduced psychological stress) and general health (e.g. tiredness and sleep quality) measures. Importantly, interventions which increased worker flexibility were not associated with any adverse health effects in the short term. In contrast, interventions that were motivated or dictated by organizational interests, such as fixed-term contract and involuntary part-time employment, found equivocal or negative health effects. Kandolin (1996) reported significant reductions in tiredness during the night shift when comparing intervention and control group participants. Smith (1998) demonstrated improvements in mental health, sleep quality on day shift, sleep duration on night shift and alertness during night shift in the intervention group compared with the comparison group. Viitasalo (2008) found statistically significant decreases in systolic blood pressure and heart rate for workers with flexible scheduling compared with those in the control group. A study which was performed by Cranfield University, found that the intuitive expectation that the employee who is better able to integrate work and non-work will experience enhanced wellbeing. Indirectly, this positive association impacts on performance, with employees in a sense ‘repaying their organization with improved levels of motivation and drive. Some employees who had become accustomed to working flexibly expressed unwillingness to move back to a more traditional pattern, linking their flexible arrangement to reduced pressure and stress. There was abundant evidence of individuals adapting their working arrangement over time to meet both changing job demands and evolving demands from the home, and great value was placed on the personal control to meet needs from both domains which was afforded by their flexible working pattern. So flexibility is highly valued, but does not remain static over time (www.workingfamilies.org.uk). Stress is linked to wellbeing and work-life balance, and here the picture is less clear. Flexible working could be seen as a positive measure which helped reduce workplace stress through reducing hours, cutting down on commuting time and minimizing work overload. However, it could also be a source of stress, if a reduction in hours meant that employees struggled to achieve objectives which had not been appropriately reduced to match such a change. This reinforces the message that flexible working needs to be well designed to succeed, particularly in the case of reduced hours work where the required tasks of the role should reflect the hours available (www.workingfamilies.org.uk). This study at Cranfield University also focused on the impact on employees performance related to the flexible working schedule. It has found that individuals and their managers felt positive 61% and 45% respectively. A similar number of managers 43% felt that there was no impact either way from flexible working. Only a small proportion of respondents indicated that flexible working had a negative impact on the quantity of work of either the flexible workers themselves or their co-workers. Flexible work allows people to make changes to the hours or times they work, and where they work. It helps people organize their careers to accommodate other commitments, and to manage transitions in and out of the workforce. For flexible work to be described as â€Å"quality†, these changes must not adversely affect income, career progression, availability of scheduled leave or access to desirable employment for those who take it up. For an arrangement to be considered truly flexible it must provide the employee with the means to manage his or her work while managing other commitments, and without adversely affecting the business. In addition, â€Å"quality flexible work† provides benefits for both employees and employers. Benefits for employees may include increased opportunities for families to spend â€Å"quality time† together and greater ease for family members to combine paid work and family responsibilities, while benefits for employers include addressing skills shortages and increased staff retention and loyalty (Fursman, 2009). Employee driven flexibility is widely regarded as a measure that can reduce work-life balance conflict. For example, in New Zealand, research by the Department of Labour (2008) found that employees who reported a particular FWA was available to them were more likely to rate their work-life balance highly. This is supported by research by the Families Commission showing that 88% of survey respondents who had a lot of flexibility were satisfied with their work-life balance, compared to 52% of respondents who had little or no flexibility (Families Commission, 2008). Statistics New Zealand data also shows that among employed people; those that did not have flexible hours in their main job were more likely to be dissatisfied or very dissatisfied with their work-life balance (Statistics New Zealand, 2008). Similarly in Australia, a 2008 survey found that employees without FWAs were more likely to experience work-life balance conflict (Pocock et al, 2009). Fursman and Zodgekar (2009) studied the Impacts of Flexible Working Arrangements on New Zealand Families. The findings of this research suggest that many family members have access to flexible work arrangements, and that such arrangements provide significant benefits for them and their families, including less stress and pressure and more opportunities to spend time together. Flexible work arrangements can also allow family members to meet their care responsibilities while maintaining their participation in the paid workforce. The arrangements wanted and needed by families changed as their families changed; for example, as children reached school age, or older family members became increasingly more dependent. A range of studies associate flexible work arrangements with positive outcomes for employees. This includes a positive impact on employees perceptions of job quality (Kelliher Anderson, 2008), increased job satisfaction and reduced leaving intentions (Forsyth and Polser-Debruyne, 2007), enabling families to spend more time together, and reducing stress and pressure (Families Commission, 2008). Gill et al(2007) studied the incidence and impact of flexible working arrangements in smaller businesses. In this study, positive impacts of flexible work arrangements in recruitment and retention, enhanced employee relations, commitment and loyalty are found, together with disadvantages of operational problems and administrative burdens. William et al (1981) have found that the flexi time did not support the traditional flexi time consequences for work satisfaction or leisure satisfaction. However, employees working under a flexi time schedule reported certain other improvements, including easier travel and parking, a smaller amount of interrole conflict, a greater feeling of being in control in the work setting; and more opportunity for leisure activities. 6.5 Limitations of implementation of flexible working hours Hayman (2009) has revealed that the attitudes and expectations of co-workers and employers intermingled with issues about fairness, managerial support, feelings of guilt, and career impacts are particular barriers to flexibility. And also he found that the availability of flexible work options alone may not be enough to influence work-life balance outcomes for employees and that perceived usability is critical. A UK study by Waumsley and Houston (2009) also found that perceptions play a significant role with study participants perceiving that flexible working is detrimental to work performance and career progression. This was despite participants recognizing that flexible working delivers work-life balance benefits. Organizational policies on flexible work cannot be fully effective without real support and commitment from management in implementing and applying these policies. Managers need to encourage and actively support the use of flexible arrangements, and organizations need to actively support managers in making flexible working arrangements part of the normal operating environment. Managers need to be provided with appropriate resources, training and time to appropriately assess all requests for changes in work arrangements. Some adjustments to work organization may be necessary, such as scheduling meetings when all staff can attend (Equal Opportunity for Women in the WorkplaceAgency;http://www.eowa.gov.au/Pay_Equity/Files/Recommendations). Organizations also need to ensure that all employees who are using flexible work arrangements are accepted and respected as valued and committed employees. Such employees should be included in all training and professional development opportunities and given the opportunity for promotion on the same basis as all other employees. A critical part of a flexible work culture is ensuring that employees understand and work within an environment of mutual trust and obligation. Employees must have a strong commitment to the success of any flexible work arrangement. Employees on flexible work arrangements must maintain work and performance standards and ongoing communication between employees and their supervisors is essential. Employee engagement in the success of flexible work arrangements will maximize benefits for both the organization and the employee (Equal Opportunity for Women in the WorkplaceAgency;http://www.eowa.gov.au/Pay_Equity/Files/Recommendations) Research by the Families Commission; found that a perception of unsupportive workplace cultures; a perceived impact on career progression and reduction in income; and a perception that flexibility was only available to highly valued employees were among the barriers experienced by employees (Families Commission, 2008). It also found that flexibility could also lead to guilt about taking time off and employees working harder and doing longer hours than might ordinarily be the case (Families Commission, 2008). A recent smaller study of firms in the New Zealand accounting sector noted the impact of traditional values and culture within the sector that work against flexibility (Ministry of Womens Affairs, 2010). This includes a culture of long hours and at partnership level, a perception that being a partner and caring for children were mutually exclusive (Ministry of Womens Affairs, 2010). Work-life balance issues including Flexible Working Arrangements have a significant gender dimension (Fursman, 2008). Fursmans 2008 review of literature usefully summarizes some of the key issues emerging as including: The significance of gender differences in the industries and occupations that women and men work in, with different occupations affording different opportunities to access Flexible Working Arrangements. A range of literature discusses gender differences in decision-making about career choices with women more likely to make decisions based on accommodating family needs. Differences in the availability of Flexible Working Arrangements, both in the UK and New Zealand, with women more likely to request arrangements affecting their total number of hours worked where as men were more likely to request forms of flexibility that had no effect on income and earnings. Research revealing differences between men and womens perceptions of work with women more likely to place weight on putting family needs before work (Fursman, 2008). Social policy journal of New Zealand mentioned about a research showed that there were a number of barriers preventing the take-up of flexible working arrangements, with many of these resulting from employee perceptions that using flexible work arrangements would not be supported by their employers. The lack of available arrangements in particular workplaces was an obvious barrier; however, other barriers centered on negative employer attitudes, both perceived and actual, to requests for flexible work. Employees reported that they did not use flexible work arrangements because doing so would have a negative impact on career progression and negative financial consequences (parti