Staffing Handbook Case Study Example | Topics and Well Written Essays - 2500 words

Staffing Handbook - Case Study Example R&W Barbers Human Resource Department regularly reviews job titles and job descriptions for the positions we have available. This gives a more accurate account of the expectations we have for our associates. Position Duties: Duties include but are not limited to, giving up to date haircuts, classic razor shaves, scheduling appointments, making business contacts, and other added duties required to maintain a proper work environment. When we can, R&W strives to hire from within. When hiring in house, people have prior knowledge of the expectations of the company and what our standards are. It also promotes a culture of team work and loyalty. Standard barber/hair stylist position open. Must perform haircuts and shaves, make appointments, and other duties needed to perform tasks. Must have required qualifications in cosmetology and one year prior experience. If the position is not filled within a sufficient amount of time, up to 7 days or no more than 14, the job will be posted on our website for the public to view. The public post is similar to the internal post. The exception would be education, training, and experience requirements will be specified in detail. Any and all applications will be posted for managers to review, through the company intranet. All applications have a disclaimer stating that the information provided is truthful. It also contains a signature and date line. While the applications are online, they will be printed and signed at the time of hire. Applications are a type of legal form, treat them as such. R&W Barbers utilizes our website to collect and store applications. Applications, through this online process, automatically verify that the forms are complete. Completed applications are then open for managers to review. Applications will be printed and signed when an applicant is hired. This form is to be stored in the employee’s file. Again, an application is a legal form.

Conference and Events Management Reflective report on log book entries Essay

Conference and Events Management Reflective report on log book entries - Essay Example Customer satisfaction is the key element in terms of event or conference management organizations. Restaurants and hotels can achieve huge success by satisfying the customers need with quality customer services. The organization has successfully implemented the customer relationship management process in the organization. After evaluating and analyzing all the issues and actions, it can state that effective customer satisfaction and high organizational ethics can make an organization successful within a hospitality industry. Introduction A logbook is a kind of book that helps to record the readings of an event. This is a reflective report of the conference and event management logbook entries. The logbook contains the records of several conferences and events in an event management organization. There are several elements those need to implement in order to make the conference or event successful. A logbook is necessary in event management activities. By the help of logbook, an emplo yee or a manger in an event management company can understand the significance of the procedures or strategies in previous events. Moreover, it helps to evaluate and analyze the action plans of several events. This evaluation and analysis help the managers or the employees to undertake better strategies for the future events and conferences. ... Moreover, the manager was informed about this booking in order to do the double check with the guests. After this, the booking of those persons got confirmed. On 3rd September, a guest from the office came to see the arrangement for the official party. He was shown and explained about the sections of the restaurant. After observing every section of the restaurant, the guest has decided that, they will sit in the section number 3 for the 5th September’s party. Finally the day comes. The employee has the shift till 3 pm. Therefore, the manager had asked the employee to make required arrangement and set up tables for 24 people before 3 pm. The employee has arranged another birthday party on 10th September. It was all about arranging a buffet for 35 guests. The employee had monitored and controlled every single aspect acting as the host of the party. The party has got a successful outcome. The guests had given positive feedback in terms of services and arrangements. The guests wer e satisfied by the customer service. The employee had arranged another birthday party on 19th October. It was a party of 28 people. A lady was celebrating her husband’s 30th birthday. Two other employees had co-operated him to arrange and monitor the party. The employee had to take care of the birthday cake. The lady wanted to serve it before the desert round. On the same day, the manager had asked the employee to check each and every aspect of the restaurant. The health officer had wanted to check the facilities of the restaurants on the health related issues. However, the employee had received a feedback on 20th October about the service and arrangement of the previous night’s birthday party. Analysis of the Results After evaluating

Projection & people Essay Example for Free

Projection people Essay The way a person projects him r herself affects how people perceive him or her as an individual. A person can either have a positive or a negative self-image. In the workplace, a poplar employee has a positive self-image and high self-esteem while an unpopular one has a negative self-image. People live through each day trying to project a positive self-image. Self-image is how one views himself, which includes the strengths and weaknesses that a person believes he or she has (Selk and Wilkins 69). For other people, self-image is about self-impressions that can give them confidence with regards to their actions and thoughts. If a person projects a positive self-image, he or she will be perceived by people around him or her as a capable person (â€Å"What is Self-Image? †). Self-image is related to self-esteem; wherein the latter is about believing that one is capable, lovable, and treats other people with respect (Clarke xi). Having a high self-esteem can affect the person, as self-esteem can affect how he or she feels about him or herself. Self-esteem can also make someone look good, productive, and effective (Clarke 5). All these things can contribute to the happiness of the person (â€Å"What is Self-Image? †). This is especially true in the workplace. There would always be someone who rises above the rest, and then there would be someone who might as well have seemed invisible. This has something to do with the way that a person projects him or herself towards other people. Self-image and self-esteem can make people stand out. A person who has a positive self-image is happy, has a healthy self-esteem, and feels independent and competent. Some people would say that image is everything. The manner at which someone sees him or herself is an important aspect that can influence his or her behavior and how that person relates to the people around him or her. A popular employee in the workplace exudes a positive self-image and self-esteem which then attracts other people. Researches have shown that self-image can affect one’s job performance. There are some people whose work ethic was influenced by self-image. Others found out that once they change their negative self-image into a positive one, it can help them get through tough times at work. Having a positive self-image can also eliminate any negative thought and doubts. Those who have a positive self-image believe in themselves and in what they can do. They can also turn away from things that could pull them down (Selk and Wilkins 75). An employee whom nobody seems to notice has the opposite characteristics. Having a low concept of self-image has adverse effects. This employee doubts him or herself and the things that he or she can do. This is because there is no one to praise the person’s achievements. Many of unpopular employees are also treated inferiorly by others. This in turn leads them to lose confidence on their abilities. Also, they will tend to make self-debasing comments. Researches have also pointed out that these people are at risk of depression (â€Å"Self-Image†). People do not approach someone of these characteristics because he or she has no confidence and projects him or herself negatively. Furthermore, a person with negative self-image does not have much confidence in relationships. Thus, he or she does not have many friends (Perera). Self-image is how one perceives him or herself. It is an important aspect for people to improve their job and relationships. A person who projects him or herself positively will be liked by everyone. This person possesses positive thoughts and feelings. A person with negative self-image, on the other hand, tends to be ignored in the workplace because he or she projects negatively to others. This kind of individual has low opinion of him or herself and of his or her own performance; and as such, this person tends to be treated inferiorly. Works Cited Clarke, Jean Illsley. Self-Esteem: A Family Affair. United States: Hazelden, 1998. Perera, Karl. 2008. â€Å"Self-Image – What does it Mean? † More Self-Esteem. 17 March 2009 http://www. more-selfesteem. com/selfimage. htm. â€Å"Self-Image. † 2009. Truth Media Internet Group. 17 March 2009 http://truthmedia. com/resources/self-image/. â€Å"What is Self-Image? † n. d. Mountain state, Centers for Independent Learning. 17 March 2009 http://www. mtstcil. org/skills/image-1. html.

Japan was better prepared for World War II Essay -- Japanese History,

After Japanese victories in the First Sino-Japanese War, the Russo-Japanese War, and World War I, Japanese experience and confidence in military operations began to soar. As early as 1905, Japan had identified the United States as their primary threat and began preparations to win a war against it. Despite Japan’s vast combat experience and military buildup prior to the Pacific War, their prewar preparation was only slightly more robust than the United States and this edge was eaten away by time for three different reasons. First, Japan began the Pacific War with slight technological advantages over the United States and believed they could use higher-quality technology to defeat the quantitative numbers of a larger foe. Second, Japan created doctrine and effectively trained tactics for military operations to counter an offensive by the United States. Lastly, Japan conceived a very plausible limited strategy. Technology The Japanese began manufacturing its own aircraft just toward the end of World War I. Japan received tremendous assistance from Great Britain, United States, Germany and many other countries and private companies prior to World War II. Through this they helped guide design as well as contributed or sold Japan a steady supply of equipment and engines. â€Å"During the course of the 1930s..the Japanese aircraft industry not only began to join the technological revolution in military aircraft design and construction†¦in certain fields (they) began to take the lead.† (Evans and Peattie, p300-304) As demonstrated against China, Japan understood aircraft carriers and what type of power projection they could bring over long distances upon an enemy. (Millett, p221) In response to this opportunity, Japan develo... ...d and demoralized their enemies. (Evans and Peattie, p445) Great potential industrial capability was present in the United States when Japan attacked, however, having such a potential and successfully harnessing it to the level the Americans did was not easy. Assuming the Americans Conclusion In summary, Japan’s military buildup before the Pacific War coupled with its recent combat experience left Japan’s prewar preparation only slightly more resolute than the United States and this advantage was deleted by time. Japan’s current technological position was superior to that of America’s at the start of the war where craftsmanship generated higher-quality products to defeat quantitative numbers of a larger foe. Japanese doctrine and training were simply better. Finally, Japan’s limited strategy was logically sound and culturally acceptable to them.

Western Australia Dhufish Management

The dhufish (Glaucosoma hebraicum) is a demersal fish species endemic to Western Australia. They populate the coastal region, about 20-50 meters deep, from Shark Bay to the Recherche Archipelago but are most abundant between Kalbarri and Augusta (West Coast Bioregion, 2005, p.2). Because of their superb taste and large size, the dhufish is a prized catch for recreational and commercial fishers who have elevated the species to its current iconic status.The maximum lifespan of the dhufish is estimated at 40 years. Maximum length can reach one meter or more and weight can exceed 25 kilograms. They grow relatively fast before they reach 12 years old afterwhich growth rates slow down noticeably. The minimum legal size of dhufish is 500mm which they reach within 6-7 years (FMP No. 225, 2007, p.23)Female dhufish are ready to spawn once they are 3 or 4 years old, having reached an average length of 33 centimeters (Factsheet 3, 2007). However, female dhufish spawn the most eggs when they are older. The spawning season occurs between November to March when the waters get warm but is at its peak from December to March. Here, dhufish aggregations can be spotted in the waters.Dhufish Habitat and Current Status  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The dhufish habitat is in the waters of the West Coast bioregion considered to be a temperate oceanic zone (West Coast Bioregion, 2005, p.2). During their early life stages, dhufish occupy the hard-bottom seabed where there are plenty of sponges but as they mature, they move to low-lying reefs and then to major reefs where they are observed to be sedentary (Hesp, Potter and Hall as cited in Pagano and Fuller, 2006, p.7). This environment has been relatively invariable so that drastic changes would cause severe adaptation problems for dhufish.Current research reveals that the temperature of ocean waters and food sufficiency are crucial factors that affect the percentage of young dhufish survival or recruitment (Factsheet 3, 2 007). When conditions in the environment are at its best, dhufish recruitment is also at its highest resulting in a remarkable increase in fish population described as the â€Å"boom years†.During the past 2 decades however, boom years have been minimal. This phenomenon compounded by the increase in fishing activity due to population and tourism factors and the technological advances in fishing methods have worked together to severely reduce the local dhufish stock (Factsheet 3, 2007).The decrease in in-shore dhufish populations is especially marked in the metropolitan   coasts (i.e. Lancelin to Mandurah) where fishers now have to go farther out to sea in order to land fish. The concern over the depletion of dhufish stock grew within the past 10 years leading to the conduct of various researches and management efforts. Currently, the dhufish is classified by the Fisheries Board as Category One or highest risk (Recreational Fishing Guide, 2007).The natural mortality rate of 10% per annum has been exceeded by the fishing mortality rate of 11% per annum, objectively indicating that the dhufish are already being overexploited (Gaughan as cited in Pagano and Fuller, 2006, p.13). Because fishing mortality is based on annual fish catch, it does not even factor in the mortality due to release. A study has shown that most dhufish released die from deephooking or barotrauma (Gaughan and St. John, as cited in Pagano and Fuller, 2006, p.17). Fishing mortality has to be decreased by 50% in order to assure dhufish sustainability (FMP No. 225, 2007, p.6)Factors Affecting Dhufish StockFishing for recreation is part of the average Australian’s lifetime passions. Aside from the benefits of sport, Cribb (as cited in Pagano and Fuller, 2006) elucidates that â€Å"there is a strong cultural element of communal food gathering and sharing in Western Australia, with many recreational fishers specifically seeking fish for the consumption, rather than for non-consumpti ve sport† (p.34). Currently, it ranks fifth among 50 other recreational activities in terms of number of individuals participating.Recreational fishing, specifically angling, is practiced in areas where human populations are concentrated and mainly target inshore waters. Of the more than 2 million Western Australia population today, 34% engage in it representing a 7% increase since 1987 (Recfishwest, 2008). Frequency has increased to 311,400 fishing days a year with a 200% increase in the number of anglers per day within the past decade (Cribb as cited in Pagano and Fuller, 2006, p.38).Urbanization as well as land and sea transport infrastructure has made much of the coasts and near-shore waters accessible. At present, dhufish fishing has become more extensive with the prevalent use of boats that can go as far out as 50 miles. In 2006, there were 81,417 registered recreational fishing boats and 138 charter fishing boats for tours, with majority in the Metropolitan Area (FMP No . 225, 2007, p. 33).The promotion of recreational fishing in the media and internet, as well as the landing of dhufish as the ultimate symbol of fishing success, has also further increased the interest of people in dhufish fishing. Anglers traditionally used two lines and simply fish by hand but today, there have also been marked improvements in angling gear. The use of Global Positioning Systems and acoustic technology has also gained popularity among fishers and has made recreational fishing activities more efficient and productive.Modern commercial fishing now also employ DPS fishing machines and methods such as trawling and dredging can severely disrupt the food chain in the marine ecosystem and cause damage which affects the well-being of its species and reduces the availability of marine resources for human consumption (Cribb as cited in Pagano and Fuller, 2006, p.29).Of the estimated 409 tonnes of dhufish caught in the past year, recreational fishing accounted for 45%, commer cial fishing landed 44% while 5% was from chartered fishers (FMP No. 225, 2007, p.12-17). Recreational fishing provides $570M to the Western Australia economy annually (Recreational Fishing Guide, 2007, p.2).Commercial fishing or wetlining is regarded today as an expensive economic endeavor with its reliance on costly equipment which greatly increases overhead expenses. Coupled with the lower catch rate in recent years and a steady dhufish price in the market, dhufish catch restrictions on one hand and the need to increase fish catch on the other poses a dilemma for commercial fishers (Shinnick as cited in Pagano and Fuller, 2006, p.24).Charter boat fishing involves recreational fishers/tourists who go fishing together and share the expenses of the trip. In this way, they can fish in deeper waters and minimize cost. The dream catch of charter boat fishers is the prized dhufish and although they tend to land other species instead, it does not translate to a fishing experience that is worth their money. As such, charter boat operators are pressured to enable their customers to land their dhufish (Beva as cited in Pagano and Fuller, 2006, p.29).Dhufish ManagementMuch of management relies on accurate information and research and an effective conceptual framework. Historically, much of dhufish fishing regulation has targeted commercial fishing because of the view that recreational fishing does not impact significantly on fish stock. Hence, varying bag and other restrictions were enforced on wetliners while anglers were generally unrestricted.However, as the problem of dhufish overfishing became more pronounced in the mid 1990’s, the state began to consider the range of management practices that can be adopted for mitigation. This included whether to target dhufish as a specific species and focus on its habitat (biological conservation) or adopt a broader ecosystem-based management (Cribb as cited in Pagano and Fuller, 2008, p.34)Interest in dhufish research by academic institutions, the fishing industry, recreational groups and the Department of Fisheries has been sparked within the past decade encouraged with significant funding from stake-holder sectors and the state. The current research available still poses a lot of data gaps and with regards to statistical information, there is a general clamor for a more accurate method of data generation, particularly with catch data and release data (McGlennon, 2004).Deeper research enables the formulation of appropriate management strategies. However, the urgency of the problem forced policy makers to rely on the available preliminary information and research. This led to extensive stakeholders’ consultations geared towards developing a management plan acceptable to all and later, to legislations as can be evidenced in the latest Western Australia fishing guidelines and restrictions.ResearchMembers of the Western Australia fishing industry have initiated efforts in raising dhufish in a ttempts to sustain or increase stock for current and future use but were highly unsuccessful. In 1995, the Aquaculture Development Unit of Challenger TAFE conducted a research on dhufish breeding and declared that although possible, it was not feasible commercially (Jenkins as cited in Fuller and Pagano, 2006, p.5-6). This was because some biological characteristics of the dhufish hinder their unproblematic adaptation to aquaculture environments.Release methods pertain to the return of live undersize dhufish into the water. Because of the high mortality of released dhufish due to barotrauma, the Australian National Sportfishing Association (ANSA), with support from the Recfishwest and the Australian Anglers Association (AAA), developed the release weight method to reduce its incidence (Recfishwest, 2008).Research also showed that the lower the depth of water in which dhufish is caught, the more likely it would suffer barotrauma. The speed of bringing in the fish also determines its probability to die of it so that it is being advocated that fishers should bring in their dhufish more slowly, handle it with wet hands and support its belly during handling.Further and continuous research needs to be done on the life cycle of the dhufish, its behaviors, the crucial factors in its habitat as well as exploring and developing methods of conservation such as stock enhancement (FMP No. 176, 2004). With regards to surveys for monitoring stock, mortality, etc. similar surveys with minimal probabilities for bias should be done on a regular basis.LegislationSetting bag limits and other restrictions in recreational Dhufish fishing is an attempt to redefine its cultural norms as a social activity. This means changing people’s perceptions regarding their rights to fish and established measures of fishing success towards responsible fishing. This also means reconciling the welfare of the fish with current and long term human benefits.Major change in practice needs educat ion and enforcement before it becomes the norm. The consultation process was instrumental in gaining the cooperation of all sectors involved. The partnerships among stakeholders should be maintained in order to make dhufish management participatory and with less intensive state regulatory measures.The new fishing guidelines are intended to permit the dhufish to breed a few years after sexual maturity before being caught, allow them to spawn during the whole duration of the spawning season through imposing closed seasons (Recreational Fishing Guide, 2007). It also intended to lower fishing mortality through restrictions in fishing gear and the number of fish that can be landed by individuals as well as prescribe appropriate release methods and appropriate fishing areas (Hesp, Potter and Hall, p.8 and Recreational Fishing Guide, 2007).Community EducationThe advocacy for dhufish management should be widely supported and sustained in the coming years. Aside from research and legislation , community education is also very important. The commercial, charter and recreational fishing sectors have a lot to contribute in this aspect. Fishing and recreational associations and clubs should be involved in order to reach out to greater numbers of operators, fishers, tourists and other individuals and facilitate both research and legislation. Public education and information campaigns through the media should also be maximized including the internet as equally important channels.

Newell Company †Corporate Strategy Essay

How does the corporate office contribute towards Newel’s performance or in other words what value does the corporate office add? †¢Newell had adopted to develop its product line through key acquisitions rather than internal growth. All acquisitions are taken care at the corporate level so that the divisions are not diverted from their core function of generating profit. †¢Potential target firms undergo an intense screening process. They have to be par with company’s existing performance criteria †¢They bring up acquired companies by developing them to become cost efficient through operational strategies and creating profits within a period of 18 months. Some are done with a period of 6 months of time. Newell also have strict control for the time the customers pay, this is within 30-45 days †¢Corporate tightly controls the finances, yet it allows brand and division president autonomy to guide the performance of the business. †¢Corporate office does a good job of seamless linking of its structure, system & processes (SSP) with its businesses and resources. †¢The company attaches great importance to customer relations frequently inviting buyers for plant visits. †¢The companies Newell acquires have potential but undervalued. These companies are suffering because they do not have major clients and there overhead costs are high. †¢Newell focused on good communication within the company and had numerous meetings throughout the year in order for leadership roles to remain informed about other aspects of the company. Division leaders convened several times a year for presidents’ meetings as well as the ability for regular encounters at trade shows throughout the year. †¢Other forms of communication were bracket meetings and the monthly collection of operating figures. Bracket meetings were implemented if there were too many variances within the budget.

Ethical Issues Gender Inequality in the Workplace essay

Ethical Issues Gender Inequality in the Workplace essay Ethical Issues: Gender Inequality in the Workplace essayGender inequality in the workplace has always been an issue of concern. According to researchers, â€Å"gender inequality in the workplace is often attributed to the preponderance of men in positions of power†(Penner Toro-Tulla, 2010, p. 83). Some people believe that men should earn more than women, while other people suggest that it is necessary to promote gender equality in the workplace because this issue is ethically significant. For example, recent research shows that the levels of gender wage inequality are different in different workplaces, depending on the gender of the owner (Penner Toro-Tulla, 2010).   In other words male and female owners have different attitudes toward the issue of gender inequality in the workplace (Penner Toro-Tulla, 2010). The issue that will be discussed in this paper is ethically significant because it refers to gender ethics. When men and women are treated differently, it is unethic al, especially when they perform the same tasks, which require the application of the same skills, knowledge and experience.   Although equal treatment of employees is one of the major requirements of the U.S. Constitution and many statutes, the area of gender equality is still vague. According to researchers, â€Å"organizational culture is characterized by its particular narrative structure of gender citizenship and by the voices and silences that confront each other over gender inequalities†(Gherardi, 2006, p. 180).   Thesis statement: Gender inequality in the workplace is an ethically significant issue which requires adequate solutions because it leads to unethical discrimination of women. As a rule, women’s discrimination influences their motivation, leads to poor interpersonal relations and inadequate corporate culture.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To start with, gender inequality in the workplace is ethically significant because it influences women’s motivation to perform their tasks in a proper way. Many studies point out to the fact that â€Å"gender inequality is embedded in the workplace† (Smith, 2014, p. 53). For example, women’s experiences regarding gender inequality in the working environment are based on lower job security, lower wages compared to men, lack of respect, lack of benefits or inadequate benefits, and â€Å"vulnerability to sexual harassment and abuse† (Smith, 2014, p. 53). As a result, women have poor motivation to perform their duties. They have no interest to develop new ideas and use their creativity in decision making process. In other words, women have negative attitudes toward unethical gender discrimination in the workplace.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moreover, gender inequality is an important ethical issue because it affects interpersonal relations to a great extent.   If women are treated inequality, they often have poor interpersonal relation s with other employees (both men and women). Many men consider that women should not be in the leadership position. This assumption is wrong because many women demonstrate their best skills, knowledge and experience, which can be used in leadership roles (Aaltio Mills, 2003).   Undoubtedly, if women realize that their abilities are ignored, they do not want to develop effective interpersonal relations in the workplace. This fact means unethical discrimination of women leads to certain work-related problems that can affect not only their performance, but also the overall productivity of the company.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Additionally, the issue of gender inequality in the workplace is ethically significant because it influences the overall success of the company in the competitive market. Unethical companies have poor corporate culture, which leads to improper business relations at all levels. According to researchers, women who are continually discriminate i n the workplace demonstrate no interest in promoting corporate culture. Actually, any male-dominated corporate culture is ineffective in today’s business environment because international business encourages gender equality, without differential rules for men and women (Smith, 2014; Aaltio Mills, 2003). According to researchers, â€Å"we do not need to face gender empowerment ourselves to be able to understand gender inequality issues, but we need intelligence to describe and essentialize cultural processes that outline gendered organizational reality† (Aaltio Mills, 2003, p. 15). Corporate culture should reflect the organization’s policy regarding women’s rights.Conclusion Thus, it is necessary to conclude that the issue of gender inequality in the workplace is ethically significant because it refers to gender ethics. There are three major reasons that show that the issue of gender equality in the workplace is ethically significant. First, gender inequ ality in the workplace is an ethically significant issue because it has a strong impact on women’s motivation. If women are not motivated to perform their tasks, they act unethically. Second, gender inequality is an important ethical issue because it affects interpersonal relations in the workplace to a great extent.   Third, the issue of gender inequality in the workplace is an ethically significant issue because it affects the effectiveness of the company’s corporate culture. A corporate culture is based on the established ethical principles, which prohibit any forms of discrimination of women in the workplace, including lower wages compared to men’s wages, sexual harassment, stereotyping and prejudices.Do you like this essay? You can say "Thank you" to the writer donating him any amount you want. Donate here. (8 votes, average: 3.38 out of 5) Loading...Comments Ethical Issues: Gender Inequality in the Workplace essayGender inequality in the workplace has always been an issue of concern. According to researchers, â€Å"gender inequality in the workplace is often attributed to the preponderance of men in positions of power†(Penner Toro-Tulla, 2010, p. 83). Some people believe that men should earn more than women, while other people suggest that it is necessary to promote gender equality in the workplace because this issue is ethically significant. For example, recent research shows that the levels of gender wage inequality are different in different workplaces, depending on the gender of the owner (Penner Toro-Tulla, 2010).   In other words male and female owners have different attitudes toward the issue of gender inequality in the workplace (Penner Toro-Tulla, 2010). The issue that will be discussed in this paper is ethically significant because it refers to gender ethics. When men and women are treated differently, it is unethic al, especially when they perform the same tasks, which require the application of the same skills, knowledge and experience.   Although equal treatment of employees is one of the major requirements of the U.S. Constitution and many statutes, the area of gender equality is still vague. According to researchers, â€Å"organizational culture is characterized by its particular narrative structure of gender citizenship and by the voices and silences that confront each other over gender inequalities†(Gherardi, 2006, p. 180).   Thesis statement: Gender inequality in the workplace is an ethically significant issue which requires adequate solutions because it leads to unethical discrimination of women. As a rule, women’s discrimination influences their motivation, leads to poor interpersonal relations and inadequate corporate culture.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To start with, gender inequality in the workplace is ethically significant because it influences women’s motivation to perform their tasks in a proper way. Many studies point out to the fact that â€Å"gender inequality is embedded in the workplace† (Smith, 2014, p. 53). For example, women’s experiences regarding gender inequality in the working environment are based on lower job security, lower wages compared to men, lack of respect, lack of benefits or inadequate benefits, and â€Å"vulnerability to sexual harassment and abuse† (Smith, 2014, p. 53). As a result, women have poor motivation to perform their duties. They have no interest to develop new ideas and use their creativity in decision making process. In other words, women have negative attitudes toward unethical gender discrimination in the workplace.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moreover, gender inequality is an important ethical issue because it affects interpersonal relations to a great extent.   If women are treated inequality, they often have poor interpersonal relation s with other employees (both men and women). Many men consider that women should not be in the leadership position. This assumption is wrong because many women demonstrate their best skills, knowledge and experience, which can be used in leadership roles (Aaltio Mills, 2003).   Undoubtedly, if women realize that their abilities are ignored, they do not want to develop effective interpersonal relations in the workplace. This fact means unethical discrimination of women leads to certain work-related problems that can affect not only their performance, but also the overall productivity of the company.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Additionally, the issue of gender inequality in the workplace is ethically significant because it influences the overall success of the company in the competitive market. Unethical companies have poor corporate culture, which leads to improper business relations at all levels. According to researchers, women who are continually discriminate i n the workplace demonstrate no interest in promoting corporate culture. Actually, any male-dominated corporate culture is ineffective in today’s business environment because international business encourages gender equality, without differential rules for men and women (Smith, 2014; Aaltio Mills, 2003). According to researchers, â€Å"we do not need to face gender empowerment ourselves to be able to understand gender inequality issues, but we need intelligence to describe and essentialize cultural processes that outline gendered organizational reality† (Aaltio Mills, 2003, p. 15). Corporate culture should reflect the organization’s policy regarding women’s rights.Conclusion Thus, it is necessary to conclude that the issue of gender inequality in the workplace is ethically significant because it refers to gender ethics. There are three major reasons that show that the issue of gender equality in the workplace is ethically significant. First, gender inequ ality in the workplace is an ethically significant issue because it has a strong impact on women’s motivation. If women are not motivated to perform their tasks, they act unethically. Second, gender inequality is an important ethical issue because it affects interpersonal relations in the workplace to a great extent.   Third, the issue of gender inequality in the workplace is an ethically significant issue because it affects the effectiveness of the company’s corporate culture. A corporate culture is based on the established ethical principles, which prohibit any forms of discrimination of women in the workplace, including lower wages compared to men’s wages, sexual harassment, stereotyping and prejudices.