The employment of women in industry during the First World War Essay Example for Free

The employment of women in industry during the First World War Essay Use Source G and your own knowledge to explain why some men opposed the employment of women in industry during the First World War. Source G is a personal account written by a women worker, which demonstrates the prejudice that women were shown in the work place during the First World War. It describes scenes of resentment from the womens male colleagues and made it harder for women to do a good job, over and over again the foreman gave the wrong or incomplete directions. There are many reasons why some men may have opposed the work of women in industry during the First World War however I think that one of the main reasons was for fear of loosing their own jobs or receiving less pay at the end of the war because women may have done a good or better job than them in their absence. Trade unions were one of the reasons why some men opposed the work of women in industry during the First World War. The government had to make sure that the factories could keep up with the needs of the war. Lloyd George was concerned about the issue of demarcation which was when only skilled workers could do certain jobs. Demarcation meant that there was not enough production in certain areas. In March 1915, Lloyd George developed the Treasury Agreement. This Agreement allowed specialised work could be done by semi skilled or even unskilled workers. He also promised the unions that this change was only a temporary arrangement until the end of the war. He also agreed that the workers doing the skilled jobs would be paid the same regardless if they were skilled or unskilled. He also banned strikes and the workers could be fined for going on strike or missing days of work. If the worker wanted to leave and find a job elsewhere, they had to inform the employer and the employer had to issue them with a leaving certificate. Without this certificate they would have to wait six weeks before they could get another job. Up until this time, trade unions were mainly made up of men however in 1914 there were 357,000 female members and this increased to more than 1 million members in 1918. I think the reason why so many men opposed women working in industry is that the trade unions thought Lloyd George was trying to lower the mens wage during the First World War. During the First World War many men were afraid of being paid less or even loosing their jobs. They thought this because women were willing to be paid less for doing the same job as they had done. They were afraid that after the war their employers would pay them the same as the women or even give their jobs to the women. Unskilled workers were allowed do skilled workers jobs by the end of the war and they were afraid that this low paid work for skilled work was going to continue after the war. This idea is shown in Source G because it says none of the men spoke to me for a long time, and would give me no help as to where to find things. My drawer was nailed up but the men, and oil was poured over everything in it through the crack. This suggests that the men felt threatened by the woman and wanted to make it as difficult for her as they possibly could. In source D it also shows a picture of unhappy women in the work place. It also has a board in the background that said when the boys come back we are not going to keep you any longer girls, suggesting that they were not wanted there and were just filling in the vacancies until the war was over and the men could return to their own jobs. I think that this is the other reason why some men opposed the work of women in industry during the First World War. Not all men opposed the work of women during the First World War. Many men supported it as they were pleased about the effort the women made and believed that without their help there would not be enough production of munitions to feed the needs of the war. Some of the men that supported women working were the husbands of those who were employed in industry. This meant that they were bringing more money home to the family which was much needed during the First World War. Others supported it because they believed in equality for both men and women and this was a way of proving that women could do the same work as men if they were given the same opportunities. This idea is shown in Source E where there is a poster from the government asking women to help in munitions. If women were not wanted to work they would not have advertised for their help. In Source C, which is written by an owner of a factory, he says women prefer factory life. The children are better off than before, this suggests that he thinks that women who worked not only helped themselves but also it helped their families. There were a lot of good things that came out of women working in industry during the First World War. Overall there were many reasons why some men opposed the work of women in industry during the First World War but I think that fear of loosing jobs and dilution of their standards when they returned were the main reasons. Men also realised that women were doing a good thing and helping the war effort.

ISO 18001 :: essays research papers

In this report we will look at how the LaingOrourke Safety Management System (SMS) meets the criteria of; OHSAS 18001 and how the LaingOrourke SMS policy can also be mapped across it. In the mapping document (see below in file two) I have laid out in the first column the 18001 clauses; in the second column I have laid out what the clause is. In the third column I have laid out the section of the SMS that matches the criteria of 18001, the fourth column identifies what is in that section of the SMS to correspond to it. The fifth column shows how the LaingOrourke Health and Safety Policy comply with the relevant sections of 18001. Throughout the mapping I have identified in Bold where the LaingOrourke SMS and their policy comply with OHSAS 18001, I have also added in where secondary references meet the requirements also, (not in bold) It is very important that companies have suitable and sufficient SMS that details their commitment to the Health and Safety of their employees, companies have a moral, humane and legal duty to do it, the reasons for monitoring and reviewing is because there is a legal requirement to do so under the Management of Health and Safety at Work Regulations 1999. Reducing the human and financial costs of accidents and the loss of public image of the organization. I Prior to OHSAS 18001, HS (G) 65 was used to ascertain if British businesses SMS were suitable and sufficient, this gave the safety professional a sort of systematic and methodical approach to gauge how a business that he was advising or auditing were managing the business of health and Safety. HSG 65 is readily recognizable as the "Five Steps to Successful Health and Safety Management HS (G) 65" published by the 'Health and Safety Executive. 1. Set your policy. 2. Organize the staff. 3. Plan and set standards. 4. Measure the performance. 5. Audit and review - learn from experience. But within British businesses there was no way to obtain confidence in their systems like the confidence that they felt they had in ISO 9001 quality and ISO 14001 Environmental auditing. On both these ISO’s there were the benefits of being audited by an independent third party and certification to prove that the organization was meeting the standards, as a response to this Occupational Health and Safety Assessment Series 18001 (OHSAS 18001) was published as a BSI specification in 1999. The full title of the document was Occupational Health and Safety Management Systems - Specification.

Managing Motivation at Technocraft

Managing Motivation at Technocraft Lea Darrigade Ines Gyselinck Mary Sagala Benjamin Seban Intercultural Management BS 1 Christophoros Lambridis I. Introduction This report talks about the working motivational problem shown by the workers in a small factory named Technocraft, located in the South East of England. It had slowed down the company’s function in producing high-quality sound recording equipment. The problem has risen to high labor turnover and difficulties in recruiting new employees. It led George Orwell Newell, the company chairman, to hire a consultant named Helen McKiernan to figure out the sources of the problems.In order to help figuring out the problem, George Orwell told Helen about his hypothesis of the lack of motivation in workers is because company’s location which is in the below-average national unemployment are, therefore most of the women workers, who work on the wiring, had no real reason to work since they already have husbands who can earn adequate wages to fulfill living necessities. However, Helen did not want to conclude the problem there. When Helen had done her research, she found out that the workers actually enjoyed their work, but hate to work for the company.In other words, the problem that halted the working motivation in workers is the management itself. II. Forms of inefficient management that leads to the lack of working motivation. a) Uncomforting regulation on working performance In a company, it is important to keep the relationship among the workers, including the manager and chairman, to be good so that they can have comfort in doing their jobs. However this failed to happen in Technocraft. This problem occurred since George elected Robert as the wiring Department supervisor.In order to boost the company’s production, Robert ended all informal working practices and excessive talking among the women workers on the shopfloor. Since then, all the wiring workers have resented his presence. This ma de the workers to be depressed working for the company. Moreover there was lack of honesty in Robert, when he did mistake in recognizing two women workers, who were late to work, with Elena and Veronica, who were hardworking workers in the company. Even though, he knew his mistake afterwards, his ego was too high to accept his mistake and apologize to Elena and Veronica.This caused the intense relation between workers and their advisors, which then lead to the slow growth of working production in the company. b) Productivity rise vs. Worker’s rewards From this report, we can see how productivity and motivation show their positive relation. Therefore company would do anything to increase the worker’s motivation. For example, in Technocraft, to increase their productivity, George initiated a program called â€Å"employee morale-boosting† to intensify worker’s motivation to do their jobs.To achieve a long-term progress in their work, there should be fairness and sincerity in all the effort that the manager do to boost the motivation in workers. For example, when George told the workers that they would obtain rewards if they work hard until they can achieve the production target of the year, however when the target was achieved, all the worker got was just tee-shirt. This shows no fairness to the workers. It showed no equality between the reward and the hard works that had been done. George doesn’t want to increase the production cost by giving them more bonus or other reward that are more equal to the workers’ hard works.III. What Helen & George should do a) Build good relationship among the low-skilled workers, their advisors and chairman In order to start a better future working expectation, George should apologize for the inconvenience and unfairness that happened to the workers. Therefore, workers can be more convinced for a better working condition that would happen in the future. This should be the initial step to b e done by George. On the other hand, Helen can help to convince the workers, by telling them that her research would help convey their burdens to the managers so they can be solved immediately. ) Enact a better management system 1) Be more understanding with employees behavior In order to improve the motivation in working, regulation established within the company should emphasize the comfort of workers. For example, there is no need to stop the out-of-work conversations among the workers while they are working because it would make the workers less comfortable in doing their works. It becomes more unnecessary if the works are easy to do. In addition, advisors need to listen more to the workers’ excuse for doing their mistakes.This is the only way to separate forgivable mistakes from the unforgivable ones. It becomes a forgivable mistake, if it cannot be avoided or there is logical reason behind it. This would help build a better relation between the workers and their advisor s, which create comfort to workers to do their jobs. 2) Pay the employees who work over time Last but not least, the company should pay an appropriate bonus wage the overtime workers. This has a big contribution to grow their motivation since there is an equivalent reward to achieve with the right amount of hard works to do.This policy would bring profit not only to the workers, but also to the company because it can obtain more productivity from the workers. Some people may think that this would increase the short-term cost of production. However the long-term profit would outweigh the short-term cost. Moreover the higher cost of production can be covered by higher price of the products. These higher price would then lead more profit, since the products would be produced more cause by the increase in worker’s motivation. Therefore, this idea would bring benefit to the company in the long term. IV.Effects of the solutions a) Do nothing By doing nothing, the problem remains an d the company may lose profits and portrays a weak image of him to his co-workers. But by doing nothing can give positives ways such as cheap in the short- term and avoiding the risks of making bigger mistakes b) There would be no more labor turnover & difficulties in recruiting new employees. After all, these solutions would bring more comfort to the working condition in the company. There is would less reason for worker willing resign. Moreover, it could lead to a competition for people to work there.Hence, managers or chairman need to keep a management that benefits both the workers and the company. c) Find a new management system The good management would automatically lead to better relation among workers, which then brings a better working atmosphere to work better. If this could happen, the productivity of the company would increase. On the other side, we don’t know if the new manager will be better than the other one: nicer, understanding and skilled. If we take this risk, it will take a lot of time and costs and at the end we are sure of nothing. If the manager d).Pay the employees working overtime. It could drive the employees and would out perform themselves, and also bring a long term financial investment for the company but could get more costs in short-term too. V. Theory and Conclusion We can see that the way George ‘s running his company would correspond to the Mc Clelland’s 3 needs theory. He wants to exercise influence and control others (Npower). He is looking for success and he fears of failure (Nachievement). Nonetheless he does not take care of his employees; he does not pay attention to his social group.In conclusion George does not follow the right way, he should follow the Frederick Herzberg ‘s theory, which means motivate his employees to do well job , respects hygiene in order to obtain job satisfaction from the employees. So finally the best solution for George and his company would be to pay more attention to the employees, make them feel good in the company, show that George is involved in the production process and moreover give to people the money they deserve. So it is a combination of the solution two and three.

What I Had The Privilege Of Doing By Interviewing My...

Every person living on this planet is part of culture. Peoples’ cultures tend to differ country to country. It is important to think about culture through different ways and that is what I had the privilege of doing by interviewing my grandma and my Spanish teacher. Comparing and contrasting was the most important concept when it came to deciphering what the importance is when it comes to culture. I wanted to see what ideas overlapped and what people from different cultures may think differently on. My two interviews helped me to just that. The most important aspect that both interviewees discussed was the importance of education and family. Their values ensure that they think education and family are important. Problem/Topic Statement: Anything that someone believes is an important part of them, or their culture, is based upon the values they were raised with from their culture. Literature Review: The concept of culture has become clearer and clearer to me as this process continues. It has become apparent that culture is literally just who we are. In my opinion, culture can be the people around us, what we believe to be important, what we wish to carry with us as we grow up, and our values. It is important to understand that culture â€Å"contains words and ideas that people use to name and interpret what they experience† (Johnson 2014: 32). Culture is who we are as an individual within different groups that have developed us into the people we are today. As far as values, itShow MoreRelatedWhat I Had The Privilege Of Doing By Interviewing My Grandma And My Spanish Teacher846 Words   |  4 Pagesimportant to think about culture through different ways and that is what I had the privilege of doing by interviewing my grandma and my Spanish teacher. Comparing and contrasting was the most important concept when it came to deciphering what the importance is when it comes to culture. The most important aspect that both interviewees discussed was the importance of education and family, their values. Process My interview with my grandma actually lasted over an hour and a half. It took me about five and