An Overview Of The Gender Situation In The Philippines Essays

An Overview Of The Gender Situation In The Philippines Essays An Overview Of The Gender Situation In The Philippines Essay An Overview Of The Gender Situation In The Philippines Essay The socio-cultural traditions are clashing with the MET and cyberspace generation. The long history of colonialism has embedded a patriarchal culture among Filipinos. The conception of women as full-time homemakers, as subordinated to men, violence against them is private, as reserve labor force, and as sexual objects is now being eroded by modern women asserting themselves in many aspects of life. But on the other hand, some are either reorganized, discriminated, or even exploited by the harsh realities of global economy and consumerism. Both the changes and the inertia of traditions are the backdrop of a very active and dynamic womens movement. The Philippines is a main player in the international womens arena and this is anchored on a very vibrant local womens movement. Numerous organizations and Nags exist for the cause of gender equality and other related women issues. This puts the gender equality issues at the forefront Of national discourse and precludes further downslide of women status in the modern Philippine society. Indeed, there are many handles for the changes to happen. These legal and policy gains resulted from the strong voice of women that started even during the anti-dictatorship struggle that culminated with the ascension of Corcoran Aquinas as the first woman president of the country. The 1987 Constitution states two prominent provisions. The first in the Declaration of Principles Article II Section 14 which asserted that The State recognizes the role of women in nation-building and shall ensure the fundamental equality before the law of women and men. Additionally, the Article XIII-Labor: Section 14 provided that The state shall protect working women by providing safe and healthful working conditions taking into account their maternal functions, and such facilities and opportunities that will enhance their welfare and enable them to realize their full potential in the service of the nation. Following from constitutional provisions and the subsequent efforts to broaden the its principles, numerous legislation were enacted that relates to the various aspects of women and gender concerns, The list include: Gender and Development Law (5% of government agencies budget is for gender concerns) Party-List Law (women as a particular sector for representation in the legislature through party-list elections) Anti-Sexual Harassment Law (defining SSH and providing mechanisms) Anti- Rape Law (elevation of rape as crime against person) Barraging Day Care Center Law (day care center for every village) Women in Nation-Building Law (allocation of budget for women from development funds from foreign governments and multilateral institutions) Anti Mail- Order-Bride Law (making the practice unlawful) Repatriation Law (repatriation of Filipinos who lost citizenship by marriage in case Of need) Non-Discrimination Law in Labor Code (women protection in hiring and pay) Comprehensive Agrarian Reform Law (equal rights for women to be recipients of land) Military Training equality (women can enter the military and police schools and providing facilities for them) While the legal framework is there, the actual situation mirrors the deep gender divide. In the aspect of women in politics, the notable success of overall women is overshadowed by the actual ground level statistics. The lady Vice-President is up to now a shoo-in in the next presidential elections in 2004. But the big picture shows that of all the elective positions occupied through the 1998 elections, only 15% are women. In the two-chamber Congress, the Senate (Upper House) has 17. 4% women membership (4 out of 23 seats) which the House of Representatives (Lower House) has 12. 4% (27 out of 217 seats). The first party-list elections in 1998 wherein sectors groups like women competed to get a maximum of 3 seats ere party in the House of Representativesresulted in the winning of one (1) seat for a single womens party. Five (5) Other womens party did not make the minimum votes required. At the local government level, women Provincial Governors constitute 17% while Vicegerents are at 1 1. 5% level. Among the City and Town Mayors, 14. 5% of them are women while the ranks of the Vice- Mayors are at low of 10. 8%. The labor force statistics show also a mixed picture. Since there was a notable finalization of the workforce in the past years, July 2000 figures showed that there are 1. 42 million unemployed women while there are 2. 31 million unemployed men. However, more women are taken in for labor flexibility arrangements especially in the big services sector like in retail trade. This leaves them exposed to employment insecurity and unfair compensation schemes. Women still accounts for 53% of the unpaid family workers while they constitute only 37. 7% of the wage and salary earners. Though this shows that the regular income possibilities for women are still limited, the average household annual income of female-headed families is higher. The situation also pushes them to seek employment overseas. Increasing numbers of domestic helpers and entertainers are also being deployed both legally and illegally. Within organizations, the gender balance is under overhaul. Trade union leadership is still male-dominated but women committees and affirmative actions have changed the complexion of decision-making.

Employment and Exit Interview Essay

Employment and Exit Interview Essay Employment and Exit Interview Essay Sarah Edmund Article 1 March 26, 2013 William Stewart/BADM 332 1. Author: Lauren Weber 2. The One Question to Ask in an Exit Interview /The Wall Street Journal Online/ 3 pages 3. How to prevent employee turnover. 4. Some HR employees don’t always ask the right questions to keep their employers from leaving or to prevent turnover with the next person who takes the position. This article gives you some ideas of the right questions to ask. 5. When working in an HR position and conducting and exit interview, there are certain questions you should ask when trying to gain information to better your company. Also you should ensure the employer that all of their information is confidential so they will be more willing to provide information that could help in the future. 6. I would definitely recommend this article to an HR professional. Maybe they aren’t asking the right questions and this could help them out. 7. I do not believe there is any faulty reasoning in this article. 8. Chapter 10 in our textbook is titled, â€Å"Employee Separation and Retention†. In this chapter it discusses why people leave their jobs and things you can do as an HR employee to try to change to turnover rate. Chapter 10 explains the different types of withdrawal; physical, psychological, and behavior change. It also explains what you need to say to employees when you have a feeling they may be thinking about leaving their job. In this chapter you also learn why spending so much money on training and development could be bad and good for the company. 9. Many companies do not consider doing exit reviews. Some professionals see them as a waste of time or feel that it will have no effect for the employee who will be take over the position. If HR employees knew the correct question to ask, they may see the benefit of an exit interview. With the right questions you could prevent future turnover rates of your company. When most HR employees conduct their exit interview their main question is, â€Å"Why are you leaving?† Although this could be useful, most employees already have one foot out the door and aren’t going to answer truthfully for fear of receiving negative reference comments. The first question that should be asked is, â€Å"What made you start looking for another

Interview Essay Example | Topics and Well Written Essays - 1000 words - 6

Interview - Essay Example They dated for a few months before getting married the following year. Miss B. and Bill were married for fifty-two years and had one son together. However, her husband later became sick and passed away due to colon cancer. Miss B. claimed that after Bill’s death, she became lonely, stressed, and confused. After his death, she decided to move back to Hartford to live closer to her son and family in Connecticut. Miss B. is now living alone in an apartment building in West Hartford. She claimed that the people in this apartment building have accepted her into their family; therefore, she does not feel lonely anymore and is absolutely pleased with the new relationships she has built in West Hartford. Miss B. and her husband had only one son, who lives in Hagganum, Connecticut, about thirty-one miles from West Hartford. Her son works at Bradley International Airport, and he and his family (his wife and son) visit her three times a week. They also talk on the phone every day, and she can call him anytime she wants. Miss B. is Jewish; therefore, they celebrate many Jewish traditions, including birthdays and religious holidays. Their celebrations often include organizing a dinner and inviting friends and family to their home. Miss B. was not able to complete high school. She attended a public school called Weaver High in Hartford, which was close to her home, but was forced to drop out during her sophomore year due to financial constraints. Subsequently, she complained that almost everyone in her family has either a bachelor or masters degree, with the exception of her. She said, â€Å"I always feel bad that I did not go college.† Miss B. said that when she was teenager, she had always wanted to be an office secretary, which is why she made an effort to get a good education. Later, she was employed by Aetna Insurance Company as an office clerk and worked her way up to becoming a secretary. She said it was a great