The Myth of Rape Culture in America Essay -- Rape Culture Essays

â€Å"Rape is as American as apple pie,† says blogger Jessica Valenti. She and other feminists describe our society as a â€Å"rape culture† where violence against women is almost invisible. According to feminists, films, magazines, fashion, books, music, and humor cooperate in conveying the message that women are there to be used, abused and exploited.(Kitchens, 2015) Rape culture, which was coined as a culture during the second wave of feminism during the early 1970’s and was, according to the encyclopedia of rape, â€Å"often used by feminists to describe contemporary American culture as a whole.† Rape culture, by definition though, is â€Å"a culture in which rape and other sexual violence (usually against women and gender diverse peoples ) are common and in which prevalent attitudes, norms, practices, and media condone, normalize, excuse, or encourage sexualized violence† (qtd. in University Of Michigan Women’s Center). At its earliest beginnings, rape culture was an epidemic without a name. However, today, in 21st century America, one must wonder, why is this even still an issue? Furthermore, one must deliberately consider just why rape culture only applies to women as victims of sexual violence instead of people of sexual violence. Men, for example, are not regarded as victims, ever. Apparently, men cannot be sexu ally assaulted. Rape culture allows for â€Å"gender diverse peoples† but they’re certainly not talking about men. Unless of course, those men just happen to dress as women and are raped because they are mistaken for women. But you see, therein another can of worms is opened, because it specifically relates to women and people who look like women. Sounds a bit ridiculous to me. I can’t remember a time when rape was ever a parlor joke in... ...Time.com Web. 23 Nov 2015 http://time.com/30545/its-time-to-end-rape-culture-hysteria/ Morber, Jenny. â€Å"What Science Says About Arousal During Rape.† Popsci.com. Popular Science, n.d. Web. 16 Nov. 2015. http://www.popsci.com/science/article/2013-05/science-arousal-during-rape â€Å"R., K†. â€Å"Prison Rape: A Silent Epidemic.† Torture and abuse 3.3 (2001): 16-18. PSJ. Safety and Justice, 1 Oct. 2001. Web. 21 Nov. 2015. http://www.safetyandjustice.org/node/492 United States of America. U.S. Department of Justice. National Institute of Justice and Centers For Disease Control & Prevention. Who Are the Victims? RAINN. RAINN, n.d. Web. 21 Nov. 2015 http://www.rainn.org/get-information/statistics/sexual-assault-victims/ â€Å"Women’s Center.† Womens Center. The University of Michigan, n.d. Web. 16 Nov. 2015.

Are private beliefs the legitimate concern of employers? Essay

Employers should be concerned with most of what there employee believes in, however private beliefs may be taking this too far. An employer should be watchful of their employees, to make sure that they don’t get in to trouble, and are not suffering from stress. It is in the employer’s best interests that this is done so that the employee is the most productive that he or she can be. However in a world where peoples privacy is becoming less and less, is it right for an employer to be concerned with the private beliefs of their employee? I think that it is, because the welfare of the employer and all of the workers could in the most extreme case be in jeopardy. We have controversy concerning employee privacy. Today workers’ every keystroke leaves a trail of information that employers generally have the legal right to examine and use as the basis for disciplinary action against employees. Employees have been fired because of the content of e-mails or for surfing to internet sites deemed inappropriate by the employer. Employees have been forced to supply urine samples for drug testing, given personality tests in job interviews, and secretly videotaped–even in company restrooms. Yet very few laws protect employee privacy; the political power of business has been able to fend off most attempts to limit employer discretion. A few notable exceptions exist– for example, federal law prohibits employers from administering lie-detector tests in job interviews. If an employer is trying to hire a fundamentalist, or a freedom fighter for example, then I think that it is in the employers benefit that they know this information. It is in the interests of the company’s security that this information should be known to them. The worlds growing diversity; cultural, racial, ethnic and religious, poses significant challenges and opportunities for the corporate workplace. The transformation from a relatively homogenous society to the present â€Å"multicultural† situation calls for special efforts to foster a work environment free from intimidation, harassment and discrimination, and which promotes productivity and a strong bottomline. Unfortunately, the very programs designed to reduce problems are actually creating new ones. The issue of â€Å"sexual orientation† within diversity training courses is particularly problematic, and the topic of heated discussions. While there is a genuine need to address the issues raised by employees who identify as gay or lesbian, many current attempts to do so end up discriminating against other employees. Given the strong feelings and sensitivities that surround the subject of private beliefs and feelings, poses a difficult challenge to employers. If business survival depends upon contented and loyal employees who sense that their beliefs and values are respected, then focus upon sexual orientation as a diversity category is clearly counter-productive. For a great many Americans, the â€Å"celebration of diversity† is a thinly disguised attempt to legitimize a behavior that they believe to be immoral and, what is more, to persuade them to change their beliefs. Prudence in the workplace can resolve potential religious discrimination problems before they become legal suits. If an employer is truly seeking to affirm the diversity of the workforce, for both moral and practical reasons, avoidance of all forms of coercive â€Å"sensitivity training†, of whatever kind, should be the norm. Apart from the promotion of specific social agendas, there is no need to require employees to endure lectures, presentations, role playing or simulations that are an affront to deeply held moral and religious beliefs. Civility programs recognize and acknowledge the real differences that exist between people, differences of experience and belief. Yet, in spite of these differences, it is possible to work with others different from oneself in positive and productive ways, even when strongly held beliefs differ and clash. It is possible to be civil toward those with whom we disagree, and to build a significant degree of unity and community in the workplace. For companies who seek to be globally competitive, this is a necessity.

Effects Of Emerging Economies On North America s Economy...

Introduction: This report is intended to brief the reader on the effects of emerging economies on North America’s economy and the global market on a whole. This report provides an overview of the emerging economies of India China; their education, ideological beliefs economic performance and how North America’s way of business is affected. This report was compiled based on articles from reputable sources, such as Bloomberg and articles published within the industry. This report was authorized by Mr. Laviolette, an Accounting teacher at Jean Vanier Catholic High School. Overview of Global Economy: Today’s Global economy is governed by a delicate balance of variables. The addition of a new economy to the global market affects all of the pre-existing variables, bringing with it a host challenges and opportunities. Much like an initial public offering, countries may â€Å"buy -in† or develop economic agreements with the emerging market economy (EME). This often results in the country â€Å"buying-in† to the emerging economy, getting services or products at a discounted rate, while the emerging economy gets business like China and the United States. These types of agreement may result in the poorer country sacrificing its citizens’ well being, to ramp up for economic growth, like China. In the end most countries economies are interconnected for example with the United States-Canada relationship. If one country’s economy were to collapse there would be strongly adverse effects on theShow MoreRelatedToyota Case Study : Toyota Motor Corporation Essa y864 Words   |  4 PagesBackground Toyota Motor Corporation is a Japanese automotive company founded by Kiichiro Toyoda. The company is the largest automaker in the world, reporting revenue of $226,950,182, and a market share of 11.8 percent. Toyota’s principal markets are Japan, North America, and Asia. 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It then follows that global marketing takes a more standardized approach to world markets and focuses upon sameness, in other words the similarities in consumers and segments. â€Å"International market goes beyond export marketer and become more involved in marketing environment in countries in which it is doing business.† â€Å"International marketing isRead More1997 Asian Financial Crisis and Hyundai Motor Corp7119 Words   |  29 PagesHyundai Motor Company-Beijing Automotive Joint Venture Case Study [pic] Topics in Emerging Markets Prof. Mei April 9, 2003 Michael Cheng- mpc238@stern.nyu.edu Richard Lee- rl392@stern.nyu.edu Kevin Park- kgp203@stern.nyu.edu Table of Contents: Executive Summary: 3 Case Study: Introduction: Read More1997 Asian Financial Crisis and Hyundai Motor Corp7129 Words   |  29 PagesHyundai Motor Company-Beijing Automotive Joint Venture Case Study [pic] Topics in Emerging Markets Prof. Mei April 9, 2003 Michael Cheng- mpc238@stern.nyu.edu Richard Lee- rl392@stern.nyu.edu Kevin Park- kgp203@stern.nyu.edu Table of Contents: Executive Summary: 3 Case Study: Introduction: