Author: chris

Outline the key factors(interal and external)impacting on the future development if effective corporate governance.

applying alternate theories, concepts and tools developed in the module, select, review and critically evaluate the strategy employed by an organisation known to you and make recommendations for future strategic alternatives on onward development.

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outline the key factors(interal and external)impacting on the future development if effective corporate governance.Apply your analytical outcomes to the future corporate governance structures, policies and behaviours of an organisation or territory (national or international)known to you,

What implications for employers flow from the increase in women’s engagement in the labour market?

provide a response to the fictitious government consultation exercise set out below as if you were answering on behalf of the Chartered Institute of Personnel and Development (CIPD). To complete this exercise you must answer ALL FOUR of the questions. This task carries 50% of the marks for the assessment.

Government Consultation on Women in the Labour Market and Work-Life Balance in the United Kingdom
The government wishes to gather views on the rapidly changing engagement of women with paid work and the implications for policies designed to ensure work-life balance.

Alongside other developed economies, it is clear the UK’s labour market has been transformed in recent years by the growing engagement of women in paid work. For much of the twentieth century, the model of ‘standard’ employment was highly gendered and involved principally men. The long term trend, however, has seen women entering paid work and staying in the labour market for much longer periods. Figures from the Office for National Statistics (ONS 2015) show that economic activity rates for men and women have been narrowing since 1973 and have now converged on a narrow band: 78% of men and 68.5% of women are in work. The employment rate for women is currently the highest since comparable records began in 1971. This reflects ongoing changes to the state pension age for women resulting in fewer women retiring between the ages of 60 and 65.
Q1: What implications for employers flow from the increase in women’s engagement in the labour market?

Clear differences exist nevertheless in the work done by women and men respectively. The Fawcett Society (2013) has drawn attention to continuing pay gaps between women and men of 15%. To a considerable extent, this is due to persistent labour market segregation – put simply women and men still tend to do jobs of different kinds. Several authors have highlighted the importance of the public sector as an employer of women and their relative absence in key parts of the private sector. The Business, Innovation and Skills Committee (BIS 2013) have highlighted occupational segregation as a continuing concern. Similarly, though the number of men working part-time increased through the recession (IPPR undated; ONS 2015) this rate is now declining and overall the majority of such workers are still women and part-time working tends to be a more enduring feature of their working lives. In a series of recommendations at the end of their recent report, the Fawcett Society (Ibid) called for greater government action to expand women’s access to employment opportunities across the private sector (in the context of contraction in public sector employment).
Q2: How does job segregation impact upon the working lives of women and men?
Q3: Is there a case for public policy intervention to support women into non-traditional working environments?

It is also clear that childcare responsibilities continue to structure women’s working lives to a greater extent than men’s. The Fourth Work-Life Balance Survey conducted by BIS (Tipping et al 2012) shows that 59% of women with dependent children work part-time, compared to 16% of men with dependent children. Several studies have highlighted the difficulties faced by households in balancing the demands of work and home life (e.g. Charles and James 2005; Warren 2003), particularly in contexts influenced by employment insecurity and low pay. In this context, support for child care arrangements is a critical factor yet an average of nearly two-thirds of private sector employers do not offer any, the survey shows. Rubery and Rafferty (2013) note the simultaneous withdrawal of state support to working mothers through the tax and benefit system and raise questions about the likely impact.
Q4: Is there a business case for childcare support from employers and/or from the state?

Propose one or more questions in anthropological linguistics, related in some way to your field assignments

you will write an essay in two parts. First, you will summarize the findings of your field assignments (800 – 1000 words). Second, you will propose one or more questions in anthropological linguistics, related in some way to your field assignments, and you will describe in detail one or more field methods that you would apply to answer your proposed question(s) (1000-1200 words).

Your proposed question(s) and method(s) must be developed with explicit reference to other studies in anthropological linguistics, and the second part of your essay must cite at least two appropriate references.