Society and Sexuality in Waiting for the Barbarians and...

Society and Sexuality in Waiting for the Barbarians, and The History of Sexuality Within our modern minds reside two very different ways in which we deal with the subject of sexuality. The conceptual framework of modern society, to some extent, has developed out of past notions about the body. We can see that springing from our historical roots, issues concerning sexuality have been dealt with through mutual feelings of desire and disgust. The relationship between these two opposed feelings arises from a dual sense of our awareness of our sexuality. One direction we are pointed in, is to view anything sexual in content, as socially digressive. The other crosses to the opposite extreme. Sexuality is something which is talked†¦show more content†¦The time line of his book is the chronology of sexuality throughout Western history. Foucault theorizes that the desire to remove a part of the self from the sexual realm grew out of the Victorian aversion against the dirty, or supposedly unclean parts of the human experience. He says: The seventeenth century, then, was the beginning of an age of repression emblematic of what we call the bourgeois societies, . . . As if in order to gain mastery over it [sexuality] in reality, it had first been necessary to subjugate it at the level of language, control its free circulation in speech, . . . and extinguish the words that rendered it too visibly present. (17) Foucault says here that the roots of sexual repression begin to play a major role in Western intellectual formation in the 1600s. The presence of our own sexuality cannot be questioned, so the repressed discourse which arose out of this type of strict social control had to take a different course. The two sides of modern thought represent the course through which sexuality became legitimate both in private and in social discourses. The issue of speech has always been one which has influenced the discourse on sexuality. Possessing control of the language of sexuality allows some measure of power and prohibitive discretion over the subject. It is the battle between what is said, and what is left to the unspoken, darker sides of the social persona,Show MoreRelatedEssay The Aztecs3724 Words   |  15 Pagesto fill a role, defined by her culture, in order to be considered desirable. Wherever or whenever she might have been from she struggled with the pressure to fill her niche in society. These pressures vary greatly from one culture to another, but some cultures are particularly demanding. Women in pre-Colombian Aztec society were held to a very strict code of behavior. 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A Person Of Any Intoxicating Material - 2092 Words

The destruction of a person of any intoxicating material can result in such beautiful outcomes. The human race has accepted their history and works because it is their own choice by recreational intake, for productivity, and self-medicating that has kept them alive for us to view their own life and such mentality that some may learn from or even follow. Without the self-induced madness and without the people who tried self-treating the psychiatric illnesses, we would not have the colorful history of the talented people who influenced the world. The general perspective that is in mind when drugs are presented, they are thought to be used recreationally(or for productivity), traditionally, for spiritual/religious gratification or for†¦show more content†¦The effects show greatly in their works when it’s either literature, music or physical (drawn or sculpted) art. When taking uppers(cocaine, caffeine) and downers(tobacco, alcohol), the outcomes vary distinctly. Uppers cause a frenzy of productivity along with creativity and downers result in realistic works and more of the thought of darkness in the mentality that can be identified. To distinct drugs from one another, a good key would be from determined classes, subclasses and the short/long term effects they have. Another key would be if it is psychologically or physically affecting the user, this would either be a mental high or pain relief. Uppers, a class of drugs, cause a significant difference in heart rate, temperature and also some audio/visual distortion. This class of drugs has several substances that are categorized by uses and potent effect on the brain. Cannabis’s (also known as an all-arounder) treats are hallucination, heightened emotions, causes hunger, creativity, and the occasional pain relief from the type of high that can affect the physical aspects of the smoker. Another favorite would be Ecstasy that would cause sensitivity of touch. This would

E-R Diagram Free Essays

string(30) " one may have no middle name\." Introduction:- In 1976 ,Chen developed the Entity-Relationship Diagrams ,a high-level data model that is useful in developing a conceptual design for database . An ER diagram is a diagram containing entities or â€Å"items†, relationships among them, and attributes of the entities . The E-R model is one of the best known tools for logical database design. We will write a custom essay sample on E-R Diagram or any similar topic only for you Order Now Within the database community, it is considered a natural and easy-to-understand way of conceptualizing the structure of database. Claims that have been made for it include the following: it is simple and easily understood by non-specialist ,it is easily conceptualized ,the basic constructs (entities and relationships) are highly intuitive and thus provide a natural way of representing a user’s information requirements , and it is a model that describes a world in terms of entities and attributes that is most suitable for computer naive end users. In E-R diagram the emphasis is on representing the schema a rather than the instances. This is more useful in database design because a database schema changes rarely ,whereas the contents of the entity sets changes frequently. In addition ,the schema is usually easier to display that the extension of database ,because it is much smaller Purpose:- Entity-relationship diagrams were first proposed as a means of quickly obtaining, with minimum effort, a good sense of the structure of a database. They are used to plan and design a database and to model a systems data. Key Elements Entities:- * An entity represents the principle data objects about which information is to be collected. * Collective nouns, or nouns, are usually used to name (describe) entities * For example, each person in an enterprise is an entity. An entity has a set of properties, and the values for some set of properties may uniquely identify an entity. For instance, a person may have a person_id property whose value uniquely identifies that person. Entity Set:- * An entity set is a set of entities of the same type that share the same properties, or attributes. The set of all persons who are customers at a given bank, for example, can be defi ned as the entity set customer. Attribute:- * An attribute is one of the various properties that describe the entity’s characteristics. These properties usually present a single fact – they are atomic. The designation of an attribute for an entity set expresses that the database stores similar information concerning each entity in the entity set; however, each entity may have its own value for each attribute. * Possible attributes of the customer entity set are customer-id, customer-name, customer-street, and customer-city. Domain (value set):- * For each attribute, there is a set of permitted values, called the domain, or value set, of that attribute. * The domain of attribute customer-name might be the set of all text strings of a certain length. Types of attribute in the E-R model:- The attributes used in the ER model can be categorized as 1. Simple or Composite 2. Single Valued or Multi Valued 3. Stored or Derived. 1. Simple or Composite * The attribute which are not divided into subparts are called simple attributes. * For example, an attribute customer-id is a simple attribute. * Composite attributes, on the other hand, can be divided into subparts (that is, other attributes). * For example, an attribute name could be structured as a composite attribute consisting of first-name, middle-initial, and last- name. Using composite attributes in a design schema is a good choice if a user will wish to refer to an entire attribute on some occasions and to only a component of the attribute on other occasions. Suppose we were to substitute for the customer entity-set attributes customer-street and customer-city the composite attribute address with the attributes, street, city, state, and zip-code. * Note also that a composite attri bute may appear as a hierarchy. In the composite attribute address, its component attribute street can be further divided into street-number, street-name, and apartment-number. 2. Single Valued or Multi Valued The attributes that have a single value for a particular entity is called a single valued attribute. * For example, an attribute customer-id is a single valued attribute because for a particular entity it holds a single value. * The attribute that have multiple valued for a particular entity is called a multi valued attribute. * For example, an attribute phone-number is a multi valued attribute because for a particular customer it holds zero, one or several phone numbers. 3. Stored or Derived * Normally attributes are stored attributes, that is, their values are stored and accessed as such from the database. For example, the attributes name, address and date-of-birth of customer entity set are stored attributes. * However, sometimes attributes’ values are not stored as such, rather they are computed or derived based on some other value. This other value may be stored in the database or obtained some other way. * For example, we may store the name, father-name, address of customers, but age can be computed from date-of-birth. * The advantage of declaring age as derived attribute is that whenever we will access the age, we will get the accurate, current age of employee since it will be computed right at the time when it is being accessed Fig Symbol used for different types of attributes in E-R diagram An example diagram representing all types of attributes is given below: 1. The attributes empId, empName and dateHired are simple and single valued. 2. The attribute address is a composite attributes because it can be sub divided into street and houseNo. 3. The attribute emp_Qual is a multi valued attribute because an employee has zero, one or many qualifications. 4. The attribute Experience is a derived attribute because it can be derived from the attribute dateHired. 5. The attributes other than Experience are stored attribute because it can be stored and accessed from the database. Null value:- * An attribute takes a null value when an entity does not have a value for it. * The null value may indicate â€Å"not applicable†Ã¢â‚¬â€that is, that the value does not exist for the entity. * For example, one may have no middle name. You read "E-R Diagram" in category "Papers" Relationship:- * Relationship is a representation of the fact that certain entities are related to each other. * Verbs are usually used to describe relationships. * For example: Students take Courses – Students and Courses are entities, and take is the relationship. Relationship Set:- * Set of relationships of a given type. * For example: students registered in courses ,passengers booked on flight ,parents and their children. Participation: * The association between entity sets is referred to as participation; that is, the entity sets E1, E2, . . . ,En participate in relationship set R. * The participation of an entity set E in a relationship set R is said to be total if every entity in E participates in at least one relationship in R. * If only some entities in E participate in relationships in R, the participation of entity set E in relationship R is said to be partial. Degree:- * The number of entity sets that participate in a relationship set is called the degree of the relationship set. * A binary relationship set is of degree 2; a ternary relationship set is of degree 3. Mapping Cardinalities (cardinality ratio) :- * Mapping cardinalities, or cardinality ratios, express the number of entities to which another entity can be associated via a relationship set. * Mapping cardinalities are most useful in describing binary relationship sets, although they can contribute to the description of relationship sets that involve more than two entity sets. For a binary relationship set R between entity sets A and B, the mapping cardinality must be one of the following: a) One to one. An entity in A is associated with at most one entity in B, and an entity in B is associated with at most one entity in A. b) One to many. An entity in A is associated with any number (zero or more) of entities in B. An entity in B, however, can be associated with at most one enti ty in A. c) Many to one. An entity in A is associated with at most one entity in B. An entity in B, however, can be associated with any number (zero or more) of entities in A. ) Many to many. An entity in A is associated with any number (zero or more) of entities in B, and an entity in B is associated with any number (zero or more) of entities in A. Fig. one to one Fig. one to many Fig. Many to one Fig. Many to many Key :- * A key allows us to identify a set of attributes that suffice to distinguish entities from each other. * A super key is a set of one or more attributes that, taken collectively, allow us to identify uniquely an entity in the entity set. For example, the customer-id attribute of the entity set customer is sufficient to distinguish one customer entity from another. Thus, customer-id is a super key. Similarly, the combination of customer-name and customer-id is a super key for the entity set customer. The customer-name attribute of customer is not a super key, because several people might have the same name. * The concept of a super key is not sufficient for our purposes, since, as we saw, a super key may contain extraneous attributes. * If K is a super key, then so is any superset of K. We are often interested in super keys for which no proper subset is a super key. Such minimal super keys are called candidate keys. * It is possible that several distinct sets of attributes could serve as a candidate key. Suppose that a combination of customer- name and customer-street is sufficient to distinguish among members of the customer entity set. Then, both {customer-id} and {customer-name, customer-street} are candidate keys. Although the attributes customerid and customer-name together can distinguish customer entities, their combination does not form a candidate key, since the attribute customer-id alone is a candidate key. The primary key is a candidate key that is chosen by the database designer as the principal means of identifying entities within an entity set. * A key (primary, candidate, and super) is a property of the entity set, rather than of the individual entities. Any two individual entities in the set are prohibited from having the same value on the key attributes at the same time. * The designation of a key represents a constraint in the real-world enterprise being modeled. * Sometimes we may have to work with an attribute that does not have a primary key of its own . To identify its rows ,we have to use the primary attribute of related table. this is known as foreign key. * So a foreign key is a field in a relational table that matches a candidate key of another table. The foreign key can be used to cross-reference tables . For example ,say we have two tables ,a CUSTOMER table that includes all customer data ,and an ORDERS table that include all customer orders . The intention here is that all orders must be associated with a customer that is already in the CUSTOMER table . To do this,we will place a foreign key in the ORDERS table and have it related to the primary key of the CUSTOMER table. Strong and Weak Entities:- * An entity set may not have sufficient attributes to form a primary key. Such an entity set is termed a weak entity set. An entity set that has a primary key is termed a strong entity set. * As an illustration, consider the entity set payment, which has the three attributes: payment-number, payment-date, and payment-amount. Payment numbers are typically sequential numbers, starting from 1, generated separately for each loan. Thus, although each payment entity is distinct, payments for different loans may share the same payment number. Thus, this entity set does not have a primary key; it is a weak entity set. * For a weak entity set to be meaningful, it must be associated with another entity set, called the identifying or owner entity set. * Although a weak entity set does not have a primary key, we nevertheless need a means of distinguishing among all those entities in the weak entity set that depend on one particular strong entity. The discriminator of a weak entity set is a set of attributes that allows this distinction to be made. The discriminator of a weak entity set is also called the partial key of the entity set. The primary key of a weak entity set is formed by the primary key of the identifying entity set, plus the weak entity set’s discriminator. Symbols used in E-R diagram:- Steps in E-R Modeling :- Usually the following five steps are followed to generate ER models 1. Identify the entity set. 2. Identify the relevant attributes. 3. Identify the prime attribute. 4. Find relationships between entity set. 5. Draw a complete ER model. How to Prepare an ERD:- Step 1 Let us take a very simple example and we try to reach a fully organized database from it. Let us look at the following simple statement: A boy eats an ice cream. This is a description of a real word activity, and we may consider the above statement as a written document (very short, of course). Step 2 Now we have to prepare the ERD. Before doing that we have to process the statement a little. We can see that the sentence contains a subject (boy), an object (ice cream) and a verb (eats) that defines the relationship between the subject and the object. Consider the nouns as entities (boy and ice cream) and the verb (eats) as a relationship. To plot them in the diagram, put the nouns within rectangles and the relationship within a diamond. Also, show the relationship with a directed arrow, starting from the subject entity (boy) towards the object entity (ice ICE CREAM EATS BOY Well, fine. Up to this point the ERD shows how boy and ice cream are related. Now, every boy must have a name, address, phone number etc. and every ice cream has a manufacturer, flavor, price etc. Without these the diagram is not complete. These items which we mentioned here are known as attributes, and they must be incorporated in the ERD as connected ovals. FLAVOUR MANUFACTURER ADRESS NAME EATS ICE CREAM CREAM BOY PRICE PHONE But can only entities have attributes? Certainly not. If we want then the relationship must have their attributes too. These attribute do not inform anything more either about the boy or the ice cream, but they provide additional information about the relationships between the boy and the ice cream. FLAVOUR MANUFACTURER NAME ADRESS TIME DATE PRICE PHONE ICE CREAM EATS BOY Step 3 We are almost complete now. If you look carefully, we now have defined structures for at least three tables like the following: BOY PHONE ADRESS NAME ICE CREAM MANUFACTURER FLAVOUR PRICE EATS TIME DATE However, this is still not a working database, because by definition, database should be â€Å"collection of related tables. † To make them connected, the tables must have some common attributes. If we chose the attribute Name of the Boy table to play the role of the common attribute, then the revised structure of the above tables become something like the following BOY PHONE ADRESS NAME ICE CREAM NAME PRICE FLAVOUR MANUFACTURER NAME TIME DATE EATS This is as complete as it can be. We now have information about the boy, about the ice cream he has eaten and about the date and time when the eating was done. Extended Features of E-R Diagram 1. Specialization †¢An entity set may include sub-groupings of entities that are distinct in some way from other entities in the set. For instance, a subset of entities within an entity set may have attributes that are not shared by all the entities in the entity set. The E-R model provides a means for representing these distinctive entity groupings. †¢ Consider an entity set person, with attributes name, street, and city. A person may be further classified as one of the following: a) customer b) employee Each of these person types is described by a set of attributes that includes all the attributes of entity set person plus possibly additional attributes. For example, customer entities may be described further by the attribute customer-id, whereas employee entities may be described further by the attributes employee-id and salary. The process of designating sub-groupings within an entity set is called specialization. The specialization of person allows us to distinguish among persons according to whether they are employees or customers. As another example, suppose the bank wishes to divide accounts into two categories, checking account and savings account. Savings accounts need a minimum balance, but the bank may set interest rates differently for different customers, offering better rates to favored customers. Checking accounts have a fixed interest rate, but offer an overdraft facility; the overdraf t-amount on a checking account must be recorded. * In terms of an E-R diagram, specialization is depicted by a triangle component labeled ISA, as Figure shows. The label ISA stands for â€Å"is a† and represents, for example, that a customer â€Å"is a† person. The ISA relationship may also be referred to as a superclass-subclass relationship. Higher- and lower-level entity sets are depicted as regular entity sets i. e. , as rectangles containing the name of the entity set. ISA 2. Generalization * The refinement from an initial entity set into successive levels of entity subgroupings represents a top-down design process in which distinctions are made explicit. The design process may also proceed in a bottom-up manner, in which multiple entity sets are synthesized into a higher-level entity set on the basis of common features. The database designer may have first identified a customer entity set with the attributes name, street, city, and customer-id, and an employee entity set with the attributes name, street, city, employee-id, and salary. * There are similarities between the customer entity set and the employee entity set in the sense that they have several attributes in common. This commonality can be expressed by generalization, which is a containment relationship that exists between a higher-level entity set and one or more lower-level entity sets. In our example, person is the higher-level entity set and customer and employee are lower-level entity sets. Higher- and lower-level entity sets also may be designated by the terms superclass and subclass, respectively. The person entity set is the superclass of the customer and employee subclasses. * Specialization stems from a single entity set; it emphasizes differences among entities within the set by creating distinct lower-level entity sets. These lower-level entity sets may have attributes, or may participate in relationships, that do not apply to all the entities in the higher-level entity set. Indeed, the reason a designer applies specialization is to represent such distinctive features. If customer and employee neither have attributes that person entities do not have nor participate in different relationships than those in which person entities participate, there would be no need to specialize the person entity set. * Generalization proceeds from the recognition that a number of entity sets share some common features (namely, they are described by the same attributes and participate in the same relationship sets). On the basis of their commonalities, generalization synthesizes these entity sets into a single, higher-level entity set. Generalization is used to emphasize the similarities among lower-level entity sets and to hide the differences; it also permits an economy of representation in that shared attributes are not repeated. Difference between Specialization and Generalization No. | Specialization| Generalization| 1| It is a Top Down approach. | It is a Bottom Up approach. | 2| Specialization stems from a single entityset; it emphasizes differences among entities within the set by creating distinct lower-level entity sets. Generalization proceeds from therecognition that a number of entity sets share some common features (namely, they are described by the same attributes and participate in the same relationship sets). | 3| The process of designating sub-groupingswithin an entity set is calledspecialization. | The process of designating groupingsfrom various entity sets is calledgeneraliz ation. | 4| Specialization is a result of taking a subsetof higher level entity set to form a lower- level entity set. | Generalization is a result of taking theunion of two or more disjoint (lower- level) entity sets to produce a higher- level entity set. | . How to cite E-R Diagram, Papers

Employee Law And Relation Aggression and Team Effectiveness

Question: 1) Demonstrate the relationship between organisational changes at work, employee relations and wider social and economic background . 2) Identify the causes of disputes arising from employment issues and the methods used to mitigate and remove these . 3) Evaluate the role of legislation including European law employment relations. Answer: Introduction Disciplinary situations include issues arising out of misconduct and poor performance and even if there are separate procedures to address specific issues, the Code of Practice laid down by ACAS should still be followed. It takes years for an organization to build a good name and reputations and a lot more years to become widely known as an employee friendly company (Jex Britt, 2008). The various actions taken by the company in the name of rules, regulations or discipline are also instrumental in building the name and image of the company or distorting it, depending on how the company uses it. Key components of a fair disciplinary process: Disciple is the action taken by the management that helps in activities of compliance and meet the standard of the organization. It helps to transform the employees and helps in getting enhanced performance. The components are: Preventive discipline - This action is taken so that employees can be encouraged that helps in following the standards and rules to avoid any indiscipline. The personnel Department plays a vital role in preventive discipline. The rules are communicated to the employees, conduct training and counsel employees. In dealing with employees of stern nature, operating managers are needed to diagnose both the internal, as well as external environment. Corrective discipline when non-compliance happens this action is used. In short, a mechanism is termed corrective discipline and like a warning or even a suspension. To promote transparency and fairness, there should be rules and procedures, which are specific and clear and in writing. It is also essential to involve employees, and their representatives in the development of the rules and procedures, and they should understand where it is found and how it should be used. Disciplinary process should be a vital component of the organization because it helps in meeting the objectives and provides benefits to the employee in a variety of ways. Wherever any form of action is required to be taken, whether the action taken is appropriate and reasonable will be justified by the facts and circumstances of the case. As it might not be practically possible for all employers o follow the code in all cases, the employer tribunals will take into consideration the size and resources of the employer while deciding on a relevant case (Aube Rousseau, 2011). The Labor Relations Act considers three grounds on which the termination of an employment depends that is the misconduct of an employee, incapacity of an employee to do the job and the operational need of the employer. However, the employee must have strong reasons for dismissal and a procedure that is fair in nature. Misconduct The most common ground where dismissal is done is the misconduct of the employee. In this scenario, the employee is terminated on the grounds of breach of disciplinary rule that were imposed by the employer. There are various scenarios like insolence, theft, assault, intoxication, etc. to ascertain whether a dismissal was fair, the courts, as well as arbitrators have considered various factors like service duration, record discipline, employer disciplinary code, common law principles that relates to the employment contract. Incapacity Incapacity also termed as incapability assumes two positions. The initial is whether the employee has the capability of doing the job for which he was employed as due to lack of skill, ability, efficiency, knowledge that is needed to meet the standards needed by the employer. Dismissals in such scenario are termed as dismissal for poor performance. The second scenario is when the employee is incapable of doing the job due to injury. Incapacity is different from misconduct by the fact that in the case of misconduct some idea of culpability on the part of the employee is structured. The dismissals in form of incapacity involves behavior that is not intentional in nature or not negligent. There are some elements to be dealt with while following a disciplinary or grievance process that can be listed as below: Highlighting of issues and grievances The issues of the employers and employees should be raised promptly without unnecessary delays in the communication, meetings, decisions, confirmations, approvals, so on and so forth. This will lead to better act, and hence, the grievance will be solved in a positive manner. The necessary investigation and research should be carried out to determine the exact facts of the case, and both the employer and employee should act consistently. Strong level of awareness The employees should be made aware of the basis of the problem, and the subsequent consequences of the same and the employees should be given a chance to be heard and a chance to put forward their arguments, response and decisions for the case (Block, 2011). This communication process between the employer and employee can be accompanied by a formal the disciplinary or grievance meeting also. The opportunity to make a formal appeal against any decision of the employer should be provided to the employee (Block, 2011). Evaluation of the challenges faced in the implementation of the disciplinary process The Disciplinary process in most cases is accompanied by the suspension of pay and issuing written warnings. The challenges faced in the process are discussed below: Communication process The decision about the mode and medium of communication: To maintain a tone of professionalism in the process, it is necessary to decide upon the most appropriate medium of communication as the employees might interpret it in a different way. The interpretation is necessary because the issue needs to be understood in the correct manner Otherwise, the effort will end in vain. The purpose of the disciplinary process is to make employees more productive and to contribute positively to the organization (Dollard Bakker, 2010). The discussions and meetings during the disciplinary process should not send out a message of a punishing tone. The disciplinary process acts as a safeguard to the employees as it helps in understanding them and enables the completion of work. It raises the level of work. Confidentiality Apart from this, confidentiality is an important element in the disciplinary process that is found difficult to achieve in most cases as the co-workers are bound to become aware of the proceedings and discuss about the same which in turn spreads possibly to other departments and might induce negativity about the employer (Clarke, 2013). It is essential to provide specific examples of the rule violations and performance discrepancies to make the employee fully understand about the corrective actions required. This is found lacking in most cases. Internal policies There could also be a few drawbacks in the internal policies and documentation done by the company that is found during the disciplinary process. Therefore, the employer might lose the case in such times if the actual problem is not investigated completely in depth and not all the legal formalities are met. Coaching and performance appraisal is often taken for granted by employers due to which undue justice is denied to the employees. The disciplinary process also in many cases proves to be of no impact. If the employer has anyhow decided to sack the employee or if the employee has also firmly decided to leave the organization, then the disciplinary proceedings are only a formality and for ornamental purpose. Another big challenge faced by the employer is the list of unreasonable requests from the employee and bringing the employer to a do or die situation, which in most cases might be difficult for the employer to negotiate or bring the issue to talking terms. Thus, for an outsider, it might be difficult to say whether the disciplinary proceedings are being carried out in a fair and transparent manner. The organization carrying out many disciplinary processes might be viewed as a strict company from outside thought the actual performance of the employees is not seen by the outer world in these cases. Code of Professional Conduct or CIPD is the voice of the entire community that contains more than 135,000 members that strives to provide better work and working lives. It proposes high standards of entry for membership and prescribes all its members to adhere to the behaviors that is set in the Professional conduct. The CIPD regulation contains all the procedures and any allegation can be considered through a reference to it. In short, it strives for HR and people development. It brings transparency and helps the employer to deal with the matter effectively as there are valid rules and regulations. Examples of case laws that have good identified practices in the last five years In the case of Bethnal Green and Shoreditch Education Trust vs Dippenaar, the Employment Appellate Tribunal held that the dismissal of a long-serving teacher was not discriminatory against the appointment of a young teacher since the long-serving teacher had to be paid more. Thus, there was no discrimination of age in this case nor did the other long serving teachers suffer from any particular disadvantage (Coyne Garvin, 2013). In the case of Craig vs Bob Lindfield and Son Ltd, the employee was laid off for four, half weeks without pay since there was a genuine downturn in the work, and the employee resigned after the layoff. It was held by the EAT that the employer had legitimately followed the statutory provisions, and there is no implied term that the layoff should be a reasonable period. In the case of Peninsula Business Services Ltd vs. Donaldson, the EAT held that it was not discriminatory to discontinue child care vouchers during maternity leave as vouchers cannot be provided at a time when there is no salary sacrifice by the employees. Off late as globalization is becoming widespread, employees of different religions are found working in different countries. In such cases, there is an additional duty cast on the employer to accommodate the religious beliefs of the employees though not much protection is available for the employees. Thus, employers have been considering the advantages and disadvantages of providing a reasonable accommodation concerning the religious accommodation and in different cases different approaches are being adopted (Duane Sydney, 2010). Still, corporate are increasingly trying to accommodate different religious beliefs as the awareness is spread. Virgin Atlantic. Management of Disciplinary Process: Virgin Atlantic is a leading airline company driving solutions for the industry. The Disciplinary Process at Virgin Atlantic is grounded on a few basic principles that are as below: Employees should be paid a fair wage which is essentially the living wage defined as the amount required to meet the basic needs of the employee and family. Employees should be given an easy to read and interpret contract for their duties, roles and responsibilities including their rights and the appeal procedures. Employees should be provided with a full and appropriate training for carrying out the duties on the job. Employees should not be penalized through wage deductions because of the disciplinary proceedings. Employees should not suffer any discrimination on the grounds of age, gender, race, religion, and disability, freedom of association, political affiliation or medical condition. Appropriate protection against harmful situations or hazardous products should be offered to the employees. Analysis of management of disciplinary process through policies, procedures and practices: Virgin Atlantic has a sustainable procurement policy which defines the working conditions, work environment, business ethics and supplier engagement process. As there are policies and procedures in place for every item, it becomes feasible for Virgin to deal with the disciplinary issues. The employment contracts also contain the policies to be followed and the implications of flouting the same, the legal actions that can be taken by the company, so on and so forth. The work environment is thus created which enables the systems and procedures to be implemented will little efforts. The success of the organization thus lies in the drafting of policies and procedures in such a way that the company can deal with its disciplinary issues in-house which is the case with Virgin Atlantic. For this reason, there is not much public data available on the reported disciplinary issues of Virgin Atlantic on the internet or such other sources. Aspects of Disciplinary process that have potential tensions with other policies: A company has different departments, policies and procedures set out for each department and various laws, regulations, statutory compliances are applicable on the various Acts. Thus, the policies drafted by the company have to be in consonance with the statues and with the other respective departments (Deckers, 2010). In an incident that occurred in 2008, it was found that a small number of staff had criticized the safety standards of the airlines on social networking sites. This led to negative publicity and the airline added that safety was a top priority and they operate the aircraft under strict compliance and all the safety precautions. For this reason, Virgin Australia launched disciplinary proceedings against its own crew. This matter was taken very seriously, and so it sacked 13 members as a part of its disciplinary process. The employee behavior was considered very inappropriate and brought disrepute for the company. Thus, this disciplinary action taken by Virgin was perfectly in line with its code of conduct and did not require any approvals or further discussions. From the available sources, it can be understood that there are not much aspects of the disciplinary processes that have potential tension with other HR Policies and practices. Virgin Atlantics equal opportunity policy is in line with the other policies. Recommendations to deal with disciplinary proceedings: The company can restrain the employees from going more public on the social networking sites and explaining the difference between personal lives and professional lives. It can be achieved be effective mentoring and demonstration of the implications of such actions (Bowling et. al, 2010). Virgin is known for its low staff turnover and involvement of the staff in the cross-functional sharing and training. This keeps the employees satisfied and motivated. Virgin should conduct a disciplinary action for the employees. An in-flight wish list can be distributed to the passengers where they can write freely what they require as this will avoid complaints at a later stage. The range of penalties that can be imposed should be well defined, and the employees should be made fully aware of the same. There should be an in-house appeal mechanism with the highest authority to which an appeal can be made in certain cases (Griffin Clarke, 2010). The disciplinary procedures should be reviewed constantly to make amendments in the light of changing circumstances and to keep it updated periodically. The new laws, legislations, decided case studies could all be kept as a center point for these updates. A good disciplinary process involves in some stages starting with raising the matter with the immediate manager in the first case and then delegating it appropriately to the respective stage (Barmes et. al, 2007). Where required, the disciplinary and grievance issues can also be solved on a personal or informal basis. This can also go on a long way in skipping the formalities of compliances and procedures. The steps in the disciplinary process should be progressive as the purpose of the disciplinary proceedings is to arrive at a consensus and a more peaceful work environment both for the employer and the employee (Pinder, 2008). Conclusion It is thus seen how the company to maintain law and order in place on one hand and extract the best out of the employee on the other hand, if used as an effective tool, can use disciplinary procedures positively (Smith Mazin, 2004). The disciplinary process is important as it helps the HR to maintain a strong decorum and helps in achievement of the objectives. It is the main duty of the HR to have a strong disciplinary process in action that will act as a strong statement and keep the work in momentum. However, there are various challenges in the way that needs to be faced to ensure that the best practice is into implementation (Harrison, 2005). The disciplinary process is beneficial to the employees and the organization because in one way it helps the employees by strong standards and on the other it helps the management to get things done in a smooth manner. Therefore, it serves a dual process and hence, the management must have a strong disciplinary process into action. References: Aube, C, Rousseau, V 2011,Interpersonal aggression and team effectiveness: The mediating role of team goal commitment, Journal of Occupational and Organizational Psychology, vol. 84, no.3, pp. 565580. 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