Gender Equality in Human Resource Management

Gender Equality in Human Resource Management The term Sexual Orientation Equality portrays the equal esteeming of the unique parts expected by men and women. The subject endeavors to vanquish hypothesis pieces and partialities, so both people and females are set up to do likewise getting rewards and contributing towards social, political, social and cash related changes inside society. At whatever go-to individuals and women recognize esteem, the provoke result is a quick and stable change in the economy. The trained and sound women in the general population field are reliable and obliging towards their families and nations (Lorber, 2005) Despite the fact that men and women are disparate physically, it is the financial, political, social and lawful translation of such contracts that eventually prompt to making imbalance among them. In social disparity, men and women commonly have distinctive duties and parts in their day-to-day lives and work. It is foreseen that men appear to do substantially more hazardous and heavier work that is found far from their home. Work done by men seems to have significantly higher status as contrasted and ladies who have the real duty regarding childcare, elderly care, get ready and overseeing sustenance for their families. Gender equality signifies a culture in which men and women have the benefit of the similar opportunities, outcomes, obligations and rights in life. Uniformity amongst ladies and men exist when both genders are fit for sharing commonly in the appropriation of impact and power; have a square with open doors for budgetary flexibility through the arrangement of organizations or work; appreciate equal and simple access to training and the prospects to build up individual claim objectives. Women and men are not made proportional. They each have their God-given qualities, focused on their commitments to multiplication and family common sense. Those qualifications are not easily dismissed. Regardless, those refinements dont bolster sex isolation in general society eye, and in no way, shape or form in the workplace.(Malkin, 2005) Ladies have unequal access to wellbeing administrations and training, confront a biased based impediment at the work environment. Social traditions that drive or empower young women into early childbearing and high school relational unions have hazardous and coordinate results for their wellbeing. There are numerous elevated amounts of severity and viciousness against women nearly in all countries around the globe. This could be among their families where it is managed a regular custom. Violence, in the navigate of furnished conflict, is used to humiliate the foes and to undermine resistance and certainty. The financial imbalance is straightforwardly identified with the money related and budgetary states of women. More than 70% of poor on the planet are women, while the ratio of females living in neediness has fundamentally and lopsidedly expanded as contrasted and men. Ladies likewise have unequal access to vital financial assets like credit, capital, land, and work. Confined open doors for professional success and business are accessible for women. These impediments confine the abilities of women to enhance their budgetary and monetary situation (Zinn, 2005). Ladies have not spoken to properly at all levels of governments necessary leadership in the group, however particularly at national and provincial levels. The legal framework in the greater part of the nations segregates especially against women in the fields of legacy, family law, arrive proprietorship, property, criminal law, and citizenship. The indictment of cases, in the vast majority of the nations, including viciousness against women is troublesome and confused. The discrimination especially against girls and women- including economic discrimination, domestic violence, harmful conventional practices and reproductive inequities- remains the most persistent and pervasive form of inequality. Moreover, women bear further hardship during, as well as, after conflict and different humanitarian emergencies. Women makeup roughly half of the human inhabitants but are comparatively marginalized compared with their male counterparts. (Wilson 2003) The gender equality has been accepted and recognized as human rights principles since the approval of the charter of United Nations in 1945. Most of the global agreements such as the Millennium Development Goals (2000) and the World Conference on Human Rights (1993) have highlighted and stressed on the significant want for all the nations to take appropriate measures against such biased practices. Accomplishing the goal of gender equality requires each woman and men to paintings collectively in sorting and looking for the answers, within the particular approaches that inspire and aid mutual believe and admire. The packages to make certain gender equality need to cope with all styles of violence in opposition to women, which includes trafficking in girls and women, promoting energetic function of girls in peace constructing and struggle eventualities. It must also be ensured that the troubles of gender equality are integrated into infrastructure and governance activities. Sexual orientation uniformity is the first and essential human right. Ladies are similarly qualified for live in opportunity and additionally poise from dread and need. Enabling women is a viable device for lessening neediness and propelling improvement. Enabled women are in a superior position for contributing towards profitability and strength of whole families and additionally groups. They can likewise bolster in enhancing prospects, particularly for the coming era (Kramer, 2004). In spite of numerous assertions at universal level asserting the social privileges of ladies and guaranteeing the reason for sexual orientation fairness, ladies are yet to be more probable, as contrasted and men, to be malnourished, weak and unskilled. They have a low level of access than men to property possession, therapeutic care, work, credit, and preparing. Their potential outcomes for being politically dynamic are not as much as men. Besides, they are much more presented to the abusive behavior at home. The capacity of women for controlling their fruitfulness is altogether central to the strengthening and uniformity of women. At the point when a female is solid, she is gainful. At the point when ladies profitable rights-including the key appropriate to arrange birth timing alongside separating and to settle on basic choices identified with the pressure and generation are ensured and advanced, she has self-sufficiency to partake similarly in the general public. An indispensable a part of supporting the chance of sexual orientation correspondence depends on enabling girls, with a first-rate think about reviewing and recognizing lopsided power characteristics and conjointly giving additional autonomy to delineate their lives. Ladies invigorating is, honestly, essential to wise progression and additionally the understanding of human rights for everybody A prosperous and flourishing society suggests that women and men have parallel open entryways for understanding their human rights. People and females contribute typically towards satisfying the necessities of societal and social movement. The societal and social progress is mainly connected with the political, national and money related change. The men and women must benefit comparable in the general population field from the consequences of that event (Kramer, 2004). In any case, imbalance extremely limits economic advancement, particularly in the creating nations, where a large portion of the ladies are the significant nourishment makers, essential educators, assembles fuel and water, workers and suppliers of human services in the casual economy. Practical advancement in a public is dependent on the equivalent commitments made by men and women. Overall guaranteeing square with support for women in advance of their groups requires two noteworthy components; comparable capacity to contribute and rise to chance to perform such exercises. The status of women in the significant territories of society including training, wellbeing, central leadership and access to assets must be made strides. Planned endeavors ought to be done to guarantee that especially women have an honest to goodness and equal part towards molding the societal development. Decreasing sexual orientation imbalances suggests benefits for women as well as for men, kids and the elderly , and for the poor and also the rich. Human Resource Management speaks to productive and implementable answers for the issues developing from the imbalance amongst men and women. The appropriation of a reasonable HRM show in associations presents level with circumstances, particularly for work force approach as the endorsement of a HRM topic, which connotes creating, and esteeming individuals in quest for objectives and which focuses on the individuals part and the importance of contribution, give chances to contentions about surveying all individuals. The assorted qualities in esteeming individuals empower the advancement of sexual orientation equity to be related with the achievement of business objectives. The speculation that the ascent of HRM is profitable for women and for sexual orientation correspondence requires prompt consideration and activity. This consideration is fundamentally required, as critical disparities exist especially in associations thinking about the advance of women in non-customary regions of work. Albeit critical advance has been made to guarantee sexual orientation correspondence, still a considerable measure of work is to be finished. The HRM hones in an association give workable arrangements. Especially in general society segments of the greater part of the countries, because of its main goal and hostile to prejudicial administration alongside arrangement of open administrations remains a noteworthy issue. The open deliberation is the means by which to make conditions in which men and women can finish their potential. (Wilson, 2003) At the level of associations, practices and arrangements identifying with sexual orientation administration are largely in the circle of human asset administration (HRM). HRM is seen as key within the associations. It notably includes whole body hands together with general directors. It regards people because it is the most immense sole resource of the association. It is merely proactive in its immediate association with individuals; and it with excitement appearance to upgrade the execution of organizations, the social prosperity and representatives desires. A reliable idea of HRM writing is the creation and improvement of responsibility to line administrators with the end goal of overseeing human asset. (Wilson, 2003) Duty regarding the compelling execution of the Gender equity approach rests with the Head of every Department of office, upheld by the senior administration team.(2008). senior line administration, specifically, is portrayed as having the locus of obligation for human asset matters. The line chiefs part is no longer restricted to sorting out and observing the conveyance of administrations, yet is creating in connection with HRM. It includes achieving the HRM arrangement destinations of responsibility, adaptability, quality and in the end the adequacy of subordinates. In the advanced age, HRM chiefs are liable to, and more required in novel practices in direct interchanges, choice, examination, target setting, preparing and improvement and inspiration. (Kramer, 2004)Development of responsibilities to HRM managers may be a primary part of the recent ideas, connected on to diversity and equality management. Rather than concentrating on under-represented teams like females, managing dive rsity is based totally on the theme that folks} ought to be rather valued as individuals for general reasons associated with the interests of business also as for social and ethical reasons. Development of responsibility to HRM managers is stressed once the difficulty is taken into account of United Nations agency is answerable for implementing the method of valuing entire people. This is a grave matter of concern for full employees, particular supervisors as opposed to being seen as an issue identified with just human asset experts. In pursuit of such organizations that offer equality and fairness, that specifically ensures that each man and ladies fulfill their full potential, several problems square measure regression from the event of answerableness to HRM managers, the primary issues HRM manager competency whereas managing individuals effectively. Depleted coaching alongside goodly strains of labor has been in the central highlighted, as characteristics prescribing the amount t o that delegating of Human Resource management is feasible. The deficiency of social control competency and capabilities instead of discrimination or racism can be the first reason for managers incapability to manage, a multiple and honest clusters of individuals. Another issue is whether to evaluate HRM operates on their effectiveness in assuring gender equality. The menstruation can be a primary part of acceptable results and performance goals for accomplishing results. Moreover, equal opportunities goals for HRM managers may even be counter-productive, and per se, they ought to accurately be inspired to line goals for themselves, focusing totally on their social control capability. To ensure equal and non-discriminatory treatment of each man and women continues to be a big challenge confronted by the HRM managers within the organizations. Within the space of managing diversity and HRM, there is a lot of stress on delegated responsibility with line managers forward the various roles. Delegation and devolvement have some strong resonance with the present pragmatic deliberations of the organizations where optimal resources are low and central overheads were particularly subject to scrutiny. (Wilson, 2003) In any case, regressing duty regarding the reason for sexual orientation administration brings up some noteworthy issues. The first is whether this symbolizes a decent opportunity to infix into societies of associations, social control considering, conduct, and estimations of balance and reasonableness while tending to the sex issues that square measure the main goal for a large number of the associations. Second is whether or not or not rather than the removal of a supporter of equality, and so the strain of line managers being primarily in control of gender equality in the pursuit of their HRM duties shows the events for abdication on behalf of individual executives. Devolvement of sexual orientation administration to HRM administrators could display a huge open door for finding direct obligation inside the dispatch of most fit individuals. Administrators may go up against a few difficulties though ensuring sexual orientation uniformity. It incorporates expanding exercises of HRM, clashing needs, their insufficiencies and absence of answerability identifying with equity. It is necessary to look for the ways in which may adequately address the difficulty of gender difference and develop cultures in which gender is ensured. Each individual is liberated to create his/her most contribution. Delegation and delegation of responsibility to HRM managers will play a significant role. However, it is the tremendous potential to represent the last word alternative from gender equality. Supportive, continuous coaching, effective leadership, education for managers, vigilance for structure, communication ways, outcomes, and processes are necessary ingredients t o handle the significant challenges of difference gift between men and women. (Wilson, 2003) The important and empirically based assessment of HRM indicates an important reality concerning the challenges baby-faced by the HRM whereas managing gender equality. These embody management} control, exaggerated police investigation and work intensification, weakening of mutual regulation and shifting of considerable risk to staff. Therefore, HRM guarantees such employment practices, which might develop the well-rewarded, well-trained, comparatively secure, motivated, committed and authorized men, unbiased towards favoritism and racism. The HRM organizations area unit thought-about as high-commitment organizations. Activity and attitudinal commitment area unit applied to support and increase job performance and to see the speed of turnover, justifying entire investments created in exceptionally trained, incredibly talented and high-quality workers. The HRM managers to confront the difficulties of gender difference additionally apply a wide range of personnel plans. These policies are directly joined to the worker involvement like communication, job design, and leadership vogue. (Wilson, 2003) Attention to make sure gender equality reflects a clear research-based cognizance that organizations commitment towards resolution of this matter is influenced by work and job expertise instead of by the gender or by personal options. For instance, high level of equality between the sexes exists in those organizations where job provides ample scope for self-expression and responsibility. Socialization and selection are also observed as important aspects while implementing the solutions to ensure gender equality. An outstanding example of current application is the organizations commitment towards gender equality measured by select inputs such as visible hours and kind of performance. The willingness and capacity to work annualized hours is yet another outstanding example of current application.

Ethics in the Workplace Essay

In 1995 Douglas Durand went to work for Tap Pharmaceuticals as vice- president of sales. Several months after starting at Tap Pharmaceuticals, Durand was in disbelief to find out that the company was bribing urologists to purchase the new Lupron drug for prostate cancer. Durand found the culture at Tap Pharmaceuticals to be in misalignment. In order for Durand to protect his good name, he began to document all his findings over a 6 year period and submitting the information to federal prosecutors. The documentation that Durand submitted to the federal prosecutors was so overwhelming that it caused Tap Pharmaceuticals to plead guilty to conspiring with doctors and cheating the government. As result of the guilty plead, Tap Pharmaceuticals paid a staggering $875 million dollar fine, which Durand received 14% of the settlement for his efforts to remedy the situation. The symptoms found in the Tap Pharmaceuticals case are primarily driven by numbers and monetary rewards. The more the top sales reps could sale or distribute the bigger the monetary reward. Durand tried to institute a more structured environment to help remedy some of the illegal practices he encountered. Many of the sales reps at Tap Pharmaceuticals did not accurately track the samples of Lupron given out to doctors. Durand offered a year salary to sales reps to help the company keep accurate records of distribution of the drugs offered. It worked until upper management shut down the bonus program, furthermore; the reps settled back into their old ways. Symptoms of dishonesty, unethical behavior, inadequate record keeping, crooked doctors, and a complete disregard for laws and regulations set forth by the government are derived from the root cause of poor upper management found at Tap Pharmaceuticals. The root cause and unresolved issues that Durand encountered at Tap Pharmaceuticals are a direct result of the monetary driven culture created by then president Yasu Hasegawa and senior management. Durand found that when he tried to implement new policies or practices that Hasegawa and the sales reps were not interested, or he was undermined by senior management. Tap pharmaceuticals primary sales niche was to bribe and payoff the people who prescribed the drugs offered by purchasing televisions, vacations, and  office equipment. The unethical practices are a direct result of a lack of unethical leadership and ethical standards and practices not being in place. Tap Pharmaceuticals did not have a hose counsel to help keep practices ethical and meet government requirements because it was thought to be a sales-prevention department. Durand eventually found himself excluded from marketing and sales meetings and told that he just did not understand the culture. The lack of ethical leadership in the company is the root of the problem found at Tap Pharmaceuticals and left all the issues that Durand found unresolved. Analyze and evaluate alternatives. Decide on the most valid alternative, and make recommendations. When thinking of alternatives, people think of other options that may apply in order to have a different outcome than the current outcome. When Durand was offered the position as Vice President of Sales with Tap Pharmaceuticals, he had no idea what he was getting involved with. All he saw was a potential for a promotion in an industry where he had already served his time and made a name for himself. Durand has a couple alternatives in this ethical situation. He could have kept his mouth shut and adhered to Tap Pharmaceuticals’ policies and procedures and unethical practices. The outcome to this alternative could have proven to be very poor for Durand. If Durand continued to allow Tap Pharmaceuticals to conduct business in the sales department as they always had in the past, eventually, the federal government would have caught on to the unethical practices and levied fines against Tap Pharmaceuticals and Mr. Durand. He could have even been prosecuted for the practices he witnessed at Tap Pharmaceuticals. When employees are directed to blatantly break the law in order to keep sales up and to give out medicine samples without charging for them, there is a huge ethical problem. Tap Pharmaceuticals instructed the doctors to charge Medicare for the samples even though they never paid for them in the first place. It seemed as if Tap Pharmaceuticals planned to break every law of the trade in order to make the most money in the least amount of time. This alternative would not work for Mr. Durand. He had a steady head on his  shoulders and would not stand for the unethical practices he had witnessed. But what would he do about the problem? This question would later come into play when Mr. Durand was faced with a tough decision. A second alternative Mr. Durand had was to leave Tap Pharmaceuticals with a resignation. But a resignation would land him and his family out on the streets. He did not want to jeopardize his family’s lifestyle and affect the way his children would grow up. After all, Mr. Durand did leave a well paying job with a huge medical pharmaceutical company. This alternative would be even worse than staying with Tap Pharmaceuticals and pretending nothing wrong was going on. He had to support his family and to Mr. Durand this was the most important issue to handle. If Mr. Durand resigned from Tap Pharmaceuticals, he would have to start all over again and work his way back up the corporate ladder as he did 20 years before with Merck & Co. Mr. Durand had very few options or avenues to take in his ethical dilemma. He was virtually stuck â€Å"between a rock and a hard place.† He truly made the perfect decision when he decided to file suit against Tap Pharmaceuticals. This was the best possible option he could have used. First, Tap Pharmaceuticals was breaking the law and if they continued to practice unethical business, they could have hurt someone or continued to defraud the United States government and Medicare. Since Mr. Durand was familiar with the practices of the pharmaceutical industry, he had no other choice but to blow the whistle on Tap Pharmaceuticals. TAP Pharmaceuticals, a physician, and 7 employees of TAP Pharmaceuticals were charged and indicted for bribing physicians with kickbacks to use the drug Lupron. The federal grand jury also found them guilty of Medicare fraud, and violation of the Prescription Drug Marketing Act. PSA-Rising (2001) states,The seven individuals charged in the indictment unsealed today are:Alan Mackenzie age 49, of 27068 Wellington Court, Barrington, Illinois, andformerly Vice President of Sales for TAP, Janice Swirski, age 40, of 6 BellinghamDrive, Chestnut Hill, Massachusetts, and formerly a National Account Manager with TAP,Henry Van Mourick, age 43, of 23 Golfwood Court, Roseville, California, andcurrently a District Manager employed by TAP,  Donna Tom, age 37, of 141 East 56thStreet, New York, New York, and formerly a District Manager employed by TAP,Kimberlee Chase, age 35, of 108 Dedham Street, Dover, Massachusetts, and formerly aDistrict Manager employed by TAP, David Guido, age 30, of 131 New London Road,Colchester, Connecticut, and currently a Hospital Account Executive employed by TAP, DR. John Romano, age 48, of 110 Long Pond Road, Plymouth, Massachusetts, an urologistwith a practice in Plymouth, Massachusetts. Four other physicians’ were indicted before the above indictment. TAP Pharmaceuticals bribed urologists to use the drug Lupron by giving them big screen televisions, golf vacations, and free sample of Lupron. The sales representatives also gave the physician’s free samples of Lupron and told the physicians to bill Medicare for full price. Durand tried to change different aspects of how Tap Pharmaceuticals was run, but all to no avail. Whenever he implemented a new structural change, the employees would try it for a short while and return to the way they had done things in the past. Accurate bookkeeping was a logical idea to put into action. This would tell exactly how much each rep gave out to doctors and pharmacies as samples for them to try out. The old way never showed how much they were paid for each sample given because there was no way to know how many had been given out. Whenever new ideas are put into effect, it still takes people to uphold these new rules and regulations. When Yasu Hasegawa failed to show any sort of business ethics, why would any of his employees? A good leader will lead by example. When people follow someone he/she want to emulate his/her actions, not just his/her words. By having a person with little moral fiber lead the company, it allowed some that might have been on the fence about the situation to fall to the same side. Durand’s cultural change effort failed because senior management and older sales reps refused to change the company for the better. They had been doing things their way for too long and the payoff incentive was too great. The shady business practices were much easier than trying to keep records of exactly how many samples were given out and who all had been bought. When  the president of the company would not even change his ways on how he dealt with his business, how could his employees be expected to change as well? In a business that deals with healthcare, the most important aspect should always be the patients. Since nobody truly cared about them and all the employees concerns were with lining their own pockets, the business ended up being sued for quite a large amount of money. The only way for Durand’s changes to succeed, would be if there were a total overhaul of management. The company would need to basically start over in order to weed out all the bad eggs. That would take a great deal of time, not to mention a great deal of money. Even though Durand became a whistle-blower on Tap Pharmaceuticals and the company was fined, there are sure to be employees who were guilty but not indicted. In TAP Pharmaceuticals there was an attitude of a misalignment of culture. The profit driven only environment provided no ethical leadership. Upper management including the CEO, who set the tone of weak unethical leadership, held no interest in change. TAP had no formal cultural system. The bottom line was the only factor and how profits were obtained was of little concern. When Durand attempted to make positive changes to the system through a â€Å"Reward System,† upper management put a stop to it even tough it was working and labeled him a trouble maker. TAP was not interested in positive ethical change. The gifts to urologists and doctors TAP pharmaceuticals participated in set an unethical culture. ConclusionIn the end Tap received one of the largest fines in the pharmaceutical industry and the job of rebuilding its image and reorganizing its business practices. Seven of its senior management team received heavy financial and judicial penalties for their part in the Lupron scandal. Douglas Durand in the end had to start over in a new less lucrative position, furthermore; he did receive a large settlement from the federal government under the Whistle-Blowers Act and currently retired and living in Florida. References: Barrett, A. (2002, June 24). A Whistle-Blower Rocks an Industry. Business Week. RetrievedJune 19, 2007, from http://www.fairness.com/resources/relation?relation_id=9650Nelson, K., & Trevino, L. (2004). Managing business ethics: Straight talk about how to do itright (3rd ed.) . New York: Wiley. PSA Rising (October 3, 2001). TAP Pharmaceuticals Products Inc. and Seven Others ChargedWith Health Care Crimes; Company Agrees to Pay $875 Million to Settle Charges. RetrievedJune 22, 2007 from http://www.psa-rising.com/wiredbird/tap102001.php

Gender Equality and Islam Essay

Islam believes that a woman is not merely subject to man rather she has her own separate and complete entity in all respects. She has an equal right to that of a man to nourish her religions faculties, serve her faith, acquire education, get a job, do business, own something and benefit herself from it and prove her creativity in an enterprise. She is master of herself in all respects. The religious aspect of this fact is described in the Quran as under: â€Å"For muslim men and women, for believing men and women; for devout men and women; for men and women who are patient, for men and women who humble themselves; for men and women who give charity’ for men and women who fast; for men and women who guard their chastity, and for men and women who remember Allah much- for them all has God prepared forgiveness and a great reward† (Al – Ahzab 33, verse 55) The characteristics mentioned in the above Quranic Verse are ten in number. These characteristics cover all aspe cts of Islam, Islamic conduct and behaviorism related to the rights of God and of human beings too. The above verse makes it clear that there is no distinction between a man and a woman in terms of worships of God, obedience to Him and the place in the life after death. In fact there is no distinction on the basis of gender. The Quran has laid down the following principle in connection with acquisition of wealth â€Å"For men is a portion of what they earn and for women is a portion of what they earn â€Å"(Al-Nisa 4, Verse32) The Sura â€Å"Al-Nisa† basically deals with matters relating to money and other issues that emerge out of the relationship of man and woman in different capacities in a family; Immediately after the above quoted verse an article from the law of legacy has been described and next comes the instructions about the mutual contacts of a husband and a wife. Hence the context makes it clear that the above mentioned verse is related to the worldly life and that a woman has equal rights to that of a man like acquiring education, doing job or a business, deal of a property and even develop her personality. There are several other Quranic verses which make it clear that there is no distinction between man and a woman on any grounds except in the bearing of a responsibility (the detail would come in later pages). Both are human beings and both have rights and privileges. God says: â€Å"I will deny no man or woman among you the rewards of their labours. You are the offspring of one another† (Al-Imran 3: Verse: 195) Through Sura Al-Tawba, God has declared all Muslim men and women as friends, companions and helpers of each other. Thus women are, in no way inferior to men rather they are friends of men and are equal to them. (However, in terms of responsibilities there can be classification, like a doctor and a teacher, under special circumstances): â€Å"The true believers, both men and women, are equal friends to each other. They enjoin what is just and forbid what is evil; they attend to their prayers and pay the Zakat and obey Allah and His Apostle. On these Allah will have merc y. He is Mighty, Wise.†(Al-Tawba 9, verse71) This is why during the prophetic period women used to acquire both religious and worldly education, do farming, take part in trade and industry and manage their wealth and property; About Aisha, the wife of the Holy Prophet, everyone knows that she has related and confirmed 2210 Hadiths (Prophet’s sayings) (Sadarat-ul-Zahab: vol.1) The books based on the compilations of the history of the days of the companions of the Apostle reveal the stories of innumerable females who had mastery over different fields of the religious knowledge rather several eminent scholars attained the knowledge of Islam from them. It was a general practice during those days people used to seek guidance from the wives of the Apostle in the matters of religion. There were besides the wives of the Apostle, certain other women too who earned repute in this field. Rabi-Bint-I-Mauz was one such famous scholar and the outstanding scholars of Islam like Abdullah-b in-Abass and Abdullah Bin Umar had been her students. Several people have related certain Hadiths through her reference. These include Salman Bin Yasir, Abad Bin walid and Nafei-Bin-Umar etc. Fatima Bint-I-Qais had been the tutor of the prominent scholars like Ibn-e-Maseeb, Urwa Bin Zubair and Shabi. (Al-Astaayab-fil-Asam-ul-Sahab) Ayesha the daughter of Saad Bin Abi-Waqas was remarkable scholar and had educated Imam Malik, Ayub Sakhtiami and Hakam Bin Ataiba. (Tazeeb-ul-tazeeb Vol. 12) Imam Shafi, the eminent jurist learnt the knowledge of Hadith from the Syeda Nafisa, the grand daughter of Hasan, the grand son of the Apostle. (Wafyat-ul-Aayam-al-Ibn-khalkan Vol 2) Same was the case of the worldly knowledge and wisdom. For example among the female companions of the Apostle several were poetess like Khansa, Saudah, Safia, Atika, Muridya, Umm-I-Aiman and several others. In the field of medicine and surgery, Rafaza Aslamia, Umm-I-Mutea, umm-I-Kabsa, Hamne Bint-I- Jahsh, Ummi-I-Athiya, Ummai Saleem and several other women won repute. (Tabqat-Ibne-Saeed, Asaba) It was a usual practice among women to get wo rldly knowledge during those days. If their number is not remarkable, it was due to lack of resources. Some ordinary women knew how to read and write and even could manage small accounts. (Tabqat Ibn-e-Saad Vol-8). Some wrote and reply letters. (Al-Adab-ul Musfi) During those days the women used to do farming and looked after their fields. In Bokhari (the collection of Hadith) Sahl Bin Sasd relates the story of a female companion of the Apostle who owned fields and gardens. She cultivated a vegetable named â€Å"Salq† near the bank of a stream and used to serve Sahl Bin Saad and others with Salq and Maize when they visited every Friday. (Bokhari) The most authenticated books on Hadith like Bokhari, Muslim, Abu-Daud and Ibni Mauja quote the statement of Jabir Bin Abdullah who narrates about her maternal aunt. She was divorced and was going through Iddat (the three months waiting period after divorce during which a woman can’t marry). She desired to sell out the fruit of her garden for her living. She consulted the Apostle who advised her to do so as in that case she would be able to give charity and do something for her redemption. This makes clear that the women, during the prophetic perod used to do farming and trade. According to Bokhari, Asma, the daughter of Abu Bakar, the first pious Caliph and the wife of Zubair used to assist her husband in farming on the fields almost two miles far from her home. Those days the women could freely take part in the trade and business activities. The most respectable woman in Muslim Ummah Khadija was a trader. Many female companions of the Apostle like Khaula. Al-khamia, Saqafia and Bint-I-Mukarrama used to trade in perfume. (Asaba-Fi-Tameez-ul-Sahaba Vol-4) Several event related in ‘Tabqat Ibn-I-Saad’ exhibit the fact muslim women during the Prophetic period used to take part in agriculture, trade and industry even without the assistance of their husbands. The wife of Abdullah Bin Masud was a good craftswoman. Once she told the Apostle that she was adept in different crafts and sold out her prepared goods. She inquired if she could spend her money on her husband and children as they have no other source of income. The Apostle told her that she would get a reward from God if she did that. It is also quoted in Al-Asaba Fil Tameez-al Sahabe Vol4) Once a woman named Khaula Bint-e-Saalba had a dispute with her husband. Both of them presented their case before the Apostle who advised the husband to keep himself away from her until the revelation of an instruction from God. At this Khula told the Prophet of God that her husband would’t be able to survive in that case as he was dependent upon her for his living. A woman named Qaila told the Apostle that she was a trader and sought his guidance in the trade matters. Another woman, Amira narrates that once she went to the market along with her maid servant and bought a fish. Ali, the fourth Caliph of Islam was also there who bought that fish from her. There are many such incidents related in ‘Tabqat Ibn-I-Saad Vol 8. The most authentic book on this subject. Souda, the Prophet’s wife was adept in the art of tanning. It is quoted in Bukhari that once her sheep died, she put its skin off, got it tanned and softened it with dates. During that period women performed several tasks collectively as well. The Bokhari kitab-ul-istehsan unfolds that once many women visited the Apostle and requested him to allocate one day in a week for their religious training. The Prophet thus accepted their request. Asma Bint-I-Zahid was good at rhetoric. Once women designated her their representative and sent to the Apostle to make some queries (Al-istaab Fi-Al-Sahab) Women were entrusted with certain responsible positions as well and they proved their worth. For example Umar, the second Caliph of Islam appointed Shafa Bint-e- Abdullah as the Price control officer.

The Motion of a Mass Spring System - Free Essay Example

Sample details Pages: 5 Words: 1459 Downloads: 2 Date added: 2017/06/26 Category Physics Essay Type Essay any type Level High school Did you like this example? The Motion of a Mass Spring System The example of a mass attached to the end of a spring is a powerful tool in physics due to the fact that it is analogous to many physical phenomena. To be able to use this example to elegantly describe other more complex systems it is crucial to first fully understand how this simple system works itself. The force acting on a mass attached to a spring at a given position is given by (Serway, 2003: 437). Don’t waste time! Our writers will create an original "The Motion of a Mass Spring System" essay for you Create order F= -kx (Eqn 1) This equation may be derived from Newton’s Second Law of motion, which states that the force on a mass is proportional to the rate of change in momentum. A mass and spring system can be described as a Simple Harmonic Oscillator and there are some fundamental equations that govern the motion of such a system (Serway, 2003: 436). ?= ?(k/m) (Eqn 2) Equation two shows how the angular frequency (?=2?*frequency) of an object oscillating due to it being fixed to a spring that is inversely proportional to the mass of the object. k is a constant, known as the spring constant that is defined by the properties of the spring. k can be easily determined experimentally for a given spring by changing the mass attached to the spring and measuring the frequency. Due to the periodic nature of such a system as that which can be described using equations one and two, they are known to be in simple harmonic motion. The motion of a particle over time is describ ed effectively by a cosine wave (Serway, 2003: 436; Hayek , 2003; 562). x(t)=Acos(?t+?) (Eqn 3) Equation three shows how this motion can be mapped over time where A is the amplitude of the oscillation, and ? is a term to correct the phase. This can be plotted to show how the mass and spring system will move over time. The figure above shows how a mass on a spring will behave in a frictionless universe while obeying Newton’s First Law of motion. A useful trait of the Simple Harmonic Oscillator is that the equations for the velocity and the acceleration are easily derived from that of the position equation (Serway, 2003: 436). V(t)=-A?.sin?(?t) (Eqn 4) a(t)= -A? ² cos?(?t) (Eqn 5) For brevity the phase term (?) has been omitted from these two equations as it can be assumed that phase is the same. These two equations give valuable insight into the nature of as mass on a spring and how its velocity and acceleration is linked. The interesting thing to n ote is that velocity is governed by a sine waveform, yet acceleration is dependent on the cosine waveform. What this means is that when the particle on the spring has minimum velocity it will have maximum acceleration, it also means that when the mass is travelling at its maximum velocity it has minimum (possibly zero) acceleration. Realistically however, most situations where a simple harmonic oscillator may be applied will involve a resistive force of some description, such as friction in the case of a mass on a spring. The effect this has on the motion of the mass and the spring system can be seen in the figure below. It is clear to see on the above figure that the presence of friction causes the amplitude of the oscillation to decay over time. This effect is known as damping. In a damped system that has no external force driving the oscillation itself, the rate at which the oscillation decreases is directly proportional to the resistive force being applied to it. The damping force is at its greatest when the particle is moving at its fastest velocity and at a minimum when the acceleration is at a maximum. There are three types of damping in an oscillatory system, underdamping, over-damping and critically damped. Underdamped is where the amplitude of the decay envelope does not decay rapidly. Critically damped systems are the fastest to return to equilibrium and will have a decay envelope that allows one oscillation over the entire damping period and will decay towards zero rapidly during this period. Over-damping occurs when there are no oscillations (as seen in critical damping) however there is an infinite time to return to equilibrium (Hayek , 2003; 567). The equation which describes this damped oscillation is given by: F= -kx-l dx/dt (Eqn 6) Here the original equation for the force is extended by a first order differential term relating to the change in the velocity due to the damping constant l. Equation six is able to be e xpanded into a more useful form by applying Newton’s Second Law, which gives: (d ² x)/(dt ² )+2D?_0 dx/dt+?_0 ² x=0 (Eqn 7) This equation now contains a first and second order differential equation relating to the velocity and acceleration respectively of the particle. Equation seven looks to be much more complex than that of equation six, however it is now in a considerably more useful form as it allows to see equation six in terms of the angular frequency of the system. D is the damping ratio and is given by D= l/(2?mk) , taking into account the damping coefficient, the spring constant and the mass of the particle. To fully understand the motion of the mass and spring system there must be consideration of the energy within the system. This may be done with the help of some simple drawings. The blue lines indicate the spring and the solid red block with a blue border indicates the mass. From the figures it is possible to imagine stretching the sprin g, this means that there is a force acting on the mass and if it is held at this stretched point (x) the mass will have a potential energy U. should the mass be released from this point it will have a maximum velocity Vmax and a maximum Kinetic energy KEmax. The total energy in the system at any one point in time is the sum of the potential and kinetic energies. E(t)=KE+U (Eqn 8) E(t)=1/2 m?v(t)? ²+1/2 k?x(t)? ² (Eqn 9) By substituting the formulae for velocity and position (equations three and four) into the energy equation it is possible to simplify this further. E(t)= 1/2 kA ² [?sin?(?t)? ²+?cos?(?t)? ² ] (Eqn 10) E(t)=1/2 kA ² (Eqn 11) The elegance of this simple algebra is that for an oscillating mass on a spring the energy in the system at any given point in time is completely independent of time. If there are dissipative or driving affects occurring during the oscillations then the amount of energy in the system will change, however for a clo sed system this fact holds true. This equation occurs in many areas of physics, for much more complex systems than a single mass on a spring. These equations can be applied to pendulums, resonant electrical circuits (RLC circuits) (Mispelter, 2006: 35) such as those used to detect Radio and TV signals, or even in quantum mechanics and the time independent Schrodinger equation, where it is found that a quantum harmonic oscillator, such as a particle in a potential well (Schrà ¶dinger, 1926: 1054), is one of the few quantum mechanical problems that it is possible to find analytical answers for. If the Hamiltonian for such a system is examined it is shown that its structure is very similar to that of equation nine (Schrà ¶dinger, 1926: 1057; Levitt, 2012: 144). H ?= p ?/2m+1/2 m? ² x ? ² (Eqn 12) p ? is the momentum operator that forms the kinetic half of the Hamiltonian and x ? is the position operator which calculates the potential part of the Hamiltonian (Schrà ¶dinger, 1926: 1052). It is obvious that the simple classical physics still applies to this quantum system. These are some of the situations where this type of motion is observed and the table shows how the equations are manipulated to fit the system under examination ( Hayek , 2003; 562; Mispelter, 2006: 38; Dirac, 1958: 108; Boylsestad, 2010: 871). In conclusion the mass and spring system’s motion is elegantly described by some simple mathematics that can be manipulated to suit systems that have external forces acting on the motion of the system. The beauty of this is that the mathematics can then be applied to much more complex systems. References: Boylestad, Robert. (2010) Intrductory Circuit Analysis, 12th edition. Pearson. Dirac, P. A. M. (1958). The Principles of Quantum Mechanics, 4th edition. Oxford University Press Hayek, S. I. 2003. Mechanical Vibration and Damping. Encyclopaedia of Applied Physics. Levitt, M. (2012). Spin Dynamics, Basics of Nuclear Magnetic Resonance 2nd edition. John Wiley and Sons Ltd. Mispelter, J. (2006) NMR probeheads for biophysical and biomedical experiments: theoretical principles practical guidelines. Imperial College Press. Schrà ¶dinger, E. (1926). An Undulatory Theory of the Mechanics of Atoms and Molecules. Phys. Rev. 28 (6) pp 1049-1070. Serway, R. A., Jewett, J. W., Serway, R. A. (n.d.). Physics for scientists and engineers, with modern physics. Belmont, CA: Thomson-Brooks/Cole.