Morning after Pills (first draft) Assignment Example | Topics and Well Written Essays - 1750 words

Morning after Pills (first draft) - Assignment Example However, it also reduces the incidence of unwanted pregnancy, particularly where none of the parents are ready for a child (Prescott, 2011). The arguments in support and against the legalization of access to morning after pills without prescriptions have been a thorny issue across the world for decades. However, the use of morning after pills, even after legalization of non-prescriptive pills, has been hampered by poor education in its use and ethical issues facing pharmacies with regards to selling to underage girls. While most people have heard about the pill, they do not have all the information about the extent of its purpose. In a survey of 88 patients in a reproductive clinic, in London constructed to observe their knowledge on the morning-after pill, 65% of the women had heard about it, although only 19% were aware of its seventy two-hour limit (Haussman, 2013). While the morning-after pill has the ability to prevent a woman from pregnancy, it will only be efficient is taken after 72 hours orally following contraceptive failure or unprotected sex. In addition, it only works when the woman is not already pregnant. The pill is not an abortion pill and offers no protection against sexually transmitted infections like HIV. It is also not meant for use as a regular method of birth control and should be used for a maximum of four times a month. If a woman is seventeen years or older, she can receive the pill at a local pharmacy if they can present proof age through relevant documents. The pill c ontains elevated levels of levonorgestrel, which is an analog of progesterone that is found in majority of pills for birth control (Haussman, 2013). After a woman takes the pill, various side effects like period changes, pain in the lower abdomen, nausea, dizziness, headaches and tenderness of the breasts are to be expected. Where it is taken within 72 hours, there is a 95% reduction in probability of pregnancy. Although it was

The Management of Organizational Diversity Essay

The Management of Organizational Diversity - Essay Example Diversity encompasses everyone. Diversity can be identified on various parameters like race, ethnicity, age, gender, physical ability, physical characteristics, income, education, parental status, marital status, sexual orientation, religious beliefs, personality types and geographic location. In the growing global scenario the diversity factor is on the increasing trend. This calls for more attention toward diversity management. There are laws like EEO, Equal Employment Opportunities that guarantee the right to everyone for employment regardless of their diversity. Diversity management improves on EEO but is not a replacement of EEO. There are certain constrains due to diversity like- the area of consideration gets limited, there could be lack of diversity in STEM position applicants. There could be negligible diversity at the top ranks. It may categorize people into certain positions. Recruiting tends to be normally done from the same source. Similarly, only one person or a group of persons coming from a set of backgrounds gets the opportunity to be groomed. It has been found that all individuals experience difficulty in interacting with colleagues, customers and others due to diversity in backgrounds like racial, gender or socio-economic. This often throws up cases of miscommunication but if they are not checked in time they could flare up into bigger problems. And there could be feelings like exclusion, mistreatment, no support or left-alone etc. that are not desirable for a healthy organization. One challenge is development of "like-me" syndrome. People coming from similar backgrounds tend to flock together. This created certain bias in the workplace and should be checked as early as possible. "[T]he "like me" syndrome can lead to a tendency to employee and work with people like oneself in terms of race, color, national origin, sex, religion, age, and disability." (EEOC, 1998: 27). This is a barrier for judging performances without any bias and also to get honest feedbacks. Similarly, when some groups are formed based on similarity, others are looked upon as outsiders. It has come up in researches that the outsiders do not get the same level of information, they are not included in decision making, they are given lesser opportunities to learn and perform. This gives rise to stereotyping where people intentionally or unintentionally form opinions about other groups. They also develop certain ideas regarding certain people. For example, women are too soft to become successful in administration or black people are not good employees Asian Americans are not to be accepted. The biggest challenge diversity poses is misunderstanding diverse non-verbal communications. For example a thumbs-up can be a positive sign in one culture but not so in another one and may become the cause of a rift. Sometimes the measures taken to encourage diversity by recruitment from all groups etc. can have a negative effect on the majority group as they