Spatial Inequality around London and other UK Cities Essay

Spatial Inequality around London and other UK Cities - Essay Example 25). Introduction The UK is a welfare state and has been quite active in ameliorating expanding social inequalities that are attached with spatial segregation. This background on spatial segregation has given rise to the basic inquiry over the extent of spatial inequality in London and other cities of the UK. Spatial inequality is generally gauged by social inequality (as appraised via socio-economic parameters the like of un/employment or standard of education) or on race or ethnicity (as appraised by parameters of race or ethnic minority) (McIntosh, 2002). Data Deficiency Problem of insufficient quantitative data has been dominant across all European cities. That’s why EUROSTAT and the European Union has initiated research programmes, the like of BETWIXT project on selected cities including London. On social and employment scales, the European Community Household Panel Survey, the unitary Labour Force Survey and some new programmes have been initiated with a focus on comparative proof, policies and indicators and the Urban Audit with an increased area focus on standard of life data, which includes data on city level as well. Yet these efforts are handicapped by the absence of a single data source to predict outcomes on sub-city spatial segregation. ... defining a list of specific policy recommendations for reducing ‘excessive’ spatial inequality or increasing ‘beneficial’ spatial inequality† (2008, p.35). In this regard, both statistical and theoretical perspectives hold value. What is Spatial Inequality? Spatial inequality can be defined by pointing out the gap in living standard because of lacunas in social and economic causes over a territory that can be quite large or small in size. In a country, spatial segregation can exist to start from state, province, district, and city and at neighbourhood level. At neighbourhood level, spatial inequality cannot be addressed by the central government to help implement positive policies because neighbourhood is quite low administrative level (Faguet and Shami, 2008). Fiscal policy can play a positive role in fighting the causes of inequality or reducing its effects or the possibility is that policy can aggravate the spatial inequality. According to Cheshire (2007), there is a decisive causation relationship between poverty and place. Comparing the indicators of deprivation among residents with affluent neighbourhoods is important but we can not measure how it affects the opportunities in peoples’ lives, as there is no way to keep an eye on them (p. 18). Motivations and desires as well as luck play a role in deciding the place of living. Neighbourhood choice depends on many other factors, as pointed out by Goering et al. (2003). â€Å"Since people typically select their neighbourhoods to match their needs and resources, researchers restricted to cross-sectional, non-experimental evidence must try to separate the impact of personal factors affecting choice of neighbourhood from effects of neighbourhood.† (Goering et al., 2003, p. 4). Personal factors impacting

Organizational Behavior Essay Example | Topics and Well Written Essays - 1750 words - 3

Organizational Behavior - Essay Example Thus, some biased individuals cannot perform at the highest level, because of their own prejudices. Actually, biases are too powerful triggers of negative energy and emotions. Moreover, employees can be exposed to biases of the managers and employers. In the result of this type of biased context and relations, qualified people can be excluded from their future successful careers or effective performance at work. There are two main categories of biased people. The first group holds a stronger implicit bias and another group of people are less biased. It is possible to differentiate and claim that there are 2 main types of biases: a counter intentional and unconscious bias. In accordance with this classification, even the person with good intentions, reputation and many other positive traits can let his biased ideas and intentions go. Managers are responsible for prevention of biases. For example, they can motivate an employee's performance, involve a superior character of employee's d evelopments and cooperate with employees effectively at different levels. There is a famous case Thomas v. Kodak where an implicit bias was identified. The court claimed that they identified "subjective evaluations which could easily mask covert or unconscious race discrimination" (Banaji, Bazerman & Chugh, 2003). In this case we can consider a corporate liability and creation of a stable basis for prevention of potential biases in the future. One of possible ways out of dealing with biases is the Implicit Association Test. A person can reveal his hidden biased beliefs if he passes this type of test. For example, he can think about association triggered in his head, when he looks at the words connected with images of different people. Data obtained in the result of tests processed... This paper stresses that cognitive loading implies a large number of ethical issues concerning the use of the faking warning. Whether it is a breach of professional ethics or not is a challenging question. Personal issues should be considered and biases can be revealed in the process of test's application. On the basis of obtained results, it is possible for the managers of the organization to define levels of biases classification. However, it is possible to introduce a certain degree of coaching in the Company and conduct further research on various biases. In other words, even if the cases of biases in the organization are identified, it is possible to develop possible strategies to deal with them. It can be claimed that not always application of Item Response Theory may be helpful in identifying biased persons who provided faked answers. In the majority of cases, IRT is based on a mathematical model and the relationship between test-takers' levels on the personality trait being m easured and their ability to choose different types of response of a certain personality test item. This report makes a conclusion that biased prejudices exist in the modern organizations. The basic sources of prejudices and biases are racism and sexism. A person can be biased either intentionally or not. It is relevant to identify a biased nature of a potential employee to foster the organization's progress. Modern society and media pervert moral judgments of people and there is no one to be blamed for biases, but only people. We have developed the world we live in. We have created conditions for biases development and it is on our behalf to deal with social prejudices biases.