If you were the head of an HR organization, would you recommend ban of box policy for your company-- and provide your specific reasons why you would or would not adopt this policy

Researchers have found that a significant proportion of women, particularly women in heterosexual relationships, fake or have faked orgasm. Based on what we've read this quarter (that means, do your best to try to be sociologically analytical), why do you think women sometimes fake orgasm? What does it have to do with gender roles and/or expectations? What does it have to do with messages girls and women learn about sexuality? And finally, who "benefits" from women faking orgasms, and who is "harmed?" To do well on this question, you should refer to this week's readings, as well as course material about gender roles from earlier in the quarter.

The small group gathered in a conference room at a Red Roof Inn near Pittsburgh had a common bond and an unusual goal. They all worked for restaurants in the Red Lobster chain. Now they had to figure out whether a Red Lobster waitress had been unjustly fired. The panel included a general manager, an assistant manager, a server, a hostess and a bartender, all of whom had volunteered to review circumstances of the firing and had been told simply to do what they felt was fair.

The waitress, Ruth Hatton, was fired in 1996 for stealing a guest-comment card from the Pleasant Hills, Pa., Red Lobster where she worked. Ms. Hatton was then a 19-year Red Lobster veteran; when she was fired, she says, "it felt like a knife going through me." –– ADVERTISEMENT –– But Red Lobster allows employees who have been fired or disciplined to appeal to panels of co- workers, who hear testimony and can overturn management decisions and award damages. Thus, instead of suing, Ms. Hatton called for peer review, which took place three weeks after the firing. Across the country, a growing number of companies, including TRW Inc., Rockwell International Corp. and Marriott International Inc., are adopting similar ways of limiting worker lawsuits and easing workplace tensions. The most popular method is peer review, which lawyers say is particularly effective because it channels the pain and fury employees feel after being fired.

Darden Restaurants Inc., the Orlando, Fla., company that owns the Red Lobster and Olive Garden chains and has 110,000 workers, adopted peer review four years ago. The program has been "tremendously successful" in keeping valuable employees from unfair dismissal and cutting $1 million from annual legal expenses for employee disputes, which now total $3.5 million, says general counsel Clifford Whitehill. Until recent changes, about 100 disputes end up in peer review yearly, with only 10 resulting in lawsuits. Red Lobster managers and many employees also credit peer review with reducing racial tensions. They say peer review has, in some cases, reversed decisions by managers who overreacted to complaints from minority customers and employees.

Ms. Hatton's case, like at least half of the dozen or so disputes to go through peer review in the company's Pittsburgh region had a racial component. Ms. Hatton, who is white, was fired for pocketing a black couple's comment card complaining their prime rib was "rare" and their waitress "uncooperative." Ms. Hatton says she intended to show the card to her boss, not to steal it. Ms. Hatton chose peer review over going to court because it was "a lot cheaper," she says, adding: "I also liked the idea of being judged by people who know how things work in a little restaurant." Diane K. Canant, the Pleasant Hills restaurant's general manager, testified first. Ms. Canant, who supervised about 100 employees, said she fired Ms. Hatton after the irate customer complained to her and her supervisor. Through circumstances that remain unclear, the customer learned that Ms. Hatton had removed her comment card from the box.

"The customer felt violated because her card was taken from the box, and she felt that her complaint about the food had been ignored," Ms. Canant recalls telling the peer-review panel. Brandishing a company rule book, the manager said Ms. Hatton had violated a policy forbidding the removal of company property. Ms. Hatton, who says she received dozens of calls of support, testified next. The waitress, 53 years old at the time, explained that the woman had requested a well-done piece of prime rib and complained that the meat was fatty and undercooked. Ms. Hatton said she politely suggested that "prime rib always has fat on it," and the woman scowled. Ms. Hatton didn't explain her comment to the panel. She says now that she thought that, based on her experience with black customers in the working-class area, the customer might have confused prime rib and spare rib. Ms. Hatton then had the meat cooked some more. When the customer remained displeased, Ms. Hatton offered a free dessert. Apparently still unhappy, the woman doused the meat with steak sauce and then shoved away her plate. She or her companion then filled out a comment card, paid the bill and left, Ms. Hatton said. Consumed by curiosity, Ms. Hatton asked the hostess for the key to the comment box. She said she read the card, then pocketed it, intending to show it to Ms. Canant, who had fretted earlier that the prime rib was overcooked, not undercooked. Because of a problem that day heating the prime rib to the proper temperature, Ms. Hatton said, the restaurant was serving meat that had been cooked the previous day and then reheated. Ms. Hatton said further that she forgot about the card and inadvertently threw it out. (Red Lobster says it's against company policy to serve reheated meat. The chain no longer serves prime rib.) Third and last to testify was the hostess, Dawn Brown, then a 17-year-old student employed at the Pleasant Hills Red Lobster for the summer. "I didn't think it was a big deal to give her the key," she recalls telling the panel. "A lot of people would come up to me to get it."

In deliberations, panelists balanced the facts that a customer's feelings had been hurt and that an unofficial policy forbidding employees from going into the comment box had been violated against their belief that Ms. Hatton hadn't intended to steal company property. "We basically believed her. Ruth may not have really wanted Diane to see the comment card, but she really didn't think she had done anything wrong," says panelist Larry Simpson, the general manager of the Greensburg, Pa., Red Lobster and a friend of Ms. Canant's. All of the panelists had peer-review training and were being paid regular wages and travel expenses. Several panelists criticized Ms. Canant for not putting a rebuke in Ms. Hatton's personnel file and leaving it at that. Others suggested that her hands might have been tied by corporate headquarters. "Red Lobster is sensitive to race on a corporate level, and Florida could have said, 'Whack her. You have someone who [upset] a guest,' " Mr. Simpson says. "I think the whole thing snowballed." The panelists' views initially split by rank, with the hourly workers supporting Ms. Hatton. "By the end we were all going in the same direction," Mr. Simpson says. After an hour and a half, they unanimously restored Ms. Hatton's job. The unofficial policy against reading the contents of a comment box, they reasoned, hadn't been enforced at the restaurant. Still, because policy had been violated, the panel didn't grant the waitress the three weeks of lost wages she sought. Mr. Whitehill, Darden's general counsel, says the panel "reached the right result." Given Ms. Hatton's years of experience, he says, "she's somebody we want to keep." Ms. Canant says it "didn't bother me a bit that she got her job back." When she returned to work, Ms. Hatton says Ms. Canant treated her professionally and even cut her some slack when she had a bad back. When the manager transferred to Texas last summer, Ms. Hatton contributed to a going-away gift. "The process worked," the waitress says. "The panel took my claim seriously."

part 1) According to the article, peer review panels... (Please select all that apply)

some evidence suggests that universities are a great place to improve interracial attitudes. Why might that be (or not be) the case? How do intercultural relationships develop on college campuses.

Describe an experience as a teacher implementing the new basic school curriculum. Be sure to share the understanding of the curriculum, its strengths and weakness as well as challenges faced in implementing it. (at least 3 pages)

How do pyramidal cells differ from typical unipolar neurons?

Consider "The Big Five"cluster of personality traits. Which do you admire most about yourself? Why? Which do you admire about others? Why?

How is Magda Arnold’s theory different from the James-Lange theory?

George is very regular in sleep/wake patterns, is adaptable to new situations and is very sociable. His mother attends to his needs quickly, and loves to play with him, and emphasizes smiling and laughing a lot.

Mark is not adaptable to new situations, avoids new people, but is fairly regular in his sleep/wake patterns and is not irritable. His mother tends to leave him by himself and does not seek out interactions, as she really did not want a child.

Allan has very intense negative emotions, has lots of problems with his sleeping patterns, and is not adaptable. His mother tends to ignore him, but also gets very angry with him, and in her frustration hits him.  He finds this confusing and does not know how she will act from one day to the next. What differences in emotional expressions do you see in these children? What differences in attachment do you see in these children?

Middle adulthood is difficult to define in terms of generalities, since there are so many variations in attitudes and behaviors leading up to this point. Most individuals who reach Middle Adulthood have made consistent lifestyle choices in their early adult years that have dictated their current state of being and if negative (smoking, drinking, over-eating, lack of exercise, etc…) often feel as if they don’t have much freedom to significantly change their lives. It usually takes a major health issue to make the decision for them to change. Similarly, most individuals at this stage of development are also settled in their chosen careers and are thinking about their retirement, or working in a different field and at a slower pace.

Your assignment: provide me with an overview of what usually happens in these category (skin, vision, hearing) to the majority of individuals during Middle Adulthood. In your overview please describe what happens and what are some of the early lifestyle choices that people can make to prevent negative issues from taking place.

Why is the theory of Rolly May so important to the study psychology? What would psychology be missing without Rolly Mays theory? (750 - 1000 words)

What is the role of nitric oxide in the learning process?