Monthly Archives: November 2014

This is a response toVanessa Lee’s blog, titled, “when will women earn respect in boardrooms?” published on 26/10/14. This topic interests me because it’s an ongoing debate as to whether gender equality is possible? There are many traditional theories and beliefs that prove otherwise that I tend to disregard. I believe that women are equally or even more capable than men in certain executive positions. But why are we still talking about gender equality? Are women really seeking these positions or are there no opportunities available? I feel that women have been held in an inferior position for so long that it has become a mindset. Only a few have managed to escape from the doubt created.

I agree with Vanessa Lee that the attitude women are having is not right. Instead of pursuing the position aggressively, they are more passive in their approach. It’s similar to having presidential elections between a man and a woman. The man might have prepared better and convinced most of the citizens that he is the best candidate; however the woman wins just because there has never been a female leader and they see this as the best opportunity to place her as the first female president. That is the greatest of deceptions! If that were the case, we would say that there is gender inequality towards men. Women need to chase their dreams, the same way Obama did. He worked to be the first Black President of America, by proving he is the better candidate and not because Martin Luther King had a dream of the first black president.

Could the government be the villain in their attempts to force equality? Policies such as hiring based on sex, allocating 50% of executive positions to women and offering benefits to companies that actually follow them make potential women candidates lazier? Or are businesses using gender stereotypes in which women are portrayed as more “loyal” and “caring,” whilst men as “competent” and “guardians.” If that’s the case the question should bewhether we actually need to work hard for our future? What are we doing in university if that would be the basis of employment?

This can prove that people have misinterpreted the word gender empowerment as handing power regardless of whether they deserve it or not. Women need to break out and chase their dreams because sitting down and waiting for them would not work. I support the notion of gender equality but it should not be set as a burden to males’ prospects of achieving their dreams especially if they are better candidates. Personally, I do not mind being led by a woman but only if I know she deserves to be in that position.

Bibliography

[1] https://blogs.ubc.ca/vlee/
Vanessa Lee “WHEN WILL WOMEN EARN RESPECT IN THE BOARDROOMS,” Vanessa Lee’s Blog. 23 October 2014.

This is a commentary on an external blog titled, “How to reverse the brain drain,” written by Mohammed Al Maktoum 0n 23/10/14. [1] I found this blog insightful and thought provoking as it aligns with some of the objectives I have in my life. Given that I am an international student, I have a dream of going back to Kenya and applying the knowledge that I have learnt with understanding of the major issues that my country is battling with. Well, you could say that, “isn’t it everyone’s dream to go and give back to their community?” I would answer that it is the intention of the dream that really matters; I am not saying this just because I want to think of myself as a “good man.” But because I have seen and reflected on some of the problems we have faced and I sincerely want to make a difference.

Mr Maktoum clearly identifies the reasons of why people left and the reason is “opportunity.” Opportunities to have better education; is one of the reasons I came to Canada, others may vary from “rise in living standards,” to “security and safety reasons.”[1] So the question is how do we reverse this flow? Maktoum’s solution is, “believing in people.” It might sound vague and meaningless but that is the major conflict Maktoum has identified in his country and now one that I can relate in mine.

Ever since I went to the Young People for African Development, here in Vancouver, I realized that I might have met future revolutionists of my continent. We all sat down in a circle and told our story of how we ended up here and the dreams that we have for our continent. I realized that there were so many people who have noticed the same conflicts that I have and realized that I was not the only one who wanted to go and “fuel innovation and prosperity.”[1] Then, I understood that if we listened and believed in people’s ideas, we could all push for this changes in our respective countries. As Maktoum says, “ their ideas, innovation, dreams and connections are the capital for the future.” During one of my jump-start classes in UBC, they also emphasized that networking is the key to the future. Without networking, there is no way to meet people. After that you have to build a relationship or get to know the person “listen to their story,” and see if your goals are parallel.

Through this experience I noticed that my time here in UBC would be more valuable than I initially thought. I will get to build relationships with my fellow students that might last a lifetime. The only thing I have to do is be willing to listen to peoples stories so that I could help them achieve their dreams and they could help me achieve mine. I think one of the only solutions and ways to achieve “brain regain” is by networking and finding people with a common goal, who would grab the opportunity to come and work in Africa. This will help in battling with some of the problems we face as where “great minds go today, great things will happen tomorrow.”[1] It will only feel right to conclude with an African proverb, “ If you want to go fast, go alone. If you want to go far go together.”

BIBLIOGRAPHY

[1]
http://forumblog.org/2014/10/sheikh-mohammed-bin-rashid-al-maktoum-brain-drain-uae/”
How to Reverse the Brain Drain.” Web log post. ForumBlog. Mohammed Bin Rashid Al Maktoum, 23 Oct. 2014. Web. 08 Nov. 2014.

This is a response to Phanes Scotch blog titled “KIDS AT WORK,” published on 23/10/14, ” which I found very interesting because I could relate it to my life. [1] Under stressful work circumstances, I always remind myself, “A happy brain is a smart brain.” Therefore this always leads me to dictate my work schedule without anyone applying pressure on me. I would simply do nothing or the complete opposite when someone reminds me to go to work. With the options of employees having “flexible working hours” and “the privilege to carry your kids to work” can be a motivating factor for them and lead to business success. There are very few people, if any that take kindly to following a set of rules; everyone has their on conditions that would lead them to work to their best abilities. If the factors were not provided, people would always look for jobs that provide at least a few of those conditions. The major reason for this is that there is less loyalty shown by the employees in this modern era than there was years ago.

People do not want to be constantly reminded of why they are working, they want freedom and to do work at their own will. People need distractions or rather “escapes from reality” in order to cope with stress. Hence the option of bringing kids at work will enable them to manage their work life while having their loved ones within their reach. It also gives them a sense of purpose to why they are working making them have more passion in their work that has a positive end product. This would be preferred to someone who is sitting on his office chair working at the same time stressing over the well being of his or her children, which results in half-hearted end product because of insecurities.

An organization offering these options would see their business prosper, as there would be more loyalty shown by their employees, which would result in increased productivity. It offers a platform where the workers would feel welcome where they could generate more motivation from happiness rather than fear. It would also have positive implications on workers overall health as they would be less stressed. As Scotch mentions, “the kids might turn out to be brilliant business minds in the future,” they could feel obligated to give back to a business that their retired parents have always bragged about offering good working conditions, which they had benefited from. [1] It should be noted that this strategies would only work as long as they finish all the work within the required time.

Bibliography

[1] https://blogs.ubc.ca/pscotch/
Phanes Scotch “KIDS AT WORK,” Phanes Scotch’s Blog. 23 October 2014.