Should gay coupels be allowed to adopt children Term Paper

Should gay coupels be allowed to adopt children - Term Paper Example Proponents of child adoption by gay couples say that children adopted by gay couples display development similar to other children. This is not true. Children lack the presence, love, affection, and presence of the parent of the non-existent gender throughout the developmental process. If it is a male gay couple, the child is denied the love of a mother. If it is a female gay couple, the child is denied the affection and guidance of a father. This creates voids and grey areas in the child’s mind about the roles and responsibilities of the non-existent parent, and this subjectivity of concepts affects the child’s relationships with friends in the childhood, and with spouse and children in the adulthood. Proponents of child adoption by gay couples say that children adopted by gay couples can live a normal social life. This is very untrue. Gay couples promote gay culture. Gay culture is essentially a subculture adopted by a particular community within the society, whereas the larger part of the society comprises heterosexual couples, many of which condemn homosexuality to the extent of abhorrence. In such a conservative society, being part of a gay family may be extremely traumatic and inconvenient for the children. The children given to gay couples are at huge risk of violence, mockery, and bullying. Children raised in such families are made fun of and their views of their parents’ questionable sexual orientation are readily asked. Repeated occurrence of this encounter may yield life-long negative consequences for the children. These children are made to feel different and isolated from the larger population of children which live in the nuclear family systems. Proponents of child adoption by gay couples say that gay couples can take care of the adopted children like their own children. The fact is that the children are

HRM Essay Example | Topics and Well Written Essays - 2250 words - 2

HRM - Essay Example As a decision strategy, Thurlby was reported to indicate that â€Å"those who refused had less chance of being shortlisted for a future top job at the company† (Peacock, 2010, par. 1). In this regard, the essay aims to address the following objectives, to wit: (1) to identify three important HR issues that are raised by this scenario (from the article); (2) to review and summarize the most pertinent research evidence and contemporary thinking relating to these issues; and (3) to set out clear and concise research-based advice to HR professionals who face similar situations. Specifically, the above mentioned objectives would be tackled using the topics on international employees resourcing, resistance and managing cultural diversity in multinational organizations. Three Important HR Issues The article written by Peacock (2010) proffered three contemporary and critical issues that face global organizations: international employees resourcing, resistance and managing cultural div ersity in multinational organizations. These issues would be discussed in greater detail, as follows: 1. International Employees Resourcing The distinct characteristics of an international manager, known as an expatriate manager has been noted by Schneder and Barsoux (2003) as â€Å"a new type of cosmopolitan, multilingual, multifaceted executive who is operational across national borders (somewhat like James Bond)† (Schneider and Barsoux, 2003, p. 185). The plight and challenges experienced by expatriates are closely evaluated by Pires, Stanton & Ostenfeld (2006) in their discourse that aimed to provide guidelines to improve the adjustments and effectiveness of expatriates’ movement to ethnically diverse environments. Jordan & Cartwright (1998) depicted the most apt key traits and competencies that organizations should be aware of in selecting expatriate managers. Further, expatriation was seen as a promoter of change and an interrupter of status quo (Glanz & van der Sluis, 2001) that options need to be determined by organizations in terms of establishing a career plan to encourage the expatriate’s decision to move and determining options for the expatriates’ spouses. The Business Dictionary (2011) defines an expatriate as â€Å"a person who has citizenship in at least one country, but who is living in another country. Most expatriates only stay in the foreign country for a certain period of time, and plan to return to their home country eventually, although there are some who never return to their country of citizenship† (par. 1). In the case of Jaguar, the HR director specifically stated that the potential expatriate manager would be relocated to China on a three-year assignment. Concurrently, â€Å"those with partners, or children in schools, were often put off the upheaval of moving abroad† (Peacock, 2010, par. 2). The apprehension from the points of views of potential expatriate managers could be analyzed in term s of the potential problems identified as follows: (1) unprepared and ill-equipped to conform to the demands of a new environment; (2) failure