GENDER DYNAMISM AND AND WORK SPACES BY MAIDA LYNN JAGUIT,RN,MM,PHD.pptx
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This document discusses gender dynamics in work spaces. It argues that women can and should have a large presence in business as they bring different life and work experiences than men, which provides different perspectives, opinions, preferences, and strategies. Gender dynamics are shaped by socio-cultural ideas about gender and the power relationships that define them, and can reinforce existing norms. Gender identity is one's personal sense of gender that may correlate with their assigned sex, while gender expression typically reflects gender identity but not always.
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This document discusses gender expressions and dynamics in work spaces. It notes that gender expression typically reflects one's gender identity but not always, and is influenced by sociocultural ideas about gender and power relationships. It also states that women bring different life experiences and perspectives to business compared to men. Finally, it defines gender identity as one's personal sense of their own gender, which may correlate with or differ from their assigned sex at birth.
GENDER EXPRESSIONS AND IDENTITY BY MAIDA LYNN JAGUIT,RN,MM,PHD.pptx
This document discusses gender expressions and dynamics in work spaces. It notes that gender expression typically reflects one's gender identity but not always, and is influenced by sociocultural ideas about gender and power relationships. It also states that women bring different life experiences and perspectives to business compared to men. Finally, it defines gender identity as one's personal sense of their own gender, which may correlate with or differ from their assigned sex at birth.
GENDER EXPRESSIONS AND IDENTITY BY MAIDA LYNN JAGUIT,RN,MM,PHD.pptx
This document discusses gender expressions and dynamics in work spaces. It notes that gender expression typically reflects one's gender identity but not always, and is influenced by sociocultural ideas about gender and power relationships. It also states that women bring different life experiences and perspectives to business compared to men. Finally, it defines gender identity as one's personal sense of their own gender, which may correlate with or differ from their assigned sex at birth.
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GENDER EXPRESSIONS AND IDENTITY BY MAIDA LYNN JAGUIT,RN,MM,PHD.pptx
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GENDER EXPRESSIONS AND IDENTITY BY MAIDA LYNN JAGUIT,RN,MM,PHD.pptx
This document discusses gender expressions and dynamics in work spaces. It notes that gender expression typically reflects one's gender identity but not always, and is influenced by sociocultural ideas about gender and power relationships. It also states that women bring different life experiences and perspectives to business compared to men. Finally, it defines gender identity as one's personal sense of their own gender, which may correlate with or differ from their assigned sex at birth.
GENDER EXPRESSIONS AND IDENTITY BY MAIDA LYNN JAGUIT,RN,MM,PHD.pptx
This document discusses gender expressions and dynamics in work spaces. It notes that gender expression typically reflects one's gender identity but not always, and is influenced by sociocultural ideas about gender and power relationships. It also states that women bring different life experiences and perspectives to business compared to men. Finally, it defines gender identity as one's personal sense of their own gender, which may correlate with or differ from their assigned sex at birth.
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2) Key topics that will be covered in the workshop include differentiating between sex and gender, exploring gender stereotypes and concepts, understanding gender discrimination and roles, and defining gender mainstreaming as a development strategy.
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The document discusses mandatory repatriation of migrant workers according to Republic Act 8042. It states that the agency responsible for recruiting or deploying the worker overseas is primarily responsible for repatriation and associated costs. In cases of worker fault, the agency is not responsible for repatriation. It also requires repatriation of underage workers and outlines services that must be provided to returning migrant workers, such as livelihood programs and a database of returnees.
LABOR MIGRATION AND THE MIGRANT WORKERS BY MAIDA LYNN N. JAGUIT,RN.pptx
Migrant workers come from different countries and travel to find work. They need access to resources during all stages from recruitment through employment. Most migrant workers travel overseas to find jobs, with more women reported working abroad than men. The largest groups of male migrant workers are aged 45 and over or 30-34, while female workers are most common in the 30-34 and 35-39 age groups. Migrant workers fill jobs on a temporary, seasonal, or contract basis and can have varying skill levels.
RENEWABLE ENERGY PREPARED BY MAIDA LYNN N. JAGUIT,RN,MM,PHD
This document discusses renewable energy and its benefits. Renewable energy comes from sources that naturally replenish, like the sun and wind, and do not run out. It can generate electricity, provide heating and cooling, and power transportation. Using renewable energy enhances grid reliability, creates jobs, and reduces emissions and air pollution while increasing energy independence and affordability. The main types of renewable energy are solar, wind, hydroelectric, geothermal, and hydrogen.
THE MIGRANT WORKERS PREPARED BY MA'AM MAIDA LYNN N. JAGUIT,RN,MM,PHD
This document summarizes legal provisions from the Republic Act No. 10022 that aim to protect migrant workers and overseas Filipinos. It discusses how the state will uphold the dignity of its citizens working abroad, monitor international conventions regarding migrant worker rights, and ensure access to legal assistance. It also covers allowing deployment only to countries that protect worker rights, providing skills training, and cooperating with NGO partners. Illegal recruitment is defined, and compulsory exclusive arrangements for loans or medical exams are prohibited to protect migrant worker interests.
CLEAN ENERGY PREPARED BY MA'AM MAIDA LYNN N. JAGUIT, RN,MM,PHD
Energy exists in various forms including potential, kinetic, thermal, electrical, chemical, nuclear, and other forms. Clean energy sources include solar energy generated from sunlight and heat, wind energy generated from wind patterns ultimately caused by the sun, bioenergy generated from living organisms, and geothermal energy generated from heat within the Earth. These clean energy sources can be utilized through technologies like solar panels, concentrating solar power, and biomass to generate electricity in a renewable way.
COMPUTER SCIENCE AND DIGITALIZATION BY MAIDA LYNN N. JAGUIT,RN,MM,PHD.pptx
Computer science plays a key role in artificial intelligence and digital transformation by developing the technologies that power AI systems and digital services. Interactive voice response systems are one example of a computer science application that utilizes AI to automate phone interactions through voice commands. The document discusses the relationship between computer science, artificial intelligence, and digitalization.
ARTIFICIAL INTELLIGENCE AND DIGITALIZATION BY MA'AM MAIDA LYNN N. JAGUIT,RN,M...
ARTIFICIAL INTELLIGENCE AND DIGITALIZATION BY MA'AM MAIDA LYNN N. JAGUIT,RN,M...MAIDA LYNN N. JAGUIT
Artificial intelligence and digitalization technologies are improving through machine learning and natural language processing. AI can analyze large datasets to identify patterns and reach objectives. The objectives of AI include using machine learning to enable machines to learn with programming, harnessing AI to address environmental issues, and ensuring policymakers work to deploy AI responsibly by addressing concerns about transparency and reducing manual labor and enhancing business efficiency.ARTIFICIAL INTELLIGENCE AND DIGITALIZATION BY MA'AM MAIDA LYNN N. JAGUIT,RN,M...
ARTIFICIAL INTELLIGENCE AND DIGITALIZATION BY MA'AM MAIDA LYNN N. JAGUIT,RN,M...MAIDA LYNN N. JAGUIT
The document discusses artificial intelligence and digitalization. It notes that foundational AI aims to achieve objectives by analyzing large datasets and identifying patterns. Innovative technologies like generative AI and language processing are also improving. The objectives of AI include using machine learning to enable machines to learn through programming, harnessing AI technologies to address environmental issues, and ensuring policymakers work to deploy AI responsibly by addressing transparency concerns. Overall, the goals are reducing manual labor and enhancing business efficiency through streamlining processes with technologies like interactive voice response systems.COMPUTER SCIENCE AND DIGITALIZATION BY MAIDA LYNN N. JAGUIT,RN,MM,PHD.pptx
Computer science plays a key role in artificial intelligence and digital transformation by developing the technologies that power AI systems and digital services. Interactive voice response systems are one example of a computer science application that utilizes AI to automate phone interactions through voice commands. Overall, computer scientists are leveraging their skills to advance artificial intelligence and digitalization.
ARTIFICIAL INTELLIGENCE or AI (2).pptx
Artificial intelligence (AI) is a field of computer science that develops machines to perform tasks in a way that mimics human intelligence. AI involves creating computer applications capable of automating tasks like staying connected through email and social media, improving customer experiences, and heightening security measures. AI also benefits business by allowing instantaneous development, lessening the need for labor, and improving production.
MIGRANTS WORKERS.pptx
Migrants and workers are the focus of this document. It likely discusses policies or issues related to migrant workers, who leave their home country to find work elsewhere. In a few sentences it aims to capture the key topics or populations discussed while avoiding verbatim copying of the original text.
THE MIGRANT WORKERS.pptx
This document summarizes key provisions of Republic Act No. 10022, which amends the Migrant Workers and Overseas Filipinos Act of 1995. It discusses the state's responsibility to protect the rights and welfare of migrant workers. This includes monitoring international conventions, allowing deployment only to countries that protect migrant worker rights, providing skills training, and cooperating with NGO partners. Illegal recruitment is also defined, including actions like charging excessive fees, inducing workers to quit, influencing hiring, and failing to reimburse expenses when deployment does not occur.
DEPLOYMENT OF MIGRANT WORKERS.pptx
The document discusses guidelines for deploying migrant workers overseas. It states that the Philippines will only allow workers to be deployed to countries that protect migrant workers' rights through labor laws and agreements. Employers in receiving countries must also comply with international laws protecting migrant workers. Illegal recruitment is defined as any unauthorized recruitment or contracting of workers for overseas employment, including charging unauthorized fees, coercing workers to take out loans from specific lenders, or requiring health checks from specific medical providers.
MANDATORY REPARTRIATION OF UNDERAGE MIGRANT WORKERS.pptx
The document discusses mandatory repatriation of migrant workers according to Republic Act 8042. It states that the agency responsible for recruiting or deploying the worker overseas is primarily responsible for repatriation and associated costs. In cases of worker fault, the agency is not responsible for repatriation. It also requires repatriation of underage workers and outlines services that must be provided to returning migrant workers, such as livelihood programs and a database of returnees.
LABOR MIGRATION AND THE MIGRANT WORKERS BY MAIDA LYNN N. JAGUIT,RN.pptx
Migrant workers come from different countries and travel to find work elsewhere. They need access to resources during all stages from recruitment through employment. Most migrant workers travel overseas to find jobs, with more women reported working abroad than men. The largest groups of male migrant workers are aged 45 and over or 30-34, while female workers are most common in the 30-34 and 35-39 age groups. Labor migration involves temporary, seasonal, or contract work across international borders and varies in skill level.
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- 1. GENDER DYNAMISM AND WORK SPACES
- 2. Gender dynamics include boys, girls, MEN ANDWOMEN. WORK SPACES Women can and should have a big presence in the business world.The great advantage that women bring to business, and especially to management, is that they have a different life and work experiences than men and, therefore, different perspectives.This leads to different opinions, different preferences and different strategies.
- 3. Gender dynamics are informed by socio- cultural ideas about gender and the power relationships that define them.
- 4. Gender dynamics can reinforce existing norms.
- 5. Gender identity is the personal sense of one's own gender.
- 6. Gender identity can correlate with a person's assigned sex, biological determinants of sex are consistent with the gender identity.
- 7. Gender expression typically reflects a person's gender identity, but this is not always.
- 9. Thank You