Ethics and Governance Essay Example for Free

Ethics and Governance EssayWith reference to the Oxford English Dictionary (2012), ethics is described as the acquirement of chastes. It is also the agency of study with regards to the values of moral obligations of what is right or wrong. It also covers human behaviour. A friendship makes many decisions in a class of integrity day. It may intromit, launching new products, doing Public Relations, making sales, rewriting company policies and the recruitment or retrenchment of race, just to name a few. exclusively business aims to do so ethically. To conduct business ethically, a business must(prenominal) first commit to adhering to laws and regulation (Timms, 2009). These argon clearly defined, as they are in black and white. However, once the definition of what is ethical becomes contested, ethical dilemmas impart arise. An ethical dilemma occurs when thither is a situation which all alternate choices and behaviours eat been deemed undesirable, and that in that loca tion may be potential ethical consequences when one is unable to identify the right from the wrong.An example of an ethical dilemma is of follows, where one faces a strife between his ethical code and his business aims. Cadbury, the chocolate producer, was offered a contract by Queen Victoria to send decorative tins of chocolates to every single one of her soldiers in the Anglo-Boer war in South Africa (Andrews, 1989). However, since he was against the war, which resulted in him deciding to resolve this conflict by completing the order without profit. According to Sir Adrian Cadbury (1987), his grandfather make no profit out of what he saw as an unjust war. The additional work do goodted his employees, the royal presents consisting of tins of chocolates were sent to the soldiers, and it was a win-win situation. In a business, there are 3 levels of ethics the ethics of the governing body, workplace ethics and individual ethics (Trevina Nelson, 2011).A governing body usually is mad e up of a board of directors, whose aim in the company is to make good corporate practices easier and more available for employees. They too must drive and motivate employees to reach for good performance, conformance and results. Workplace ethics are important, as it ensures a conducive and supportive environment to work in. There must be enough treatment among and within subgroups, open communication between levels, and information must be transparent and readily available. Individual ethics is affected by tetrad complementary elements. Individuals must be able to identify ethical issues recognise the values and priorities through their grasping of principles, rules, norms and theories developing their individual sets of reasoning and perception and ameliorate the strength of one to act upon such decisions (Trevina Nelson, 2011).Before a difficult decision is made, the shareholder or the director has to think a problem though. one and only(a) way to do so is using Kidders Et hical Checkpoints (2006). He has 9 checkpoints which he feels go away lead to an ethical decision being made. First, the manager needs to recognise that there is a moral issue. by and by determining the actor, he has to gather the relevant facts. Next, he tests for right-versus-wrong issues as well as paradigms. aft(prenominal) applying resolution principles, he has to look for a third way before making the decision. After the decision is made, he has to revisit and reflect on the decision. After much research, I feel that functional approach is the most useful in guiding company decisions. I will explain why below. A decision is only ethical, according to the utilitarian principle, if it has the longest net utility program as compared to any other alternatives.As a decision maker, he must evaluate and weigh every pick present to him. He must determine if there any positive or negative utilities arising from the option, before selecting the option that has the greatest net ut ility (Fuitzsche, 2005). It is very similar to the cost-benefit analysis employ by stakeholders to consider the costs and benefits of a potential business decision. According to individual applying the utilitarian principle, a decision is only ethical if it has the greatest net utility and benefits the most people. An example of the utilitarian approach is when, during office hours, a company monitors their employees habits like tobacco consumption, as one mans actions can affect the entire workplace. A prominent example is in Singapore, where there is the Smoking (Prohibition in Certain Places) Act.This act aims to protect the public from the hazardous effects of second-hand smoke. (Smoking Prohibitions, 2012) By making sure that employees do not smoke virtually the office, there would potentially be less health problems, so lesser sick employees which mean improved productivity and greater yields. There are ii types of utilitarianism, act and rule. Act utilitarianism targets problems in the short run spot rule utilitarianism targets problems in the long run. While act utilitarianism looks at the total aftermath of a single act, rule utilitarianism looks at the repercussion over a series of acts (Fuitzsche, 2005). For example, bribing is frowned upon. An example of bribing occurred in NES China in 1998. NESs government affairs co-ordinator proposed with child(p) gifts to government officials to establish a working relationship to help get its application approved.The other members were horrified, as this was considered bribery and a criminal offence in their country (Joerg Xin, 2009). Under act utilitarianism, if bribing means that the company will get the business contract, thus allowing the employees to keep their jobs, it is ethical. However, under rule utilitarianism, this is not the case. Bribing, thou it will work in the short run by generating business, however, in the long run, potential customers will question if you got the job through bribi ng or because of your superior products you are selling. Therefore bribing does not provide the greatest utility (Fuitzsche, 2005). However, the utilitarian approach does bind several limitations. Therefore other ethical theories have to be used together with the utilitarian approach in making company decisions. Firstly, there will be some people who will be at a disadvantage. A decision, according to the utilitarian principle, is only ethical if it has the greatest net utility.However, increasing net utility sometimes causes serious issues and affects people negatively. One worthy historic example was the construction of the Great Wall of China (Construction of the Great Wall of China, 2006). Three hundred thousand prisoners and peasants were reportedly conscripted to help construct the great wall. It is said that for every block laid down, one labourer lost his life. In terms of utilitarianism, a significant positive net utility was creates, as the great wall restricted the noma ds and protected China. The Chinese citizens were safe for many years to come, at the expense of these three hundred thousand prisoners. Secondly, it is challenging estimating the results or effects of a business decision made. Also, a unit of currency gives more benefits to a poor person than to a rich person (Fuitzsche, 2005). In April 2012, all national servicemen in Singapore Armed Forces, Singapore Civil Defence Force and Singapore Police Force received a $60 pay raise (Chua, 2012).A Recruit, who once earned $420, now earns $480, while a Lieutenant, who once earned $1120, now earns $1180. This increment would mean more to a recruit, who had a 12% pay increment, as compared to the Lieutenant, who had a 5% pay increment. It shows that it provides more utility to the poorer recruit. Therefore calculating if a decision maximises utility is difficult. Thirdly, not only are the consequences of a decision made hard to foresee, some decisions have consequences which are not easily or u nable to be totald. In August, Apple manufacturer Foxconn improved on the working condition of its factory in China, such as introducing more breaks, lowering overtime, doubling wages and having infract maintenance of safety equipment. (Rushe, 2012) Louis Woo, special assistant to the chief executive of Foxconn also released a statement, lamenting that reduction of overtime meant that they needed to hire more people and implement more automation, more investment on robotic engineering (Yip, 2012).These costs to the company are easy to determine. However, the gains in utility from these implementations are difficult to tell. Would productivity increase? Will employees be more loyal? Will turnover rate be significantly lesser? Consequences like these are hard to measure. Lastly, utility gained from these business transactions mean different things to different people (Fuitzsche, 2005). Some managers gain utility from maximising their employees happiness. Some managers calculate util ity as one which will increase their material wealth. Below I will compare utilitarian ethical theory with egotism and moral rights approach, to show that while utilitarianism has it flaws, it is still the more useful ethical theory. The utilitarian and egoism ethical theories are rather similar. Decisions made using egoism ethical theory will often provide the most favourable outcome to oneself, no matter how others around are affected (Fuitzsche, 2005).The other parties may not be harmed or disadvantages, but to the decision maker, it is of no concern. The decision maker using egoism thinks virtually how the pro incline would involve him (Collins, 2009). If the proposition adds onto his interest, it is right. If it does not, it is wrong. However, the decision maker using utilitarianism thinks about how the preposition involves everyone affected by it. If the preposition done is advantageous to the most number of people, it is right. If it is harmful to the most number, it is wro ng. vanity is very similar to the philosophy of Adam Smith (1790). Egoism according to Smith is an excellent market allocating tool, which benefits society if one cares for their interests in the long run. Egoism usually views things in the short run, which is similar to act utilitarianism, which evaluates what happens in that one incident. However, while utilitarian considerers the total positive net utility, egoism only considers the decision makers self-interest.Thus decisions made using egoism would be deemed as unethical. The rights a principle gives you assured moral or human rights because you are a human being. The moral rights approach stresses that human beings have essential rights and power of choice that cannot be taken away by an individuals action. Gerald Cavanagh (1990) explains six rights that he affirms are basic to business work. They include life safety, honesty, privacy, freedom of conscience, freedom of speech and lastly private property. One example is regar ding Firestone and their tires. In America, 1978, the National Highway and Transportation Safety Administration (NHTSA) began analyze the relation between Firestones Wilderness AT tires on Fords explore sport utility vehicle.The problem of Firestones tire musical interval was known internally at Firestone and by the automobile manufacturers however, instead of recalling the tires, they kept it in the market, resulting in 150 preventable deaths and 500 injuries (Henn, 2009). As facts leaked out that were disconfirming to both companies, they became more aggressive in its defence. Firestone appeared to have profaned several human rights. The firm knew that the tyres would create a hazard to humans. And by refusing to recall its products, it violated the right to truthfulness when the truth was extremely important. Even after the whole incident was resolved, public trust in Ford wavered. According to Henn (2009), a position of trust with the public that took many years and millions of dollars to build was severely damaged. According to the utilitarianism theory, an ethical decision is one that produces the most amounts of advantages to the majority of people (Trevina Nelson, 2011).However, according to the moral rights approach, an ethical decision is one that does not breach on the rights of another. The utilitarian approach is go around for countries with high collectivism while moral rights approach is best for countries with high individualism. According to Hofstede (2007), most Asian countries scored below average on Individualism. Singapore is no different, so the utilitarian approach is more applicable in companies here. According to Johnson (2007), there is the five I format with regards to making decisions. A problem must first be identified, before it can be investigated. Next, one has to be innovative in coming out with many solutions. After this, a solution has to be isolated and then implemented. do an ethical decision is easier when one applie s an ethical theory.A decision made using the utilitarian theory is ethical if it provides the greatest net utility, and produces the greatest benefit for the largest amount of people. Rules developed under utilitarianism can become a moral code to be used throughout the company. Thou it has its limitations, as it is difficult to measure utility, or figure out the consequences of a decision, and that it might not benefit everyone, but it is still better as compared to egoism or moral rights approach. Utilitarian is the most useful theory in guiding company decisions, and when used together with moral rights and egoism, it shows what it means to be ethical.

Feet Descriptive Essay Essay Example for Free

Feet Descriptive Essay EssayMy Feet By Chris Grace Resting on the floor when I bear down is one of the least favored parts on my body, my feet. The marble-like color of pink and tan blended together and the almost engraved looking tag around my ankle from wearing socks all day make them just make up some of the characteristics I hate about my feet. From the bottom of them universe as rough as sandpaper and flowing into the top where it is smooth as a babys face to the tops of my toes coming to a ball shape like an aliens fingers there is just some affaire weird about them. Another thing that characterizes them as weird would be all of the odd shapes and curves they contain. in that location are the shapes of the muscles of each toe almost shaped like straws under your skin. A spacious with them are the toes. They vary from being very plump and roundly shaped like the big toe to the long slender shape of the toes next to it or even to the short mangled shape of the pinky toe. I would as well characterize my feet as being gross.The dark black hair sprouting out of the tops of my toes is very unappealing. Along with that is the smell of my feet after a long day of work. It is almost as if somebody let a dead animal rot in my shoe and I smell that. Another thing that makes my feet gross to me is the way that they sweat when it is scorching hot outside. I take off my shoe and they remind me of how my feet would be after just stepping out of a shower.The last thing I would characterize my feet as would be amazing. Although they rout out be gross and weird they are an amazing part of my body. The way you can see all the muscles tighten up and release while walking along with the tendons pulling on your toes is very interesting when you watch it. It makes you wonder how something so odd, disgusting, and very useful is never taken to notice in our lives.

pure economic loss negligence

pure stinting loss negligenceMany losses resulting from tort could be described as sparing the term is ordinarily used to cover losses which are purely stinting meaning those where a call forant has suffered financial damage that does not directly result from personal stigma or damage to property, as when a product brought turns out to be defective, but does not actually cause injury or damage to different property. Catherine Elliott Frances Quinn (7th Edition).A plaintiff can claim in negligence if he suffers financial loss due to absent-minded mis-statement.Special relationship betwixt parties and the special adroitness represented by the defendant together with Reliable reliance are the necessary members required by a Plaintiff for establishing a liability in a professional negligence action.Alberts trust and action can be discounted, as Barry was not qualified to provide professional advice pertaining to investment decisions. Also, the advice was imparted in a social se t up and thus held little trust for serious consideration. Lastly, Albert had not specially requested for considered advice, mentioning to Barry that it would be adhered to. Therefore, the condition of notion of proximity was not satisfied. According to Lord Devlins formulation, a traffic of care arose only when there existed a relationship Equivalent To Contract1, between the claimant and the defendant, an application of the general conception of proximity, between the two parties. In the given scenario a special relationship between the parties was non-existent.Alberts reliance on Barrys advice was unjustifiable, as the loss suffered here was not attributable to the defendants negligent mis-statement he had not voluntarily assumed responsibility towards the claimant. A commerce of care would only arise if the defendant foresaw the claimants reasonable reliance on his statement.The grounds of HEADLEY BYRNE CO. LTD v HELLER AND PARTNERS LTD2(HOUSE OF LORDS, 1964) applies to the given situation. Here the court held that if a professional person in the course of his business imparted advice, knowing that it was being relied upon, then he owed a employment of care to that person, to exercise reasonable care and skill, failing which, he would be liable in negligence. However, a disclaimer prevented any duty of care from arising.Since, the above is not applicable to Barry, he did not owe any duty of care to Albert. The advice I would give Albert is not to take stamping ground to juristic proceedings. With so many factors working against him, the chances of a successful outcome were highly unlikely. It would be time consuming besides not being monetarily feasible. The claim being made in the County court would require regular legal payments and he might also end up being responsible for the legal costs of Barry since it would be difficult to prove that the loss was only due to Barrys negligent mis-statement.CASE IIAlthough the claimant did not pay to receive the information, the essential portion ofproximity between the defendant and claimant existed. Jim was aware that his advice would be acted upon in a specific way, making him responsible for the provision of accurate advice, which he failed to provide. Parties bound in a contractual relationship owe a duty to be careful while providing statements to the contracting party.Reliance by the Plaintiff was reasonable as she had particularly requested considered advice. Therefore, although it was not in Jims professional capacity to provide legal advice, he owed her a duty of care.The significant effect of the reliance element can be illustrated by MORGAN CRUCIBLE CO PLC V HILL SAMUEL BANK3(1991) where the court held that defendants were liable for the claimants losses. It was reasonable for the claimants to rely on the defendants advice since the advice had been specifically prepared for the habit of the take-over bid. The negligent professional owed a duty of care to the identified cli ent.In the HEADLEY BYRNE CO. LTD v HELLER AND PARTNERS LTD (HOUSE OF LORDS, 1964) case, the bank was sufficiently precise, disclaiming any responsibility, thus preventing any duty from arising4. Jim however, did not indicate that the advice given was subject to a disclaimer and that it should not be relied upon, therefore, proving Mrs Smiths reliance on his statement as foreseeable and reasonable.In the CAPARO INDUSTRIES PLC v DICKMAN5(1990) case the court held that no duty of care was owed to the claimant. The accounts were not for the purpose of providing advice regarding investment decisions. There was insufficient proximity between the claimant and the defendants as the accountants were unaware that the claimants think using the accounts as guides for investment. Although, Jim could argue that he lacked the required skills to provide advice regarding claims and that she should have made use of independent advice, this maybe shunned on the grounds that he was consciously aware of the claimants intention of adhering to his advice.The advice I would give Mrs Smith is to impose a claim, as the loss suffered by her because of not claiming her insurance was attributable to the defendants negligent mis-statement. He had voluntarily assumed responsibility towards her and therefore it was his duty to find out about any changes in law that affected her position. He owed her a duty of care and was clearly in breach of that duty. It would be reasonable to action him in the County Court in order to make good the loss or otherwise try for an out of court settlement to avoid legal costs.CASE IIIThe loss suffered here resulted from a negligent act, the basic pattern for which is that a person can sue for scotch loss consequent on physical loss suffered by the person, but may not sue if he has suffered economic loss alone. However, an exception to this rule is when there is sufficient proximity between the parties and one element in this maybe reliance by one on the o ther.The loss arising from direct damage to Percys crops was an economic loss. The loss on profit arising from his inability to sell the damaged crop was a consequential economic loss6. Financial loss due to his inability to plant and sell a further field of crops because of the state of the land was a pure economic loss7.SPARTAN STEEL v MARTIN CO8(1973) is a case holding relevance in the given context. The court held that the claimants could only recover for the physical damage to the bunk in progress, plus loss of profit on that melt, but not for the profits they would have made while the power was off. The damage to the melt was an economic loss while the loss of profit on that melt was consequent thereon but loss on profit caused by the power cut back was not directly consequential upon any damage done and therefore a pure economic loss, and not claimable.Percy can therefore claim for the economic loss as well as for consequential losses thereon. However, he cannot recover t he pure economic losses that were independent of the physical damage. Pure economic losses are usually not compensated for a number of reasons, including but not limited to the courts fear of the floodgate9problem.Even in the case of white potato v BRENTWOOD10(1990,HL) the House of Lords held that no duty of care existed in case of apparent defects. The cost of remedying the defect was purely an economic loss and not recoverable.Therefore, it is recommendable to chase a legal claim in the County court for the loss Percy suffered as a result of damage to his crops and on the consequential losses but not for the pure economic losses. Preceding cases give sufficient assurance that Percy could claim for the former two. Since the losses suffered were quite large it would be reasonable for Percy to go frontwards with legal proceedings.Word Count 1324

Stages Of A Typical Performance Management System Management Essay

Stages Of A Typical Performance care System Management strainPerformance bottomland be defined as the end upshot of an activity. A slaying counseling system in that respectfore is defined as a puzzle taboo of establishing performance standards and evaluating performance in order to arrive at objective human resource decisions as well as to provide backup to take hold those decisions. (Stephen P. Robbins, 2005, p. 296)A good performance worry system is essential for move to be able to manage the dwindling individual performance. To develop a good system move will need to consider the three main brasss of managing individual performance, these embroil fancyning performance, delivering and monitoring and formal assessment and reward. These argon well illustrated in the performance cycle as illustrated by figure 1 belowFigure 1Stages of a typical performance worry system Source (Derek Torrington, p. 263)The starting signal key aspect of managing individual performance i s the planning performance item. This is where a manager at act sits down with his ca utilization and they collaboratively set individual objectives origin on the wholey obtained from team objectives and the agreed job description. These objectives atomic number 18 designed in a fashion that they also offer potential education as well as fulfilling the general ecesiss general objectives. They should also include measures of how they arsehole be assessed.One common sexual climax managers social function in mountain these objectives is with the SMART acronym. This suggests that the objectives set should be Specific, Measurable, Appropriate, Relevant and Timed. A good example of a good objective for an employee subject atomic number 18aing in the comp anent increment part could beTo develop a sore mobile phone component by March 2010 (started in January 2010)It is important that managers do not forget to plan for the support, development and resources necessary for the employee to be able to accomplish the objectives.The second key aspect is the delivering and monitoring performance stage. As the interact employee sets ab out to achieve the performance agreed, the manger should ensure that he is available at all durations so that the employee nominate consult him/her at any moment when needed. There whitethorn be some(a) unpredicted hindrances towards the achievement of performance and in some instances targets may get hold of to be revised. On handout coaching is important whereby the manager can guide the employees through discussion and providing constructive feedback. Continuous informal reviews held between the employee and his manager should be carried out so as to ensure that forge is going as agreed and whether the agreed performance will be attainable by the agreed dates. Objectives signed off as complete and recognition of travel do so far serve to act as pauperization for the employee in the future for early(a) objectives unt il now to be completed.The belong key aspect of the performance cycle is the formal assessment and reward stage. This stage involves regular reviews of the development of the objectives and to motivate the employee. Annual reviews are also necessary in this stage whereby what has been achieved is compared with what had been set to be achieved which may affect pay and salary increments.interact managers should take note that employees see reviews as fair only if the targets set are achievable and judgements were seen to be consistent throughout the makeup. Different styles of appraising employees could be adopted in order to make the best assessment but a popular and widely use approach is the occupation solving style which is one of the styles developed by the American psychologist, Norman Maier. This approach suggests that The appraiser starts the question by encouraging the employee to mention and discuss problem areas and then consider solutions. The employee at that placef ore plays an active part in analysing problems and suggesting solutions, and then evaluation of performance way out from the discussion at the appraisal interview, instead of macrocosm imposed by the appraiser upon the employee. (Anderson, 1993, p. 102). However, it should be taken note that this style works best if the employees are ready for it and the mangers are willing to be turn in in this way which is not always the case.After the reviews have been conducted and achievement of tasks has been high, reward is necessary. Most management systems include pay in the reward package but ongoing research has shown that element of pay had very little effect in the motivation of employees. otherwise forms of reward other than monetary much(prenominal) as promotion and offering of individual development opportunities are found to be to a greater extent motivating to employees.In order for the successful implementation of a performance management system, line managers who are closer t o the employees need to be included in the Human imaging team when designing the system. Training of the line managers is essential before and during the introduction of the system.Task 2Learning can be defined as the dish up of acquiring knowledge.Learning and development is an essential part in cumbering the performance of Interacts employees up to standard. Currently, there have been issues and complains from the employees about the quality of preparation macrocosm offered, and the lack of plenty training to keep the component developers up to date with emerging technologies.This is a serious problem for interact being the fact that it is direct in an industry that requires a high degree of innovation and creativity. It indicates the need for an hard-hitting people development strategy.A good approach that could be used to establish an useful people development strategy would be the positive training cycle. This cycle includes for steps that are identifying training ta ke, designing development activity, carrying out development and evaluating development. This can be illustrated by the diagram below.EnvironmentBusiness strategyPeople development strategyFigure 2A systematic model of learning and training Source (Derek Torrington, p. 391)Considering figure 2, the first step in the model is identifying training and learning postulate.Before any activity can commence, interact managers should take note that identifying these needs should not be the sole role of the human resource team but should be a process that involves the employees too. Employees about to receive training should not be considered as subjects but as participants of the scheme.Interact managers should also take note that modern day effective training requires not only a focus on development of technical skills alone but also personal skills, attitudes and self-management therefore broadening the needs scope.One approach that interact managers could use to identify the training an d learning needs is the problem centred approach. This approach analyses whether there are any performance problems and analyses whether they are caused by lack of skill and if so, which. The gap between expected performance and actual performance is the one that helps to bring about the training need.For example, an identified problem with interact is that the component developers are not up to date with new technological development therefore the training need would be to continuously keep the developers up to date.After training needs have been identified, the next step will be designing the development activity. There mixed methods of learning and development that Interact managers could use such as education and training courses (off job), manager coaching and teaching, self development assorts and open and distance learning. (On job).The next step is carrying out the development activity.For education and training courses, Interact managers could use the consultancy courses. They could range from one day to several weeks in some cases. These have the usefulness that they enable employees from various organisations to meet and share their experiences. In order to be very effective, they should concentrate on specific skills of knowledge, such as being introduced to new technological developments. Management should take note that these courses are usually expensive despite the fact that they are of short duration.There is a big challenge that Interact managers should be prepared to face and that is the ensuring of the transfer of what the employees have learnt back to the organisation. To counteract this problem, managers could set goals for implementing new skills once the employees return from training.In case the Interact management fall to use on job training methods take manager coaching and teaching as an example, the line manager will act as a mentor or coach for the trainees involved. He will provide feedback, counselling, encouragement discussi on and sincere feedback.Management should all the same take note that not all line managers can provide effective coaching, as it requires good interpersonal skills and commitment from the manager to accept the coaching role.Interact management could also support the use of self development collections whereby informal groups formed by employees come together and discuss organisational issues, personal development and individual work problems. The group should however be headed by an experienced leader who plays the role of a facilitator and to some uttermost, a source of information. This group leader could drop off as the group matures. Such a method of learning and development requires a high level of commitment from the group members and a close follow up on the side of management.The final step in the learning cycle is the evaluating development stage. While evaluating development, changes in skills, knowledge, behaviour and attitudes need to be considered. However, research has proved that it is very very difficult to asses some aspects of learning or training that have been carried out such as changes in attitudes and behaviour. A post course questionnaire could be issued out to the trainees but this usually tends to evaluate the course and not the training.Evaluation could also be carried out by setting up goals basing on what the individuals have learnt during training and the extent to which the employees meet these goals would indicate how effective the training had been.It is urgeed that managers should keep on evaluating the trainees continuously from the beginning as they attend the training courses and not to twilight the evaluation process at the end of the course.Task 3Leadership can be defined as the Process in which an individual influences other group members towards the attainment of group or organisational goals. (Shackleton, 1995, p. 2)There is a close link between leadership and motivation and performance implying that the leaders hip style being used may have either positive or negative impacts on these. Due to the recession, Interact adopted a kind of autocratic approach and have become more task focused.An autocratic leader is a leader who tends to centralise authority, dictate work methods, make unilateral decisions and limit employee participation. (Stephen p. Robbins, 2005, p. 593) The advantage of such a style is that it leads to quick decision qualification and work getting done on time.However, there are various negative impacts Interact could face as result of applying such a leadership style.To start with, according to Vrooms expectancy theory which says that An individual tends to act in a plastered way based on the expectation that the act will be followed by a given outcome and on the good-naturedness of that outcome to the individual. (Stephen p. Robbins, 2005, p. 405), we can see that expectancy has an impact on motivation. Therefore not expecting employees to perform unless they are direc ted to will only cause them to behave in that way leading to demotivation and poor performance.Also using Maslows hierarchy of needs, the need for affiliation could be a motivational factor. Therefore not involving employees in the decision making process and centralising authority only makes the employees feel alienated and thus end up feeling demotivated.The autocratic style of leadership also fails to agnise that social needs are a motivational factor for employees. Maslow recognised the need for affiliation as an important attribute in human motivation therefore making decisions or planning activities speckle excluding those who are going to be affected may demotivate them.Autocratic leadership also makes the employees feel that the organisation does not trust them enough to make wise decisions for the good of the organisation. This demotivates them and makes them feel like they are not a part of the organisation or not responsible enough.As a result of being very task oriente d, such as style does not have much concern for the needs of their subordinates. This is clearly indicated by the lack of a sound human resource function and the fact that the Interact management has so far refused to meet with the group of employee representatives who are trying to voice employee concerns. This has led to feelings of resentment, alienation and a drop in performance levels.In conclusion, the autocratic style of leadership has a rather more negative impact than positive personal effects, but this is not to say that Interact should not apply it, rather they could blend it in with other styles of leadership. apply the managerial gridiron designed by Blake and Mouton,THE MANAGERIAL GRIDHigh concern for peopleLow concern for productionCountry Club managementHigh concern for peopleHigh concern for productionTeam managementLow concern for peopleLow concern for production broken managementLow concern for peopleHigh concern for productionAuthority-compliance management Hig hPeopleLow Production HighThe managerial grid Source (Derek Torrington, p. 304)Most managers agree that the best leadership style would be the team management which has both high concerns for people and production but there is a new approach that suggests that the best style is to use all these four styles together basing on different times and different situations.Task 4The complaints voiced by employees over the need to work harder and longer to keep their jobs and increased levels of stress are a sign that the quality of the working liveliness at Interact is deteriorating. Work-life balance is very important as it keeps the employees happy and contented with their jobs therefore step-down absenteeism and turnover.There are a number of practices that management at Interact could implement so as to improve the situation.To begin with, offering the employees flexible working hours would greatly help employees who need more time outside the job.Allowing female workers to have their maternity leaves also enables to keep the employees happy with their current jobs.The Interact management can also train their line managers to assume with employee stress. The line managers should encourage the employees to talk and voice out what is truly getting them stressed up.An increased level of stress at work is a hit wake up call that Interact needs to change its style of leadership and control. Not allowing employees to freely raise their voices over the different issues in the organisation and refusing to recognise their representative group only makes them feel unappreciated and demoralised.Interact could also reorganise their working practices such that the workers could get work done without having to fall out extra long hours to work while maintaining the same quality of performance.The amount of days employees can get in their leaves should be adequate giving employees enough time to rest and relax so that they can return to work revitalised.For those workers wh o may not be able to get to work but and yet their jobs do not demand their physical presence at the premises, interact could offer them alternatives of working at home. This will help to boost performance while at the same time saving valuable time lost when the work is not done at all.In case workers are having to work overtime, Interact should devise a payment scheme that covers these extra hours in a manner that is of mutual benefit with the employees.Interact could even go to the extent of ensuring that maternity pay is caseable and comfortable for the employees. This will make them return to work much more happily and boost their attachment to the company.For those in areas where the work demands them to do the same routine job everyday, Interact management could introduce rotation where other employees doing other routine work could be set up to be exchanging activities so as to prevent them from getting bored.However there are some limitations that Interact should take note about work-life balance policies. For example, some policies such as maternity pay only target the female employees therefore bringing about a feeling of neglect with the other employees. another(prenominal) problem is the fact that some policies may actually be put in place and yet employees may not take them up and use them.Task 5Absenteeism can be defined as theTo tackle this problem, Managers at Interact need to set up a procedure to wreak the absenteeism problem. The process could involve the following stepsIdentify the absence problemLocate the absence problemIdentify and prioritize the cause of absence evaluate the current control methodDesign the absence control programImplement the absence control programMonitor the effectiveness of the programThe first step of solving the absenteeism problem is assessing it. Interact could do this by collecting statistical data about thee current absence levels. This can be done by gathering information on how many people did not come in to work for a certain period of time.After the pose has been identified, the next step is to locate the absence problem. This is done by using collected data to find out which specific departments had the highest levels of absentees for the period.The next step is to identify the cause of absence in the departments selected. An autocratic leadership style of the line managers in Interact, longer working hours, low levels of responsibility and decision making could result into dissatisfaction with the job situation therefore leading to a rise in absence levels.Evaluating the current absence control method is what follows after the causes of absence have been identified. During evaluation, Interact should be able to see the weaknesses of the current control program and why it is flunk to work effectively.After evaluation, Interact should design a new control program that tackles the problem. There are a few recommendations of measures that could be put in place to help reduce the p roblem,First of all, I would recommend to Interact that they should try and maintain continuous contact with the employees who are absent from work. This is known to greatly reduce the length of absence and shows the employee that the organisation in implicated about the well being of its people. One visit a month by the line manager of the employee could be effective.Another useful activity that interact could do to manage absence is to include attendance levels in the performance review at the end of the year. Having high levels of absence during the year would be considered as underperformance in the review.I would also recommend that the line managers undergo training so as to ensure that the absence procedures are effectively carried out. Proper training on how to handle employees who are frequently absent could greatly reduce the absence levels.A deep understanding of the causes of absence would enable Interact to be able to tackle the absenteeism problem. Known causes of abs enteeism at Interact include, employees working longer hours and increased levels of stress. When trying to identify the problems, management should not only consider what the absentees have filed as the reason for their absence as research has shown that they tend to write excuses that appear valid to the organisation. Interact should build a culture of trust with its employees such that they can get them to explain the real causes of absence and thus they can respond to them effectively.The last step after the absence control program has been designed is to implement it while continuously monitoring it by collecting statistical data to observe whether the absence levels are falling or not. If it is not effective then Interact have to find out why, make the necessary corrections and continue with itTask 6Employee turnover is the rate at which employees voluntarily leave their jobs. At interact, the level of employee turnover has been relatively high. Collecting information on staff turnover is quite difficult to collect though one best approach could be by using exit interviews. However, there are some major reasons why staff could be leaving interact. touch on factorsOne reason why Interact employees could be leaving their jobs is because of Push factors. This concept suggests poor working conditions, people development strategy, dissatisfaction with company policies, negative effects of autocratic leadership style, job insecurity among others to be the cause of forcing people to leave the organisation. In other words, Interact is pushing away its employees by failing to provide a good organisational and working environment to keep the employees satisfied. Interact could control this cause by making the organisation more employee friendly.Another reason why employees could be leaving Interact is because of pull factors. This concept implies that rival employers in the telephone component manufacturing industry are pulling Interact employees towards them. Thi s could be because they are paying higher salaries, offering better benefit packages, training opportunities or they have more attractive working environments. The best way Interact could reduce turnover caused by this way is by first of all analysing what other organisations in the industry are offering that is making them more attractive and therefore making sure they can level up. Another approach is by identifying unique selling points offered by Interact that other organisations dont have and communication them to staff.Employees could also be leaving Interact as a result of functional turnover. This is a situation where employee resignations are accepted by both Interact and the employee involved. This could be because of failure of the employee to conform with the organisational culture or as a result of continuous poor performance. The best way to handle turnover caused in this way is by improving the recruitment process so as to avoid such people in the first place.Outside factors could also be making employees leave Interact. These are reasons that have nothing to do with the job. They could be leaving because their partners are leaving the city, personal desire for self employment. In this situation, there is nothing much that Interact could do to stop these kinds of employees from leaving the organisation as it is beyond their control.The rate of employee turnover at Interact could be greatly reduced by position in place certain strategies so as to manage the turnover rates.Firstly one tool that Interact could use is pay. Research has shown that organisations offering higher salaries appear more attractive than those with less. However, pay alone may not be enough to keep the employees from leaving. It should be combine with other benefits such as holidays, healthcare offers and staff discounts. The best approach in offering such benefits is by letting the employees pick benefits that they prefer as different employees may be interested in diffe rent packages.Another tool that Interact could use to help reduce turnover rates is putting in place family friendly Human Resource practices. Considering the fact that many people leave work due to family and personal reasons giving employees more time to spend with their families through holiday packages, flexible working hours and a well paid maternity leave may greatly help to reduce the rates.up the quality of line management may also help to reduce the turnover rates as these managers play a critical role in employee relations. To ensure that the selected line managers are effective, they should be selected basing on their supervisory capabilities, undergo training and appraised on their supervisory skills.Finally induction is also known to help in reducing early staff turnover rates as it helps to fit the employee into the organisation and defines his/her role in it. Organisational induction could be done by the Human resource department and may include a presentation on heal th and safety regulations and fire evacuation procedures. This type of induction could last a few days. The other type of induction is the job-based induction. This usually takes longer and is mostly carried out by the immediate line manager and in the background, fop employees and includes activities like getting to know the organisation culture, how work is done and what is expected of him/her.Managing employee expectations from the beginning could also play a crucial role in reducing the turnover rates. This is done by letting the employee know exactly what to expect from his job right at the start of his/her career so that they are more prepared when they face the challenges. Challenges could include time pressures etc

The Preceding The Beatitudes Theology Religion Essay

The Preceding The Beatitudes Theology Religion EssayPreceding The Beatitudes is the starting line of chapter 5 in the Gospel of Matthew. This is also the introduction to the Sermon on the Mount. Matthew 5 starts eat up with Jesus going up on the mountain. Matthew 51 Seeing the crowds, he went up on the mountain, and when he sat atomic pile his disciples came to him. When you first read this text you think that he was organism overcrowded and simply went up on the mountain for more space. However, is that the only reason Jesus went up on the mountain? When we look at other verses in the Bible such as Luke 612 In these days he went pop into the hills to pray and all night he continued in prayer to God. by chance Jesus felt closer and more alone with God by being on the hills or mountain. Perhaps it made him feel closer to God. Or a nonher reason may be that he was interacting and direction his disciples on the mountain while the crowds surrounded them to listen down low.Look at the indorsement part of this verse, when he sat down his disciples came to him, whenever Jesus sat down somewhere it was usually a good indication that he would be teaching so his disciples automatically came over to him. Matt 132, Mark 41, and Luke 53 atomic number 18 all other examples of when he sat down and taught as well. Matthew 52 And he opened his mouth and taught them by saying This is where the teaching, otherwise known as The Beatitudes begins. In this part of the Bible Matthew seems to be portraying Jesus as the new Moses.The term Beatitude comes from the Latin name Beaus. It means happy, fortunate or blissful. Each beatitude has two phrases, human body of like a cause and an effect. Each beatitude also starts off with the word blessed. To be blessed is to be happy and filled with the Holy Spirit.The cardinal beatitudes in Matthew 53-12 hellish be the poor in spirit, for theirs is the kingdom of heaven (53)Blessed are those who mourn, for they shall be comforted (5 4)Blessed are the minor, for they shall acquire the earth (55)Blessed are those who hunger and thirst for accountability, for they shall be satisfied (56)Blessed are the merciful, for they shall obtain mercy (57)Blessed are the pure in heart, for they shall see God (58)Blessed are the peacemakers, for they shall be called Sons of God (59)Blessed are those who are persecuted for righteousness sake, for theirs is the kingdom of heaven (510)(511 12) Blessed are you when men revile you and persecute you and utter evil against you. To rejoice and be glad, for your reward is great in heaven.Now let us takings a deeper look at each beatitude individually. Matthew 53 Blessed are the poor in spirit, for theirs is the Kingdom of Heaven. This is the opening verse to the Sermon on the Mount. At that time, the word Blessed was a common word for describing someone who is happy. That meaning of the word has been lost in the present day interpretation, simply that seems to be the original int ent of the Gospel writer. Blessed also means to be made holy, so when someone is blessed it means they are experiencing a deportment changing, spiritual transformation. Whoever goes by these rules will lead a happy living and a step closer into getting into Heaven. This could also be the interpretation of the word Blessed used. In my opinion, it means both. The poor in spirit, I think this means actual poor hoi polloi, people who are destitute. Like the woman who gave everything she had, and was commended by Christ for doing so. It means they sustain spirit, yet little else, so they are blessed with spirit or in spirit, and theirs is the kingdom of heaven. They may not have anything on earth, only they can be assured of the afterlife.Matthew 54 Blessed are those who mourn, for they shall be comforted. We already know that Blessed means to be made holy and to be happy. But what shall we mourn over? This can be having many meanings. A person can mourn over the qualifying of a lo ved one or friend, or even the loss of possessions. A person can also mourn over sin. Everyone mourns someone or something at sometime in their lives. In time, we laugh and are happy again. I think that is Gods way or seeing us greive and in suffering and He puts happiness back into our lives.When I was a little boy my dog got ranover by a car and I cried for two weeks straight and wouldnt talking to to anyone. I am an only child and that dog was my best friend. The dog would wait for me at the bus stop and walk me home even. After more or less 2 weeks over hell, I got off the school bus and found a puppy hiding under some bushes. I didnt really privation the puppy at first, but knew it was alone like me so I took it home. I think God put that puppy in my path because he seen I was sad and lonely. God and the puppy (Cuervo) healed me.Matthew 55 Blessed are the low, for they shall inherit the earth. In Greek literature, the meaning of the word meek means gentle or soft. So to be meek you should be gentle and not strong. You should be gentle in a disposition that you do not fight Gods will. Also, if you compare Mathew 55 in different Bibles, you get the same translation as wellThe King James versionBlessed are the meek, for they shall inherit the earth.World English BibleBlessed are the gentle, for they shall inherit the earth.As you can see, they have been translated even further and shows that meek means gentle. The phrase inherit the earth could mean that in time God will come down to earth and choose these gentle people to rule over the entire world. Or it could be that these gentle people will get their every need provided by God.Matthew 56 Blessed are those who hunger and thirst for righteousness, for they shall be satisfied. Hunger and thirst here could be an expression for a strong desire. Since hunger and thirst are something EVERYONE ineluctably in order to have nourishment to live, so does their soul need nourishment in faith. The soul needs no urishment as well in the need or desire of forgiveness of sins and to want to do the right things on Earth to go to Heaven. Those who have a great desire for righteousness will be satisfied in Heaven.Matthew 57 Blessed are the merciful, for they shall obtain mercy. Those who have mercy on others shall get mercy from God. volume can show mercy to others in numerous ways. By sympathizing with them, showing them affection and tenderness. In return, when the believers ask God for mercy for certain reasons, they will bugger off it. Mercy is Gods gift for mercy.Matthew 58 Blessed are the pure in heart, for they shall see God. To be pure means to be clean and in the New Testament the heart is believed to be the center of ones essence or being. When I read this I think of small children for they are pure in heart and are said to have a guardian angel following them around to see that no harm comes to them. So maybe that is it. If we pick ourselves of bad thoughts and nastiness to make our selves pure we shall see God by being under his protection until the day we actually see Him standing at the gates of Heaven.Matthew 59 Blessed are the peacemakers, for they shall be called sons of God. These peacemakers can be individuals that will go out of their way to make others happy or to help others in their time of need and the result being in that some way peace was made or kept. These are the ones that put themselves at risk in order to prevent arguments or wars. The phrase sons of God is a common Hebrew expression that means someone who has the quality and singularity of God, someone who is Godlike.Matthew 510 Blessed are those who are persecuted for righteousness sake, for theirs is the kingdom of heaven. Blessed are those who are persecuted, not for any crimes they have done, but for unrighteousness. In other words, by living saintly and living righteously, you will separate yourself from the unrighteous people and be permitted into heaven.Now let us take a look at so me similar passages in the Bible. Four similar blessings appear in the Gospel of Luke and are followed by four woes that mirror the blessings. This passage in Luke is also known as the Sermon on the PlainLuke 620-22Blessed are you poor, for yours is the kingdom of GodBlessed are you that hunger now, for you shall be satisfiedBlessed are you that weep now, for you shall laughBlessed are you when men hate you, and when they exclude you and revile you, and cast out your name as evil, on account as the Son of manLuke 624-26But woe to you that are rich, for you have received your consolation distress to you that are full now, for you shall hungerWoe to you that laugh now, for you shall mourn and weepWoe to you, when all men speak well of you, for so their fathers did to the false prophets.Theere being a difference in the Gospel of Matthew and the Gospel of Lukes version of the Beatitudes shouldnt surprise us really. infer about it. This is two different peoples version of what was said. Of course it would be recorded differently, because everyone is different and interprets things different in their mind.What does The Beatitudes say about the relationship with God? Basically through The Beatitudes God is giving us a channel to follow to find happiness with God in our lives. By centering our lives on God, we become transformed. I think the whole message of The Beatitudes is if we center our life on God, we will find peace in our lives.What follows after The Beatitudes is the rest of chapter 5 in The Gospel of Matthew and also the continuation of the Sermon on the Mount. Chapter 6 in the Gospel of Matthew is also a continuation of the Sermon on the Mount. Here Jesus tells the disciples to be discrete in several areas of their lives versus showing off with pride. Doing these things in secret will result in rewards from the Father in secret. Give to the needy, pray in your home with the door closed, fast in private, and not to worry about earthly treasures, but inste ad worry about treasures you can store in heaven by keeping your heart on God.I think the main question this passage may have addressed in the community for which it was originally written was What about the ten commandments? Think about it. At the time Jesus was giving these new rules from God, everyone was honoring the ten commandments as the law. Im sure Jesus had to explain that the ten commandments ARE the law, but The Beatitudes are kind of a modification to the laws. The ten commandments were the laws of the Old Testament and, yes, they are still the laws, but times were changing and new modifications were needed in the New Testament time.

Fra Angelico :: essays research papers

Fra Angelico/Beato, was the name given to the Dominican friar and early renaissance artist, Fra Giovanni Guido di Piero for his impressive cut backs and personal piety. He was born in Vicchio, Tuscany, and had begun his artistic career as an illuminator of missals and other religious related books in his late teens. In 1417, he was accepted as a member of the Compasniadisan Niccolo, a religious confraternity in the Church of Santa Maria del Carmine, which was an implicit recognition of his Christian piety. Here he was banned from painting, and therefore resigned from the order and joined the community of San Dominico to become a Dominican friar in 1420, where his brother Fra Benedetto also joined and was ordained as a priest.It was in this place that Fra Angelico had begun his scratch line works on altar pieces and frescoes such as The Annunciation, and had adopted the name Frate Giovanni de San Domeico da Fiesole (Fra Giovanni of the friars of San Dominico in Fiesole). He was on e of the first friars who employed for working on convents other than his own. By the era he was the age of twenty-five, Fra Angelico was already a well known master painter. At the time Florence was the ideal area for Renaissance artwork. So Fra Angelico along with other Fiesole friars, moved to the convent of San Marco in Florence around 1436. In 1445 however, he went to Rome as a asking by Pope Eugenius IV. Eventually Fra Angelico returns to his Fiesole, and passes away in March 1455. Unlike many other artists of those times, Fra Angelico used effective artistic techniques such as solemn facial expressions, convincing usage of color, motion, deep spacing, usage of a linear perspective, all combined with the influence of the decorative Gothic style of Gentile da Fabriano, which made him one of the foremost painters of the Renaissance. It was also said that his work was inspired by the preaching of another Dominican known as Fra Manfredida Vercelli, and since all his work consis ted of Christian relevance, his Christian spirituality is manifested in his art. One of Fra Angelicos more well known piece of work, is the painting of The Last Judgement, which was a piece for the back of a seat for the priest to use at the Mass. It was most probably commissioned by the Florentine church of Santa Maria degli Angeli.

Great Leaders - Nnamdi Azikiwe and Patrick Henry :: World History

enormous Leaders - Nnamdi Azikiwe and Patrick enthalpyBoth Nnamdi Azikiwe and Patrick Henry though they lived more than two hundred years apart from each other, were leaders of their own time. They both lived through unbearable, and inhumane conditions. Nnamdi Azikiwe through sla truly in Nigeria, and Patrick Henry through the unbearable things that Great Britain had placed upon the colonists. The conditions in both of their times might have been similar, but certainly not equal. The Africans were chthonian much worse conditions than the colonists. They had to deal with the segregation of all the mickle around them. Separate benches, and even different restrooms for the Nigerians and the white men. The ex-servicemen didnt get the same privileged that the white men did. They were denied more things. Political freedom, economic security and social emancipation. They had to give up all that was theirs so that others could rule over them. The Nigerians were denied their basic human right that all people get. They were treated as if they of another kind like an animal or beast. Slavery was one of the worst things that the Nigerians had to live through. Working for others, and barely earning what would be scarcely enough for their families, if they even got that, because some didnt get any money if they were stolen, so that other Nigerians could get money. They were sold, traded and tossed around as if they were not people. They were forced to live under humiliating conditions. The conditions were unbearable to what the average person in America might be able to handle in this day and age. The Nigerians were torn from one of the nearly basic rights that we have here in America today. The right to freedom, and the pursuit of happiness. Through these conditions it is unnatural to live life, so that is why they needed their freedom. The Americans were treated in a similar way. They were forced to live under laws that today would seem to be the craziest ideas, and they seems like they could never actually happen to anybody, but they did a very long time ago. They were taxed major amounts. They paid taxes on almost every item. There was only tax on the items that they purchased from Great Britain, However they got all their items from Great Britain because there was no other place that they could get these items, so they paid taxes on everything.