Marketing Research – Short Outline

MARKETING RESEARCH General information Definition: â€Å" Systematic and objective collection and analysis of information for the purpose of decision making in marketing â€Å" Key functions: Studies consumer behaviour Helps identify marketing opportunities & problems Helps evaluate company’s marketing performance Helps select/ improve marketing strategy Marketing Research ? Market Research Provides data on Provides data on company's environment company’s own roducts/services/current customers The Marketing Research Process 1. Problem definition 1. 1 Formulating decision problem (e. g. how to price new product) 1. 2 Determining purpose ; scope of research 2. Research Design Exploratory research: understanding the nature of a problem Conclusive research: answering research questions 2. 1 Choosing Types of data – Facts – Opinions – Motivations 2. 2 Locating Sources of data – Secondary data (previously published) Primary data (obtained directl y from the consumer) 2. 3 Methods of Collecting Data from primary sources Observation: Analysing customer? s behaviour Self-reporting Focus group: take part in a discussion to analyse people`s reaction to special topics Projective technique: respondents are asked to say the first word that comes into their minds upon a specific topic Questionnaire: – Mail – Online – Telephone -Personal 2. 3 Selecting the SampleSample: Group of elements (persons, stores, financial reports) chosen from among a total population Probability sample: Each unit has a known chance of being selected Nonprobability Sample: Sampling units are selected arbitrarily 2. 4 Anticipating the Results = Making a plan about how the marketing research and the final report will be designed 3. Research Conduction = Implementing the research plan 4. Data Processing = Transforming the information obtained into a report for management

Striking the best deal: a closer look at negotiation

Negotiation styles must be dynamic and flexible; they ought to be adapted based on the context in which they shall be utilized. These styles may either be competitve or collaborative, depending on the extent to which the individual considers himself and the person he is negotiating with. The following scenario has been relayed for purposes of reflecting on my negotiation style and on the tangible means through which I can improve it.Negotiation has been overlooked as an important management competency / skill as it was limited to the confines of the conflict – resolution phase. This skill whose aim to is to minimize differences between parties, can also be effectively used as a tool for information-sharing, influencing and building or strengthening relationships. This tool is most helpful where the environment promotes openness in communication, particularly in the sharing of information and involvement of everyone in the decision-making in the organization.DiscussionThis pape r begins with a thorough discussion of the context in which the negotiation tool place. I have worked as a Human Resources Manager for a Battery Manufacturing company for two years now. After a careful review of my performance, I believe that my salary raise has been way overdue. There were several things which I had to adequately prepare prior to my negotiation with my boss. First, I had to gather as much objective / emprical evidence to back up my case.This meant going through my performance reviews, and seeing the achievements and the merits which I have accomplished for the past two years. I had to make sure that my claims were backed up by verifiable critical incidents. That is, my evidence must be as objective as possible so as to gain credence and strike up a reasonable bargain with my superior. My objective for the negotiation session was to convince my superior that I add value to the enterprise and therefor deserve a raise that will make my recent promotion worthwhile.I th en proceeded to schedule a meeting with my boss and went through the process of negotiating for a salary raise. I began the discussion with asking him about how he evaluated my performance for the past two years. He said that he thought my performance was exemplary and that I excelled more compared to the other managers of the department. I thanked him for his compliments and proceeded by giving a summary of my achievements within the past two years. I supported each of my traits with critical incidents. I ensured support for both technical exerptise and soft skills.I also gave a brief rundown of the training sessions which I have attended which demonstrated by authentic intent to improve myself further. I then showed my boss the strategic map of my company which illustrates the different strategic objectives of the organization, from the various perspectives of our Balanced Scorecard, encompassing financials, customer, best business practice, business development, and learning and growth. I again pointed out how the effective performance of my role is able to contribute to each of the strategic thrusts across these perspectives. He seemed to be convinced of the value of my role and my drive to excel.I then articulated my belief and feeling that my salary increase has been long overdue. He responded by saying that currently, the company has some financial considerations which has compelled him to be be very careful in giving raises lest we go beyond our operating budget. I responded by expressing empathy over his concern; â€Å"yes I understand the situation, Sir†. Since reason appealed more to my boss more than feelings, I decided to further rationalize the need for me to have a raise.I said that based on benchmark data, I feel that my pay is below the industry average when compared to parallel positions in other companies. I showed him the data. With salaries which are uncompetitive, I put forth that we will surely lose critical talent. I have also ad ded that with the addition of one more child to my family, I pragmatically need more financial resources more than ever. He seemed to agree with my arguments and yet he still maintained that the company was currently experiencing financial constraints which I must be able to consider. Again, I have expressed empathy of the situation.I then proceeded by asking him about his ideas about my proposition. This discussion was very important since both parties were engaged in the brainstorming and decision making process. He again reiterated the fact that the company then was experiencing certain financial constraints. After proposing severla alternatives, he agreed on a ‘conditional’ raise. First, I would have to show consistency in my performance within the next six months, exhibiting the same level of excellence and results orientation in my work.He said that the financial figures would have shown a turnaround by that time. I then reassured him that I am willing to compromi se and that I thought that the proposal was reasonable. I volunteered to summarize the discussion, and reiterated that I was expecting a 20% raise in my basic salary after an interim performance review, six months from the time of our discussion.. He finally agreed. Finally, for clarity of the agreements between us, I have volunteered to document all that was agreed upon so that we could sign for documentation purposes. He has also agreed with this proposal. I then proceeded to doing the minutes of the session and to have him concur to all that was stated in the document.There were several things which I have learned from myself from this experience on negotiation. First, it may be beneficial and reasonable to exhibit assertiveness when it is due. Had I not decided to muster all my courage to negotiate with my salary increase, I would not have gotten his word – also, considering the organization’s conservative position when it comes to giving out raises. I have also re alized that it is always beneficial to use key principles that ensure the smooth interpersonal relationship between two parties during the negotiation process.First, I have ensured to maintain or enhance his self-esteem despite being somehow frustrated with the fact that I have not received a raise for such a long time. I have expressed to him that I still felt motivated and driven in my work despite the lack of that hygiene factor – pay. Whenever there were instances wherein it appeared he lacked management skill, I always ‘balanced’ it off with a positive trait. This was to ensure that antagonism would not develop as a reaction from him. I found this very effective and critical in the process of negotiation.Next, I have also practiced the use of empathy. I always assured him that I understood the tight financial position that the company was experiencing then. I also assured him that I understood why he was not able to recommend a raise for me within 2 yearsâ⠂¬â„¢ time when he explained that the company was still in financial rehabilitation. Another effective technique was to engage him in brainstorming for ideas. If the idea solely came from me, he would surely not have buy-in with it and would tend to antagonize it. On the contrary, since he was part of the process of thinking of the best alternative for resolving the situation, he remained amiable and accepting throughout the whole process. This facilitated the discussion and made us arrive at a mutually beneficial option.There were also several things which I have learned about my superior following that session. I have realized that he was a very rational person, who bases his decisions on empirical data. He wanted support for all that was said. I feel that this was reasonable and has helped encourage objectivity from both parties. I came to the session prepared with all the necessary documents to support my arguments, knowing that he will be more appreciative given all these †˜evidence’. In effect, the sense of subjectivity from both parties is diminished which also helped maintain that atmosphere of amiability. I then realized from the experience that it is very important for a manager to be psychologically prepared before going through any negotiation or bargaining process.This experience was quite different from the parties whom I have negotiated with in the past. One difference was the personality of the party whom I was negotiating with – my superior was highly objective and was willing to negotiate. Such willingness and objectivity are very important. There were parties in the past who appear to be very antagonistic to begin with, and were not willing to compromise. In effect, the session was simply about manipulation and getting the other party to agree to what one wants.This is a wrong assumption, and is marked by close-mindedness. Another difference which I have noted was the willingness of my boss to reach a reasonable compromise . He listened to my arguments and assessed if they held water. If they did, he acknowledged them and were open to them. He also considered the financial constraints of the company and had to adjust his proposition so that both parties may benefit.It should also be noted that in the process of negotiation, managerial-level bargaining is controlled by the organization in such a way that the company’s interest is placed at top priority, unshadowed by the personal interest of the manager (Ramundo, 1992). The effectivity of the negotiation is also seen in the prevalence of the organizational interest as negotiation can be exploited to serve the manager’s or negotiator’s personal objectives. In the future, I would proceed by researching not only about the profile and the ways of my superior per se, but also of other factors which may influence the bargain.For instance, I was not able to take into consideration the fact that the company was then experiencing financial constraints at that time. A profound knowledge of all the factors that may affect the negotiation process is critical, so that the alternative reached after the process is one that is realistic and that does not put undue pressure on either party.ConclusionThe competency of negotiation is a must for every manager. As a business leader, the ability to communicate with persuasion, presenting an idea and coming up with options in order to reach an agreement between parties is a well-known, yet unmastered competency. Studies have shown that this skill has been linked to Emotional Intelligence. Ergo, being a good negotiator entails possessing a high EQ. But like any other skill, the researcher believes that negotiation can be developed through training, concepts, knowledge of the techniques and practice. I have learned from the experience that it is important to exhibit assertiveness and effective interpersonal techniques during the negotiation process. Moreover, it may also be helpful t o ‘size up’ the party you are bargaining with to be able to use the most suitable bargaining techniques.I have realized, too, that more than convincing or influencing decisions, negotiating is also about developing and maintaining relationships. In the field of business, this is one of, if not the most important aspects in surviving in its tough arena. The negotiating table is a staple in the life cycle of business – from the start of the partnership, to term modifications until the end of the business relationship.When one speaks about the skill or process of negotiation, it is usually associated with business deals, bargaining or conflict resolution. However, little did most people know that it is also one form of influencing which is aimed at achieving win-win outcomes (Manning & Robertson, 2004).   It was also described as the process wherein parties meet having different objectives and / or values basing from their motives or interests.The end product of s uch process is to at least minimize the conflicting differences, so as to reach a mutual agreement. In the experience which I have just related, I was willing to compromise in having a raise, but within a time frame proposed by my boss. If I had insisted on what I wanted and was not willing to delay gratification, this could have possibly breeded antagonism and would have pre-empted the smooth closure of the negotiation process.Though the definition may sound too theoretical, managers are very aware of its practical power in the lifeblood of businesses in all industries. It is through negotiation that the business is opened up for partnership, whether it is for dealers, suppliers or customers. For issues that may be surrounding the deal or service, the negotiating table is the venue for smoothing out these issues and maintaining the business relationship. And in the final stages of the business partnership, remaining issues or options on the business are discussed in the process. Fo llowing these circumstances, conflict can readily emerge in the process due to the premise of persuading another party to be performing an action or agree to an idea which may be quite disagreeable for some reason.More specific examples of negotiation can be seen in the following: Managers do negotiation with union contracts (Walton & Mackenzie, 1965), resource prices and allocations, delivery schedules, promotions, compensation packages (Lax & Sebenius, 1986; Murninghan, 1992), and a myriad of other aspects of organizational outcomes ( Wall & Blum, 1991).This was further emphasized by Mintzberg (1993), pointing out that negotiation was identified as a primary managerial role, particularly in decision-making. Ramundo (1992) postulated that almost two-third of the managerial function is devoted to dialogues in all levels within the organization even if this was not primarily considered in orthodox writings on management. Over the years, organization-based negotiations have not only i ncreased in frequency, but also has become more critically complex.Wall & Blum (1992) observed that it has likewise put on a more ambiguous and changeable which could be attributed to the interdependencies between organizations brought by the globalization and the trend of diminishing boundaries. In addition, they also cited the cross-cultural differences brought by international business as well as the current pack of employees who are well-educated possessing knowledge of expert caliber.Thus, as a manager, I feel that negotiation ought to be a core competency, since in the organizational setting, there are many conflicts where negotiation may be useful. Through a thorough knowledge and practice of negotiation techniques, these situations may be handled with greater ease.ReferencesLax, D.L. & Sebenius, J.K. (1986). The manager as negotiator: Bargaining for cooperation and competitive gain. New York: Free PressWall, J.A. & Blum, M.W. (1991). Negotiations. Journal of Management, 17, 273-303Ramundo, B.R. (1994). The Bargaining Manager: Enhancing Organizational Results Through Negotiation. Westport, CT: Quorum BooksMintzberg, H. (1973). The nature of managerial work. New York: Harper and RowWalton, R.E. &   McKersie, R.B. (1965). A behavioral theory of labor negotiations: an analysis of a social interaction system. Ithaca, NY: BLRManning, T. & Robertson, B. (2004). Influencing, negotiating skills and conflict-handling: some additional research and reflections. Industrial and Commermcial Training, 36, 104 Striking the best deal: a closer look at negotiation IntroductionNegotiation styles must be dynamic and flexible; they ought to be adapted based on the context in which they shall be utilized. These styles may either be competitve or collaborative, depending on the extent to which the individual considers himself and the person he is negotiating with. The following scenario has been relayed for purposes of reflecting on my negotiation style and on the tangible means through which I can improve it.Negotiation has been overlooked as an important management competency / skill as it was limited to the confines of the conflict – resolution phase. This skill whose aim to is to minimize differences between parties, can also be effectively used as a tool for information-sharing, influencing and building or strengthening relationships. This tool is most helpful where the environment promotes openness in communication, particularly in the sharing of information and involvement of everyone in the decision-making in the organization.Discuss ionThis paper begins with a thorough discussion of the context in which the negotiation tool place. I have worked as a Human Resources Manager for a Battery Manufacturing company for two years now. After a careful review of my performance, I believe that my salary raise has been way overdue. There were several things which I had to adequately prepare prior to my negotiation with my boss. First, I had to gather as much objective / emprical evidence to back up my case. This meant going through my performance reviews, and seeing the achievements and the merits which I have accomplished for the past two years. I had to make sure that my claims were backed up by verifiable critical incidents. That is, my evidence must be as objective as possible so as to gain credence and strike up a reasonable bargain with my superior. My objective for the negotiation session was to convince my superior that I add value to the enterprise and therefor deserve a raise that will make my recent promotion wo rthwhile.I then proceeded to schedule a meeting with my boss and went through the process of negotiating for a salary raise. I began the discussion with asking him about how he evaluated my performance for the past two years. He said that he thought my performance was exemplary and that I excelled more compared to the other managers of the department. I thanked him for his compliments and proceeded by giving a summary of my achievements within the past two years. I supported each of my traits with critical incidents. I ensured support for both technical exerptise and soft skills. I also gave a brief rundown of the training sessions which I have attended which demonstrated by authentic intent to improve myself further.I then showed my boss the strategic map of my company which illustrates the different strategic objectives of the organization, from the various perspectives of our Balanced Scorecard, encompassing financials, customer, best business practice, business development, and learning and growth. I again pointed out how the effective performance of my role is able to contribute to each of the strategic thrusts across these perspectives. He seemed to be convinced of the value of my role and my drive to excel. I then articulated my belief and feeling that my salary increase has been long overdue.He responded by saying that currently, the company has some financial considerations which has compelled him to be be very careful in giving raises lest we go beyond our operating budget. I responded by expressing empathy over his concern; â€Å"yes I understand the situation, Sir†. Since reason appealed more to my boss more than feelings, I decided to further rationalize the need for me to have a raise. I said that based on benchmark data, I feel that my pay is below the industry average when compared to parallel positions in other companies.I showed him the data. With salaries which are uncompetitive, I put forth that we will surely lose critical talent. I have also added that with the addition of one more child to my family, I pragmatically need more financial resources more than ever. He seemed to agree with my arguments and yet he still maintained that the company was currently experiencing financial constraints which I must be able to consider. Again, I have expressed empathy of the situation.I then proceeded by asking him about his ideas about my proposition. This discussion was very important since both parties were engaged in the brainstorming and decision making process. He again reiterated the fact that the company then was experiencing certain financial constraints. After proposing severla alternatives, he agreed on a ‘conditional’ raise. First, I would have to show consistency in my performance within the next six months, exhibiting the same level of excellence and results orientation in my work. He said that the financial figures would have shown a turnaround by that time.I then reassured him that I am willin g to compromise and that I thought that the proposal was reasonable. I volunteered to summarize the discussion, and reiterated that I was expecting a 20% raise in my basic salary after an interim performance review, six months from the time of our discussion.. He finally agreed. Finally, for clarity of the agreements between us, I have volunteered to document all that was agreed upon so that we could sign for documentation purposes. He has also agreed with this proposal. I then proceeded to doing the minutes of the session and to have him concur to all that was stated in the document.There were several things which I have learned from myself from this experience on negotiation. First, it may be beneficial and reasonable to exhibit assertiveness when it is due. Had I not decided to muster all my courage to negotiate with my salary increase, I would not have gotten his word – also, considering the organization’s conservative position when it comes to giving out raises. I have also realized that it is always beneficial to use key principles that ensure the smooth interpersonal relationship between two parties during the negotiation process.First, I have ensured to maintain or enhance his self-esteem despite being somehow frustrated with the fact that I have not received a raise for such a long time. I have expressed to him that I still felt motivated and driven in my work despite the lack of that hygiene factor – pay. Whenever there were instances wherein it appeared he lacked management skill, I always ‘balanced’ it off with a positive trait. This was to ensure that antagonism would not develop as a reaction from him. I found this very effective and critical in the process of negotiation. Next, I have also practiced the use of empathy.I always assured him that I understood the tight financial position that the company was experiencing then. I also assured him that I understood why he was not able to recommend a raise for me with in 2 years’ time when he explained that the company was still in financial rehabilitation. Another effective technique was to engage him in brainstorming for ideas. If the idea solely came from me, he would surely not have buy-in with it and would tend to antagonize it. On the contrary, since he was part of the process of thinking of the best alternative for resolving the situation, he remained amiable and accepting throughout the whole process. This facilitated the discussion and made us arrive at a mutually beneficial option.There were also several things which I have learned about my superior following that session. I have realized that he was a very rational person, who bases his decisions on empirical data. He wanted support for all that was said. I feel that this was reasonable and has helped encourage objectivity from both parties. I came to the session prepared with all the necessary documents to support my arguments, knowing that he will be more appreciative given al l these ‘evidence’. In effect, the sense of subjectivity from both parties is diminished which also helped maintain that atmosphere of amiability. I then realized from the experience that it is very important for a manager to be psychologically prepared before going through any negotiation or bargaining process.This experience was quite different from the parties whom I have negotiated with in the past. One difference was the personality of the party whom I was negotiating with – my superior was highly objective and was willing to negotiate. Such willingness and objectivity are very important. There were parties in the past who appear to be very antagonistic to begin with, and were not willing to compromise. In effect, the session was simply about manipulation and getting the other party to agree to what one wants. This is a wrong assumption, and is marked by close-mindedness. Another difference which I have noted was the willingness of my boss to reach a reasona ble compromise. He listened to my arguments and assessed if they held water. If they did, he acknowledged them and were open to them. He also considered the financial constraints of the company and had to adjust his proposition so that both parties may benefit.It should also be noted that in the process of negotiation, managerial-level bargaining is controlled by the organization in such a way that the company’s interest is placed at top priority, unshadowed by the personal interest of the manager (Ramundo, 1992). The effectivity of the negotiation is also seen in the prevalence of the organizational interest as negotiation can be exploited to serve the manager’s or negotiator’s personal objectives. In the future, I would proceed by researching not only about the profile and the ways of my superior per se, but also of other factors which may influence the bargain. For instance, I was not able to take into consideration the fact that the company was then experien cing financial constraints at that time. A profound knowledge of all the factors that may affect the negotiation process is critical, so that the alternative reached after the process is one that is realistic and that does not put undue pressure on either party.ConclusionThe competency of negotiation is a must for every manager. As a business leader, the ability to communicate with persuasion, presenting an idea and coming up with options in order to reach an agreement between parties is a well-known, yet unmastered competency. Studies have shown that this skill has been linked to Emotional Intelligence. Ergo, being a good negotiator entails possessing a high EQ. But like any other skill, the researcher believes that negotiation can be developed through training, concepts, knowledge of the techniques and practice. I have learned from the experience that it is important to exhibit assertiveness and effective interpersonal techniques during the negotiation process. Moreover, it may al so be helpful to ‘size up’ the party you are bargaining with to be able to use the most suitable bargaining techniques.I have realized, too, that more than convincing or influencing decisions, negotiating is also about developing and maintaining relationships. In the field of business, this is one of, if not the most important aspects in surviving in its tough arena. The negotiating table is a staple in the life cycle of business – from the start of the partnership, to term modifications until the end of the business relationship.When one speaks about the skill or process of negotiation, it is usually associated with business deals, bargaining or conflict resolution. However, little did most people know that it is also one form of influencing which is aimed at achieving win-win outcomes (Manning & Robertson, 2004).   It was also described as the process wherein parties meet having different objectives and / or values basing from their motives or interests. The end product of such process is to at least minimize the conflicting differences, so as to reach a mutual agreement. In the experience which I have just related, I was willing to compromise in having a raise, but within a time frame proposed by my boss. If I had insisted on what I wanted and was not willing to delay gratification, this could have possibly breeded antagonism and would have pre-empted the smooth closure of the negotiation process.Though the definition may sound too theoretical, managers are very aware of its practical power in the lifeblood of businesses in all industries. It is through negotiation that the business is opened up for partnership, whether it is for dealers, suppliers or customers. For issues that may be surrounding the deal or service, the negotiating table is the venue for smoothing out these issues and maintaining the business relationship. And in the final stages of the business partnership, remaining issues or options on the business are discussed in the process. Following these circumstances, conflict can readily emerge in the process due to the premise of persuading another party to be performing an action or agree to an idea which may be quite disagreeable for some reason.More specific examples of negotiation can be seen in the following: Managers do negotiation with union contracts (Walton & Mackenzie, 1965), resource prices and allocations, delivery schedules, promotions, compensation packages (Lax & Sebenius, 1986; Murninghan, 1992), and a myriad of other aspects of organizational outcomes ( Wall & Blum, 1991).This was further emphasized by Mintzberg (1993), pointing out that negotiation was identified as a primary managerial role, particularly in decision-making. Ramundo (1992) postulated that almost two-third of the managerial function is devoted to dialogues in all levels within the organization even if this was not primarily considered in orthodox writings on management. Over the years, organization-based negotiations have not only increased in frequency, but also has become more critically complex. Wall & Blum (1992) observed that it has likewise put on a more ambiguous and changeable which could be attributed to the interdependencies between organizations brought by the globalization and the trend of diminishing boundaries. In addition, they also cited the cross-cultural differences brought by international business as well as the current pack of employees who are well-educated possessing knowledge of expert caliber.Thus, as a manager, I feel that negotiation ought to be a core competency, since in the organizational setting, there are many conflicts where negotiation may be useful. Through a thorough knowledge and practice of negotiation techniques, these situations may be handled with greater ease.ReferencesLax, D.L. & Sebenius, J.K. (1986). The manager as negotiator: Bargaining for cooperation and competitive gain. New York: Free PressWall, J.A. & Blum, M.W. (1991). Negotiations. Journal of Management, 17, 273-303Ramundo, B.R. (1994). The Bargaining Manager: Enhancing Organizational Results Through Negotiation. Westport, CT: Quorum BooksMintzberg, H. (1973). The nature of managerial work. New York: Harper and RowWalton, R.E. &   McKersie, R.B. (1965). A behavioral theory of labor negotiations: an analysis of a social interaction system. Ithaca, NY: BLRManning, T. & Robertson, B. (2004). Influencing, negotiating skills and conflict-handling: some additional research and reflections. Industrial and Commermcial Training, 36, 104

Peter Bogatyrev Essay Example | Topics and Well Written Essays - 500 words

Peter Bogatyrev - Essay Example Central Points of Readings Peter Bogatyrev (1971) has wrote a monograph describing the relationship between traditional dresses with certain characteristics of people wearing that, Place of the Wearer Bogatyrev described 28 costume districts on the basis of which people belonging to particular area can be recognized. Further he has illustrated two examples: Man from Pozlovice would wear two velvet bands round his hat and two carmine ribbons with green one between them while man from Biskupice would wear only one velvet band and a red ribbon. Social Class of wearer Bogatyrev described that occupation and social class of a person in traditional wearing can be identified with his wearing. E.g. magistrate wears boot, peasants wear black or coarse white breeches etc. Marital Status of Wearer: Mutinee-Novorany district unmarried man wore hats and narrow rims and red and white ribbons while married men would widen the rim and wear a broad gold band. The paper further describes that the deno tive â€Å"languages of dresses† no longer existing in the modern age apart from the uniforms wore by people in particular industry. For instance uniform of cabin crew of particular airline, uniforms of military and police and others. These uniforms also indicate the level of employment like uniform of officer will be different from the other crew member or uniform of pilot will be different. There are various factors of uniform indicating various things. Factors like fabric, color, types of garments and others indicate the origin of the company.

American Airlines (AMR Corporation) Research Paper

American Airlines (AMR Corporation) - Research Paper Example This is because the business of stock trade holds no assurances and one has the potential to either enjoy large amounts of profit from their trades or suffer huge amounts of loss as well if things do go as expected (DePamphilis, 2009). The public companies whose shares are involved in this trade are able to profit as well in terms of stock value, which has the potential to raise the value of their company in general. This is to say that, the higher the price of their stock, the higher the value of the company. Due to this relation, senior management in such companies tends to focus on stock prices and ways that they can be increased on the market in the short term so as to raise the value of the company. This can read to unethical behavior as a result as the management may be tempted to trick individuals into thinking that their stock is worth more than it is in actuality (Sandage, 2006). The increase in the value of stock leads to an increase in demand for the stock which in turn ra ises the value of the stock even higher and it is this co relation that may tempt senior management to tamper with realistic value of their stock so as to cause a rise in demand which will in effect actually raise the value of the stock as a result. ... By postponing this responsibility, the company was able to keep hold of the funds that would have been used for this activity and include it in the earnings reports that they put out. Thus, it would look like the company is doing better than it actually is as those studying the results would not be aware that the funds displayed were partly increased by the postponement of an expense which would have to be dealt with eventually. 2 Deferring the aircraft maintenance was harmful and unethical to both the shareholders of the company6 as well as the customers who used their services. This is because the company dealt in a very sensitive area of transport (air transport) where the good condition of the crafts used was essential in their everyday business. It was unethical to the shareholders as they were made to believe that the stock they owned was doing better than they thought through the manipulation of funds (DePamphilis, 2009). It also put them at risk of suffering losses should any accident have occurred as a result of shunning this maintenance responsibility as the stock value would have dropped drastically as a result. Their actions were even more dangerous to customers who used their services as they put their lives at risk through failing to perform scheduled maintenance on their aircrafts, which could have led to an accident that may have resulted in the loss of lives. This is a more serious offence than tricking those trading in shares into thinking that the company they have invested in is doing well and involved potentially more devastating results than the simple manipulation of earnings through other means. 3 In 2011, American Airlines decided to file for a Chapter 11 bankruptcy that the management saw was

Analyze inputs of UPS Essay Example | Topics and Well Written Essays - 1250 words

Analyze inputs of UPS - Essay Example category known as: (1) environment; (2) resources; (3) organizational history; and (4) strategy will be provided followed by discussing the reasons why these inputs are considered the most critical. Eventually, the impact of the identified inputs towards the organization including the any forms of potential problems that are significantly associated with insuring the availability of the identified inputs will be tackled. Prior to conclusion, several ways in which the identified inputs interact with each other will be explained in details. Given that UPS serves the world market, the most critical environmental input is the customers. Given that UPS is offer its services around the world, the company needs to have a large-based of regular customers to enable the company to compensate with its daily operational expenses associated with the need to establish several offices around the world, investments on its official website and other mode of global communication including the employment of approximately 240,000 full- and part-time employees around the world (UPS b) among others. Back in 1990s, UPS was able to gather as much as 1 million regular customers (UPS c). Under the category of resources, the most critical input in the case of UPS is the investment on information and communication technology (ICT). With the use of ICT which includes UPS official website and the use of handheld Delivery Information Acquisition Devices (DIAD) (UPS c), it is easier to manage, operate, and keep track of its daily business transactions such as the shipment and delivery schedules around the world on a real-time basis. The company will also have a way to maintain the company’s relationship with its existing customers. Basically, the use of efficient ICT enables the company to deliver competitive services to each of its customers. In the absence of having reliable ICT, UPS will have trouble managing and keeping track of all business transactions. The company may also end up

Paper on social works theoretical approaches Assignment

Paper on social works theoretical approaches - Assignment Example f the main characters and presenting core of conflicts in the case study, systems section begins by explaining the systems perspective and then describing what happens systematically in the institution, the structural section starts by explaining the structural perspective and then discusses how institutionally embedded injustices are influencing specific members of the family and the family as a whole and discussing how race, class, gender and/or other oppressions impact the family’s experiences and their understandings of themselves and others, the community section begins by explaining the community perspective and then name one social problem that exists in this community and identify the root causes of this problem or issue. There are different types of organizational changes like anticipatory, reactive, incremental, strategic and changes through tuning, adaptation, reorientation and recreation and these changes are inevitable in the organization towards which people react in various ways. Anticipatory changes are the expected changes in the organization through planned and prepared activities. Reactive changes mean a change made after meeting an unexpected situation in the organization while incremental changes happen by way of introducing new subsystems in the organization. Strategic change is meant an alteration in the organization in result of the application of the new strategy in order to shape and lead the organization in the proper direction. Individuals react to these changes in different ways like in unrealistic optimism, feeling shocked on the reality and direction in the constructive way and the various patterns of responding to the change are coming to the right track, laughing it off, havi ng suspicion about the change and buying in. organizational change or any alteration is perceived in many ways by the different individuals. Amy is an eight year experienced professor in the department of social work. She liked to work in a health agency

Entrepreneurship College Case Study Example | Topics and Well Written Essays - 750 words

Entrepreneurship College - Case Study Example Here, it is the ability to recognize which bit of information/ event/ transaction, though on the face of it appearing routine, is significant for developing leads to produce a fresh product. The research process here is not about collecting data through lengthy or formalized processes, but more about using the data creatively-to predict; and to be able to see what the customer will need, before the customer knows it himself. (p4) The techniques have therefore to be flexible, going hand in hand with the actual production process, enabling the company to add pictures, or junk obsolete product, quickly. The company's research techniques are inherent in their lean structure (forty employees, headed by Jerry and his wife), and Jerry's creative, hands-on approach. (p3) Therefore, research here is not necessarily separate from production. The ability of production personnel to envision what kind of pictures is needed, in future, is an inherent part of the research of such a company. It is likely that there may not be much formal demarcation between research and production, which is evident from the fact that Jerry himself participates in the process of conducting photo shoots. Being the first to do it, has always been an essential part of Jerry's, and therefore, Stockbyte's, entrepreneurial philosophy. For instance, they were the first to seek venture capital assistance in Ireland, the first "significant European publisher" of royalty free stock photography, as well as the first in Ireland to offer downloadable e-commerce by way of virtual CD's (p6) Relying on his gut feeling, and striding boldly into a new venture, backed by his own past background of working in his family's photography unit had helped Jerry to move forward successfully. Apart from this, the company's explicitly stated entrepreneurial objectives, which include the whole organization in its sweep, sets down commendable objectives like exceeding expectations, being "passionately creative" crafting "relevant images", "leveraging the best technologies", and even one enjoining one to "enjoy the ride"(p7) clearly are motivating and entrepreneurial strategies, needed to keep ahead in a competit ive industry. The company has always enjoyed the benefits of the first comer, avoiding the rush, and therefore being able to build up clientele, before the field became crowded. And, being flexible, adaptable, and quick to notice new opportunities, they have succeeded by being equally quick in dumping ideas that no longer worked. Jerry's ability to work with a relatively small team has ensured that they responded quickly to the demands of a market. It is not clear, however, whether Jerry has grown an effective second line of management-most likely not-to handle any contingency that could affect his personal functioning: bad health, for instance. The question is how long can a company, which is driven by a single person, withstand competition from giants, and continue to resist a sell-out How long would it be possible for Jerry to be personally there to deal with crises-it could be a mudslide in Asia today, something else

Challenges In The Field Of Human Resource Development Essay

Challenges In The Field Of Human Resource Development - Essay Example The essay "Challenges In The Field Of Human Resource Development" overviews the challenges that people met and will meet during the evolution in the field of human resource development. There are many challenges that lie ahead in the future of people in the field of human resource development (HRD). It has evolved over the years and many new hurdles will test the theories used and practiced in HRD. So many people are already analyzing what the prognosis is for the future so to deal with new complexities. However, if HRD is anticipated and the future of it is projected, we are jumping ahead of what the relevance of today’s theories are at this time. With the new world ahead of us, will we be prepared to take on the new challenges that we will encounter? Some of the questions faced today and how they are practiced in HRD include the leadership challenge, diversity, globalization, the collision of the generations, technology, longevity and the workforce gap. Everything in HRD is revolutionizing quickly. As more people are entering the workforce, some leaders seem to be unprepared for their roles they have been promoted into. Globalization and technology are revolutionizing at fast paces as we expand business and intercommunications with other countries and watch as ever-changing technology makes things completely unpredictable as one aspect of technology becomes new and learned, it quickly phases out. As generations begin to work alongside each other, there will soon be five different generations by the year 2050.

Keeping Up With the Jones’s Case Study Essay Example for Free

Keeping Up With the Jones’s Case Study Essay Part I: 1. What two parameters are responsible for creating the movement (filtration and reabsorption) of fluid across the capillary wall? 2. Find a diagram of a capillary – copy/paste and cite the source. 3. Under normal circumstances, what components of the blood cross the capillary wall? 4. Cytokines, like histamine and leukotrienes, are secreted by damaged cells in Dave’s ankle. How do these cytokines cause inflammation? 5. How does the application of ice to the ankle affect blood flow through the capillaries? 6. How does the removal of ice from the ankle affect blood flow through the capillaries and the cytokines? 7. How does compression, which is provided by an elastic (Ace) bandage wrapped around the damaged ankle, decrease inflammation? 8. How does elevation of the damaged ankle decrease inflammation? Part II: 1. What problems are there in Suzie’s life, and does she exhibit any peculiar signs and symptoms? 2. Why did Suzie pass out when she stood up? 3. Why did Suzie’s mother place Suzie’s feet on a chair? 4. Why did Suzie feel as if she had no energy at the doctor’s office? 5. Make an initial speculation about Suzie’s condition at this time. Assuming that your speculation is true, what do you think the doctor will find in the results of Suzie’s physical examination? Part III: 1. What new signs and symptoms does Suzie exhibit that would concern you if you were the doctor? 2. Do you wish to make any further speculation about Suzie’s condition at this time? Assuming that your speculation is true, what do you think the doctor will find in the results of Suzie’s physical examination? Part IV: 1. Is Suzie’s weight reasonable for her height? 2. Calculate the stroke volume of Suzie’s heart, and compare it to that of a normal individual. 3. Why do you think her blood pressure is lower than normal? Does low blood pressure explain any of Suzie’s signs and symptoms that you may have noticed? 4. Why is Suzie’s hematocrit low, and why are her red blood cells pale and immature? 5. Compared with a normal, healthy person predict the level of the following in Suzie’s blood (higher, same, lower): sodium, potassium, calcium, glucose, iron, and protein. 6. Do you wish to make any further speculation about Suzie’s condition at this time? Part V: 1. Assuming that the ion levels in the blood plasma are similar to those in the interstitial fluid, what is the effect of low potassium levels on the membrane potential of Suzie’s nerve and muscles? 2. Does this explain Suzie’s slow heart rate and ectopic beats? 3. How does low plasma calcium level account for her decreased stroke volume? 4. What is the role of blood proteins in the movement of fluid between the blood and the interstititial space? 5. What would be the effect of low blood protein levels on the colloidal pressure? 6. How do low plasma protein levels produce edema? Part VI: 1. What conditions make Suzie a candidate for anorexia? 2. Do you think the doctor’s treatment is appropriate, or would you have admitted her into hospital? 3. When do you think Suzie should schedule her next visit to the doctor? Source: National Center for Case Study Teaching in Science

Look at the role of the manager in motivating staff in the care setting that I work for, which is a residential childrens home Essay Example for Free

Look at the role of the manager in motivating staff in the care setting that I work for, which is a residential childrens home Essay This essay will look at the role of the manager in motivating staff in the care setting that I work for, which is a residential childrens home. It will look at different methods of motivation that the manager can use and also the way the manager uses it. The way that they use it will depend on the type of manager they are as they could be either a theory x or y type, as defined by D Mcgregor 1960. For the purpose of this essay we will look at the line managers as they have most contact with staff. In order to run an effective home the manager needs to not only ensure that they have a sound structure in place to deal with the day to day running of the home but to also ensure that the staff are motivated to do the job. In respect of the day to day running of the home there will be set procedures in place, that will have to be adhered to by all of the residential homes within RCT in regards to budgets, the manner in which children are admitted, contact with other agencies and so on. Within the home there will be an officer in charge and then seniors. The seniors are your line managers and have the most contact with staff it is their responsibility to ensure that staff are happy in their work and to ensure that there are no problems. The officer in charge will be responsible overall for staff along with the rest of the procedures mentioned earlier. The way that the manager motivates their staff will vary depending on the type of manager in a particular home. If you have a line manager who is a theory x manager this can have an effect on staff as they may not feel able to talk to the manager about things and discussing things is vital in this particular job, as being able to talk about things that affect the children and yourself within the environment you work contributes enormously to the happiness of the children. And the ultimate aim in the home is to provide a stable home for the children. A theory X manager will believe that as individuals you need to be told what to do. This does not then allow for confidence within yourself in regards to your development within the job to develop, as you will worry about what they will think about your work .It would also result in you needing to check everything through with them before you make a decision. This can have long reaching affects as the manager is not always available and as staff you have to make daily decisions in regards to the children and their welfare. On the other hand a theory Y manager will believe that as individuals and as staff that you are capable of making decision for yourself this can lead to them passing on more responsibility to the staff for various tasks within the home. This is something that is dome successfully in beddau with staff having taken responsibility for a number of different things such as doing the weekly menu, ensuring that the training file is up to date, ensuring that the accident, missper and sanction books are updated regularly these along with a number of other tasks done by the staff singularly might not look much but as a whole they contribute greatly to the homes effectiveness. This also show staff that their capabilities are noted it also allows for staff development as you are gaining experience in a number of different aspects of the work done at the home which in itself is good for motivation. This is supported by Fredrick Hertzberg who says if you want someone to do a good job, then give then a good job to do it does not matter the size of the job but that the staff feel appreciated and valued and that you have belief in their abilities. Although financial and physical resources play a big part in the running of a home the greatest contribution is made by the human resources, i.e. staff this includes all members from the domestic to the officer in charge. If the staff are de-motivated for whatever reason then this has an effect on the smooth running of the home. The human relations school of management 1960/70s support this as they say that workers take along with then a number of different things, ideas, knowledge, intelligence, experience, skills humour, expectations and beliefs. In order for these to be utilized effectively then the manager has to be aware of staffs strengths as well as their weaknesses. This can be achieved through supervision. If supervision is used correctly it can be a good motivator for staff. If done incorrectly it can result in further de-motivation. The way in which it is done will again depend on the type of manager. Supervision in itself is not a motivator but a hygiene factor get it right and it will stop your staff becoming ill. I.e. de- motivated. Get it wrong then you have problems as staff will become de-motivated which will result in then doing things wrong or not at all and this will have a detrimental effect on the home. Other hygiene factors that can have an effect on staff are the working conditions salary, interpersonal relations and company policies .As with the above they will not motivate the staff but help to improve the conditions that they work in. this will then lead to their lower needs being met, as defined by A marslow, in his pyramid of needs. He says that in order for a person to reach self-fulfillment they have to meet the different needs in their life as set out in the pyramid. Within the work situation the needs will be met through a number of different way as illustrated appendix1. Steers and porter 1991 suggest that the various organizational factors illustrated can be used to satisfy the different needs. Obviously outside of the jobs the needs will be met in a different way, to a certain degree. The aim of the supervision is to get the work done well, support staff and to encourage staff development .The three strands of supervision are inter wound if you are able to help staff develop by offering then support then this will lead to better work. If one strand of the supervision is weak then the rope is weak. Which could then lead to de- motivation instead of motivation as already mentioned. A good line manager during supervision will not only point out where you are going wrong but will look at what you have achieved in relation to your job no matter how small it might be, it could be something as simple as having picked up a mistake in one of the books which if not rectified could have had an effect on the children or it might be that you have handled a situation with one of the children that resulted in then not harming themselves. A theory X manager would not tell you that you had done well in that instance, as they would say it was your job to deal with such an incident. And even though that is the case, if you just thought like that when dealing with the incident the you would not be giving your all to the job. So for a line manager not only to recognize what you have done but also to make you aware that they recognize it is a huge motivator. The second strand which is support can be met in a number of ways during supervision and on a daily basis. Support can be something that needs to be given when an incident has occurred at the home as above or when something personal is affecting your work .The member of staff receiving support must be able to trust in their supervisor as this will make it easier for them to talk about what is affecting them will then lighten the burden. This trust and also friendship to a certain degree will again depend on the type of manager you have. A good supervisor will also recognize when they are not able to support you and be able to refer you to someone who can, be that another member of staff or possibly a counselling service. The third strand of supervision is staff development. This involves looking at not only the training needed by the member of staff but also at what training they have already achieved and how best to use that to the advantage of the home. In respect of training that is needed it is important to ensure that the member of staff understands why they need that training so that they do not feel inadequate. As if they are not told appropriately why they need it they may feel that the manager thinks of them as being inadequate in a certain area rather that looking at it as a way of developing and progressing within the job. The one that comes to mind for this is NVQ training many staff look on it as something that they have to do or they will lose their job, rather than something that will not only benefit then in the job they do now, but could also lead to job progression for them. If the manager is able to recognize a member of staffs strengths due to training they have received in the past they need to capitalize on this by ensuring that the member of staff is able to use that training in the work place. It could be that they have training and an interest in a particular area which would not possibly have been an area that staff have been able to work in with the children before, such as outdoor pursuits. As before recognizing what someone is good at in its self is a motivator as is recognizing potential within that member of staff. If the manager is not able to recognize these strengths and weaknesses to a certain degree then they are not able to provide the member of staff with appropriate training to help them develop within the job. The member of staff will then start to question their abilities which in turn will have an effect on their work and motivation. In conclusion it has to be said that in order for the home to run effectively and smoothly to give the children a stable home as well as ensuring that their needs are met the staff and their needs are as important. The staff being happy at work comes down to how motivated they are if you have a staff that are well supported by the management and that they get training appropriate for them along with recognition than you will generally have a reasonably effective work force. The managers role in all of this is vital as they need to be looking at and addressing the issues around the above. How they will look at the above and deal with them will vary depending on the type of manager you have. John Harvey Jones said 1988. Management is an art not a science. Each of us approaches the problem from a different background, and each of us is dealing with a situation, and a different culture, and from a different starting point For me this statement sums it up in that different people will deal with things in different ways because of different factors. Ultimately a manager or team leader who is able to listen to and appreciate their staff will have a much more motivated team than one who does not listen to consult with or appreciate their team. As a member of such a team I believe that as a staff that we respond to situations and changes that we face better due to the way in which our team leaders deal with things like supervision, which is in the mode of theory Y management. This then creates an effective home for the children to live at some where they can call home and some where those staff are happy to be.

A Moral Theory Of The Consequentialist Ethic

A Moral Theory Of The Consequentialist Ethic The consequentialist ethic is a moral theory. This theory is based on the idea, that the moral value of an action is based upon consequences. Decisions to act are taken according to the consequences, that favour most either one individual or one group. The main objective is the maximisation of happiness. Therefore, moral ethics is based on the obtaining of good results. The consequentialist ethic is based on two main and different theories. The first one is based upon the obtaining of good consequences and benefits for an individual. This is the Egoism. The second one focuses upon the benefits for the group or society of the individual. This is the Utilitarianism. Jeremy Bentham has defined the human action in this extract: The consequentialist ethic could be a support the Eastern textile industry. Asian textile producers have a strong competitive advantage compared to Western producers. Indeed, the Asian labour is cheap compared to Western labour. It ruined the textile sector in the West. Wages cannot be lowered to match competition from Asia, prices are not lowered, either at the risk of bankruptcy. The ultimate consumers selected Asian textile products, because they are less expensive. This vicious circle destroyed the economy of western textiles. Western producers have two choices to survive. Either specializes in markets not occupied by their Asian competitors (market demanding high quality products). Or relocate their production to East Asia to benefit from cheap labour. Otherwise they are doomed to disappear. This is due to the choice made by the Asian producers, who distribute low wages. This decision is consistent consequentialist. Indeed, the Asian manufacturer that uses the cheap workforce that cares for its own benefit. In taking this decision, it ignores the consequences for competitors and for its employees. It is only based on its profit to come, either the positive consequences of his action for him. He therefore considers this action as good, because it will be profitable. This is a good example of egoism. This situation the Asian producer is the individual. His decision to pay its workforce more weakly than its competitors is its action. The search for maximum profit, symbolizes the positive consequence of his action. The egoism in this case, is characterized by the fact that this situation benefits only for him. It is also an example of utilitarianism. The search for personal gain is acting in the interest of the group. This contributes to the effect of Invisible Hand enunciated by Adam Smith. In doing so, the producer increases his personal benefit, but also that of his family (Wage increase), firm (Increase turnover), and his country (GDP growth). Its action based on the positive benefits for the group. Furthermore, consequentialist ethics, applies a slightly different way to Asian workers. Their ways of doing things is closer to the universal egoism. That is to say that the choices they are still dependent on their consequences. But it maximizes the happiness of the group, not more than one. Wages earned by workers, can feed families, permit children to go to school and raising living standards. Universal egoism permits the association of egoist if they have a common goal or interest. In summary, Asian producers may be used the consequentialist ethic, taking decisions based on analysis of the consequences. If the action can be beneficial enterprise for him including his profit-maximizing, then it must execute. Producers need to assess the consequences of each decision before applying. Only decisions leading to positive consequences should be retained. Producers should not take into account the negative impact on their foreign competitors. The consequentialist ethic can also concern the Western Consumers. At the individual level the Western consumer will search the product with the best value. The consumer is faced with two choices possible when it wants to buy textiles. Either buys the cheap Asian product often of poor quality-. Either buys a Western product, a greater range -ensuring the quality in general-. To choose its product, the buyer can act by egoism or utilitarianism. That is to say that he will rely on consequentialist ethics, analyzing the consequences of his act before acting. If the consumer decides to support the western producers face, it will consume Western. The future customer will therefore seek to consume local or national and avoid products imported from Asia. From an Individual Egoism point of view, the consumer will move towards the cheapest product. The consequence of this act is the acquisition of a product at the lowest price offered on the market. The consumer only thinks the consequences of his act that directly affect them. It will therefore have difficulty in using Western. From an Universal Egoism point of view, the consumer will evaluate the impact of purchase for the group. That is to say to his country. It will consume Western because it is what produces the most positive consequences for their group. Eating local helps stimulate the economy of his country. This could lead to rising employment, wages, for example, which ultimately produces an overall growth for the country. Utilitarianism theory based on the acts, leads consumers to ask themselves the following question: The act of buying the Western product, in this context, there positive consequences? (From Wikipedia) The future customer will evaluate the context before acting. The context here is the loss of competitiveness of textile companies faces the West Asian competitors because of higher wage costs. This context has a direct influence on price. In his quest protectionist the consumer will buy Western to support its economy. This theory ignores the positive consequences before carrying out the act. It is based on the decision context. This theory is defined by Harsanyi in the following extract: Utilitarianism theory based on rules, leads consumers to ask themselves the following question: The adoption of the rule must consume Western did have positive consequences? (From Wikipedia) According to this theory, the transition to action should not be based on the consequences of the act but on the monitoring of a pre-established rule. The ruling covers all of the consequences of the adoption of a rule. This theory is explained by Harsanyi as follows: If the rule is followed by all consumers in the market, then it will maximize the positive consequences of these actions. If this rule applies only to a single person or a small number it will not help, nor a positive effect. Consequentialist ethic is based on seeking the maximization of happiness. To do this the agent must evaluate the future consequences of his act, before the realization. If satisfied that the property will be maximized by the consequences of his act so he can achieve. In the example of Asian textile producer and the Western customer, both can adopt a consequentialist philosophy. This may have the effect of the object, then they are two players in a given market, and they therefore have to interact together. The analysis of the consequences of an act prior to its implementation may seem quite realistic in the economic framework. In general the research of an economic agent is to maximize its profit, not its happiness. This is particularly true in the context of a company whose goal is to create wealth. To achieve business operates through rules. This helps avoid the unexpected. The actions follow rules and procedures. They are rarely judged individually. A Chinese textile producer organizes its production to achieve the best returns while having low labour costs. This organization allows it to be more competitive in terms of selling price compared to its Western competitors. But for that it must abandon the qualitative aspect of the product, focusing only on the quantity (economies of scale). But the quality of a product creates happiness. This is reflected in the pride of the worker and the satisfaction of the purchaser with respect to product features (comfort, strength ). Consequentialist ethic which relies on the Chinese producer take a highly competitive market, may also justify the opposite strategy. Thanks to this example, it is easy to see that consequentialism is not an absolute theory. It is also criticized by some authors. In the above excerpt focuses on the proportion of uncertain when an individual makes a decision. This uncertainty is due to the possible lack of information. Indeed, the agent is acting when consequentialist believes that its actions will maximize happiness. Now to be sure, the officer must be informed of the situation surrounding before acting. That is not always possible. The agent will then make a decision based on his morality, but also information that may no longer be valid. The other limitation of consequentialism highlighted by Ruegger (University of Fribourg) is the emotional bond that can exist between the actor and another individual involved in the action. The author explains that a relationship, or friendship, necessarily guide the choice of the agent. This factor will be stronger than the will to follow consequentialist ethics. In the case of Western consumer, this argument can easily be proved. Indeed, if the consumer chose the product with Western may be influenced by the fact that work-or a parent-for the Western firm that sells the product. He will choose the product it is indirectly linked to the detriment of the Asian product. These arguments can question the merits of consequentialist ethics. The consequentialism is a theory that seeks to promote the best actions. But the notion of morally good action seems random. It varies depending on the position of the individual faced with a situation. What are the influences experienced by the individual which are implicated here. More precisely: the lack of information, which may influence the decision of the agent (Hare, 1976). The existence of a link between the agent and another actor in a situation will influence the final decision (according to Ruegger). In the case of the Asian producer and consumer Western consequentialism also has its limits. The ultimate consumer may judge that would allow him to eat Asian savings and thereby increase its profit. For the Asian manufacturer, it could decide to increase the salaries of its workers to increase their happiness. Consequentialism can be interpreted as a philosophy, but not as an ethic. In A Theory of Justice, Rawls challenges utilitarianism. It highlights the fact that the actor is the sole judge of its actions according to this theory. But the individual judgments cannot be regarded as necessarily just. The ethics of virtue is based study knew the character of the individual. This ethic is composed of virtues that is to say, of character traits. For Aristotle, the four cardinal virtues are courage, modesty, Generosity, and spirit of justice. Today its list of virtues is longer. The actions of individuals are considered good when they are consistent with these principles. In addition to considering the character of the actor must take into account the circumstances of the action. For example, an honest person is defined as follows: For Aristotle, the virtuous man is he who chose the voice of moderation. Asian Textile producer must follow this path to adopt the ethics of virtue. It must change its behaviour. Here are some examples of virtuous behaviour. Higher wages and improved working conditions. That is to say be fairer. Increase the quality of products on the market. To do this we must invest in machinery, but also in training workers. That is to say, to show courage by taking a different route from Asian competitors. The Asian manufacturer must rethink the way they act to adopt the ethics of virtue. By adopting this ethic, it may present on the market products that meet the expectations of Western consumers: the best quality products. And also improve its image. Some producers still use child labour. It hurts their image. By adopting the ethics of virtue, this situation could change. The product quality can be improved. This can be guaranteed by winning international awards such as ISO Standards. The quality of the work environment and the training of workers can also be improved. The use of virtue ethics should lead to the adoption of virtuous behavior. This may allow the Asian producers, to respond differently to Western consumers. This requires a change of image. Improving the image can give confidence to consumers and thereby attract and retain them. Campodonico show in the excerpt below, the place of ethics of virtue today: In this excerpt, the author argues that the adoption of the virtues described by Aristotle is still possible today. An Asian textile producer can adopt the ethics of virtue. The author focuses on the rapidly changing environment. But he thinks that ethics defined by Aristotle can cope with this kind of context. However, it should be noted that the ethics of virtue is not always applicable in todays business environment. Indeed modern management organizations are often based on different values à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹of ethics. The main example is the corporate management. It is the management of the company by shareholders. This form is becoming increasingly important in modern economies. In this type of management decisions are often made à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹in relation to their potential profitability. On the other hand, decisions are often made by groups (board of directors, lobbyists ). The decision to act based on the judgments of several individuals. This makes it difficult to apply under behavior, as all individuals within a group dont necessarily virtues. The final decision may be devoid of ethical virtue. Given this context of virtue ethics seems to be a good idea, but impractical. He should remember that virtue ethics is another way for the Asian manufacturer to behave on the market. She has differences with consequentialism. The main principle of this ethic is the study of the character of the actor, rather than the consequences of his actions. The goal is similar, is act morally right and good. The principles of virtue, whose bases were designed by Aristotle, remain valid even today. But there are serious doubts on the possibility of applied in modern company.

THE HOLOCAUST Essay -- Essays Papers

THE HOLOCAUST The Holocaust was the mass annihilation of the European Jews by the National Socialist Party (Nazi) of Germany from 1933 to 1945. In The War of the Jews, Dawidowicz explains the conditions that made anti-Semitism politically acceptable. The Germans of the nineteenth century "inherited a Christian-inspired popular and intellectual anti-Semitism that depicted Jews as foreigners- a state within a state- killers of Christ, well poisoners, and a cause of every misfortune, whether natural, economic, or political. The forces of naturalism, Volkist theory, bogus racial science, and fear of modernity reinforced and built upon this foundation." 1 The impact of the Holocaust has greatly affected the society of the past and the present. These feelings were fortified by Nazi propaganda blaming the Jews for everything from Germany’s loss of World War I to the depression that followed. "A raving lunatic, a comic-strip character, a political absurdity. Yet his voice mesmerized millions, ‘a guttural thunder,’ according to Heiden, ‘the very epitome of power, firmness, command and will.’ "2 Adolph Hitler is remembered as the founder and leader of the Nazi party. Hitler was born in Austria on April 20, 1889 to an abusive half Jewish and a mother who breast-fed him until the age of five. As Head of State and Supreme Commander of the Armed Forces, Hitler was responsible for the deaths of millions of Jews.3 "Hitler’s ideas about the Jews were at the center of his mental world. They shaped his worldview and his political ambitions, forming the matrix of his ideology and the ineradicable core of National Socialist doctrine. They determined the anti-Jewish policies of the German dict atorship from 1933 to 1945, and they furni... ....203. 9. See Dawidowicz, p.206. 10. See Dawidowicz, p.207. 11. See Dawidowicz, p.209. 12. George Eisen, Children and Play in the Holocaust (Amherst: The University of Massachusetts Press, 1988) p. 13. 13. See Rosenburg, Myers, p.428 14. See Rosenburg, Myers, p.433 15. See Rosenburg, Myers, p.434 16. George M. Kren, Leon Rappoport, The Holocaust and the Crisis of Human Behavior (New York: Holmes and Meier Publishers, Inc., 1980) p.127 17. See Rosenburg, Myers, p.434 18. See Kren, Rappoport, p.127 19. See Kren, Rappoport, p.85 20. See Kren, Rappoport, p.128 21. See Kren, Rappoport, p.128 22. See Kren, Rappoport, p.125. 23. See Kren, Rappoport, pp.126-127. 24. See Eisen, p.12 25. See Eisen, p.13 26. See Eisen, p.13 27. See Rosenburg, Myers, p.433 28. See Rosenburg, p.434

Essay --

The attitude of the chimney sweeper is one of hope and the speaker knows well that his hope will not be prevailed in this life but in the afterlife and we can see this as his attitude is portrayed with the diction that is used and the tone of jaded desertedness which leaves the mood at a very sympathetic place. This is opposed to the attitude of the poet as he expresses the boy’s lot in life by being very sarcastic and mocking him in the poem and this is present as we can see how he hyperbolizes the events in the boy’s life. The Chimney Sweeper (Songs of Innocence) is told from the point of view of a young chimney sweeper, this persona is put on by the poet and is established in the opening stanza when the boy says "So your chimneys I sweep..." this poem is almost told in the form of a narrative and it is about a young boy telling of how his mother died and it does not mention any other details of her death other than the fact that she perished while he was very young. Then, it is said that his father sold him into slavery â€Å"while yet my tongue could scarcely cry " 'weep! 'weep! 'weep! 'weep!† this ultimately makes the audience feel very sympatric toward the boy and we can see that he has accepted his lot in life. But, this is also the first place in the poem where the opposing attitudes of the chimney sweeper and the poet are present. Initially, upon reading the poem all the reader thinks of is the poor little boy, but here the poet is being sarcastic as he is saying the boy was made in to a chimney sweep before he could even say the word â€Å"sweep† in the case that the s- sound was left off and the word left his mouth as â€Å" ‘weep† which is also why the he uses the repetition of the word to emphasize the child’s misery while im... ...ofession is viewed as a joke to Blake and we can see this here. This whole idea is exacerbated by the use of imagery present in the poem that is achieved through the use of dark imagery. This attitude of the poet is against the one of the speaker who believes he is innocent and free and had the ability to play around and display hope in his dreams. Blake’s The Chimney Sweeper (Songs of Innocence) is a poem about the life of young chimney sweeps. We are presented with two juxtaposed attitudes in this poem and that would be the hope-filled attitude of the speaker pertaining to his lot in life and the attitude of satire that is displayed by the poet himself. In the end the message that conveyed through these conflicting attitudes is one that basically ensures the speaker will not be able to prosper in this life but surly have a chance to in the one after.