Virtue ethics Essay Example for Free

Virtue ethics Essay Virtue ethics belongs to the branch of philosophy called ethics. Virtue ethics is also a sub branch of normative ethics and it contrasts with disteleology because normative ethics is more concerned about characteristics of a person rather than the moral duties and laws they must abide, so Natural Moral Law, Kantian ethics and Divine Command are usually dismissed by Virtue Ethics. This ethical theory also contrasts with consequentialism e. g. Utilitarianism which is more focused on results and outcomes. Virtue ethics was first introduces by Plato and was further developed by Aristotle. Virtue ethics is based on the focus of characteristics, also known as virtues. This means the good character traits an individual has- and the opposite of a virtue (a vice) which are the negatives traits of an individual. Virtue ethics can be seen as an anti-theory because it is not concerned about the theory aspect but rather it is about the practice of it. In other words Virtue ethics focuses upon what kind of human being you ought to be rather than the actions of a human being. Plato, in his book â€Å"Republic†, focused on justices and further on argues that, with his beliefs about the soul, that there is a virtue connected to such part of the soul. These different parts of the soul, are called imperative and it is divided into three parts, with a virtue connected to it. These virtues are the cardinal virtues; thus reason and wisdom are one, the human spirit performing well is paired with courage and destiny which is paired with temperance or otherwise known as moderation (self-control). If we have all these virtues we can obtain justice, the fourth virtue. According to Plato, justice is an important virtue because it balances out the interrelationship between the parts of the soul. There is justice when reason rules over spirit and desires. Wisdom is the knowledge of Forms especially the knowledge of the Form of God, having to know what goodness is itself. The forms are the fixed, unities and unchanging concepts that are ultimately real. This type of thinking presupposes both anthropological dualism and ontological dualism. The problems with Plato is that he has based his argument on a questionable metaphysic cleansing that we cannot prove something we have little to no experience to. The concept about the soul and the priparte are criticised because there is no empirical evidence to support it, it is only logic and reason. A fortiori is the criticism of the preparative soul because there is no solid empirical evidence to support it. Furthermore there is no evidence to support the claim that there are forms, again it is only a concept based on reasoning. Lace Wing presents the argument that even if ontology accepted Virtue Ethics, then it is unclear what the practical implications are. If Virtue Ethics is an anti-ethical theory then to how would you practice it? What would you do afterwards? How would knowing these virtues and forms affect you? In the hope of rescuing Virtue Ethics, Aristotle (Plato’s student) delivers his interpretation of this ethical theory. Aristotle does not necessarily agree into Plato’s metaphysic, epistemology or ontology but he does agree with Plato that reason is vital to virtue’s. This is because human’s are rational animals and agrees that virtue’s are vital to human flourishing otherwise known as â€Å"eudsimonia†. Unlike Plato, Aristotle believes that there are only two kinds of virtues; intellectual virtues and moral virtues.

Womens Heart Health Promotion in New Zealand

Womens Heart Health Promotion in New Zealand Karenne Melo Rosarie Ann Nicole Trespeces Joanne Tolentino Fight Against Heart Disease in Women: A Health Promotion Plan Health Promotion is the process of enabling people to have a control over their wellbeing—physical, emotional, socio-cultural and spiritual. Without encouragement from health professionals, improvement of health and reduction of the incidence of illnesses and disabilities is impossible to attain. Thus, health strategies in promoting health must take priority. In this paper, a health promotion plan on Heart Disease in Women, which is one of the objectives of the New Zealand Health strategies will be presented. New Zealand has a growing frequency rate of heart disease mainly because of its rising population, an ageing population and lifestyle variations such as smoking, having secondary lifestyle or physical inactivity and changes in diet. According to the Ministry of Health (2014), heart disease is the number one cause of mortality in New Zealand and is responsible for 30% death cases per year. One dies from heart disease every 90 minutes, giving a total number of 16 deaths per day in New Zealand. The Health Strategy for New Zealand gives a background for the health sector to inflate the total health status of New Zealanders and to lessen inequalities amongst New Zealanders. The unequal distribution of social determinants in terms of age, sex, hereditary factors, financial, education, occupation and housing conditions are associated with health inequalities. According to Ministry of Health (2012), â€Å"addressing these social determinants of inequalities requires a total health approach that takes justification and explanation of all the influences on health and in what way they can be commenced to improve overall health status. This method necessitates both intersectoral action that addresses the social and economic determinants of health and action within health and disability services.† Ministry of Health (2012), recommend philosophies in health that should be applied to any activities to safeguard inequalities in health in those activities. In the proposed framework, it includes making and imposing extensive strategies which are the following: Structural – social, financial, national and historical health inequalities root grounds identification Intermediary pathways – comprises psychosocial and behavioral factors that intercede the influence of structural factors on health Health and disability services – it is a thorough actions undertaking Impact – on socioeconomic situation minimization (MOH, 2012) Further, the key to Health Promotion here in New Zealand is the founding document of the Treaty of Waitangi. It is an agreement between the relationship of the Crown and the Maori. The crown represents the non-Maori people and the New Zealand government. The treaty of Waitangi is a document that provides the framework of Maori and non-Maori health development and well-being. This is to ensure that both parties are equally respected in terms of providing their health care needs. Also, to reduce the incidence of inequities between the Maori and Non-Maori, it is very important to acknowledge the Treaty of Waitangi and the treaty principles which is participation, partnership and protection. In participation, it emphasizes the involvement of Maori in planning, monitoring and evaluating programs. While the principle of partnership, refers to the relationship of Maori and non-Maori in making health plan, policies and programs. In making all these strategies and health promotion, it is important to include the principle of protection. This is to ensure that the interest of the Maori is protected and both Maori and Non-Maori have equal health status and outcomes (Ministry of Health, 2003). Moreover, the Ottawa Charter was first created during the first international conference on Health Promotion which was held in Ottawa, Canada in November, 1986. It is the key founding document of health promotion in New Zealand. This framework has provided a useful tool guide for actions and implementation of health promotion (Ministry of Health, 2003). Health Promotion Plan on Women’s Heart Disease The annual plan includes assessment, prevention and control programs, monitoring and evaluation, indirect management and administrative operations. Goal: The program aims to reduce the incidence of Women’s heart disease and control its complications by ensuring that Women in New Zealand have opportunities to access the health services/ programs. General Objectives: To conduct health assessment of women who are at risk for developing heart disease; To implement prevention and control program, such as eat well and be heart healthy, stretch and sweat, and fight against tobacco related death; To monitor and evaluate improvement of health and effectiveness of programs; To ensure practitioners are skilled and well-trained to be efficient in providing health promotion campaigns and education; To support operations in the conduct of the programs; Health Control and Prevention Programs Title: How’s your heart? Heart disease assessment and education Rationale: Screening tests and knowledge on heart disease are the keys to prevent cardiovascular disease (American Heart Association, 2014). Regular screening tests should begin at age 20 because this would serve as an eye-opener for women to modify their lifestyle or make necessary changes to prevent development of heart diseases. Education provides knowledge to women on how to make heart healthy and how to prevent heart diseases Goal: To provide free heart screening services in public health hospitals or centers monthly and provide regular health education campaigns and educational materials such as brochures, flyers, posters, pamphlets. Target population: Women living in New Zealand starting age 20. Strategies: Actions: Communicate and ask support to the Ministry of Health and Board of Trustees of the hospital for the implementation of the program, Involvement of Maori, Pacific, and other locals or migrants to support, contribute and participate in program development. Range of Activities: Vital screening tests are blood pressure, body weight, Fasting Lipoprotein Profile (cholesterol and triglycerides), blood glucose. Health Education Settings: Public Health Hospitals and Community Health Centers for the screening, University and Workplace for Education and a door-to-door campaign Title: Eat well and be heart healthy Rationale: Improving nutrition to reduce the prevalence of weight gain or obesity, a precursor to heart disease takes priority and be addressed (Willett, Koplan, Nugent, Dusenbury, Puska, Gaziano, 2006). In New Zealand, obesity is also one of the targets Health Strategies. Goal: To ensure mothers’/ women’s class shall be conducted to provide adequate knowledge on proper diet and menu preparation. Target population: Women living in New Zealand starting age 20. Strategies: Actions: Communicate and ask support to the Ministry of Health and Community authorities for the implementation of the program, Involvement of Maori, Pacific, and other locals or migrants to support, contribute and participate in program development. Range of Activities: Healthy food policy development, Food diary and menu planning, Health Education Settings: Public Health Hospitals and Community Health Centers, University and Workplace for Education and a door-to-door campaign Title: Stretch and Sweat Activities Rationale: Sedentary activity among women is known to be a major risk factor in developing heart disease next to smoking. In the year 2009, 246 New Zealanders had premature death caused by lack of physical activity). Failing to do physical inactivity can highly contribute to another risk factor like high cholesterol and high blood pressure. Sedentary activities may lead to poor health outcomes (Auckland Council, Waikato Regional Council, and Wellington Regional Strategy Committee, 2013). Evidently, active physical activities are beneficial to maintain a good health. It is helpful for maintaining a healthy heart and body. It is not only considered to be a preventive measure, but also a treatment itself (Auckland Council, Waikato Regional Council, and Wellington Regional Strategy Committee, 2013). According to Heart Foundation (2004), active physical activity can reduce up to 50% of incidence and fatality rate of heart disease. While, those with existing heart disease will have 25% decrease chance of dying from another heart attack. Goal: To incorporate 30 minutes of moderate to intense physical activities into the daily activities of women at least 5-7 times a week (Heart Foundation, 2004). Target Population: To achieve a maximum health benefit, it is important for people to be physically active. According to Active New Zealand Survey (2015), they identified that women are most likely to be inactive than men. This is due to the different factors that hinder them from participating in any physical activities. As stated by the World Health Organization (2015), lower income of women may be a barrier to access physical activity. Aside from that, women have limited time to engage in physical activities because of their caregiving roles at home. Strategies: Actions: Communicate and ask support to the Ministry of Health and Community authorities for the implementation of the program, Involvement of Maori, Pacific, and other locals or migrants to support, contribute and participate in program development. Range of Activities: Free yoga every Tuesday and Thursday morning and afternoon, Free Zumba class during weekends, Fun run activities and bike and hike activities Settings: Parks and open fields Title: Fight against Tobacco related death Rationale: According to the Ministry of Health, the main cause of avoidable morbidity and mortality in New Zealand is tobacco use. It is responsible for an estimated 4,300 to 4,600 deaths per year and it contributes considerably in the development of some heart disease. Tobacco consumption is one of the health inequalities in New Zealand as increased smoking incidence are seen amongst groups that have low income. On the other hand, approximately 1.3 billion individuals uses tobacco worldwide and it causes five million premature deceases annually. At the present stage, it is responsible for the mortality ratio of one in ten adults worldwide. As per WHO (2014), tobacco usage will result in to 10 million deaths annually by year 2020 if present patterns remain. Goal: The three key objectives of tobacco control strategies are to lessen initiation of smoking, to double the likelihood of quitting and to lessen the exposure to second- hand smoking. Target Population: The no smoking strategies are intended to become routine practice for all health care workers in connection to those individual who smoke. Nevertheless, within the population of individual who consumes tobacco there are specific target population. These are Maori and Pacific people as these population display considerably increase incidence of tobacco use compare to other population. New Zealand Health Survey 2013, found out that Maori women were two times probable to be a smoker in comparison in women in entire population while both Maori and Pacific men were 1.5 times probable to be smoker in comparison in the entire population. Another important target population are parents’ ages 15 to 45 years of age. Helping parents to stop smoking is vital to further lessening smoking initiation by children and young age. Strategies: Actions: Communicate and ask support to the Ministry of Health and Community authorities for the implementation of the program, Involvement of Maori, Pacific, and other locals or migrants to support, contribute and participate in program development. Range of Activities: Health Education, Smoke free celebration activities, individualized quit smoking plan, house-to-house monitoring, also promotion of nicotine replacement therapy. Nicotine Replacement Therapy comes in five forms that has been approved by the Food and Drug Administration. These are nicotine patches (transdermal nicotine system), nicotine gum (nicotine polacrilex), nicotine nasal spray, nicotine inhalers and nicotine lozenges.These are locally available which can be consumed for eight weeks, and double the chances of quitting as these will diminish smoking cravings without affecting one’s health. Monitoring and Evaluation: Each program must be monitored and evaluated whether effective or not in order to modify the program and conduct research studies on how to improve health. Indirect management and administrative operations: Attendance to meetings, convention, trainings, and summit is very important to ensure that the practitioners are skilled and effective in promoting health on heart disease. Support to operations: The funding and budget allocated for the health programs, which includes the education and campaign materials By and large, health promotion is critical in the health care delivery system, and that must be practiced to prevent or eradicate onset of diseases. Further, the involvement and consultancy of the people in the community in the development of programs are extremely significant to identify health threats and problems properly, and make necessary intervention programs tailored to their needs. Consequently, would address and prevent health inequalities and improve health outcomes. References Auckland Council, Waikato Regional Council, Wellington Regional Strategy Committee. (2013). Information for General Practice on Physical Activity and Heart Disease. Retrieved on March 30, 2015, from http://wellington.govt.nz/~/media/about-wellington/research-and-evaluation/people-and-community/2013-costs-physical-inactivity-regional-accounting-perspective.pdf Active New Zealand Suvey. (2015). Part 1: How active are we? how active do we want to be? Retrieved on March 30, 2015, from http://www.activenzsurvey.org.nz/Results/NZ-Sport-and-Physical-Surveys-9701/SPARC-Facts-97-01/Part-1/ American Heart Association. (2014). Heart-Health Screenings. Retrieved on March 30, 2015 from http://www.heart.org/HEARTORG/Conditions/Heart-Health-Screenings_UCM_428687_Article.jsp Heart Research Institute. (2013). Heart Disease in New Zealand. Retrieved on March 18, 2015, from http://www.hri.org.nz/about-heart-disease/heart-facts/ Heart Foundation. (2004). Information for General Practice on Physical Activity and Heart Disease. Retrieved on March 30, 2015, from http://www.heartfoundation.org.au/SiteCollectionDocuments/GP-PA-and-heart-disease.pdf Ministry of Health. (2003). A Guide to Developing Health Promotion Programmes in Primary Health Care Settings. Retrieved on March 31, 2015, from http://www.hauora.co.nz/assets/files/PHO%20Info/dvpinghealthpromotionprogs.pdf Ministry of Health. (2013). Implementing the ABC Approach for Smoking Cessation. Retrieved on March 18, 2015, from https://www.health.govt.nz/system/files/documents/publications/implementing-abc-approach-smoking-cessation-feb09.pdf Ministry of Health. (2013). Reducing Inequalities in Health. Retrieved on March 18, 2015, from https://www.health.govt.nz/system/files/documents/publications/reducineqal.pdf Quitline. (2013). Nicotine patches, gum and lozenges. Retrieved on March 18, 2015, from http://www.quit.org.nz/62/help-to-quit/nicotine-patches-gum-and-lozenges Willett, W.Koplan, J.Nugent, R.Dusenbury, C.,Puska, P. Gaziano, T. (2006). Disease Control Priorities in Developing Countries 2nd ed. Retrieved March 29, 2015 from http://www.ncbi.nlm.nih.gov/books/NBK11795/ World Health Organization. (2015). Physical Activity and Women. Retrieved on March 30,2015, from http://www.who.int/dietphysicalactivity/factsheet_women/en/ World Health Organization. (2015). Health Promotion. Retrieved on March 30, 2015, from http://www.who.int/healthpromotion/conferences/previous/ottawa/en/ World Health Organization. (2014). Why is tobacco a public health priority? Retrieved on March 18, 2015, fromhttp://www.who.int/tobacco/health_priority/en/print.html.

Importance of Human Resource Development

Importance of Human Resource Development Importance of HRD Companies derive competitive advantage from training and development. Training and development programmes, as was pointed out earlier, help remove performance deficiencies in employee. This is particularly true when (1) the deficiency is caused by a lack of ability rather than a lack of motivation to perform, (2) the individual(s) involved have the aptitude and motivation need to learn to do the job better, and (3) supervisors and peers are supportive of the desired behaviors There is greater stability, flexibility, and capacity for growth in an organization. Training contributes to employee stability in at least two ways. Employees become efficient after undergoing training. Efficient employees contribute to the growth of the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All rounders can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits from year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise? Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well. Future needs of employees will be met through training and development programmes. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. A companys training and development pays dividends to the employee and the organization. Though no single training programme yields all the benefits, the organization which devotes itself to training and development enhances its HR capabilities and strengthens its competitive edge. At the same time, the employees personal and career goals are furthered, generally adding to his or her abilities and value to the employer. Ultimately, the objectives of the HR department are also furthered. Reasons for managers having poor views of training There are many impediments which can make a training programme ineffective. Following are the major hindrances: Management Commitment is Lacking and Uneven Most companies do not spend money on training. Those that do, tend to concentrate on managers, technicians and professionals. The rank-and-file workers are ignored. This must change, for, as a result of rapid technological change, combined with new approaches to organizational design and production management, workers are required to learn three types of new skills: (i) the ability to use technology, (ii) the ability to maintain it, and (ill) the ability to diagnose system problems. In an increasingly competitive environment, the ability to implement rapid changes in products and technologies is often essential for economic viability Aggregate Spending on Training is Inadequate Companies spend minuscule proportions of their revenues on training. Worse still, budget allocation to training is the first item to be cut when a company faces a financial crunch. Educational Institutions Award Degrees but Graduates Lack Skills This is the reason why business must spend vast sums of money to train workers in basic skills. Organizations also need to train employees in multiple skills. Managers, particularly at the middle level, need to be retrained in team-playing skills, entrepreneurship skills, leadership skills and customer-orientation skills. Large-scale Poaching of Trained Workers Trained workforce is in great demand. Unlike Germany, where local business groups pressure companies not to poach on another companys employees, there is no such system in our country. Companies in our country, however, insist on employees to sign bonds of tenure before sending them for training, particularly before deputing them to undergo training in foreign countries. Such bonds are not effective as the employees or the poachers are prepared to pay the stipulated amounts as compensation when the bonds are breached. No Help to Workers Displaced because of Downsizing Organizations are downsizing and de-layering in order to trim their workforces. The government should set apart certain fund from the National Renewal Fund for the purpose of retraining and rehabilitating displaced workers. Recommendations The last stage in the training and development process is the evaluation of results. Since huge sums of money are spent on training and development, how far the programme has been useful must be judged/determined. Evaluation helps determine the results of the training and development programme. In practice, however, organizations either overlook or lack facilities for evaluation. Need for Evaluation: The main objective of evaluating the training programmes is to determine if they are accomplishing specific training objectives that are, correcting performance deficiencies. A second reason for evaluation is to ensure that any changes in trainee capabilities are due to the training programme and not due to any other conditions. Training programmes should be evaluated to determine their cost effectiveness. Evaluation is useful to explain programme failure, should finally, credibility of training and development is greatly enhanced when it is proved that the organization has benefited tangibly from it. Principles of Evaluation: Evaluation of the training programme must be based on the principles: Evaluation specialist must be clear about the goals and purposes of evaluation. Evaluation must be continuous. Evaluation must be specific. Evaluation must provide the means and focus for trainers to be able to appraise themselves, their practices, and their products. Evaluation must be based on objective methods and standards. Realistic target dates must be set for each phase of the evaluation process. A sense of urgency must be developed, but deadlines that are unreasonably high will result in poor evaluation Criteria for Evaluation: The last column in Fig. 9.1 contains a number of potential goals Training validity: Did the trainees learn during training? Transfer validity: What has been learnt in training, has it been transferred on the job enhanced performance in the work organization? Intra-organizational validity: Is performance of the new group of trainees, for which the training programme was developed, consistent with the performance of the original training group? Inter-organizational validity: Can a training programme validated in one organization be used successfully in another organization? These questions often result in different evaluation techniques. Techniques of Evaluation: Several techniques of evaluation are being used in organization may be stated that the usefulness of the methods is inversely proportional to the ease with which evaluation can be done. One approach towards evaluation is to use experimental and control groups. Each group is randomly selected, one to receive training (experimental) and the other not to receive training (control). The random selection helps to assure the formation of groups quite similar to each other. Measures are taken of the relevant indicators of success (e.g. words typed per minute, quality pieces produced per hour, wires attached per minute) before and after training for both groups. If the gains demonstrated by the experimental groups are better than those by the control group, the training programme is labeled as successful. Another method of training evaluation involves longitudinal or time-series analysis. Measures are taken before the programme begins and are continued during and after the programme is completed. These results are plotted on a graph to determine whether changes have occurred and remain as a result of the training effort. To further validate that change has occurred as a result of training and not due to some other variable, a control group may be included. One simple method of evaluation is to send a questionnaire to the trainees after the completion the programme to obtain their opinions about the programmes worth. Their opinions could through interviews. A variation of this method is to measure the knowledge and/or skills that employee possess at the commencement and completion of a training. If the measurement reveals that the results after training are satisfactory, then the training may be taken as successful.

I Am Attracted to the Graduate Program in Genetics :: Graduate Admissions Essays

Excited by the idea of becoming a scientist since I was a small child, my interests in pursuing graduate studies intensified during my undergraduate education and my research experience. Rather than discouraging me with the tremendous amount of work and demands for creativity, my college years motivated me to earn a Ph.D. and to continue pursuing a career as a research scientist. Although my exact research goals have yet to be refined, my interests include studying the genetic basis of disease and the genetic mechanisms that govern various cellular processes, such as the cell cycle, apoptosis, and tumor formation. Â   Although I entered college without a clear research direction, the Biotechnology Program at Rochester Institute of Technology helped develop my interest in the field of Genetics. I found much of my laboratory training at RIT to be extremely rewarding. For example, one experience that early on convinced me to seriously consider genetics was a project involving the construction and characterization of a recombinant plasmid. Since I worked independently for the most part, the project played a key role in increasing my confidence and helping me to understand various concepts pertaining to genetic analysis. It was this experience that motivated me to seek a position as a teacher' s assistant for a course in Microbial and Viral Genetics. As a TA, I learned how demanding the teaching situation is and how much teaching a course can contribute to my own learning. Â   By this time, after discovering my passion for research and the joy of teaching, I began to seriously contemplate graduate schools. To excel in graduate school, I decided I would not limit my experience to my formal education at RIT. Instead, I wanted the opportunity to explore my career options to make a well-informed decision as to the area of my future research. With these goals in mind, I chose to take advantage of RIT' s Cooperative Education Program, which meant earning my Bachelor' s degree in five years instead of four. In December of 1997,Astra Arcus USA Pharmaceuticals hired me as a research assistant in the Electrophysiology department. Â   At Astra, I learned research techniques not taught by RIT. For the past year, I have been working with a subset of neuronal glutamate receptors via voltage clamping on Xenopus oocytes. The research of our lab is geared toward the study of central nervous system diseases.

Human Consumption and Resource Depletion :: essays research papers fc

In today’s ever growing society, we must pay special attention to the amounts and types of resources we our currently consuming and the supply of these resources that will last us for the future. In researching this topic there are many factors to take into account such as the ever growing population, use of limited and unlimited resources, destruction of resources without full utilization of them, and the planning and discovering of new resources for our future. It is a safe assumption to make that our society’s population is not one that will be slowing down anytime soon. To date, according to the U.S. Bureau of the Census the United States population is projected to be 290,634,727 people, with a net gain of one person every 11 seconds, and though this may seem quite large it is only a mere 1/25th the world population, which currently is around 6.5 billion people. With large numbers like these and an outlook for continuous growth, it must be taken into concern that at some point, the U.S. and the world as a whole is going to reach its carrying capacity, a point at which the resources in an environment can no longer support a greater population. Though this may still be hundreds of years away, by addressing energy consumption and depletions concerns now we can prolong and prepare for that date as best as possible.   Ã‚  Ã‚  Ã‚  Ã‚  In the United States, and the world as a whole, there are three major areas in which resources can stem from; those are water, minerals, and the land. All of our resources and utilities to produce resources come from one of those three, and as our population continues to grow, those three sources are ever depleting. As stated above we are a culture who on the whole has a population that does not look like it will cease in growth anytime in the near future. Due to this, the planets limited supply of water seems to be one of the first things that would lead to destruction of our population. We already our currently experiencing global droughts that affect the production of other resources such as food, and therefore directly affect the health and stability of our population. With continued growth, it can only be expected that available water will be ever depleting.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  With the focus on our continued growth, one must next look at its affects on the land in which live on.

Management Process and Organizational Behavior Essay

Q.1 â€Å"Today managers need to perform various functions†: Elaborate the statement Managers create and maintain an internal environment, commonly called the organization, sothat others can work efficiently in it. A manager’s job consists of planning, organizing, directing,and controlling the resources of the organization. These resources include people, jobs or positions, technology, facilities and equipment, materials and supplies, information, and money.Managers work in a dynamic environment and must anticipate and adapt to challenges.The manager looks after more than one function. Therefore, managerial practices usedsuccessfully in big firms cannot be blindly used in small-scale units. Basic managerial functionsin large and small business are the same. But the manner in which these functions should becarried out can be different.Managing starts with planning. A manager with a definite and well defined plan has morechances of success than another who tries to start an enterprise without planning. According toKillen† planning is the process of deciding in advance what is to be done‚who is to do it‚how it isto be done and when it is to be done’’. Planning involves thinking and decision and is, therefore,called a logical process. Planning is a continuous process as changes in plans have to be madefrom time to time to take care of changing environment. Many a times, a vague approach isadapted to planning in a small firm. There is a false impression that small firms areuncomplicated and do not require planning. The small-scale manager does not want to engagehis employees in the planning process due to the desire to keep the secrets with him. Personalaccountability for results, lack of expert staff and not having planning skills are other major obstacles to planning in small firms. The owner or manager of a small enterprise is too involvedin day-to-day operation to try planning before commencing actual operation. But they need pre-planning most because small firms have limited resources to conquer their upcoming problemand cannot afford to finance losses that can take place while adjusting to unanticipatedhappenings/changes.An manager needs an enterprise which can achieve the business objectives. During thefunction of organizing he leads human resources to successful completion of the project,arranging the functions and activities into different levels in the organization structure, thusfacilitating the assignments of personnel according to their capabilities, skills and motivation.According to Peter F. Drucker the process of organizing consists of three steps – activitiesanalysis, decisions analysis and relation analysis.(i). Activities Analysis: It consists of the following:a) Determining the main functions for achieving the objectives of the firm.b) Various sub-functions in each major function.c) Amount of work in each major function and its sub-function.d) The position required to perform the activities.(ii) Decisions Analysis: It consists of the following:a) Choosing the basis of departmentalization so that functions could be grouped intospecialized units. Generally, functional departmentation is appropriate for small-scaleunits. Customers, Products and territorie s are other important base of departmentalization.b) Choosing the type of organization structure so that departments are incorporated into aformal structure. MBA Sem-IManagement Process and Organizational Behavior Subject code MB0022 (iii) Relations Analysis: The authority, responsibility and accountability of every position and itsrelationship with other positions are clearly defined. Various positions are manned with personshaving the necessary education, training, experience and other qualifications.To obtain best possible benefit from each employee it is necessary to delegate functions as far-down in the organization as possible. Owners of small firms are often reluctant to delegatingauthority to their employees even though they expect them to do all functions allocated to themthat require authority. For effective completion of tasks, it is necessary that responsibilityaccompanies the necessary authority. In directing a manager has to supervise, guide, lead and motivate people so that they canachieve set targets of performance. In the process of directing his subordinates, a manager ensures that the employees fulfill their tasks according to the set plans. Directing is theexecutive function of management because it is concerned with the execution of plan andpolicies. Directing commences organized action and sets the whole organizational machineryinto action. It is, therefore, the life giving function of an organization. This is the area where themastery of the art and science of management is put to test. An manager’s leadership styledetermines the work atmosphere and culture of the organization. Above all, he must motivateemployees by setting a good example, setting practical targets of performance and providingsatisfactory monetary and non- monetary benefits.In directing a manager has to perform the following tasks:(a) Issuing orders and instructions(b) Supervising workers(c) Motivating i.e. inspiring to work efficiently for set objectives(d) Communicating with employees regarding plans and their implementation.(e) Leadership or influencing the actions or employees. Controlling is the process of ensuring that the organization is moving in the desired directionand that progress is being made to wards the achievement of goals.The answer to a profitable organization is the skill of the owner or manager to controloperations. He has to establish standards of performance, procedures, goals and budgets. Withthese guides, he supervises job progress, workers performance and the financial condition of the business. The controlling function of the owner manager includes:Setting of standards: – Control presumes the existence of standards against which actual resultsare to be evaluated. Standards can not control on their own but they are the targets againstwhich actual performance can be measured. Therefore they should be set clearly andaccurately. They should be precise, adequate, and feasible.Measurement of actual performance: – The actual performance is measured and evaluated incomparison with the set standards. Preferably measurement should be such that variation maybe identified in advance of occurrence and prevented by suitable action. Where work involved isof quantitative nature measurement of performance is not difficult. But when the work is notquantifiable measurement becomes difficult. Periodical reports test checks and audits arehelpful in precise measurement of performance. MBA Sem-IManagement Process and Organizational Behavior Subject code MB0022 Analysis of variances: – Comparison of actual performance with standards will reveal variation.Variations are analysed to identify their cause and their impact on the organization. Correctiveaction can be possible only where the causes of the problem spots have been identified.Clarification may be called for sudden variation.Taking corrective action: – Control means action on the basis of measurement and evaluation of results. Wherever possible self- determining device should be used for bringing back actualresults in line with the standards. Standards should be revised wherever necessary. Other stepsto prevent deviations can be re-organization, improvements in staffing and directions etc. Thereal meaning of control lies in the commencement and follow-up of remedial action. At thisstages control unites with planning.

Hawthorne’s Display of Evil Essay

Nathaniel Hawthorne’s works â€Å"The Scarlet Letter† and â€Å"Young Goodman Brown† are literature classics. Hawthorne thoroughly portrays his main themes and ideas in these works. Both of these works illustrate the effects of evil on the human soul. Through Hawthorne’s â€Å"The Scarlet Letter† and â€Å"Young Goodman Brown† we can clearly see that evil causes people to judge other people, evil corrupts one’s faith, and that evil has the power to transform the human soul. In â€Å"The Scarlet Letter† we see just how much evil causes people to judge others. Hawthorne effectively shows this through his character of Hester Prynne. Since Prynne committed the sin of adultery, she is forced to stand upon a scaffold in front of the whole city of Boston to be questioned and scolded. One of the townsmen said to Chillingworth, â€Å"The penalty thereof is death. But in their great mercy and tenderness of heart they have doomed Mistress Prynne to stand only a space of three hours on the platform of the pillory and†¦ wear a mark of shame upon her bosom. † (Hawthorne p. 4) This quote shows us that the public’s opinion on Hester Prynne has now forever changed. She is forced to wear a scarlet â€Å"A† upon her bosom to let everybody know exactly what she has done. The evil she has committed has greatly affected everyone’s point of view on Hester Prynne. Evil can harm a person in multiple ways. Another way it can harm you is by causing you to lose your faith. In Hawthorne’s â€Å"Young Goodman Brown,† we see Goodman lose his faith in multiple things. He loses faith in God, in his family, and in all of the people who he associates with. While the Devil leads him into the forest, Goodman sees many familiar faces. He recognizes the faces of his wife, Faith, and he also recognizes the faces of the priests in his town. Though Goodman Brown is not sure whether it was a dream or not, he is convinced that evil is all around him. While in the forest, the Devil says, â€Å"By the sympathy of your human hearts for sin, ye shall scent out all the places – whether in church, bedchamber, street, field or forest –â€Å"(Hawthorne p. 613. ) Since he has heard the Devil’s word and witnessed these familiar faces, Goodman Brown has forever been changed. Evil has taken a toll on Goodman Brown, and it has caused his faith in his wife, family, and associates to be corrupt. One of the worst things evil can do to a human is transforming their soul. Hawthorne’s story of â€Å"Young Goodman Brown† illustrates this concept thoroughly. Goodman was transformed by evil in many negative ways. Before his meeting with the Devil in the forest, Goodman believed his whole family and his whole town to be very godly and he felt that he was living a great prosperous life. After his meeting with the Devil, Goodman had a negative outlook on everything in his life, he trusted no one but himself, and he lost hope in everything that he had going for him in his life. Hawthorne displays ways that evil can transform the human soul in â€Å"The Scarlet Letter† through his character of Chillingworth. Throughout the story, Hawthorne displays Chillingworth as â€Å"the man in black† also known as the Devil. Chillingworth, Prynne’s actual husband, goes through many changes in the story. His figure begins to change dramatically, making him look more evil. Chillingworth also desires to seek out the man who is the father of Pearl. He wants to find him because; he wants to make sure that the man does not repent of this sin. They people of this story believed that if one did not repent for a sin, then he or she would go to Hell. Chillingworth was not an evil man before he knew about the child. However, after the evil was committed against him, he began to turn evil, and wished the worst for the minister, the father of Pearl. It is apparent that the evil in both of these stories took a toll on both of these men’s souls. Hawthorne’s â€Å"The Scarlet Letter† and â€Å"Young Goodman Brown† both effectively display how evil can cause people to judge other people, how evil corrupts one’s faith, and how evil has the power to transform the human soul. Though evil has always been apparent in every day society, Hawthorne is attempting to influence us to always stick to your faith. No matter how bad the sin you commit is, God allows repentance for all sins. Hawthorne’s works are persuading us to never lose hope or give up on our faith.