Critical Evaluation of Voluntary Euthanasia Debate †Free Samples

Question: Discuss about the Critical Evaluation of Voluntary Euthanasia Debate. Answer: Introduction: The first point regarding the argument against euthanasia can be justified by citing the fact that there is the availability of alternative treatments like palliative care as well as hospices. In this regard, it can be stated that the terminally ill patient need not be killed for killing the symptoms. The relieving of almost all pain can be done. The second point regading the negative impact of euthanasia is that it is encouraging helpless individuals to end their lives. Euthanasia does the imposing of significant pressures on the elderly as well as individuals having disabilities. These pressures are stemming from families or societies. The third point that coud be cited against euthanasia is that it does the undermining of the encouragement for providing better care in respect of the dying individual (Nolen, 2016). The fourth point that could be cited against euthanasia is that the assumption that the patients should have a right to die will be imposing on the doctors a duty to kill, as a result, limiting the doctors autonomy. The fifth point cited against euthanasia is that a right to die in respect of certain individuals might well be becoming a duty to die by others, especially those who are having vulnerability or having dependency upon others (Campbell, 2016). The sixth point states that to allow euhanasia will be leading to the less effective care regardin the terminally ill, which will be underming the commitment of doctors as well as nurses to protect lives. The seventh point states that to allow euthanasia will be discouraging the process of searching for new cures as well as tretments in respect of the terminally ill. Reference Campbell, D. (2016). Real Control over death: A critical evaluation of the voluntary euthanasia debate management.Australian Rationalist, The,101, 31. Nolen, W. A. (2016). The history of the Dutch euthanasia debate resulting in the Euthanasia law (2002).Bipolar Disorders,18, 38.

Greening Organizational Behavior

Question: Discuss about the Essay for Greening Organizational Behavior? Answer: Comparison between organizational structures According to Altman et al. (2013), practices, policies, principles and values of an organization develop its culture. That is why; based on different policies and principles, different cultures are formed which are, Normative culture: In this type of organizational culture, procedures of an organization are predefined. Besides, the rules and regulations are developed based on existing guidelines. ragmatic culture: In this type of organizational culture, more focus is put on the clients and external stakeholders. Providing better customer services is the main motive of this type of organizational culture (Andersson et al. 2013). Academy culture: In this culture, organizations recruit skilled individuals and responsibilities of those individuals are set based on background, work experience and educational qualification. Educational organizations such as universities and hospitals practice such a culture. Club culture: Companies that follow this culture are very particular about the employees they hire. Employees are hired as per their specialization, interest and educational qualification. Fortress culture: Employees who work in this organizational culture are not sure about their career and longevity. Employees are easily terminated if they fail to perform according to the demand of the management. Tough person culture: Feedbacks play a major role in this type of organizational culture. Higher authority of organizations who follow this culture regularly review and monitor performances of the employees. Team managers are appointed to converse quarries with the team members and help them to provide guidance when required. Employees in are under continuous surveillance in such a culture (Fisher and To 2012). Bet your company culture: Some organizations like to take higher amount of risk where consequences are unanticipated. These organizations mostly follow bet your company culture. The rules and regulations of such organization are formulated to address susceptible issues. Therefore, it takes time to cultivate positive results in these types of organizations. Process culture: According to McShane and Von Glinow (2012), employees in this type of organizational culture stick to the methods and procedures of that organization. In these type of organizational culture feedbacks and presentation reviews do not matter. Employees are forced to follow rules and regulations. They are also forced to follow the ideologies of the workplace. Organizational structure According to Morgeson et al. (2013), there are seven types of organizational structures which are here by mentioned below, Line organization: In this type of organizational structures, direct and vertical relationships between different levels of the firm are seen. Advantage: It promotes faster decision-making and this structure is simple to understand. Disadvantage: This structure denies specialists in planning and it overloads key persons. Functional authority organizational structure: Jobs in this type of organizational structure are divided as line position and staff position. Line position is a chain of command that stays responsible for the achievement of a companys goal. On the other hand, staff position is intended to provide expertise, advice and support for the line position (Nahavandi et al. 2013). Line and staff organizational culture: Most of the large companies have direct and vertical relationship among different levels. They also have specialists accountable for advising and assisting line managers. Divisional organizational structure: In this type of organizational structure, different factors influence its departments, which are function, geographic, product, combination approach and project. Project organizational structure: These types of organizations are temporary and are designed to gain particular results by using teams of specialists from dissimilar functional areas. Here work is defined by a particular goal and target date for completion. Matrix organizational structure: This type of organizations is permanent in nature and uses a horizontal set of divisions and reporting relationships onto a hierarchical functional structure. Hybrid organizational structure: In this type of organizational structure, corporate and divisional goals are aligned together to reach functional and operational efficiency. Adaptability and flexibility are the biggest advantages of this type of organizational structure ((Nahavandi et al. 2013). Relationship between an organizations structure and culture can impact on the performance of the business Organizational structure and culture are the most important elements that help a company to achieve their marketing goals and targets (Andersson, Jackson and Russell 2013). If a company operates by concentrating on these aspects, it is obvious that it will attract more customers. Organizational culture helps to develop organizational structure, which in turn influences a firms capability to apply required alteration efficiently. Organizational culture describes the way workers entire task interrelates with each other in the association. The cultural model includes a variety of values, beliefs, rituals, and symbols that govern the working style of the people in the company (Andersson, Jackson and Russell 2013). It can be said that corporate culture binds the workforce together which in turn helps the company to find the proper direction. On the other hand, organizational structure helps the employees to work without stress and pressure. As it is discussed earlier that organizational s tructure is responsible for employee motivation and employee motivation in turn drives the employees to perform their best, there is no doubt that a good structure serves to provide better performance in an organization. Factors which influence the behavior of individuals in an organization The most important factors influencing behavior of a person in an association are leadership strategies of managers, work culture, job responsibilities, efficient communication and relationship at work (Andersson, Jackson and Russell 2013). Managers or leaders of a company must always help and guide their team members in their day-to-day operations. It is observed that employees do not feel like going to work if their bosses are strict. On the other hand, if the work place offers same rules and regulation for every employee and offers a comfortable and positive work culture, employees will be encouraged. If employees are allowed to do what best they can perform, it will encourage them to upgrade their skills time to time. Effective communication between managers and employees also cultivates great results while influencing ones behavior. If managers and leaders of a company do not communicate regularly with their employees, they will feel left out and will lose their interest in work . Mangers must consult with his employees before taking any major or even minor decision. When employees will be allowed to share their views and problems with the higher authority, they will understand that the company is thinking about them and they will feel encouraged. Besides, it is important to have friends at the workplace. An individual needs people around him to talk, discuss and share experiences. It is not possible to work in isolation. If a company does not allow its employees to interact with fellow workers, it will create stress at workplace. To, Mr. Smith The Director Scoops n Smiles Ltd., Subject: Leadership strategy in your organization Respected Sir, This letter is to notify about the leadership strategy which is followed in your organization and the possible impacts of it. Your organization strictly follows an autocratic leadership style because the views and suggestions of the employees are kept unnoticed at the time of making any decision. This decision-making style is also known as authority decision making style in which the higher authority solely decides what to do without considering the needs of the employees. From the background of some successful organizations, it can be said that authoritative decision-making can cause severe damage to your organization. It is strongly recommended that Scoops n Smiles should follow a democratic or participative decision-making style to collect the comments of their employees. Steve Jobs was once forced to resign from Apple as he became an autocratic leader and started to take decisions on his own. At that time Apple experienced their worst time in the industry as the company lost the trust and loyalty of its employees. Later Steve Jobs came back to the company after ten years with a new strategy, which was the participative leadership strategy. He hired and allowed other leaders of the company such as Jonathan Ivy and Tim Cook to take some major decisions. He also communicated with the employees to note down their thoughts before making any decision. As a result, Apple has become one of the most successful organizations in the world. There are some other management styles which are commonly used in various organizations according to their targets and goals. Some of those management styles are hereby discussed so that authority of Scoops n Smiles can pick the perfect management styles for their organization. Democratic or participative style of management is already discussed. Besides, democratic style, some famous management styles are Directive management style, Affiliative management style, Pacesetting management styles and Coaching. Directive management style allows the manager to control the employees closely by implementing several disciplines and threats to motivate them. This management style is activated when the organization is going through a crisis and any deviation is risky. When employees of an organization are not well developed, this management style threatens them to improve their working style. On the other hand, affiliative management style serves to establish harmony among the employees and bet ween managers and employees. This management styles helps the authority to avoid conflicts among the employees while keeping a good personal relationship within the organization. This management style is used with other management styles for counseling and helping the employees so that they can implement their own styles to complete a work. Pacesetting management style has the objective of accomplishing tasks with a higher standard of excellence. The manager of a company where this management style is followed performs many tasks personally and asks the employees to follow his example. This management styles is activated when employees are highly motivated and competent, no direction and coordination is required to show the right way to the employees. However, this management style is not welcomed in an organization where workload requires assistance from others and employees need coaching and coordination. Another management style is coaching that follows the lead of the development manager of an organization. This style helps the employees to develop their strengths and improve their performances. It is recommended that, according to the goals and objectives of Scoops n Smiles Ltd., senior authorities can choose any of these management styles to grow their business in the near future. However, using autocratic management style will not help the organization as it will discourage the employees which will hamper the overall performance. Yours Faithfully, (Name of the Student) Organizational theories Scientific management: This management theory is also known as Taylorism and it serves to analyze and synthesize workflows. According to Powell and DiMaggio (2012), main objectives of scientific management are to enhance economic efficiency, especially labor productivity. The biggest advantage of scientific management would be figuring out how much time it would take to complete a task by the employees. If the calculated time is much more than expected time then amount of time can be decreased by removing any potential waste in the workers process. Time studies in this theory involve breaking down each job into sub parts, timing each element and rearranging the parts in to the most efficient method of working. Human relations approach: Experts of human relations tried to combine psychology and sociology with management. According to Andersson, Jackson and Russell (2013), an organization can be called as a social system of interpersonal and inter group relationship. That is when human relations approach was introduced that includes some principles such as, Human beings are not only interested in financial gains but they also wants recognition and approval. Each worker must be treated as normal human being as they are not machines. Therefore, higher authorities must try to understand their feelings. In any organization, workers do not like inner conflicts; therefore, managers should try to avoid supervision and should have control over workers. Administrative theory: This theory works to figure out a lucid way to design an organization as a whole. This theory develops a dignified administrative structure, a clear division of workers and allocation of power and influence to administrators. Fourteen principles of this theory are division of work, discipline, unity of direction, authority, subordination of individual interests to genera interest, unity of command, centralization, order, remuneration, scalar chain, initiative, equity, esprit de corps, and stability of tenure of personnel. Use of scientific management The best example of an organization that has gained success after using scientific management is Burger King. Training, reward systems including a stable work environment has improved the efficiency of the employees of Burger King. Regular monitoring of performance has helped the organization to avoid under working. It have also helped to standardize job activities. Use of human relations approach Human resource managements of an organization use human relation approaches to keep the motivation of the employees at high. Different organization use different approaches such as some of the organizations implement incentives and bonuses for the employees who perform properly. Some organizations provide non-financial rewards such as holidays, transports and health checkups. Use of administrative theory Administrative manager are the senior managers and leads of an organization that are responsible for making information flow and decision-making. They make sure that the system is running properly and in effective manner. Administrative management theory provides importance to formal organizations by using five major functions which are planning, coordinating, organizing, controlling and commanding (Andersson, Jackson and Russell 2013). Understanding the ways of using motivational theories in the Organization Discussing the impact of different leadership style on motivation in the organization in the period of change Altman, Valenzi and Hodgetts (2013) have stated that leadership is the link through which an individual manipulates the activities of other persons in an association. Therefore, different leadership styles automatically leave an impact on the employee motivation in the organization in the period of change. Autocratic Leadership: This autocratic leadership style is one that leaders have absolute power over their workers or the team. These types of leaders instruct the people what to do rather than asking for the opinions of the employees. Some of the organizations use autocratic leadership styles, as the nature of the business demands this leadership style (Andersson, Jackson and Russell 2013). Democratic Leadership: Daily, Bishop and Maynard-Patrick (2013) have said that the democratic leaders make the last decision and in the entire decision-making process, encourage all the employees to take part. It has been seen that this leadership style is accepted, as it helps to boost job satisfaction of the employees by involving all the team members. Laissez-faire leadership: This style states where the managers observe that all the members in the organization are working on their own. It has been seen that most of the organizations in the present day work under laissez-faire leadership approach, where the employees enjoy the power and at the same time they determine the goals and the objectives in a short time basis (Fisher and To 2012). Comparing the application of different motivational theories within the workplace Fox et al. (2012) has said that motivation theories can be classified extensively into two different viewpoints and they are content theories and motivation theories. It has been found that content theories give importance on what motivates individually and on the other hand, process theories shed focus on the real process of motivation. McShane and Von Glinow (2012) have stated that motivation is one of the complex factors that is influenced by withdrawals as well as reinforced by the multiple factors. Maslow has put forward a theory that states that there are five levels of human needs that the employees are required to fulfill at work. In contrast, Herzbergs theory proposes that there are two essential needs of each person including hygiene factors and motivation factor. Therefore, it can be said that some of the differences exist in the motivational theories within the workplace and these have been explained herein detail (Moore et al. 2012). Effectiveness of the motivational theory for the managers in the real life Morgeson et al. (2013) has said that motivation is to encourage the employees in the workplace to work properly and independently in order to get the best result. It can be said that the employees in the organization are required to be treated with proper assiduousness and the managers have to stay friendly and at the same time is required to maintain a level of distance with the staffs. The staffs look at the managers as leaders and thus the employees expect maturity, understanding and rationality from the managers. Nahavandi et al. (2013) have stated that some of the common practices like calling people by their first name, chatting with them, bringing the feelings of belongingness helps a lot to create a smooth relationship among the managers and the employees (Nelson and Quick 2012) Understanding mechanisms for developing effective teamwork in the organizations Explanation of the nature of groups and the behavior of the groups within an organization Pentland and Hrem (2015) have declared that, there are two types of teams in organizations and they are the formal group and informal group. It is important to mention that a group in the organization passes through five major lifestyle stages and they are forming, storming, norming, performing and adjourning. Therefore, it can be easily said that the members of a team can be easily measured through these five stages. Forming states the first entry of the member to the team, the norming stage is a point when the team begins to come in collaboration as a corresponding unit. Performing stage defines the appearance of a mature, structured and well-functioning team. Adjourning stage is specifically significant for the transitory teams. Therefore, it is no doubt for saying that all the teams act separately in the organization (Spector and Meier 2014). Discussing the factors that promote and slow down the development of the effective teamwork in organizations Factors promoting the development of the effective teamwork in organizations Diversity: Symon and Cassell (2012) have stated that an effective team welcomes a diversity of culture along with talents and personalities. Diversity has the potentiality to promote creativity and innovation and at the same time raises awareness and respect for others. Communication: Tyler (2014) has explained that effective teamwork is largely facilitated by a clear as well as an open communication and thus all the team members are required to be aligned to the targets, timelines and responsibilities of the organization. Leadership: Effective leadership supports a powerful teamwork and all the team members benefit from several sources of inspiration and direction. Powerful leadership helps the organization to achieve success easily in most of the organizations (Vivek 2016). Factors slowing down the development of the effective teamwork in organizations Underprivileged Communication: Poor communication is one of the barriers of developing a work atmosphere. Weick (2012) has said that the team members who do not communicate properly in the organization can create breakdown, which most of the times inhibit team development. Uncertain Goals: A work team is created to achieve organizational goals and objectives and thus the goals and the objectives are required to be created properly. If the goals are not presented properly by the management, then the team cannot work properly to achieve the desired result. Lack of Managerial involvement: Morgeson et al. (2013) has said that managers in the company are responsible to make a qualified staff members and lack of this capacity hampers the growth of the organization. Management must not delegate responsibility and thus must work as a source of teamwork to the team members of the organization. An evaluation of the impact of technology on team functioning Fox et al. (2012) has said that technology has enhanced the communication within the team members and communication assists in creating better team. Morgeson et al. (2013) have mentioned some of the impacts of technology on the team functioning and they are as follows. Better Communication: Technology has helped in the enhancing of team building, and of lately all the employees in the organization stay connected with each other in the organization. Business Strategies: McShane and Von Glinown (2012) has stated that technologies help the group members for making improved business strategies and the appearance of IT technology has provided several innovative chances to the group members of the organization. Better organizational culture: Technology has helped in building better organizational culture and in most of the organizations, organizational culture is advanced by keeping open communication within the team members. Efficient Productivity: Nahavandi et al. (2013) have stated that utilization of technology is the center of every industry. All the organizations are required to focus on proper blending of conventional skills and the application of information technology for improving the entire efficiency in the organization. Management Process: It has been found that technologies in the present day are helping the team of an organization to maintain some important tasks like preserving database, business via online media and market surveys. These activities are executed more competently in a short time with the use of technology (Nahavandi et al. 2013). Therefore, it can be stated that technology has been gradually leaving a strong impact on team performance of the organizations. References Altman, S., Valenzi, E. and Hodgetts, R.M., 2013.Organizational behavior: Theory and practice. Elsevier. Andersson, L., Jackson, S.E. and Russell, S.V., 2013. Greening organizational behavior: An introduction to the special issue.Journal of Organizational Behavior,34(2), pp.151-155. Daily, B.F., Bishop, J.W. and Maynard-Patrick, S., 2013. Practicing What We Teach: Applying Organizational Behavior Theory to Academic Success.Journal of Managerial Issues,25(1), p.8. Fisher, C.D. and To, M.L., 2012. Using experience sampling methodology in organizational behavior.Journal of Organizational Behavior,33(7), pp.865-877. Fox, S., Spector, P.E., Goh, A., Bruursema, K. and Kessler, S.R., 2012. The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour.Journal of Occupational and Organizational Psychology,85(1), pp.199-220. McShane, S. and Von Glinow, M., 2012.Organizational behavior. McGraw-Hill Higher Education. Moore, C., Detert, J.R., Klebe Trevio, L., Baker, V.L. and Mayer, D.M., 2012. Why employees do bad things: Moral disengagement and unethical organizational behavior.Personnel Psychology,65(1), pp.1-48. Morgeson, F.P., Aguinis, H., Waldman, D.A. and Siegel, D.S., 2013. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), pp.805-824. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.Organizational behavior. SAGE Publications. Nel, P., du Plessis, A., Fazey, M., Erwee, R., Pillay, S., Mackinnon, B.H., Wordsworth, R. and Millet, B., 2012. Human resource management in Australia and New Zealand. Nelson, D. and Quick, J., 2012.Organizational behavior: Science, the real world, and you. Cengage Learning. Pentland, B.T. and Hrem, T., 2015. Organizational Routines as Patterns of Action: Implications for Organizational Behavior.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.465-487. Powell, W.W. and DiMaggio, P.J. eds., 2012.The new institutionalism in organizational analysis. University of Chicago Press. Robbins, S., Judge, T.A., Millett, B. and Boyle, M., 2013.Organisational behaviour. Pearson Higher Education AU. Rurkkhum, Suthinee, and Kenneth R. Bartlett. "The relationship between employee engagement and organizational citizenship behaviour in Thailand."Human Resource Development International15, no. 2 (2012): 157-174. Spector, P.E. and Meier, L.L., 2014. Methodologies for the study of organizational behavior processes: How to find your keys in the dark.Journal of Organizational Behavior,35(8), pp.1109-1119. Symon, G. and Cassell, C. eds., 2012.Qualitative organizational research: core methods and current challenges. Sage. Thomson, K. and van Niekerk, J., 2012. Combating information security apathy by encouraging prosocial organisational behaviour.Information Management Computer Security,20(1), pp.39-46. Tyler, T., 2014. Interpersonal treatment, social identity, and organizational behavior.Social identity at work: Developing theory for organizational practice, p.155. van Dijke, M., De Cremer, D., Mayer, D.M. and Van Quaquebeke, N., 2012. When does procedural fairness promote organizational citizenship behavior? Integrating empowering leadership types in relational justice models.Organizational Behavior and Human Decision Processes,117(2), pp.235-248. Vivek, S.A., 2016. Impact of Organizational Citizenship Behavior on Managerial Effectiveness.Prabandhan: Indian Journal of Management,9(2), pp.7-18. Weick, K.E., 2012.Making sense of the organization, Volume 2: The impermanent organization(Vol. 2). John Wiley Sons.

Midsummer Nights Dreams Essays - A Midsummer Nights Dream, Hermia

Midsummer Nights Dreams A Midsummer Night's Dream was written in 16th century England. In 1595, life was as you can imagine very different. During this period Queen Elizabeth I was at the throne. England was a Christian country and people greatly honoured the queen. Shakespeare was Elizabeth I's poet laureate, so his work was highly valued across England. Women were treated as second-class citizens. In lower class families, girls were not usually educated. They were expected to do domestic jobs and look after children. In the upper class homes things were different. Girls were educated but they did not have free opinion. Women did not have any rights; they had no choice in what they did with their lives or whom they married. The father of the girl would choose a suitor for her (usually being the wealthiest man available) and she was expected to marry him. In theatre, men would play the part of women. The Elizabethans strongly believed in the supernatural. Few aspects of sixteenth century life were not affected by the belief of witchcraft. Fairies and sorcerers as being real. Magic was not as we see it today; things that young children believe, but as compelling and real. Their beliefs in god were very much related to those of witches and demons. If you had sinned, people believed you had the devil in you. In a Midsummer Night's Dream, different plots are linked to form a comical play based around magic and love. The play is set in an enchanting forest amongst the cowslips; hidden deep in the wood is the fairy kingdom. I personally think that Shakespeare was very clever in how he devised ?A Midsummer Night's Dream,' as he has three very good elements of entertainment; love, magic and comedy represented with different stories and characters. The Lovers represent the effects and powers of love. Hermia is prepared to give her life up for the man she loves. In a way, Shakespeare has adopted a modern view of things, as Hermia's character is not one of a ?typical' Elizabethan woman. She is a fiery young lady, determined to be with the man she loves. Lysander and Hermia have a good, strong relationship. Helena dotes upon Demetrius, but her ?love' is not real love, like Hermia's, it is more of an infatuated love. This contrast of being in real love and being blinded by love, very much makes you think and if you were in a relationship you would think twice about your feelings after watching the play. The Workmen are all very simple characters, named according to their personality. They have been implanted in the play to add humour and some lighthearted entertainment from the more serious issues within the play. Bottom, in particular, is used to cause fun and drama. The fairies make the play magical and exciting; Puck is a mischievous, cunning young fairy that likes to play tricks on mortals. Some of his speeches contain repetition for example: 396 Puck: ?Up and down, up and down, I will lead them up and down. I am fear'd in field and town; Goblin, lead them up and down...' Repetition has made this speech into a song/chant; this makes the speech ?magical' and ?fun'. The use of repletion and rhyme by Puck at the end of this scene is used to create a poetic country atmosphere. In which the natural world is described well. The fairy scenes are very entertaining. The language is in the way, Titania's ironical words to bottom. 144 Titania: ?Thou art as wise as thou art beautiful.' It is ironic that Titania is saying this, because Bottom is clearly nothing close to beautiful. There is sense of suspense present in Act 3, Scene 1. Titania is asleep on the stage, the person she first sets her eyes upon when she awakens will be the one she falls in love with. On the stage are the workmen. This suspense makes the play exciting. The lovers are very much more involved in the dramatic side of the production, with their arguments, Shakespeare uses alliteration to create a dreamy, romantic, magical atmosphere. For instance: 435 Hermia: ?And sleep, that sometimes shuts up sorrow's eye, Steal me awhile from mine own company' The use of alliteration emphasises what Hermia is talking about, making her words more memorable. The plot is very clever, although it relies on coincidence. The fairies' costumes would have been spectacular and dazzling. The workmen would be dressed in rags and the lovers and court in very smart, rich garments. The

Essay eth 501 mod 4

Essay eth 501 mod 4 Essay eth 501 mod 4 Benefits of Corporate Responsibility and Business Ethics ETH501 Business Ethics Module 4 Case 4 Trident University Abstract The terms "business ethics" and "corporate social responsibility" are used differently by various organizations, companies and media. Other related terms include: sustainability, governance, corporate responsibility, stakeholder engagement, corporate citizenship, and environmental, social and governance (ESG) performance. All of these terms relate to how a company or organization interacts with a various stakeholders including shareholders, employees, the environment, civil society and the community in general. "business ethics" it relates to the conduct of an organization with its internal stakeholders and business partners. Business ethics deals with how ethical issues are addressed within the culture of the organization. Corporate Social Responsibility refers specifically to relationships with external stakeholders such as representatives of the community and environment and often relates to businesses role in society. Business ethics and social responsibility are two concepts many individuals believe go hand in hand for companies in the business environment. Business ethics are the moral principles a company uses to ensure all employees act in an acceptable manner when completing business functions. Social responsibility is typically an ideological theory that governments and the general public hold, believing that businesses should not conduct themselves in a manner counter to cultural or societal norms. The marriage of these concepts occurs when companies institute a written code of ethics to prove that the company only acts in its best interest so long as it does not damage the company’s social responsibility. Ethics can mean many things to different individuals and businesses. What one business deems as acceptable behavior, another may see as unethical or inappropriate. While many different types of ethics exist, the common good approach most closely connects business ethics and social responsibility. Common good ethics is a Greek philosophy that says that all individuals should follow or use the ethical traits that do the most to advance the common good of society. While this ethical approach can apply to different regions or nations, a basic set of ethical traits include honesty, integrity, transparency, and accountability. These traits ensure that owners, managers, and employees do not act in their own self interest, but uphold societal values as the guiding force for the company’s operations. Large organizations and publicly held companies often use corporate governance to promote business ethics and social responsibility. This governance creates the framework of policies, procedures, and guidelines for all individuals financially invested in a company. Outside stakeholders who do not have an investment can also benefit from corporate governance. Large organizations and publicly held companies typically face more scrutiny pertaining to business ethics s ince they command large portions of a region or nation’s economic resources. These companies must try to provide benefits to local communities and increase the living standards of as many people as possible, and they must be careful not pollute the surrounding environment. While business ethics certainly play an important role in the business environment, it is possible for governments and individuals to demand too much social responsibility from companies. While companies should not abuse or misuse natural and economic resources, companies cannot pay for all the needs or wants of individuals. Some governments, individuals, or special interest groups can try to force companies into paying more money to improve society than the company can afford. This can result in lower business profits and the inability to pay for future, more

Branding Marketing Essay Example | Topics and Well Written Essays - 1000 words

Branding Marketing - Essay Example There is also the suggestion that the environments without harsh government restrictions like the U.S. market have been the avenues to favor the success of entrance of the new brands. The section has reviewed the history of the beer market and the current trends in the consumption that aid the progress of the Monterrey Beer product. Competitive Analysis The section has clearly mentioned the other products that offer competition to Monterrey Brewing Company. With the inclusion of the market share in the leading products, there is the realization of the scope of marketing need to advertise the product. The author has further compared the available brands of the advertised product to the competitors, which offer the needed analysis in the consumer trend. The competitors have been listed with the leading brand and the marketing strategy that they apply to gain the needed profit. The author should construct a table to compare the measures to be applied by Monterrey in advertising to be co mpared to the leading brands. With a chronological list of the brands within a table that accords comparison, the author is able to convince the target of the relationship of the brand with the competitors, and the needed measures for proper marketing (Pride, Hughes & Kapoor, 2012). However, there is a detailed account of the competitors and their prevalence within the market giving Monterrey an adequate position. Brand Strategic Plan Vision The vision of the beer holds all the components required for adequate marketing with the flavor included and the motive of the brand to consumers. However, the vision should mention the performance of the established brand as compared to the known beers. The phrase should include the provision of the Monterrey to offer the realized satisfaction as compared to the known brands in the market. Objectives The objective clearly outlines the motive of the company to enter into the competitive market with the two leading brands in Ale and Ginger Light. The author further lists the objective to strengthen relations in the market to the consumers by offering satisfaction. Strategies The 4Ps are accorded the needed definition to offer the proper marketing strategy in the market. The author gives detailed description of the product that is needed to accord the identity and distinction from the other brands. The mention of the pricing and the communication measures to be applied has been properly mentioned with Monterrey as a new product. The author has captured the section in detail, and this has completed the needed instructions to complete the strategy section to offer evidence of the marketing provision. Target Customer Segmentation Analysis The section contains the necessary information on the consumer demographic but the author should offer the listing on a table format. This is because tables are easier to interpret and allow for the analysis of the market condition with the changes made with market fluctuation. The author also issues explanation on the consumption trend that is affected with the existence of product variety. Consumer Insight The author has included the needed measures to communicate with the consumers. The strategy to include the updated communication channels for advertising and connection to the customers prove ideal in the modern society. Growth of new products within the market is supported by the application of modernized measures in connecting to the consumers that are faster and cheaper. Brand Essence The author has included the steps applied in manufacturing the finalized product to create assurance to the consumers of the product utilized. The Brand Essence section has been accorded the description to show the professionalism of the company and their ability to compete

Political Scenarios in World War II Japan Essay Example | Topics and Well Written Essays - 500 words

Political Scenarios in World War II Japan - Essay Example For the first six months the Japanese advance was virtually invincible: Hong Kong, Malaya, Singapore, Java and the Indies, the Philippines, Burma and the Andaman Islands, New Britain and the Solomons all fell to Japanese arms. However, a grave miscalculation of the spirit and resources of the nation's principal enemies had been committed by the Japanese leaders. Allied submarines, US island-hopping strategy and superior fire-power led to a reversal of Japan's position. From mid-1944 the fate turned against Japan. By mid-1945 military collapse was about to happen. When the United States dropped atomic bombs on Hiroshima and Nagasaki in the summer of 1945, a complete collapse of the empire and surrender ensued. A military occupation, chiefly by US forces, lasted from 1945 to 1952. In 1947, Japan adopted a new constitution under US direction, renouncing war, granting basic human rights, and declaring Japan a democracy (O'Brien, 2000). US General Douglas MacArthur represented all the Allies in Japan after its defeat, but the occupation was nevertheless an almost exclusively US undertaking and to a very great extent MacArthur took his own decisions, without direct reference to Washington. He rejected the view that the Japanese would be better off without the age-old institution of the monarchy.

Employee Voice Essay Example | Topics and Well Written Essays - 2500 words

Employee Voice - Essay Example This calls for change in organizations’ strategies to enable the organization to respond to the changes in a timely and flexible manner. To achieve this, an organization needs to gain workforce commitment by enabling them to have a voice on matters that affect them. Employees have, therefore, been empowered through involvement and participation in organization decision making process by the use of direct or indirect voice mechanisms. The paper will discuss the employee voice mechanisms in use today and the outcome of such mechanisms for workers. The employee voice literature began with Hirschman in the 1970s and was further popularised by Freeman and Medoff in the 1980s. Dundon et al (2005) views employee voice as an articulation of individual dissatisfaction, expression of collective organization, contribution to decision making, and mutuality. To articulate dissatisfaction, an individual has only two options according to Hirschman’s exit-voice theory; he can decide to exit or stay and fight from within by voicing his concerns. Hirschman (1970:30) therefore refers to voice as ‘any attempt at all to change rather than escape from an objectionable state of affairs whether through individual or collective petition to management’. ... The role of management is to provide voice mechanisms for workers so as to air their opinions. Freeman and Medoff (1984) built on Hirschman’s theory of exit-voice to emphasize the importance of having a collective voice in organizations especially through trade unions. This form of voice mechanism entails negotiations between employees and employer through the union and has many advantages. The union helps to reduce exits hence retention of qualified staff thus minimising on hiring and training costs. The employment contracts negotiated through collective bargaining also protects the employees’ interests thus enhancing cooperation and job security. The union can also assist the management in introduction of new work practices thus minimising resistance to change (Bennett & Kaufman, 2007). However, unions also can manage to force the organization to increase wages above competitive levels hence a loss to the company. Moreover, most of the workers organized in unions are dissatisfied with their jobs since the union leaders raise their job outcome expectations beyond what is realistic. According to Rose (2007), there is increased decline in unionisation as new sectors emerge hence making unions unrepresentative of employee voice. Many organizations are non-unionized and apply alternative voice mechanisms such as communication, training and development, attitude surveys, financial participation, and quality circles. However, employee voice is driven by various factors. The availability of voice mechanisms in the organization is a key driver of voice as employees can utilise various means to air their grievances but management support is required. For example, the management can put up suggestion boxes to get their opinions and adopt a culture of